aiesec en tabasco lcp 2015 adrián
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LCP 2015 Application Adrián Rebolledo VP iGCDP
A I E S E C E N T A B A S C O presenta
www.aiesec.org.mx
Team Leader
Mexico City, 24th September 2014.
To the plenary of AIESEC in Mexico.
By this letter I would like to endorse Adrián Rebolledo on his application for LCP of
AIESEC in Tabasco for the term 2015.
I believe Adrián is a very hard working individual that not only establishes high
goals, but accomplish them. Throughout his term as VP he showed me that impossible is
nothing and that if you really work on something you like you can achieve very high.
He started as a TMP about more than a year ago, later on he became OCP in his LC.
He was part of one of the biggest growth I have seen in an LC for iGCDP. Throught 2014 he
runned the social incoming programme in his local office and he managed his team correctly
and achieved most of his goals. He is a very person- oriented human being that always tries
to develop the most out of people on his team.
His previous experience as LCVP of iGCDP for sure gives a great understanding of
AIESEC operations and will be an strong asset during his activities as an LCP.
I strongly support his candidacy for this position and believe he will do an amazing
job and will achieve all of his goals.
Good luck Adrián.
Juan José Pérez Siete Colin
MCVP iGCDP 13.14
www.aiesec.org.mx
Team Member September 23th of 2014, Villahermosa, Tabasco, Mexico
Whom it may concern.
I Cecilia Hernández Ruiz, team member of IGCDP whose leader is
Adrián Rebolledo Bolón, I am pleased to recommend him as a person
hardworking, passionate , empathic, completely dedicated to his work,
creative and honest .
As his team member I can say that thanks to the remarkable work
that he made in our area it is the core area with more exchanges in the
LC. He implemented projects like Women empowerment and others,
looking always the good of others.
On the other hand he has been a distinguished member in the
committee since his beginning en AIESEC, He has met his goals and
overpass.
For everything above, I extend this to the applicant's request for the
agreed purposes, also the last months as leader of iGCDP area has had
an outstanding performance, and has proven to be a responsible,
proactive and very committed.
Sincerely
Cecilia Hernández Ruiz
OCP Women Empowerment (Social Star Up in AIESEC Tabasco)
AIESEC Tabasco
Movile: +52 (993) 1363924
E mail: cecilia.ruiz @aiesec.net
Skype: ceciliahruiz
GENERAL QUESTIONNAIRE
1. Personal Data:
Full Name Adrián Rebolledo Bolón
Current Position in AIESEC VP iGCDP 2014
Cell Phone +52 1 9932210922
AIESEC Email [email protected]
Skype [email protected]
Date You Joined AIESEC (Mo/Yr) August, 2013
University Universidad Autónoma de Guadalajara Campus
Tabasco
Major International Business
Actual / Expected Graduation Date December 2015
Relevant Academic Courses Taken -NLP Course
-Research Methodology Course
A. Me and My Experience:
2. Please list all relevant work experiences (inside and outside of AIESEC).
3. Please fill the languages table selecting one of the following levels for each
competence (Basic, Good, Excellent, and Native).
Dates Organization Position Results Achieved
January
2013 – July
2104
Angeles
Accessories
President -Position the mark in a microenvironment in
my state
-Sponsorship several runways in the city.
-Create new and attractive design of
imitation jewelry.
-Create an effective distribution channel
(Online distribution of the product)
January
2014 to
date
AIESEC en
Tabasco
VP iGCDP
2014
-Manage the biggest area in my LC.(14
members)
-Be the committee that raises more TNs in the
first semester in AIESEC Mexico.
-Develop and run a local project successfully
on the first semester and do it again the
second semester.
-Create an agenda and implement an
IPS.(Running for first time in AIESEC Tabasco
History)
-Open the AD, ER, Intern Auditor department
in the iGCDP area for first time in AIESEC
Tabasco
-Growth more than 350% from the last year
-28 Realization in the year
-Growth from small cluster to big cluster
nationally
-Develop a measurable method that allow us
see the impact of local projects
-AIESEC Tabasco runs the project “Impacting
Summer Camp” itself.
