Compettevnes through leadership development slavka draskovic


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leadership, coaching, vodjstvo, uspeh, mentor, srbija , ljudki resursi, koučing, diploma, doživotno učenje, razvoj, poslovno liderstvo, koucing srbija

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Compettevnes through leadership development slavka draskovic

  1. 1. C ompetitiveness through the Leadership Development, Lifelong Learning Culture, and Diaspora Knowledge Network Development Slavka Draskovic [email_address] / 6.-8. Jun 2010 Beograd/ Nova Gorica
  2. 2. <ul><li>The goal of this presentation is to introduce the ways of gaining competitiveness through development of : </li></ul><ul><li>Leadership </li></ul><ul><li>Lifelong Learning Culture </li></ul><ul><li>Diaspora Knowledge Network </li></ul>
  3. 3. The New Paradigm <ul><li>THE LIFE LONG LEARNING (LLL) </li></ul><ul><li>Knowledge-based global environment - Modern society is knowledge-based. </li></ul>
  4. 4. The New Paradigm <ul><li>THE LIFE LONG LEARNING (LLL) </li></ul><ul><li>Continuing education - Life Long Learning - is a relatively new concept in Serbia and the West Balkans. LLL as a practice in this culture is underdeveloped and needs to expand . </li></ul><ul><li>Conclusion No 2 </li></ul>
  5. 5. The New LLL Paradigm Obstacle s <ul><li>Obstacle: Brain Drain – The region ha s experienced terrible consequences due to brain drain, which has to be recovered t o progress. </li></ul><ul><li>Obstacle: LLL Infrastructure - Continuing education for those who have completed formal education requires the development of a necessary infrastructure for implementing LLL. Informal education organizations, career planning institutions, private enterprises etc . should be included in the creation of curriculum, education programs etc . </li></ul><ul><li>Obstacle: Underdeveloped LLL Culture </li></ul><ul><li>Conclusion No 3 & No 4 </li></ul>
  6. 6. <ul><li>Diaspora as Source of Knowledge Transfer </li></ul><ul><li>Th e brain drain is now part of the Diaspora . It can provide the return of this talent and thus transfer of knowledge. It can become a central resource and part of the infrastructure necessary for the development of LLL culture. </li></ul><ul><li>Specific mechanisms need to be created with which to involve members of academic Diaspora in the development of LLL. Creation of specific projects for knowledge transfer is essential. Currently available technological applications facilitate virtual teams of members located around the global for this transfer. </li></ul><ul><li>Conclusion No 5 </li></ul>
  7. 7. Lifelong Learning Culture <ul><li>Values of the culture are internalized and influence behavior (may not be conscious); Also, social norms specify what is acceptable behavior. </li></ul><ul><li>Lea rning behavior is influenced by the national culture and by the organizational culture </li></ul><ul><li>Culture with strong values for learning will support employee empowerment. </li></ul><ul><li>The values and traditions in a national culture, as well as in the organizational culture can change over time </li></ul>
  8. 8. Competitiveness Paradigm <ul><li>Production </li></ul><ul><li>Marketing and PR </li></ul><ul><li>Human Resources – Development through continuous learning and Leadership </li></ul>
  9. 9. Career beginning Middle management level Top m anagement
  10. 10. L ifelong Learning & Leadership development <ul><li>( 1) Formal programs </li></ul><ul><li>(2) Development activities </li></ul><ul><li>(3) Learning from experience </li></ul><ul><li>(4) S elf-development </li></ul>
  11. 11. LLL Development programs and a ctivities <ul><ul><li>Program s that last from several months to several years – designed for individual organizations , or diverse groups </li></ul></ul><ul><ul><li>360 degrees f eedback </li></ul></ul><ul><ul><li>Development Centers </li></ul></ul><ul><ul><li>Development Tasks </li></ul></ul><ul><ul><li>Ro tating Jobs </li></ul></ul><ul><ul><li>Mentoring </li></ul></ul><ul><ul><li>Business Coaching & Executive Coaching </li></ul></ul><ul><ul><li>Personal Development Programs </li></ul></ul>
