AIESEC_LCP Interview Slides

Self Introduction

How LC could operate at its peak performance?

Operation Management

Strategic Tactical

Flow of my Presentation• Vision• Focuses• Realities• Action Plan• Milestone• Proposed LC Structures• Ultimate Goal/Effects

Vision Widespread Presence

Personal Development tool

Create presence through collaborations & projects

Increase product delivery speed through synergies

Improve pipeline sustainability through I.M

Define member’s learning plan

Partnership, path to successful exchange management

Fortify financial stability

Justification• Members’ learning plan: Learning & growth

perspective covers the intangible drivers of future success such as human capital, organisational capital and information capital

• Presence: collaboration with other events/activities/org., open events, impact-lasting projects [PM], virtual outreach [COMM] & media

• Synergy: See Proposed Structures. Synergy for EwA, TMP, TLP, GCDP, GIP & LLC

• Strong financial reserves: Through exchange numbers. Tools: “AIESEC Programmes for ALL” strategy, “1 M, 1 EP” campaign, Alumni,

• IM: represents the synergy between FA to the rest of the departments. Knowledge management = good pipeline

• Partnership = securing exchange opportunities (See “AIESEC Experience Programmes for ALL” [OGX, NCR] strategy & Sales Cultures [CR] )

LC Cultures/Practice

Kay-Poh, “My-”, Square Dance, Roll Call culture

Mark-Your-Calendar Habit & Punctuality

Read up at least a self-help book

Weekly VP Meeting (WVPM)

IM: Documentation , File Naming Protocl & SOP

Wednesday Dailies (WD)

Something more about…• Taking leverage on the existing “kay-poh”

culture to instill sense of competitiveness by displaying departmental achievements/progress during Episodes

• WD includes excerpt(s) from EB• “My-” culture attempts to instill sense of

belonging

Information Management (I.M)

Information Management (I.M)

Documentation

Lesson Learnt

GCP & SOP Case Studies

Track & Review

Effective meeting minutes Google Doc./software

Task Delegation

Knowledge Transfer/Training

Hand-outs Simulation

FA, Syn

Phase: EwL

EwL

RD Open Events

Collaboration can take place

Member Life-CycleRD &

Allocation

Orientation & Team Building

Training & Development

Review & Appraisal

EwA starts from here.

Member’s Learning Plan

Personal Learning Plan & Mentorship

Personal Learning Plan: we help members to define

Individual Discovery & Reflection: MLP• Self-learning, understanding yourself, your personal direction,

challenging personal perspectives. TM helps to devise personal learning plan. Mobilization of internal talents is encouraged.

Team Experiences: Functional Areas• Learning how to work and operate in a team, learning how you

work in a team, team management and development.

Learning Circles: Episodes, OPS, Y2B etc• Facilitated unstructured conversations formed by individuals who

share a common interest in gaining experience, knowledge and networks in a common topic. They are to build understanding of the external environment, so topics cannot include AIESEC.

Conferences & Seminars: MyLDS, LLDS• Events where delegates are invited to sit down and learn about

the topic it is focused on from facilitators and speakers either in AIESEC or externally.

Mentorship: Performance-Coaching and other• One-on-one relationship between two people, such as EB and

Team Member, meeting each other up twice a month to build self-awareness, provide guidance on personal direction and challenge perspective.

Virtual Spaces• The BOOK, Information Management (Data Pool), respective

functional virtual group, Google doc, myaiesec.net and OTHERS

Decision-Making Process• Why? In a volunteering org., decision must be

processed wisely or else do not touch about leadership

• How?• Other Analysis: Business Generation Model,

SWOT Analysis

“1 M, 1 EP” campaign• Reward given to high achievers (among AIESEC

members)

Educational Episodes• ER: Securing Learning partner/inviting Alumni

(a way engage with Alumni)• COMM: Make this an open event• TM: Ensure the contents align with the

members’ learning interests

Reintegration as strategy to sell TMP/TLP

Other Analysis help decision-making process

‘Firing a Volunteer’ System

~The last resort~

Firing Mechanism• Why? Less highly involved volunteers

undermining the morale of other volunteers• How?

Expectation Setting Investigation Documentation Exit

Interview Follow-up

Y2B as a Selling Point

“AIESEC XP FOR ALL” Strategy• A partnership management approach to boost

number and improve customer service/customer relationship

Synergy Structure• Phase EwA: PM-TM-OGX-COMM• Phase GCDP (outgoing): OGX-COMM-TM• Phase GIP (outgoing): OGX-COMM-TM• Phase GCDP (incoming): NCR-COMM-PM• Phase GIP (incoming): CR-ER-COMM• Phase TMP: OGX-TM-COMM• Phase TLP: OGX-TM-COMM• Phase LLC: ER-TM-COMM

COMM Marketing plans

(Inputs from TM & OGX)

OGXOGX Planning

(Goals & Timeline)

TMTalent Planning

(# of Members & Timeline)

Discussion

Discussion

Discussion

Milestone• Quarter Review: Q4: July ’12 – Sept ’12Q3: Oct ’12 – Dec ’12Q2: Jan ’13 – March ’12Q1: April ’13 – June ’12

If the previous process that we are using is not yielding enough positive outcomes, then this signifies a change is required. KPI as a tool to tell.

Quarter Exchange No. No. of ppl educated/ approached

No. of TMP No . of TLP

Q4

Q3

Q2

Q1

Proposed LC Structure

LCP

OGX

AIESEC Experience Expansion

TM

Learning HR Alumni Engagement

LCP

ER

Strategic Initiative (e.g:

Y2B)

Business Development

MARKETING & COMM

Internal COMM

External COMM Creative Team

CR

LCP

NCR FA

Information Management

PM

YV Red Ribbons

Ultimate Goal/Effect• LC UM becomes TOP GUN for the term 12/13• Better Information Management which reinforces

transition pipeline sustainability management: Shorter learning curves

• LC UM is recognized as a personal development platform that caters to each unique AIESEC members: Members retention rate

• Widespread of presence of LC UM: Best COMM

Finding suitable KPI is the key =)• Multifactor Productivity = (Fee x no. of EP) /

(Transport + i-talk card + overhead)

• Power of Volunteer = Energy contributed Task Completion Time

Reference1. How to Fire Volunteers and Move On by Thomas

W. McKeehttp://

www.volunteerpower.com/articles/Firing.asp2. Singapore @ XP Synergy Booklet3. Brazil OGX Booklet4. LC Columbia (TM) official website