AIESEC

IN

EGERTON

ANNUAL REPORT

2011-2012®

© 2012

INSIDE Page

WORD FROM THE OUTGOING LCP……… 5 WORD FROM THE INCOMING LCP………..6 PORTFOLIOS COMM & INFO. MNGT………………………..8 ALUMNI MANAGEMENT……………………..9 CORPORATE RELATIONS………………….10 TALENT MANAGEMENT…………………….12 FINANCE AND ADMIN……………………….14 LC COACH …………………………………...16 LC SWOT ANALYSIS………………………..17 ON-GOING EXCHANGE(OGX)……………18 GO-GREEN PROJECT DIRECTOR………22 TEAM LEADER COMM & IM……………...23

ALUMNI CORNER

MAUREEN KADZO……………………………………24 EARNEST KITINDI…………………………………….25 LC FINACIAL STATEMENT………………………….26

INTRODUCTION:

The 2011-2012 Term was an interesting one. To begin with, before we come in some port-

folio’s were vacant. But in the 11-12 term, all the positions were filled...and with a compe-

tent team at that.

Among our triumphs was a number of team buildings (Lord Egerton Castle), realizing a

large delegation during the 2011 planning conference, co-hosting the Junior World Entre-

preneurship Forum/Eplusl (JWEF/E+L), Go Green project, organizing an Alumni Reconnect,

and organizing Step ahead Seminar to mention but a few. We also realized a number of

interns from Brazil, Australia, Rwanda and China.

Most of this activities made a surplus and as a result the LC was financially sustainable.

There was definitely more that we could have done but what is important is the fact that

we did something and we thought it would be worthwhile to put it down and hand it over

safely to the future generations of AIESEC.

AIESECly,

- Sami. -Charles Omondi

VP Communications Team Leader Communications

LCP

VP

IM

Comm.

Alumni

VP

F&A

VP

OGX

VP

CR

VP

ICX

VP

TM

P A G E 4

P A G E 3

MESSAGE FROM THE OUTGOING PRESIDENT

(LCP)

T he year 2011/12 has been an awesome year,

that’s the simple word that I can use to de-

scribe it. A year that has seen member devel-

opment as a key focus area actually being imple-

mented, more LC partnerships being formed and a

strong relationship with the administration being

formed.

The administration involvement in the Local Chapter

(LC) activities has just been incredible. We had the Uni-

versity administration sponsoring the National Induc-

tion Seminar(2011) which the LC hosted at Kivu Re-

treat, an agreement struck with the LC on OGX part-

nership with departments and a way forward arrived

at, holding workshops and seminars at the university

with the support of the administration and raising ex-

changes with the administration.

Member involvement in all LC activities has seen them being developed with members taking different

roles in the LC. Different Organizing Committees were set up to ensure the success of projects, seminars

and events . Team structures set up with the aim of leadership development has seen more members

living up to the expectations of the organization as a whole. Vibrancy is key and desire for more growth

and getting from AIESEC what each individual comes into the organization for and even expectations be-

ing exceeded for some is what makes an LC grow and creates the right environment for working.

Partnerships has also been key. Apart from the partnership with the University administration, we have

had exchange partnerships fostered with FMD East Africa, Nakuru Business Association, Family Aids Initia-

tive Response (FAIR) and Center for Conflict and Resolution has seen us raise exchanges and agreements

for prospective exchanges in the future. We facilitated in corporate events externally and invited them to

our seminars for both University fraternity and the member sessions. There still exists a lot of potential

and the contacts created will be definitely of great help to the LC in the future.

Being in this position for two years has incredibly made me grow, created a lot of contacts, meet new

friends mostly AIESECers and has helped me change my perception about life completely. But the most

important acts have been touching and changing peoples lives positively,. It is a chance I would never

have had in life had I not been part of this organization and kudos to everyone involved. The members,

stakeholders and the Alumni, thanks top you all. Adios.

-Oscar Kinoti Miriti

LCP

2010-2011

2011-2012

P A G E 5

WORD FROM THE INCOMING LCP 2012

A IESEC Egerton is celebrating

its 17th

birthday this year

and I would like to take this

opportunity to thank every-

one who has made AIESEC Egerton to

be what it is. It has not been easy. with

that I would also like to thank the pre-

vious Executive Board (EB) fortheir

contributions towards AIESEC Egerton.

Much respect for the work done. We are on our way to stardom.

I am proud to be the Local Chapter President for the year 2012. There are a lot of expectations from eve-

ryone and towards that I only have four words: Engage, Equip, Empower, Execute.

These are my magic words during this short term that is expected to end by end of December 2012 due to

the new AIESEC Kenya calendar being implemented. We have our work cut out as an EB team that will be

officially announced soonest possible. We have the will, passion and strategies for that.

I will not promise heaven on earth but together we can do it. It can be done and it will be done. My urge

is for all of us to actively participate and utilize our opportunities as we plan to execute the 4Es to the

fullest and with that we will develop a lot personally, professionally and most definitely AIESECally…..

Viva AIESEC Egerton!!!!!!!

Yours AIESECly,

Brian Warui,

Local Chapter President,

AIESEC Egerton

2012

P A G E 6

Hey AIESEC?

Say AIESEC????!!!!!!

AIESEC EGER????

COMMUNICATIONS AND INFORMATION MANAGEMENT COMMUNICATIONS AND INFORMATION MANAGEMENT COMMUNICATIONS AND INFORMATION MANAGEMENT COMMUNICATIONS AND INFORMATION MANAGEMENT

C ommunications and Information Management has been my home

ground in the AIESEC Egerton 2011/12 league. This is the portfolio that

I used to channel my ideas, energies and passion for AIESEC. I always

tell people that communication is very fundamental in any institution be it,

Marriage, government or you name it. And AIESEC is not exempted from this.

