AIESEC Central America SouthAIESEC Central America SouthAIESEC Central America SouthAIESEC Central America South Member Committee 2009Member Committee 2009Member Committee 2009Member Committee 2009----2010201020102010

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(Manuel Danilo González Caballero(Manuel Danilo González Caballero(Manuel Danilo González Caballero(Manuel Danilo González Caballero)))) (LCVP ER (LCVP ER (LCVP ER (LCVP ER ���� USMA / RST USMA / RST USMA / RST USMA / RST CoCoCoCorporate rporate rporate rporate

1. Personal Information

2. Studies and Working Experience

1. Please provide details of your highest academic level achieved, studies completed and other relevant academic backgrounds, starting from High School.

University and Faculty Field of Studies Year ULACEX Law and Politic Sciences

Law and Politic Sciences 5°

2. Please give details of your TOP 3 relevant practical and professional experiences in

chronological order (starting with the most recent. Indicate whether it was full-time, vacation work or another type of position.

Dates Work/Employer Description Responsibilities/experience and

knowledge gained From: October 2008 To: July 209

Biga Mermer Market Segmentation

Panamanian Market Segmentation for a Turkish Company, based in Port services.

From: July 2005 To: February 2009

AFS Programas Interculturales Panamá

Hosting and Sending Coordinator

Hosting and Sending Coordinator, around 100 International Students per Year.

From: June 2004 To: March 2005

Tribunal Electoral de Panamá

Administrative Assistant

Control and Development in the Transport Department.

Name Manuel Danilo Gonzalez Caballero Permanent Address Llanos de Curundu, calle 8va, casa 2306 AIESEC Contact Address LC USMA Telephone and Fax (507) 2325080 E-mail Manuel.gonzalez@aiesec.net Current AIESEC country Panama (CAS) Nationality Panamanian Date of birth 25-10-1984

3. Please list your fluency in languages (basic, good, excellent, native).

Speaking Writing Reading English excellent excellent excellent Spanish native native native Portuguese good good excellent 3. AIESEC Experience

4. Please indicate your years of AIESEC membership and list all positions held and for which year. Keep the key responsibility description to one line.

Year/ Country

@XP Stage

Role Achievements

2006 PAN

TR OCP MAX 2006 and TM

We made a Dream for CAS, the first MAX was a successful for All of us.

2009 TR Migration Process ICX

We prepare a migration package for interns and all the migration process were done on time. We solve the situation with the interns that were late with them migration status.

2009 LR LCVP ER

More than 22 TN’s in less than 3 months, also a restructure of the area. Are you a lov-ER? Motivation campaign HI with a calcification of 9, the best in CAS.

5. Please summarize the International, National and Regional Meetings/Conferences

you have attended in the table below. (DO NOT include the Local Meetings).

Meeting Year Roles (OC, Delegate, Facilitator, Chair)

National Conferences

SI - USMA 2006 Facilitator

SI / Recharged -USMA 2006 Facilitator

Regional Conferences

SDL 2006 Delegate

TTT 2009 Delegate

6. Rank the 3 main areas where you have had the most experience. Highlight briefly

your experiences in each.

Area Describe briefly your experience

How would this benefit the position you are standing for?

ER LC VP ER / KAM The experience in ER is amazing, all of it I can transmit to the LCVP’s; the team experience also the achievement of our goals are the biggest benefit in this area.

TM Recruitment, members selection

As member of TM or PD; I learn how a team works and that the Human Resource of a team is the main key of your successful.

ICX Migration process and Reception Manager

In ICX I learn what is coming after ER process that’s why I think that this area makes me understand better the flow of the complete process of the AIESEC way.

7. What are your 5 biggest achievements in your AIESEC Career?

1. MAX 2006 2. Pocket recruitment 2006 3. Migration Process done 2009 4. ER team restructure 5. ER USMA HI and team experience in his maximum potential.

