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The Changing Concept of Career (CHARACTERISTICS OF TRI-SECTOR LEADERS…
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 & sustainable solutions
-they are able to transfer skills and collaborate among the three sectors, making them more valuable and increasing their employability by not restricting themselves in one sector
Coca-Cola hired someone who was a tri-sector leader, who bridged the gap between all the sectors to develop a sustainable water plan for production. This person worked with the NGOs, the government and the business (coca-cola) and created a plan that was accepted by all parties
Tri-Sector Leaders Include
Andrew Carnegie
Andrew Mellon
George Shultz
Micheal Bloomberg
Bill Gates
CHARACTERISTICS OF TRI-SECTOR LEADERS
balancing of competing motives - finding ways to pursue overlapping professional goals
acquiring transferable skills - developing skills which can be transferred to different sectors
developing contextual intelligence - being able to accurately assess the differences between sectors
forging an intellectual thread - focusing on a particular issue across sectors and building expertise
building integrated networks - developing networks with people from various sectors
maintaining a prepared mind - should be ready for anything and develop the skills needed for their potential job prospects.
the world needs tri-sector leadership
https://www.youtube.com/watch?v=P1wtAuBPDpQ
HOW TO DEVELOP TRI-SECTOR LEADERSHIP SKILLS?
-need to overcome systemic barriers across sectors & expose yourself to each sector
To develop tri-sector leadership skills it is necessary to take a life-time approach.
AT THE BEGINNING OF CAREER:
-undertaking joint-degree programs (not purely technical ones)
-undergoing training & mentoring programs that incorporate cross-sector concerns
MID-CAREER
-undertaking fellowships
-attending conferences where mentors (across sectors) can be found
-media training & establishing connections with media
TOWARDS THE END OF CAREER;
-focus shifts from acquiring to sharing (becoming the mentor)
-ensures future generations are trained, cultivating talent through training programs
-incorporating tri-sector leadership development and training as part of organisational success & planning
Evolution of Employer-Employee Compact
Traditional
Stable
Life-time employment and loyalty
Predictable career trajectories
Low employee turnover
Contemporary
Rapid unpredictable change
employees encourage 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 with employees, even if it means 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 invests in the employee's employability
Strategies to develop an employer-employee compact as allies
Establish a 'Tour of Duty' which are projects with provisions where each party is aware of benefits
Relationships are based on trust and investment from both parties
Can increase employee retention for futures tours
Make sure tours are mutually beneficial to be effective for employment and recruitment
Engage beyond the employers boundaries as it can increase the ability to be creative and innovative
Investigate whether network intelligence is top priority when considering employment
If valued properly, can attract highly networked individuals
Become a part of alumni networks
Builds lifelong affiliations and lead to future employment opportunities
Expands personal network
Shouldn't be done purely for personal gain but instead for a reciprocal relationship
