Aiesec culture
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AIESEC's culture focuses on togetherness and energy. As a youth-run organization, AIESEC builds energy through togetherness, which is demonstrated through their attitudes and behaviors. This togetherness is what distinguishes AIESEC from other organizations.
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1. AIESEC: The AIESEC Way
The document discusses "The AIESEC Way", which is both the manner and path that AIESEC aims to positively impact society. The AIESEC Way provides leadership opportunities, international internships, and participation in a global learning environment to enable young people to discover and develop their potential. It is comprised of values like activating leadership, enjoying participation, striving for excellence, and demonstrating integrity. The AIESEC Way is AIESEC's unique approach to empowering youth and fulfilling humanity's potential through peace.
AIESEC Way and Values
AIESEC is a global student-run nonprofit that provides leadership opportunities and international internships to young people interested in world issues without discrimination. Through these experiences, AIESEC aims to develop youth potential and leadership to positively impact society. The organization envisions peace and fulfilling human potential.
Inner&Outer Journey
AIESEC focuses on developing leadership through international exchange experiences by providing "inner and outer journeys" for participants. The inner journey involves self-reflection, mentoring, and practice to help participants become self-aware leaders. The outer journey gives participants hands-on leadership experiences through challenges, risks, and systems designed to empower others and find solutions to world problems.
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AIESEC structure
AIESEC's organizational structure consists of several levels - AIESEC International oversees regional growth networks, which guide strategy for member committees in different countries. Member committees then oversee local committees based in universities, which implement strategies and plans through their members. This hierarchical structure enables AIESEC to integrate local efforts into a common global vision and track performance across its large, worldwide network.
AIESEC OPS - Inner and Outer Journey
AIESEC aims to provide young people with an essential inner and outer leadership development journey through exchange programs. This involves developing self-awareness, a sense of responsibility for others, and effective communication skills. The organization focuses on enabling the first steps of a lifelong leadership journey by providing experiences that help participants become aware of their strengths, values, and purpose in serving the world. Both the external activities and internal reflection on personal growth are important aspects of the holistic journey.
Role of Talent Management
The document discusses the role of talent management in an organization. It states that people decisions are the ultimate control an organization has. The key roles of talent management are to make decisions around getting the right people, keeping them, and developing them. It emphasizes measuring success through both lag measures like retention rates and lead measures that can influence lag measures, like whether team members feel appreciated. The document provides examples of lead and lag measures and stresses the importance of tracking lead measures over time to improve lag measures. It concludes by listing many areas of knowledge important for talent management and posing frequently asked questions.
Value delivery overview
This document discusses value delivery and leadership development in AIESEC. It begins by asking what leadership means for AIESEC and how they will develop it in youth. It then discusses focusing on leadership development model (LDM) delivery to fulfill their promise. The document outlines what exchange participants want from their experience and how AIESEC can deliver a good experience through LDM. It describes the 4 qualities of the leadership model - empowering others, solution oriented, self aware, world citizen. It discusses using Net Promoter Score to measure value delivery and outlines support available for value delivery such as the Entity Control Board.
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1. AIESEC: The AIESEC Way
The document discusses "The AIESEC Way", which is both the manner and path that AIESEC aims to positively impact society. The AIESEC Way provides leadership opportunities, international internships, and participation in a global learning environment to enable young people to discover and develop their potential. It is comprised of values like activating leadership, enjoying participation, striving for excellence, and demonstrating integrity. The AIESEC Way is AIESEC's unique approach to empowering youth and fulfilling humanity's potential through peace.
AIESEC Way and Values
AIESEC is a global student-run nonprofit that provides leadership opportunities and international internships to young people interested in world issues without discrimination. Through these experiences, AIESEC aims to develop youth potential and leadership to positively impact society. The organization envisions peace and fulfilling human potential.
Inner&Outer Journey
AIESEC focuses on developing leadership through international exchange experiences by providing "inner and outer journeys" for participants. The inner journey involves self-reflection, mentoring, and practice to help participants become self-aware leaders. The outer journey gives participants hands-on leadership experiences through challenges, risks, and systems designed to empower others and find solutions to world problems.
AIESEC Talent Management Kit: Managing My Talent
First step to ensure that you are running your organizations right: you DO manage and develop your talent. Here is how! :)
AIESEC structure
AIESEC's organizational structure consists of several levels - AIESEC International oversees regional growth networks, which guide strategy for member committees in different countries. Member committees then oversee local committees based in universities, which implement strategies and plans through their members. This hierarchical structure enables AIESEC to integrate local efforts into a common global vision and track performance across its large, worldwide network.
