How can you coach a leader to think strategically in a global context?

First of all, as the coach of an executive, you need to build credibility with your executive. You can do this by discussing your experience working with other executives. Next pose some strategic scenarios and see how he/she handles them. Discuss the approach they take and the areas that were not considered. Now, give them the final test. When I worked in San Francisco, we hired a news team from a local television station. The news team included an interviewer and a camera man. In front of the building in which the executive was working, she was ambushed as if it was a real news team and posed with hard questions that were strategic to her organization. Later, the tape was replayed and discussed with several executives.

Those working in a truly global context should take intercultural competence and communication into account. A coach can be instrumental in helping a client break out of their own cultural bubble. Such coaches help leaders learn to ask themselves what reaction their decisions will bring from the diverse groups they impact: "How will group X react to this? Why?"; "Will any group be adversely affected or offended by my actions?" "Will this reverberate in the trust levels shown in the future?", etc. Asking these kinds of questions regularly develops a more sophisticated and strategic mindset, which helps coachees lead smarter.

Coach leaders for global strategic thinking by guiding self-reflection, gathering feedback, conducting gap analysis (skills), establishing KPIs. Prioritize training and development based on identified strengths and areas for improvement in decision-making on a global scale.

Evaluate the leader's existing strategic thinking skills and identify areas for improvement. If appropriate, apply a reliable and validated assessment tool.

Effective global leadership requires a clear vision, strategic thinking, and cooperation. Developing a global mindset is key to navigating challenges. Developing a global mindset, effective communication, adaptability, empowering employees, and leading by example. However, every situation, every company, every person is different.

In executive coaching, fostering strategic thinking often aligns with what Daniel Kahneman describes as "System 2" thinking, akin to the foresight and planning in chess. It involves contemplating multiple future moves and making wise choices from those possibilities. Coaching leaders from this perspective requires guiding them to move beyond "System 1" thinking, which is characterized by quick, habitual responses and primal survival instincts. The goal is to create a safe space for them to consider future options and explore possibilities without falling back into emotional reactions, snap judgments, or limiting beliefs. This shift is crucial for developing a strategic mindset that's essential for effective leadership.

What I have discovered in my coaching practice is the power of being able to clear your mind on a regular basis (or whenever needed). Once such a practice is established, challenging one’s primary assumptions becomes a natural part of decision making, strategic thinking or communication process. Cultivating curiosity (which we all carry within ourselves) is the second part of being open to seeing various perspectives. And … making the entire process of discovering other angles fun.

Encourage the leader to question their beliefs and assumptions, as this can lead to more innovative and effective decision-making. My coaching clients have often found it useful when I have shared with them examples of self limiting beliefs.

There is one powerful technique: 1. Let a leader describe an ideal place where his or her team or organization could be after 3 years. 2. Let them describe potential obstacles on their way to achieving that ideal place after 3 years. 3. Ask them to name resources they already have to achieve that ideal place. 4. Ask them how would they feel if they would do nothing and after 3 years they would not reach to that ideal place they have been describing.

Expose the leader to diverse perspectives, experiences, and ideas to broaden their understanding and foster creativity. If need-be, share relevant examples to expand their horizon and thinking.

Having worked globally in global companies, I had a great advantage recently in coaching a leader to shape his/ her thinking strategically in a global context by encouraging curiosity. Embrace diverse perspectives . I personally found helpful is, asking leaders to build a global network. Connect with peers, attend international conferences. It's not just about what you know but who you know globally. Your strategic thinking will naturally broaden, creating a powerful global perspective. Separate note, I would strongly recommend meeting people who are not from the same industry as yours. Also, travel to places that are not related to your business. These enhance your development multifold by creating newer neural pathways in your brain.

This point it is essential for a leader to have contact with other countries, different roles and organizational cultures. When the leader has contact with other countries, he can identify the different ways of thinking, feeling and living, as well as the different realities in which the same process is lived in a different way.Contact with different roles develops listening skills and generates an impact on their map of reality where they integrate the diversity of an organization.Companies present different forms of behaviors, beliefs and values, which becomes their personality and culture, visualizing the differences expands your margin of action and develops the ontological humility to manage in different contexts.

Elevate your perspective Instead of focusing on specifics, describe the broader landscape and articulate the bigger-picture narrative. By using language such as “Considering our organization’s three-year vision…” or “Reflecting on the trajectory of innovation in our industry…” you shape the context in which the tactical details can then be explored. This also helps to align stakeholders, ensuring everyone is on the same page.

Anticipate potent impacts Strategic thinkers don’t just make decisions; they assess and communicate their broader potential effects. You can showcase your critical thinking ability by highlighting possible outcomes or unintended consequences, for example, “This product has the potential to…” or elaborating with “Beyond the immediate benefits, our long-term gains include….” Doing so shows that you value thorough evaluation over immediate action.