August
2013 to
December
2014
AIESEC en
Tabasco
Matching
and
Migration
Coordinator
The area doesn’t have any penalty for the
auditory process and all the process inside
and outside of Myaiesec was completed
successfully (Process of 8 Trainees)
Language Writing Reading Speaking
Spanish Native Native Native
English Good Excellent Excellent
Other: French Basic Good Basic
4. Please list the 3 more relevant experiences that you have lived in AIESEC.
1. LCVP iGCDP in AIESEC Tabasco
2. NST Local Initiative in AIESEC Mexico
3. Matching and Migration coordinator of iGCDP in AIESEC in Tabasco
5. Rank two main areas in AIESEC where you have had the most experience. Briefly list your
experiences and results achieved and describe how these experiences will help you accomplish your
goals during your term. (200 words maximum)
IGCDP.
Experiences
VP iGCDP
Coordinate all the processes of the different
subareas in the area.
NST Local Initiatives
Develop a methodological process about how
to develop and measure a social project and
in the same way coaching local committees
about Social Star Up.
Results Achieved
Manage the biggest area in my
LC.(14 members)
Be the committee that raises more
TNs in the first Semester
AIESEC Tabasco runs the project
“Impacting Summer Camp” itself.
Develop and run a local project
successfully and running again in
the second semester.
Run the first IPS in the committee
Open the AD, ER and Intern
Auditor department in the iGCDP
area in my LC.
Develop a measurable method
that allow us see the impact of
local projects
28 Realization in the year
Growth from small cluster to big
cluster nationally
I strong believe that iGCDP is the area that represents the tangible product in our local reality because
when the LC can meet and work with the trainees is when we can implement directly the values of
AIESEC. Finally the area have a stretch relationship with all the back office areas with the purpose to
deliver an amazing experience to our external and internal clients.
6. In maximum 100 words, please name your greatest challenge that you faced during your AIESEC
experience. What was the challenge, how did you overcome it and what have you learned from this?
(100 words maximum)
I considered myself as a persevering person and I believe that AIESEC make me improve it because
the moment when you have to manage and empower a team of around 14 people and always have
the best attitude (be patient, polite and have the time for everyone’s) is something unbelievable and
there is a moment when you have to take the energy and attitude of nowhere and it’s on this moment
when you really understand what really it is a leader. In the same way I have to organize better my
time with my priorities from the same reason.
1. How much time per day will you be able to invest on AIESEC during your LCP Term? Please consider
your activities as school, work, etc.
10 hours per day
2. How would other people describe your leadership style? (100 words maximum)
I believe that it is democratic because this style draws on people’s knowledge and skills, and creates a
group commitment to the resulting goals. In the same way I promote the participation of all the team
with the responsibility at the end of take a final decision. For me is important that they learn from their
mistakes because at the end these are the baseline to build experience in the personal and working
life that allow everyone to grow and deliver an amazing experience to our external an internal
customers.
3. Please list your three strengths and three weaknesses and answer the following questions for each.
Personal Strengths How this will make you a better Leader?
Ability to Plan I love to create new strategies to long-term and in that way all
my actions are focused in accomplish that goal in that way you
can show to all the team the right path and unify all our actions
Innovative I believe that the real changes comes with you really look for it
and don´t wait for the things happen for that reason I believe
that if you want to change the classic paradigm that’s going to
allow you to motive your team for want more that they really
want and look for things than they never thing yet.
Commitment I believe if you are a commitment person is synonym of be
responsible and passionate in what you do and when you really
feel it is when you can transmit all that sense to all your team
and after them they can work better because they are
empowered and motivate in their working and personal life
Personal Weaknesses What are you doing to overcome these weaknesses?
Methodological Person I tend to create a complete action plan and when I’m execute
I tend to follow as I planned and in the moment that something
doesn’t fit with the plan is frustrating for me and is in the
moment when I have to ask for help with my team and try to
find another way to do it.
