2. | ONBOARDING| OVERALLSUMMARY
This is the first conference the
member will attend. It can be
national or local.
“I attend my 1st Conference”
This is the first team day of the
department. When the entire
team gets together for the first
time to make it’s team plan and
team creation
“I attended my 1st Team Day”
This is their first PDP. When they
create their individual plans and
set their personal & professional
goals for their experience & how
it connects to their role.
“I have a PDP”
This is the education cycle, which
can be either a local education
cycle, national education cycle,
or both. It’s when the members
developing their education &
skills on how to do their
functional job.
“I am learning”
Text
“My first interaction”
Text
“I’ve been learning”
Text
“WOW, R&R was released”
Text
“I failed for the 1st time”
3. | ONBOARDING| OVERALL (continued)SUMMARY
This is
“I have ownership”
This is
“Something”
Text
“I achieved my goal”
Text
“I feel recognized”
Text
“Something”
Text
“I didn’t achieve my goal”
Text
“Somethign”
4. | 1ST CONFERENCE | "I attended my 1st conference"EXPERIENCE
This is the first conference the member will attend. It can
be national or local.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL AT THE END
TO MEET NEW PEOPLE
TO BE PART OF
LEARNING SPACES
TO UNDERSTAND
AIESEC AND ENJOY
THE CHALLENGES
TO GET TO INTERACT WITH NEW
PEOPLE.
THE QUESTION TO ANSWER FOR THE MEMBER:
TO OPEN YOURSELF AND SHARE TO
A PLENARY
TO GET TO KNOW YOURSELF
WHAT TEAM STANDARDS TM PROCESSES
TO SHAPE THE
LC CULTURE
TO OFFER
LEARNING
SPACES
TO CONNECT
THEM TO
AIESEC
TEAM
CREATION
“ I FEEL CONNECTED
TO MY LC AND THE
ORGANIZATION”
“ I FEEL INSPIRED”
“ I FEEL ASTONISHED”
WHO ARE WE AND WHAT DO WE DO?
5. | 1ST TEAM DAYS | "I attended my 1st Team Days"EXPERIENCE
This is the first team day of the department. When the
entire team gets together for the first time to make it’s
team plan and team creation
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
TO BOND WITH THE
TEAM.
TO BE CLEAR ABOUT
THE NEXT STEPS
TO HAVE A TEAM GOAL
THE CHALLENGES
TO GET TO INTERACT AND BOND
YOUR NEW TEAM
THE QUESTION TO ANSWER FOR THE MEMBER:
TO OPEN YOURSELF AND SHARE TO
YOUR TEAM.
TO CREATE A TEAM IDENTITY AND A
TEAM PLAN.
WHAT TEAM STANDARDS TM PROCESSES
TO BE
SUPPORTIVE
BUILDING:TEAM
CREATION
“ I FEEL THAT I BELONG
TO A TEAM”
AMBITIOUS
CLEAR
“WHO ARE WE WHAT ARE WE GOING TO DO?”
BUILDING:TEAM
PLAN
6. | 1ST PDP | "I have a Personal Development Plan"EXPERIENCE
This is their first PDP. When they create their individual
plans and set their personal & professional goals for
their experience & how it connects to their role.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
TO BOND WITH THE
TEAM.
TO BE CLEAR ABOUT
THE NEXT STEPS
TO HAVE A TEAM GOAL
THE CHALLENGES
TO CREATE A PERSONAL PLAN
THE QUESTION TO ANSWER FOR THE MEMBER:
TO IDENTIFY PERSONAL
EVOLUTIONS
TO CREATE A TEAM IDENTITY AND A
TEAM PLAN.
WHAT TEAM STANDARDS TM PROCESSES
TO CLARIFY
THEIR ROLE
BUILDING:
INDIVIDUAL
PLAN
EMPOWERED
EXCITED WITH GOALS
CLEAR
“What is my individual goal?”
