The W.O.R.L.D. Wise™ Process for Global Leadership Development

W| Worldliness

Learn to work more effectively in any team, company or country culture. Move beyond PESTLE and SWOT analyses and understand how these details will affect your company and your team members in context. Apply custom Country briefings and Business Briefings to create an action plan for fulfilling your overarching objectives.

O| Openness

Become comfortable identifying cultural differences internationally and amongst diverse teams. Learn tools to increase your communication and thinking style flexibility. You’ll soon be able to pitch your ideas more effectively and encourage collaboration with any audience.

R| Relationships

Explore the three relationship levels and their role in executing projects so you can build productive international relationships—that conform with your company’s compliance guidelines. From now on you’ll know what level of relationship will get the project going.

L| Leadership

Develop the skills to dynamically switch between management styles to suit the individuals and group you’re leading. Understand what global leadership means to your company, whether operating at home or abroad, so you can better manage and instruct teams.

D| Decision-Making

Understand the dynamics between teams at home and abroad so you can bring out the creativity and innovation in your people; find new ways to solve problems; and arrive at conclusions more effectively.

Wise| Capturing ROI

Learn to appraise the value (ROI) your expats, virtual global teams, and diverse local teams bring to your company. Leverage your people’s W.O.R.L.D. competencies in alignment with your company’s strategic objectives.


The first step in building a valuable legacy in global organizations. Part 1 in the series.


The Openness and Flexibility Skill Set: The Key to Effective Cultural Integration.
Part 2 in a series on how to build a global career and legacy through cultural integration.

Relationship Building

The Relationship Skill Set: A Framework for Doing Business in Relationship-Centric Cultures.
Part 3 in a series on how to build a global career and legacy through cultural integration.


Global Leadership: More than just frequent flier miles. Part 4 in a series on how to build a global career and legacy through cultural integration.

Decision Making

Decision Making and Problem Solving: Creating cultures that bring people’s best brains to the table. Part 5 in the series.


Wisdom: “the quality of having experience, knowledge, and good judgment; the quality of being wise.”
Wise: “having or showing experience, knowledge, and good judgment.”

Circular definitions, or a hard concept to pin down? In this article Natalie Richter offers you a better definition.

Defining Buy-in Value

Buy-in Value is the economic benefit arising from the behavior and actions of individuals that are not always capable of being individually identified and separately recognized.

The key issues in this diverse, complex and ever-changing global market are that leaders and teams are either unprepared for challenges or they are unable to articulate the value they bring to their organizations.  Leaders who are flexible in their management, communication and thinking styles in order to establish credibility and trust with their teams so that they can execute projects are undervalued.  Leaders who are nimble and can change their strategies mid-project based on external and internal events and stakeholders are very rare.  Those who can are rarely able to articulate the value of the skills and competencies necessary to achieve these global strategic objectives.

The W.O.R.L.D. Wise™ process was developed in order to address these key requirements for running successful global companies.  The W.O.R.L.D. Wise process also incorporates a framework to capture the value expats, leaders of diverse national teams and leaders of virtual (international) teams bring to their organizations.

What research shows is necessary for effective talent and project management

The W.O.R.L.D. Wise™ Process is based on seminal research on the difficulties global leaders and global companies face when it comes to measuring impact, potential and the true value of human capital in joint ventures, mergers, acquisitions and global expansions.  It is also based on best practices in managing project teams that are both diverse and global. The Cultural Orientations Framework (COF) developed by Philippe Rosinski is used as a tool for evaluating cultural orientations. The COF is specifically designed to capture both the cultural orientations which are intrinsically linked to a person’s communication, thinking and management style, as well as personal assessments of someone’s ability to be flexible in style.

How it works

The W.O.R.L.D. Wise™ Global Leadership Development process entails consulting, training and coaching.  It can be done one-on-one, two on one if there is a family involved, or with teams.  The training takes place face-to-face and the follow up coaching is typically virtual, through phone calls and secure web based collaboration tools.  The training session can be done intensively in a two-day program or broken down into modules.  Modular programs can be done virtually in ½ day sessions as long as the introductory session is face-to-face.

