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This article originally appeared in the 2014 Intercultural Link news magazine’s first issue, fifth volume. It is in the nature of our work for people connected with AFS to be in touch with other cultures, most directly through their work with exchange students or interacting with volunteers and staff from within a network of over 60 countries. GLOBE, or the Global Leadership and Organizational Behavior Effectiveness International Study, attempted to clarify the following issue: How is culture related to societal, organizational, and leader effectiveness? Started in 1994, this landmark study was completed over the course of 11 years and involved 170 researchers worldwide. Specifically, GLOBE investigated how certain characteristics of outstanding leaders are related to national cultures; it also looked at which aspects of leadership are culturally dependent, or universally desirable. The study held the premise that leader effectiveness is contextual, or embedded in societal and organizational norms, values, and beliefs: For a leader to be effective, she or he needs to embody the implicit idea of what leaders look, act, and behave like, an idea that is rooted in people’s early experiences with leaders and shaped by culture and upbringing.
This table shows the six universal leadership styles, presented from most to least desired. Further analysis showed that leader characteristics such as ambition, enthusiasm, or formality are valued very differently around the world.
If we don’t take the GLOBE findings as a definite explanation of all intercultural leadership styles, but rather as a roadmap of possibilities, we can use this study to help us work more effectively with members of other cultures. AFS Intercultural Programs is pleased to announce the new issue of AFS Intercultural Link News magazine, first in 2014 and volume 5. This issue of the news magazine looks at the value of intercultural learning in the workplace. The AFS Intercultural Link News Magazine is the quarterly magazine on intercultural learning in the AFS network.
Ten tips for the intercultural leader: Ten quick tips on intercultural leadership from a business perspective. List of resources on Global Leadership from the Global Leadership Advancement Center in San Jose State University, California. Distance program at the International Institute for Global Leadership: self-directed and based on readings by level and written assignments. GNC offers a wide range of global projects, such as providing sanitation and clean water, shelter, education and doing many more important works to improve vulnerable populations around the world. For those of you in education, they also have initiatives for you to use in your classroom, including team building exercises and curriculum to develop intercultural competency. If you are a youth interested in global causes, this is an organization you might want to explore! International opportunities for interculturally-minded youth to get involved and collaborate with each other are becoming more and more accessible. This year’s conference took place in Moscow, Russia on the 18th of August, and was held at the Moscow State Institute of International Relations. Tom McLeod, an AFS returnee (Australia 2000-2001) and current Intern at the AFS Russia office in Moscow, along with Nonna Kovrizhnykh, Partner Director of AFS Russia, and Organisational Development Coordinator Natalia Zakharova facilitated a session on Intercultural Dialogue and Tolerance. AFS Intercultural Link BlogThe AFS Intercultural Link Blog is a space for sharing ideas, articles, materials, videos and recommendations related to Intercultural Learning, as well as the digital version of the AFS Intercultural Link Newsletter. From the mid 1990’s until about 2011 we have been fascinated, inundated and almost force-fed a steady diet of leadership books, magazine articles, white papers, lectures and seminars.
I have worked with dozens of ministry leaders that were great preachers, teachers and Bible scholars. Leadership can be more aptly defined as a process, a process of social influence in which an individual can draft the aids and gather support of the other people in order to achieve a common goal.