Stress Sometimes I tend to feel stressed when something doesn´t fit
with the plan or when I don’t see some way to solve a problem.
Is In this moment when I’m look for a quiet place and thing by
myself in possible solutions and after that share my ideas with
the rest of my team and look it for advices about how solve it.
Procrastination Sometimes I tend to leave the most important things at the end
when I need to deliver them. In this moment I have a notebook
where I prioritizing each of my activities and accomplish the
hardest task first, in that way the rest of the tasks is going to be
easier.
B. Motivation and Personal Characteristics:
1. Strategic Analysis test:
a. Make a SWOT (strengths, weaknesses, opportunities, threads) of your LC.
Strengths Weaknesses
Commitment of the active membership Lack of a LC office
Creation and develop local initiatives for GCDP
program
Lack of tracking local projects (all kind of
projects)
Pipeline for almost all areas (membership and
exchanges)
Lack of education of the membership (internal
customer focus)
Relationship with universities partners to promote the
OGX exchanges
Lack of a career plan of the membership
Experience of the current membership NPS decreasing (external customer focus)
Inefficient communication among areas and
positions.
Balance between quality and quantity doesn’t
fit
Coherence between the financial stability and
number experiences delivery
Unsustainable projects of iGCDP
A short-term social-media agenda for MKT
Low number of records oGCDP for the winter
peak
TM recruitment outdated in almost all the areas
Opportunities Threats
New relationships with universities and government for
ICX and OGX program
Increase number of experiences is harden to
track
Focus in team members experience Relationship with UAG and UJAT
Implementation of GIS and the new customer Flow Companies with no budget for TN’s
Budgeting all the operations and have a permanent
tracking of the cash flow
GIS introduction for the older membership
Increase professionalism
Get local allies to cut outgoings for the principal
necessities of the back and front office areas (graphic
material, teaching material, etc.)
SU’s for OGX programs
Sign collaboration agreements with universities for
professional practices to promote effectively
“Developing You”
Create alliances with local radio Stations looking for
free spaces for MKT and PR
Give a continues and excellent tracking of the
current iGIP TN takers to continue the relationship for
long-term
C. General Questionnaire:
b. Based on the above SWOT Analysis:
What are the main priorities for your LC overall?
1. Growth and motivation in the membership (By a complete process standardization)
Implement a standardize process that allows the membership appreciate what they do and the final
purpose is that they understand why they do it. In that way they are going to create awareness about
what is the impact and importance of each action that they realized in the organization and all of this
is oriented them in the professionalization of their activities, looking always for the excellence and
innovation of all the processes and after that collaborate with the AIESEC Mexico Network, improve
the identity as an LC but always being recognize for be collaborative, focus on results and deliver
quality experiences. All of these based on a strict program offering specific practices (Specific JDs) at
the beginning of the TM recruitment and implement a similar model of a real job application and in
the moment that they are accepted deliver their JDs with the respective KPIs for the work and have
tangible results in each result report.
2. Financial Sustainability
As a local committee we must begin to receive a steady income and invest in fixed assets. The way to
do it is looking for companies that provide us with certain amount of cash that should be paying taxes.
Once you did it you can invest in fixed assets (Furniture for a rented apartment and the LC Office) in
that way these such investments can increase our number of experiences and the quality on it.
3. GIS Implementation
With the new international strategy, the older membership needs to adapt to the new platform and all
the changes that bring with it probably create certain conflicts with this membership segment. For that
reason we have to develop educational cycles and programs to capacitate the membership about
the new costumer flows.
4. Quality
I strong believe that if you increase the quality of the membership experience you only have to work in
the constant tracking in their JDs and consequently you can be safe of the quality on all the
exchanges. (And if you considered the experience that the committee have doing large quantity of
exchanges we only have to improve in the details that went wrong in the last year)
What will be the greatest challenges for your LC in the next year? What actions would
you propose to overcome these challenges?
