This document outlines a growth model and strategies for local committees (LCs) in an organization's four programmes: oGCDP, iGCDP, IGIP, and oGIP. It provides tier levels for LCs based on their performance and defines growth paths for LCs to progress from potential to growth to top levels in each programme. Coaching strategies are assigned to help LCs achieve their goals and develop key focus areas as they advance to higher tiers. The overall objectives are to promote organic growth for LCs beyond 100 exchanges and provide clear growth directions and skills for elected board members to contribute to the organization's growth.

1. LC GROWTH PATH

2. WHAT IS A GROWTH MODEL?
Its an ideal path that an LC should follow in each programme to
growth in exchange’s volume.

3. LC GROWTH PATH
oGCDP
iGCDP
TOP
TOP
8.
5.
GRO
GRO
POT
TOP
13.
GRO
GRO
9.
POT
4.
2.
oGIP
TOP
11.
6.
3.
iGIP
12.
POT
7.
POT
10.
RIS
1.
*eg. a lc which is GRO in iGCDP and GRO in oGCDP, should first aim to reach TOP in oGCDP.
*eg. a lc in oGCDP GRO, iGCDP GRO and iGIP POT, should keep on investing more in GCDP to reach TOP, before upgrading iGIP performances.
the growth of our lcs will
develop along the four
programmes
horizons, starting from
our driver ogcdp, then
igcdp, igip and ogip
(follow the numbers).
considering the current
diversity level of the
lcs, their clusters will be
assessed in all
programmes and the lcd
strategies will support
them in recovering the
«gaps» they have in the
model.

4. OGCDP GROWTH STRATEGY

5. OGCDP
cluster
local committees
goals
Coaching
TOP
VE, R3, MI, TO
75
Vale Coaching
GRO
CT, TS, TN, NP, BO
45
Vale Coaching
POT
PA, PD, NF, FE, RS
30
Suhas Coaching
20
NST Coaching and
Innovation
(R3, TO, MI, TN)
RIS
AN, GE, PV, BA

6. RISING LC
(AN, GE, PV, BA)
Goals
9 Months, 20 exchanges
Capacity
1 PM+ 1 team operations ( 1 selection+ recruitment, 1 raising+matching, 1 seller); 3/5
Middle Managers:
L&D
Members:
Focus
Marketing and Communication; Sales ( Basis in promotion have to be delivered)
VPs:

7. POTENTIAL LC
(PA, PD, NF, FE, RS)
Goals
9 months, 30 exchanges
Capacity
1 Operations team ( 1 TL, 1 recruitment+selection, raising+ matching, quality); 1 Sales Team ( 1 TL, 3
sellers); efficiency: 1/3
L&D
Focus
Members:
Middle Managers:
VPs:
University Relationship; Marketing and Communication; Complain Management; LC2LC
(understanding)

8. GROWTH LC
(CT, TS, TN, NP, BO)
Goals
9 months, 45 exchanges
Capacity
2 Operations Team ( 1 TL, 1 recruitment, 1 selection, 1 raising+matching,1 quality)- University/faculty
based+ 1 Sales Team (1 TL, 3 sellers); Efficiency: 1/3
L&D
Focus
Members:
Middle Managers:
VPs:
LC2LC (matching), Quality, Complaing Management, VP and PM Management+ Leadership

9. TOP LC
(VE, R3, MI, TO)
Goals
9 months, 75 exchanges
Capacity
2 Operations Team ( 1 TL, 1 recruitment, 1 selection, 1 raising, 1 matching, 1 quality)- University/faculty
based+ 1 Sales Team (1 TL, 3 sellers); Efficiency: 1/4
L&D
Focus
Members
Middle Managers
VPs
Quality, Complain Management, VP and PM Management+ Leadership, Upscale Operations, University
Relations

10. IGCDP GROWTH STRATEGY

11. STRATEGIES CLARIFICATION
 Strategies of every next level should be additional to the strategies of the
previous level.
 For example, when LC is becoming top, strategies of potential and growth should
be already mastered.

12. IGCDP
cluster
TOP
GRO
POT
local committees
Goals
MC Coaching
NP, AN, PA, TO
On peak:
70 x NPS: 60
Off peak:
10x NPS: 60
Lera Coaching
GE, TN, NF, MI, TS,CT
On peak:
40 x NPS: 60
Off peak:
10 x NPS: 60
Lera + Successor Coaching
PV, R3, BA, RS, FE, VE, PD, BO
On peak:
20 x
NPS: 60
Top VPs Coaching

13. POTENTIAL LC
( PV, R3, BA, RS, FE, VE, PD, BO)
Goals
9 months, On peak 20x, 1 project
Capacity
Efficiency: ¼, 1 team of 7 people, project based structure
L&D
Focus
Members: Standard (National
strategy)+
MM: Standard+ Lead for
mindset break,
BE simple ( 1 project, 1 team), BE focus ( selling).
VP: Standard+

14. SPECIAL MESSAGE: BE SIMPLE, FAST AND
FOCUSED
 Focus on national projects.
 TN taker based projects.
 Sales as a main attract-covert-close for financial sustainability.
 1-to-1 matching.
 EP LEAD implementation.
 Safety Standards Satisfaction delivery.
 Establishment of exchange culture in the LC.
 TN takers and LC network as a main source of hosting families.