Help the leader develop a clear and compelling vision for their organization or team, always ensuring it aligns with the mission, vision, and goals.

I think the coach needs to do a great job of raising awareness of what this means. This question goes beyond personal development and stretches into the challenge and the practicalities of strategic thinking in a shifting environment. I use an Executive Leadership Questionnaire to start a conversation around this.. There is also space for some level of mentoring as clients often need tools, techniques and methods to use with their team. It is rare for one person to come up with the strategy. In my experience the rich challenge is how to get the leadership team to help you make progress on this. So our client needs to become something of a facilitator with great questions and frameworks for thinking

It’s important to help your client learn to effectively communicate the story of their strategic vision. Not just explaining their vision in varying modalities, but providing them with the back story of what they believe their vision will achieve. They need to provide their people with their ‘Why’!

La vision est presque la première mission d'un leader. La première étape que je mets en place avec mes clients est de clarifier sa vision. Si ce n'est pas clair pour vous, comment voulez vous embarquer vos équipes. Il n'y a pas d'engagement sans vision claire. Vous devez pouvoir l'énoncer en une phrase qui donne l'envie de vous suivre

Communication is key to pretty much every aspect of leadership. Understanding how different stakeholders receive and process information ( at the individual and the organisational level) will go a long way in influencing. This requires skills like empathy and emotional intelligence. The book "Surrounded by idiots" by Thomas Erikson gives an insight into different communication and information processing styles that can help broaden the perspective of how we understand each other

To enhance a leader's communication in a global context consider below: Emphasize on cultural sensitivity Encourage clear & concise messaging Active listening!!!!!!!!! Use of technology & collaboration tools. Language proficiency! Regular updates. Cross cultural training in a diverse environment.

Help them in finding their core value, as that is true base for their happiness and satisfaction, that os reflected in day to day actions and attitudes

Some additional strategies to develop strategic thinking skills in a coachee include: 1. Teaching frameworks and tools to help broaden strategic thinking. 2. Exposing the coachee to different scenarios and challenges to encourage critical thinking. 3. Encouraging self-awareness and reflection to foster personal growth and understanding. 4. Promoting emotional regulation and self-regulation to manage emotions and develop resilience. Remember that strategic thinking is an ongoing process that requires continuous effort and commitment. By providing guidance, support, and personalized strategies, executive coaching can help leaders develop the skills needed to navigate today's complex business environment effectively

In the rapidly evolving corporate landscape, the ability to think strategically is a critical skill for leaders. It is imperative to use executive coaching to enhance strategic thinking in leaders, emphasizing the importance of tailored coaching strategies, emotional intelligence, systems thinking, risk management, and innovative thinking. By focusing on personalized coaching strategies that address specific needs and challenges, leaders can significantly improve their ability to think and act strategically. This leads to better decision-making, innovative solutions, and improved organizational performance. As businesses continue to navigate complex and changing environments, investing in executive coaching has become a need than a want.

Practice Humility, one of my 4 keys to Cultural Intelligence, as drawn from my "Developing a Cultural Mindset for Success" chapter in The Successful Mind: "a lack of arrogance. -Moving from believing our culture is “right” and “the only way, others are “wrong” or “we are all alike” (because that denies our uniqueness that can be leveraged for greater family, team, community, organizational success) to -Accepting other cultures have their own wisdom and being able to adapt -Choosing, integrating and leveraging other cultural perspectives without losing our own. (Milton J. Bennet’s Ethnocentrism) 'It takes humility to realize we don’t know everything…to know we must keep learning and observing.' Cher Wang, HTC CEO"

It's important for leaders to develop a mindset that anticipates global trends, considers diverse perspectives, formulates plans aligning with geopolitical and economic factors with ability to change quickly if required. Some of the coaching strategies,in my experience, revolve around creating a strategic and execution awareness in the following areas: 1. Cultural and Emotional Intelligence to navigate different cultural norms and business practices. 2. Global awareness of trends, economic indicators, geopolitical developments, compliance and tax implications . 3.Scenario planning to prepare for global uncertainties as well as opportunities. 4.Foster flexibility and adaptability to the approaches and measure and reflect periodically.

Drawing from my experience as an executive coach, I'd advise leaders to embrace a global mindset. This involves understanding cultural differences, recognising global market shifts, and adapting strategies as needed to deal with diverse and new environments. I would coach the leader to seek diverse perspectives, stay informed about international trends, and think innovatively to develop inclusive strategies that resonate across cultures and borders. Globalisation is a huge opportunity for increasing knowledge and awareness in all our DEI journeys.