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Implementation of OD Models

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Implementation of OD Models

  1. 1. Implementation of OD Models
  2. 2. Your OD Model is the umbrella under which you as an MC team create and implement strategy
  3. 3. Your OD Model is the umbrella under which you as an MC team create and implement strategy We CREATE an OD Model to be clear about OUR GOALS, So that EACH LC has a defined focus PROGRAMME, We have a clear growth path for each LC across clusters in front office and back office AND so that SYNERGY on the MC TEAM is ALIGNED
  4. 4. “Wow! That Sounds AMAZING!!!!”
  5. 5. But its NOTHING without IMPLEMENTATION!
  6. 6. “We want to implement FAST from the Global level to Regional to National to Local!” THIS NEEDS IMPLEMENTATION!
  7. 7. “I’M GOING TO DO EVERYTHING TO MAKE IT HAPPEN!”
  8. 8. The Role of OD in an Entity is not only to CREATE an OD Model!! It is to make sure 1. The OD Model has the right logic and is very clear and simple to understand 2. There is a CLEAR IMPLEMENTATION PLAN for the OD Model!
  9. 9. “I’m confused about one thing! “IMPLEMENTATION is a broad word, what all does it include?
  10. 10. • Aligning MC Strategy and MC Plan to OD Model • Coaching Model for LCs and Expansions based on OD Model • LC Planning based on OD Model • Education Cycle • Internal Comms • Incentive Systems • Monthly Analysis and SONA • NST Management • MC Synergy and Accountability
  11. 11. • Aligning MC Strategy and MC Plan to OD Model • Coaching Model for LCs and Expansions based on OD Model • LC Planning based on OD Model • Education Cycle • Internal Comms • Incentive Systems • Monthly Analysis and SONA • NST Management
  12. 12. Aligning MC Strategy and Plan to OD Model STEP ONE is MC Planning. Find below the sample MC Planning Agenda
  13. 13. Aligning MC Strategy and Plan to OD Model STEP ONE is MC Planning. Find below the sample MC Planning Agenda • Finalize your growth model/OD Model before moving into MC Strategy and MC Projects so that MC Projects + MC Implementation is based on OD Model • If OD Model finalization needs to happen at MC Planning, a draft model needs to be ready before MC Planning itself • Once the OD Model is finalized in planning, move into Partnership Planning, Operations planning, Project Planning, Back office and function planning • Once all projects and strategies are aligned to OD Model, create the final plan for IMPLEMENTATION of the OD Model! • Once implementation of OD Planning, projects and OD Model itself are finalized then you can move into finalizing JDs of MC members!
  14. 14. “I will make sure agenda is aligned, a draft model is ready before planning and MC is aligned!” “What’s next?”
  15. 15. • Aligning MC Strategy and MC Plan to OD Model • Coaching Model for LCs and Expansions based on OD Model • LC Planning based on OD Model • Education Cycle • Internal Communications • Incentive Systems • Monthly Analysis and SONA • NST Management
  16. 16. Coaching model for LCs and Expansions based on OD Model What does a COACHING Model include? Framework, structure and KPIs of LC Coaching Aligned content for specific LCs based on OD Model LC Coaches and Expansion coaches based on skill Intense tracking of this and ensure clear MC Synergy
  17. 17. Coaching model for LCs and Expansions based on OD ModelWhat does a COACHING Model include? Framework, structure and KPIs of LC Coaching • Clear timeline for coaching based on LC needs AND exchange flow (sign up, raise, match, realize) AND LC Plans (LC Coaching should support LC Plan tracking as well) • Standard content for LC clusters within programmes (regarding product, process, talent capacity, other back office etc) • Customized content to focus LCs/Growth LCs across programmes (based on strategy and need of LC) • Leadership development of LCPs and LCEBs + creating the right culture (Gen2015 in the entity) • Virtual coaching framework for LCs
  18. 18. Coaching model for LCs and Expansions based on OD ModelWhat does a COACHING Model include? Framework, structure and KPIs of LC Coaching • VP OD to create overall timeline and month wise timeline based on exchange flow and results (with MCVPs for exchange and MCVP TM) to coach LCs (physical and virtual) • Tracking of LC results every 2-3 weeks and aligning ALL Coaching messages and content with ALL LC coaches to ensure alignment of MC communication to LC • Clear synergy between programme responsibles and LC Coaches (if they are not overlapping for some LCs) • KPI for each LC coach should be goal achievement and increase in productivity in the focus programme!
