Leadership Development & Career Development.pptx

a set of activities that prepare current and future leaders to perform effectively in their roles.

1. Leadership Development & Career Development by: Mar Belgica Louie John Devera

2. Leadership development is a set of activities that prepare current and future leaders to perform effectively in their roles. Leadership development enables employees to improve their skills in areas such as: Decision making Project management Strategy Network building Team management Innovation Coaching and developing others

3. What is the purpose of leadership development ?         Leadership development training programs have several very important benefits. They increase employee morale and retention, improve productivity, promote better decision making, build better teams, and train future leaders in your company who have a management style that is conducive to a positive working atmosphere.

4. COMPONENTS OF HUMAN LEADERSHIP

5. Leadership Development Skills Leadership Skills Influencing Strategic Thinking Delegation Coaching and Mentoring Executive Presence Resilience

6. Secondary Leader Competencies Communication Skills Crisis Management Negotiation Skills Change Management Accountability Goal Setting Performance Management Talent Development

7. Career Development Subjective Definition of Career is defined as individually perceived sequence of attitudes and behaviors associated with work related experiences and activities over the span of the person’s life.

8. Assumption of the subjective definition The notion of career as such does not imply success or failure. A career is viewed as life long series of events rather than an evaluation of how successful someone has been over his or her lifetime.

9. Career success or failure is best judged by the person whose career is being considered, not by the normative opinion of others. A career is best viewed as a process of work-related experiences. These experiences may include a series of promotions within a single company or they may involve different jobs in varied organizations.

10. Objective Definition of Career Career refers to a distinct series of positions linked together through time as experienced by the individual.

11. Career Path: series of jobs, life events, occupations, livelihoods, vocations, and avocations. Career Goal: a set of aspirations that influence choices, decisions, inclinations and enhancement of jobs, occupation, professions.

12. Career Development are interventions to enhance the career path in relation to career. refers to the processes of career development including: Career planning or career goal setting Organizing one’s references, support systems, talents, energies and time, and development processes. Motivating and leading or encouraging oneself through the events that transpire. Evaluating career through reflections with regards to: Career goals Career development efforts Effectiveness in dealing with different career events. Career MANAGEMENT

13. Career anchors Career Anchors are those factors that cause people to seek to seek certain types of work; representing what people look for in jobs. According to Edward Schein (1978), career anchors are: Used to describe the process by which individuals gravitate towards certain careers.

14. Career anchors Certain associated with certain motivational, attitudinal, and value syndromes formed early in the lives of the individuals apparently function to guide and constrain their entire process. Five Career Anchors: Schein identifies five primary career anchors that affect people, namely: Technical/Functional Competence Managerial Competence Security and Stability Creativity and Entrepreneurship Autonomy and Independence

15. Schein’s Career anchors Career Anchor Characteristics Typical Career Paths Technical/ Functional Competence Excited by work itself Willing to forgo promotions Dislikes general management and corporate politics Research-oriented positions Functional department management job Specialized consulting and project management Managerial Competence Likes to analyze and solve knotty business problems Likes to influence and harness people to work together Enjoys the exercise of power Vice-presidencies Plant management and sales management Large, prestigious firms Career Anchor Characteristics Typical Career Paths Security and Stability Motivated by job security and long-term careers with one firm Dislikes travel and relocation Tends to be conformist and complaint to the organization Government jobs Small family owned businesses Large government-regulated industries Creativity/ Entrepre-neurship Enjoys launching own business Restless; moves from project to project Prefers small up-and-coming firms to well-established ones Entrepreneurial ventures Stock options, arbitrage, mergers, and acquisitions General management consulting

16. Self-Assessment Exercise What are your career anchors?

17. The concept of career anchor is useful for managers in helping: Understand why people choose the paths they do in occupations, organizations, behavior patterns, and behavior. Warn people about possible difficulties trying to transfer jobs. Improve the accuracy and effectiveness of a company’s career planning and development process.

18. Career stages refer to the patterns occurring at different times in one’s career path and development. Career Stage Patterns include periods such: 1. Exploration Stage: when individuals complete school and seek employment; try to match their needs, abilities and skills with organizational requirements. 2. Establishment Stage: when individuals: - Gain a better understanding of the work environment and organizational demand - Strive to establish their worth and start developing an area of expertise - Question whether they have made the correct job choice.

19. CONT’N…. Career Stage Patterns include periods such as: 3. Maintenance Stage: when individuals: - Have extended themselves in a profession, organization, place of work, or livelihood. - Frequently experience fairly strong linkages - Find it difficult to leave or go elsewhere Continue to grow and develop 4. Decline Stage: when individuals: Approach retirement. Want to leave a legacy - Sponsor the development of other people

20. Stages in career development

21. Concerns of Managers by career stage

22. Career development What Individuals do for Career Development Strive for Performance Impression Management Skills Enhancement through Training and Certification Stress Management Review of Career Plans and Goals Enroll for advanced degrees Transfer work

23. Career development Individual Career Patterns, include: Linear Pattern Steady State Pattern Spiral Pattern Transitory Pattern What corporations do to facilitate career development, including provisions for: Career counseling Career pathing through a promotion system and adoption of individual development plans. Career Information System What corporations do to facilitate career development, including provisions for: Career counseling Career pathing through a promotion system and adoption of individual development plans. Career Information System

24. Career development Cont’n …. What corporations do to facilitate career development, including provisions for: Human Resource Planning and internal recruitment system Training and Development Benefits and scholarships to support the pursuit of advanced studies Executive Development Programs

25. Levels of Human effectiveness There are five levels of effectiveness that characterize individuals’ responses, reactions, ways of dealing with certain issue, events, and environmental factor that occur in career period, stages and patterns: Panic Apathy Striving Coping Mastery

26. Self Assessment Exercise Draw a lifeline Apply levels of effectiveness to different points in the lifeline

27. tHank you…