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This document divides tasks into four quadrants based on their importance and urgency. Important and urgent tasks fall in the "manage" quadrant and require focus, while unimportant tasks that are not urgent fall in the "avoid" quadrant as they are a waste of time or involve deception.
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1) The Trainers Education Flow is a tool to develop the training skills, knowledge, and attitude of all trainers in AIESEC Serbia through achieving different levels.
2) There are three levels - Deckhand (junior trainer), Sailor (trainer), and Captain (senior trainer) - which are achieved by gaining points through facilitating various trainings and conferences.
3) Points are awarded for local, national, and international events, with higher points given to intercity, national, and international opportunities. Tracking of points is transparent and available for all trainers.
AIESEC Opportunities: Becoming a changemaker
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Goal Setting Ppt
This document outlines questions for personal reflection on goals, skills, and opportunities. It prompts the reader to consider their personal goals over the next few years and long term, the skills needed to achieve those goals, and how to leverage opportunities through AIESEC to develop those skills. The overall aim is for individuals to develop a plan to work on skills that will help them achieve their goals and find happiness.
Opportunities In [2]
AIESEC is a global student organization with opportunities for conferences, leadership roles, and international exchange experiences. Members can participate in over 350 conferences annually to network and gain training. Leadership roles are available locally as Executive Board members, nationally as Members Committee representatives, and globally as AIESEC International members. Exchange programs allow members to live and work abroad for 1-6 months. Functional areas within AIESEC include people development, external relations, and projects.
Ep Intro
This document outlines the agenda for an International Experience Track event. The objectives are to get to know others preparing for or currently in an international experience, enable discussion and reflection, and have fun building a positive spirit. The agenda includes sessions on AIESEC globally, stereotyping and culture, life abroad, and a cultural movie night. It aims to provide an environment where participants can actively learn from each other and develop their potential to positively impact society through international experiences.
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1. Loan officers at microfinance institutions face tremendous pressure from management to meet quotas and deadlines. This pressure can include disbursing more loans, reducing late payments, and working long hours.
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1) The Trainers Education Flow is a tool to develop the training skills, knowledge, and attitude of all trainers in AIESEC Serbia through achieving different levels.
2) There are three levels - Deckhand (junior trainer), Sailor (trainer), and Captain (senior trainer) - which are achieved by gaining points through facilitating various trainings and conferences.
3) Points are awarded for local, national, and international events, with higher points given to intercity, national, and international opportunities. Tracking of points is transparent and available for all trainers.
AIESEC Opportunities: Becoming a changemaker
AIESEC offers opportunities for leadership development through experiential programs. Their Experiential Leadership Development program allows members to explore and develop competencies like a global mindset, entrepreneurial outlook, and social responsibility. Their Team Member and Team Leadership programs provide practical team experiences, skills development, and access to a global network. AIESEC also offers Global Internship and Global Community Development programs to gain professional experience, accomplish societal impact, and develop leadership skills while building a strong international network.
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This document outlines questions for personal reflection on goals, skills, and opportunities. It prompts the reader to consider their personal goals over the next few years and long term, the skills needed to achieve those goals, and how to leverage opportunities through AIESEC to develop those skills. The overall aim is for individuals to develop a plan to work on skills that will help them achieve their goals and find happiness.
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AIESEC is a global student organization with opportunities for conferences, leadership roles, and international exchange experiences. Members can participate in over 350 conferences annually to network and gain training. Leadership roles are available locally as Executive Board members, nationally as Members Committee representatives, and globally as AIESEC International members. Exchange programs allow members to live and work abroad for 1-6 months. Functional areas within AIESEC include people development, external relations, and projects.
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Citius The Derdians
The document provides instructions for a simulation game where delegates are divided into two groups - "Experts" and "Derdians". The Experts must work with the Derdians to build a paper bridge in 30 minutes. However, the Derdians have a unique culture with rules around touching, greetings, saying yes/no, and gender roles for tools that could complicate the project. The game is meant to teach delegates about cross-cultural communication and international cooperation skills. Facilitators are advised to introduce the game professionally and have a discussion afterwards to emphasize how such skills are important for careers requiring global engagement.
Walk D Talk
The document summarizes the performance of AIESEC Denmark from January 2008 to September 2008. It provides statistics on the number of exchanges realized, members, leadership positions, and goals for the year and beyond. Specifically:
- AIESEC Denmark realized 67 exchanges and had 8 members in leadership positions from July to September 2008.
- Their goals for July 2008 to June 2009 were 67 exchanges realized and 212 members.
- They saw an 80% growth in exchanges from July to September 2008 compared to the same period in 2007.
Managing Performance
1. The document discusses performance management in AIESEC and how it is used to track progress towards goals.
2. It presents a case study of a local committee called "Moreissue" that aims to realize 20 exchanges by July 2009 but currently has a gap of 20 exchanges.
3. Potential solutions are proposed to close the gap, including an IT program, summer program, and internal alumni promotion. Key actions, timelines, and metrics are outlined to implement the solutions and track performance.
Aiesec Globally
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Project Citius
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Conflict Management
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The document summarizes the performance of AIESEC Denmark from January 2008 to September 2008. It provides statistics on the number of exchanges realized, members, leadership positions, and goals for the year and beyond. Specifically:
- AIESEC Denmark realized 67 exchanges and had 8 members in leadership positions from July to September 2008.
- Their goals for July 2008 to June 2009 were 67 exchanges realized and 212 members.
- They saw an 80% growth in exchanges from July to September 2008 compared to the same period in 2007.
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1. The document discusses performance management in AIESEC and how it is used to track progress towards goals.
2. It presents a case study of a local committee called "Moreissue" that aims to realize 20 exchanges by July 2009 but currently has a gap of 20 exchanges.
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Matrix Handout
- 1. URGENT NOT URGENT MANAGE FOCUS IMPORTANT Quadrant of Necessity Quadrant of Quality and Personal Leadership AVOID AVOID NOT IMPORTANT Quadrant of Deception Quadrant of Waste