Global leadership is a buzz word in today's business world. It is not clearly defined however who global leaders are: Do they work abroad or with people from different nationalities? Are they themselves living abroad or having a cross-cultural background? Are they leading virtual or non-virtual teams? Do global leaders exist or is not every leader a global leader in today's world? The following article gives a definition of global leadership and compares it with other leadership profiles: local, expat and glocal leadership. Another challenge about global leadership are the expectations towards this group of people: their expertise, skills and personality.Global leaders seem to be the answer to many questions of our globalised world. This paper describes the challenges global leaders encounter and the competencies they are supposed to dispose of. Interviews with global leaders and their teams show the way they deal with those challenges in practice.Finally, the results of the interviews help the leader discovering new opportunities to develop himself towards an inspiring global leader.

No abstract

No abstract

The ongoing globalization of businesses, cultures and interactions makes the increasing need for managers with global skills and intercultural competencies obvious. Whereby the demand for welleducated young people is rising, international business schools and providers of intercultural trainings are confronted with the need to satisfy the expectations of the business. At no point in history the opportunities for young academics have been so broad as they are today. At the same time the requirements to meet job descriptions are getting more and more unspecific and in some cases, they seem to be unreachable. The applicants are wondering, if they have the right abilities to succeed. But do companies know what skills their employees really need? Do they for example name intercultural competencies in job advertisements in an international or global context? The answer is: most of the time they don't. But what can students do proactively before applying for a job operating in an international context? And what can the company do if they have highly skilled people with a lack of intercultural competence? Most of the time the answer is: Just do an Intercultural Training. But therefore the Intercultural Training has to be effective. This research aims to evaluate different types of Intercultural Trainings to find the most effective way of teaching and training intercultural competencies -from a practical perspective.