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Presentation on How to set your Career objective. Knowing the barriers and the opportunities. Also many other key points that need to be kept in mind.
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Bibliography
Cook-Greuter, Susanne (2013). Nine Levels Of Increasing Embrace In Ego Development: A Full-Spectrum Theory Of Vertical Growth And Meaning Making.
Kegan, Robert. (1994). In over our heads: The demands of modern life. Cambridge, MA: Harvard University Press.
Kelly, E. (2014). Transformations in Leadership.
McCauley, C. D., Drath, W. H., Palus, C. J., O’Connor, P. M., & Baker, B. A. (2006). The use of constructive-developmental theory to advance the understanding of leadership. The Leadership Quarterly, 17(6), 634-653.
McGuire, J., Palus, C. J., & Torbert, W. R. (2007). Toward interdependent organizing and researching. Handbook of collaborative management research, 123-142.
Palus, C. J., & Drath, W. H. (1995). Evolving Leaders. A Model for Promoting Leadership Development in Programs. Center for Creative Leadership.
Palus, C. J., Harrison, S., & Prasad, J. (2015). Developing relational leadership in Africa. In K. G. Schuyler (Ed.), Creative Social Change:Leadership for a Healthy World. International Leadership Association.
Petrie, Nick. (2014). Future Trends in Leadership Development. CCL White Paper. Greensboro, NC: Center for Creative Leadership.
Petrie, Nick. (2014). Vertical leadership development, Part 1: Developing leaders for a complex world. CCL White Paper, Greensboro, NC: Center for Creative Leadership.
Rooke, D., & Torbert, W. R. (2005, April). Seven transformations of leadership. Harvard Business Review, 66–77.
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Video at: https://vimeo.com/211731651
THANKS to Ed Kelly for use of his Warren Buffett research table: From Transformations in Leadership © Dr. Edward J. Kelly 2014. http://thethirdact.ie/wp-content/uploads/2015/01/BuffettWarrenDevBioFINAL.pdf
Bibliography
Cook-Greuter, Susanne (2013). Nine Levels Of Increasing Embrace In Ego Development: A Full-Spectrum Theory Of Vertical Growth And Meaning Making.
Kegan, Robert. (1994). In over our heads: The demands of modern life. Cambridge, MA: Harvard University Press.
Kelly, E. (2014). Transformations in Leadership.
McCauley, C. D., Drath, W. H., Palus, C. J., O’Connor, P. M., & Baker, B. A. (2006). The use of constructive-developmental theory to advance the understanding of leadership. The Leadership Quarterly, 17(6), 634-653.
McGuire, J., Palus, C. J., & Torbert, W. R. (2007). Toward interdependent organizing and researching. Handbook of collaborative management research, 123-142.
Palus, C. J., & Drath, W. H. (1995). Evolving Leaders. A Model for Promoting Leadership Development in Programs. Center for Creative Leadership.
Palus, C. J., Harrison, S., & Prasad, J. (2015). Developing relational leadership in Africa. In K. G. Schuyler (Ed.), Creative Social Change:Leadership for a Healthy World. International Leadership Association.
Petrie, Nick. (2014). Future Trends in Leadership Development. CCL White Paper. Greensboro, NC: Center for Creative Leadership.
Petrie, Nick. (2014). Vertical leadership development, Part 1: Developing leaders for a complex world. CCL White Paper, Greensboro, NC: Center for Creative Leadership.
Rooke, D., & Torbert, W. R. (2005, April). Seven transformations of leadership. Harvard Business Review, 66–77.
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Torbert, B., & Associates. (2004). Action inquiry: The secret of timely and transforming leadership. San Francisco, CA: Berrett-Koehler.
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This document discusses career management and development. It covers traditional and protean career concepts, stages of career development including preparation, entry, early/mid/late career, and a four stage model of exploration, establishment, maintenance, and disengagement. The document also outlines the career management process, roles and responsibilities of managers, employees and HR in career development, and potential issues that can arise from a lack of career management.
Visual Design Thinking Workshop
Research shows that we think like we speak. The first step in Visual Design Thinking, then, is learning visual language. Come learn Glyph™, a language that balances verbal and visual elements to improve the way you learn, remember, create, and communicate. After this 2.5 hour workshop, you will be bursting through that “I can’t draw” trap and stepping into your new role as a standout visual problem solver.
Come join Stanford’s Alli McKee for a workshop that will build your creative confidence and amplify your communication. With extensive experience in both business (Bain & Company + Stanford GSB) and design (IDEO.org + Stanford d.school), Alli has come from Silicon Valley to bring you the best of both worlds to deliver a unique experience that is challenging, fun, and fulfilling.
Interested in teaching this workshop: http://visualdesignthinking.co/join-us/
Personal presentation on career objective
Wasiu Adigun Alimi is seeking a challenging position in a reputable organization. He has a BSc in Botany from the University of Lagos and certificates in basic computing and BPO training. His work experience includes positions as a marketer for Big Plus Limited and Rainbow brite group, and an industrial training at Shodex Beautification Landmark Limited. He has skills in MS Office, teamwork, leadership development, and public relations. In university, he was the public relations officer for Osun state students and vice president of the Botany students association.
Career planning presentation
The document discusses the five steps of career planning: 1) self-assessment to understand your interests, personality, and skills, 2) exploring work and career options, 3) narrowing your options to 3-5 choices, 4) deciding on the best option by considering your ideal job and qualifications, and 5) setting a specific, measurable career goal. It also identifies barriers to goals like negative self-image and outlines tips for preparing for successes and setbacks in your career like maintaining a resume and building professional network.
Career development
This document discusses career development and retention in organizations. Some key points:
1. Companies are emphasizing employee responsibility for career management as organizations restructure and expand. Resources like training, mentoring, and coaching managers support employee careers and development.
2. Retaining employees relies on factors like exciting work, career growth opportunities, supportive management, meaningful work, and fair pay. Companies must balance advancing current employees' careers with attracting new hires.
3. Human resource management involves attracting, developing, and retaining a quality workforce through activities like planning, recruitment, training, performance reviews, and career development programs. Linking HR strategies to organizational mission and goals helps create a competitive advantage through people.
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Career objective
- 1. Know Your Career Objectives Syeda Nishat Naila University of Dhaka
- 2. Syeda Nishat Naila UndergraduateStudent,Soil,Water & Environment, UNIVERSITYOF DHAKA Climate Mentor | CSCA™ With the knowledge, leadership and organizing skills that I have acquired from my academic life and extracurricular activities, I have high ambition for working with proper dedication, knowledge & skills in corporate field . I have the skills to survive in extreme environment. I am hardworking, patient, proactive, flexible, agile and creative.
- 6. CAREER OBJECTIVES Stability Personal Brand & Reputation Excellence Contribution To Country
- 7. Entrepreneur Socio- Economical Development Creating Jobs Innovation Dream Self- Development Role Model CAREER PLAN
- 8. Challenges Opportunities Finance Growing Technologies Lack Of Resources Lack of Research Opportunity Less Innovation Social Prejudice Fear Fund Introducing New Technologies Platform Research in Field Broadening Mindset Confidence Knowledge
- 10. E S E R V E & N E E D Dedicated & Hardworking Fresh Graduate Aspiring Youth Ambitious Consistent Performer Resillent & Flexible Patient Active Creative Higher Education Opportunity Determined to Develop my Nation D
- 11. SUSTAINABLE DEVELOPMENT THROUGH INNOVATION The Global Goals For Sustainable Development