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The Changing Concept of Career (Characteristics of Tri-Sector Leaders…
The Changing Concept of Career
Characteristics of Tri-Sector Leaders
Balancing competing motives
acquiring transferable skills
developing contextual intelligence
forging an intellectual thread
building integrated networks
maintaining a prepared mind
Who are tri-sector leaders?
The need for tri-sector leaders
Many of world's most difficult problems (i.e. resource scarcity, training future workforces, making healthcare affordable + accessible) require collaboration between government, business and not-for-profit sectors
individuals who are able to bridge the differences that separate the three sectors and thus develop more holistic and sustainable solutions
the paths to tri-sector leadership varies, some begin in government and then move into the private sector while others start in the not-for-profit sector prior to moving into government
how to develop tri-sector leadership skills
need to overcome systemic barriers across sectors
necessary to take a life cycle approach
at the beginning of career
undertaking joint-degree programs
undergoing training and mentoring programs that incorporate cross-sectors concerns
mid career
undertaking fellowships
attending conferences where mentors could be found
media training and establishing connections with media
towards the end of career
mentoring budding tri-sector leaders
incorporating tri-sector leaderships development and training as part of organisational succession planning
Employer/Employee Compact
Contemporary
volatile
free agents
Winner take all mentality
Lack of job security
Talent always seeking greener pastures elsewhere
Tour of Dutry
Entering into fixed-term
Relationship will be terminated with time-frame
relationship is based on trust and investment from both parties
employee retention tool
Engaging beyond the employer’s boundaries
Becoming a part of alumni networks
network intelligence is a top priority
attracts highly networked individuals
Traditional
Stable
Life-time employment and loyalty
Predictable career trajectories
Low employee turnover
Need for new compact
need to acknowledge life-time employment nor loyalty are realistic int eh 21st century