00. Global_AIESEC_Experience_Leadership_Competency_Model


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00. Global_AIESEC_Experience_Leadership_Competency_Model

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00. Global_AIESEC_Experience_Leadership_Competency_Model

  1. 1. Global Competency ModelCompetency Management …Helping us develop a Culture of Excellence
  2. 2. Global Competency ModelWhat are competencies?Any attitude, behavior, motive or other personalcharacteristic that is essential to perform a role, ormore importantly, improve the performance andpersonal development from superior to solid.
  3. 3. Global Competency ModelCompetencies vs. Skills• Competencies are behaviours which a person shows and develops which are non technical – example: effective communication• Skills are technical in nature. For example: Financial management skills for a VPF role Both are important to develop
  4. 4. Global Competency Model Competency Managementlinking organizational objectives to personal performance
  5. 5. Global Competency Model AIESEC 2010 Every day, AIESEC is enabling the development of agents of positive change who create the needed impact in society. Our rapidly growing network connects high potential people around the world to generate an increasing volume of AIESEC Experiences.Every member in our thriving local and global communities of learning completes a life-changing AIESEC Experience.Our contribution makes us the first choice amongst young people and organizations for activating leadership
  6. 6. Global Competency ModelOur Top 3 Goals
  7. 7. Global Competency ModelOur 3 goals can be achieved through acompetency framework• The quality of increasing volume of AIESEC Experience (development of competencies) can be measured through a competency framework• We would be able to attract, select and retain and connect high potential talent• Through promoting AIESEC as a leadership development platform based on the competency framework to the external environment, we would be able to be the first choice for Activating Leadership
  8. 8. Global Competency ModelCompetencies Benefits• Every speaks and understands a Common language• Bring alive AIESECs values in leaders behaviours• Link personal performance to AIESECs strategy and Vision• Integrate & link all HR processes• Enable diversity• Ensure people needs are covered• Identify potential for long term planning• Fair assessment of performance & potential• Clarity & focus for personal development• Measure the Quality of AIESEC Experiences
  9. 9. Global Competency ModelCompetencies – What do they tell us?• The behaviour required by individuals to reach the 4 change Agent characteristics• People strategic thrust• People needs: Competencies• Identify current gap: • Recruit to fill gap • Develop to fill gap• Job design, performance system, learning strategy, HR succession plan, rewards etc
  10. 10. Global Competency ModelIt Clarifies Members six questions •What is expected of me (competencies, skills and work plan) •How am I doing •How do I get rewarded •What is my next role •How I am progressing •What do I need to develop and How do I develop this
  11. 11. Global Competency ModelThe Idea of Global Competency ModelDevelopment of 4 characteristics Competencies and•Culturally sensitive BehavioursoSocially responsible Gained•Entrepreneurial How should we useoActive learners it? Competencies and Behaviours • Members using for Gained Competencies Competencies and their personal and and Behaviours Behaviours professional Gained Gained Development •For shaping our Talent Management Competencies Systems and Behaviours Gained
  12. 12. Global Competency ModelBehaviours and CompetenciesBehaviours The way in which a person, organism, or group responds to a certain set of conditions Competencies Competencies are Knowledge and attributes which helps an individual increase performance and learning
  13. 13. Global CompetencyThe Logic of the Model Model Competency Culturally Entrepreneurial Sensitive Layers Personal Interpersonal Through the AIESEC Team Experience Organization Community After Socially AIESEC Responsible Experience Active Learners World
  14. 14. Global Competency ModelWhat’s the theory? Personal The Model is based on Interpersonal Circles of Influence Team (Steven Covey) and the 4 levels of competency Organization development. Change Starts from the core, which is changing One’s own self
  15. 15. Global Competency ModelExplanation of the Logic• Personal Competencies - The core to development is Peronal.The Change in an Individual starts from himself and through development of Personal Competencies and Influencing himself.• Interpersonal Competencies – The Second Sphere is when the Competencies are developed through interpersonal (me with you) influence• Team Competencies – The 3rd Sphere is when the development of competencies is when an Individual finds himself/herself with a group of People (influence by a Team environment) and it helps him/her grow in a team.• Organizational Competencies - The final Sphere is when an Individual develops competencies while leading the organization and it helps him/her grow in an organization.These competencies are then clustered into the 4 change Agent Characteristics
  16. 16. Global Competency ModelThe Indirect Impact of AIESEC - AIESEC wants to developindividuals would, after completing their AIESEC experience havea direct impact on society. Thus the Impact of AIESEC is indirectand competencies developed through AIESEC experience reflectthatThe Model is called the AIESEC Experience LeadershipCompetency Model - AIESEC Experience because it is based onCompetency development at each stage of AIESEC experience,and Leadership because the Objective of the model is to developthe 16 competencies which would develop the four change agentcharacteristics.Change Agent in AIESECs Case = LEADER, so the 16 competenciesare leadership Competencies
  17. 17. Distribution by Clusters Global Competency Model Culturally Sensitive Respect Entrepreneurial Self Confidence Personal Socially Responsible Integrity Active Learner Self Awareness Culturally Sensitive Empathy Entrepreneurial Negotiation Interpersonal Socially Responsible Accountability Active Learner Effective Communication
  18. 18. Global Competency Model Culturally Sensitive Adaptability Entrepreneurial Results OrientationTeam Socially Responsible Developing Others Active Learner Innovation and Creativity Culturally Sensitive Social Inclusiveness Entrepreneurial Stakeholder focusOrganization Socially Responsible Resource Management Active Learner Org. Understanding
