Buy a world map!  Even better, buy a globe.  Take an interest in the world out there.  Subscribe to international publications, join global organizations, and seek opportunities to meet and talk with people from different countries.  If you do not have a passport, get one and travel overseas. 

Learn about other people.  Observe how they behave.  Listen to their opinions as they challenge your fundamental beliefs.  Look beyond the platitudes and take the first steps to develop a global mindset. 

In the world of global business, HR must figure out how a company can spread its corporate DNA and establish its corporate culture and values throughout the entire global organization within the context of the local environments.  HR executives need to work out how to do this successfully and quickly.

Unfortunately, most US companies are simply not prepared for the current onslaught of globalization.  The challenges of global business are just too great for them.  Globalization impacts everything – supply chain, product quality, price, labor supply, and market expansion for example.  While we might assume that handling global business has become standard practice, the reality is that managing a global business remains a very difficult challenge for most US companies. 

In today’s business world, HR must focus on more than just moving the company’s expatriates around the world.  Global mobility is important but globalization raises many more diverse and complex issues, such as global leadership, talent development, and resource planning.  Moreover, globalization also raises some very nasty issues that we would rather not discuss.  Bribery and corruption, discrimination, censorship, child labor, and counterfeiting are a way of life in some countries.  In addition, security and violence are real issues in some countries,   CXOs expect HR to take the lead in helping them confront these issues in the global marketplace.