NSC2015 - Pre conference
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This document outlines the planning process and timeline for a national strategic conference. It includes sections on understanding purpose and protocols, researching internal and external factors, developing plans around growth, leadership, projects, finance, and talent, and defining goals and key performance indicators. The timeline spans multiple days and includes activities like leadership planning meetings, defining commission identities, reviewing exchange plans, providing bottom-up input, optimizing processes, and finalizing strategic plans, budgets and talent assessments.
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Several updates were provided about AIESEC's new descriptor, logo, and programs. The document explained AIESEC's marketing flow which includes 5 stages - Aware, Appeal, Ask, Act, and Advocate. It described how people initially become aware of AIESEC, learn more about it, ask questions, apply and register for opportunities, and finally advocate for the brand after their experience. The marketing channels, customer journey, application process, and use of the AIESEC World app were also summarized.
AIESECUD - High performing mindset (exploreHR.org)
This document outlines the seven elements of a high performing mindset: 1) Desire to succeed and achieve one's purpose, 2) Commitment built on integrity and wisdom, 3) Accepting responsibility and accountability for one's actions, 4) Hard work through preparation and sacrifice, 5) Positive believing through preparation and effort rather than just positive thinking, 6) The power of persistence through commitment, determination and finishing what one starts, and 7) Taking pride in one's performance and doing one's best work with humility.
AIESECUD - Why We Fail (exploreHR)
This document discusses 7 reasons why people fail: 1) Lack of persistence, as quitting is easier than continuing to try when facing problems. Winners persist and resist quitting. 2) Lack of conviction, as people without strong beliefs conform and lack courage. 3) Rationalizing failures with excuses rather than learning from mistakes. 4) Not learning from past mistakes and failures. Failure provides lessons if one has the right attitude. 5) Lack of discipline, which is needed to stay focused and avoid distractions. 6) Poor self-esteem from lack of self-respect, leading to making excuses and idleness. 7) A fatalistic attitude where people believe their fate is predetermined rather than being in their control
OPM2015 - Ready to lead !!!
The document discusses how to empower others as a leader. It explains that it takes a leader to know, show, and grow other leaders. It provides guidance on recruiting others by finding people with a growth mindset, exhibiting talent, and being a good fit. It also discusses modeling behaviors to show others how to lead, assessing others to help them develop, and providing support and challenges. The overall message is that effective leaders empower others by knowing them, demonstrating leadership skills, and helping others to continuously grow as leaders.
OPM2015 - My role as mb
This document discusses the role of a middle manager and how they can effectively lead up, across, and down an organization. It identifies that middle managers act as a bridge between strategic and operational roles. They must influence leaders above them, help peers achieve results, and encourage the potential in people below them. The document stresses that as a middle manager, it is important to realize how influential their role is and to make commitments to improve areas like building trust with staff and showing them ownership.
OPM2015 - Living purpose driven experience
This document discusses discovering one's life purpose and aligning one's career with that purpose. It suggests that most people are unhappy with their careers because their role is not aligned with their life purpose. To find purpose, it prompts the reader to reflect on times when they felt fully alive and engaged, and to imagine positive impacts and messages they could create in the world. Once one identifies a rough draft of their life purpose statement, the document advises aligning one's current career with that purpose to experience true joy.
OPM2015 - Dream session
This document discusses facilitating a dream session with an AIESEC chapter to envision its goals over the next six months. Participants were asked to individually draw their dreams for where they want the chapter to be in six months to make them concrete. Their drawings would then be shared to align everyone on a shared vision despite current challenges like decreasing membership and low project conversion rates. The goal was for the drawings to meaningfully represent each person's feelings and vision for turning things around.
OPM2015 - Aiesec knowledge
AIESEC is an international student organization with a history dating back to 1948. It started in several European countries and has since expanded globally to over 100 countries. The organization aims to develop leadership skills in students and young people through international internships and volunteer opportunities.
NSC2015 - Ir & matching
The document discusses EY's international relations delivery model and goals for local committees. The model aims to ensure high quality experiences for customers through effective partnerships between countries. Local committees are responsible for local matching and projects, while the member committee handles national projects and partnerships. The process involves regular communication, matching candidates, delivering experiences, evaluating partnerships, and promoting international opportunities.
NSC2015 - Igcdp realization
The document provides information on the standards and requirements for an international internship exchange program. It outlines 16 standards that must be met by the host entity related to areas like visa and legal documentation, arrival and departure support, accommodation, job description, duration and hours, insurance, and more. It also provides checklists to ensure all documents and information are in order. The document emphasizes that meeting standards is important to deliver a high quality leadership development experience for participants and meet satisfaction goals.
