One hilarious example I have seen is when we ordered snacks for the Training conference, the global leaders and executives reacted differently to local snacks but they all did not have any comment with internationally known snacks. For eg. Lumpia or Goreng Pisang (Fried Banana Fritters of SE Asia) did not get into everyone's good books. Some found the snacks too oily, too sweet, gluten coated or carb-laden. Their perspectives on this particular snack of fried banana fritters are just like their perspectives on "Leadership Styles". I need to ask and collect the different viewpoints. The cultural differences mean that they have to use the Management and Leadership Style(s) applicable to and suitable for their own country's organisations.

For my point of view requires aligning global strategic goals with local needs, fostering dialogue, cultural adaptability, and mutual commitment, turning diverse viewpoints into opportunities for innovation, engagement, and sustainable organizational impact, for example: 1) Facilitate cross-cultural understanding: Conduct workshops or sessions to help leaders appreciate and navigate cultural differences. 2) Engage leadership early to co-create program objectives that resonate globally and locally. 3) Use platforms that enable collaboration and customization, ensuring consistent yet flexible delivery. 4) Regularly assess the program’s effectiveness and be ready to adapt to evolving needs or challenges.

- Listen! - Listen to all voices! - Acknowledge relevance! - Having a diverse bench definitely adds value! - Engage in open dialogue!

prioritize cultural sensitivity, fostering open dialogue to address diverse leadership perspectives. Tailored training ensures alignment while respecting global team dynamics and values.

𝗞𝗲𝘆 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝘀: Does the training align with the company’s strategic vision? Is it necessary to support that vision? If the training doesn’t directly support it, it’s worth asking the hard question: 𝑫𝒐 𝒘𝒆 𝒓𝒆𝒂𝒍𝒍𝒚 𝒏𝒆𝒆𝒅 𝒊𝒕? At the end of the day, the training must drive the company’s vision forward. If it doesn’t, it risks being a distraction instead of a solution. The goal is a program that empowers leaders globally while steering everyone toward the same strategic horizon.

Navigating a global training program with diverse leadership views can be a challenge, but it's all about finding that sweet spot. First, dig into the cultural differences and really get to know what makes each region tick. Then, create a space where everyone feels comfortable sharing their perspectives—that's where the magic of mutual respect happens. Lastly, keep your training modules flexible. This way, they can adjust to various viewpoints while still hitting your core objectives. By blending these elements, you'll foster an inclusive leadership approach that resonates across cultures.

Check out the differences in views on leadership. Then educate them about the leadership perspectives that affect them in their context, the advantages and application, both. This should satisfy most of them. Provide real life examples and stories and clarify any doubts that are sure to emerge. This should set the course for engaging them in a gainful training program which will benefit all and make them satisfied and rest their doubts.

Para gerenciar um programa de treinamento global com visões conflitantes sobre liderança, eu adotaria uma abordagem que inclui: entender as diferenças culturais, criar um modelo de liderança flexível, promover diálogos abertos entre líderes de diferentes regiões, personalizar o treinamento conforme as necessidades locais e focar em princípios universais como ética, empatia e comunicação. Isso garantiria um programa inclusivo e adaptável às diversas realidades culturais.