The GLOBE (Global Leadership and Organisational Behaviour Effectiveness) research program provides valuable insights into how culture shapes leadership expectations and practices worldwide. This framework can help Ethiopian evangelical theological students understand leadership across different cultural contexts, including their own, and develop culturally appropriate leadership approaches for ministry.
The GLOBE project studied 62 societies around the world and identified 15 dimensions (9 cultural dimensions and 6 leadership dimensions). These dimensions help us understand:
- How different societies organise themselves
- What behaviours are valued in different cultures
- How leadership styles vary across countries
- How to work effectively with people from different backgrounds
The Nine GLOBE Cultural Dimensions
1. Power Distance
High Score: People accept that power is distributed unequally. Leaders make decisions without consulting others. Respect for authority is important. Low Score: Power is shared more equally. People expect to participate in decisions. Leaders consult with team members.
In Ethiopian context, this relates to how authority is respected within church hierarchies and community leadership.
High Power Distance Followers: “When you lead with clear authority and make decisions confidently, we think you are fulfilling your God-given role as our shepherd, and we feel secure because we believe strong leadership provides stability and clear direction. This is how things should be ordered.”
Low Power Distance Followers: “When you consult us and involve us in decisions, we think you respect our gifts and callings, and we feel valued because we can contribute our insights to the church’s direction. We believe the Holy Spirit speaks through all members of the body.”
2. Uncertainty Avoidance
High Score: People prefer clear rules and structured situations. They avoid risk and unexpected events. Low Score: People are comfortable with uncertainty. They accept change easily and take risks.
For ministry leaders, this affects how congregations respond to change and new theological interpretations.
High Uncertainty Avoidance Followers: “When you lead with clear procedures and established traditions, we think you are preserving important biblical principles, and we feel safe because we know what to expect in our worship and community life. Because uncertainty can lead to theological confusion, stability matters to us.”
Low Uncertainty Avoidance Followers: “When you embrace new approaches and adapt to changing circumstances, we think you are helping the church remain relevant, and we feel excited because we see how God works in fresh ways. Because the Spirit moves in unexpected ways, we value flexibility and openness.”
3. Humane Orientation
High Score: Society encourages and rewards kindness, fairness, generosity, and caring for others. Low Score: Self-interest is more important than collective welfare. Less emphasis on supporting others.
This aligns closely with Christian values of compassion and service.
High Humane Orientation Followers: “When you lead with compassion and care for individuals, we think you are modelling Christ’s love, and we feel valued because you take time to know our personal struggles. Because Jesus showed special concern for the vulnerable, we believe ministry should prioritise people over programs.”
Low Humane Orientation Followers: “When you focus on results and efficiency over individual needs, we think you are being practical and responsible with resources, and we feel motivated because we value achievement and clear outcomes. Because the church has important work to accomplish, sometimes difficult decisions must be made.”
4. Institutional Collectivism
High Score: Society encourages collective distribution of resources. Group loyalty is valued over individual goals. Low Score: Individual achievement and rights are valued more than group welfare.
This relates to how churches organise community support and resource sharing.
High Institutional Collectivism Followers: “When you lead with an emphasis on our shared resources and communal needs, we think you are honouring the early church model in Acts, and we feel united because no one is left behind. Because we are one body in Christ, we believe our resources should benefit everyone in the community.”
Low Institutional Collectivism Followers: “When you recognise individual contributions and encourage personal achievement, we think you are helping each person develop their unique gifts, and we feel empowered because we can excel in our specific callings. Because God gives different talents to different people, we value personal stewardship and initiative.”
5. In-Group Collectivism
High Score: People express pride, loyalty, and cohesiveness in their families and organisations. Low Score: People are more independent from their families and organisations.
This dimension connects well with Ethiopian family values and church community bonds.
High In-Group Collectivism Followers: “When you lead with emphasis on church as family and prioritise our community bonds, we think you understand the heart of Ethiopian culture, and we feel secure because our church becomes a true spiritual home. Because we believe faith is lived in community, strong bonds between believers matter deeply to us.”
Low In-Group Collectivism Followers: “When you respect our personal space and individual faith journeys, we think you understand that each person relates to God differently, and we feel respected because our personal relationship with Christ is honoured. Because faith is ultimately personal, we value autonomy in our spiritual walks.”
6. Assertiveness
High Score: People are assertive, confrontational, and aggressive in social relationships. Low Score: People value modesty and tenderness. Conflicts are resolved through compromise.
This affects communication styles in conflict resolution within church communities.
High Assertiveness Followers: “When you lead with straightforward communication and address issues directly, we think you are being honest and transparent, and we feel respected because you don’t hide problems. Because clarity is important in God’s work, we appreciate when issues are addressed promptly and clearly.”
