s appendix 4 @xp - developing change agents
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TRANSCRIPT
„PEOPLE People”
Your time has come........ `
Why Large
Volume of
Change
Agents?
What are
Change
Agents
Attributes
and
Behaviours?
How people
develop that
through
being in
AIESEC?
How to
balance
structure with
individual
drive?
What do I do?
YOU ARE HERE
Large Volume of Change Agents
Fulfilling
our
potential
Efficient Core Process
Entrepreneurial
Active Learner
Socially responsible
Culturally sensitive
Eff
icie
nt
Core
Pro
cess
Working
Abroad
Heading for the
Future!
Leadership
Role
Introduction to
AIESEC
Taking
Responsibility
Attributes of Efficient Core Process
More of our
trainees have
been actively
involved in
AIESEC
More of AIESEC
leaders have
been on a
traineeship
Individuals’
Goals aligned
with
organizational
goals
Connecting
stakeholders to
create more
opportunities
Attributes of Efficient Core Process
More of our
trainees have
been actively
involved in
AIESEC
Working
Abroad
Leadership
Role
Introduction to
AIESEC
Taking
Responsibility
Attributes of Efficient Core Process
More of AIESEC
leaders have
been on a
traineeship
Working
Abroad
Leadership
Role
Introduction to
AIESEC
Taking
Responsibility
Attributes of Efficient Core Process
Organizational
goals aligned
with
Individuals’
goals.
AIESEC benefits by fulfilling it’s
mission and
growing
Individual has
benefits from
having those
attributes
Getting people to
work in these areas
gives us greater
capacity
For a person - it’s
„developing
myself by doing
cool things”
Leadership
Role
Taking
Responsibility
Working
Abroad
For a person - it’s
„developing
myself by doing
cool things
Entrepreneurial
Active Learner
Socially responsible
Culturally sensitive
Getting people to go on
X we use the potential
of our network, and
create connections between countries
*
*trainees that have taken responsibility in AIESEC are able to act as
CEEDers, supporting i.e. Exchange project between their hots and home country, as well as transfer good case practices and create informal connections useful in next stage (especially if they would take leadership role afrter traineeship)
Attributes of Efficient Core Process
Connecting
stakeholders to
create more
opportunities
Attributes of Efficient Core Process
Connecting
stakeholders to
create more
opportunities
Attributes of Efficient Core Process
Connecting
stakeholders to
create more
opportunities
Attributes of Efficient Core Process
Connecting
stakeholders to
create more
opportunities
Attributes of Efficient Core Process
More of our
trainees have
been actively
involved in
AIESEC
More of AIESEC
leaders have
been on a
traineeship
Individuals’
Goals aligned
with
organizational
goals
Connecting
stakeholders to
create more
opportunities
How to start?
Open complete
information and
opportunities to
students
1 Offer a proposed
structured way of
getting involved in
different ways
2
Use Mentorship to support
the inductees in
understanding,
customising and driving
their experience
3
Open complete
information and
opportunities to
students
1
„Common
Induction”
Induction is the time after an individual has decided to take part in AIESEC
(recruitment) and before they decide/are allocated to a specific path in AIESEC.
The individual should get enough
information and the appropriate tools to be aware of all of the opportunities the
AIESEC experience holds (around management, leadership, learning and
exchange) and to be able to access them.
All students should have a common induction process, meaning that members and SNs would no longer be distinguished. Everyone would be called members, and
those of members who want to go abroad – would become SNs, by going throught
standard SN selection process (but recruited from inside the organization).
Offer a proposed
structured way of
getting involved in
different ways
2 Within the global framework (@XP model) you
can develop a couple of typical involvement
flows (and i.e. package them as different
programs).
This gives you the efficiency of having a
structure for which you can prepare
(conference cycle, externals involvement, HR
planning, etc).
You can adapt that to your Local specification,
depending on what level of activity does your
LC hav (and want to have in future), what are
the exchange numbers, OGX strategy, type of
university etc....)
„Common
Inducion”
Use MENTORSHIP
to support the
inductees in
understanding,
customising and
driving their
experience
3 How mentorship looks like depends on
it’s objective.
On this stage mentorship aims at
supporti every new person with setting
learning goals, choosig most proper
opportunities, planning them in time.
Every new person would have one
mentor, who would periodically meet
with the person.
A mentor can have more than 1
mentee. Mentors can and shoudl
cooperate and support each other.
Strategies Education
Groups of Dey
& Charlene Groups of Paul
& Vanessa
Groups of
Shanty & Dani
Groups of Mazzy
& Sifaan
Common
Induction (Shantanu - 4)
Mentorship (Sifaan - P)
Common
Induction (Dani - 6)
Mentorship (Dey - D)
Common
Induction (Dani - 6)
Mentorship (Sifaan - P)
Common
Induction (Shantanu - 4)
Mentorship (Dey - D)
Rotation 1
Rotation 2
Coffe break
@XP Workshops
Role of national level (Szymon)
Focus on Common induction (Shantanu)
Understanding AIESEC Experience (Charlene) plenary
Introducing AIESEC Experience (Mazzy)
Focus on Mentorship (Sifaan + Paul)
Marketing @XP to students (Dani) room 6
Implementation plan – best practice (Dey) dinning
References
IPM, Expro and ITC Output
Global Solutions Community
Global Core Work Implementation Community
Global People Development Community
People Guide (www.aiesec.org/gpg)
Good advices
Get your alumni and BOA on board
Show new things as solutions, not as objectives
Involve people from different areas
Educate and re-educate – be patient
Set measurable goals and clear timeline
Define what you whant to dictate, what to propose,
what to consult and what to co-create