Through establishment and consistent use of ideal communication channels, a

lot of issues tend to get sorted easily and high levels of synergy throughout

the team will get achieved.

Upon assuming our EB roles, I got busy by reading a lot about this portfolio

and put in place more communication channels e.g. an LC blog, Fan page in

FaceBook, Twitter account, Picassa account, and even a Google plus account.

But most importantly, I took time to engage, recruit and empower a couple of LC members as team

members of this portfolio . David Mabiria, Charles Omondi, and Stallone Mayaka became my lieutenants

and I must say, kudos to them for their support .

We then undertook the task of generating relevant content for these channels together with collecting

and reporting timely information through this channels. At first we were hyper active and updated sites

such as FaceBook and Twitter more than once in a single day. This served to boost our online visibility and

the AIESEC Kenya community got to learn what is happening in the LC without necessary coming over or

calling. During the period we collected the phone number and email address of LC members which we

used to notify and update members once in a while.(Check out: www.AIESECegerton2.blogspot.com )

We made a lot of sensitization to ensure members start to actively checking their email addresses and

sign up on www.myAIESEC.net . We also sent tonnes of emails relevant information in an effort to ensure

we stayed on top of our game. We offered one on one support to the LC members who had difficulties

accessing www.myAIESEC.net.

The blog has done really well by having around thirty posts published and receiving more than a hundred

page visits per day in the month of January, 2011. Credit must be given to all those who had gone for

exchange and submitted a write up containing their experiences during the exchange. Without this

stories, we wouldn't have had much content to publish in the blog. Many thanks to Charles Okello

Omondi for picking up and owning with the seriousness and discipline the task of managing the blog

deserves.

AIESEC Egerton FaceBook Fan Page currently has more than 100 fans and we have since connected our

FaceBook Fan Page with our Twitter account so any update made on FaceBook gets automatically pub-

lished on Twitter too and thus killing two birds with one stone. We updated our social media platforms at

least once every week.

During the 2011-12 term we created the maiden wiki for the LC on www. myAIESEC.net. We also up-

loaded important LC documents into www.myAIESEC.net so that in the future AIESECers can access them

with ease. Designing and hosting a website for the LC is one area that has given us a hard time but cur-

rently negotiations are at an advanced stage with the university administration; soon we will be assigned

a page on www.egerton.ac.ke /egerton .

Looking forward, I’m proud and grateful to have been part of the leadership team that spearheaded the

LC in the 2011-12 term. I feel confident that AIESEC Egerton has the required capacity to keep the portfo-

lio strong while at the same time nurturing and producing leaders who take change which is ultimately

what AIESEC is all about.

-Sami.

(LC VP Comm & IM, 2011-12)

P A G E 8

ALUMNI MANAGEMENT

A IESEC in Egerton is one of the few LC's in the AIESEC Kenya chapter that has had the honour of pro-

ducing MCP's and MC VP's in the past. Since the inception of the LC 16 years ago as an extension of

AIESEC UON, the Alumni that we can reach out to is very huge.

In the first quarter, among other things we had to do was to re-create a soft copy of the LC Alumni data-

base. We also got accustomed to the long lived Alumni Yahoo group which has overtime been a fertile

ground for spammers to invade.

The alumni management team consisted of :- Pauline Imali, Pam Tumo and I. Among the tasks the team

has been successful at executing include :-

ο Successfully organizing an alumni reconnect at Wasanii Restaurant, Nairobi. (Feb, 2012).

ο Sending an email update at least once a month to all the alumni in our database.

ο Designed and sent an Alumni eNewsletter .

Other benefits the LC has enjoyed as a result of re-invigorated alumni relations is more support during

fund raising efforts by members so as

to be able to attend regional confer-

ences and other AIESEC duties.

It should also go on the record that

the Alumni Reconnect had for a cou-

ple of years failed to take place but it

was until this year that we'made it

happen'. Among those who were pre-

sent during the Alumni Reconnect

event consisted of AIESEC Kenya

heavy weights such as Kent Libiso

( BOA Member), Joram Mwinamo

(BOA Member), Arnold Orege, and

Benedict Kariuki to name but a few.

Even the Kaisha Davies and Phil

Oduor passed by to say hi. For some

of us, we learnt for the first time that

Mr. Kent Libiso is one of the few indi-

viduals lucky enough to have made it

into the AIESEC International hall of

fame and he was also once the chair in the AIESEC International Congress (which is the biggest and most

important event in the AIESEC International calendar).

Our efforts towards ensuring the LC-Alumni bond is not broken have finally started to bear fruits as we

have been recording higher responses from our Alumni every time we send an email containing updates

about the LC or other updates. This can be attributed to the consistent and continuous updating of the

Alumni database with the current contacts of the alumni. We now have about 90 contacts in our LC

Alumni database. This is a good number for starters but we still have a lot more alumni to engage.

It has been a beautiful 2011-12 term for the AIESEC Egerton alumni management team and I truly hope

that this efforts will be maintained if not increased in the future.

-Sami.

(LC Alumni Manager, 2011-12)

:-)

P A G E 9

I t’s a pleasure to be a leader, bearing in mind the huge responsibilities endowed upon you to deliver and act on what you promised. PLO Lumumba once said that “a successor will succeed only if the successor successes the success” and I believe these words are a true reflection of what a leader or leadership is all about.

