aiesec in sweden- empower 2016 brochure

EDUCATIONAL BOOKLET AIESEC in Sweden Dark grey #505670

Light grey #979cb8 Blue #01abcf Yellow #f9ac08 Magenta #ea3a68 Green #aacf20

Empower 2016

Contact List MC

IncludesallMCteamemails [email protected]

AIESECinGothenburg

ClaraNordin LCP [email protected]

PaulinaAndersson VPOGX [email protected]

JoanaBobie-Amoah VPCOMM [email protected]

EmiliaHertzberg VPFIN [email protected]

AIESECinLinköping

SofiaRagnhammar LCP [email protected]

ChihabCherkaoui VPOGX [email protected]

RayBenson VPICX [email protected]

SabariRaj VPTM [email protected]

DanielaSundin VPCOMM [email protected]

KarolinaBergman VPFIN [email protected]

DanielaSundin VPER [email protected]

AIESEC in Lund

Anna Wangen LCP [email protected]

Line Riis Christiansen VP OGX [email protected]

Max Nwuba VP ICX [email protected]

Rickard Carlsson VP FIN [email protected]

Jingliu Xie VP ER [email protected]

AIESEC in Stockholm

Frans Astala LCP [email protected]

Kamila Marzynska VP COMM & OGX [email protected]

Khrystyna Barandiy VP FIN& ER [email protected]

Dominika Szoldrowska VP TM [email protected]

AIESEC in SSE

Fabian Geisler LCP [email protected]

Luba Wiander VP OGX [email protected]

Weronika Brzuchalska VP TM [email protected]

Ellinor Lindsten VP COMM [email protected]

AIESEC in Uppsala

Evelina Edström LCP [email protected]

Anna Bergström VP OGX [email protected]

Laura Wiegand VP ICX [email protected]

Elsa Öhlén VP TM [email protected]

Franziska Frei VP COMM [email protected]

Melina Bendelin VP FIN [email protected]

AIESEC in Jönköping

Alex Stoica LCP [email protected]

AIESEC in Umeå

Marie Schellenberger LCP [email protected]

Words from the MCP elect

EDUCATIONAL BOOKLET

Dark grey #505670 Light grey #979cb8 Blue #01abcf Yellow #f9ac08 Magenta #ea3a68 Green #aacf20

Empower 2016

Klara Peić, MCP elect 16/17

Useful abbreviations AI- AIESEC InternaBonal

PAI- President of AIESEC InternaBonal EP- Exchange ParBcipant (Intern)

TN- Trainee Nominee (Company/organizaBon) OGX- Outgoing Exchange ICX- Incoming Exchange TM- Talent Management COMM- CommunicaBons

BD- Business Development B2C- Business to Companies

B2B- Business to Business LC- Local CommiQee

LCP- Local CommiQee President LC VP- Local CommiQee Vice President

MC- Member CommiQee MCP- Member CommiQee President

MC VP- Member CommiQee Vice President GV- Global Volunteer (old GCDP)

GT- Global talent (old GIP) EB- ExecuBve Board

OC- Organizing CommiQee LCM- Local CommiQee MeeBng EBM- ExecuBve Board MeeBng

XPP- Exchange Programme Policies LEAD- Learn, Engage, AcBvate, Deliver

NAF- NaBonal AffiliaBon Fee ELD- Experimental Leadership Development

TCS- Travel Cost Sharing #FFF- Finance Fun on Fridays

@XP- AIESEC Exchange JD- Job DescripBon

OD- OrganizaBonal Development IC- InternaBonal Congress

NorLDS- Nordic Leadership Development Seminar OPS- Outgoing PreparaBon Seminar IPS- Incoming PreparaBon Seminar

NPS- Net Promoter Score LDM- Leadership Development Model

IXP- Intergrated Experience EwA- Engagement with AIESEC 1. 2.

