4. How we want to achieve it?
Leadership
is the way!
LDP will help us to provide even more valuable leadership
experiences.
5. Our impact
Our international platform enables young
people to discover and develop their
potential to provide leadership for a positive
impact on society.
6. We believe in leadership, but what
leadership we aim to develop?
Self-aware Solution-driven
Empower others World citizen
9. What is the purpose of the
program?
● To continue leadership development
(started in MDP),
● To build connection between organizational
needs and needs of an individual.
10. What are the values for
organization?
➔ Increasing members efficiency and
productivity,
➔ Better retention rate and bigger pipeline to
Executive Board,
➔ Increasing Middle Management members
motivation,
➔ Building feeling of belonging.
11. What are the values for leader?
➔ Conscious development,
➔ Support in finding own purpose and taking
actions toward achieving goals,
➔ Self-awereness,
➔ Getting self-confidence,
➔ Getting to know bigger perspective of what I
am doing,
➔ Fully use their potential and skills.
13. How Inner & Outer Journey
works in reality?
Outer journey Inner journey
TM processes in LC Members’ Development
Program, Leaders’
Development Program,
LEAD for EBs.
15. What is LDP?
❖ Program allows conscious learning and
development for AIESEC MM members by
coaching.
❖ It is support system to build self-awereness
and plan for own development and career.
❖ Continuation of MDP!
❖ LDP is voluntary for MM members.
16. How the timeline will look like?
Program consists of 3 individual meetings- we
have proposition of two timelines (please
match suitable for your LC):
17. Timeline I - 4 months
Results of TLP recruitment
max 1 week
Promotion of coaching & LDP + application for LDP-
IN THE SAME TIME
Allocation coach-coachee
First contact coach-coachee
I individual meeting
Sum up of I meeting
max 1 week
max 3 days after allocation
max 3 weeks after allocation
max 5 days after meeting
18. II individual meeting
max 2 weeks after II meeting
Sum up of II meeting
Contacting before III individual meeting
III individual meeting
Sum up of III meeting+ evaluation survey
Filling in evaluation survey by coachee
max 5 days after meeting
max 3 weeks after contacting
max 5 days after meeting
max 1 week
Contacting before II individual meeting max 2 weeks after I meeting
max 3 weeks after contacting
19. Timeline II - 6 months
Results of TLP recruitment
max 1 week
1 week after results: Promotion of coaching & LDP +
application for LDP
Allocation coach-coachee
First contact coach-coachee
I individual meeting
Sum up of I meeting
max 2 weeks promo, after 1 week of
promo- 1 week of application
max 3 days after allocation
max 3 weeks after allocation
max 5 days after meeting
20. II individual meeting
max 4 weeks after II meeting
Sum up of II meeting
Contacting before III individual meeting
III individual meeting
Sum up of III meeting+ evaluation survey
Filling in evaluation survey by coachee
max 5 days after meeting
max 3 weeks after contacting
max 5 days after meeting
max 1 week
Contacting before II individual meeting max 4 weeks after I meeting
max 3 weeks after contacting
22. Application for LDP
● Coaching is voluntary,
● Application is tool to match coach and
coachee in right way (to answer coachee’s
needs).
Tools: Application- in package.
23. Allocation coach-coachee
● Based on application,
● Main criterion should be coachee’s needs
○ e.g. if coachee feels more comfortable with having coach,
who they know, or someone, who they doesn’t know etc.
● Recommendation: LCVP TM with coaches
are allocating together.
24. Allocation coach-coachee
Short reminder: coach doesn’t have to have
specific area knowledge (it’s event better, when
he/she doesn’t have it), because:
coach ≠ mentor!
25. First contact coach-coachee
● We recommend contact via e-mail,
● What have to happen before I meeting:
○ coach introduces himself/herself,
○ set up date for I individual meeting,
○ ask coachee to think about expectation of coaching and
coach,
○ ask coachee to read article about coaching- coachee and
coach should be “on the same page” :)
○ send coachee “wheel of life”, ask him/her to fill it in and
bring results for meeting.
28. I individual meeting- flow
● Introduction
● Ice breaker (if needed),
● Setting up rules and expectations (from both
sides- coach and coachee),
● Establishing how communication will look
like (how often, tools),
29. I individual meeting- flow
● Going through wheel of life (parts & example
of questions):
○ Checking feelings:
■ How do you like this test?
■ What was hard in it for you?
■ What was easy in it for you?
■ How do you feel with the way that wheel look like?
(Are you satysfy with it or not? Why?)
30. I individual meeting- flow
○ Checking wheel:
■ Which areas did you choose?
■ Why you chose them?
■ Did you have difficulites with making a choice?
○ Checking EVERY area:
■ Why did you rate this areas like that?
■ How do you imagine perfect state in every area (but
also realistic :))?