When I took the role of being a leader, I never thought of anything worse happening to me. My perception of leader-ship was that a leaders is a boss. All along this never seemed to be the case due to the enormous tasks that always lived before me. Am happy of the risks I took. Risks that build me day after day while implementing different tasks. Corporate Relations to me was all about sales. I really like what I have learnt since the first time I started doing things practically. I came to realize that there is so much in it. Getting different perspectives of the economy from CEOs and Directors of companies was my joy every time I went for some marketing calls. This also gave me some encouragement on what I was doing. There is so much to be done in order to develop our economy as well as positioning the organization as a first choice partner across all sectors. We need to realize the potential in us but most importantly the ‘I’. We can always strive to break through walls of product and personal development as well as selling. Its all about the I . Every sunny day has got its rainy day also. We need to appreciate our failure so that we can learn. I came across challenges but I learnt when you organize events which result in a poor turnout but you still have to keep the hope of a better out-come. To those who fail to think of doing something because of lack of courage and determination, please change your mindset and perception as you would do wonders if left alone in a closed room with a mosquito. I believe am a leader having lead a team of 6 people, inspiring them and engaging them in various ways. I would like to appreciate all the people who supported the team and particularly my team for sacrificing their study time to do something extraordinary. “A leader is an educator, communicator, visionary, implementer, achiever, moti-vator, facilitator and an advisor. Corporate Relations in AIESEC is like any public relations or corporate communications offices in organizations throughout the economies of the world. Its mandated to positionAIESEC majorly in the external market but also in the internal student market.

S ince 1948 the major product that AIESEC has been pioneering is the Exchange Program. This product has been also a major source of revenue for the organization. CR relates very

much with other portfolios in trying to help them develop well market needs for oriented products. Other roles of CR is to develop products and sell them, organize events, pricing of products and much more.

P A G E 1 0

ACKNOWLEDGEMENTS: I hereby acknowledge the different people. Below is the list of the respective team members in the CR Team: Abner Michieka…………………………...Vice-President CR- abner.michieka@AIESEC.net Pius Ogendo………………………………Director CR –pinyez32@gmail.com Charles Kariuki……………………………Events Team Leader- wawerukariuki11@gmail.com Agiza Masungu…………………………….AC Mgr Team Leader- gaudm10@gmail.com Ajega Brian…………………………….....Mrkt Rsch Team Leader- briegason@gmail.com

Functions of CR External Relations is one of the core departments in AIESEC since most of its activities involve field initiatives. Its main responsibility is to work in the financial generation and external positioning of AIESEC for corporate and non-corporate sector engagement. Below is a brief highlight of the functions; Product Development, Partnership Development and raising money, Ac-count Management/Partner Servicing, PR and Media(once legalized, Finances, Team Management & Training, Coaching and Support. This year the team had 3 Focus Areas in which we have done our best to achieve. They included:-Financial Growth (Increase revenues, applying for grants, in-kind sponsorship), External Position-ing ( Engagement in Corporate Events, Organizing Seminars for the Corporate Sustainability ( Revenues, increase and renew partnerships, team coaching and support). 75% of the focus areas have been achieved. This was through the various events that were conducted. We have man-aged to renew partnerships with Nakuru Business Association (NBA), Amiran-Kenya, Rift Valley machineries. South African Embassy and with Sameer Africa Ltd is underway. AIESEC though has been exposed to FMD East Africa, CIC Insurance Group Ltd, NBA, FAIR, Egerton University Administration, Uhuru High school and RVIST just to mention but a few educational institutions. Financial growth has been a challenge to us due to product development and positions taken by organizations to-wards our Exchange program GIP which is our major product. Methods Used Throughout the current year we have been trying to incorporate various methodologies in order to achieve the our main functions. Events and selling our Exchange program have been the sole means apart from engaging other eco-nomic players like NBA for events to position AIESEC in the external market. This gave us an opportunity to host the CIC Insurance Group Ltd reality TV show dubbed ‘The Expedition’ and the ‘am a cooperator’ seminar circuit. The E+L Youth Walk in conjunction with Kabarak University through E+L Foun-dation, Putting Kenya Businesses Online initiative by Google, Nakuru Trade Fair 2011, Nawa Mikono Okoa Maisha Dettol Handwash Campaign through invitation by NBA. Most of the revenues generated from these events have been used to cater for part of the LC affiliation fee to the na-tional office. CONCLUSION & RECOMMENDATION As a team we have heard the best part of trying our level best to ensure that we have laid some stepping stones for the next team to continue positioning the organization well. It is recommended that the next team should try to research more on the market and the current business trends as well as try to renew and service the partnerships currently in place. All the products to be developed should focus on the needs of the prospective company we want to partner with. Adequate planning should be done for particular events so as to have room for their proper implementation and for other minor events that may come up for the pur-poses of raising revenue. Grants and in-kind sponsorship is one avenue that the current team did not utilize on. Therefore some effort needs to be put in place for that. - By Abner, VP CR

P A G E 1 1

Introduction

T here has been an unprecedented increase in the number of members recruited into AIESEC EGERTON and this brought with it many challenges. The term has ended on a very exciting note with the election of a new Executive Board (EB) for the 2013 term. The general role of the department has been to facilitate the maximization of the organization's overall performance and its balance with member's learning and

development; to get the right people at the right place at the right time to do the right job. With the help of the very dedicated EB 2011-2012, we have managed to acquire a solid base of about 60 members. What We Have Done Our major duties and responsibilities have been as follows: Member Recruitment and Selection

• To analyze the organization’s needs in terms of human resources. • To formulate promotion and recruitment strategies • To prepare and review logistics arrangement for member recruitment and selection • To prepare selection method and screening criteria • To conduct job analysis and member pool analysis

This year we have conducted 2 recruitment campaigns because of the double intake done by the university. The first was in September 2011 where we managed to recruit 20 new members. The other was in February 2012 where we recruited 10 new members. Member Induction

• To assist new members to adapt into AIESEC within 2 weeks Member induction was generally been good. We held 2 info sessions (one for each recruitment) where we briefly described AIESEC to potential members and each portfolio explained its role in AIESEC EGERTON. We also held trainings during each MSS on AIESEC Values, The AIESEC Way and The AIESEC Experience. We also ensured that members got their Job Description (JDs) so that they knew how exactly they were contributing to the development of AIESEC EGERTON and their own development. Performance Tracking, Review and Improvement

