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The Changing Concept of Career (Characteristics of tri-sector leaders…
The Changing Concept of Career
The need for tri-sector leaders
paths
start in the not-for-profit sector prior to moving into government
begin in government and then move into the private sector
individuals who are able to bridge the differences that separate the three sectors and thus develop more holistic and sustainable solutions
Characteristics of tri-sector
leaders
Developing contextual intelligence
Forging an intellectual thread
Acquiring transferable skills
Building integrated networks
Balancing competing motives
Maintaining a prepared mind
Evolution of the employer-employee
compact
Employer-employee compact
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
The need for a 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
Developing tri-sector leadership skills
Necessary to take a life-cycle approach
Mid-career
Towards the end of career
At the beginning of career
To overcome systemic barriers across sectors
strategies to develop an employer-employee compact as allies
Tour of duty: -Entering into fixed-term (e.g. 4 years) projects with
employer/employee with provision for discussion at
mid-point of tour
– Purpose of relationship is stipulated at the forefront
and each part is aware of expected benefits and
when relationship will be terminated
– Although transactional in design, relationship must
be based on trust and investment from both parties
– If done well, can act as an employee retention tool
– reaching agreement on another ‘tour’
Important to construct personalised, mutually
beneficial tours to truly be effective as a strategy
of employment (for the employee) and
recruitment (for the employer)
Engaging beyond the employer’s boundaries
– Networking, especially with those those are different to one
has been found to significantly increase an individual’s ability
to be creative and innovative
– Networks should be established both within the
confinements of one’s current employment as well as
beyond
– Compact should allow employees time to develop networks
on ‘company time’ – in exchange, employee’s must leverage
the network established for employer’s benefit
– Networks should include all stakeholders linked to employer
and/or employee’s profession
When considering employment investigate whether
network intelligence is a top priority of potential employers
Employer’s can attract highly networked individuals if
network intelligence is valued and therefore supported
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
Reinventing Your
Personal Brand
Develop a Narrative
Reintroduce Yourself
Leverage Your Points of Difference
Define Your Destination
Provide Your Worth
forget employability, it is about mindset
https://youtu.be/6mw9YRNj0I4