  12. 12. LLL Culture Development & Business and Executive Coaching <ul><li>Business and Executive Coaching, BEC, can expedite LLL -- As the fastest growing industry in the field of LLL BEC needs to be incorporated into the EREF Network as part of its strategy for development of a Lifelong learning culture in the region of the South East Europe. </li></ul><ul><li>Conclusion No 6 </li></ul>
  13. 13. LLL Culture Development & Business and Executive Coaching <ul><li>Industry of the Business Coaching is underdeveloped and just emerging in Western Balkan . </li></ul><ul><li>The first generation of the business coaches has not been in the school yet </li></ul><ul><li>The industry can start to develop through the LLL system (it can fasten the LLL and vice versa) </li></ul>
  14. 14. Why is the coaching industry development important? <ul><li>New industry </li></ul><ul><li>New jobs </li></ul><ul><li>Other industry development through the human capital development </li></ul><ul><li>Leadership development </li></ul><ul><li>Individual development </li></ul><ul><li>Professional re o r ientation </li></ul><ul><ul><li>Compettitevness </li></ul></ul>
  15. 15. <ul><li>The Industry with the largest turnover in the world , (5 billion $ per year )! </li></ul><ul><li>The fastest growth rate ( 18% in the world , 25% in USA ) </li></ul><ul><li>88% companies in Great Britain </li></ul><ul><li>Over 70% of Australian companies </li></ul><ul><li>National Strategy for professional development in schools in the UK </li></ul><ul><li>The Netherlands has introduced the practice of Business leadership in schools </li></ul>
  16. 16. <ul><li>What is Business - Executive Coaching (BEC) ? </li></ul>
  17. 17. <ul><li>Business - Executive Coaching </li></ul><ul><li>T he work of a person or a group of people with a coach , to achieve their business wishes, opportunities and objectives . </li></ul><ul><li>Art to support the action, learning and development of a person . </li></ul>
  18. 18. BEC & Compettitevness Studies of Fortune 1000 Executives and Senior Managers who engaged in coaching for 6 to 12 months show that they got -- S ix times their return on investment. -- They boost ed job performance significantly, through higher productivity, sales, or profits. -- They reported better relationships with direct reports (77 % ) bosses (71 % ) peers (63 % ) customers (37 % ) -- I ncrease in job satisfaction (61 % ) -- Increase in &quot;organizational commitment&quot; (44 % )
  19. 19. Workshop Conclusions and Recommendations <ul><li>1. Modern society is knowledge-based. </li></ul><ul><li>2.   LLL as a practice is underdeveloped in the Region and needs to expand. </li></ul><ul><li>3. Obstacle s to a LLL Development : </li></ul><ul><li>-- Brain Drain </li></ul><ul><li>-- LLL Infrastructure ( Informal education organizations, career p lanning institutions, private enterprises etc. ) </li></ul><ul><li>-- Underdeveloped LLL Culture </li></ul><ul><li>4. Diaspora is a Source of Knowledge Transfer . </li></ul><ul><li>5. Business and Executive Coaching, BEC, can expedite LLL </li></ul>
  20. 20. Workshop Conclusions and Recommendations <ul><li>6 . Investing in LLL for SE European development - European development funds need to target LLL growth through dedicated funds for Diaspora knowledge transfer and BEC industry expansion. </li></ul>
  21. 21. Further plans as a result of EREF-2010 Preparatory Workshop : <ul><li>Cooperation with Jablanica county using BEC : </li></ul><ul><li>S olving unemployment, </li></ul><ul><li>R educing migration, </li></ul><ul><li>D ealing with business sustainability issues. </li></ul>
  22. 22. Slavka Draskovic <> Poslovno Vodjstvo Business Leadership &Executive Coaching