• To track and analyze the performance of every member • To enhance members performance through personal and operational adjustment • To analyze any human resources relevant data, suggest improvement for organizational performance,

and give advice in decision making We had one Member Status Review (MSR). It was done in September, 2011 during recruitment and it was some-what of a failure since only a few ‘oldies’ turned up. There has been no standardized way of preparing reports and hence performance tracking has been difficult. (This is one area that really requires attention). Leadership and Exchange Opportunities • To ensure all members take up leadership roles and/or international internship opportunities at least

once throughout their whole AIESEC journey. This is one area where there has been significant improvement. During the year, almost everyone has been involved in an Organizing Committee (O.C.). The following O.Cs have been operational:

OC Recruitment(September 2011) OC NIS (November 2011) OC Go Green (November 2011) OC Recruitment( February 2012) OC Alumni Reconnect (February 2012) OC Step Ahead Conference (March 2012) OC Elections (April 2012)

Training and Development • To equip other members with AIESEC values, global mindset, entrepreneurial outlook, social re-

sponsibility, proactive learning sense, departmental work knowledge, etc. • To ensure all AIESEC members are under personal development through the AIESEC experience

Through the various events such as I Am a Cooperator, Go Green, Alumni Reconnect, Step Ahead Conference, Mem-ber Seminar Series (MSS) [held every Monday in Njoro campus & Friday in Town campus], members have been

P A G E 1 2

P A G E 1 3

trained on the AIESEC Values, departmental work knowledge, Social Responsibilities etc. What I have learned

Among the major skills & competencies I have gained include: Awareness of peoples thought s& behavior, Being Sociable, and Demonstrating integrity.

Word of Advice TM is a very exciting but also very challenging. I spent most of my afternoons in the AIESEC Office making and re-viewing plans, meeting with OCs, making calls, Meeting with University Deans and DVCs etc. There are times I felt like giving up but the smiles of members always made me stay since I could see in their smiles that I was doing something significant. For the incoming LCVP TM, I wish you all the best and would like to say that I am available anytime for advice. In Conclusion Being the LCVP TM for AIESEC EGERTON has been an honor. I am glad for the opportunity the members of AIE-SEC EGERTON gave me to discover and develop my leadership potential. It is also my sincere wish that all we have accomplished or tried to accomplish has made an impact at least on one person. I would like to thank the EB 2011-2012 for their valuable support for it is their teamwork spirit that made us get where we are. Finally, I would like to

wish the new EB members all the best and should there be any further que-ries concerning the TM Dept, please don’t hesitate to contact me 0714329148 or law-rence.ng’ethe@aiesec.net. Long live AIESEC EGER-

TON,

The TRUE BLUE BLOODS!

-By

Larry Kiniu

Impossibility only exists in the mind of losers

I t was on a Sunday, 27

th March 2011 when I received a call from my

predecessor LCVP F&A Christine Mwangi, “Are you coming for the

elections at Botanic Garden?” “What?!” I replied then continued “I have-

n't filled my application form and I’m not passionate with AIESEC leader-

ship.” (I said so because of fear) Later, I got another call from LCP Oscar

Kinoti, “Anthony come over we have a small chat, don't worry about the

application form” he said. Intuitively, I asked myself what made me to pay

KSH 300 the past week to AIESEC Egerton for registration. I walked to Bo-

tanical Garden relentlessly. I met Oscar who's gifted with a sweet tongue

wooed me and I got psyched to take the challenge. The election exercise

started and we underwent vigorous screening and by word of mouth I

was able to convince honorable members beyond reasonable doubt that I

have what it takes to be one of their leaders. For sure the experience per

se was bitter/sweet. I had convinced them with words, will I convince

them also with actions? I kept wondering.

New to the job, I felt frightened and intimidated by lack of sufficient tran-

sition and with the urgency to meet the marketing calls, collect member

registration to the organization, reimbursement and so on. With no cash in reserve and neither in

the cash box, it wasn't a good feeling as the LC VP F&A.

AIESEC enabled me to attend the following conferences; Planning Conference 2011, Leadership

Weekend, NIS 2011 and NATCOF 2012.

I confess all these contributed positively in the development of my personality, expanding my

network, socializing with people from diverse backgrounds and increasing my analytical skills

hence gaining more insight as a financial controller and a leader.

Through out the term being second to the LCP, I represented AIESEC Egerton in the main campus

and extended my philanthropy habits by hosting most of AIESECers in my cottage aka “LC House”.

It's in AIESEC where I was baptized with many names; Boss, Money Man, Boit, and No Nonsense

Man.

Back to serious stuff: Finance portfolio is built on principles of integrity, accountability, transpar-

ency, professionalism and team spirit which governs our behavior and anonymously influenced in

decision making.

To be honest, I'm working on having a concrete team which will oversee smooth running of the

portfolio and making member’s financial savvy. However, in a special way I want to appreciate

one person who has stood by me in times of storm and sunshine. This is non other than Rosebella

Oruko “Baibe” the Team Leader F&A town campus.

I am pleased to report a year of continued progress for AIESEC Egerton and present to you the

association results in which our financial performance had tremendous growth. We recorded an

increase by over 15,000% and were able to reduce the affiliation debt with the national of-P A G E 1 4

fice (AIESEC Kenya). I want to bring to your attention that we have a new patron; Director Re-

search and Extension, Prof. A.C. Kibor and the LC is in the process of updating the compendium to

be in tandem with the AIESEC Kenya compendium.

