Aiesec core work design team presentation adapted to print

Expro 2002… Let Passion Drive Growth”

WHAT IS THE MAIN

OBJECTIVE OF THIS TEAM?

Design an advanced Core Work Process based on our AIESEC 2005 goal

Primary Goals:

To triple the number of our exchanges To double the member and trainee development


Concept of change process Internal Organisational Analysis

advanced learning models

identity & evolution

External Trends stakeholder needs & feedback

global trends and world visions


Learning methodologies Share paradigm shift situations Identify variances in CWP share causes (skills, motivation, information)

Innovate solutions

Filter paradigm shifts in AIESEC


Mapping of CWP innovations Sequence learning Design ideal learning flow Define further steps in process & required input


Now, we would like to introduce you to our

CHANGE AGENT!!


Lack of

Understanding

unique

Selling Points

Not adequate

Preparation or

Lack of

understanding

Matching

Process is slow

And inefficient

We are not

Attracting or

Reaching

The right

stakeholders

Before

Our “Change Agent”

is not ready to go

On a high quality

Traineeship,


Learning

Is not

Planned/

structured

Job

Description is

Poor and

unsatisfactory

Trainee learning

Does not

Facilitate

Member

learning

Inneficient

Assistance

In logistics

“Change Agent”

is not active learner

Willing to face the

Challenges of the world

And impacting on society

No

Mentoring

And support

For trainees

During


“Change Agent”

didn’t get the best

Learning and he is not

Supported by AIESEC

when he returns

Lack of

Understanding

Of the role

Of AIESEC or of

The importance

Of reintegration

Trainee´s goals

And satisfaction

Are not focussed

On as an

Important

Objective of

traineeship

AIESEC does

Not have

Enough

Competences

To run

reintegration

We do not

Provide trainees

a Network

Among

themselves

After


SOME IDEAS

Returnee and

Current trainees

Get involved

In marketing

Teams to raise

TNs

Facilitate regular

Stakeholder´s

Meeting among

Different

Stakeholders

Preparation

Seminars for SNs

Guide them to

Identify the

Leadership

Characteristics they

want to improve

Involve SNs

In Multicultural

Team Projects

And Missions

Create

Structured

Learning

Process

Globally

New Member

Has the same

Learning

Process as

SNs


SOLUTIONS

Concrete tools

For member´s

Skills

development

Focus on proper

Marketing

And target right

Of SNs

Design the whole

Learning Process

In a certain focus

Area for example

A social issue

Develop on line

Learning models

And partnerships

For trainings

And education

For our trainees

Form an alumni

Network and

Involve them in

Coaching and

Providing

Network for

trainees

Create a

Resource center

And share ideas

Of traineeships

Within the

network


SOLUTIONS

A Structured

Learning member

Process linked

With the

Trainee

Learning process

Involve TN

Takers in trainee

And member

Learning

Activities and

projects

Develop a trainee

Buddy System (each

Trainee has a specific

Member or alumni

Assisting in logistical

issues

All AIESEC

Members go

Through an

AIESEC

Exchange

Process

Trainees should

Be as much

Subjects and

Designers as

members

Involve alumnis,

Current trainees

And past SNs in

Reintegration


SOLUTIONS

Recruit members

With diverse

Academic

background

Partnerships

With externals with

Different

Competencies to

Improve our

Reintegration

seminars

To build a strong

Trainee network and

Make them understand

So well @, that they

Can Create their own

reintegration

Prioritise Plans

For reintegration

Strategies

To allocate more

Resources for

The stablishment

And coordination

Of a trainees

network

Getting

Partnerships

Trainings with

Network

“experts”


Create a Structured Learning Process

Unify members

And trainees

BIG IDEAS

MORE IMPACT ON INDIVIDUAL AND SOCIETY


Unify members and trainees

In other words, eliminate the distinction between members and trainees

Our trainees and members are learning together We select students/individuals to enter the AIESEC Learning Network

Introduction and knowledge about the organizational identity and shared values becomes one element of the learning process

This means that:

The concept of service and learning is instilled in the ‘members’ of the AIESEC Learning Network

All participants in the AIESEC Experience will be both subjects (drivers) and objects (recipients) of learning, everybody joins in the process of learning together.

This

way w

e t

hin

k w

ill g

ive r

ise t

o m

ore

act

ive learn

ers

,

create

more

im

pact

and incr

ease

th

e c

apaci

ty o

f th

e o

rganis

ation

to fulfil

its

mis

sion.


Create a structured learning process

Ideas of this process include attracting ‘members’ based on their interest to develop Change Agent

Characteristics or through involvement in worldwide issue – based learning networks in AIESEC.

The Issue-based Learning networks would be virtual

At a certain stage the ‘members’ of the AIESEC Learning Network could decide on the issue(s) they want to gain knowledge and build networks in.


The AIESEC experience is a Learning Process that should include elements or components - for everyone who goes through it – that enable individuals develop AIESEC 2005 characteristics.

However, the process should be flexible enough to suit different needs, learning preferences and goals of those individuals.

After that we tried to come up with...

a structured learning flow

Aiesec core work design team presentation adapted to print

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