At the same time, as university qualifications become more commonplace, recruiters and employers will increasingly demand them, regardless of whether they are actually required for a specific job. So, while tertiary degrees may still lead to higher-paying jobs, the same employers handing out these jobs are hurting themselves — and young people — by limiting their candidate pool to college graduates.
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In an age of ubiquitous disruption and unpredictable job evolution, it is hard to argue that the knowledge acquisition historically associated with a university degree is still relevant. There are several data-driven arguments that question the actual , rather than the perceived, value of a college degree.
First, meta-analytic reviews have long-established that the correlation between education level and job performance is weak. In fact, the research shows that intelligence scores are a much better indicator of job potential. Academic grades are indicative of how much a candidate has studied, but their performance on an intelligence test reflects their actual ability to learn, reason, and think logically. College degrees are also confounded with social class and play a part in reducing social mobility and augmenting inequality.
Many universities do select students on meritocratic grounds, but even merit-based selection is conflated with variables that decrease the diversity of admitted applicants.
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In the U. Recruiters and employers are unlikely to be impressed by candidates unless they can demonstrate a certain degree of people-skills. Reserve a seat - pay later.
Toll free Queen's Executive Education. Program Details. About the Program Learning to Lead is designed to help new managers make the transition from individual contributor to effective leader.
Learning to Lead - Leadership Program for New Managers | Queen's Executive Education Program
In this program, you will: Learn the benefits of, and techniques for, leading with meaning. Broaden your repertoire of communication and motivational tools to inspire your team and enable them to reach their potential. Simulations and exercises will be used to promote active learning.
Learn tools and techniques for effectively managing talent including: effective ways of hiring, managing performance, and helping your employees stay aligned with the larger organizational strategy and culture.
Who Should Attend Learning to Lead is tailored to recently-promoted managers who have been in their roles for less than two years, as well as those who are soon to be promoted to management roles. Personal benefits This program will help new leaders learn the ropes of leading and managing employees: Develop a deep understanding of the challenges that emerging leaders encounter Broaden your repertoire of communication skills and learn to motivate and inspire employees Help employees find meaning in their daily work Find meaning in your role as emerging leader Learn how to use motivation tools for the recruitment, selection, development, and retention of employees Become an effective manager of employee performance by leveraging human capital management Create long-term commitment between your followers and yourself Learn how to continue to develop yourself as a leader over time Organizational benefits Organizations will benefit from new leaders who inspire followers and who are more effective in their day-to-day role as managers.
They will: Experience less friction during transition periods in which team leadership changes Develop leaders of tomorrow in their first steps towards becoming a leader in your organization Create strategic alignment between the goals of employees, leaders, and the entire organization Enhance creativity and innovation in the organization Reduce turnover amongst emerging leaders and in their respective teams Become an employer of choice by ensuring a successful transition of employees into emerging leaders.
Program content The program leverages the educational power of multiple teaching tools, including class discussions, role play simulation, and exchange of ideas and perspectives with faculty and fellow participants. Program curriculum Day 1: Leading with Meaning Day 1 of the program will focus on the leadership of teams. Session Leaders.
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