In conclusion, first and fore most I wish to register my appreciation to the support gained from

the EB 2011/2012 under the stewardship of Oscar Kinoti in performing their portfolio responsibili-

ties, members for being committed and gladly taking AIESEC product and to our stakeholders we

say , THANK YOU

My parting shot to AIESEC Egerton is my conviction that we need to reclaim back the glory of AIE-

SEC Egerton. That unexplored talent, That brilliant idea you're doubting, that untapped talent in

you is what AIESEC Egerton needs...........................................It's up to you, It’s up to you, It's up

to you!!!!!! By

Anthony Chelang'at

LCVP F&A 2011/2012

I always say AIESEC is an avenue to better life

through its unique ways. AIESEC is the answer

to any young person who wants to make it in

the corporate world. AIESEC provides the plat-

form and the opportunity to discover ourselves, de-

velop and share our ideas to benefit ourselves and

the society in the world we live in.

I joined AIESEC in the year 2010 and took a leader-

ship position in 2011. Working with Anto, the VP

F&A, was a great experience. His commitment,

competency and integrity in his job highly moti-

vated me. Through AIESEC, I learnt about financial

management, decision making, budgeting, market-

ing skills, and branding e.t.c. I supplemented this

with my course work and this helped me to perform

my responsibilities even better .

The many conferences I attended and events I par-

ticipated in, like the Ask project, Go Green project,

Leadership and Entrepreneurship (E+L) Forum,

Planning conference 2011, NIS 2011, East Africa Pioneers Conference 2011 in Uganda, not to

mention the many team buildings I helped to organize. This game me a platform to grow socially

and professionally.

Now that I am an alumnus of Egerton University, it breaks my heart that I might be easily forgot-

ten, and getting updates on AIESEC will be a little difficult but I promise to always do my best to

keep in touch. I will forever give back to AIESEC because THANKS TO AIESEC! I discovered and de-

veloped my abilities and I am a lady with high values. Many times I’m asked to explain what AIE-

SEC means to me and I get tongue tied simply because there's so much to say about the people,

the experiences, the events, the diversity and the passion in AIESEC. So I simply say...

“AIESEC is a mall, you walk in and you never miss something valuable. Once an AIESECer you're never the

same again.”SAY AIESEC EGER!!!!!!!GWARA!!GWARA!!!!Keep me in touch.......ALWAYS!!!!

By

Rosebella Oruko

Team Leader F&A P A G E 1 5

AIESEC Egerton Local Committee(LC) Coach Report

I have enjoyed my role as the coach for AIESEC Egerton im-mensely! I am very impressed by the commitment that the Executive Board members have shown me and the entire AIESEC Kenya fraternity. I hope that the new Executive

Board team continues with this mindset and keep taking AIESEC Egerton to greater heights. My role as the Coach for AIESEC Egerton included offering consul-tancy services, strategic alignment and operations management among others. This meant that I offer input on how AIESEC Eger-ton can capitalize on its strengths, internal and external environ-ments, and collaborative efforts in order to become a leading en-tity not only within AIESEC Kenya but also in Africa and in the global AIESEC network. I did this by conducting Coaching visits, informing the Executive Board of new strategic initiatives from the National and Global offices, and conducting functional trainings for the Local Committee. AIESEC Egerton has shown resurgence in the past term through hosting the National Induction Seminar(NIS) in November 2011, producing 3 applicants for Kenyan and international AIESEC Na-tional Office positions, and multiple applicants for National Sup-port Teams. They have also hosted a career development seminar in the university over and above all organized a successful Alumni Reconnect meeting in February 2012. AIESEC Egerton has also shown great entrepreneurial spirit by

being the expansion partner of AIESEC in Kabarak University. The latter is now on a steady course to-wards becoming a fully-fledged Local Committee in AIESEC Kenya. This would not have been possible without the efforts of the leaders and members of AIESEC Egerton. They recruited, trained and mentored the founding members of AIESEC in Kabarak University and the National Office is grateful for their stead-fast support towards this young Local Committee. I would like to encourage the new leadership team of AIESEC Egerton to continue offering support to AIESEC Kabarak and ensure that AIESEC becomes the First Choice for students and organizations in Nakuru and beyond. There is a wave of Universities in Kenya establishing campuses in Nakuru town and its environs. I hope to see AIESEC Egerton playing a leading role in roping in more members to AIESEC by capitalizing on the students in these campuses; over and above the vast student population already present in Egerton University’s Njoro and Nakuru town campuses. These are the activities that will ensure that AIESEC Egerton continues to play a critical role in the development of current and future leaders in Kenya and internationally. The experiences that the members and interns shall live through the efforts of AIESEC Egerton, will shape the stories of achievement that they will tell to future generations. Lastly, I hope that AIESEC Egerton reclaims its position as the leading entity in AIESEC Kenya. The rich legacy of high-achieving alumni, who went on to become leading lights within AIESEC Kenya, and in the corporate world, is testament to the culture of excellence that AIESEC Egerton is known for. I wish Brian Warui and his team all the best in their term!

Regards Jimmy Kinuthia

Member Committee Vice President 2011- 2012 Local Committee Coach – AIESEC Egerton

AIESEC Kenya

P A G E 1 6

AIESEC EGERTON SWOT ANALYSIS

STRENGTHS • Outgoing exchange-The LC has con-

stantly been a top performing LC in this portfolio

• Long LC history • Good team structures • Good LC-Administration relationship • Good and spacious LC office • Vibrant LC alumni • Strong Board of Advisors.

WEAKNESSES • Low conference attendance. • Lack of financial stability. • Lack of a strong LC culture. • Poor Membership retention. • Lack of a strong external presence. • Lack of good coherence and strong interaction between town and main campus members.