AIESEC OPS - Inner and Outer Journey
AIESEC aims to provide young people with an essential inner and outer leadership development journey through exchange programs. This involves developing self-awareness, a sense of responsibility for others, and effective communication skills. The organization focuses on enabling the first steps of a lifelong leadership journey by providing experiences that help participants become aware of their strengths, values, and purpose in serving the world. Both the external activities and internal reflection on personal growth are important aspects of the holistic journey.
Role of Talent Management
The document discusses the role of talent management in an organization. It states that people decisions are the ultimate control an organization has. The key roles of talent management are to make decisions around getting the right people, keeping them, and developing them. It emphasizes measuring success through both lag measures like retention rates and lead measures that can influence lag measures, like whether team members feel appreciated. The document provides examples of lead and lag measures and stresses the importance of tracking lead measures over time to improve lag measures. It concludes by listing many areas of knowledge important for talent management and posing frequently asked questions.
Value delivery overview
This document discusses value delivery and leadership development in AIESEC. It begins by asking what leadership means for AIESEC and how they will develop it in youth. It then discusses focusing on leadership development model (LDM) delivery to fulfill their promise. The document outlines what exchange participants want from their experience and how AIESEC can deliver a good experience through LDM. It describes the 4 qualities of the leadership model - empowering others, solution oriented, self aware, world citizen. It discusses using Net Promoter Score to measure value delivery and outlines support available for value delivery such as the Entity Control Board.
The AIESEC Experience
AIESEC provides global leadership experiences to develop peace and fulfill humanity's potential. It uses an experience called Engagement with AIESEC to spark interest in young people to develop themselves and contribute to a better world. Experiential Leadership Development enables learning from practical experiences in challenging environments. Finally, Life Long Connection embodies leadership in everyday life for those who participate in AIESEC's programs. Over 1.82 billion people have been part of the AIESEC experience globally.
AIESEC: The Team Standards & Explanation
The document outlines new guidelines for team standards at Evolved. It summarizes the changes made which include reducing the number of checklist points from 35 to focus on key stages of a team: building, performing, and closing. The standards now act as a guideline for team leaders to create good experiences rather than just a checklist. It describes the stages a team goes through and the standards required at each stage, such as introducing the team and setting goals in the building phase, and regular check-ins and team days in the performing phase. The document shows how the standards have been evolved from minimum expectations to align with a model of delivering value to better support team leaders.
How to build lc lc partnerships o-gcdp tier1
This document provides guidance on establishing LC-LC partnerships within AIESEC. It recommends that partnerships have long-term agreements with measurable goals for mutual benefit and purpose. Partnerships aim to deliver more powerful exchange experiences and make the process faster and easier. The MC's role is to educate LCs, especially larger ones, on building partnerships and aligning with national partnerships. When establishing a partnership, LCs should analyze supply and demand, approach target LCs, finalize agreements, operate with follow-ups, and review results. Guidance is provided on each step and considerations like timelines, requirements and logistics. Resources for the Canada and Philippines partnerships are also included.
Aiesec structure
The document outlines the structure of AIESEC International, an international student organization. It describes that AIESEC International is led by a President and has several Growth Networks overseen by Directors that cover different world regions. At the country level in each member state, a National Committee (MC) manages Local Committees (LC) within universities. The MC is led by a Management Committee President and Vice Presidents who oversee functional areas and support LCs, while each LC focuses on opportunities for members and is led by a Local Committee President and Vice Presidents of key areas.
Membership Experience Booklet
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Aiesec acronyms
This document provides a comprehensive list of acronyms used within AIESEC, grouped into general abbreviations, functional areas, regions, and conferences. It includes over 50 acronyms for terms like AIESEC Experience (@XP), Engagement with AIESEC (EwA), Talent Management (TM), Outgoing Exchange (OGX), Western Europe & North America (WENA) region, National Induction Seminar (NIS), and Global Leaders Summit (GLS). The list is intended to help people familiarize themselves with AIESEC's many acronyms.