TO PROVIDE A
SELF
REFLECTION
TO SET
INDIVIDUAL
GOALS
7. | EDUCATIONAL CYCLE | "I am learning.”EXPERIENCE
This is the education cycle, which can be either a local
education cycle, national education cycle, or both. It’s
when the members developing their education & skills on
how to do their functional job.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
TO LEARN HOW TO
WORK AND OPERATE.
TO LEARN AND GET
SOME SKILLS
TO DEVELOP
THEMSELVES.
THE CHALLENGES
TO PRACTICE NEW SKILLS
THE QUESTION TO ANSWER FOR THE MEMBER:
TO LEARN FUNCTIONALS
TO LEARN HOW TO MANAGE TIME &
ROUTINE
WHAT TEAM STANDARDS TM PROCESSES
TO MAKE THEM
PRACTICE THEIR
JD
PERFORMING:
RESULTS
EVALUATION
READY TO START
CLEAR ON JD
EXCITED
“How do I operate?”
TO SUPPORT
ON THE
LEARNING
TO EVALUATE
THEIR
LEARNING
PERFORMING:
PERFORMANCE
TRACKING
PERFORMING:
SUPPORT
SYSTEM.
DEVELOP: NEC
8. | 1ST STAKEHOLDER INTERACTION | "My 1st interaction”EXPERIENCE
This is the first interaction with an stakeholder as part of
their JD. It can be when they first call an EP or an enabler to
try to make a sale, or when they first approach an EP about
to realize.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
SUPPORT FROM TEAM
LEADER
PRESSURE OF SUCCEED
TO BE NERVOUS.
THE CHALLENGES
TO DEAL WITH CUSTOMERS
THE QUESTION TO ANSWER FOR THE MEMBER:
TO COMMUNICATE EFFICIENTLY
TO ACHIEVE A GOAL
WHAT TEAM STANDARDS TM PROCESSES
TO GIVE
SUPPORT
PERFORMING:
RESULTS
EVALUATION
RESPONSABILITY
RELIEVED
AIMING FOR MORE
“How do I go about it? What if I fail?”
TO EMPOWER
THEM
TO SET
EXPECTATIONS
PERFORMING:
SUPPORT
SYSTEM.
9. | 1ST FAILURES | "I failed for the first time.”EXPERIENCE
It´s when for the first time they don´t get to succeed on a
task and they feel like they failed.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
SUPPORT FROM TEAM
LEADER
TO GET SOME
DIRECTION
TO GET FEEDBACKS
THE CHALLENGES
TO DEAL WITH FAILURES
THE QUESTION TO ANSWER FOR THE MEMBER:
TO ACCEPT FEEDBACKS
TO OVERCOME
WHAT TEAM STANDARDS TM PROCESSES
TO GIVE
SUPPORT
PERFORMING:
RESULTS
EVALUATION
CLEAR ON MISTAKES
WILLING TO IMPROVE
“How can I improve myself?”
TO GIVE
FEEDBACKS
TO GIVE SOME
GUIDANCE
PERFORMING:
SUPPORT
SYSTEM.
PERFORMING:
PERFORMANCE
TRACKING
DEVELOP:
PERFORMANCE
MANAGEMENT
10. | R&R LAUNCH | "Wow! R&R was released!”EXPERIENCE
It´s when the National or Local Rewards & Recognition
system is released to the members and they get to engage
with it.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
SUPPORT FROM TEAM
LEADER
TO GET SOME
DIRECTION
TO GET FEEDBACKS
THE CHALLENGES
TO DEAL WITH FAILURES
THE QUESTION TO ANSWER FOR THE MEMBER:
TO ACCEPT FEEDBACKS
TO OVERCOME
WHAT TEAM STANDARDS TM PROCESSES
TO GIVE
SUPPORT
PERFORMING:
RESULTS
EVALUATION
CLEAR ON MISTAKES
WILLING TO IMPROVE
“How do I win?”
