The aim of this research was to determine which methodologies were found by expatriate managers to be most effective in the development of a global mindset. In support of this aim, the research also investigated whether a global mindset would vary depending on the methodologies experienced by expatriate managers ; and whether exposure to a combination of methodologies would lead to a higher level of global mindedness.A quantitative research approach was adopted with the unit of analysis being expatriate managers. Questionnaires were made available electronically. The collected data was coded and run through SAS version 9.2. Descriptive statistics were obtained to determine the respondent‟s level of global mindedness. Paired sample t-tests were performed between the means of the Learning Methodologies to determine perceived effectiveness. The Kruskal-Wallis non parametric test was run to compare the global mindedness of respondents based on the learning methodologies participants had been exposed to.The results indicate that expatriate managers perceive International Assignments to be the most effective methodology to cultivate a global mindset. International Travel and Working in International Teams were also highly rated by the survey respondents as methodologies to cultivate a global mindset. All of these methodologies are founded on Experiential and Social Learning Theories. An exposure to a combination of methodologies was not found to provide statistically significant evidence that this leads to higher levels of global mindedness.