NSC2015 - Workshop ogcdp 116 days of summer
The document discusses a 116-day summer market expansion task force. The objectives were to expand the market reach to achieve sustainability and optimize potential and strengths to increase impact. The final sprint of Market Expansion 2.0 was chosen to organically impact the legacy for the following year by achieving a goal of 1415. Current conditions and targets are shown for fundraising, matching funds, and funds realized for the semester based on initial and revised planning data. Clarification is still needed on market expansion opportunities in local areas and survey results from local coordinators. A simulation part is to be explained by Afifa.
NSC2015 - Listen to our customer copy
This document discusses the results of a customer experience review for AIESEC Indonesia. It identifies several key issues with quality based on customer feedback, including response time, clear information about requirements and visa applications, and execution of job descriptions. The document also examines feedback on working atmospheres and identifies potential bottlenecks. It proposes improving processes, identifying bottlenecks, and developing new initiatives to address issues.
NSC2015 - reframing lead
The document discusses LEAD's ambition to align its value generation strategy through reframing the value of its leadership development model. It aims to intensify inner and outer journeys for LEAD members by striving to provide a complete roadmap and experience based on gathering feedback on elements members received and elements that were missing from their journeys.
Day 0 aiesec indonesia first smt
This document outlines AIESEC Indonesia's plans for the upcoming six months, including its 15 departments and over 45 initiatives. It encourages the current and elect members to work together to make AIESEC Indonesia bigger, better, and stronger through projects like the Global Citizen Project, marketing campaigns, and talent management programs. It introduces the member vice presidents who will lead each department and their goals to expand opportunities for youth development through international exchange.
NSC2015 - my pitstop & your kickoff
This document outlines the objectives and agenda for a team kickoff meeting. The meeting aims to realign legacies and ambitions, discuss what each function hopes to accomplish before June 2015 and their focus and ambitions for 2015-2016, and identify what needs to be bridged between current and future teams to help achieve shared ambitions. The meeting also includes discussing the future direction of the entity and sharing a collective dream or vision.
More from AIESEC UNDIP (20)
AIESECUD - High performing mindset (exploreHR.org)
AIESECUD - High performing mindset (exploreHR.org)
NSC2015 - Pre conference
- 10. PLANNING FLOW
- 14. PLANNING FLOW RESEARCH LCP Meeting Internal & external analysis Dev. block 1516 focus Growth path BSC President identity
- 15. PLANNING FLOW RESEARCH LCP Meeting Internal & external analysis Dev. block 1516 focus Growth path BSC President identity MC Planning
- 16. PLANNING FLOW RESEARCH LCP Meeting Internal & external analysis Dev. block 1516 focus Growth path BSC President identity MC Planning Final BSC MC Identity od growth model talent planning project planning finance planning
- 17. PLANNING FLOW RESEARCH LCP Meeting Internal & external analysis Dev. block 1516 focus Growth path BSC President identity MC Planning Final BSC MC Identity od growth model talent planning project planning finance planning NSC
- 18. PLANNING FLOW RESEARCH LCP Meeting Internal & external analysis Dev. block 1516 focus Growth path BSC President identity MC Planning Final BSC MC Identity od growth model talent planning project planning finance planning NSC commission identity exchange planning bottom-up KPI bsc definition project & finance plan talent planning
- 19. PLANNING FLOW RESEARCH LCP Meeting Internal & external analysis Dev. block 1516 focus Growth path BSC President identity MC Planning Final BSC MC Identity od growth model talent planning project planning finance planning NSC commission identity exchange planning bottom-up KPI bsc definition project & finance plan talent planning Are you excited?
- 20. PLANNING FLOW RESEARCH LCP Meeting Internal & external analysis Dev. block 1516 focus Growth path BSC President identity MC Planning Final BSC MC Identity od growth model talent planning project planning finance planning NSC commission identity exchange planning bottom-up KPI bsc definition project & finance plan talent planning Are you excited?
- 22. to keep in thingsmind exchange ratio per quarter
- 23. to keep in thingsmind exchange ratio per quarter university timeline
- 24. day -2
- 30. day -1
- 33. National commission identity Im tools to optimise process day -1 team minimum for team leader
- 34. National commission identity Im tools to optimise process day -1 team minimum for team leader functional equipment
- 35. National commission identity Im tools to optimise process day -1 team minimum for team leader functional equipment be a good coach in each process
- 36. National commission identity Im tools to optimise process day -1 team minimum for team leader functional equipment be a good coach in each process LEAD: self-aware forming a team
- 37. NSC
- 42. 1516 timeline
- 43. and expect to win you were born to win, but to be a winner, you must plan to win, prepare to win, Zig Ziglar