The coaching model of AIESEC Poland with the coaches of all LCs

1. COACHING FOR
AIESEC IN
POLAND 15-16

2. OPENING MESSAGE
It is my honour and pleasure to work for this beautiful entity for the coming year, I will
be giving my best during this time to ensure growth and development of AIESEC in
Poland. Being responsible for OD, one of the first things which I thought needed to
be done was releasing the coaching model and application as I believe this is one of
the most important element of the Organizational Development model. The coaching
model as such has not changed but I intend to put more focus on better
understanding of the model in order to make maximum use of this and
implementation of this model.
- Sahil Nair

3. The need for Coaching
This is a very important element of the organizational development model as it
proves to be a useful bridge between LC’s and MC.
- This helps the MC to understand each LC more deeply and hence create
strategies/action plans accordingly.
- The LC’s get more closer to the MC and get holistic perspective about their
plans and actions.
- During their intense term, the LCP/EB get personal support from people in
MC, who have gone through similar experience in past.
- This provides a good platform for the MC to know the status of network
implementation.
- The LCP/EB get a personal consultant/guide/coach from the MC to discuss
about innovative ideas or issues/challenges they may be facing.
- The MC members get an enriching experience by being coach to an LC

4. What will this coaching be about
Just like the General Development Coaching (GDC) there will be one coach
per LC, it really helps in understanding operations of LC in deeper level.
Along with that it helps to strengthen the cooperation between LC and MC
as we get more connected to each other.
Hence the model is going to remain similar but with more emphasis on
implementation. Firstly by ensuring deep understanding the role of people
involved in coaching and then making sure that there is effective
communication between the EB (especially) and the respective coach. There
will be other elements which will be added/modified in the OD model which
will complement the implementation of the this model.
In this booklet you can find the information how is it going to work, so
please read it carefully, and in case of any doubts, feel free to contact me
(Sahil) any time.

5. How does
coaching work?
MC LC
COAC
H
Coach brings the
MC’s perspective
and helps the LC EB
to understand the
role of MC
Coach represents
the LC is the MC
and helps
understand the LC
reality better to the
MC
Coach helps the
LCP/EB personally and
helps them make the
most out of their
experience
Facilitates implementation of
national strategies and
provides LCs with a wide
perspectives on their plans &
strategies
The coach is constantly
in touch with each MC
member in order to get
MC perspective about
their coachee LC
The LCP is aware about
the current situation of
the LC and is in constant
touch with his/her LC’s
respective coach.

6. What to do in order to make coaching
effective?
 Physical meetings & coaching visits (concrete prep.
Before such physical meetings)
 Follow-up telephone calls.
 Regular, bi-weekly virtual meetings between Coach and
LCP (defined agenda)
 Specific coach-coachee meetings in the summits &
confernces (with specific objective)
 Coaches being invited to LCCs only after consideration
of the LCP-MCVP responsible
By simply maintaining..
Proactivity and effective communication
between Coach and LCP
Prepare
Execute
Evaluate
BASICS of
COACHING

7. KPI for coaches
- Number of virtual meets.
- Number of coaching visits. (Maximum 2 in a year)
- Number of phone calls.
- Coachee LC’s performance.
- Feedback from the coachee LC

8. Important information for coaches
 For the person who will be selected as coach, this will be included in
their JD.
 Coaching will be part of the respective MC member’s Measure of Success.
 The coach will be representing their coachee LC in all the internal MC
meetings, so in case of issues/challenges with any LC the first person to
be contacted will be the coach of that particular LC, and it is expected
that the coach will know the best about their coachee LC.
 Monthly updates by the coaches during monthly meetings
 VP OD shall be tracking and supporting the coaches.
 The coaching meet agenda shall be defined together with the respective
coach, VP OD, VP LCD (If needed) and VP OP post which feedback shall
be taken from coachee LCP.

9. Requirements of Cooperation
Towards Coach:
• Deep understanding of LC area current state
• Overview of LC market potential towards the program
• Providing specific ideas for goals of cooperation
• Taking active stand to ensure realization of settled goals of
cooperation
• Ensuring following the timeline and activities
• Setting expectations, goals and expected outcome towards
meeting/skype at least 5 working days before expected contact.
• Preparing and sending agenda at least 3 working days before visit
• Preparing output after visit/skype
• Monitoring delivery of action plan set on visit/skype
• Fulfilling the personalized rules set between MC member/LCVPs at

10. Towards hosting LC:
• Enabling MCVP’s understanding of area’s current state and needs
• Providing specific ideas for goals of cooperation
• Taking final responsibility of the goals realization
• Implementing agreed recommendations
• Delivering action plan created
• Ensuring following the timeline and activities
• Ensuring availability of requested LCVPs
• Fulfilling all documents/reports needed before contact (preparation to
• Setting expectations, goals and expected outcome of the meeting/skype at least 5 working days before expected
contact
• Delivering logistics:
• Picking up Coach from/to station (if needed)
• Providing accommodation and food
• Covering transportation costs inside of city
• Covering cost of transportation to the city and back
• [IMP] in case of low financial sustainability LC may apply for Development Fund to cover coaching expenses)
• LCVP is the person responsible for coaching – meaning, that they are the person who initiates the contact with coach,
set up the goals they want to achieve with coaching, try to arrange the date and logistics of physical meeting, they are

11. Factors considered during allotment of
coaches
LC needs
& current
scenario
LC focus
LCP
survey
Recomme
ndations
of
previous
coachs
* MC member shall not get his/her home LC for
coaching

12. What after coach allocation ?
Coaches allocation
by 11th June, 2015
Coach2Coach
transition from 11th
June, 2015
Coaching planning
& preparation
First physical touchpoint – during SumCo

13. LC coaches 15-16
Coaches Local chapters
Stachu, OD Poznan, Szczecin
Bartek, LCD & expansion Białystok, Kielce, Łódż, Olsztyn
Ala, TM Wrocław UT
Irek, OP Katowice
Tala, oGIP Lublin
Mariusz, oGCDP Gdańsk
Sergey, iGCDP Wrocław UE
Marcin, Marketing Kraków
Stanisz, B2C Rzeszów
Labi, B2B Toruń UMK
Nawro, Finance Warszawa UW
Sara, BD Warszawa SGH