The W.O.R.L.D. Wise™ learning and development cycle
  1. Briefing and strategy
  2. Action
  3. Debrief (within the group and with the coach)
  4. Learning and articulation of value of the project
  5. Increased value for the organization
Key overarching leadership objectives
  • Building teams
  • Presenting the vision and establishing roles and responsibilities
  • Motivating and engaging the team
  • Delivering effective feedback
  • Leveraging differences for the best possible outcome
  • Communicating the value of the results to key stakeholders
Worldliness competence: How to develop a Global Mindset within your organization

We begin with a needs assessment to understand the aims of the project; the key stakeholders and how this project fits into the organization’s overall strategic objectives.  We also analyze the different cultural systems in which this project will occur.  That is: the countries; the organizations; the sectors; the industries; the functions; the business units; the teams or groups.  We also work through the interpersonal dynamics based on individuals’ values and cultural orientations.

This enables us to prepare the country and business briefing segment of the program.  If this is part of an international assignment, the partner is invited to be part of this briefing and a separate program is developed for any children.

Therefore, one of the first steps in the W.O.R.L.D. Wise™ process is a stakeholder analysis and linking it to the cultural systems at play for any project.  This is also a critical step in the development of the communication strategy as it impacts what information needs to be communicated to each stakeholder and how it should be communicated.

Openness and Flexibility: How to be open and flexible in order to achieve strategic objectives

Project execution requires the interaction of leaders and their teams.  Therefore CQ (Cultural Intelligence) and EQ (Emotional Intelligence) are also crucial for executing the projects.  It is these intelligences that enable individuals to be flexible and adapt to new cultures, develop the trust and relationships with teams and motivate them regardless of where they are in the world.

At this stage of the W.O.R.L.D. Wise™ Process, participants are developing their intercultural competence. This stage overlaps the Relationship, Leadership and Decision Making competence building.  The main objective of intercultural competence development is to move from being completely unaware of individual cultural differences (including differences in the way people communicate) and therefore inflexible in the way one interacts with others to being able to recognize each individual on a team’s values, cultural orientations and strengths.  The final stage of intercultural competence development is to not only have a clear strategic objective at every stage of a project but also know what communication, thinking and management styles to leverage in order to achieve the best possible results. As leaders and members of teams with diverse communicating and thinking styles it is essential to understand the context and strategic objective of each interpersonal interaction.

Best practices have shown us that cross-functional diverse teams are more effective as together they have a greater understanding of the firm’s strategic needs and each individual in these teams brings their unique personal and functional perspective to projects.

In order to drive the best results, it is important to understand what the differences are; the value of each style as it pertains to each project and its life cycle. Participants learn to leverage the differences appropriately, depending on the strategic objectives at each point in time.

Relationships:  How to establish credibility and trust while balancing compliance requirements

Leaders and team members establish credibility and trust either through relationship building or through the quality of their previous work.  In the W.O.R.L.D. Wise™ Process, the coach and client use the aggregate COF results to strategize what approach to use based on the composition of the team and the objectives of the project.

Leadership: How to build (global) leadership competencies…

…within the framework of your organization’s competencies, values, vision and mission.  We partner with organizations to understand each company’s competencies, values, vision and mission.  Throughout the coaching process, the coach refers back to the company’s competencies and culture so that the leadership development aligns with company culture and strategy.

Decision making:  How to solve problems and make decisions in a contextually appropriate way

Individuals solve problems and make decisions based on their cultural orientations in a number of COF areas.  Two key areas are their sense of power and responsibility and their modes of thinking – which will impact the way they think through problems (e.g. are they focused on the details or big picture?)  Throughout the W.O.R.L.D. Wise process the coach partners with their client to work through issues that come up within the team, co-develop a strategy, and debrief the results. After a number of iterations, the leader and team recognize patterns and the role of values and cultural orientations in problem solving and decision making.

Wise – How to capture the value of what you have accomplished  

At the beginning of the W.O.R.L.D. Wise process, participants align their project objectives with the company’s strategy.  They also learn to pay attention to the communication style of the key stakeholders so that issues and added value can be effectively communicated to these stakeholders.  Participants learn about the chain of impact and the appropriate measures to use to capture value.  The Wise competency is developed throughout the lifecycle of the project. This phase draws on McNulty’s framework for expatriate ROI and the ROI Methodology™

What are the outcomes of the W.O.R.L.D. Wise process?
  • Better communication between the home office and your expats
  • Ability to expand your business while keeping your key talent engaged and your pipeline global
  • Ability to learn and leverage from what your teams are doing in different parts of the organization regardless of where they are in the world
  • ROI process that captures the real value of global leadership development in the context of: an international assignment, leading a diverse local team and leading virtual (international) teams