OPPORTUNITIES • New OGX peaks • Recent good administration and LC

relationship • Untapped Nakuru market-can result

in growth of incoming exchange and a strong corporate relations portfolio

• International, private, and special

needs schools in Nakuru county • Enthusiastic alumni • Newly established university’s public

relations department • Hotel industry market for GIPs • Large University student population

THREATS • The LC is on alert status • Changing economic environment in

the corporate world .e.g. impact investments by companies • Other Campus clubs and associations

e.g. SIFE-competitor in tapping talents • Short holidays at the town campus • Recent lack of member’s taking initiative to go on exchange program • Poor member retention

P A G E 1 7

A IESEC in Egerton was launched in 1996 and since then it has been providing leadership opportunities for its members making many to be involved In local, National and international events

and leadership opportunities. The main back bone of our growth over the years has been in fostering the continued Exchange program that the Organization has made possible. In 2011 two Exchange programs we launched; the

Global internship program (GIP) and the Global community development program (GCDP) that actually has been adopted successfully by most of AIESEC entities across the world. What actually makes AIESEC’s global experience unique is the advanced approach in making it technologically fit and friendly to anyone who takes the pro-grams we offer, creating global leaders that are up to date with the current ways of tackling issues from ICT, Commerce and social issues. From AIESEC’s vast net-work of up to 110 countries across the world, this is made possible.

Historical OGX data base The following is the data outlay is as from 2008 to date:

Details about the actual goals

Accounting for the difference of the set goals and the actual goals:

The main reason for the major difference between the set and actual growth will be elaborated by the following: 1. University Mentality In the past the major focus was towards how many exchanges we will achieve holding everything else constant; thus having good numbers at the end of the day but the experiences lived to move on in one direction but not doubling the number over the years even though the potential is high. In the university all through the year’s many have known that the exchange program exists but they were reluctant in making that move since most of the people involved in the marketing had not gone for exchanges themselves but were selling the program to other and thus making it not believable. Also things like poor marketing strategies and poor team coordination have contributed a lot in bad AIESEC exchange program publicity. II. Administration Over the years the university has not been involved in the exchange process and actually not knowing what big programs we have as an organization. This has made the students not have the trust to actually take part in them since they are not sure if it will interfere with the university calendar. III. University calendar The whole EXCHANGE process is based on a strategy known as pool management that runs from

recruiting the Exchange Participants to reintegrating them back after the Exchange. Most of the Internships run between 6 weeks and 18 months and this actually makes most of the participants to P A G E 1 8

be forth years since they have cleared their studies. This results in low numbers in TMP and TLP after exchange. The above are just a few reasons but the reason we did not realize good numbers in this term was because the fo-cus changed over time from raising many EPs to actually making the system work for us and this involved making the changed university calendar match the EP requirement, have focused and project based Exchanges, involving the university in the process and creating a good awareness strategy for the next team since the main thing is to have a sustainable model for the LC in the later date and not focusing in the short term even if it was contrary to the expectations of many people. For a sustainable model, the following recommendations would enlighten in terms of what should be followed to ensure our potential is tapped and growth takes place. Recommendations a. University Analysis In every industry market segmentation and customization of products for its target market leads to high turnover annually. The same applies to the university. Having an analysis of the composition of the courses offered in the uni-versity and carrying out a survey to know what countries the EPs want to go and have LC to LC partnership makes the matching process easy and quick and thus more reliable. The following is a basic analysis of Egerton university: EGERTON UNIVERSITY COURSE STATISTICS 1. Faculty of Agriculture Agriculture Economics and Agribusiness Management Department of Animal Sciences Department of Crops, horticulture and soil Department of crops, Horticulture and Soils Department of Food Science and Technology 2. Faculty of Arts and Social Sciences History, Philosophy and religion Literature, language and linguistics ET Peace, security and social studies 3. Faculty of commerce Business Admin MT 4. Faculty of Education and Community studies Agricultural Education and Extension Applied community development studies Curriculum, Instruction and Educational Management Psychology, counseling and Education Foundation 5. Faculty of engineering and technology Agricultural engineering Civil and Environment engineering Electrical and Control engineering TT Industrial and Energy engineering 6. Faculty of Environment and Resources Environmental Science Geography DT-ET Natural Resources 7. Faculty of health sciences Clinical Medicine and Surgery Human Anatomy 8. Faculty of Science Biochemistry and Molecular Biology Biological Sciences Chemistry Computer science Physics Mathematics

P A G E 1 9

P A G E 2 0

b. University cycle All these courses are offered in Egerton university and the total number of students is 12,000. The university calen-dar changed from having the basic two peak seasons to three

The illustration beside makes it easy to see the how the cycles are thus making it easy for the LC have first peak cater for the GIPs and 2nd and 3rd to cater for the GCDP and having it continuous increasing the numbers every time.

c. Administration Marketing calls may be made to big cooperates but if we forget the institution that hase allowed us to exist as an LC then we aren’t doing the right thing, The university administration acknowledged the programs and agreed that they are very viable and could be adopted by the university. The university could support some students to take part in the AIESEC exchange programme through small financial assistance since when it comes to finances and the administration it is tricky. We came up with another solution that will enable us communicate to all students effec-tively and faster, they proposed that they will be forwarding our letters of departmental heads, and forge a partner-ship with the LC in each faculty to come up with customized packages for each thus having individual information days that target certain segments in the LC ‘market’.

GCP: The thing about the network is to acknowledge the power of crowd sourcing that makes us get all the best practices and taking all that will make the LC grow. The following are the examples; • Taiwan and China

Conclusion The 11/12 term may not have been marked with high numbers but the model laid out if well implemented and Matched, the realization will be the best thing that ever happened to the LC hence making it financially sustainable, gain back its full membership, be recognized globally and win awards. It will ensure the LC moves forward and have a good image in the market. This will in the long run ensure the members experience professional growth to run AIESEC as an organization. The 2012 EB team should concentrate in the recommendations and work with the collaborative network of AIESEC to solve issues and contribute.

