The Misnomer of Globalization
Globalization is often viewed only as a disruptive force due to it’s economic effect on nations. The political economist, Samuel Gregg, the Research Director at the Acton Institute, UK responded to the question whether it is globalization or something else that is undermining national economies and many working people today, as follows, “globalization has helped reduce poverty at an unprecedented rate throughout the world, especially in developing nations. So, overall, it is helping people, particularly the poor. That said, it’s true that economic globalization, by which I mean the ongoing integration of markets around the world, has introduced considerable disruption into some developed nations“.
This viewpoint which is often sadly, the pervasive narrative limits the comprehensive effect and influence of Globalization. An economic explanation enables a “one-sided” narrative, which is unfortunate. Read the article, titled, The losers of globalization didn’t lose from globalization
The Future Is Global
Great care must be taken therefore with the term globalization, it is more than an economic experience or reality. It was an enabler because it amplified an open door. Globalization opened a door that connected cultures and people which necessitated the need for leadership on a global scale often referred to as Global leadership.
- Please understand that global extends beyond being an expatriate. It extends beyond an international trip, or lots of hours on social media. It is more than having an international pen pal or being a part of a virtual diverse team.
- Without a doubt, these are valuable experiences and probably for many, the beginning of a journey but we must understand that to be global is to be present within multiple cultures, being emotionally and culturally aware. For me, being global means having an intentional engagement outside my natural habitat or comfort zone, it is to maintain the commitment to be present and connected mentally, intellectually, economically and in some cases, physically.
Allow me, to refer to Jacque Vilet’s definition of Global leadership, here, “it is that which focuses on the management of a business across borders where there are different cultural, legal, and economic systems. It’s about knowing how to operate in multiple environments trying to achieve a common corporate objective.”
This definition presents an outward viewpoint, and begs the question, what about instances where the borders are virtual and local to the individuals?
To confer a global status on an organization merely by it’s existence in another country or due to it’s international presence (satellite operations, merger and acquisition) is in my view, myopic.
Globalization goes beyond mere presence, and significant consideration ought to be made for a state of being.
This type of global leadership, I have termed Hybrid Leadership, which captures the phenomenon of leadership or living from an internal experience covering all the dimensions such as one’s emotional, cultural, leadership, cognitive and people awareness. This is about “being”, belonging and present with a commitment, mandate if you will, to all things.
With globalization, there is an increasing number of people who are now everywhere. In our organizations, schools, churches and religious centers, sporting venues, teams and communities. These individuals are not singular but multi, uniquely defined by their multiple affinities by design, in the past they were often referred to as bicultural or multi-cultural. In some instances, they are referred to them as global citizens but permit me to state the obvious, that doesn’t fully capture who these folks are.
This cadre of global leaders, I refer to them as “hybrid leaders”.
Hybrid leaders are not necessarily waiting to be nudged or developed to embrace thought diversity, that is already how they think. (Read Erin Meyer‘s write up on Being the Boss in Brussels, Boston, and Beijing). Hybrids can not be told to be diverse or inclusive, that is already who they are.
And lastly, it wouldn’t be accurate or right to call them new either, because they are not. Let’s call this process of discovery NEW, let’s tag our approach towards maximizing their talents and abilities NEW and let’s define our desire to develop them effectively for the future, as NEW.
I am a Hybrid Leader.
To be continued.
Part 1 (I Am A Hybrid Leader) – Series on the case for hybrid leadership, grounded on my doctoral dissertation, titled, “American Nigerian Leadership: An Exploration into Hybrid Leadership”
Dr. Flo is a Ph.D-trained organizational leadership consultant, speaker and executive coach. A Management Consultant @Slalom and the Founder of The Hybrid Leadership Institute (NGO). Dr. Flo is The Hybrid Leader™ – American Born, British Educated, and Nigerian Raised. A YALE Scholar, Fellow of the Institute of Information Management and certified Project Management Professional.
Follow Dr. Flo on Twitter @DrFloFalayi
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