This document provides an overview of AIESEC, including its history, vision, values, leadership development model, and functional areas. Some key points: - AIESEC was founded in 1948 to promote peace and fulfillment of humanity's potential through international exchange experiences for youth. - Its leadership development model focuses on empowering others, self-awareness, and engagement with global issues. Exchanges provide opportunities to develop these skills outside one's comfort zone. - Core values include striving for excellence, integrity, transparency, diversity, and sustainability. - Functional areas include talent management, business development, marketing, and organizing international exchanges and volunteer programs. - The goal is to prepare youth

1. WELCOME
BOOKLET

2. The AIESEC Way is the members‘ guide that explains what is the purpose of our
WHATHOWWHY
The AIESEC Way is explained through the Golden Circle model which provides
The goal of this document is not for members to try and memorise all words or concepts. This
document you should only glance through. It will not solve all your problems or answer all of your
REMINDER:
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3. Second World War by a group ofyoung
people from Europe (Belgium, Denmark,
Finland, France, Netherlands, Norway, and
Sweden). Our fundamentals were shaped
Since then, the world has been changing
faster than ever before. We believe that
and they must learn to adapt quickly and
solve problems. This is whyAIESEC strives
for Peace & Fulfilment of Humankind´s
In today’s context, ‘Peace’ does not
necessarily mean only avoiding war. Peace
can symbolize a world that does not have
conflicts that arise from cultural, religious,
or other aspects of differences in
humanity. Peace can also symbolize being
in harmonywith yourself. AIESEC strives
to build a world where people can work
towards their own understanding of
understanding the views of others.
Through “Fulfilment of Humankind’s
where people can be the best version of
themselves.
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4. Complex and
Interconnected World
Uncertain
World
Declining Trust in
Formal Leaders
explore and develop their leadership
sphere theywould choose.
We place our confidence in youth because
they have the passion, dynamism and
entrepreneurial spirit that are needed to
shape the future. They have the
responsibility to improve tomorrow by
choosing who theywill be today.
Our Unique Leadership Development Model
AIESEC’s leadership development model seeks to prepare youth to take a stand on what they
This is the leadership that we believe in and develop.
Empowering Others
Develops & empowers other people
Engages with others to achieve a bigger purpose
Adapts and shows resilience in the face of challenges
Takes risks when needed
SelfAware
Understands and lives personal values
Focuses on strengths over weaknesses
Explores one’s passions
Believes in their ability to make a difference in the world
Interested in the world issues
Enjoys taking responsibility for improving the world
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5. Cross-Cultural Exchanges
AIESEC provides an opportunity foryoung people to work orvolunteer abroad in non-familiar
environments. This allows them to step outside their comfort zone and expand their worldview, while
connected world.
Team Experiences
AIESEC members work in teams to create and manage these cross-cultural exchange experiences. This
provides an opportunity for our members to live powerful team experiences and develop their own
Inner and OuterJourney
framework AIESEC provides in every experience, enabling young people to learn the most from every
that what someone learns from any experience will staywith them forever.
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6. WHAT WE ENVISION:
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7. OurValues
Striving For Excellence
to deliver the highest quality performance in everything we do.
Some examples of living this value:
fulfil our commitments and conduct ourselves in a way aligned with
what we envision
Some examples of living this value:
We communicate openly and honestlywith all stakeholders.
AIESEC.
Some examples of living this value:
We celebrate ourvictories by sharing our achievements.
of others.
Some examples of living this value:
We encourage and delegate responsibility to the new members ofAIESEC in
We empower members to deliver exchange experiences.
Living Diversity
Some examples of living this value:
We interact with members from a large range of countries and territories at
global conferences and living the cross-cultural exchange experience.
experiences.
Some examples of living this value:
future years.
We support each other and we build on what has been done in the past.
To shape our culture we keep in mind to:
Engage and align our
stakeholders with ourvalues
Confront contradictory behavior
that goes against ourvalues
Reinforce ourvalues constantly
We create a dynamic and welcoming environment through the active
and
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8. Global
global network that takes ownership to make the world a
AIESEC does not have a pre-defined or officially accepted
Independent
bodies in its work, sustainability or decision-making. As an
them.
Not-For-Profit
resources sustainably to generate more impact rather than
making profit for shareholders.
Youth-Run
AIESEC is completely run byyoung people - the majority of
whom are students and recent graduates.
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9. Appendix 1: Our Leadership Development Model and Inner and OuterJourney
fundamentals, which enable life-long leadership journey of young person.
The Inner and OuterJourney concept grew out of a “new models of leadership”
discussion held with the World Economic Forum. Based on research of the best
leadership experiences provided byAIESEC, the following elements describe what
people go through during theirAIESEC experience(s) and what helps them learn
and develop the most.
for everyone.”
Self-aware: “I know what I am good at, what’s
important to me, and what I am passionate
about. I am constantly exploring what I want
to achieve in my life.”
to challenges. I am flexible and I am always
fall I always stand back up.”
Empower others: “I am able to communicate
ideas clearly, engage in meaningful
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10. Impact
Individual responsibility
Taking individual responsibilitywith clear goals is a first step in the outer journey of leadership
development
Challenging role and environment
Your role and surrounding environment push you to leave your comfort zone, enabling you to
learn.
different types of stakeholders (boss-customer-colleague, AIESEC-company-NGO, etc.)
Reflect on your experience
Support system
In the outer journey there should be some support system for the inner journey. It can be a
mentor, coach, buddy, etc. A support system can be provided byAIESEC or any other external
stakeholder.
Set personal goals
goals for what you want to gain from the experience.
Understand your personal values
By living the experience and going through inner journeyyou realize the fundamental things
about yourself – yourvalues and how they impact your everyday life.
Reinvent yourself
Capturing the learning from this experience to use it in the future; Understanding your ‘new self.
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11. Functional Areas:
TM - Talent Management - Functional area that is responsible for
attracting new members and works on creating the best experience
for the members of the organization, as well as maintaining their
education.
IGV - Incoming Global Volunteer - Functional area that makes you
get out of your comfort zone by organizing projects based on
different SDGs where people from other countries help raise
awareness about the current problems.
MKT - Marketing - The functional area in which the magic happens!
Yes, you’ve read that right, in MKT we are exploring the creativity to
unknown depths and looking for the perfect visuals that can attract
millions! Thinking outside of the box it’s our way of lifestyle.
BD - Business Development - Functional area that is responsible for
communication and collaboration with the business sector. This
functional area works on servicing the partners by connecting them
to the youth.
OGX - Outgoing Exchange - Functional Area that directly contributes
to the vision of AIESEC, by sending people on cross-cultural
exchanges. It is the place where you learn how to master sales, get in
touch with International Relations and learn to do strategic planning
and marketing.
So fasten your seatbelt and get ready to boost your capacity even
more!