Since every individual has different style of handling a particular situation so, based upon those styles of acting to a situation, there are different styles of leadership.
The next big question that often strikes in our mind is whether a person is required to possess qualities by birth that identify him as a leader or he can acquire those qualities if he wishes to with the passage of time. Looking into the other aspect of the coin, it is sometimes the situations that give birth to the leaders. Therefore, for all those who think that they cannot become good leaders since they are not born in influential family or family with great leaders as ancestors should not think so because here are some of the skills which can help them to become one. Conducted in 62 societies and involving more than 900 organizations, the project looked at the effects of culture through different variables, such as country, industry, and organization, and explored current practices and values. GLOBE investigated people’s expectations of leaders on a broad scale, and also linked them with cultural values and practices. However, the variation was larger for four other universal leadership styles: Some cultures saw them as good and effective approaches, while other cultures saw them as an obstacle for outstanding leadership.
On the other hand, there are also some leader characteristics that are universally endorsed, such as trustworthiness, justness, honesty, ?and decisiveness.
For example, for a leader to be described as decisive in the US, she or he is expected to make quick and approximate decisions. Feel free to share it with everyone interested in learning more about intercultural education! The magazine features content shared by AFS organizations around the world and guest writers, including information on trends in intercultural education, interviews with experts in the field and overviews of upcoming and previous conferences. The concept has been studied from multiple perspectives and one of them, intercultural leadership, is becoming increasingly relevant as organizations become more culturally diverse.
It is one of the three conferences that together make up the AISEC International Congress, an international event to plan projects for social and economic development. The 10-day conference hopes to foster a positive global impact in the way youth collaborate and interact, and aims to build a global perspective for future generations.
Many church and business executives have been preoccupied with learning and developing the skills associated with leadership. This group was conceived to be a round table forum for Christian business owners and key business leaders. If we look into the subject matter, we have instances that partly support both the notions. Mahatma Gandhi probably would not have emerged as such an efficient leader if he had not witnessed the racial discrimination and had not experienced it himself. Studies that were carried out by the University of Kent enlisted some of the qualities which are essential for leadership.
Working with others always requires a certain degree of leadership: whether in a local team or across national borders, AFSers need to effectively work with others in order to achieve their goals. Conversely, in France or Germany, being decisive tends to mean a more deliberate and precise approach to decision making. The organization New Global Citizen (GNC) provides globally conscious youth with opportunities to make their reach go farther and their impact stronger in relation to some of the world’s greatest challenges.
An innovative approach to international organization, the project began in 2011 with a small group of 8 young people who dreamt of a place where all the intercultural-driven youth could collaborate and be in contact.
At the Global Youth Voice event, two AFS staff members had the opportunity to take a more active role and act as facilitators for one of the sessions. If you’ve been reading my blog then you know I think a lot of our reliance on permanent leadership at all is unhealthy.


Speaking on a personal basis, the qualities which a leader should essentially possess are ability to motivate and influence others, socially activated, general intelligence and common sense, emotional stability and unbiased nature. It is a common belief that a leader is able to take wise decisions only when he has undergone that situation himself because only then is he able to know the pros and cons of the events which his followers go through. First and foremost, a leader should be able to motivate and direct others, if people have chosen to follow him and extend their support to him; he should ultimately take the responsibility for their actions.
This motivated us to look into what intercultural skills may be valued or looked down upon in settings where different cultures come into contact, and whether certain leadership styles work across cultures. The same caution applies to the universally undesirable leader traits, such as sensitivity.
We have different perceptions of looking at a leader; some view him as a person who has the capability of getting lots of people to follow him, while for some a leader is the one who organizes things and tasks by looking into every aspect of the situations and its effect on the people who follow him. At the times of requirement they do reach out to their employees and listen to their problems.
Now, if we have a glance on these qualities some of them are those that are in born like the intelligence of a person, his basic nature and emotional stability to a certain extent is also innate. Experiencing those situations themselves is developed with the passage of time and is not instilled by birth. He should possess a positive attitude in taking up any of the situations and organize the tasks among his subordinates and manage them. Management also includes recording and storing facts and information for later use or for others within the organization. Both the images of the leader are correct since both of them correspond to the different styles of leadership. Talking of the ability to influence others can be acquired to a certain extent by various experiences, being socially activated is a partial quality in the sense that certain people are by nature jovial, interactive while some develop their social skills by coming in contact and learning with a variety of people.
The more a person is made to handle different situations, the more his qualities are improved. He should never lose his perseverance when things are not working out and should never get frustrated and even if he is, he should never ever let that show in his actions. Management functions are not limited to managers and supervisors as almost every member of the organization has some management and reporting functions as part of their job. Then, some leaders are like Hitler, which like to possess absolute authority with them and are the only ones who decide.
They say people are born to be leaders and their leadership qualities are witnessed from the time when they are in their cradle. He should be flexible enough to accept the changes and should never be narcissistic in his attitude.
It is true that some of the qualities are inborn but in order to identify those qualities, it is very necessary to put the person into those types of situations which help them to identify their skills.
Some leaders like to take the opinions of their employees since they believe that the more the amount of brain storming involved in solving a problem the more meaningful and efficient solutions are arrived at and this kind of leadership is termed as democratic or participative style of leadership. There are instances as well where people are born in very influential families but they are not able to prove themselves efficient leaders as their ancestors were, so it is not at all necessary that you should be born with a silver spoon in your mouth in order to become an influential leader because whatever the case may be ultimately experience is required. But the reality is, they may not be either a leader or a manager…they are a practitioner.



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