Dear delegate,

it is our great pleasure to present you the Educa5onal

booklet of Empower 2016. This is going to be your

companion not only throughout this conference, but throughout your whole

term! Booklet is full of relevant content about our

organisa5on, your conference thoughts and can serve you as a great tracking tool for your term.

In front of us is a long journey, and this is our way to always stay with you when you live your

daily AIESEC experiences. We are very happy and excited to have you at

Empower 2016, and we wish you amazing conference experience!

Love,

Klara

Your new MC team

EDUCATIONAL BOOKLET


MC Mjölner

OUR TEAM STAND:

“Believe in the purpose, break the limits.”

OUR AMBITION:

“It is our commitment to better communicate our purpose in order for us to understand each other

and work as one. Only then can we achieve a positive impact on Swedish society and shape the

future of the world.”

Conference Agenda

3. 4.

Hour Friday Saturday Sunday

Hour 10th June 11th June 12th June

8:00-9:00

Breakfast Breakfast 8:00-9:00

9:00 - 9:15 9:00 - 9:15 9:15 - 9:30 9:15 - 9:30 9:30 - 9:45

Our role (MC, LC) + structural change

LC plans and timelines alignment

9:30 - 9:45 9:45 - 10:00 9:45 - 10:00

10:00 - 10:15 10:00 - 10:15 10:15 - 10:30 10:15 - 10:30

10:30 - 10:45 Our growth path (growth model) - include MC plan Working time + feedback

implementation

10:30 - 10:45 10:45 - 11:00 10:45 - 11:00 11:00 - 11:15 11:00 - 11:15 11:15 - 11:30 Break 11:15 - 11:30 11:30 - 11:45

This is AIESEC in Sweden (Act local)

Final check 11:30 - 11:45 11:45 - 12:00 11:45 - 12:00 12:00 - 12:15

Lunch

12:00 - 12:15 12:15 - 12:30 12:15 - 12:30

12:30 - 12:45 Lunch

12:30 - 12:45 12:45 - 13:00 12:45 - 13:00 13:00 - 13:15

Leading myself

13:00 - 13:15 13:15 - 13:30 13:15 - 13:30 13:30 - 13:45

This is AIESEC in Sweden (act local)

13:30 - 13:45

13:45 - 14:00 13:45 - 14:00 14:00 - 14:15

Leadiny my entity

14:00 - 14:15 14:15 - 14:30 14:15 - 14:30 14:30 - 14:45 Break 14:30 - 14:45 14:45 - 15:00

Our functional role (functional time)

14:45 - 15:00

15:00 - 15:15

Welcome fika! Our commitement - Closing plenary

15:00 - 15:15

15:15 - 15:30 15:15 - 15:30

15:30 - 15:45 15:30 - 15:45 15:45 - 16:00 15:45 - 16:00

16:00 - 16:15

Our start (Opening plenary)

16:00 - 16:15

16:15 - 16:30 Fika

16:15 - 16:30 16:30 - 16:45 16:30 - 16:45 16:45 - 17:00

Cross-functional mapping (monthly step by step)

16:45 - 17:00 17:00 - 17:15

Who are we (GTKEO)

17:00 - 17:15 17:15 - 17:30 17:15 - 17:30 17:30 - 17:45 17:30 - 17:45 17:45 - 18:00 17:45 - 18:00 18:00 - 18:15 Break 18:00 - 18:15 18:15 - 18:30

This is AIESEC (think global)

FuncTonalconsultancy

18:15 - 18:30 18:30 - 18:45 18:30 - 18:45 18:45 - 19:00 18:45 - 19:00 19:00 - 19:15 19:00 - 19:15 19:15 - 19:30

Dinner PrepareforGala

19:15 - 19:30 19:30 - 19:45 19:30 - 19:45 19:45 - 20:00 19:45 - 20:00 20:00 - 20:15 20:00 - 20:15 20:15 - 20:30

Our reality

GalaDinner

20:15 - 20:30 20:30 - 20:45 20:30 - 20:45 20:45 - 21:00 20:45 - 21:00 21:00 - 21:15 21:00 - 21:15 21:15 - 21:30

