This document discusses coaching within AIESEC in Serbia. It provides definitions of coaching versus mentoring, highlighting that coaching is short-term and task-oriented while mentoring is long-term and relationship-oriented. It also shares perspectives from AIESEC members on wanting clarity on purposes and benefits of their positions. The document outlines skills coaches should have and why coaching is important for member development, motivation, and organizational processes. It proposes a coaching framework and provides tools to track coaching implementation and member development through coaching.

1. AIESEC in Serbia

2. … what is coaching for you?
… how do you coach your TLP/TMP?
… how often do you coach your members?
… how do your members develop through the coaching?
… if you have evidence for their development?
Let us ask you something:

3. Coaching vs. mentoring
Coaching Mentoring
Short- term Long-term
Performance driven Development driven
The agenda is focused on achieving specific,
immediate goal
Agenda is set by providing support and
guidance to prepare members for future
roles
Helping a member to improve awareness, to
set and achieve goals in order to improve a
particular behavioral performance
Helping to shape a member’s beliefs and
values in a positive way
Task-oriented Relationship oriented.
Coaching focuses on helping a TL and a team member to
discover answers for themselves!

4. Next page

5. What our members think?
I am asked to
work, but I don’t
know the
purpose
I didn’t want to
be allocated to
this position
I can’t see my
benefits from
this position.
Coaching
Plan Track Coach Goal
Current GAP Future
How to?
Why?

6. Main skills each Coach should have:
Click here for more

7. Why is coaching important?
Development of our
TLP/TMP
Motivation to work
and continue with
AIESEC experiences
TMP/TLP becoming
better in processes
Click here for more

8. Are we tracking Leadership Journey properly?
The role of Coaching in Leadership Journey
„We are an organization
led by students that has
been recognized by World
Economic Forum at Davos
as the one that provides
leadership experiences
for its members because
it drives them trough
Inner & Outer Journey.“
Click here for more

9. PERSONAL
PROFESSIONAL
TEAM
Click here for meeting AGENDA and questions
Activity Time Duration
1. Update 10 minutes
2. Recognizing
bottlenecks
20 minutes
3. Next week
priorities
15 minutes
4. Team Talk 15 minutes
5. Working Time 60 minutes
FEEDBACK

10. Click here for meeting AGENDA and questions
PERSONAL
PROFESSIONAL
TEAM
Activity Time Duration
1. Update 10 minutes
2. Recognizing
bottlenecks
20 minutes
3. Next week
priorities
15 minutes
4. Team Talk 15 minutes
5. Working Time 60 minutes
FEEDBACK

11. Click here for feedback guide and agenda meeting

12. How members learn & develop
1. I do it, so I know what I’m teaching 2. We do it, together
3.Youdoit,Iwatchit
4. You do it, alone5. You do it, someone else learns
Perfectexperience

13. Team Minimums
Team
Communication
Feedback
Behavior Expectations RnR
Click here for more

14. How to implement the Coaching Framework?
Explain your VPs the importance of couching & your
current, probably low, productivity (we can do it better,
yeah?)
Organize Consultancy Space
Track the implementation through Team Minimums
Checklist and ask for the outputs
Check the quality of coaching & the level of members’
satisfaction
Now, check your productivity again!

15. Click here for an example of Coaching Tool

16. If you have any questions,
contact your LC VP TMs, MC VP TM and MC Managers 