Synergy, Raising,MOS and OS
This document outlines the organizational structure and initiatives for AIESEC India's Global Cultural Development Programme (GCDP) Outgoing Exchange (OGX) department. The vision is to be the best in the AIESEC network for quality of experiences delivered and number 2 for number of experiences delivered. The purpose is to develop entrepreneurial leaders through international experiences. It proposes organizational structures for local committees involving teams for university relations, delivery, exchange support, international relations, and regions. It also details initiatives for raising, product packaging, partnerships, marketing, training, and an information hub.
AIESEC Marketing OGX Structures
This document provides guidance on structuring marketing teams for Local Committees (LCs) based on their stage of growth and realization goals. It outlines key responsibilities for LCVPs and marketing team members focused on tasks like branding, communications, and driving specific programs like oGIP and oGCDP. Marketing teams should be sized appropriately based on realization targets and focus on just 1-2 key programs or issues. Data-driven backwards planning is recommended to set sign-up and conversion rate goals needed to achieve targeted realizations.
AIESEC Way Toolkit
The document summarizes the evolution of The AIESEC Way, which is AIESEC's guide for its purpose, vision, and values. It traces the development of The AIESEC Way from its origins after World War 2 to the present day. Key points discussed include AIESEC shifting its focus from skills development to leadership development, updating its statements to better reflect its current approach of engaging and developing every young person in the world, and revising its values and vision statements over the years to unite its global membership.
Membership criteria
The document outlines membership criteria and procedures for an organization called People Management Center.
The membership criteria include minimum requirements that must be fulfilled to be considered an active member, such as being a university student between 18-30 years old, participating in a selection process, signing a volunteer term, and meeting attendance requirements.
If a member does not fulfill the criteria, they will go through an "alignment phase" to understand the importance of fulfillment and propose an educational plan to help the member improve. If the member still does not meet the criteria or follow the development plan, they may be disengaged from the organization.
Advanced University Relations [AIESEC Training]
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AIESEC Academy | Talent Education
This document provides an overview of the Talent Education process within AIESEC and outlines the objectives and content of a Learning and Education Circle (LEC) framework. The LEC is designed to increase members' skills and knowledge through various learning environments like conferences, mentoring, team experiences, and learning circles. It includes education on areas like AIESEC knowledge, skills development, functional processes, and strategic knowledge tailored to members' roles and experience levels. The LEC aims to improve member retention, increase knowledge, engage externals for training, and decrease time to proficiency within AIESEC roles.
Leadership Development Model (LDM)
AIESEC's leadership development model focuses on creating world citizens who are self-aware, able to empower others, and solution-oriented. The model delivers an inner and outer journey through AIESEC's Experiential Learning and Development program to develop leaders. It cultivates leaders who believe in their ability to make a difference in the world, are interested in world issues, and enjoy taking responsibility for improving the world.
GET: Membership Selection
This document provides guidance on selecting new members for an organization based on leadership qualities. It recommends observing potential members for characteristics like seeking out challenges and learning opportunities, interest in world issues and desire to act, seeking self-improvement aligned with one's vision and strengths, and effective communication skills. Examples are given of what these characteristics do and do not look like. The document advises training interviewers and reviewing applicants' materials before interviews. Questions to ask are suggested to determine an applicant's potential to develop leadership qualities based on past experiences, activities, and level of investment and purpose. Overall, the summary emphasizes selecting applicants who demonstrate potential for growth and excellence in leadership through their demonstrated characteristics and experiences.
Answered application questionnaire
Thomas Carlyle said "Our grand business is not to see what lies dimly at a distance, but to what lies clearly at hand". This document is Stephen Adomako's application to be the Managing Country President of AIESEC in Ghana. It outlines his 4 years of experience in AIESEC including various leadership roles. It also analyzes the strengths, weaknesses, opportunities and threats for different AIESEC programs, and discusses the organization's achievements over the past 3 terms.
The Leadership Model of AIESEC
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The ultimate lcp wisdom book
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1) LCPs discuss the concept of AIESEC operating as a social enterprise, balancing social impact, sustainability, and financial goals. This allows AIESEC to have more freedom and opportunities to achieve greater impact.
2) Leading an LC is like being the CEO of a social enterprise. LCPs must focus on people, planet, and profit to take their committee from good to great.
3) Insights are provided on exploring local markets, asking "why not?" to spark innovation, and focusing on the core
AIESEC abbreviations
A&C refers to Audit and Compliance, B2B refers to Business to Business, and B2C refers to Business to Customer. The acronyms provide definitions for common terms used in business and organizational contexts.