TO GIVE
FEEDBACKS
TO GIVE SOME
GUIDANCE
PERFORMING:
SUPPORT
SYSTEM.
PERFORMING:
PERFORMANCE
TRACKING
DEVELOP:
PERFORMANCE
MANAGEMENT
11. | R&R LAUNCH | "Wow! R&R was released!”EXPERIENCE
It´s when the National or Local Rewards & Recognition
system is released to the members and they get to engage
with it.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
TO GET TO KNOW
WHAT’S THE REWARD
TO LOOK FOR HOW TO
WIN
TO GET CLARITY ON
WHAT IS THAT
THE CHALLENGES
TO BE COMPETITIVE
THE QUESTION TO ANSWER FOR THE MEMBER:
TO LEARN HOW TO BE A TEAM
PLAYER
TO LOOK FOR SOLUTIONS
WHAT TEAM STANDARDS TM PROCESSES
EXCITING
LAUNCH
PERFORMING:
RESULTS
EVALUATION
EXTREMELY EXCITED
WILLING TO WIN
“How do I win?”
CONTEMPLATE
ALL POSITIONS
ON THE R&R
TO FOLLOW UP
PERFORMING:
SUPPORT
SYSTEM.
PERFORMING:
PERFORMANCE
TRACKING
KEEP: REWARDS
& RECOGNITION
12. | PERFORMING: LEARNING PHASE | "I’ve been learning”EXPERIENCE
It is the first few months of performing. It’s when they start
get into the routine and to practice their job description.
Usually when they learn the most by failing and achieving.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
TO HAVE CLEAR
DIRECTION
TO HAVE A SUPPORT
TO BE ABLE TO
MANAGE ROUTINE
THE CHALLENGES
TO MANAGE TIME AND ROUTINE
THE QUESTION TO ANSWER FOR THE MEMBER:
TO BE IMPLEMENTER
TO OPERATE FUNCTIONS
WHAT TEAM STANDARDS TM PROCESSES
TO SET
EXPECTATIONS
PERFORMING:
RESULTS
EVALUATION
EXTREMELY EXCITED
WILLING TO WIN
“How the routine look like and what can I gain out of it?”
TO OFFER AN
ON GOING
LEARNING
PERFORMING:
SUPPORT
SYSTEM.
PERFORMING:
PERFORMANCE
TRACKING
KEEP: REWARDS
& RECOGNITION
13. | GET OWNERSHIP | "I have ownership”EXPERIENCE
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
THE CHALLENGES
THE QUESTION TO ANSWER FOR THE MEMBER:
WHAT TEAM STANDARDS TM PROCESSES
“I feel proud, like I belong
in this team”
“I feel empowered
because of this
responsibility & trust”
“
In this phase
14. | PERFORMING: ____ | "Something”EXPERIENCE
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
THE CHALLENGES
THE QUESTION TO ANSWER FOR THE MEMBER:
WHAT TEAM STANDARDS TM PROCESSES
“Q
In this phase
15. | ACHIEVEMENTS | "I achieved my goal!”EXPERIENCE
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
To be appreciated by my
team
I have learned & can do
more
THE CHALLENGES
THE QUESTION TO ANSWER FOR THE MEMBER:
WHAT TEAM STANDARDS TM PROCESSES
“I feel confident in my
abilities”
“I see that I’ve grown &
want to try more”
“Q
In this phase
16. | FAILED | "I didn’t achieve my goal.”EXPERIENCE
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
THE CHALLENGES
THE QUESTION TO ANSWER FOR THE MEMBER:
WHAT TEAM STANDARDS TM PROCESSES
“I am upset & frustrated
but I understand why I
failed”
“I know how to move
forward from here &
improve”
“Q
In this phase
“I want to take new chances
& try something new”
17. | PERFORMING: ____ | “Something”EXPERIENCE
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
THE CHALLENGES
THE QUESTION TO ANSWER FOR THE MEMBER:
WHAT TEAM STANDARDS TM PROCESSES
“
“Q
In this phase
18. | RECOGNITIONS | “I feel recognized”EXPERIENCE
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
To be appreciated &
empowered
To have it communicated
with the LC
To celebrate!