Low Assertiveness Followers: “When you lead with gentleness and seek harmony in all interactions, we think you embody the fruit of the Spirit, and we feel peaceful because relationships are preserved through sensitivity. Because ‘blessed are the peacemakers,’ we value leadership that prevents unnecessary conflict.”
7. Gender Egalitarianism
High Score: Society minimises gender role differences and promotes equality. Low Score: Men and women have different roles in society and the workplace.
This has implications for women’s leadership roles in Ethiopian churches and ministries.
High Gender Egalitarianism Followers: “When you lead with equal opportunities for men and women in ministry, we think you are recognising that the Holy Spirit gives gifts regardless of gender, and we feel that the full potential of our congregation is unleashed because everyone can serve according to their calling. Because in Christ there is neither male nor female, we believe all should have equal opportunity to serve.”
Low Gender Egalitarianism Followers: “When you maintain distinct roles for men and women in church leadership, we think you are honouring biblical patterns and traditional values, and we feel that proper order is maintained because God-ordained distinctions are respected. Because scripture gives different instructions to men and women, we believe these distinctions should be reflected in ministry roles.”
8. Future Orientation
High Score: People plan for the future and delay gratification. They save for tomorrow. Low Score: People focus on immediate rewards. They enjoy the present moment.
This relates to ministry vision-casting and long-term community development projects.
High Future Orientation Followers: “When you lead with long-term vision and strategic planning, we think you are being wise stewards of our church’s future, and we feel confident because we can see where we are heading. Because God calls us to plan and prepare, we value leadership that looks beyond immediate needs.”
Low Future Orientation Followers: “When you focus on immediate needs and present opportunities, we think you are being responsive to current spiritual conditions, and we feel that urgent ministry needs are being met because you aren’t distracted by distant concerns. Because Jesus taught us not to worry about tomorrow, we believe in addressing today’s challenges first.”
9. Performance Orientation
High Score: Society encourages and rewards excellence and performance improvement. Low Score: Society values family relationships, harmony, and loyalty more than achievement.
This applies to how churches develop and evaluate ministry effectiveness.
High Performance Orientation Followers: “When you lead with clear goals and measure our ministry’s impact, we think you are helping us be good stewards of our resources, and we feel motivated because we can see concrete results of our work. Because God calls us to excellence, we believe in striving for measurable effectiveness in ministry.”
Low Performance Orientation Followers: “When you prioritise relationships and spiritual wellbeing over measurable outcomes, we think you understand that ministry is primarily about people not programs, and we feel valued because our worth isn’t tied to performance metrics. Because the Kingdom of God often grows in unseen ways, we believe genuine faithfulness matters more than visible results.”
The Six GLOBE Leadership Dimensions
1. Charismatic/Value-Based Leadership
High Score: Leaders inspire others with a compelling vision, demonstrate integrity, and expect high performance. Low Score: Leaders do not motivate through vision or values, and may not emphasise ethical standards.
This connects with the prophetic and visionary aspects of Christian leadership in Ethiopian churches.
Includes: visionary thinking, inspirational motivation, self-sacrifice, integrity, decisiveness
High Charismatic/Value-Based Leadership Followers: “When you lead with powerful vision and strong convictions, we think you are like the biblical prophets who called people to God’s purposes, and we feel inspired because your passion ignites our own commitment. Because the church needs clear direction, we value leaders who can articulate where God is leading us.”
Low Charismatic/Value-Based Leadership Followers: “When you lead with pragmatism and focus on practical matters rather than grand visions, we think you are being realistic and grounded, and we feel comfortable because you don’t pressure us with excessive expectations. Because everyday faithfulness matters more than dramatic gestures, we appreciate leadership that addresses concrete needs.”
2. Team-Oriented Leadership
High Score: Leaders build effective teams, create common goals, and value collaboration and loyalty. Low Score: Leaders focus on individual contributions rather than team cohesion.
This relates to the New Testament concept of the Body of Christ working together in unity.
Includes: collaborative, diplomatic, integrative, administratively competent
High Team-Oriented Leadership Followers: “When you lead by building strong ministry teams and fostering collaboration, we think you embody Paul’s teaching about the Body of Christ, and we feel connected because everyone’s gifts are valued and coordinated. Because we accomplish more together than alone, we appreciate your emphasis on unity and shared purpose.”
Low Team-Oriented Leadership Followers: “When you recognise individual callings and allow people to work independently, we think you respect our personal relationships with God, and we feel trusted because you give us space to serve according to our unique abilities. Because the Holy Spirit works differently in each believer, we value the freedom to exercise our gifts without excessive coordination.”
