This document discusses people development in the context of team experience in AIESEC. It provides guidance for team leaders on coaching, training, feedback, personal development plans, and assessing people. The goal is to make people development within a team simple and useful. It discusses understanding people's behavior by knowing their motivations. It also outlines the roles and best practices for team leaders in coaching team members, providing training, giving and receiving feedback, creating personal development plans, and conducting assessments. Useful resources and templates are provided to help team leaders with people development.

1. PEOPLE DEVELOPMENT
IN THE CONTEXT OF
TEAM EXPERIENCE

2. ZDRAVO NA SITE J

3. AIESEC XP
2004-2006
2008-2012
TMP-TLP-MC Ru-MC Mk-MCP-CEE
philology
PR/marketing
TM, Leadership
Create yourself,
inspire others

4. My TLP XP
§ TL for recruitment,
ICX team, OCP
§ MC RD Ru o8-o9
§ MCVP LCD
Mace o9-1O
§ Global TMU o9-1O
Project Manager for
Competency Lab.
§ MCP 1O-11

5. PEOPLE DEVELOPMENT
IN THE CONTEXT OF
TEAM EXPERIENCE

6. LET’S PLAY!

7. “Work and play are words used
to describe the same thing
under differing conditions”
(Mark Twain)
“A game is a series of
meaningful choices”
(Sid Meier, creator of the Civilization game)

8. WHY ARE WE HERE?

9. You are the first person
TO SHAPE
team members’
experience in AIESEC.

10. The main mind-challenges of
a young Team Leader are:
§ "I don't know what to do"
§ "I don't have a step-by-step-
structure in my head, I am lost"
§ "I am not a psychologist, how
should I know what is good or
bad for people?"
§ "I don't want to be a mommy
for everyone"

11. Our goal for today
is to make people
development
within a team
experience
SIMPLE and USEFUL
for you

12. SO, YOU SAID YOU WANNA PLAY?
Topic 1
Topic 3
Topic 2
Topic 4
20
points
50
points
20
points
10
points

13. Topic 1
§ Bla
§ Bla
§ Bla
§ J

14. Topic 1
Topic 3
Topic 2
Topic 4
20
points
50
points
20
points
10
points
SO, YOU SAID YOU WANNA PLAY?

15. PROGRESS BAR

16. FIRST POINTS TO GET J

17. People
behavior
TL as a
“people
developer”
Coaching, Training,
Feedback
PDP
People
assessment
You choose!
10
points
50
points
20
points
20
points
WIN! BOX

18. PEOPLE BEHAVIOR
Wikipedia says
“behavior is influenced by culture, attitudes, emotions, values,
ethics, authority, rapport, hypnosis, persuasion, coercion and/or
genetics. It provides also more details on factors affecting
human behavior and actions (Genetics, Social Norms, Core
Faith & Culture, Attitude)”

19. WHAT
DRIVES
PEOPLE
BEHAVIOR
?

20. KNOW THE ROOTS

21. MOTIVATION (WHY) MATRIX
Them You LC AIESEC
K
S
A

22. What are your
ACTION STEPS?
1. Set the direction and
goals together with every
person
2. Set the tracking system
(way of assessment and
periodicity)
3. Set the feedback
framework
4. Find your Allies (EB,
people in LC/AIESEC
overall, friends, partners,
parents etc)
5. Fight your Bad Guys

23. People
behavior
TL as a
“people
developer”
Coaching, Training,
Feedback
PDP
People
assessment
You choose!
10
points
50
points
20
points
20
points
WIN! BOX

24. PEOPLE
ASSESSMENT

25. TYPES OF ASSESSMENT
§ Self-assessment/TL assessment/peer
assessment/360 assessment
§ Accomplishment Records
§ Assessment Centers
§ Structured Interviews
§ Tests and quizzes
§ …add your own

26. ASSESSMENT COMPONENTS
§ Periodicity
§ Scale
§ Expectation (basis of comparison)
§ Who is assessing whom
§ Format (online, offline, private, public)

27. COMMONLY USED IN AIESEC
ASSESSMENT TOOLS
§ Interviews
§ Tests
§ 360 assessments
§ Personal conversations J

28. People
behavior
TL as a
“people
developer”
Coaching, Training,
Feedback
PDP
People
assessment
You choose!
10
points
50
points
20
points
20
points
WIN! BOX

29. TL AS A “PEOPLE
DEVELOPER”

30. COACHING

31. GROW
model

32. SAMPLE QUESTIONS:
• What is the outcome you want to see?
• Which results you want to generate?
• What will be an outstanding result?Goal
• What is happening at the moment?
• How do you know there is a problem?
• Where are you right now?
• What have you tried so far?
• What do others think of this situation?
Reality
• What have you tried so far? What possibilities of actions
do you see?
• Who might be able to help?
• What are the benefits and pitfalls of that option?
• Which options do you like most?
Opportunities
• What is/are the next step/s and when will you do it/them?
• What might get in the way?
• What support do you need and how/when will you get it?
Will

33. “A true leader
develops leaders,
not followers.”

34. TRAINING

35. FEEDBACK

36. WHAT IS
FEED BACK?

37. HOW TO GIVE?
J L
Sharing of
ideas & info
Description
Observations
Behaviour
Giving advice
Inferences/
interpretation
s/ conclusions
Personal
judgement
ž Focus feedback on the
value it may have to the
recipient
ž I, not WE
ž Ask people for their
assessment before
providing yours
ž Confirm that people
have understood and
encourage them to
respond

38. FEEDBACK RULE
EASY to REMEMBER

39. I
O
Behavior
mpact
utcome
BIO model

40. HOW TO RECEIVE?
Successful
FEEDBACK
Opportunity to
learn and
improve
Acknowledge
your emotions
Avoid being
defensive,
explaining or
justifying If not clear, ask
about the
impact of your
behaviour
Thank other
people for
giving a
feedback

41. People
behavior
TL as a
“people
developer”
Coaching, Training,
Feedback
PDP
People
assessment
You choose!
10
points
50
points
20
points
20
points
WIN! BOX

42. PDP
Personal development plan

43. PDP examples

44. AIESEC MACEDONIA
LEARNING PLANNER

45. People
behavior
TL as a
“people
developer”
Coaching, Training,
Feedback
PDP
People
assessment
You choose!
10
points
50
points
20
points
20
points
WIN! BOX

46. LET’S WRAP IT UP
§ People behavior
§ TL as a “people
developer”
– coaching
– training
– feedback
§ PDP
§ People assessment

47. YOUR TAKE AWAY’S

48. Useful resources, links and tools
§ Feedback handout – OUTPUT
§ Assessment handout – OUTPUT
§ PDP templates – OUTPUT
§ Coaching guides – OUTPUT
§ Learning Planner example:
http://bit.ly/TGzg5A
– Or download it from my@net:
http://bit.ly/TLbLFC

49. Q&A

50. Anya Dvornikova
Анна Дворникова
RedhairedAnya
uxevent.com
anya@uxevent.com