This document outlines a members development program created by AIESEC to develop leadership skills in its members. The program aims to connect organizational needs with individual member development. It consists of an inner reflection component and an outer experience component to provide holistic growth. Members set personal goals and receive guidance and feedback through individual meetings and assessments with their coach. The program uses tools like personality tests, surveys and tracking to help members increase self-awareness and monitor their progress. Its goals are to improve member retention, motivation, and build a sense of belonging, while providing value to members through conscious development opportunities. Key performance indicators help measure the program's success.
Insha’allah: Co-Creating Positivity in Independent Language Learning through Coaching at CNA-Q
Presenters: Lonnie Croal and Larissa Thurlow, College of the North Atlantic-Qatar, Qatar
The Independent Learning Centre (ILC), housed within the Learning Commons at CNA-Q, is an environment in which learners are encouraged to take responsibility for their learning and deepen their understanding of the learning process. This strategically located space is where autonomy is promoted and supported. The unique challenges of this educational context (high dependence of learners and low meta-cognitive awareness) are an opportunity for a framework of professional coaching. A pilot coaching project carried out over a 15 week semester with a diverse group of English as Foreign Language (EFL) students highlighted the benefits in addressing this gap. We wanted to demonstrate that a shift to coaching would: 1) result in students becoming autonomous and responsible for their learning 2) promote learner reflection at a deeper, more affective level 3) help to remove the stigma associated with receiving Language Support, which is viewed by many faculty and students as “remedial” help. • Would shifting to a coaching focus help reframe how the Language Support Centre and the ILC are viewed both by learners and faculty?
Engage, Empower, Grow!
Course Objectives
Understand your Local Organization better and prepare for recruitment
Provide your Local Organization with tools to conduct effective recruitment
Turn potential members into active & engaged members
Learn how to manage and maintain new and existing members
Presented by Marilyn Coleman, Marilyn Coleman Consulting, August 23, 2010, for the Strengthening Pittsburgh Arts Kickoff Event at Father Ryan Arts Center
The road ahead may look a bit long and treacherous, but with the right fine-tuning, you can prepare your organization to miss the major bumps along the way and go the distance. This presentation outlines how arts organizations can revisit their strategic plan and develop goals appropriate for today’s environment. It also takes a look at characteristics of healthy arts organizations, demonstrates how to focus on what’s truly mission critical, assess the mission and financial effectiveness of programs and projects, and manage effectively so that projects achieve desired results. The presentation also reviews what funders look for when considering requests for support and what they’re saying about prospects for the near future.
Developing Student Leaders through Social ChangeOrly Agawin
Leadership is multi-dimensional and is an ongoing process of development and exploration that occurs throughout many student experiences. Change or development within a Student Body is caused by action (whether positive or negative). If the designated leaders of a community choose not to act, someone else will. It is important to recognize that the actions of individuals or organizations within the Student Body affect the development (change process) occurring within the Student Body.
Insha’allah: Co-Creating Positivity in Independent Language Learning through Coaching at CNA-Q
Presenters: Lonnie Croal and Larissa Thurlow, College of the North Atlantic-Qatar, Qatar
The Independent Learning Centre (ILC), housed within the Learning Commons at CNA-Q, is an environment in which learners are encouraged to take responsibility for their learning and deepen their understanding of the learning process. This strategically located space is where autonomy is promoted and supported. The unique challenges of this educational context (high dependence of learners and low meta-cognitive awareness) are an opportunity for a framework of professional coaching. A pilot coaching project carried out over a 15 week semester with a diverse group of English as Foreign Language (EFL) students highlighted the benefits in addressing this gap. We wanted to demonstrate that a shift to coaching would: 1) result in students becoming autonomous and responsible for their learning 2) promote learner reflection at a deeper, more affective level 3) help to remove the stigma associated with receiving Language Support, which is viewed by many faculty and students as “remedial” help. • Would shifting to a coaching focus help reframe how the Language Support Centre and the ILC are viewed both by learners and faculty?
Engage, Empower, Grow!
Course Objectives
Understand your Local Organization better and prepare for recruitment
Provide your Local Organization with tools to conduct effective recruitment
Turn potential members into active & engaged members
Learn how to manage and maintain new and existing members
Presented by Marilyn Coleman, Marilyn Coleman Consulting, August 23, 2010, for the Strengthening Pittsburgh Arts Kickoff Event at Father Ryan Arts Center
The road ahead may look a bit long and treacherous, but with the right fine-tuning, you can prepare your organization to miss the major bumps along the way and go the distance. This presentation outlines how arts organizations can revisit their strategic plan and develop goals appropriate for today’s environment. It also takes a look at characteristics of healthy arts organizations, demonstrates how to focus on what’s truly mission critical, assess the mission and financial effectiveness of programs and projects, and manage effectively so that projects achieve desired results. The presentation also reviews what funders look for when considering requests for support and what they’re saying about prospects for the near future.
