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Leaders development program

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Description of LDP

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Leaders development program

  1. 1. Leaders’ Development Program Booklet for LCVP TM
  2. 2. Why?
  3. 3. What we envisioned:
  4. 4. How we want to achieve it? Leadership is the way! LDP will help us to provide even more valuable leadership experiences.
  5. 5. Our impact Our international platform enables young people to discover and develop their potential to provide leadership for a positive impact on society.
  6. 6. We believe in leadership, but what leadership we aim to develop? Self-aware Solution-driven Empower others World citizen
  7. 7. How we develop such leadership?
  8. 8. How we develop such leadership? How? LDP
  9. 9. What is the purpose of the program? ● To continue leadership development (started in MDP), ● To build connection between organizational needs and needs of an individual.
  10. 10. What are the values for organization? ➔ Increasing members efficiency and productivity, ➔ Better retention rate and bigger pipeline to Executive Board, ➔ Increasing Middle Management members motivation, ➔ Building feeling of belonging.
  11. 11. What are the values for leader? ➔ Conscious development, ➔ Support in finding own purpose and taking actions toward achieving goals, ➔ Self-awereness, ➔ Getting self-confidence, ➔ Getting to know bigger perspective of what I am doing, ➔ Fully use their potential and skills.
  12. 12. How?
  13. 13. How Inner & Outer Journey works in reality? Outer journey Inner journey TM processes in LC Members’ Development Program, Leaders’ Development Program, LEAD for EBs.
  14. 14. What?
  15. 15. What is LDP? ❖ Program allows conscious learning and development for AIESEC MM members by coaching. ❖ It is support system to build self-awereness and plan for own development and career. ❖ Continuation of MDP! ❖ LDP is voluntary for MM members.
  16. 16. How the timeline will look like? Program consists of 3 individual meetings- we have proposition of two timelines (please match suitable for your LC):
  17. 17. Timeline I - 4 months Results of TLP recruitment max 1 week Promotion of coaching & LDP + application for LDP- IN THE SAME TIME Allocation coach-coachee First contact coach-coachee I individual meeting Sum up of I meeting max 1 week max 3 days after allocation max 3 weeks after allocation max 5 days after meeting
  18. 18. II individual meeting max 2 weeks after II meeting Sum up of II meeting Contacting before III individual meeting III individual meeting Sum up of III meeting+ evaluation survey Filling in evaluation survey by coachee max 5 days after meeting max 3 weeks after contacting max 5 days after meeting max 1 week Contacting before II individual meeting max 2 weeks after I meeting max 3 weeks after contacting
  19. 19. Timeline II - 6 months Results of TLP recruitment max 1 week 1 week after results: Promotion of coaching & LDP + application for LDP Allocation coach-coachee First contact coach-coachee I individual meeting Sum up of I meeting max 2 weeks promo, after 1 week of promo- 1 week of application max 3 days after allocation max 3 weeks after allocation max 5 days after meeting
  20. 20. II individual meeting max 4 weeks after II meeting Sum up of II meeting Contacting before III individual meeting III individual meeting Sum up of III meeting+ evaluation survey Filling in evaluation survey by coachee max 5 days after meeting max 3 weeks after contacting max 5 days after meeting max 1 week Contacting before II individual meeting max 4 weeks after I meeting max 3 weeks after contacting
  21. 21. Description of every step
  22. 22. Application for LDP ● Coaching is voluntary, ● Application is tool to match coach and coachee in right way (to answer coachee’s needs). Tools: Application- in package.
  23. 23. Allocation coach-coachee ● Based on application, ● Main criterion should be coachee’s needs ○ e.g. if coachee feels more comfortable with having coach, who they know, or someone, who they doesn’t know etc. ● Recommendation: LCVP TM with coaches are allocating together.
  24. 24. Allocation coach-coachee Short reminder: coach doesn’t have to have specific area knowledge (it’s event better, when he/she doesn’t have it), because: coach ≠ mentor!
  25. 25. First contact coach-coachee ● We recommend contact via e-mail, ● What have to happen before I meeting: ○ coach introduces himself/herself, ○ set up date for I individual meeting, ○ ask coachee to think about expectation of coaching and coach, ○ ask coachee to read article about coaching- coachee and coach should be “on the same page” :) ○ send coachee “wheel of life”, ask him/her to fill it in and bring results for meeting.
  26. 26. First contact coach-coachee Tools: ● article about coaching (in polish) ● article about coaching (in english) ● wheel of life- in package
  27. 27. I individual meeting Goal: Coachee gets to know himself/herself as a person.
  28. 28. I individual meeting- flow ● Introduction ● Ice breaker (if needed), ● Setting up rules and expectations (from both sides- coach and coachee), ● Establishing how communication will look like (how often, tools),
  29. 29. I individual meeting- flow ● Going through wheel of life (parts & example of questions): ○ Checking feelings: ■ How do you like this test? ■ What was hard in it for you? ■ What was easy in it for you? ■ How do you feel with the way that wheel look like? (Are you satysfy with it or not? Why?)
  30. 30. I individual meeting- flow ○ Checking wheel: ■ Which areas did you choose? ■ Why you chose them? ■ Did you have difficulites with making a choice? ○ Checking EVERY area: ■ Why did you rate this areas like that? ■ How do you imagine perfect state in every area (but also realistic :))? ■ How can you strive for it?