Structured social activities

21:15 - 21:30 21:30 - 21:45 21:30 - 21:45 21:45 - 22:00 21:45 - 22:00 22:00 - 22:15

Livin'lavidaloca

22:00 - 22:15 22:15 - 22:30 22:15 - 22:30 22:30 - 22:45 22:30 - 22:45 22:45 - 23:00 22:45 - 23:00 23:00 - 23:15 23:00 - 23:15 23:15 - 23:30 23:15 - 23:30 23:30 - 23:45 23:30 - 23:45 23:45 - 00:00 23:45 - 00:00

The AIESEC Way


Leadership Development Model

My notes… ____________________________________________________________________________________________________________________________________________________________________________________________________ 5. 6.


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My notes… My thoughts of the day

7. 8.


❑  Clearly stated responsibiliBes of the host and home enBty

❑  We need to ensure that we are providing the basic condiBons to live a cross- cultural exchange

❑  Delivering standards is not an opBon! ❑  It’s the first step to enable leadership development

Standards for Exchange

Programs Customer Flow 2.0

ATTRACTION PHASE

CONSIDERATION PHASE

VALUE DELIVERY PHASE

BRAND ADVOCACY PHASE

Our customers’ profile is shifting while they move from one phase to another:

Both young people and enablers have a relaBonship with aiesec as customers in 4 different moments:

THE PERSON/ENABLER IS A

STRANGER

THE PERSON/ENABLER IS A LEAD

THE PERSON/ENABLER IS A CUSTOMER

THEPERSON/ENABLERISAPROMOTER

THE PERSON/ENABLER IS A

VISITOR

Name What does it mean? How to progress to other status

Open A person who registered on OP is marked as Open. An Open might have or have not applied to any opportunity.

An Open moves to Accepted status when the Opportunity manager has clicked on the Accept button.

Accepted A person whose application has been accepted by Opportunity manager and is pending to sign the EP acceptance note.

An Accepted moves to In Progress status when the EP AN has been signed and is awaiting approval from both EP and Opportunity managers.

In Progress A person is in progress once he/she signs the EP AN and is undergoing the selection process.

An In Progress moves to Approved status when both the Opportunity and EP manager click Approved button.

Approved A person is considered Approved when he/she has a confirmed opportunity and is now undergoing preparation for his/her internship experience.

Approved moves to Realized status when the Opportunity Manager clicks Realized button. Note: Realization will appear in the Analytics according to the Start Date of the Opportunity as in the form.

Realized A person is Realized when he/she has started the first day of his internship.

A person moves from Realized to Completed one day after the Experience end date of the Opportunity. Note: The status change happens automatically as per the dates.

Completed A person has the Complete status when his/her internship experience has ended.

9. 10.


Our non- negotiable

behaviours!

I.  ______________

II.  ______________

III.  ______________

My notes… ____________________________________________________________________________________________________________________________________________________________

Cross Functional Mapping

1i.

Project Name

Project Descrption Project Responsible

Start/End Date

Timeline

July August Sept. October Nov. Dec.

Function Activities I II III IV I II III IV I II III IV I II III IV I II III IV I II III IV KPIs

Communication Channels

Project Name


Start/End Date

Timeline




Project Name


Start/End Date

Timeline




Refreshed AIESEC

Experience INTERNAL AND EXTERNAL


My notes… ____________________________________________________________________________________________________________________________________________________________________________________________________ 13. 14.

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My notes…


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15. 16.


Leading myself What sebng do I want to work in? ❑  What is my ideal work environment? ❑  Is my moBvaBon level easily influenced by others? ❑  Do I prefer to be self-guided or closely supervised? ❑  How much Bme do I want for friends, family, hobbies,

etc. ?

Skill related ques@ons ❑  What skills/traits would I like to develop or

improve?

