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The Changing Concept of Career ((Becoming a part of alumni networks, –…
The Changing Concept of
Career
Tri-sector leaders are individuals who are able to bridge the differences that separate the three sectors and thus develop more holistic and sustainable solutions
Employer-employee compact (white-
Traditional – Stable – Life-time employment and loyalty – Predictable career trajectories – Low employee turnover Contemporary – Rapid unpredictable change – volatile – Employees encouraged to think as ‘free agents’ in charge of their own destiny and therefore, employability – Winner take all mentality – Lack of job security and performance-driven culture results in more adaptable and entrepreneurial employees – However, the most adaptable and entrepreneurial talent constantly seek greener pastures elsewhere, making employee retention extremely difficult
develop
Need to overcome systemic barriers across sectors Necessary to take a life-cycle approach – At the beginning of career: Undertaking joint-degree programs (not purely technical ones) Undergoing training and mentoring programs that incorporate cross-sector concerns – Mid-career Undertaking fellowships Attending conferences where mentors (across sector) could be found Media training and establishing connections with media – Towards the end of career Mentoring budding tri-sector leaders Incorporating tri-sector leadership development and training as part of organisational succession planning
new compact
Need to acknowledge that life-time employment
nor loyalty are realistic in the 21st century
From an employee point of view, the focus
should be on improving adaptability and
entrepreneurial thinking
From an employer point of view, the focus should
be on how to develop a win-win relationship (i.e.
an alliance) with employees, even if it means that
they will inevitably leave for opportunities
elsewhere
Both employers and employees should seek to
be ‘allies’ – An employee invests in the
employer’s adaptability, the employer invest in
the employee’s employability
Becoming a part of alumni networks
– The purpose of the new compact is not to deliver lifetime
loyalty in reciprocation for lifetime employment
– It is to build ‘lifelong affiliation’ through a network of allies
(i.e. employers)
– Can lead to future employment opportunities
– Can lead to new business opportunities or collaborators,
especially across sectors (i.e. government, not-for-profit)
– Great source to expand one’s network and therefore,
access to diverse information
– One should not become part of alumni networks purely for
personal gain - need to approach it as a reciprocal
relationship where both parties would benefit, even if there
is a time lag