Managing diversity in global organizations is essential for agile when adapting to change. Knowledge and insights about global issues and specific cultures are requisite for success (Luthans & Doh, 2021). Cultures not only perceive managerial duties and leadership from a different lens. Understanding how leaders in practice lead through ethical dimensions and leadership principles can determine how their followers perform if there are visible consequences of leadership problems and their goal is to promote empowerment. Culture can affect technology transfer, managerial attitudes, managerial ideology, and even business-government relations the most important, culture affects how people think and behave (Luthans & Doh, 2021).

The management of diversity must know how to negotiate among cultures and understand the differences between each and how they respond to changes. The challenge of strategic management today is to bring about the changes in organizational culture and individual mind-sets that are needed to support the formulation, implementation, and evaluation of strategies (David et al., 2020). Shared leadership is one all size fits all approach for agile to succeed where it takes into account culture and how people adapt to change in any organization. It shapes leaders to share roles and responsibilities to best support a horizontal approach to duties across organizational departments.

What competencies should leaders, through shared leadership, develop for organizations to best manage global diversity when adapting to change?