8. What were your 3 most difficult experiences in your AIESEC career and how did you overcome them. 1. When I was MAX OCP, as the leader I had to work with 2 members that were not

responsible, and we overcome it, talking to them and making them been responsible with the position the apply for.

2. Migration Process: as ICX team member I had to work with interns that at the beginning were angry with us because their migration process was late and they had problems with police; I solve this talking to all of them and making them kind of responsible of this process and today all of them are fine with the ICX team and with their migration process.

3. ER team restructure; I had received ER in USMA with a lot of problem, team members unmotivated and with CRM totally disorganized; we work hard we make a motivation campaign and we restructure the area, open more positions for the area and today we have a very healthy area with 12 members, the biggest team in CAS.

MAX 2006 OCP

MAX 2009 Delegate / co-Facilitator

OPS ULatina, UCR, TEC 2009 Facilitator

International meetings/conferences

Training 4 Trainers 2007 Delegate (AFS)

With 3 team leaders, 4 OC members 1 OCP and 12 Account Managers. We also made the complete LC look at us as one of the most important areas of AIESEC.

9. Please describe your AIESEC career plan for the next 2 years

Next year I want to help CAS in the ER team, because in the time we are now we need to start selling fast, hopefully in June 2010 I will be abroad working with AIESEC in another country maybe France, and after that experience I want to return to IGN maybe applying something there or maybe I will apply in a Brazilian DT.

4. Competences

10. What is your main motivation for applying as MCVP ER for AIESEC CAS? My main motivation to apply is LC TEC, LC UTP and LC ULATINA that I know they need someone that could give them the time and someone with hi motivation and energy to make them feel the AIESEC experience.

11. What are the principal learning experiences you wish to obtain from this term?

I hopefully will learn how to work with people that is in another country and with a different cultural reality. And also an International Team experience with my MC and with the ER regional team.

12. Please grade yourself in the table below. After that, identify the three skills you feel

will be most important for you in your term and explain why.

Skills/Level Excellent Good Average Poor Leadership X Team work X Facilitation X Coaching X Selling X Planning/Prioritizing X Team Management X Flexibility X Communication X

13. When will you be able to be in Costa Rica/Panama?

Anytime my team needs me I will be there in Costa Rica or Panama, that’s my commitment. A friend of mine told me once: “the only way to be everywhere is to be online”. 5. AIESEC in Central America South and its future

14. What are the 2 most significant achievements/improvements in AIESEC in Central America South in the last six months? For each one explain the importance for your area. Also add please the aspects to improve still.

1. USMA-UCR project: this project will give our area a great benefit because the motivation after this project is very important for both of our LC’s and ER teams, we should extend it to other LC’s as soon as they are able to support them.

2. Motivated members: as TM is the best area of CAS, now we have to put all our motivated member working for ER, in this way they can start their AIESEC experience, If all of our members sell at least once in a month we will get more than our results, I will bet to the integral AIESEC experience, all of our members should learn as much as possible all of the areas.

15. What are the 3 biggest challenges (internal or external) of AIESEC in Central

America South? Please elaborate on each point and give us your point of view on how they can be solved. 1. ER team restructure: the structure in the ER teams is not functional sometimes;

members never learn before they sell and sometimes as they don’t get good results because they don’t know how to sell; them they get unmotivated.

2. Members satisfaction: In some of the LC’s the members never get really in the organization and that’s something that we are not solving, the learning of each CAS member in TM is very important to get better results in the Region.

3. LC’s Results: UTP, TEC and ULATINA must growth up in a sustainable way, I think that the MC should focus in get better results with this 3 LC’s.

16. What are the three biggest opportunities (internal or external) for AIESEC in Central

America South? How would you take advantage of them in your position? 1. In IGN Panama and Costa Rica are the richest countries with a lot of International

Companies and we must capitalize this companies my effort will be focus on it. 2. We should take advantage from the Global situation our region is a small picture of what

is happening outside, we can take advantage of our countries situation, that’s why we need members to be inform of the global and local trends. (Competitive Analysis)

3. The best opportunity of CAS is our members we must take advantage of the network of each member we are not focus on it, that’s why I’ll propose to LC members to help in the ER process giving and following sales with their contacts.

