The critical importance of understanding, selecting, and developing global management talent--management operating within internationally diverse interpersonal and situational contexts--has emerged from the increasing globalization of business and the concomitant high rates of immigration, emigration, and expatriation. With an awareness of this general context, my commentary highlights the conceptual and methodological themes within a set of papers concerned with composing normative groups against which to compare the personality test scores of global managers. I first suggest types of organizational change that might critically affect global management norms, then reflect on approaches to developing norms in light of the organizational purposes at hand, and finally discuss issues connected to measurement equivalence efforts and how multilevel models can assist in these efforts. The papers featured in this special issue address a serious and cutting-edge challenge: establishing stable and relevant testing norms for a management population and business context that is in a constant state of flux.