- LCs run proper transition process in higher quality than ever before (we
have growth in T transition process implementation)
- People are not confused and random in running transition but focused
- At the end of transition process there are qualified and competent VPs
ready to do their job
Measures of success
- % of LC's who have structured transition plans and
correspond to national flow & check-list
- % of EBs 09-10 that that passed through structured
Transition is not only what is done in, 1 or 2 months after the new
EB is elected, but what is done through out the all term in concern
of knowledge management!!!!
You should have ALREADY started preparing the next year leaders
of AIESEC and the transition process!!!
What & Why?
Transition is a process through which we assure the transfer of the
strategic direction, knowledge, information and experience from the
current responsible to the elects
„building on achievements of predecessors“
„reinventing the wheel“
“starting from the scratch”
Steps - Preparation!
“ …It’s about WHAT and HOW to
ELECTS: what and how
CURRENTS need to prepare?
CURRENTS: what and how
ELECTS need to prepare?
1. Setting objectives and critical success
outcomes of transition
E.g.: “New team is familiar with their roles and
responsibilities for Q1 period”
”Elects get a full understanding of our success &
failures in delivering the Training Development
initiative for 08/09”
2. Agenda development – priority
discussions & topic defined
While creating the Agenda, keep in mind the following:
- Why to address it?
- What information related to it do you want to cover?
- Who to involve in delivery?
3. Identification of methods for transition
While making decision, think about things like environment, mood,
atmosphere, creative ways of achieving objectives etc.
4. Defining timelines & responsibilities to
Put all that you have decided into a timeline. Define methods and
responsibilities according to each objective.
Steps - Delivery!
“ …It’s about actual passing from
currents to elects”
What rules should we
remember while delivering
It is important to be able to critically look on what were your successes,
challenges and what did not work out. You should not be shy to admit
that some things were not successful, always identify together the core
reasons why something was or was not going well in order to draw key
learning points from your year that your successor will benefit from.
Provide picture of your experience only
Just the fact that you are experienced on the position does not mean that
everything has to be in the exact same way. Always try to describe only
your experience but be conscious about the fact that things can go very
differently for your successor.
Transfer facts not attitudes
Be careful about sentences like “this will never work”, “this does not
make sense” and “this strategy is not for our reality” etc. You might be
right in certain things but at the same time you might cause a great
strategy to be dropped even before the new person starts.
Handover maximum information
Try to provide everyone with maximum information. Explain when
particular things could be used, where to look for more information,
what were the sources you used etc.
Use more questions than statements
Lot of times I have heard transition through statements rather than
through questions. Some information has to be said but otherwise allow
the person to form his own opinion about things through giving him
questions and challenging him to find his answers.
Empower & inspire!
Spend time to discuss your learnings, the things that stayed in your mind
after the year, moments where you have said to yourself that you love
what you are doing. Try to move yourself 5 years from now and think
about what you will remember …
Steps - Feedback!
“element present at each
I. T PREPARATION
Deadline to make a detail plan of Talent Transition initiative and to
prepare input to functional transition task-forces.
Deadline to held functional task-forces and to collect inputs from local
Deadline to create National Transition wiki with all supportive
education materials, timelines & tools.
II. T EXECUTION
23.03.2009 Deadline for LCs to select new EBs
23.03 – 15.04.2009 This period is mainly dedicated for new team, during this time they
have to make the internal and external analysis of the LC; get the
important information about LC and functional areas
1.05. – 15.06.2009 This is the period for the old EB to finalize all the activities, delegate the
responsibility to the successors, give feedback at the beginning of the
road for the new team; nee EB is mainly occupied with LC plan creation
for their term.
III. T EVALUATION & KNOWLWDGE MANAGEMENT
15.06 – 01.07.2008 All GCPs are gathered, evaluation of transition process is done by each
And the last points…
Maybe you created something unique….
Probably you made some mistakes ....
Definitely you have had great plans for the future...
And no matter what, you certainly learned a lot….
So what ever happened, now you have the power…
To pass your flame!!!