15. GROWTH LC
(GE, TN, NF, MI, TS,CT)
Goals
9 months, on peak 40 x, off 10 x, 2 projects
Capacity
Efficiency: 1/3, 2 team of 7 people, project based structure
L&D
Focus
Members: Standard (National
strategy)
MM: Standard+
Upscaling strategy, Quality Management
VP: Standard+

16. SPECIAL MESSAGE: BE INNOVATIVE AND
LISTEN TO CUSTOMERS
 Small local projects can be, but focus on big national projects.
 TN taker based projects preferred.
 B2B marketing for TN takers.
 LC2LC for matching.
 International marketing.
 Financial management, economies of scale.
 Marketing for conversion for hosting families.
 Exchange culture development.
 Customer loyalty for students and fire-fighting.
 Customer loyaty for organizations.
 Media relations and events .
 Management and leadership.

17. TOP LC
(NP, AN, PA, TO)
Goals
9 months
OFF PEAK: 10x, 1 project
ON PEAK: 70x, 2 project in 2 waves of realization
To define
Capacity
L&D
Focus
Members: Standard (National
strategy)
MM: Standard+
VP: Standard+
Department Structure ( Strategic VPs, Tattic MM), Focus on
leadership/management, GR, LC2LC, Advanced Upscaling strategy, Quality management

18. SPECIAL MESSAGE: THINK BIG, ACT BIG, BE
BIG.
 Big local and national projects.
 Event-based and TN-taker based projects.
 LC2LC for matching preferred.
 Government relations.
 Sponsors and in-kind partners and B2B for them.
 Learning partners.
 External support in exchange delivery (reception, education).
 Strategic planning.
 Showcasing as a focus.

19. I GIP GROWTH STRATEGY

20. IGIP
cluster
local committees
Goals
Coaching
TOP
/
15/25
/
GRO
NF, AN
5-15
Rafa
POT
TS, BA, VE, TN, CT, GE, MI, R3, T
O, RS, PV, BO, NP,
FE, PA, PD
5
Rafa

21. POTENTIAL LC
(TS, BA, VE, TN, CT, GE, MI, R3, TO, RS, PV, BO, NP,
FE, PA, PD)
Goals
6 months, 5 exchanges
Capacity
1 VP+ 1 team (3 sellers) Efficiency: 1/1
L&D
Focus
Members:
Middle Managers:
Selling like never before.
VPs:

22. GROWTH LC
(NF, AN)
Goals
9 months, 5- 15 exchanges
Capacity
1 VP, 1 Sales team (1 TL, 3 members), 1 MA+RE team (1 TL,3 members) Efficiency: 1/2
L&D
Focus
Members
Middle Managers
Selling, Account Management
VPs

23. TOP LC
()
Goals
15/25 exchanges, 9 months
Capacity
2 team operations (1TL+ 3 sellers + 3 account managers/ 1 TL+ 2 sellers + 2 account managers)
(subproducts based) efficiency: 1/1
L&D
Focus
Members
Middle Managers:
Process Optimization, Efficiency
VP:

24. OGIP GROWTH STRATEGY

25. OGIP
cluster
local committees
TOP
TS, NF, AN
GRO
BA, VE, TN,
CT, GE, MI
POT
R3, TO, RS, PV, BO,
NP, FE, PA, PD
2014
10-15
5-10
5
structures
Coaching
Underlined LCs have currently
running oGIP activities.
Bold LCs have good matching
rates in oGIP
.
Those categories of LCs will be
suggested to open LC VP oGIP
position for 2014.
Coaching will happen
through the oGIP
NST, then from the MC
VP oGIP, once elected.
Anyway, considering the low
productivity, only one team will
becreated, based on one – max
2 – subproducts.
NST Takes care of:
coaching
educational wiki
national partners
marketing material
facebook group

26. POTENTIAL LC
(R3, TO, RS, PV, BO, NP, FE, PA, PD)
Goals
5 exchanges
Capacity
1 Coord
L&D
Focus
/
/
Processes, Marketing, Communication
/

27. GROWTH LC
(BA, VE, TN, CT, GE, MI)
Goals
9 months, 5-10 exchanges, ½ subproducts
Capacity
1 VP/TL+ 3 members
L&D
Focus
Members
Middle Managers
Supply&Demand, oGIP process, Selection
VPs

28. TOP LC
(TS, NF, AN)
Goals
15 exchanges, 3 subproducts, 9 months
Capacity
1 VP/TL, 3 members
L&D
Focus
Members
Middle Managers
University Relations
VPs

29. OBJECTIVES OF THE MODEL
 Have an organic growth NO RANDOM Growth anymore
 Break the limit of 100 exchanges by LC finally :D
 Each LC have a clear growth path to follow in each programme with a clear
strategy focus
 LC Coaches know how to coach their entities in each programme and where to
bring them
 The EB 2014 will have a key role in the Organization Growth:
- They have to know the direction and contribution of their area’s/LC in the
Organization
- They have to cover specific skills by the beginning of the term

30. Tier
LC
oGCDP
iGCDP
IGIP
oGIP
1
MI
TOP
GRO
POT
GRO
1
RT
TOP
POT
POT
POT
1
TO
TOP
TOP
POT
POT
1
VE
TOP
POT
POT
GRO
2
AN
RIS
TOP
GRO
TOP
2
NP
GRO
TOP
POT
POT
2
PA
POT
TOP
POT
POT
3
TS
GRO
GRO
POT
TOP
3
CT
GRO
GRO
POT
GRO
3
TN
GRO
GRO
POT
GRO
3
BO
GRO
POT
POT
POT
3
NFII
POT
GRO
GRO
TOP
3
GE
RIS
GRO
POT
GRO
3
BA
RIS
POT
GRO
TOP
4
FE
POT
POT
POT
POT
4
PD
POT
POT
POT
POT
4
PV
RIS
POT
POT
POT
4
RS
RIS
POT
POT
POT
Tier 1: LC TOP in
OGCDP
Tier 2: LC TOP in
IGCDP
Tier 3: LC GRO in
programmes
Tier 4: LC POT in
programmes