3. Participative Leadership
High Score: Leaders involve others in making and implementing decisions. Low Score: Leaders make decisions independently without seeking input from others.
This has implications for elder boards, deacon groups, and congregational governance models.
Includes: non-autocratic, participative decision-making, delegation
High Participative Leadership Followers: “When you lead by involving us in decision-making and seeking our input, we think you honour the priesthood of all believers, and we feel respected because our perspectives matter in shaping our church. Because wisdom is found in many counsellors, we value leadership that listens before acting.”
Low Participative Leadership Followers: “When you make clear decisions without lengthy consultations, we think you provide the decisive guidance a shepherd should offer, and we feel secure because someone is taking responsibility for difficult choices. Because too many voices can create confusion, we appreciate when you provide clear direction.”
4. Humane-Oriented Leadership
High Score: Leaders are supportive, considerate, compassionate, and generous toward others. Low Score: Leaders focus on tasks rather than relationships and may not show personal concern.
This aligns closely with Christ’s servant leadership model.
Includes: modesty, compassion, generosity
High Humane-Oriented Leadership Followers: “When you lead with compassion and take time to understand our personal struggles, we think you are following Jesus’ example of shepherding with care, and we feel loved because you know us as individuals, not just church members. Because ministry is fundamentally about people, we value your attention to our personal needs.”
Low Humane-Oriented Leadership Followers: “When you focus on accomplishing tasks and maintaining church functions efficiently, we think you are being responsible with the serious work of ministry, and we feel that important things get done because you don’t get distracted by every personal issue. Because the church has a mission to fulfill, we appreciate leadership that keeps us focused on our purpose.”
5. Autonomous Leadership
High Score: Leaders act independently, make decisions alone, and rely on their own judgement. Low Score: Leaders consult with others and work within group norms and expectations.
In Ethiopian evangelical contexts, this relates to the balance between individual pastoral authority and communal decision-making.
Includes: individualistic, independent, autonomous
High Autonomous Leadership Followers: “When you lead with confidence in your own discernment and make decisions independently, we think you are showing the spiritual authority God has given you, and we feel confident because someone is taking clear responsibility. Because prophetic leadership sometimes requires standing alone, we respect when you follow your convictions even when they’re unpopular.”
Low Autonomous Leadership Followers: “When you lead by building consensus and working within our community’s expectations, we think you respect our church’s traditions and collective wisdom, and we feel secure because decisions reflect our shared values. Because no leader should be an island unto themselves, we value your willingness to be accountable to others.”
6. Self-Protective Leadership
High Score: Leaders focus on ensuring their own security and safety. They may be status-conscious and face-saving. Low Score: Leaders focus on group objectives rather than self-interest or personal status.
This can relate to how church leaders protect their congregations from harmful influences.
Includes: self-centred, status-conscious, conflict-inducing, face-saving
High Self-Protective Leadership Followers: “When you lead by maintaining strong boundaries and protecting your position, we think you are preserving necessary authority structures, and we feel that our church has clear leadership because you don’t allow your role to be undermined. Because a shepherd must sometimes defend the flock, we understand when you take measures to ensure stability.”
Low Self-Protective Leadership Followers: “When you lead with vulnerability and prioritise the church’s needs over your own position, we think you exemplify Christ’s sacrificial leadership, and we feel inspired because your humility demonstrates authentic service. Because the greatest among us should be servants, we value leaders who can set aside personal interests for the good of all.”
Application for Ethiopian Evangelical Theological Students
Ethiopian culture traditionally values collectivism, respect for authority, strong community bonds, and humane orientation. These cultural dimensions create a context where:
- Leaders are expected to demonstrate strong ethical values while showing appropriate humility
- Ministry leadership should balance respecting established traditions with forward-thinking approaches that address contemporary challenges
- Leaders should be mindful of how gender roles are understood while encouraging biblical equality
- Church leadership models can incorporate both strong visionary leadership and collaborative team approaches
Understanding these dimensions can help students:
- Better understand cultural differences within their church community
- Recognise how cultural values shape interpretations of scripture
- Develop leadership styles that respect local cultural contexts
- Communicate effectively across cultural differences
- Recognise how their own cultural background influences their theology
- Adapt their ministry leadership to be most effective in their specific cultural context
This framework helps identify which leadership attributes are universally endorsed across cultures (like integrity and compassion) and which may need cultural adaptation. It also provides tools for cross-cultural ministry, helping Ethiopian church leaders effectively serve diverse communities while remaining grounded in their cultural heritage and biblical principles.
These dimensions provide a framework to discuss how faith practices and leadership styles vary across cultures, helping students become more effective in their ministry across diverse settings.