  31. 31. I individual meeting- flow ■ Which area is the most important for you? Why? ■ Which area would you like to improve the most? ○ Personal Goals Setting (PGS): ■ What you can do to achieve it? ■ How AIESEC can help you with that? ■ How I [coach] can help you with that? Who can help you with that? ■ Which short- term goal will help you to achieve this long-term goal? (Set deadline before II meeting!)
  32. 32. I individual meeting- flow ● Elaborate SMART goals (connected with organization), ● Inform coachee that he/she can message you in case of problems or when is need of other meeting, ● Closure of meeting, ● Sum-up in mail.
  33. 33. Sum up- for all meetings Sum-up mail has to be send after EVERY meeting. It consists of: ● Information about that, what you established during meeting (e.g. rules and expectations after I meeting), ● Information about approx. date of next meeting and when coach will contact with coachee.
  34. 34. Contacting before II individual meeting ● Contact via e-mail, ● What have to happen before II meeting: ○ send coachee leadership test (16 personalities), ask him/her to fill it in, ○ ask coachee to send results to coach a least one week before meeting, ○ coach has to analyse results (prepare questions etc.).
  35. 35. Contacting before II individual meeting Tools: ● 16 personalities test (free test online)
  36. 36. II individual meeting Goal: Coachee gets to know himself/herself as a leader. Evaluate progress.
  37. 37. II individual meeting- flow ● Ice breaker (if needed), ● Evaluation of progress in PGS: ■ Did you achieve your goal? ■ If yes- how you did that? ■ If no- why? What were the obstacles? How you can go through them? ■ Have something changed on the “wheel of life” after undertaken actions connected with PGS?
  38. 38. II individual meeting- flow ● Checking test results: ○ General questions: ■ What do you think about this test? Was it easy or difficult to fill it in? ■ Do you see connections between this test and “wheel of life”? If yes- what are they? ■ How you can capitalize on you strenghts as a leader? ■ How your weaknesses affect your work as a leader? Which of them you would like to improve?
  39. 39. II individual meeting- flow ○ Work place habits part: ■ Do you see any reference between this result and your work as a leader? ■ How this affect on your relations with co-workers- with Middle Management members, OCs, LCVP? ○ Career paths part: ■ Do result of the test coincide with you plans for future? What would you like to do in future? ■ How AIESEC and being a leader can help you with that?
  40. 40. II individual meeting- flow ○ Discuss area of life, which was the most important in “wheel of life” in reference to test, ● Setting up new short-term goals ■ How work on unfullfiled goal? ■ Would you like to add new short-term goal? What would you like to work on taking into consideration result of the test? (Set ddl before III meeting!)
  41. 41. II individual meeting- flow ● Closure of the meeting, ● Sum-up in mail.
  42. 42. Contacting before III individual meeting ● Contact via e-mail, ● What have to happen before III meeting: ○ ask coachee to reflect on his/her leadership experience taking into consideration his/her personal development.
  43. 43. III individual meeting Goal: Coachee evaluate his/her leadership experience and plan next steps.
  44. 44. III individual meeting- flow ● Ice breaker (if needed), ● Evaluation of progress in PGS: ■ Did you achieve your goal? ■ If yes- how you did that? ■ If no- why? What were the obstacles? How you can go through them?
  45. 45. III individual meeting- flow ● Evaluation and sum-up of leadership experience: ■ What did you learn thanks to being a leader? ■ How being a leader affected on your personal goals? Which of them did you achieved? ■ How being a leader developed you? ■ What would you improve? ■ What part of your leadership experience was coaching? Was it helpful?
  46. 46. III individual meeting- flow ■ How coaching helped you? ■ What changes you noticed in yourself? ■ Taking into consideration everything that we worked on- what would you like to continue improving? ■ How would you like to work on that? ■ What could help you with that? ■ What could be an obstacle? ● Creating action steps after coaching,
  47. 47. III individual meeting- flow ● Discussion about AIESEC opportunities: ■ What would you like to do after your leadership experience? How do you see your carrer path in organization? ■ How being a leader can help you in future in organization and out of @? ■ Do you know how your career path might look like in @? ■ If no- coach is presenting possibilities,
  48. 48. III individual meeting- flow ■ If yes- Which step you would take? And what would be your further future (next steps)? ● Closure of the meeting, ● Sum-up mail.
  49. 49. Evaluation survey ● Coach is sending it to coachee via e-mail, ● Collect answer and analize them to know what should be improved in future, ● Recommendation to create this survey on PODIO. Tools: ● Evaluation survey- in package
  50. 50. Additional activity We encourage coach to send his/her coachee additional materials connected with coachee’s personal goals and interests. There are a lot of materials on the internet and sending them between meetings will maintain bond and support development process.
  51. 51. Who will conduct? LCs with ≤ 20 Middle Management members or lack of possibility for additional structure- Executive Board LCs with >20 Middle Management members- additional structure
  52. 52. Who is responsible? Final responsibility for LDP: LCVP TM!
  53. 53. Good luck with implementation! In case of questions please contact with NST Development 14/15: ● Ala Siemieniec (alicjasiem@gmail.com) ● Gosia Grzywocz (malgorzata.grzywocz@gmail.com)

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