Leadership Development ModelAIESEC’s

Table of Contents

3 Parts of AIESEC’s LDM

The Leadership Qualities

The Defining Elements

Inner & Outer Journey vs. Standard & Satisfactions

SnS in Inner & Outer Journey

LEAD

How does LDM effect my ELD operations?

How does LDM effect my EwA operations?

How does LCM effect my membership?

The Leadership Qualities The Inner & Outer Journey Standards and Satisfactions

3 parts of AIESEC’s LDM

Describes the Leadership We Develop. It consist of 4 qualities

and 12 defining elements.

It’s a framework that AIESEC provides in every experience,

enabling young people to learn the most from every experience.

Key activities that need to be executed in order to make Inner & Outer Journey happen in the

best way possible.

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By end of each AIESEC experience, we want to see these leadership qualities developed as the outcome.

This is described as the HOW in AIESEC Way.

A customer will go through an inner and our journey in an AIESEC experience.

This is the described as part of the WHAT in AIESEC Way.

This is what an AIESECer delivers on a daily basis.

It is the required actions need from AIESEC in order to facilitate an Inner & Outer Journey for our customers.

So how does AIESEC’s Leadership Development Model connects with the AIESEC Way?

By delivering standards, AIESEC facilitates an Inner & Outer Journey that develops the Leadership Qualities of our members and customers.

delivers facilitates develops

The Leadership QualitiesWORLD CITIZEN: “I am aware of what is going on in the world and enjoy taking an active role in contributing towards making it a better place for everyone.”

SELF AWARE: “I know what I am good at, what’s important to me, and what I am passionate about. I am constantly exploring what I want to achieve in my life.”

EMPOWERING OTHERS: “I am able to communicate ideas clearly, engage in meaningful conversations with others, and co-create spaces of collaboration that empower people to take action.”

SOLUTION ORIENTED: “I come up with solutions to challenges. I am flexible and I am always ready to take the necessary risks .Every time I fall I always stand back up.”

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The Defining ElementsEach Leadership Quality consists of 3 defining elements as shown below.

Believes in their ability to make a difference in

the world

Interested in world issues

Enjoy taking responsibility for

improving the world

Understand and lives personal values

Focusing on strengths over weakness

Explore one’s passions

Adapts and shows resilience in the face of

challenges

Transmits positivity to move forward

throughout uncertainty

Takes risks when its needed

Communicates effectively in diverse

environments

Develops & empower other people

Engage with others to achieve a bigger purpose

Self Aware

World Citizen

Solution Oriented

Empowering Others

Inner and Out Journey2 Standards & Satisfactions 3VS.

Standards & Satisfactions, namely SnS, describes the activities of an AIESECer carries out on a daily basis.

These SnS are delivered by AIESECers so that a customer can go through a fulfilling Outer Journey.

The inner journey is a personal journey of a customer.

In order for an Inner Journey to happen, the Outer Journey has to be facilitated by AIESECers.

Individual Responsibility & Goals is facilitated by Standard number 8.

Challenging Role & Environments and Interaction with Multiple Stakeholders are facilitated by ensuring Standards number 4, 5, 6 and 7.

Support System is facilitated by Standards number 1, 2, 3, 9, 10, 11, 12, 13, 14, 15 and 16.

SnS IN Outer Journey

What happened with LEAD ?As we know, inside the 16 S&S, Standard 15 and 16 are defined as Leadership Development Spaces delivered by the host and home, respectively.

15. The Opportunity has to state what l e a d e r s h i p d e v e l o p m e n t s p a c e s a n d opportunities are offered by AIESEC before, during and after the internship. The delivered spaces have to correspond with the Opportunity. As a minimum standard host entity must offer one Incoming Preparation Seminar/Meeting (or leadership development of EP and follow up on his/her personal goals set before traveling) once the EP arrives to the host entity, and before the internship starts.

16. The EP has been provided with information in written format on what l e a d e r s h i p d e v e l o p m e n t s p a c e s a n d opportunities are offered by the home entity before, during and after the internship. The delivered spaces have to correspond with the information provided. As a minimum standard home entity must offer one Outgoing Preparation Seminar/Meeting (including space for personal goal setting) before EP leaves for internship, and one Re-integration Seminar/Meeting at the end of the internship (when EP comes back).

What does LEAD include?With that in mind, what is LEAD and where does it come in?

What we aim to do is to use LEAD to facilitate leadership development in the experiences we deliver.

How we do that specifically is through these Leadership Development Spaces, which are essentially LEAD.

LEAD CONTENT

LEAD ENVIRONMENT

LEAD FACILITATION

Based on the leadership qualities & defining elements, we prepare content that can facilitate our customers to go through an inner journey.

In order to deliver the LEAD content, LEAD environment needs to be created. There are 6 different environments we generally come across.

The facilitation of the LEAD content to our customers are called the LEAD facilitation.

Individual Discovery & Reflection

Team Experience One to One Conference

& SeminarsLearning

CirclesVirtual Spaces

How does LDM affect my ELD operations?

In each of the ELD products, we need to ensure that 100% of the 16 Standards are executed.

Since the customer flow describes how we interact with our customers, we can easily draw conclusion between the standards and how they are being executed in the customer flow.