Effective AIESEC info sessions
This document provides guidance for an information meeting on student exchanges with AIESEC. It begins by acknowledging students' worries like failing exams, unemployment, and dependence on parents. It then presents AIESEC's benefits like expanding one's outlook and network, gaining work experience, and developing skills. Common student questions are addressed. The document stresses defining students' problems and dreams, showing how AIESEC can help, and denying excuses. It provides a checklist for an effective presentation focusing on benefits rather than features while answering questions.
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El documento habla sobre la cultura de AIESEC, la cual incluye gritos, llamadas de lista, juegos y castigos. También menciona fiestas donde se bebe mucho y pasan cosas, así como el consumo de azúcar. El mensaje alienta a divertirse sin saber cómo podrían terminar las cosas.
Organizational Culture - LEAD Day presentation for AIESEC
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The AIESEC Experience
AIESEC provides global leadership experiences to develop peace and fulfill humanity's potential. It uses an experience called Engagement with AIESEC to spark interest in young people to develop themselves and contribute to a better world. Experiential Leadership Development enables learning from practical experiences in challenging environments. Finally, Life Long Connection embodies leadership in everyday life for those who participate in AIESEC's programs. Over 1.82 billion people have been part of the AIESEC experience globally.
AIESEC: The Team Standards & Explanation
The document outlines new guidelines for team standards at Evolved. It summarizes the changes made which include reducing the number of checklist points from 35 to focus on key stages of a team: building, performing, and closing. The standards now act as a guideline for team leaders to create good experiences rather than just a checklist. It describes the stages a team goes through and the standards required at each stage, such as introducing the team and setting goals in the building phase, and regular check-ins and team days in the performing phase. The document shows how the standards have been evolved from minimum expectations to align with a model of delivering value to better support team leaders.
How to build lc lc partnerships o-gcdp tier1
This document provides guidance on establishing LC-LC partnerships within AIESEC. It recommends that partnerships have long-term agreements with measurable goals for mutual benefit and purpose. Partnerships aim to deliver more powerful exchange experiences and make the process faster and easier. The MC's role is to educate LCs, especially larger ones, on building partnerships and aligning with national partnerships. When establishing a partnership, LCs should analyze supply and demand, approach target LCs, finalize agreements, operate with follow-ups, and review results. Guidance is provided on each step and considerations like timelines, requirements and logistics. Resources for the Canada and Philippines partnerships are also included.
Aiesec structure
The document outlines the structure of AIESEC International, an international student organization. It describes that AIESEC International is led by a President and has several Growth Networks overseen by Directors that cover different world regions. At the country level in each member state, a National Committee (MC) manages Local Committees (LC) within universities. The MC is led by a Management Committee President and Vice Presidents who oversee functional areas and support LCs, while each LC focuses on opportunities for members and is led by a Local Committee President and Vice Presidents of key areas.
Membership Experience Booklet
This is the Membership Experience Booklet. Over here, you'll find the step-by-step for a complete Member's Experience;
Aiesec acronyms
This document provides a comprehensive list of acronyms used within AIESEC, grouped into general abbreviations, functional areas, regions, and conferences. It includes over 50 acronyms for terms like AIESEC Experience (@XP), Engagement with AIESEC (EwA), Talent Management (TM), Outgoing Exchange (OGX), Western Europe & North America (WENA) region, National Induction Seminar (NIS), and Global Leaders Summit (GLS). The list is intended to help people familiarize themselves with AIESEC's many acronyms.
Synergy, Raising,MOS and OS
This document outlines the organizational structure and initiatives for AIESEC India's Global Cultural Development Programme (GCDP) Outgoing Exchange (OGX) department. The vision is to be the best in the AIESEC network for quality of experiences delivered and number 2 for number of experiences delivered. The purpose is to develop entrepreneurial leaders through international experiences. It proposes organizational structures for local committees involving teams for university relations, delivery, exchange support, international relations, and regions. It also details initiatives for raising, product packaging, partnerships, marketing, training, and an information hub.
AIESEC Marketing OGX Structures
This document provides guidance on structuring marketing teams for Local Committees (LCs) based on their stage of growth and realization goals. It outlines key responsibilities for LCVPs and marketing team members focused on tasks like branding, communications, and driving specific programs like oGIP and oGCDP. Marketing teams should be sized appropriately based on realization targets and focus on just 1-2 key programs or issues. Data-driven backwards planning is recommended to set sign-up and conversion rate goals needed to achieve targeted realizations.
