Self Introduction

How LC could operate at its peak performance?

Operation Management

Strategic Tactical

Flow of my Presentation• Vision• Focuses• Realities• Action Plan• Milestone• Proposed LC Structures• Ultimate Goal/Effects

Vision Widespread Presence

Personal Development tool

Create presence through collaborations & projects

Increase product delivery speed through synergies

Improve pipeline sustainability through I.M

Define member’s learning plan

Partnership, path to successful exchange management

Fortify financial stability

Justification• Members’ learning plan: Learning & growth

perspective covers the intangible drivers of future success such as human capital, organisational capital and information capital

• Presence: collaboration with other events/activities/org., open events, impact-lasting projects [PM], virtual outreach [COMM] & media

• Synergy: See Proposed Structures. Synergy for EwA, TMP, TLP, GCDP, GIP & LLC

• Strong financial reserves: Through exchange numbers. Tools: “AIESEC Programmes for ALL” strategy, “1 M, 1 EP” campaign, Alumni,

• IM: represents the synergy between FA to the rest of the departments. Knowledge management = good pipeline

• Partnership = securing exchange opportunities (See “AIESEC Experience Programmes for ALL” [OGX, NCR] strategy & Sales Cultures [CR] )

LC Cultures/Practice

Kay-Poh, “My-”, Square Dance, Roll Call culture

Mark-Your-Calendar Habit & Punctuality

Read up at least a self-help book

Weekly VP Meeting (WVPM)

IM: Documentation , File Naming Protocl & SOP

Wednesday Dailies (WD)

Something more about…• Taking leverage on the existing “kay-poh”

culture to instill sense of competitiveness by displaying departmental achievements/progress during Episodes

• WD includes excerpt(s) from EB• “My-” culture attempts to instill sense of

belonging

Information Management (I.M)

Information Management (I.M)

Documentation

Lesson Learnt

GCP & SOP Case Studies

Track & Review

Effective meeting minutes Google Doc./software

Task Delegation

Knowledge Transfer/Training

Hand-outs Simulation

FA, Syn

Phase: EwL

EwL

RD Open Events

Collaboration can take place

Member Life-CycleRD &

Allocation

Orientation & Team Building

Training & Development

Review & Appraisal

EwA starts from here.

Member’s Learning Plan

Personal Learning Plan & Mentorship

Personal Learning Plan: we help members to define

Individual Discovery & Reflection: MLP• Self-learning, understanding yourself, your personal direction,

challenging personal perspectives. TM helps to devise personal learning plan. Mobilization of internal talents is encouraged.

Team Experiences: Functional Areas• Learning how to work and operate in a team, learning how you

work in a team, team management and development.

Learning Circles: Episodes, OPS, Y2B etc• Facilitated unstructured conversations formed by individuals who

share a common interest in gaining experience, knowledge and networks in a common topic. They are to build understanding of the external environment, so topics cannot include AIESEC.

Conferences & Seminars: MyLDS, LLDS• Events where delegates are invited to sit down and learn about

the topic it is focused on from facilitators and speakers either in AIESEC or externally.

Mentorship: Performance-Coaching and other• One-on-one relationship between two people, such as EB and

Team Member, meeting each other up twice a month to build self-awareness, provide guidance on personal direction and challenge perspective.

Virtual Spaces• The BOOK, Information Management (Data Pool), respective

functional virtual group, Google doc, myaiesec.net and OTHERS

Decision-Making Process• Why? In a volunteering org., decision must be

processed wisely or else do not touch about leadership

• How?• Other Analysis: Business Generation Model,

SWOT Analysis

“1 M, 1 EP” campaign• Reward given to high achievers (among AIESEC

members)

Educational Episodes• ER: Securing Learning partner/inviting Alumni

(a way engage with Alumni)• COMM: Make this an open event• TM: Ensure the contents align with the

members’ learning interests

Reintegration as strategy to sell TMP/TLP

Other Analysis help decision-making process

‘Firing a Volunteer’ System

~The last resort~

Firing Mechanism• Why? Less highly involved volunteers

undermining the morale of other volunteers• How?

Expectation Setting Investigation Documentation Exit

Interview Follow-up

Y2B as a Selling Point

“AIESEC XP FOR ALL” Strategy• A partnership management approach to boost

number and improve customer service/customer relationship

Synergy Structure• Phase EwA: PM-TM-OGX-COMM• Phase GCDP (outgoing): OGX-COMM-TM• Phase GIP (outgoing): OGX-COMM-TM• Phase GCDP (incoming): NCR-COMM-PM• Phase GIP (incoming): CR-ER-COMM• Phase TMP: OGX-TM-COMM• Phase TLP: OGX-TM-COMM• Phase LLC: ER-TM-COMM

COMM Marketing plans

(Inputs from TM & OGX)

OGXOGX Planning

(Goals & Timeline)

TMTalent Planning

(# of Members & Timeline)

Discussion

Discussion

Discussion

Milestone• Quarter Review: Q4: July ’12 – Sept ’12Q3: Oct ’12 – Dec ’12Q2: Jan ’13 – March ’12Q1: April ’13 – June ’12

If the previous process that we are using is not yielding enough positive outcomes, then this signifies a change is required. KPI as a tool to tell.

Quarter Exchange No. No. of ppl educated/ approached

No. of TMP No . of TLP

Q4

Q3

Q2

Q1

Proposed LC Structure

LCP

OGX

AIESEC Experience Expansion

TM

Learning HR Alumni Engagement

LCP

ER

Strategic Initiative (e.g:

Y2B)

Business Development

MARKETING & COMM

Internal COMM

External COMM Creative Team

CR

LCP

NCR FA

Information Management

PM

YV Red Ribbons

Ultimate Goal/Effect• LC UM becomes TOP GUN for the term 12/13• Better Information Management which reinforces

transition pipeline sustainability management: Shorter learning curves

• LC UM is recognized as a personal development platform that caters to each unique AIESEC members: Members retention rate

• Widespread of presence of LC UM: Best COMM

Finding suitable KPI is the key =)• Multifactor Productivity = (Fee x no. of EP) /

(Transport + i-talk card + overhead)

• Power of Volunteer = Energy contributed Task Completion Time

Reference1. How to Fire Volunteers and Move On by Thomas

W. McKeehttp://

www.volunteerpower.com/articles/Firing.asp2. Singapore @ XP Synergy Booklet3. Brazil OGX Booklet4. LC Columbia (TM) official website