Attraction Consideration Value Delivery Brand Advocacy

While posting the opportunities, host entity need to ensure Standards 2, 4, 5, 6,10 and 11.

All 16 Standards should be 100% executed in the value delivery phase both by host and home entity.

By the end of the experience, we should evaluate if all 16 Standards are properly executed.

In reintegration, home entity should also provide Standard 16, to conclude a conscious leadership experience is developed and documented for advocating our brand of leadership development

How does LDM affect my EwA operations?

The purpose of this phase is for a young person to get a z peak into the value proposition (Leadership Development) AIESEC should deliver for him/her.

EwA Product Check Box ✓ One or More Leadership Quality ✓ Inner & Outer Journey ✓ Clear Call To Action ✓ Showcase More Opportunities

In the Operations level that means AIESEC needs to facilitate the Outer Journey in the EwA product by:

• Ensuring young person has individual responsibilities and goals • Creating challenging role and environment • Ensuring Interaction with multiple stakeholders • Provide support system

Additionally during the Product AIESEC has to have: • A Clear Call to Action • And Showcase more opportunities

Recap AIESEC Experience Booklet

How does LDM affect membership?

Team Standards: Team Standards are the key activities we expect all Team Leaders to follow inside their teams to ensure all of our membership is going through Inner & Outer Journey.

100%1. The EP can legally enter and stay in the country/territory and perform the activities stated in the Opportunity. AIESEC has provided in written format all the information required to arrange for any documents, visa or work permits that may be required.

2. The EP is picked up by a representative of AIESEC. The Host entity will state in the Opportunity where the EP will be picked up/options on where will the EP be picked up. Before realization the Host entity has provided written information to the EP on any domestic transportation required to arrive at this point of pickup.

3. The Host entity has offered in written format information on how to depart from the country two weeks before the end of the internship.

4. The Job Description executed by the EP has to correspond with the Job Description of the Opportunity.

6. The activities related executing the Job Description are a minimum of 35 hours/week for GIP and 25 hours/week for GCDP

5. The internship lasts from a minimum of 6 weeks to a maximum of 78 weeks from the first day to the last day of the internship.

7. A representative of AIESEC accompanies the EP to the place/organization of work on the first day of the internship.

8. The host entity has provided EP or ensured EP knows individual responsibility and goals in a written format latest one week after the start of the internship, and the EP acknowledges to have received, understood and accepted it.

1Appendix Standards & Satisfactions

9. The home entity ensures that the EP has a valid insurance policy to cover basic medical costs for the duration of the exchange.

10. The accommodation standard, conditions and costs during the internship correspond to the information provided on the Opportunity. AIESEC arranges this accommodation for the EP.

11. The Opportunity specifies if any financial or non-financial compensation would be provided during the internship and the actual conditions correspond with it.

12. The home entity has provided minimum information to the EP about AIESEC purpose, inner and outer journey and role of exchange in it, in a written format.

14. The home entity has provided with basic information regarding the country/territory of their internship in a written format including as a minimum information on culture, political situation, safety, living standards, home and host contacts (phone number and email)

13. The home entity has provided the AIESEC standards and the XPP in written format to the EP who acknowledges in a written format to have received, understood and accepted them.

15. The Opportunity has to state what leadership development spaces and opportunities are offered by AIESEC before, during and after the internship. The delivered spaces have to correspond with the Opportunity. As a minimum standard host entity must offer one Incoming Preparation Seminar/Meeting (or leadership development of EP and follow up on his/her personal goals set before traveling) once the EP arrives to the host entity, and before the internship starts.

16. The EP has been provided with information in written format on what leadership development spaces and opportunities are offered by the home entity before, during and after the internship. The delivered spaces have to correspond with the information provided. As a minimum standard home entity must offer one Outgoing Preparation Seminar/Meeting (including space for personal goal setting) before EP leaves for internship, and one Re-integration Seminar/Meeting at the end of the internship (when EP comes back).

100% 1Appendix Standards & Satisfactions

2Appendix LEAD Environment

Individual Discovery &

Reflection

Team Experience

One to One

Conference & Seminars

Learning Circles

Virtual Spaces

This is where you find the opportunity to build your own big-picture understanding in order to draw conclusions about yourself. People do this through exploration, interaction, journaling, personal development plan, goal setting and dialogue.

Teams are the basis of all individuals experiences in AIESEC since they join the organisation. Teams show us how to put in practice the principle of learning by doing. Our teams need to be the place where we create space for innovation and activity based on our individual interest.

Our lives are spent in understanding ourselves and the coaching session or mentorship is very important in this process. The key to the process is to remove the individual from his/her comfort zone enough to help them gain objectivity over themselves but not to scare the individual off.

Conference is an excellent platform especially when combined with hosted spaces, individual reflection and one-to-one activities.

Learning circles are local learning communities formed by local and international AIESECers who share a common interest in gaining experience, knowledge and networks in a common sector or topic. Learning circles can have different focuses and participants with different level of knowledge. People may be part of more than one and attendance is based in interest. This process can be facilitated by a more experienced member and mixing different tools as books, magazines, movies, etc.

Our virtual spaces also play the key role of tying together the entire learning environment. Elements in virtual spaces are communities (information and resource sharing), forums (virtual discussion and perspective sharing), blogs (personal reflection and experience sharing) and building & keeping networks, or other opportunities and information available on the world wide web.