  19. 19. Distribution by Global CompetencyChange Agent Characteristics Model Culturally Entrepreneurial Socially Active Learner Sensitive Responsible Respect Self Confidence Integrity Self Awareness Empathy Negotiation Accountability Effective Communication Adaptability Results Developing Orientation Others Innovation and Social Creativity Inclusiveness Stakeholder Resource focus Management Org. Understanding
  20. 20. Global Competency ModelHow to use Competencies
  21. 21. Global Competency ModelDevelopment Aspect – from an Individualpoint of view » Self Evaluate Themselves » Setting Goals and Developing a Learning Plan » Understand what opportunities lies in the next stage and develop competencies for the same » Review their Learning Plan and Goals every 3 months » Members align the competencies with the structured Learning Process » Members develop their competencies - Build on their strengths
  22. 22. Global Competency Model Management Aspect – Organizational point of viewTalent Management Systems Like » Talent Planning » Talent Selection at different stages » Talent Induction » Talent Allocation » Talent Performance Management at different stages » Talent rewards and recognition » Talent Training, Education and Learning Planning » Talent Development
  23. 23. GlobalDifferentiation tool Competency Model Consistently exceeding Continuously expectations Raising the Bar! Top Talent or stars HOW Inconsistent in meeting expectations Inconsistent in meeting consistently exceeding agreed individual business targets WHAT agreed individual business targets Delivery
  24. 24. Global Competency ModelHow do people Develop competencies? People Develop Competencies through a Learning EnvironmentLearning Environment A change in behaviour The conditions that surround as a consequence of people and affect the way an experience they live an experienceA Learning EnvironmentAN environment which helps people change behaviours anddevelop competencies
  25. 25. Global Competency ModelThe Unique elements ofAIESEC Learning Environment T Individual discovery and reflection Team Experiences Learning Circles Mentoring Virtual Spaces; Conferences and forums, blogs and Seminars resource sharing
  26. 26. Global Competency ModelThe Process of Competency Development Natural behaviour to change or develop Feedback Motivation Conscious Tools Change Training Reflection New Desired Natural Behaviour Competency Development is a strong process. An Individual has to work on first identifying what behaviours he wants to develop and then actively make a conscious effort to change those behaviours. The Learning environment with its 6 elements helps people discover and develop their potential in AIESEC, the stronger and powerful the environment is, the strongest the individual can change his behaviours
  27. 27. Global Competency ModelThe levels of Behaviours ADVANCED Proficient Demonstrates a very high level of Demonstrates a sound level of understanding of the Particular competency understanding of the particular to perform fully and independently related competency to adequately perform tasks. Frequently demonstrates application related tasks, practically without that indicates profound level of expertise. guidance. Work activities are performed Can perform adviser or trainer roles. Work effectively within quality standards. activities are carried out consistently with high quality standards. Knowledgeable Foundation Demonstrates a relatively high understanding Demonstrates a sufficient understanding of the particular competency to be used in of the particular competency to be used the work place, but requires guidance. Tasks in the work place. or work activities are generally carried out under direction.
  28. 28. Global Competency Model Golden Rules for applying a competency framework• The Competency Model should be used primarily as a development tool for members to enhance their performance and personal development Members can choose which competencies they want to develop at each stage if they already have the rest.• In creating LC activities around the AIESEC experience, emphasis should be placed on creating opportunities that enable the LC membership to develop the competencies at different stages of the AIESEC experience.
  29. 29. Global Competency Model• With respect to selection, the competencies of the previous stage act as the selection criteria for the next stage. For example, the competencies of the Taking Responsibility stage should be the criteria for evaluation when someone applies for an EB role.• At different stage of the AIESEC experience people choose which competency and behaviours they want to develop, if they already have a particular competency and behaviours, they can concentrate on the competencies they really want to focus on• The behaviours developed at each stage are possible behaviours people develop, but they are not the only Behaviours which are possible to develop, they for sure can be more
  30. 30. Global Competency ModelIt is very important for AIESECto Differentiate betweenvalues and Competencies.AIESEC Values are principleswhich every AIESEC membershould show and live whilebeing a part of thisorganization. They are anUmbrella to the success ofour organization
  31. 31. Global Competency Model A competency Frameworkwill not work if it is used as:
  32. 32. Global Competency ModelA Numbering scale rather thanassessmentAssessment method can help – Determine gap what is needed – competencies gap is the base for people development strategyHow: Self assessment, Assessment centre, 360
  33. 33. Global Competency ModelEffective Gap Analysis throughCompetency Management Leadership Behaviour 1 Behaviour 2 Behaviour 3 Behaviour 4 Behaviour 5 role Self awareness Y Gap X Effective Communicat Y Gap X ion X = Desired Behaviour Y = Actual Behaviour X – Y = Gap which needs to be developed
  34. 34. Global Competency ModelIf Focused only on developing weaknessbecause • Developing weakness is harder and has a lower pay back • Not all competencies can be learn & taught • Gap for the new role should be developed but never become the entire focus of the development plan • Developing strengths has a much higher impact
  35. 35. Global Competency ModelDO remember that for Implementationyou need• Passion for people• Keep it simple but consistent• Get leaders walking the talk• Create accountability & visibility It is 40% system and 60% culture