Global School of Choice
University of North Carolina, Chapel Hill
Global School of Choice
University of North Carolina, Chapel Hill, NC
University College London
Global School of Choice
University College London, London, UK
University of Illinois Urbana Champaign
Global School of Choice
University of Illinois at Urbana Champaign, Champagn, IL
Carnegie Mellon University
Global School of Choice
Carnegie Mellon University, Pennsylvania, PA
University of Texas at Austin
Global School of Choice
University of Texas at Austin, Austin, TX
University of Washington
Global School of Choice
University of Washington, Seattle, WA
University of Southern California
Global School of Choice
University of Southern California, LA, CA
Emory University
Global School of Choice
Emory University, Atlanta, GA
Northwestern University
Global School of Choice
Northwestern University, Evanston, IL
Georgia Institute of Technology
Global School of Choice
Georgia Tech, Atlanta, GA
University of Western Ontario
Global School of Choice
University of Western Ontario, London, ON
University of British Columbia
Global School of Choice
University of British Columbia, Vancouver, BC
University of Chicago
Global School of Choice
University of Chicago, Chicago, IL
University of Melbourne
Global School of Choice
University of Melbourne, Parkville, VIC
University of Oxford
Global School of Choice
University of Oxford, Oxford, UK
National University of Singapore
Global School of Choice
National University of Singaport
University of California, Berkley
Global School of Choice
University of California, Berkley, CA
California Institute of Technology
Global School of Choice
California Institute of Technology, Pasadena, CA
Imperial College of London
Global School of Choice
Imperial College of London, London, UK
Cornell University
Global School of Choice
Cornell University, Ithaca, NY
Dartmouth College
Global School of Choice
Dartmouth College, Hanover, New Hampshire,
University of Toronto
Global School of Choice
University of Toronto, Toronto, ON
McGill University
Global School of Choice
McGill University, Montreal.
University of Waterloo
Global School of Choice
University of Waterloo, Waterloo, ON
Duke University
Global School of Choice
Duke University, Durham, NC
University of California
Global School of Choice
University of California, LA, LA
The University of Hongkong
Global School of Choice
The University of Hongkong, HK
Brown University
Global School of Choice
Brown University, Providence, RI
University of Pennsylvania, Penn
Global School of Choice
University of Pennsylvania, Penn, PA
Columbia University
Global School of Choice
Columbia University, City of New York, NY
Princeton University
Global School of Choice
Princeton University, New Jersey, NJ
Stanford University
Global School of Choice
Stanford University, Stanford, CA
Yale University
Global School of Choice
Yale University, New Haven, CT
MIT - Massachusetts Institute of Technology
Global School of Choice
MIT - Massachusetts Institute of Technology, Cambridge, MA
Harvard University
Global School of Choice
Harvard University, Boston, MA
University of Cambridge
Global School of Choice
University of Cambridge, London, UK
University of Michigan, Ann Arbor
Global School of Choice
University of Michigan, Ann Arbor, MI
Starting Somewhere
Disruptions - Starting Point?
Disruption is Good! Yet being disruptive is Bad! Who disrupts and what is disrupted is equally important. When organizations chose disruption as a way of growth, remain competitive, without aligning itself to its purpose, people, process or the markets, it behaves disruptively for the sake of doing so. We see the impact of client demands, social triggers, intellect - knowledge - issues around digital aspects of people management, at the internal and external environment of an organization, causing disruptions. These disruptions will shape the organization of this decade as critical, not fatalistic, for continuous discovery, learning, review and analysis.
Making Succession
Integrated Performance Solutions – Succession Planning
An organization's performance is directly tied to leadership effectiveness and its ability to guide and motivate its people. Identifying leadership talent, developing the leaders of tomorrow, providing focused feedback, and linking these to a business strategy are facets of succession planning. To ensure there is continuity in key positions, a systematic effort for succession planning must be in place. A succession planning that focuses on identifying specific leadership development strategies, developing a succession plan and linking this to career development, performance management, training and development, and rewards can help you:
Identify leadership criteria and competencies for current & future requirements
Implement a leadership assessment and development process
Design a plan for the development of your future leaders
Create a measurement and evaluation system based on your culture and business strategy
Align reward and retention strategies to recognize high potential and top performing employees
Your organization will realize a competitive advantage with a succession plan. A good succession plan will mean retention of key performers, developing "bench strength," assisting high potential individuals to develop and reach their potential, and an increase in the pool of promotable employees.
Answering Why?
Career Planning - Why Do It?
1.To keep pace with changing job demands and business conditions
2.To identify tradeoffs in your career choices
3.To position yourself to take advantage of opportunities as they arise
4.To communicate your plan to others who might help you achieve your objectives
KEY PRINCIPLES SUPPORTING CAREER DEVELOPMENT
Careers are earned through performance on the job
Careers are dynamic and require periodic review
Multiple career paths exist
Individual and corporate needs must be balanced
6- STEP PROCESS FOR CAREER DEVELOPMENT
I.KNOW YOURSELF
ï‚°Assess your skills, knowledge, and abilities
ï‚°Understand your values, needs and interests
ï‚°Check out your self-assessments with other
II.IDENTIFY YOUR CAREER OPPORTUNITIES/RESOURCES
ï‚°Know how to look for opportunities - in your current job and in other jobs
ï‚°Identify what resources there are to help you
III.ASSESS WHERE YOU ARE NOW AND WHERE YOU WANT TO BE
ï‚°Identify your dominant values, your strongest assets, and your limitations
ï‚°Develop a career theme for the future
IV.CREATE A CAREER DEVELOPMENT PLAN
ï‚°Define your next career objective
ï‚°Develop career action projects
ï‚°Check our your development steps with others
V.MANAGE YOUR CAREER PLAN
ï‚°Monitor your progress; adjust your plan if necessary
VI.REVIEW AND REVISE REGULARLY
ï‚°Review your self-assessment and your business environment
ï‚°Revise your plan and objectives to reflect your progress, the changes in you, and in the environment