5. GIS Implementation
The biggest challenge for the new platform is for the older membership because we need to replace
the information of Myaiesec and change it. And this means that we have to deliver certain actions for
achieve this goal.
Develop educational cycles for it
Create programs for aware and recognitions for the advances of each area and their progress
in the platform.
6. Continue the growth of the committee
In this moment AIESEC Tabasco presents over 100% growth since the last year and for that reason we
have to duplicate effort to continued growth and all of actions have to be focused always in results
with quality
7. Create Standards
I believe that this kind of initiative is one that require energy and discipline with it. But if we are looking
for quality experiences a quality standard allow us to share expectation from the beginning (actually if
we talk about KPIs at the same time the final results about any AIESEC program can be measurable)
with all our customers (internal or external). Finally all of this is going to reflect in professionalism by
AIESEC in Tabasco.
How will you manage these facts to impact in the 2015 vision goals?
These actions are going to be the baseline for all the processes of AIESEC in Tabasco because that
allow us create a professional environment in the organization and deliver quality experience.
2. What are two strategies that you would like to see implemented in your LC in order to increase the
quality and efficiency of membership experiences?
Standardization and measurable results: At the beginning of the TM recruitment offer
vacancies of specific jobs and constant tracking based on a creation of the career
plan of the membership (Specific JDs and KPIs measurable) and in the end of the Q all
of these must be measure and comparable. At the same time we have to deliver the
respective talent capacity to the functional areas when the process require it.
Organizational Culture focused on being collaborative and confidence: Create spaces
for the membership to share experiences (Personal and working) and build confidence
in them to develop themselves. In that way improve the mutual growth because if you
build with solid bases what you want, people feel convinced about what his leader is
demonstrating, taking control, being consistent, purposeful and results oriented, but
always with the sense of belonging and concern for everyone.
4. Describe an organizational culture you would like to see in our committee. What actions should
be made to achieve it?
Standardize. Integrate a complete process of standardization in all the areas with the
final purpose to measure the results of the committee and create homogeneous
expectations.
Tracking. In base of the last action, we have to tracking constantly the processes of all
the areas to ensure the results at the end.
Collaboration. Develop an environment where the membership can be participative,
live the diversity, being confident, feeling equal and a democratic process
Integration: being ordered and working in synergy with standard processes, certainly in
their activities, committed and continuous improvement of their hard and soft skills.
Competition: Create a competitive environment locally and nationally
Cultivation: Be conscious about our local reality and how our actions impact on it and
keeping that in mind guiding our actions in being creative to innovate with excellence
and quality
5. How will you manage your team in order to generate a correct synergy and cooperation?
Create and improve the following actions
Collaboration:
Create an environment of confidence and synergy between areas to unify all the actions in a big
one that its name is AIESEC Tabasco.
Motivation:
Boost the approaching to the membership and make them feel part of the organization and be
conscious about their feeling in the personal and working (AIESEC) life
Effective Communication:
Being clear about all the actions in the committee that can influence in the final results to find a
solution together.
The importance of delegation:
We can´t forget that nobody can´t make the work of a thousand men, and when you delegate
tasks you have more time to dream in the future and innovate.
This action depend of 2 factor: confidence and proactivity because to delegate you have to trust in
other people and the other people have to be a proactive people to accomplish the task.
6. How can AIESEC in your entity balance quality with quantity (be specific)?
I’m quite sure that we must do an analysis about quality and quantity about all the experiences that
we delivered. With the purpose to analyze whether the experiences that we are providing has the
quality they need and in case they aren’t being what we expect, check our NPS results of each
program. And create a standardization process for each program because in that way we can be
sure that we can share initial expectative with all our customers, all of these based on our opportunities
areas found in the previous analysis. Finally in that way we can create a balance between “quality vs
quantity”. Another balance we can implement is aligning our goals with the KPI’s of the MC has
proposed based on the experience of each of our programs in order to stablish and implementing all
the new flows that will provide us the experience and servicing that AIESEC Mexico is looking for.
