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GLP Methodology
The modules or
sessions within the overall design of GLP are linked conceptually to build
multiple levels of insight and mastery. They offer multiple views of a
central problem around which a variety of perspectives can be used, each
casting the problem in a different light. See Diagram 1.
Diagram 1.
However,
perspective building isn’t enough to grow global leaders. Actions taken, in
terms of decisions and their results, are often the best teachers if linked
to a review and evaluation of lessons learned. This is the basis of a
formal process at the heart of the learning methodology used in the GLP. A
four-stage process of concrete action, observation & reflection, concept &
theory development (map making) and active experimentation (implications &
application) are integral to performance in complex global environments.
See Diagram 2.
Diagram 2.
Where business environments are less uncertain and existing mental models
are sufficient for framing and articulating a clear course of action, the
learning cycle may well revolve more directly between concrete experience
and implications/application. This is often the case where incremental
change is the best mode of organization development. When embarking upon a
global growth strategy, however, the nature of the leadership challenge is
fundamentally different. The new context, be it at a market, business,
organization or individual level, requires new models or maps for providing
clear strategic direction.
In Week One of the GLP, we lay the foundation with tools and frameworks for analyzing global business environment, global organizations, and inspired leadership. Participants internalize relevant ideas and concepts through an action inquiry framework, learning to test and evaluate the perspectives, tools and practices illustrated within the curriculum.
During Week Two there are two key foci. The first is on a “live” organizational
analysis of a global company headquartered near the program location. Teams of participants
interview senior managers and other key stakeholders in the project company, share and analyze
their data, and develop presentations that illustrate:
Development of an interview protocol to collect and analyze data using the economic, environmental, and sociological tools taught in the GLP
Comprehension of an organization’s alignment with its current strategy by use of a framework of contextual analysis developed in the program
The second focus of the week is the shift in the personal development work. This begins with the results of a leadership assessment that adds further insights to individual self-improvement plans completed in week 1. The coaching sessions deepen personal insights into not only unique qualities or strengths, but underlying assumptions that reinforce reactive tendencies which get in the way of more fully expressing inspired leadership.
In Week Three there are again two key foci. The first is building effective cross-cultural strategies. Contextual intelligence means an ability to relate effectively in different cultural environments, across different organizations, and among individuals with different backgrounds. The tools of analysis for building intercultural literacy are honed through an immersion into the culture, history, and economic prospects of an emerging market as well as a case study into cross-cultural alliances and joint ventures.
The second focus of the week is a completion of a personal transformation plan. The foundation of this work is laid in the first 2 weeks of the program and culminates in an intensive 2-day workshop coupled with the personal coaching sessions. The objective is to experientially explore leadership of the body, emotions, and intelligence in order to more fully align with one’s purpose or calling as a leader. The transformation plan illustrates one’s leadership journey in terms of purpose, vision & goals, portfolio of activities, communities of interest and practice, and learning agenda.
My closing session was fantastic. My coach brought together the entirety of the program topics, learning, into my personal application. We will follow-up with specific “transformational map” development for future accountability! GLP Participant 2010
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