  19. 19. Coaching model for LCs and Expansions based on OD ModelWhat does a COACHING Model include? Framework, structure and KPIs of LC Coaching • Creating a clear Expansions coaching model in the entity (which is different from the LC coaching model) • Clarity on who is coaching expansions, what is the content (around leadership capacity building, talent capacity, education on focus exchange programme, IXP etc) • REGULAR tracking of expansions goal achievement and contribution to LC goals!
  20. 20. Coaching model for LCs and Expansions based on OD Model What does a COACHING Model include? Aligned content for specific LCs based on OD Model • Clear agendas for ALL LC coaching visits + FOLLOW UP Plan after the LC visit for ALL LC coaches • Agenda to include: 1. Big picture – connected to AIESEC 2015, AIESEC Way etc 2. Current state of LC – Goals vs. Achieved, contribution etc and tracking of LC Plan completely 3. Focus on state of the LC Focus programme/programmes BASED on OD Model of the entity (support, alignment, strategy, coaching etc) 4. Need based coaching/consultancy 5. Leadership development + culture building with LCP and LCEB and if small LC/Expansion include members as well However content can be customized based on context of visit, eg: if the visit is for LC planning, it can be slightly different etc!
  21. 21. Coaching model for LCs and Expansions based on OD Model What does a COACHING Model include? Aligned content for specific LCs based on OD Model • Follow up based on LC needs and challenges • Follow up can include a programme responsible/back office MCVP as well if LC has very specific needs • Follow up plan and schedule created by the VP OD and ALL LC coaches ensure customization and implementation
  22. 22. Coaching model for LCs and Expansions based on OD ModelWhat does a COACHING Model include? LC Coaches and Expansion coaches based on skill • LC Coaches allocated to LCs based on SKILL and EXPERIENCE • Very often, LC coaches are only assigned based on relationship with LCP or LCEB etc or only on past experience. This is important however what is even more important is to have the right skills, knowledge of the right function/programme (based on LC needs) and experience in order to coach the LC • Growth LCs in a particular programme can also be coached by the programme responsible or a back office MCVP working in synergy with the programme responsible • Do an allocation that aligns to LCs needs, OD Model in your entity and function/role of the MC team! • Some tier 3 LCs or expansions can also be coached by expansions!
  23. 23. Coaching model for LCs and Expansions based on OD ModelWhat does a COACHING Model include? Intense tracking of this and ensure clear MC Synergy • Clear accountability tracker/process in the MC to ensure ALL LC goals vs. achieved and LC Coaching action steps and follow up are being tracked • This should also include productivity, NPS and LC delivery to entity partnerships across programmes • Tracking to be based on OD Model of the entity • Alignment meeting 2-3 weeks on the MC for LC coaches and programme responsibles to update each other so everyone is on the same page and each coach knows what to communicate to the LC and to whom to communicate!