THE CHALLENGES
“I feel awkward receiving recognitions
in front of other people”
THE QUESTION TO ANSWER FOR THE MEMBER:
“I’m working just as hard but I’m not
hitting my goals or being recognized”
“Cool, I hit my goals, now I can relax a
bit and take it easy”
WHAT TEAM STANDARDS TM PROCESSES
Reward &
Showcase
members
Results Elevation:
team incentive
system
“I’m proud & feel my
contributions”
“I want to apply to
another role”
“What are the different criteria to reward/recognize?”
Have clear
measures &
rewards for each
Empower other
members to hit
their goals too
Support System:
feedback
Perf.Tracking:
accountability system,
meetings
KEEP: Rewards &
Recognition
In this phase
19. | TEAM DEBRIEF | “I ___”EXPERIENCE
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
THE CHALLENGES
THE QUESTION TO ANSWER FOR THE MEMBER:
WHAT TEAM STANDARDS TM PROCESSES
“I belong here”
“I developed myself & am
excited for my next steps”
“Q
In this phase
20. WHAT
TM PROCESS
& TS
HOW WE
ARE DELIVERING IT WHEN
WHO
DELIVERS
To develop skills &
personal growth (ex:
communication &
confidence)
PDP,
Capacity Building
NEC, LEC
We are not focusing this in
PDPs or O2Os, not connecting
to performance. Incorporate in
NEC/LEC & Capacity Building
Their Team Leader in
O2O or capacity
building space or make
connection to oper.s
1-2x per month
To feel challenged in
my role & to
contribute to our
goal
R&R
Perf Mgmt
Result Elevation
We are not recognizing
contributions & the challenges
gone through to get there
Their Team Leader or
EB
Monthly, weekly
AD HOC (O2Os,
LCM, FTM, etc.)
To receive
recognition for my
contributions
R&R
Performance track
We are recognizing big
achievements, but not progress
Their team leader or
EB
Min: monthly in
O2Os & PDPs
To have international
connection w/peop
Perform Mgmt??
We are not showing that this
happens in operations & in
further succession areas
TL can help facilitate?
Daily/weekly in
operations
To always learn
something new
NEC, LEC
Capacity Building
Support System
We have NECs mainly, but
sometimes not best delivery,
LEC needs some work
TL or EB (can be a designed
space or a realization of what
they learned through their
work
Monthly
21. WHAT
HOW WE
ARE DELIVERING IT WHEN
WHO
DELIVERS
Personal Dev. &
understand/clarity
on what skills to
focus on (in PDP)
TL Capacity
Building
PDP
PDP is not taken seriously or it’s
checked in on infrequently
Direct TL with support
of VPTM
2x per month
(duirng PDP O2O &
mid-check)
Focus on synergy
development with
VP, EB, members
Performance
Mgmt
….
Some don’t know what a synergy
is, some don’t know how to plan,
some how to dev.
EB together
Ongoing & month
review
Receiving regular
feedback
Performance
Mgmt
Feedback only in structured
spaces, not trained how to give
TL can facilitate & push
for, but everybdy
Ongoing monthly
Connect with org &
their WHY in the
org as a TL
PDP
Perf Mgmt
Focus on their why at beginning of
experience, don’t really check in or
use for motivation pushes
Direct TL/VP monthly
Clear & consistent
communication on
all levels (LC &MC)
Performing
Last minute communication, unclear
to other areas (what seems clear to
one, not clear to other function or
level- hurst synergy
Everybody, EB
facilitates
Align first week.
Ongoing weekly.
Receive education
& content in a
simplified place
NEC, LEC
Education is all over the place &
there is too much of it at once
Direct tl, eb, mc Align in first week
TM PROCESS
& TS