17. Please describe each of the LCs of AIESEC CAS. The aspects you consider the most important, positive and negative. LC UCR: positive . they have a lot of motivated members and good experience Negative: they should have better results in ER and in X. LC USMA: positive: they have a lot of members with good results Negative: they need to focus in the members satisfaction. LC ULATINA: positive: they have good results Negative: they need to add new members and also restructure the LC with specific functions for each area, some members do a lot of work and other don’t do anything. LC TEC: positive: they have a good amount of members and very motivated.

Negative: they need to get results to continue, they need to organize better the members time, maybe using CEEDs for specific functions that takes time. LC UTP: positive: they have very motivated members. Negative: they are not focus in the right steps, they should start with something concrete that bring them good results such as get the Contract with the University.

18. What will be the legacy of your position to AIESEC Central America South at the end

of your term? I want to finish this 6 months and look ER team as the best team in all CAS, with the best achievements and the most motivated team in the Region, I want to achieve the TN goals and over achieve this but in a sustainable way.

19. How do you see the area you’re running for related to AIESEC CAS 2010 goals? What specific activities should be done in CAS this year to achieve it? I will resume this question saying that we should sell, to sell we need motivated teams, we need to create an ER culture in CAS, showing the LC members that we are a live by creating an ER campaign we can motivate everyone in ER.

20. How are you going to adapt to an MC team that has been working together for 6 months? At the beginning I’ll ask for advices from my team mates, and I can adapt to the team way, because I’m easygoing and I already saw the MC flow and I like it.

21. Which is the Regional Focus Area of CAS that MCVP ER should work on? How are you going to work together in this RFA with the other MCVP responsible of this area? The RFA that I should work with Corporate Development is Projects and I will propose to create meetings with Anita constantly so I can inform and relate ER members with the corporate activities, In the projects we will use the strategies that each LC accept, but we should start using PBOX’s as the right way to sell more. Also in the Found research we should create an strategy so we can improve partners in that way, If we cannot sell an Internship at least they can take another product from us.

22. How is MC CAS 09-10 working? Describe its culture, focuses, way of working in terms of tracking, meetings and strategy.

From my perspective MC CAS 09-10 is very nice MC, full of friends that sometimes have differences but as they are working with the same North, they don’t care about their differences and solve them in the best way possible. MC Challengers Walk the Talk, ;)... the MC Challengers are focus in the sustainability of CAS, performing constantly the learning and coaching of the members and with very hi goals that make us better AIESECer’s each day. The communication strategy motivate our members and in this way create on us a CAS culture that before wasn’t visible. MC CAS meet each day in the Chat and as much as possible they try to have MC meetings each month.

6. Specific questions Member Committee Vice President External Relations

1. From the perspective of External Relations what should be the contribution of the MC 09.-10 to achieve AIESEC 2010?

From the ER perspective we must create a ER team structure at each LC, in this way the teams will work organized and they will achieve all their goals, I will work hardly in this way. The contribution in numbers should be all the TN’s we can get from our members and capitalizing all the companies we have in CRM or at least more that 30% of them. 2. Please provide a concrete example of a successful sell you have made

and provide at least 3 external contacts (name, position, company, e-mail and phone number) that could be used as reference. Include the product definition and results achieved. A successful sell for me is Citibank we are Talent providers and they want to work with us starting with two TN’s. a. Quibian Panay – Representante de la Junta Comunal de las Cumbres,

quibian.panay@juntacomunaldelascumbres.gob.pa 268-6535 (4 DT’s sold) b. Zelideth Choy – Gerente HSBC Fideicomisos - zelideth.c.choy@hsbc.com.pa 260-

8474 (selling process) c. Erika Mela – Oficial de Recursos Humanos Citibank Panama - erika.mela@citi.com

210-5900 ext 2203(1 MT sold)

3. How does exchange, talent management and external relations could create

synergies to provide a greater impact. Define such impact. I will propose a TM training for all the EB members not just LCVP from ER, because I thing that any leader must learn about TM; in this way the TM and ER team could work together to create a better motivation strategy; as we know TM team is the best in CAS and ER needs help from this TM team.

