The document outlines the process for running an effective team, which includes: 1) An introduction for team members to get to know each other and understand the team's purpose. 2) A planning process where the team co-creates goals, strategies, and responsibilities. 3) Regular meetings to track progress and review performance, as well as one-on-one coaching. 4) Activities to build team bonding and recognize contributions. 5) Reporting on results and transitioning knowledge to new team members at the end.

2. INTRODUCTION
(Get to know, Team Bonding
Induction to the function/area)
PLAN
(Co-creation of Team Purpose,
Expectations, Goals, Strategies,
Budget, JD, Deadlines)
PERSONAL GOAL
SETTING
(Set the Individual Goals and
Action Plan, Make Personal
Goals for Development)
REGULAR
TEAM MEETING
(Regular Tracking of the Plan
and Team Performance, Team
Review)
REGULAR
ONE TO ONES
(Tracking and Coaching of
Individual Performance and
Personal Goals, Feedback)
TEAM DAY
(Team bonding, Team
a c t i v i t i e s ,
Appreciations)
REPORT
(Key Results Achieved/
Not Achieved)
TRANSITION
(Knowledge, Skill,
Attitude and Document
Transfer)
DEBRIEF
(Team Experience Debrief,
Key Learnings, Next Steps)

3. The Team Leader runs and hosts a Team Introduction that can involve:
- Get To Know: Activities for team members to build initial trust.
- Induction to the Area: Basic understanding of what the function and team is about so
that members can enter planning with enough perspective to contribute effectively.
The Team Leader hosts a Planning Space with the team that can involve the co-creation
of:
- Team Purpose: What is our picture of success and why am I here?
- Expectations: How will we work together? Rules for Team Functioning.
- Goals: What are our Targets? How will we measure our success?
- Strategies: How will we get there? The key projects/ plans of action that will achieve the
team purpose and goals.
- Budget: How much can we spend/How much will it cost? A Summary of predicted
incomes and expenses over the team duration
- JD: Who is doing what? The Allocation of the plan tasks to specific individuals in the
team. Also known as an Individual Action plan.
- Deadlines: When will it be done? Once tasks are allocated, deadlines are given to those
individuals.
The Team Leader has the initial one-to-ones to clarify team member role and JD and set
personal development plan.
- Individual Action Plan: Ensure that the team member is aware of their goals,
responsibilities, deadlines and tasks, Check on their capacity and ability to achieve it.
Offer support and resources for them to achieve their goals.
- Personal Goal Setting: Understand why this team member is here and what do they
want to achieve in their AIESEC Experience. Set personal goals for their development and
learning.
INTRODUCTION
(Get to know, Team Bonding
Induction to the function/area)
PLAN
(Co-creation of Team Purpose,
Expectations, Goals, Strategies,
Budget, JD, Deadlines)
PERSONAL GOAL
SETTING
(Set the Individual Goals and
Action Plan, Make Personal
Goals for Development)

4. Regularly, the Team Leader hosts Meetings to track team performance and track
the achievement of the plan. Depending on the duration of the team experience,
teams can have Team Reviews for a Plan and Team Checkpoint.
- Tracking of the Plan: Team Leader will track the goal versus achieved of the
project and delegate new tasks to team members.
- Team Performance: Done/Not Done for the deliverables/ tasks of each team
member.
- Team Review: Monthly/Quarterly or Semester check points of the plan.
Regularly, the Team Leader hosts One to Ones with individual team members for
Tracking and Coaching of their Action Plans and Personal Goals.
-Tracking Individual Performance: Check overall achievement of the individual
action plan, recognise achievements and coach for higher performance.
- Personal Goal Tracking/Coaching: Check achievement of personal goals and
set higher/new personal goals.
- Feedback: Team Leaders should give regular feedback when they see
behaviours/actions that can be improved.
Depending on the team duration, the team leader can have Team Days to
address team needs. This can involve: team bonding, team activities, rewards and
recognition and feedback.
-Team Bonding: This can range from hosted get to know spaces to having fun
together as a team.
- Team Activities: Specific team activities/games to address team needs, usually
hosted by someone outside of the team.
- Appreciation: Recognise team and individual efforts during the team duration
REGULAR
TEAM MEETING
(Regular Tracking of the Plan
and Team Performance, Team
Review)
REGULAR
ONE TO ONES
(Tracking and Coaching of
Individual Performance and
Personal Goals, Feedback)
TEAM DAY
(Team bonding, Team
activities, Appreciations)

5. As the team experience is coming to a close, reporting about the key results achieved and
not achieved and why should be done to report to stakeholders (MC, EB, Members) and
also to support successors.
- Key Results Achieved/Not Achieved: The Report should contain the plan versus
achieved for the team duration and why this happened. The report can also contain key
learnings and recommendations for successors.
The Team Leader is responsible to ensure transition from his/her team to the next is
completed.
- Knowledge Transfer: Successors should be equipped with what the term will look like,
key knowledge needed for responsibilities and tasks,
- Skill Transfer: Successors should be equipped with the skills your team learnt throughout
the duration and key skills needed to fulfil responsibilities. This can be done through
shadowing, simulations and working side by side for final team projects.
- Attitude Transfer: Successors should be prepared for what the team experience will be
like and what they will encounter and therefore what mindset they should have
- Document Transfer: All documents should be transferred (ideally online). This includes
meeting minutes, tracking tools and reports.
The Team Leader is responsible to ensure that each team member is able to debrief their
experience as they head towards the future.
- Team Experience Debrief: What happened in the team experience, recapping the
journey and development path.
- Key Learnings: What are the key takeaways for each team member. What did they learn
about themselves, about the world and about each other.
- Next Steps: Based on the team experience and personal goal setting, what are the next
steps for each team member. How can the team and team leader support them to move
forward?
REPORT
(Key Results
Achieved/Not
Achieved)
TRANSITION
(Knowledge, Skill,
Attitude and
Document Transfer)
DEBRIEF
(Team Experience
Debrief, Key
Learnings, Next
Steps)