Leadership Blog: Taking MegaGlobe To The Next Level (Other (Not Listed) Sample)
Scenario: You are the CEO of MegaGlobe Business Solutions, a financial consulting corporation based in Chicago that has just recently opened new offices in São Paulo, Brazil and Shenzhen, Guangdong, China. As part of this transition, your employees will now be working collaboratively with employees at these locations to provide financial consulting services in these new markets. To assist with the transition, you will develop an internal leadership blog for your employees that addresses the implications of leading within a culturally-diverse and changing global business environment. This blog should focus on the need to positively adapt to a variety of leadership styles and individual differences within these cultures.
Writer a 700- to 1,050-word internal leadership blog using the Leadership Blog template, and include the following:
Explain the implications of leading within a changing global business environment.
Describe the Team Leadership Model and how this relates to your current business practices.
Outline positive aspects of gender, diversity, culture, and teamwork that can improve overall business performance.
Apply principles of motivational leadership within a variety of diverse cultures.
Use at least one image, photo, chart, or graph to deliver a key concept within your blog.
Message for the writer, I will send the Blog Template once you receieve this message/instructions.
Taking MegaGlobe to the Next Level
As you are all aware, MegaGlobe has recently began offering its services to the rest of the world with the newly opened offices in Sao Paulo, Brazil and Shenzen, China. As a financial services provider, we are now in a unique position that allows us to grow our customer base, expand our service range, and realize higher profitability as we seek to conquer these new markets. Because of this, we have to embrace the changes that will follow this growth, and adapt to them in ways that also improve us collectively. We will have to forge new and lasting relationships among all our leaders and staff in Chicago, Sao Paulo, and Shenzen in order to realize the change and growth we hope to, and doing so will inevitably mean that we have to adapt to different leadership styles going forward.
One of the constants of life is change, and this is a fact that is undisputable. As we go through various organizational and structural changes, it is important that we understand the need to adapt and especially so to new leadership (Boss, 2015). It is important that we understand our new position as a global consultancy service, because it is this understanding that will make us dynamic, flexible, and effective as we look to penetrate new markets and grow our market share in the financial consultancy space. We must remember that our achievements this far have not been based on luck and are the results of our collaborative hard work. In order to and maintaining this consistency and realize sustained growth, we will have to adapt to the changing business environment, as well as leadership, both as employees and as leaders.
In order to achieve the aforementioned goals, as an organization we will rely on effective teamwork, which we have elected to implement using the Hill Model for Team Leadership. The four sections critical to this model are leadership decisions, internal leadership actions, external leadership actions, and team effectiveness, which are further demonstrated in the model below (Kirkman & Harris, 2017).
Figure 1: Hill's Model for Team Leadership
Being a financial consultancy, this model is more important than it may appear, seeing as it elaborates how sound leadership and effective teamwork are critical to realizing our global
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