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The Changing Concept of Career (Characteristics of tri-sector leaders…
The Changing Concept of Career
Strategy to Develop Employer-Employee Compact
Establish Tour of Duty
Enter into fixed term projects
purpose of relationship is stipulated
each part is aware of expected benefits
termination time point is known
relationship based on trust and investment from employer and employee
important to construct personalised 'tour'
compact allows employees to develop networks
How to develop tri-sector leadership skills
need to overcome systemic barrier across sectors
Necessary to take a life cycle approach
Beginning of career
undertake joint-degree programs
undergo training and mentoring programs
Mid-Career
undertake fellowships
attend conferences
media training and establishing connections with media
End of Career
mentoring tri-sector leaders
incorporate tri-sector leadership development and training as part of organisational succession planning
Employer-Employee compact
Two types
Contemporary
High employability
'Winner takes all' mentality
Volatile
More adaptable
Employee retention difficult
Traditional
Life-time employment
Stable
Low employee turnover
Employer perspective
Developing a win-win relationship
Both seek to be 'allies'
Employee perspective
Improving adaptability and entrepreneurial thinking
.
Who are tri-sector leaders?
Individuals that develop more holistic and sustainable
solutions
Sheryl Sandberg
Barack Obama
World's most difficult problems
Resource scarcity
Training future workshops
Making
healthcare affordable and accessible
Characteristics of tri-sector leaders
Balance competing motives
acquire transferable skills
develop contextual intelligence
forge intellectual thread
build integrated networks
maintain prepared mind