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GET: Induction Guideline

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GET: Induction Guideline

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GET: Induction Guideline

  1. 1. FIRST TEN DAYSWhat the first 10 days of every AIESEC experience should look like.
  2. 2. ONBOARDING: to integrate a new member into the organisation. TM TL Talent Management is responsible for the centralised induction approach, this may include: • coordination and delivery of induction day agenda • organisation of mentoring and peer- buddy programs • coordination of functional training and upskilling. Team Leaders are responsible for the onboarding of their new members. This means fulfilling the ‘BUILDING’ team standards. Each team leader is also responsible to ensure that their members feel welcomed, confident, excited and energised within their new AIESEC environment. This involves the follow up of the centralised induction process. This can involve: • Special lunch/coffee with your team members follow up chat from induction • Giving them real work on day 1.
  3. 3. ONBOARDING It is the responsibility of both the team leader and talent management.“ ”
  4. 4. ONBOARDINGa team leader’s guide.
  5. 5. MY TEAM LEADER CHECKLIST 1. Why am I here? 2. Where do I belong? 3. What are we doing? There are 3 ques:ons every member wants to answer:
  6. 6. Why am I here? As a team leader your job is to ensure that your members gain clarity on why they are in AIESEC. But how can you achieve this? 1. In order for your members to understand why they are in AIESEC, you need them to first gain awareness of who they are (Check our the Self Awareness Leadership Quality for more tips!). Remember, they just joined AIESEC! Start them off easy. What are their strengths and weaknesses? What do they enjoy working in? What do they not enjoy? 2. To understand why you are in AIESEC, you need to understand what is AIESEC. As a team leader ensure you do a follow up chat with your team members after induction day to ensure their understanding of Why the organisation exists and what we do everyday to achieve our vision.
  7. 7. Where do I belong? The second question our members ask themselves when they join the organisation is Where do I belong? Is it here? Is it in another society on campus? As a team leader it is important to ensure that you are actively involving your members into the organisation, its culture, it’s people and activities. Connect your members with another newbie-buddy Ensure you fulfil the ‘introduction’ team standards including GTK and Team Bonding. Help your team member build a social network
  8. 8. What are we doing? The third question cannot be answered with a chat or even an induction session. You must ensure that your members get practical hands-on experience. Don’t show them, allow them to experience what they need to do on a day-to-day basis. Ask them to: • Talk to a student about an AIESEC product • Call a company/NGO about an AIESEC product Allow them the chance to dive straight in. Expect resistance, fear of failure and uncertainty. That’s ok, as their team leader, support them, give feedback and enable their growth. After all that’s what AIESEC is for!
  9. 9. TEAM LEADER ONBOARDING CHECKLIST These practices were created based on feedback from members all across AIESEC . Have a special lunch/coffee with them: Try to understand who they are and why they are in AIESEC. Find our what work they enjoy doing, what work they don’t enjoy doing. What do they want to learn. What do they consider to be their strengths and weaknesses? Make the lunch special and welcoming for them. Give them real work: Allow them to jump right into their work within the first 3 days. Even if they don’t have training, allow them to cold-call companies or talk with students about AIESEC products. Give feedback and allow them to grow. Connect them with a peer buddy: Ensure they find a friend who is going through the same thing they are so they can find a place they belong. Help them build a social network: Ensure that your new member is being integrated into different social groups so they can find people they click and bond with. Get to know the team: Host a team bonding/welcoming and GTK activities to ensure everyone is feeling comfortable and welcome. Bring up the AIESEC Values and LDM in conversation: Make the AIESEC Values part of your conversations and social media in your own authentic way! #strivingforexcellence. The stories you tell show who you are and who AIESEC is. Follow up induction day with a personal talk: It’s often good to follow up a lot of information with a personal talk about what they understand and what they don’t understand. The ‘Building’ Team Standards is a part of the Onboarding checklist of AIESEC. This includes A) Introduction (Get to know, Team Bonding Induction to the function/area) B) Plan (Co-creation of Team Purpose, Expectations, Goals, Strategies, Budget, JD, Deadlines) C) Personal Goal Setting (Set the Individual Goals and Action Plan, Make Personal Goals for Development)
  10. 10. ONBOARDINGtalent management’s guide.
  11. 11. What do I need to consider in my onboarding process? 1. What are the expectations you have told to your market about AIESEC Membership? Consider what your new members expectations towards AIESEC are: If you told them AIESEC is entrepreneurial - how can you ensure that your onboarding process reflects that expectation? 2. What are the top reasons why your members are retained or leave the organisation? How can you address that here? Eg. “I didn’t feel like I belonged” or “I didn’t feel that I was getting practical experience”. Based on different key critical factors for high retention, structure your onboarding process to reflect that. 3. Who will make the process happen with you? It is not just the responsibility of Talent Management: What are the responsibilities of the CEO, the direct team leader/ manager.
  12. 12. HOW LONG DOES IT TAKE TO MAKE A GOOD IMPRESSION? Not sure exactly. But based on our data AIESECers first impressions are: • First Local Committee Meeting • First Team Meeting • First Local/Regional/National Conference Based how long these touchpoints take to occur for our new members we approximate ten day! So, how can you make the first ten days an incredible experience for your membership?
  13. 13. ELEMENTS TO CONSIDER Peer-buddy Program Mentoring / Home Group Induction Day Operational Induction First Team Meeting Induction Conference
  14. 14. Suggested activities for MCVPTM: Activity for yourself: Design your own first ten days for your members ‣ Use a design thinking process to design with your LCVPTMs the first ideal 10 days of a members experience - taking into consideraCon the TL Onboarding Checklist.

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