LEADERSHIP
“There is a tremendous friction
between the forces of globalisation and a large number of people for whom that globalisation doesn’t spell opportunity, possibility or progress, but loss, uncertainty and anxiety,” observed Professor Petriglieri, a trained psychiatrist who has written and speaks widely on leadership in the global context. “Therefore, they seek to double- down on the promise of the nation state with its very tight boundaries and narrow definitions of who is in and who is out. “It is very important not to
underestimate it. But I don’t think it is, as some people say, a failure of globalisation. It is a failure of leadership, of leaders’ ability to distribute the value created by globalisation in a fair and humane way. Many people have no access – whether by choice or not – to its opportunities and benefits, while those in leadership positions profit disproportionately. No wonder we see declining trust.”
Mobility in the age of discontent For HR and mobility professionals, a sense of equity and fairness has been on the agenda for a while. Some major multinationals have abolished expatriate pay and benefits for their internationally mobile workers. One of the drivers for the rise in localised packages is a sense of equity with local hires as much as the perceived cost savings. Companies are also hiring and training people based on their
intercultural sensitivity and so-called global-mindedness. Overall, there is a sense that mobility is a good thing for companies and individuals. “In contemporary organisations,
especially large ones, you have to be mobile to become a leader,” said Professor Petriglieri. “You wouldn’t
“The ultimate privilege in a f luid
world of work is to feel that uncertainty spells opportunity,” continued Professor Petriglieri. “But if you are one of those people for whom uncertainty spells anxiety, and you look at a successful, mobile person and say, ‘We have nothing in common, I couldn’t be like that, and
“There is a tremendous friction between the forces of
globalisation and a large number of people for whom that globalisation doesn’t spell opportunity, possibility or progress, but loss, uncertainty and anxiety”
advise anyone asking how they can progress in their career to stick to one place, whether that place is an off ice, a city, or a function. “We know from research, and from
experience, that there are huge benefits to mobility. It enhances your opportunities, expands your networks, and has cultural and psychological benefits, too. It opens your mind. “You can see it in business writing.
It usually celebrates people who are very mobile – what I call ‘nomadic professionals’. And the reason is that we always celebrate winners. Nomadic professionals are, in many ways, the winners in the modern game of very uncertain and fluid careers.
he or she doesn’t seem to care about me’, then you see that person as a stranger, potentially as a threat, certainly not as a leader.”
A post-trust age? This retreat into the perceived safety of the nation state, the likely dismantling of major regional trade agreements and tightening of border controls taking place in both the UK and the USA, suggests that the narrative of globalisation is being reined back through democratic means. Does it also mean our understanding of leadership needs to evolve to keep pace? In Professor Petriglieri’s analysis, one result of the step back from globalisation
“We know from research, and from experience, that there are huge benefits to mobility. It enhances your opportunities, expands your networks, and has cultural and psychological benefits, too. It opens your mind.”
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68