Global talent management is not only about recruiting the right talent for certain countries, it is also about identifying good talent and transferring skills and expertise around the world.
Stumbling blocks tend not to be about the skills required in leadership, neither is it that businesses do not seem to understand how leaders grow. Rather, it is in less obvious areas relating to organizational alignment and execution of talent-management initiatives and in the sustained pursuit of strategic outcomes. Initial stumbling blocks can be more about culture acceptance and local resistance than practical differences.
This piece explores best practices and provides advice based on experience.