By Kevin Mutonga LCVP OGX 11/12

AIESEC Mini-Calendar of Activities

MONTH ACTIVITY/CONFERENCE COUNTRY

January NatConf (National Conference) Kenya

March Achievers

AfroXLDS

Tanzania

Africa/Continental

May Career Fair

Planning Conference

Kenya

Kenya

June Planning Conference Tanzania

August International Congress (IC) Around the Globe

November NIS (Newees Induction Seminar)

Pioneers Conference

Kenya

East Africa

Go Greener’s words.

M y AIESEC experience helped me to discover a part of me that I

never knew was in existence. The potential I had could never

have come out if I never attended a briefing meeting in F2

during my first semester as a green ‘fresha’. I met people who were mak-

ing a lot of noise; (Renee and Hilla). Today I make more noise than them

since I realized AIESEC was more than making noise, it is about impacting

the world. Other people who motivated me to stay longer in AIESEC Eger

include Anderson, Angie and Wilfred.

I started off with AfroLDS 2009 in Kampala as my first conference, then

Achievers 2010 in Zanzibar. Other conferences that I have attended in-

clude Pioneers 2010 held in Nakuru. Among the conferences we organized

was NatCof 2010 which was held at ARC hotel in Egerton University.

My first exchange experience was realized in 2010. I worked with Kuleana

Center based in Mwanza, Tanzania. This exchange transformed me and

changed my perspective about life through interacting with street children.

I was hosted by Dr.Mhada’s family and I built many more contacts. Thus,

I can humbly say that AIESEC gave me mainly two things; opportunity

and capacity.

After being approved as Director Projects 2009/2010 by Dennis (LCP), I

attended Alumni connect in August 2009

and was challenged to come up with a

project; this is how Go Green was born.

I wrote a proposal and sent it to over 30

companies. The feedback was poor but my team and I did not

give up. We had a planting day in 7th November 2009.The

project has grown and last year we had a successful joint tree

planting day with AIESECers from NTC and Main. There is hope

for the project since Geothermal Development Company has ap-

proved our proposal. For the four years that I was an AIESEC

member I had fun and I made a contribution to the future.

The AISEC legacy will continue to be both in Go Green and in

me.

Written By

Jacqueline Kamau

Jacqueline.kamau@gmail.com

P A G E 2 2

A WORD FROM THE TEAM LEADER COMM&IM

I joined AIEEC in June 2011 when I was still in my first semester. I was later to realize that it just the place to be. That day I was just walking through the crisis squire when I bumped into an advert with this heading:

DO YOU HAVE ENTERPRENEURSHIP GENES?

DO HAVE AN INTEREST FOR LEADERSHIP?

Other explanations followed, and I was particularly interested in the entrepreneur ship part so I wanted to know more about it. A few days later there was a table just adjacent to the notice board, they were registering people for the E+L event. So they told me about AIESEC and also about a meeting to be held later that evening at LSF3, to which every body was welcome. So that evening was my first day to attend the MSS at AIESEC Egerton, and you know with that ‘let me see’ attitude, I never said a word during the whole session. All my ‘wait and see’ was thrown to hell when Rosebella Oruko stood to lead us through a roll call. I really fell in love with her moves, fun and all that stuff. You know I am a dramatist and with the opportu-nity to dance, I was at home. Its funny, the week that followed I only came to the MSS to dance again, and to have that fun- you can imagine I had missed that kind of fun for quite a long time. And so that is how I became an AIESECer . I joined the COMM &IM portfolio and was soon appointed the team leader of the portfolio, working very closely with Sammy- the LCVP. I started posting articles on AIESE-Cegerton2.blogspot.com, updating statuses on Facebook and I also learnt how to use myAIESEC.net.

By, Charles Omondi

LEARDERSHIP- THE AIESEC WAY

S ome people think that leadership is something mystical and ethereal that cannot be understood by ordinary people. In AIESEC however, we are committed to proving that leadership is every one’s business. We believe that leadership is an observable, learnable set of practices. Given the opportu-

nity for feedback and practice, those who have the desire and persistence to lead substantially improve there ability to do so. This is basically why every AIESECer is encouraged to take up some leadership roles in the local chapter (LC). AIESEC has six values, and one of them is ‘activating leadership’. Many young people who have joined AIESEC (Egerton for instance), have more leadership experience than they realize. For example, they might have been part of an organizing committee (OC) which organized an event, they can take team leader roles in various portfolios, they might have been involved in a project, activity or event that trained and supervised peers on the importance of hand washing, or tree planting. Another very important value in AIESEC is ‘enjoying participation’. Once an AIESECer in this case, is involved in a project, activity or event, he/she learns more about it by taking part. This way, the person can easily show some body else what should be done and how to do it. In AIESEC, we simply say ‘activating leadership’ by ‘enjoying participation.’ We believe in capacity building of our members. Hence many conferences are usually held around the year to ensure that all AIESEC members with the desire of becoming leaders in the corporate world are well equipped with sufficient skills to do so. It is In July 2011 that AISEC Egerton collaborated with AIESEC Kabarack to organize a well attended seminar at Kabarack university auditorium- main campus. The three day seminar on leadership and entrepreneurship gave the students an opportunity to interact with mentors and share business Ideas. An AIESECer undergoes the following stages of development: 1. Engagement with AIESEC- at this stage the AIESECer is referred to a “newee” It is the time when a

person learns about AIESEC for the first time, and joins. He/she learns what AIESEC is becomes an AISECer.

2. Experiential Leadership development- at this stage a person assumes certain responsibilities in the AIESEC experience. He or she may be involved in an OC organize an event or activity. If he/she has already joined a particular portfolio; may take charge of one or two things, perhaps with the help of the team leader or the LCVP of that portfolio. This stage prepares the person for the real leadership role ahead of him. The AIESECer assumes a leadership role in any capacity when the opportunity presents itself. He/ she can assume leadership role of any nature in the LC.

