Global Education

Globally Delivered

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

 Assess your skills, knowledge, and abilities

 Understand your values, needs and interests

 Check out your self-assessments with other

II. IDENTIFY YOUR CAREER OPPORTUNITIES/RESOURCES

 Know how to look for opportunities - in your current job and in other jobs

 Identify what resources there are to help you

III. ASSESS WHERE YOU ARE NOW AND WHERE YOU WANT TO BE

 Identify your dominant values, your strongest assets, and your limitations

 Develop a career theme for the future

IV. CREATE A CAREER DEVELOPMENT PLAN

 Define your next career objective

 Develop career action projects

 Check our your development steps with others

V. MANAGE YOUR CAREER PLAN

 Monitor your progress; adjust your plan if necessary

VI. REVIEW AND REVISE REGULARLY

 Review your self-assessment and your business environment

 Revise your plan and objectives to reflect your progress, the changes in you, and in the environment

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.

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. 

University of Michigan, Ann Arbor, MI

University of Cambridge, London, UK 

Harvard University, Boston, MA

MIT - Massachusetts Institute of Technology, Cambridge, MA

Yale University, New Haven, CT

Stanford University, Stanford, CA

Princeton University, New Jersey, NJ

Columbia University, City of New York, NY

University of Pennsylvania, Penn, PA

Brown University, Providence, RI

The University of Hongkong, HK

University of California, LA, LA

Duke University, Durham, NC

University of Waterloo, Waterloo, ON

McGill University, Montreal.

University of Toronto, Toronto, ON

Dartmouth College, Hanover, New Hampshire, 

Cornell University, Ithaca, NY

Imperial College of London, London, UK

California Institute of Technology, Pasadena, CA

University of California, Berkley, CA

National University of Singaport

University of Oxford, Oxford, UK

University of Melbourne, Parkville, VIC 

University of Chicago, Chicago, IL

University of British Columbia, Vancouver, BC

University of Western Ontario, London, ON

Georgia Tech, Atlanta, GA

Northwestern University, Evanston, IL

Emory University, Atlanta, GA

University of Southern California, LA, CA

University of Washington, Seattle, WA

University of Texas at Austin, Austin, TX

Carnegie Mellon University, Pennsylvania, PA 

University of Illinois at Urbana Champaign, Champagn, IL

University College London, London, UK

University of North Carolina, Chapel Hill, NC