  24. 24. • Aligning MC Strategy and MC Plan to OD Model • Coaching Model for LCs and Expansions based on OD Model • LC Planning based on OD Model • Education Cycle • Internal Communications • Incentive Systems • Monthly Analysis and SONA • NST Management
  25. 25. LC Planning based on OD Model • The OD Model ideally is made in a way that LCs have goals across programmes and it is clear to every single LC what their focus programme/focus programme is • It is the role of the MC to support LCs with their planning process This means: 1. Giving LCs a sample planning framework (you can find LC Planning tool in the folder/below this PPT) 2. Have an LCP meeting (physical/virtual) to ensure LCPs know the process and there is full alignment 3. Function/programme MCVPs support their function/programme LCVPs in specific programme planning and align it to overall LC Planning 4. VP OD is overall responsible, LC Coaches are coordinating and programme responsibles support in their part of the planning framework if needed 5. Feedback to LC Plans to ensure they are complete and track LCs based on their plan
  26. 26. • Aligning MC Strategy and MC Plan to OD Model • Coaching Model for LCs and Expansions based on OD Model • LC Planning based on OD Model • Education Cycle and Internal Communications • Incentive Systems • Monthly Analysis and SONA • NST Management
  27. 27. Education cycle and Internal Comms • Understand more about education cycle and content here – http://www.myaiesec.net/content/viewwiki.do?contentid=10299749 • VP OD and VP TM Create education cycle based on: 1. OD Model and growth LC needs 2. Exchange flow 3. Exchange timeline 4. Profile and need of members 5. The strategic/knowledge gaps you see in the entity • Ensure there is connection from one touch point to the other in the education cycle (physical to virtual to coaching visit to webinar etc) • Have clear KPIs for education in your entity
  28. 28. Internal Communications • Internal communication can drive the right culture and messages in your entity so make sure you’re on top of this! • Align messages from all functions and programmes to give out the right message at the right time to the right audience through the right channel! • Focus on the quality of content • Align even internal communications to: - Profile - OD Model - Exchange flow and timeline
  29. 29. Have an overview of your internal communications by week Sample of how it works on AI Every week list your virtual channels and ensure messages are aligned to what the entity needs and there is synergy on the MC team
  30. 30. • Aligning MC Strategy and MC Plan to OD Model • Coaching Model for LCs and Expansions based on OD Model • LC Planning based on OD Model • Education Cycle and Internal Communications • Incentive Systems • Monthly Analysis and SONA • NST Management
  31. 31. Incentive Systems • Align Entity incentive systems to your OD Model • Examples of this: - LC that is delivering most to partnerships in focus programme - Base it on LC goals vs. achieved and not just on who is the top LC - Ensure incentive system clusters are based on OD Model clusters - Incentive systems to drive both collaboration and the right kind of competition in the entity
  32. 32. • Aligning MC Strategy and MC Plan to OD Model • Coaching Model for LCs and Expansions based on OD Model • LC Planning based on OD Model • Education Cycle and Internal Communications • Incentive Systems • Monthly Analysis and SONA • NST Management
  33. 33. Monthly Analysis AND SONA • SONA and monthly LC tracking to be based on: - OD Model - LC Focus Programmes - Key challenges in LCs (can be related to product, process, talent capacity) • LC Coaching content can be based on analysis and key conclusions from SONA and monthly analysis • Monthly programme newsletters and LCP newsletters to make sure every LC gets what they need post monthly analysis and coaching for the month is also aligned to this • VP OD to make sure content going out through newsletters and monthly coaching is aligned
  34. 34. • Aligning MC Strategy and MC Plan to OD Model • Coaching Model for LCs and Expansions based on OD Model • LC Planning based on OD Model • Education Cycle and Internal Communications • Incentive Systems • Monthly Analysis and SONA • NST Management
  35. 35. NST Management • NST Structure aligned to OD Model • NST planning based on the MC plan • Clear NST training and education so they know the key messages to specific LCs • If NSTs are coaching any LC or expansions, ensure tracking of NSTs too!
  36. 36. “Thank you! I’m going to IMPLEMENT
  37. 37. Common Mistakes
  38. 38. We create MC Projects and Implementation plan before the OD Model The OD Model is the umbrella under which the MC plans its projects and implementation It helps the MC to focus, prioritize and customize If the OD Model is created first, then the MC can move into creating projects and then align implementation plan of projects to the OD model
  39. 39. LC Planning not based on OD Model LC Planning is the first step to effective implementation of the OD Model LCs plan for goals, strategy and activities for both front office and back office based on the national OD Model The MC (programme responsible/coach is supporting this)
  40. 40. MC Implementation timeline not aligned to the exchange flow (peaks) of the entity Very often conferences/summit/Presidents meetings are not done at the right time (where results in raise, match and realize can really be influenced) Review timeline of your conference cycle, education cycle and coaching visits to align with exchange cycle and results! This will help track results better as well!
  41. 41. LC Coach allocation not done by skill/programme knowledge, experience Base LC Coach allocation on skill, programme expertise and experience of the individual Aligning this will make implementation faster!
  42. 42. MC tracking of LCs is not based on LC Plans If LC Planning is done based on the OD Model, then MC tracking needs to be based on goals vs. achieved of this LC Plan MC coaching is based on LC reality and planned LC Projects (which should be aligned to MC Plan and MC projects)
  43. 43. “Thank you! I’m going to IMPLEMENT starting NOW!

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