LCP: (Please, answer at the following specific questions)
1. Why do you believe the state of Tabasco needs AIESEC?
I believe that the state is a land of opportunities for the young people (As a matter of fact we are the
state in Mexico with more young people in Mexico) and AIESEC is an excellent platform for develop
them and create competitive citizens that can allow them by suitable people for the labor market.
2. Why do you want to be LCP?
Because I’m quite sure that I have the knowledge, commitment, responsibility and the capacity to
position AIESEC Tabasco as one of the 5 entities number one in México, but always accomplish our
quality promised based in the standardization of all our processes. Besides this an GIS implementation
quickly in the committee that allow us provide with passion the growth and impact to each of our
customers in the platform require and need, but finally but the most important is create an appropriate
environment for the memberships to develop leadership experiences that they are looking for, always
making them challenge themselves and being collaborative to the all the
3. How would you explain in around 50 words to a 10 year old what an LCP actually does?
A LCP is like a parent because always is looking for the better opportunities of development for his son
(The LC) and with all their strengths bring him all the tools or teaching the skills that he required for
become competitive in life in general, all of this with love.
4. What would be your main strategy you propose as LCP to take AIESEC in Tabasco to the next
level, and what is that next level? What would be the three drivers that you would use to
impulse that strategy? What are the projects per program and drivers that would support the
strategy of AIESEC in Tabasco?
The main strategy that I propose is the standardization of all the processes in the LC that can allow us
measure the results and give the respective value to the work of the membership and in that way we
can deliver experiences of quality to all our customers (Internal or External). All of these with the final
purpose to align the local strategy with the national and international strategy that is focused on
quality.
I understand as the next level of AIESEC Tabasco a minimum growth of 25-30% the next year in
exchange areas just with the detail that the quality have to be with a minimum NPS of 60pts. The
expansion of SUs with states near to Tabasco that contribute with the impact of the committee and a
retention of the membership of minimum 80%.
The 3 driver that I propose are:
Membership focus and development: This driver iis based on the process of standardization that
I mentioned in the previous pages and would provide clarity to the membership about the
work to play and allow you to share homogeneous expectations. This process of focus in the
membership need to include:
Access to information (Local, national and international).
Create space and opportunities for empowerment membership. (Informal or Formal)
Constant preparation and training.
Create a philosophy to create emotional attachment to the LC.
D. Specific Questionnaire
Market Revolution
This driver is based on the process of standardization but focus in the quality in the different
experiences that AIESEC provides (Internal and external customers)
This process of focus in the membership need to include:
Potential Market: Look for opportunities with universities, companies and government to sell
the all the products of AIESEC. (Focus on the OGX areas)
Expansion: Have as a priority try to open SUs on states near to Tabasco.
Quality: Deliver the experiences of all the potential and current clients always.
Focus in costumer experience: Implement the standardize process produced before 2015.
Building tomorrow
This driver is focused in bring stability on long-term to the LC
This process of focus in the membership need to include:
Financial Sustainability: Acquire fixed assets to invest in more fixed assets or in the
committee projects and the membership.(To develop a recognition program)
Our footprint: Keep in mind in the entire year about the goal of 130 exchanges with
quality because that’s going to be our legacy.
5. How many exchanges per program could your LC do in 2015? Break this down into a Timeline
(month by month) and into specific issues/sub products (depending of the area). How many
members would you need in each area? What projects would you undertake each month?
In this point of the application I consider that as a minimum of growth for the next year as every
companies the minimum growth for the LC have to be 30% (130 exchanges, because the current goal
is 100 exchanges) but finally I quite sure that with the opportunities mentioned in the SWOT can be
more than 50%. But we have to improve strategies to achieve ambitious goals.
