What does “Multi-Locality” mean for the manager of a team in the modern, multi-local environment? According to Josh Bersin, “driving a performance-oriented culture demands a focus on new compensation models, improved forms of collaboration, and the development of clear goals-based performance management processes.” How does this apply to the multi-local talentforce?

First, we need to build personal accountability not only for individual performance, but also for effectiveness in collaborating across a diverse, multi-local environment, working seamlessly in a multi-functional, multi-organizational, multi-generational, and multi-cultural workplace. We must “inspect what we expect” by leveraging Web-based tools, such as wikis, Web meetings, CRM (customer relationship management) software, instant messaging, and social software to stay connected with the global, digital and virtual workforce.

Second, we need to develop management agility, broadening our management practices and developing more multi-faceted and situational leadership skills. Traditional practices such as MBWA (management by wandering around) are still valid and effective in the on-premise environment; yet modern practices, or rather MBSA (management by surfing around), enables leadership through modern, Internet-enabled technologies paramount in the off-premise world.

Third, we must foster social responsibility, where each individual works toward the organization’s goals to the best of his or her abilities, while respecting and valuing the contribution of others. In the multi-local environment, diversity is no longer a program managed by the HR department; rather diverse work groups embracing differences in gender, age, culture, nationality, personality, and religious, political, and sexual preference are the norm in the evolving global village.

Finally, we must develop pay-for-performance strategies in which compensation is tied not only to individual performance but also to effective collaboration in the multi-local environment. Team-based pay structures and compensation for contributions to group knowledgebases help to direct and motivate individuals in sharing and disseminating knowledge across the global organization.

Mastery of modern organizational models and management practices is a critical success factor for effectiveness in leading the modern, multi-local talentforce. Management agility, personal accountability, social responsibility, and pay-for-performance are key themes that leaders must embrace to be successful in working with the multi-locality aspects of today’s organizations. Whether you are a corporate executive, regional manager, outsourcer, expatriate, or inexorable road warrior, there are a plethora of tools and options now available to improve communication and foster collaboration in supporting work anyplace, anytime, anyhow, helping individuals find greater work/life balance in the modern global, digital, remote, and evermore virtual world in which we now live.