AIESEC Way Toolkit
The document summarizes the evolution of The AIESEC Way, which is AIESEC's guide for its purpose, vision, and values. It traces the development of The AIESEC Way from its origins after World War 2 to the present day. Key points discussed include AIESEC shifting its focus from skills development to leadership development, updating its statements to better reflect its current approach of engaging and developing every young person in the world, and revising its values and vision statements over the years to unite its global membership.
Membership criteria
The document outlines membership criteria and procedures for an organization called People Management Center.
The membership criteria include minimum requirements that must be fulfilled to be considered an active member, such as being a university student between 18-30 years old, participating in a selection process, signing a volunteer term, and meeting attendance requirements.
If a member does not fulfill the criteria, they will go through an "alignment phase" to understand the importance of fulfillment and propose an educational plan to help the member improve. If the member still does not meet the criteria or follow the development plan, they may be disengaged from the organization.
Advanced University Relations [AIESEC Training]
Created and Delivered by Sotiris Baratsas.
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AIESEC - Introduction to Talent Management
Introduction to Talent Management department for new members of AIESEC UGM. Expected output of this session is to give a knowledge about each departments in AIESEC UGM, so new members will be able to choose preferred departments they want to join.
AIESEC Academy | Talent Education
This document provides an overview of the Talent Education process within AIESEC and outlines the objectives and content of a Learning and Education Circle (LEC) framework. The LEC is designed to increase members' skills and knowledge through various learning environments like conferences, mentoring, team experiences, and learning circles. It includes education on areas like AIESEC knowledge, skills development, functional processes, and strategic knowledge tailored to members' roles and experience levels. The LEC aims to improve member retention, increase knowledge, engage externals for training, and decrease time to proficiency within AIESEC roles.
Leadership Development Model (LDM)
AIESEC's leadership development model focuses on creating world citizens who are self-aware, able to empower others, and solution-oriented. The model delivers an inner and outer journey through AIESEC's Experiential Learning and Development program to develop leaders. It cultivates leaders who believe in their ability to make a difference in the world, are interested in world issues, and enjoy taking responsibility for improving the world.
GET: Membership Selection
This document provides guidance on selecting new members for an organization based on leadership qualities. It recommends observing potential members for characteristics like seeking out challenges and learning opportunities, interest in world issues and desire to act, seeking self-improvement aligned with one's vision and strengths, and effective communication skills. Examples are given of what these characteristics do and do not look like. The document advises training interviewers and reviewing applicants' materials before interviews. Questions to ask are suggested to determine an applicant's potential to develop leadership qualities based on past experiences, activities, and level of investment and purpose. Overall, the summary emphasizes selecting applicants who demonstrate potential for growth and excellence in leadership through their demonstrated characteristics and experiences.
Answered application questionnaire
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The Leadership Model of AIESEC
How does AIESEC develop leaders? Here read how we do it, what makes us unique and why it is important
The ultimate lcp wisdom book
This document contains wisdom and insights from Local Committee Presidents (LCPs) around the world on leading AIESEC as a social enterprise. Some key points:
1) LCPs discuss the concept of AIESEC operating as a social enterprise, balancing social impact, sustainability, and financial goals. This allows AIESEC to have more freedom and opportunities to achieve greater impact.
2) Leading an LC is like being the CEO of a social enterprise. LCPs must focus on people, planet, and profit to take their committee from good to great.
3) Insights are provided on exploring local markets, asking "why not?" to spark innovation, and focusing on the core
AIESEC abbreviations
A&C refers to Audit and Compliance, B2B refers to Business to Business, and B2C refers to Business to Customer. The acronyms provide definitions for common terms used in business and organizational contexts.
Effective AIESEC info sessions
This document provides guidance for an information meeting on student exchanges with AIESEC. It begins by acknowledging students' worries like failing exams, unemployment, and dependence on parents. It then presents AIESEC's benefits like expanding one's outlook and network, gaining work experience, and developing skills. Common student questions are addressed. The document stresses defining students' problems and dreams, showing how AIESEC can help, and denying excuses. It provides a checklist for an effective presentation focusing on benefits rather than features while answering questions.
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Aiesec culture
- 2. What is Culture ? Culture is… Тhe attitudes and behavior that are characteristic of a particular social group or organization
- 5. How we do it
- 11. Why we do it?
- 13. AIESEC is a youth run organization- So we build energy this way and this is what makes us stand out from other organizations.