This document discusses the concept of a global learning environment (GLE) and provides examples of how it can be implemented. It defines key concepts like discovery, reflection, mentoring, learning circles, conferences, and teams. It then provides concrete examples of each concept in the context of AIESEC, such as an outgoing VP mentoring an incoming VP, online learning circles, model UN conferences, and experiences working on an AIESEC executive board team. The overall document aims to explain the importance of the GLE for effective learning and give guidance on how to create such an environment.

1. Global Learning
Environment
Why is it important?
How Can You Implement?

2. GLE – Its Importance
q It helps create specific environments required for
effective learning depending on the situation & profile of
learners.
q It gives a trainer/leader well defined implementation
channels to make an effective delivery.
q It keeps in mind the global perspective and is not
restricted to a particular race/origin. I can be used for
learners from different backgrounds.

3. How and Where do we use
the Global Learning Environment??

4. Discovery comes from the verb ‘Discover’,
which means to find(something or someone)
unexpectedly or in the course of a search.
Reflection refers to serious thought or
consideration.
This Global Learning Environment is self
created & driven. It includes learning from
day to day experiences.
It also includes concentrated effort made by
the individual towards creating such an
environment for him/herself.
Creation of an experience report at the end of a
program/experience in AIESEC. This will make sure
the person analyzes his/herself & learns through
individual discovery & reflection.

5. Example for Individual Discovery &
Reflection
Individual Discovery & Reflection of a LCVP term –
Through a LEAD Session:
LCVP
Half Way
through
term
The Objectives for Reflection is as follows :
q To create avenues of identifying failures.
q Creating Learning avenues from those failures.
q Increase in personal competence.
q Increase in efficiency post individual discovery & reflection.
Individual
Discovery &
Reflection

6. Example LEAD- Individual Discovery & Reflection
Let’s revisit the starting line
WHAT REAL REASONS BROUGHT ME TO THE EB?
WHAT WERE MY DREAMS?
WHAT CHANGE DID I WANT TO FOSTER?
WHAT WERE MY HOPES FOR MY PERSONAL EXPERIENCE?
WHAT WAS MY LEVEL OF ENERGY?
HOW PASSIONATE WAS I ABOUT THE JOURNEY THAT WAS
STARTING?
HOW WOULD I DESCRIBE THE PERSON I
WAS WHEN I STARTED MY TERM?

7. Example LEAD- Individual Discovery & Reflection
Let’s revisit Q1
WHAT FEARS DID I HAVE?
HOW DID I OVERCOME THEM?
WHAT CHALLENGES STOOD IN MY WAY?
HOW DID I FACE THOSE CHALLENGES?
WHAT GOALS/TASKS SEEMED IMPOSSIBLE TO ACHIEVE?
HOW MANY OF THESE GOALS/TASKS DID YOU MANAGE TO
ACHIEVE?
WHAT MADE IT POSSIBLE FOR ME ACHIEVE THE SAME?
WHAT WAS NEW IN ME AT THE END OF Q1?

8. Example LEAD- Individual Discovery & Reflection
Let’s revisit Q2
FEARS WAS I STILL CARRYING?
WHAT NEW FEARS AROSE?
HOW DID I OVERCOME THEM?
WHAT CHALLENGES STOOD IN MY WAY?
HOW DID I FACE THOSE CHALLENGES?
HOW HAD MY PERCEPTION OF IMPOSSIBLE CHANGED BY THEN?
HOW COULD IDEFINE MY NEW LEVEL OF SEEING SITUATIONS AS?
WHO HAVE I BECOME BY THE END OF Q2?

9. Mentoring refers to ‘advise or train,
especially a younger colleague.’
Mentoring is a process of one to one
tutorials/guidance being given to
someone who is inexperienced in a
particular field or organization.
It is a common practice in many large
organizations as part of their transition
programs and new projects.
The outgoing VP most probably becomes a mentor for the incoming VP in
a Local Committee Executive Board. It helps the incoming person to
make more informed & mature decisions without repeating the mistakes
made before, giving him/her a learning right at the start of their
experiences.

10. Example for Mentoring
Middle Level Management(MLM)-General Body
Mentorship Module:
MLM
Mentorship
General Body
The Objectives of Mentor is as follows :
q To help induct a new recruit into the organization culture.
q To be the initial critic in the member’s AIESEC career to help mould his/her path.
q To guide the member through his/her initial struggle/success in the organization.

11. Week 1
Initial Mentoring with
the Operational
Induction Package
Taking the Mentees
for a “Live”
Appointment/IS/Goal
Setting
Helping the Mentees
through the live
simulation of a
matching mania/
matching day

12. Week 2
Help the Mentees
through the
AIESEC Journey
Assessment & in
its progress
Hold a meeting with
the Mentees
individually to
gauge their
experience in the 1st
10 days
Make a report on
the progress of
your mentees &
submit it to the
VP TM

13. Week 3
Performance
Review of the
Mentees
In case of poor/not
satisfactory
performance,
create a 2 week
POA of simple
action steps
In case of satisfactory/
good performance,
create a growth path
for the mentee for the
next 2 months

14. Week 4
Conclude your formal
mentorship
experience. Review the
4 weeks. Take them
through key learnings.
Co-create a 4 week
report for each
Mentee in terms of
their growth curve
Create a
communication
channel with all your
mentees to maintain
constant guidance
throughout their
AIESEC XP

15. Learning Circles is the process of learning
through the mix-match of the thoughts &
ideas many minds, working in tandem
towards a common goal.
It helps with innovation & assurance
around the core idea, as more minds are
involved in the process.
It is where most of the creativity happens
in most companies. It is also the cause of
most breakthroughs in the modern era.
A Local Committee, a conference delegation etc in AIESEC are pure
examples of natural learning circles. However, learning circles can
also be formed for the purpose of learning a particular skill or topic.

16. Example of a Learning Circle
Online Learning Circles:
Online Learning Circles are
teams of distance learners
who use technology to gain
a deeper understanding of
areas of shared interest.
The structure balances
individual with collective
responsibility to provide a
setting which allows
everyone to achieve their
learning objectives.

17. Conferences and Seminars are a means
to create mass learning in a short span
of time.
These include the delivery of
knowledge/strategy that is applicable to
a large group of people striving to
achieve a similar goal/vision.
Conferences are a powerful tool used by
all major companies to help drive
collaborative learning & optimized
performance.
A prominent external example would be a Model United Nations. It is a
space for mass learning & discussion.
Internally in AIESEC, conferences are probably the best used element of
the GLE and is utilized at all levels of hierarchy.

18. A Team refers to a group of people with
different skills & different tasks, who work
together on a common project, service or
goal with the meshing of functions and
mutual support.
Team experiences form the core learning
experience of most organizations in the
world today. Being able to be part of a team
& working together is an important skill to
posses.
Making sure the selection of the team is
done carefully to ensure everyone has a
fruitful experience is of utmost importance.
AIESEC has numerous examples of Team Experiences viz an EB, MC or
Organizing Committee Experience. Setting team principles & goals are very
important and is what constructs the experience of the team at the end.

19. *As covered in Virtual Learning