12. Contacts from
MC SPARTANS:
MCP
Mihail Trpchevski
mihail.trpcevski@aiesec.net
+389 75 550 413
MCVP TM
Hristina Nelovska
hristina.nelovska@aiesec.net
+389 71 361 219
MCVP BD
Filip Dzambazoski
filip.dzambazoski@aiesec.net
+389 71 363 880
MCVP OGX
Ivana Jordanova
ivana.jordanova@aiesec.net
+389 76 486 250
MCVP IGV
Tatjana Sotirovikj
tatjana.sotirovik@aiesec.net
+389 77 888 423

13. Contacts from TLs:
OCP PITCH PLEASE
Filip Cvetkovski
filip.cvetkovski@aiesec.net
+389 75 507 356
OCP Conference
Slobodanco Gorgiev
slobodanco.georgiev@aiesec.net
+389 75 867 295
TL OGX
Ognen Jankulovski
ognen.jankulovski@aiesec.net
+389 78 870 168
TL TM
Sara Evroska
sara.evroska3@aiesec.net
+389 71 388 295
OCP “Diffriends”
Iva Stefanovska
iva.stefanovska@aiesec.net
+389 72 304 225
OCP “The way of change”
Jakov Jovanoski
jakov.jovanoski@aiesec.net
+389 70 264 203

14. Acronyms
GENERAL
@ - AIESEC
@Xp - AIESEC Experience
EwA - Engagement with AIESEC
AI - AIESEC International
EP - Exchange Participant
LDM - Leadership Development Model
LEAD- Learn, Engage, Activate and
Deliver
NPS - Net promoters Score
JD - Job Description
IXP - Integrated Experience
MoS - Measure of Success
KPIs - Key Performance Indicators
LC - Local Committee
MC - Member Committee
EB - Executive Board
TL - Team Leader
EXPA - experience.aiesec.org our “back
office” platform used by our members
OP - opportunities.aiesec.org
Opportunity Portal, the platform for
EPs
ROLES & PROGRAMS
PAI - President of AIESEC International
LCP - Local Committee President
MCP - Member Committee President
(The head of AIESEC in a particular
country)
MCVP - Member Committee Vice
President (National Leader of the area)
LCVP (or just VP) - Local Committee
Vice President
NST - National Support Team (A team of
AIESECers who support the MC)
GST - Global Support Team
ORGANIZING COMMITTEES
OC - Organizing Committee
(Project-based team formed to deliver
particular event)
OCP - Organizing Committee
President
OCVP - Organizing Committee Vice
President
FACI - Facilitator (Usually an AIESEC
member who delivers or helps to
deliver sessions at conferences)
FUNCTIONAL MEETINGS
LCM - Local Committee Meeting
OPR - Outgoing Preparation Seminar (
A session for EPs, hosted by the Local
Committee, to prepare EPs for going
abroad)
RIS - Reintegration Seminar (A session
for EPs, that came back from the
experience abroad)
Co-working space - space for all the
FAs in our entity to work together to
achieve synergy at the same time.
Working space within an FA -
gathering in which all of the members
of the FA work together

15. DON’T
FORGET!
1. 25.02.2020 (Tuesday) Induction Day start:17h
2. Register for the conference
http://bit.ly/MKDSprinCo20