4. This year the LCs have not been selling all the products available at a regional and

local level, even when they are beneficial for them. How will you make sure that the LCs are selling these products. Coaching and teaching the ER members all the products we have, reviewing constantly the Company proposals that Account Managers use to sell. In this way we can offer all the products, the key of this successful is teaching or training ER members in a better way, I mean focusing in this topic.

5. What kind of initiatives at global level in ER should AIESEC in Central America take more advantage of? We should continue working with projects such as USMA-UCR but adding other LC’s once they are restructured and sustainable; this kind of project could give us better results in the global network and also if we use our companies also to been sponsors of this projects we can get money from them.

6. Evaluate the performance of each LC in ER. Include strengths and weaknesses.

Each LC’s performance is different 1. LC UCR: must work more aggressively, they have the experience but they

capitalized always the same kind of TN’s, they must change the strategy according to the Competitive Analysis tool.

2. LC USMA: in the case of USMA, the structure is already created we just have to follow the strategy created by the team.

3. LC ULATINA: ULATINA, is a LC with kind of good result but the ER team is empty of members they must add new members to the area.

4. LC TEC: TEC needs better results as soon as possible, and they have the right motivation after MAX, what they should do now is, work in this way to get results with their companies.

5. LC UTP: this LC performance is low, they are motivated but they need members with more time and more aggressive in their ER capitalization process.

7. Which is the specific approach and strategy you will do to and implement in each LC in order to improve their results? Be specific on the need each LC have regarding ER. In the case of each LC the results must be different in that way:

6. LC UCR: must work more aggressively, this LC have all the opportunity to get the results we want, so I will constantly work with them in their motivation to create a team feeling, and I will propose them strategies to attack companies and get good results, a possibility is attacking International companies showing them the International experience of AIESEC with the same company in other countries.

7. LC USMA: in the case of USMA, the structure is already created we just have to follow the strategy created for the team, and coach them constantly because they are almost all of them new members in the area.

8. LC ULATINA: ULATINA, needs more members in the ER area, I will try to convince some members such as Leonardo that have a really god network, to apply as ER member or in a project with one of his father companies. We should review the network of this LC, because there is many people with god contacts. Also they will need a bigger group of members their goal must be 6 ER members and also some other members for the complete LC, I’ll coach them in this way.

9. LC TEC: in the case of TEC they should delegate more the power I will work with them in this, so we can get results; they need more members in ER, and as soon as they have it I will work in create a team feeling so they will get their goals. Right now they are very motivated and they need to get results I will go with them to sell and as soon as we get something I will coach to continue the god relationship with the TN taker.

10. LC UTP: in the case of UTP as LC TEC, the EB must give them the possibility to take decisions I will train them and help them in the selling process and as soon as we get something we will work in the relationship with the company. They need also new members with more time otherwise they will not get something; I will help them with this also.

8. How will you ensure results in ER in the short term?

I’m going to promote an area restructure, using the model that works better in each LC and according with their needs, I mean I’ll work hardly in the creation of a Regional ER team, that make us feel ONE organization, and that we can help each other motivating, coaching and giving us the right answer in the moment we need it.

9. Which will be your goal of TN raised between January 2010 and May 2010 for each

one of our LCs?

• LC USMA: 20 TN raised • LC UCR: 20 TN raised • LC UTP: 3 TN raised • LC TEC: 3 TN raised • LC ULATINA: 12 TN raised