Leadership Development Model + Customer Flow Steering Team 2014-2015 November, 2014

1. 1

2. 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)

3. How
do we develop the Youth
Leadership we want to develop?
..in 3
steps

4. 1. Ensuring every
customer goes
through a holistic
inner and outer
journey

5. GIS can Automate
- Faster, shorter process
No system will solve it
Orion graph
instead of us
2. Adopting the new CF will enable you to allocate your efforts on
providing IOJ to all customers

6. 3 .Ensuring the delivery of all 16 Standards which automatically
enables a customer to live a worthy inner and outer journey

7. This is howthe three steps look together
MC actions:
-AIESEC opportunities are not
-Alignment of Marketing with purpose of
just exchange, they are
developing leadership
AIESEC (messages)
-Auditing forms
-AIESEC wants to impact the
-Purposeful sales education to LCs
world
-Ensuring LC structure and resources
-Challenging and developing JDs
that gives support system to the EPs
MC actions:
-
-
Interview/assessmen
Interview/assessmen
t: learns about LDM
and inner and outer
t materials
preparation
-Alignment journey
of
-Support that
AIESEC provides
MC actions:
-Outgoing
-Outgoing Preparation:
purpose of AIESEC,
AIESEC values, LDM
-LEAD: personal goal-setting,
preparation&LEAD
education and
implementation
self-reflection
-Tracking that every
-Fill in LDM assessment
-Connects EP has support
with support
system:
buddymentor/coach
-Incoming Preparation: clear individual
responsibility and goals, impact of the
MC actions:
internship -Incoming on preparation&societyorganization
LEAD
-Challenging education and role implementation
and environment,
interaction with multiple stakeholders
-Tracking that every EP has support
(developing JD)
system
-Support system: buddymentorcoach
-Standards fulfillment tracking
-LEAD based on LDM, reflection on
the experience and values discovery
spaces
-Personal goals checkpoints with
support system
-Standards fulfilment tracking
-Fill NPS
MC actions:
-Fill LDM assessment
-Analyse data of
-Last day of
NPS&LDM assessment,
internship: Evaluation
of performance and
results of internship,
impact of the intern
-Reintegration: reflect on the
MC actions:
experience, understand
personal values, reinvent
-Reintegration&LEAD
yourself
-Brief on the results of LDM
assessment and plan next
steps
-Share hisher 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
LC actions:
-Deliver
Interview/assessment
& evaluate candidates
-Alignment of HE&SE
-EP/TN manager
assignment
HE&SE on MC level
LC actions:
-Assignment of
support
system(buddy/mentor
/coach) and first
touch-point
-Outgoing Preparation
& LEAD system
delivery
-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
LC actions:
-Remind to fill in
NPS&LDM assessment
-Space for evaluation of
improve based on it
internship results
LC actions:
-Deliver RIS&LEAD
-Showcasing education, implementation
EP experience
-Support with the next steps
and tracking

8. Whatcan I do to implement
LDM in my entity

9. - 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

10. What can I do to implement
S&S

11. - For tier 3,4 entities, If the human resources allow it, a Control Board should be
put in place to
audit 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.