Learning and Development Guidelines

Andrés Escárraga
TMP&TLP Quality Team Leader
Talent Management at AIESEC in Cali
Membership
Learning & Development
Guideline

Member Development Benefits
Focused in Talent Management and members development brings benefits for team
members, team leader and our organization.
Team Leader
• Grows talent
• Increases retention as it encourages
a sense of belonging and career
longevity
• Enables resource planning
• Ensures a supply of talent into key
roles
• Ensures access to Talent across
AIESEC
• Helps overcome challenges with
candidates or skills shortage for key
roles
• Focuses investment in learning
Team Member
• It enables a process of aligning
personal goals and needs with those
of the LC
• Provides a clear short & long term
focus
• Working through development
actions increases chances of success
in achieving aspired AIESEC career
goal
• It encourages continuous learning,
development & flexibility
• Increases motivation and
satisfaction
• Provides a sense of achievement

How to Identify the Development based on Performance / Potential
DEVELOP
May be an individual who has recently been
promoted and has not had an opportunity to
demonstrate higher performance.
Focus should be on coaching and a solid
development plan. If an individual has been in
the role for some time, there could be a serious
issue.
STRETCH/DEVELOP
Individual is a valuable asset for the future.
There is still room for maximizing performance
in current role; potential may not fully be
realized yet.
Focus should be on increasing performance
contribution to "high" after which greater
challenge and/or broader scope are likely.
STRETCH / NEW ROLE
Individual has mastered the current role and is
ready (and anticipating) a new challenge.
Next steps are to provide greater scale and/or
scope or a new assignment which will stretch
them in a significant way to provide new skills.
Retention is critical.
OBSERVE
Individual shows some potential but
performance considered low at this time.
Focus should be on reasons for lower
performance and actions to improve
performance. If performance does not
improve, potential should be reassessed and
performance improvement plan put in place.
DEVELOP
Individual has potential for increased
accountabilities and is meeting current
performance expectations.
Development should focus on increasing
performance contribution to "high" with further
assessment of potential growth.
STRETCH/DEVELOP / NEW ROLE
Individual is exceeding performance
expectations and is a good candidate for
growth and development.
Development should focus on closing specific
gaps needed to broaden or to move to the next
level of responsibility.
OBSERVE/EXIT
Individual is not meeting performance
expectations and demonstrates limited
potential.
Focus should be on significant performance
improvement or finding a more suitable role
(internal or external).
OBSERVE
Individual is currently a consistent contributor
but shows limited potential.
Focus should be on maximizing performance
while assessing future potential and/or a more
suitable role. There may need to be a plan for
a successor. In some instances, if
performance declines or individual is a
"blocker", retention may be reviewed.
DEVELOP
Individual is a strong performer but unlikely to
move to a higher level role.
Engaging this individual will be important for
continued motivation and retention. This
individual may be a real value to developing
others.
Potential
LOW
HIGH
HIGHPERFORMANCE
Development&Potential
Performance & Commitment
Andres Escarraga - andres.escarraga@aiesec.net

Membership Learning & Development Success
The Learning and Development is the primary responsibility of each
member, with the support & encouragement of Team Leaders and
organization
Our members need to:
Be self-managing & drive their career
Keep on learning & self-development
Understand business trends and needs
Ensure their employability
Prepare for competence, not concrete jobs
Build large networks
Think of different career options, not just ladders
How to begin? – Make a Goals Setting!!

..is the process aimed at effectively reaching organisational goals
through breaking down the organisational goals into a series of
smaller goals. On member level the team leaders set and track
SMART goals for the area the member is responsible for.
Importance:
• Direction of working is defined
• Measures of success are clear
• Contribution to LC-Performance is
comprehensible
• Motivation is higher
 Reaching strategic goals with intense member involvement
Goal Setting and Tracking…

• Define measurable goals for the area the
member is responsible for.
• Set goal fitting to LC/team related goals
and members abilities and interests.
• Clarify the contribution of members
work to organisational goals and
MC/LC/team specific intentions.
• Keep the SMART-Principle in mind and set
Specific, Measurable, Attractive, Realistic and
Timeable goals!
How can I do Goal Setting?
Being SMART!

How to orientate your members Goals
Organisational goals of AIESEC
International
Strategic goals of MC
Colombia
Strategic goals of
LC Cali
Specific
team goals
Members
Goals
Breaking down
organisational goals
to member level!

Let’s start this -> Doing your first PDT
Objetivos de las charlas de desarrollo (PDT)
• Analyze strengths and weaknesses of your
members
• Show opportunities in AIESEC according to
members abilities and interests
• Reflection of AIESEC experiences and talk
about Key Learning Points
 Supporting the personal development of
your members

• How long? Talk of about 1,5-2 hours
• When? usually at the beginning of the semester
• Who? e.g. VPs/TL with team members, LCP
with VPs, TM members with newies and
returnees (depends from LC to LC)
• Where? comfortable atmosphere (e.g. café)
• What happens with the documentation? With
consent of the members it goes to the VPTM
and the respective VP
How to do a Personal Development
Talk PDT (Charla de Desarrollo)

Self-
Awareness
Feedback and
Orientation
Seek & Create
Opportunities
L&D Goals:
Learning and
Career Plans
Etapas de las Charlas de Desarrollo
•There are four steps in the career planning process and key tools used under each:
1 2 3 4
 Educational and professional
XPs.
 Evaluate past performance.
 Personal SWOT, Belblin, DISC
 Leadership style test
 Favorite Learning Environment
 Passions, likes and dislikes
 The AIESEC way!: How to
Living @Values
 GCM and realize a CAT 360
 TMP&TLP Growth
Opportunities
 Your L&D goals orientated
with AIESEC Goals
 Beginining at right role
according of your interest
and your background,
examine MoFs.
 Examine L&D
opportunities: On Job, Near
Job and Training.
 Know about LC Goals and
Functional Areas Goals and
LC Plaining
 Set your goals oriented to Area
Goals.
 Align career options and
development preferences with
Manager/HR
 Refine plan after Mgr/HR review
 Agree resources
 Take action & review progress
Esta información será registrada en la herramienta LearningTracker
Para saber más consulta la guía: Charla de Desarrollo+Herramienta

Learning and Development Guidelines

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