If you want to see it better check it in Hoja 1:
https://docs.google.com/spreadsheets/d/1oYyhWST97lH7kd6iAeI2y8RakvA89I9YDJwRr6xbdrw/edit?usp
=sharing
6. If you could choose 1 program to be the program focus for your LC, which would you pick,
why, and how would you ensure that each of the support functions do focus in that programs
I will choose oGCDP because this exchange program can provide financial support to the LC to short-
term we just need to solve the current bottleneck of the area for example:
Provide talent capacity at the beginning of the recruitment, not in realization period
Integrate to the team a marketing profile to create strategies for different market segments
Incorporate an Intern Auditor to the area to streamline the relationship with the back office
area.
Bring the biggest budget in the LC to promote it
Promote AIESEC education in all the membership with the final purpose to everyone be a
promoter.
Create alliances and agreements with universities and government for develop facilities to the
customers (Scholarships or discounts).
Include in the standardize process at the end of the customer experience a section about
how improve the participation of the returnee in LC activities.
7. How would you maintain and strengthen the external relations the LC has build in the current
year?
As I mentioned in almost all the application my principal priority is working in standardize processes that
allow us measure the results of the committee and part of that strategy is incorporate a new functional
area of PR for have the special attention of all the external relationships and according of that the
area itself is going to create a protocol of companies tracking
8. In the context of your LCP term, rank in order of importance the key responsibilities of the LCP,
and describe why you gave them that ranking.
a. EB team management (1)
b. Sales (3)
c. Governance and accountability(4)
d. Collaborating with the MC and LCP team(5)
e. Developing local strategy (2)
f. External representation(6)
As a matter of fact the priority of everyone how is applying for LCP is create bonding between his EB
because they are going to be the principal bridge between he and the membership and in the same
way they are going contribute in the performance of the entire operation of the LC. Then when all the
EB is integrate we can develop the local strategy and adapt to each area. After this we can start with
the local operations and give the correct structure considered the local structure and the financial
condition according our operations. Finally we compare our local strategy with the entire AIESEC
Mexico Network and identify the current condition of the LC.
9. What were your key learnings in your last year (or less) in AIESEC? How will you apply them for
your LCP year?
I quite sure that the most important key learning that I acquire with AIESEC this year was the human
sense (I become more sensitive) and that lend me to be more open about myself (emotions, feelings,
expectative) and in that way getting closer to the EB members and my own team. And all these
people help me to see so much things that in a certain moment in my life was important and now are
superfluous. And in a certain way that kind of mindset don´t lend me take on count my weaknesses an
in this moment I’m working on them.
10. As LCP, how will you ensure that your LC will be impacting and align to “One Mexico One
purpose” vision?
First of all we need to be clear in our commitment with the customers that we are impacting. We need
to make the membership feel that we are working in get better our entity and in that way create a
better Mexico. We need to share all the GCPs with the national network and be collaborative and
oriented to the action. Finally create in the membership an emotional attachment with their respective
jobs.
Blank page challenge:
Draw in a blank page your personal motivations and an
image of how you see the LC.
Personal Motivation
In third semester of the university I discovered AIESEC. This organization slowly changed
my life. At first I used to be very adamant of it, and even I was thinking on drop out.
After the kick off in UAG Campus Tabasco it motivated me enough to continue on
iGCDP area, so that I can participate in the migration process and get deeply in the
organization. Afterwards I attended 4 more conferences local and nationally. I
discovered myself and my identity thanks to it, and made life-long friends for whom I’m
very thankful everyday as well. I succeeded on it and became a very focused
AIESECer and person. AIESEC brought clarity on my identity, likes, abilities and today
dreams. In this moment AIESEC helped me to define what I want for the rest of my life
and in this moment I just know that I love AIESEC.
And for me in this moment this phrase is always on my mind:
“Stay hungry, stay foolish and follow your heart” (the last part it was include by me)
Steve Job
I see the committee as a big and strange family that probably don’t have nothing in
common but always be together for a common goal and this is the welfare of the
membership and a better future of our state.
Youtube link:
https://www.youtube.com/watch?v=IVsvInbeXRw