LDM+Customer Flow - MCP Why-How-What

1

The Leadership development model is important for me and for AIESEC

The leadership development model brings clarity to what kind of leadership AIESEC wants to develop. It makes us know how to transform our operations into a way which will enable us to develop the leadership we want trough our exchange programs. Leadership is the core of the organization and it’s time to understand what kind of leadership we want and develop it.

Standards and satisfaction implementation is related to the LDM and it’s very important, since it means that we’re delivering the experiences in the right way and in the way that will allow us to develop the leadership we want to see in the world (team minimums as a standard is very important)

Howdo we develop the Youth

Leadership we want to develop?

..in 3 steps

1. Ensuring every customer goes

through a holistic inner and outer

journey

Orion graph

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2. Adopting the new CF will enable you to allocate your efforts on providing IOJ to all customers

3 .Ensuring the delivery of all 16 Standards which automatically enables a customer to live a worthy inner

and outer journey

-AIESEC opportunities are not just exchange, they are developing leadership

-AIESEC wants to impact the world

-Challenging and developing JDs

-Interview/assessment: learns

about LDM and inner and outer journey

-Support that AIESEC provides

-Outgoing Preparation: purpose of AIESEC,

AIESEC values, LDM -LEAD: personal goal-setting, self-reflection

-Fill in LDM assessment -Connects with support

system: buddy\mentor/coach

-Incoming Preparation: clear individual responsibility and goals, impact of the

internship on society\organization-Challenging role and environment,

interaction with multiple stakeholders (developing JD)

-Support system: buddy\mentor\coach-LEAD based on LDM, reflection on the experience and values discovery

spaces-Personal goals checkpoints with

support system

-Fill NPS-Fill LDM assessment

-Last day of internship: Evaluation of performance and results of internship, impact of the intern

-Reintegration: reflect on the experience, understand

personal values, reinvent yourself

-Brief on the results of LDM assessment and plan next

steps-Share his\her story of the

internship

LC actions-Ensure TN takers alignment with purpose

of AIESEC-Raising challenging JDs/running

challenging impactful projects with clear MoSes

-Run promotion based on the purpose of AIESEC

MC actions:-Alignment of Marketing with purpose of

AIESEC (messages)-Auditing forms

-Purposeful sales education to LCs-Ensuring LC structure and resources that gives support system to the EPs

-Standards fulfilment tracking

LC actions:-Deliver

Interview/assessment & evaluate candidates-Alignment of HE&SE

-EP/TN manager assignment

MC actions:-Interview/

assessment materials

preparation-Alignment of

HE&SE on MC level

LC actions:-Assignment of

support system(buddy/mentor

/coach) and first touch-point-Outgoing

Preparation & LEAD delivery

MC actions:-Outgoing

preparation&LEAD education and implementation

-Tracking that every EP has support

system-Standards fulfillment

tracking

LC actions:-Deliver Incoming

Preparation&LEAD, buddy/mentor/coach checkpoints on

personal and professional goals achievement

-Organizing reflection spaces through internship

-Ensure JD fulfillment from the TN-takers

MC actions:-Incoming preparation&LEAD education and implementation

-Tracking that every EP has support system

-Standards fulfillment tracking

LC actions:-Remind to fill in

NPS&LDM assessment-Space for evaluation of

internship results

MC actions:-Analyse data of

NPS&LDM assessment, improve based on it

LC actions:-Deliver RIS&LEAD

-Showcasing EP experience-Support with the next steps

MC actions:-Reintegration&LEAD

education, implementation and tracking

This is how the three steps look together

What can I do to implement LDM in my entity

- MC and LC Implementation plan created on how to implement LDM in every entity- Have more resources allocated to provide a leadership experience (right structures)- Deliver the message in your next conference- Review all your process according to New Customer Flow and include Inner and Outer Journey elements in each part of it.- Create education material and review RR, audit standards and membership criteria for LCs- Start with the mindset that all the exchange experiences we deliver are  leadership  experiences.  We  need  people  to  believe  and understand  that  WE  HAVE  a  LDM  -  say  proudly  we  develop leadership- During replanning, create a Project for implementing LDM- Allocate a responsible in MC team and have a timeline

What can I do to implement S&S

- For tier 3,4 entities, If the human resources allow it, a Control Board should be put in place toaudit finance and quality of exchange- Adapt membership criteria review and put the audit and safety as membership criteria- Communication and sharing of GCPs within the network- ECB needs to have visibility in the national network - be present in conferences and present conclusions /their reports, give education (prevention)- Every LC needs to have a ECB responsible (if the ressources allow it), with whom the ECB is in constant communication- Define minimal JD of every ECB, it should include - Educational role, case solving, Process auditing, Information auditing.