❑  What are my strongest and most useful skills? AIESEC ❑  Why did I join AIESEC? ❑  Am I sBll in AIESEC for the same reasons as when I

joined? ❑  Is my funcBon in AIESEC relevant for my future

career prospects? ❑  Are my responsibiliBes in AIESEC challenging?

17. 18.

< 10 ≥10 < 20 ≥ 20 < 35 ≥ 35 < 50 ≥ 50

Nidavellir Midgard Alfheim Vanaheim Asgard cluster

function

CF implementation 20% 20% 50% 50% 100%

LEAD SnS

AiS LEAD framework

FOCUS Job, Visa, Log

AiS LEAD framework

FOCUS Job, Visa, Log

LEAD UPSCALE I

AddiBonal acBviBes

FOCUS Job, Visa, Log, E&L

LEAD UPSCALE II

AdiBonal acBviBdes


LEAD INNOVATION


B2C

-  Market research & segmentaBon

-  Product packaging -  O n - c a m p u s

presence

-  Online mkBng -  Campus+bashes -  OP promoBon -  SelecBon & MA

support for EPs

-  Lead nurturing -  E x t e r n a l l o c a l

p a r t n e r s h i p s (other student run organizaBons)

-  L C 2 L C partnership

-  External events Bed to exchange

-  PR partnerships (locally)

-  InnovaBons -  Upscaling exisBng

operaBons -  Complex product

packaging

B2B

-  Does not run B2B

-  PosBng OPs to partners

-  P r o s p e c B n g & sales

-  Managing current partners

-  CreaBng content for current partners

-  YouthSpeak

-  I n i B a t e YouhSpeak

-  Local partnership development

TM -  TS -  Recruitment &

Pipeline as focus -  Funct. Training

-  Engagement (LC acBviBes)

-  TM/TL LEAD

-  Engagement (Local Comm.)

-  Local Conference -  Knowledge Mgm

-  HR partnerships -  LV or Immersion

-  LV & Immersion -  InnovaBons -  U p s c a l i n g

operaBons

F

-  Payment model aligned (pay on approved)

-  I n v e s t m e n t i n basic B2C

-  EP LEAD -  Sales edu/trips

-  RnR -  CEEDers -  F n c t . S u m m i t

spons.

-  I X P s u b s f o r members

-  D e l e g a t e f e e sponsorship

-  IXP subs for EwA -  Invest in local

comm. engmnt. -  Int. conferences

< 3 months > 3 ≤ 6 mnts > 6 ≤ 9 mnts > 9 < 12 mnt = 12 months

ICX

-  Does not run B2B

-  M k t s e g . & prospecBng

-  Sales & product pack.

-  GE focus

-  OP promoBon -  Showcasing -  ReRa -  GE focus

-  Value Delivery -  LEAD focus -  GE & GT

-  LC2LC partnerships -  O p e r a B o n a l

upscaling -  GE & GT

-  M a r k e t penetraBon

-  Reraising -  External events

O D I

N


Leading My Entity Star Model

Performance: Low, unstable, growing Engagement: Relatively high Strategy: analyze & track to see if member will become star or deteriorate to dog

Star Performance: High & Stable Engagement: High Strategy: Invest for further growth; TL & EB pipeline: nurture this member and give them work to do

Dog Performance: Low, unstable, not growing Engagement: Low or in decline Strategy: Reallocate or have exit talk

Cash Cow Performance: High Engagement: Low or stable Strategy: Milk - potentially not EB pipeline but is high performer. Use in operations.

Can you categorize your LC’s members into these categories?

Question Mark

LCM+ social activites My notes…

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My Commitment to AIESEC in

Sweden


Our LC ___________

plan for our term

oGT:

oGV:

oGE:

OGX:

iGT:

iGE:

IGX:

We commit to achieve:

=

+

25. 26.

MY EB term callendar.....

...Fill in the important events! 27. 28.


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My notes…

16.

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My notes…

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My notes…

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aiesec in sweden- empower 2016 brochure

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