3. Life-long connection-Finally after graduation, the person leaves his institution of higher learning to become an alumni of AIESEC. He/ she lives a better and more impactful life.

By Charles Omondi P A G E 2 3

I joined AIESEC in 2005 very excited to know what this organization had to offer. My first contact with AIESEC was a Monday weekly meeting and the same weekend I got to attend my first team building exercise ever. It was a great experience, talking and competing with students who were more in-

formed and ahead in academics. It made me feel important, understood and I realized that I could actually give and get more out of AIESEC.

My AIESEC Experience 2006 proved to be one of the most successful AIESEC years of my life. AIESEC Egerton was a decade old and we had a lot of energy to cele-brate the year in style. With three major events in the year, an aware-ness walk in Nakuru town, an alumni golf tournament and the AIESEC corporate dinner. We ran these events through the LC with participa-tion from other LC’s especially Moi and UoN. The MC didn’t let us down either. Being a VPCD(VPCR), one of my greatest challenges was to realize ex-change internships and partnerships with stakeholders, and of course my greatest fear was being disbanded. The Executive Board (EB) was a tight neat team and dedicated with the few resources we had. Our most supporting resource was the AIESEC office housed in the FASS complex. I must say, AIESEC had and still has the most beautiful and safe student office on the campus premises. This motivated us to spend more time there, with just one computer that didn’t work most of the time. We got a printer donation from an alumnus and a brand new computer that bolted us ahead with administrative duties. From 2005-2008, my AIESEC experience is the best thing I could have asked for outside my class environment. I learnt, I grew and I became who I am today. My passion for AIESEC keeps me in contact with the LC members to date. I feel excited when members attend conferences and events, because I know they are learning, they are growing and becoming better citizens. I intend to take up my internship in Africa and Europe. I have a great interest in people development to date. Currently I run a training pro-gramme in Malindi District through partnership with local CBOs and en-vironment conservation organizations. To date I still live my AIESEC experience and wont stop at all. 3 Things I will never forget about AIESEC Egerton The TUK TUK experience….this was our unique AIESEC brand to other LC’s, The gwara gwara squad that oriented me into AIESEC and the best, most energetic and most original roll calls countrywide. I am happy to know that AIESEC Egerton attained full member-ship and despite the challenges, the LCP is very focused on turning it into a success. The improved relations with the university administra-tion is definitely a plus for the LC. And it should work towards becom-ing the ideal student run and student organization in the Egerton Uni-versity fraternity. Keep up the good work AIESECers. Thanks people.

-KADZO

P A G E 2 4

I recently met up with AIESEC Eger at the Alumni meet up, held at Wasanii restaurant. It would have been fantastic if the whole team from the past could make it, but alas…the trials of life kept us apart. It was fabulous seeing some old faces, some have grown fatter (read good life), others remain the same (read high metabolism). Also the new faces, young and eager to take on the world head on. When I joined AIESEC back in 2005, I had no idea what I was getting into. Then I went for the first meeting and met all these guys with mad, mad psych, and full of jokes. Then the jokes were put aside and I got an insight into the nitty gritty of AIESEC, the serious part that builds and develops individuals, and I got hooked. I got a lot of inspiration from the people I met, developed skills I never thought I had, some of which I apply in life today. Also made new friends as well. I was in the EB in my final year, and it was draining, in a good way. It’s never an easy job to take up, it’s one of those that you are left asking yourself what you got yourself into, but still stick to it through. I learnt to balance my social,

AIESEC and school life. I was always broke, but managed to get by (skills of negotiation gained). We had our rough times as an LC e.g. dwindling membership numbers and finance. But we managed to pull through, by being consistent with meeting set targets; its not the easiest thing. We had fun times too, as an LC and in the EB. When I look at the potential in the current crop, I’m amazed. The energy levels are off the chart, which is something you cannot do without, keep it up. The ideas coming from the young generation are very impressive. Never give up, even when things are at their worst, because it’s at that time that you become stronger individuals and as such a stronger team and better LC. Don’t be afraid to make mistakes, just don’t make too many, learn from them and better yourselves.

BY

EARNEST KITINDI

P A G E 2 5

AIESEC EGERTON

INCOME STATEMENT FOR THE YEAR ENDED 30TH APRIL 2012

Revenue

Amount Amount Total Amount

Merchandise (T-shirts) 9825

IGCDP 5000

Student Nominee Fee 5700

Cash transfer 756

OGX-GCDP 2000

Investment 10400

Events

Alumni Reconnect 5755

Step Ahead Seminar 10700

50136 50136

Expenditures

Administration Costs

Affiliation fee 10000

Posters and proposal printing 1495

Communication 250

Letters printing 100

Refreshments 215

12060

Elections 1170

Events and projects Step Ahead Seminar 8495

Go Green Project 755

NIS 8060

Alumni reconnect 3055

21535

Purchases

Routers and Internet cables 1000

Stamps and ink 435

Extension cables 400

Key cutting 100

Transport 2000

Hiring PA system 500

4435 38030

SURPLUS 12,106

P A G E 2 6

P A G E 2 7

CHAIRPERSON 1. John Masanda CEO Kenlloyd Logistics Group

MEMBERS

1. Dr. Edward Sambili Permanent Secretary Ministry of Planning 2. Kent Libiso, Chairman ICDC 3. JoramMwinamo Director Wylde International Ltd

THE BOARD OF ADVISORSTHE BOARD OF ADVISORSTHE BOARD OF ADVISORSTHE BOARD OF ADVISORS

CONTACTS

c/o Dean of Students, P. O. Box 536, Njoro, Kenya,

Telephone: +254-51-2217891,

E-mail: aiesec@egerton.ac.ke, Website: www.aiesec.org/egerton