Opportunity identification competence : explaining individual and exploring team opportunity identification by employees

Baggen, Yvette

doi:10.18174/393037

Cited by 2 publications

(3 citation statements)

References 126 publications

(393 reference statements)

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“…In the fields of entrepreneurship and intrapreneurship, many researchers were already captivated by the question of what makes people to perceive opportunities. Review studies of Baggen (), Brandstätter (), and George, Parida, Lahti, and Wincent () described the positive effects of prior knowledge, social capital, and personality traits on opportunity recognition. Analogously, we could argue that the flexperts in this study recognized a wide variety of opportunities to develop new areas of expertise by having an extensive knowledge base and supportive social networks.…”

Section: Discussionmentioning

confidence: 99%

How flexperts deal with changing expertise demands: A qualitative study into the processes of expertise renewal

Frie

Potting

Sjoer

et al. 2018

Human Resource Dev Quarterly

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Flexperts are a particular category of experts who are in the possession of in‐depth domain‐specific knowledge and skills combined with the ability to develop and materialize new areas of expertise, that is, expertise renewal. This ability enables them to decisively respond to new expertise demands that arise as a result of changes in their expertise territories. Thus far, there is a limited understanding of how flexperts develop new areas of expertise in a complex, professional setting, and how they accomplish to materialize this new expertise for multiple stakeholders, both inside and outside organizations. In this qualitative interview study, we aim to increase our understanding of the processes by which flexperts accomplish the renewal of their expertise. Ten Dutch flexperts, known for their high level of expert performance and ability to renew their expertise, and from a variety of disciplines, were interviewed. Based on the findings of our study, we have developed a model that summarizes their expertise renewal processes. This Model of Expertise Renewal extends process models on expertise redevelopment and adaptive expertise, and provides directions for future research on how the ability of expertise renewal contributes to the career sustainability of experts. Furthermore, it provides experts, Human Resource Development (HRD) practitioners, and line managers with a framework for creating learning paths and interventions for renewing expertise in case expertise territories are about to change.

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Section: Discussionmentioning

confidence: 99%

How flexperts deal with changing expertise demands: A qualitative study into the processes of expertise renewal

Frie

Potting

Sjoer

et al. 2018

Human Resource Dev Quarterly

View full text Add to dashboard Cite

show abstract

“…In the fields of entrepreneurship and intrapreneurship, many researchers were already captivated by the question of what makes people to perceive opportunities. Review studies of Baggen (2017), Brandstätter (2011), andGeorge, Parida, Lahti, andWincent (2016) described the positive effects of prior knowledge, social capital, and personality traits on opportunity recognition. Analogously, we could argue that the flexperts in this study recognized a wide variety of opportunities to develop new areas of expertise by having an extensive knowledge base and supportive social networks.…”

Section: Contribution To the Hrd Scholarshipmentioning

confidence: 99%

“…We recommend higher education institutes to integrate the development of flexpertise in their curricula. This can for example be realized by students experiencing the value of crossing boundaries of the domains in which they develop a growing mastery , teaching them to recognize the labor opportunities of new expertise demands (Baggen et al, 2017), and learning them to materialize their growing expertise by means of tangible output, even before graduation (Losse, 2018). This requires a learning environment that supports such flexibility (Potting et al, 2018).…”

Section: Contributions To Practicementioning

confidence: 99%

From expert to flexpert. How workers meet new expertise needs throughout their careers

Frie

2024

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This PhD dissertation focuses on the need for workers to adapt to evolving expertise requirements in the midst of complex societal and organizational changes. The global labor market is witnessing a surge in the demand for upskilling, reskilling, and multidisciplinary expertise as workers navigate transitions. As such, scholars shifted their perspective from understanding how one becomes an expert to safeguarding a worker's future position in the labor market. This dissertation increased our understanding regarding the concept of ‘flexpertise’, which describes individual workers' adaptive abilities to meet expertise demands in their careers. We captured this adaptive ability into dynamic process models which describe the mechanisms by which workers can deal with ongoing changes in their working environment. This enables them to stay employable and to meet the needs of their surrounding stakeholders at the same time. The dissertation furthermore outlines what the focus on flexpertise development implies for leaders and HR/D functions, advocating for bundles of ‘renewal practices’ alongside expertise development practices. In conclusion, our research underlines the importance of continuous adaptation in the evolving labor market and raises ethical considerations about the feasibility of everyone becoming a flexpert.

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Opportunity identification competence : explaining individual and exploring team opportunity identification by employees

Cited by 2 publications

References 126 publications

How flexperts deal with changing expertise demands: A qualitative study into the processes of expertise renewal

How flexperts deal with changing expertise demands: A qualitative study into the processes of expertise renewal

From expert to flexpert. How workers meet new expertise needs throughout their careers

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