This training is to train about AIESEC Global Competency Model

1. GLOBAL
COMPETENCY
MODEL (GCM)

2. is it?
use a competency model?
do we use it?

3. A characteristic and measurable pattern of
behaviours, knowledge and skill that contributes to
superior job performance. Or more simply put, a
competency describes the behaviour or actions that
can be seen when a job is being done well.

4. The essential behaviors which people develop at each
stage of the AIESEC experience and in different roles
within the AIESEC experiences for their personal
development and AIESEC’s success to become the
change agents that we wish our people to be.

5. The competencies placed in AIESEC Competency
Model are the reflection of people we want to have in
our organization: change agents. The Global
Competency Model (GCM) is a set of 5 competencies
that we want to develop in our members. These
competencies can be described in 4 level (foundation,
knowledgeable, proficient, advanced).

6. 1. Personal development: Gives structure and professional
tool for personal development
2. Organizational Common language: Everyone speaks and
understands common language when it comes to
personal development and organizational values/people
characteristics.
3. Organizational vision fulfillment: So we can become the
change agents we want to see in the world

7. 1. You know your strengths & weaknesses better (self
evaluation and 360° feedback)
2. You see a clear progress in your development
3. You can wisely plan your further development
4. You know which next activities to take in AIESEC

9. Structure
Think about the Parthenon of Ancient Greece.
It is a building that has survived the test of time to
become one of, if not the, most recognized structure in
the world. It has lasted the test of time for several
reasons – strong foundations which support solid pillars
which hold up the roof. Without them, the roof could
never have stood for the length of time that it has.
Likewise AIESEC can be viewed in a similar. We have a
foundation which has remained fairly stable during the
60 years of existence and we have an overall dream of
what we want to achieve – Peace and fulfillment of
humankind's potential. What for has been needed to
evolve is the pillars which connect and support the
foundation and the roof.

11. International platform for young people to explore and develop their
leadership potential to provide impact on society
Our organization is an INTERNATIONAL PLATFORM
for young people to explore and develop their
leadership potential to provide positive impact on
society. Using this platform, our members develop 5
competencies that helps them with their personal
growth.

12. • We are an international platform, which due to its
history and scope provides the ability to think
worldwide, therefore develops Global Mindset.

13. • We are focused on activating leadership, and we see
the need of driving change through a new generation
of leaders with an innovative and Entrepreneurial
Outlook.
• We want to make a positive impact in society and
evoke long-term change by demonstrating Social
Responsibility.

14. • We are young people, who are growing up while
creating networks and authentic relationships with
each other, becoming more open, respectful, and
therefore building our Emotional Intelligence.
• We explore and develop our own abilities through
Proactive Learning and therefore unlock potential
of ourselves and others.

15. Structure

16. Takes an active interest in, and constantly increases awareness about, other
cultures and world affairs by seeking information, opinions, and ideas from
diverse sources;
Seeks to enlarge personal & professional network by interacting with people
of diverse cultures and backgrounds;
Works effectively with individuals of diverse cultures, styles and abilities,
capitalizing on their insights and ideas;
Shows openness and flexibility towards differences in opinion, and
challenges own opinion;
Demonstrates ability to adapt and adjusts to new situations/ places/ people.

17. Scans their environment, looking out for challenges and opportunities, and
ways to capitalize on them;
Comes up with innovative ideas/ solutions/ approaches in order to increase
performance (of self/others/organization);
Achieves results by managing resources (material and personal), processes
and risks effectively;
Works to achieve goal in spite of barriers or difficulties; actively works to
overcome obstacles by changing strategies, increasing efforts, using multiple
approaches, etc.
Builds on interpersonal relations to engage and build ownership from others
towards achievement of common goals.

18. Takes decisions keeping in mind the long-term consequences of present
actions;
Identifies and acts keeping in mind the bigger picture and how different
factors interconnect and relate to each other;
Demonstrates personal commitment for tasks and deliverables, and inspires
others to take action/responsibility;
Looks for and implements innovative solutions to address societal needs and
issues;
Accepts responsibility for outcomes (positive or negative) of one's work.

19. Shows ability to empathize and sense others' feelings and perspectives (“put
himself/herself in other’s shoes”);
Actively listens to others; correctly interprets messages and responds
appropriately;
Communicates about own feelings and emotions and takes responsibility to
manage them;
Demonstrates consistency in speech, responses and actions (“walk your own
talk”);
Establishes good interpersonal relationships by helping people feel valued,
appreciated, supported and involved.

20. Is aware of his/ her own strengths and capitalizes on these in various
activities;
Seeks and uses feedback and other sources of information to identify
appropriate areas for own development, and sets development goals to work
on these areas;
Puts acquired knowledge, understanding, or skill to practical use in daily
activities; furthers learning through trial and error;
Facilitates development of others by helping them to identify their strengths,
and opportunities to capitalize on them;
Works with individuals to identify areas for development, understand need
for improvement, and set specific development goals.

21. Agents of Positive Change
The 5 competencies that are developed within our
members who complete unique AIESEC eXPeriences
make them to become Change Agents.
Input Process Output
Young Change
@XP
People Agents
Competencies’ Based on GCM
Development Description

22. Peace and Fulfillment
of Humankind’s
Potential
While becoming Change Agents, our members can
create positive impact on society and realize our
dream of Peace and Fulfillment of Humankind’s
Potential.
Therefore, our GCM helps us to fulfill
our global vision!

24. @XP describes the PROCESS, GCM describes the final
RESULT of this process and guides your development
while you are going through this process.
Change
You @XP Agent
You joined You got new You became
AIESEC eXPerience Change Agent
while getting new eXPerience
You developed special competencies

25. TM processes: Other activities:
1. Member education cycle: 1. Job description making
all competencies based skill 2. Personal development
trainings will lead to develop talks: between VPs and
levels of competencies members
2. Performance Appraisal 3. LCM: promote about GCM
and Competency Assessment: 4. National conferences
Manual assessment and
system assessment
(myaiesec.net)

26. This 5 competencies determinate you as a Change
Agent. Each competency has behaviors that represent
it and each behavior can be observed and measured
with the help of a Competency Assessment Tool.
( myaiesec.net My experience My competencies)
You need to go through:
1. Self assessment
2. 360 contributor: invite others to do the assessment
for you from their perspectives.