■ How can you strive for it?
31. I individual meeting- flow
■ Which area is the most important for you? Why?
■ Which area would you like to improve the most?
○ Personal Goals Setting (PGS):
■ What you can do to achieve it?
■ How AIESEC can help you with that?
■ How I [coach] can help you with that? Who can help
you with that?
■ Which short- term goal will help you to achieve this
long-term goal? (Set deadline before II meeting!)
32. I individual meeting- flow
● Elaborate SMART goals (connected with
organization),
● Inform coachee that he/she can message
you in case of problems or when is need of
other meeting,
● Closure of meeting,
● Sum-up in mail.
33. Sum up- for all meetings
Sum-up mail has to be send after EVERY
meeting.
It consists of:
● Information about that, what you established
during meeting (e.g. rules and expectations after I
meeting),
● Information about approx. date of next meeting
and when coach will contact with coachee.
34. Contacting before II individual meeting
● Contact via e-mail,
● What have to happen before II meeting:
○ send coachee leadership test (16 personalities), ask
him/her to fill it in,
○ ask coachee to send results to coach a least one week
before meeting,
○ coach has to analyse results (prepare questions etc.).
35. Contacting before II individual meeting
Tools:
● 16 personalities test (free test online)
37. II individual meeting- flow
● Ice breaker (if needed),
● Evaluation of progress in PGS:
■ Did you achieve your goal?
■ If yes- how you did that?
■ If no- why? What were the obstacles? How you can
go through them?
■ Have something changed on the “wheel of life” after
undertaken actions connected with PGS?
38. II individual meeting- flow
● Checking test results:
○ General questions:
■ What do you think about this test? Was it easy or
difficult to fill it in?
■ Do you see connections between this test and “wheel
of life”? If yes- what are they?
■ How you can capitalize on you strenghts as a leader?
■ How your weaknesses affect your work as a leader?
Which of them you would like to improve?
39. II individual meeting- flow
○ Work place habits part:
■ Do you see any reference between this result and
your work as a leader?
■ How this affect on your relations with co-workers- with
Middle Management members, OCs, LCVP?
○ Career paths part:
■ Do result of the test coincide with you plans for
future? What would you like to do in future?
■ How AIESEC and being a leader can help you with
that?
40. II individual meeting- flow
○ Discuss area of life, which was the most
important in “wheel of life” in reference to
test,
● Setting up new short-term goals
■ How work on unfullfiled goal?
■ Would you like to add new short-term goal? What
would you like to work on taking into consideration
result of the test? (Set ddl before III meeting!)
42. Contacting before III individual meeting
● Contact via e-mail,
● What have to happen before III meeting:
○ ask coachee to reflect on his/her leadership experience
taking into consideration his/her personal development.
44. III individual meeting- flow
● Ice breaker (if needed),
● Evaluation of progress in PGS:
■ Did you achieve your goal?
■ If yes- how you did that?
■ If no- why? What were the obstacles? How you can
go through them?
45. III individual meeting- flow
● Evaluation and sum-up of leadership
experience:
■ What did you learn thanks to being a leader?
■ How being a leader affected on your personal goals?
Which of them did you achieved?
■ How being a leader developed you?
■ What would you improve?
■ What part of your leadership experience was
coaching? Was it helpful?
46. III individual meeting- flow
■ How coaching helped you?
■ What changes you noticed in yourself?
■ Taking into consideration everything that we worked
on- what would you like to continue improving?
■ How would you like to work on that?
■ What could help you with that?
■ What could be an obstacle?
● Creating action steps after coaching,
47. III individual meeting- flow
● Discussion about AIESEC opportunities:
■ What would you like to do after your leadership
experience? How do you see your carrer path in
organization?
■ How being a leader can help you in future in
organization and out of @?
■ Do you know how your career path might look like in
@?
■ If no- coach is presenting possibilities,
48. III individual meeting- flow
■ If yes- Which step you would take? And what would
be your further future (next steps)?
● Closure of the meeting,
● Sum-up mail.
49. Evaluation survey
● Coach is sending it to coachee via e-mail,
● Collect answer and analize them to know
what should be improved in future,
● Recommendation to create this survey on
PODIO.
Tools:
● Evaluation survey- in package
50. Additional activity
We encourage coach to send his/her coachee
additional materials connected with coachee’s
personal goals and interests. There are a lot of
materials on the internet and sending them
between meetings will maintain bond and
support development process.
51. Who will conduct?
LCs with ≤ 20 Middle Management members or
lack of possibility for additional structure-
Executive Board
LCs with >20 Middle Management members-
additional structure
53. Good luck with implementation!
In case of questions please contact with
NST Development 14/15:
● Ala Siemieniec (alicjasiem@gmail.com)
● Gosia Grzywocz (malgorzata.grzywocz@gmail.com)