Developing Student Leaders through Social ChangeOrly Agawin
Leadership is multi-dimensional and is an ongoing process of development and exploration that occurs throughout many student experiences. Change or development within a Student Body is caused by action (whether positive or negative). If the designated leaders of a community choose not to act, someone else will. It is important to recognize that the actions of individuals or organizations within the Student Body affect the development (change process) occurring within the Student Body.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
2. Creation of the program
We started with a question: what kind of members we
want to develop and how to do this?
Career paths
program 20122013
Analysis and
brainstorm
Members
Development
Program
3. Leadership we aim to develop
Purpose Driven
People Oriented
Society Oriented
Persistant
to act
4. How we develop such leadership?
By Inner and Outer Journey
Purpose of
journey
Multiple
stakeholders
Self reflection
Support
through
guidance
Values
guidance
Individual
responsibility
and goals
Reinvention
Complex tasks
Challenging
environment
Outer Journey
Personal goal
setting
Inner Journey
5. How to do it right in my LC?
Outer journey
Inner journey
Proper Job Description
Self-reflection platform
(clear responsibilities and goals)
Challenging Job Description
Support in personal goals
setting
(member can learn new skills, cooperate with
different stakeholders)
(personal development)
Feedback based on performance
assessment
Values guidance and
reinvention
(guidance for member how to develop)
(Platform to discover own purpose)
6. How to do it right?
Outer journey
Inner journey
TM processes in LC
Members
Development
Program
7. TM processes in LC
Proper and Challenging Job Description
Performance Assessment of members
9. Goals of the program
Leadership development for every member of
organization.
Connection between organizational needs and
needs of an individual.
Organization
values
Personal values
10. Description
Program allows conscious learning and
development for AIESEC members.
It is support system to build self-awereness
and plan for own development and career.
11. Value for organization
• Increasing members efficiency,
• Better retention rate,
• Increasing members motivation,
• Building feeling of belonging.
Organization
values
12. Value for member
Personal values
• Conscious development,
• Support in finding own purpose,
• Self-awereness,
• Getting self-confidence,
• Getting to know bigger perspective of what I am
doing.
13. Key performance indicators
How we can measure if the program is successful?
• Retention rate in LC,
• Satisfaction of members,
• number of TLP apps,
• number of IXPs (integrated experiences like
TMP+TMP or TMP+X).
14. The program consists of
in the
team
Session about project’s purpose
3
weeks
1st individual meeting
2
weeks
Contacting member
3
weeks
2nd individual meeting
1-2
weeks
Evaluation of the experience
15. Session about project’s purpose
Training in the team „Purpose of my project”
Cover following topics:
My project-what is it about?
Why it is important for customer and society?
What is my influence on success of the project?
How can I develop thanks to this project?
16. What should happen before 1st individual meeting?
Personal Values Assessment (invite your members for online
survey: www.valuescentre.com).You can also suggest:
www.enneagram.pl or www.humanmetrics.com/cgiwin/JTypes2.asp ;
Individual conclusions after Personal Values Assessment.
17. 1st individual meeting
Main goal of the meeting:
Discovering own values and purpose.
MUST DO
Explanation of program,
Expectations setting,
Sharing Personal Values Assessment (member can share main conclusions),
Personal Values Assessment exercise to increase self-awereness,
How do you imagine yourself in 3-5 years?,
How do you imagine yourself after AIESEC?,
What competencies and skills would you like to develop? How you can use
AIESEC?,
What can you do in 1-3 months to develop those skills? (Set deadlines!)
18. 1st individual meeting
Personal Goals Setting
Long-term personal goal setting (described by member- 2-5
years, SMART),
Descprition and goals (Who I want to be after this
experience? SMART),
Skills and competence (described by member),
Possible opportunities for me in AIESEC (career planning),
How I can develop this skills? (ways and tools).
19. • Belbin test (to discover role and contribution to the team);
• Additionally: feedback gathering (team members, friends, family
etc.);
• Personal SWOT analysis preparation by member.
20. 2nd individual meeting
Main goal of the meeting:
Get to know myself better, get to know my contribution to society,
project. Check point of realization of goals (my persistency).
MUST DO
Conclusions after Personal SWOT and Belbin test,
Do you perceive yourself similar like in the test?,
How do I influence others? Environment around?,
Take into consideration: society, university, family, friends, AIESEC team,
How did you realize your goals? Were you successfull? Why yes? Why not?,
Did your long term vision changed? Why? How?,
How did you change during this experience?,
Matching opportunities and interests of member. Presentation of opportunities.
21. Evaluation of the experience
Grab feedback from the member after realizing the
program.
Use our survey or create your own.
22. Tracking the program
As LCVP TM to control if the program is delivered, you
can use the Tracking Tool or create it on your own.
23. Tools for you
1.
2.
3.
4.
5.
6.
7.
Example of Job Description in Polish and English;
Tool for Performance Assessment in English;
Outline for session „My project’s purpose” in Polish and
English;
Belbin test in Polish;
Survey for feedback in Polish and English;
Tracking Tool in Polish.
Training for coaches.
