How to embed Gen2015 into the LEAD Programme

Our Organization needs to transform to achieve this SCALE.

The transformation of an organization requires transformation of the people and teams part of the organization.

AIESEC supports its TMP TLP participants in their transformation through the LEAD Programme.

How can we embed these behaviours and messages of Gen2015 perfectly into LEAD?

How can we get our members to become purposeful, driven and collaborative?

What is the purpose of LEAD?

Purpose

Personal Needs

Team Value and

Needs

Organization Needs

Individual development

for organizational performance

Trigger for inner journey

Team flow support

How can we connect LEAD to Gen2015 behaviours and messages?

• The Gen2015 messages in their description is about what people are doing within the organization to make 2015 happen.

• These behaviours and messages can all be converted into something very personal for an individual.

• Eg: I feel ownership to the 2015 MoS (Organizational description) however through LEAD an individual and a team can really understand what individual limits they need to break through to break through organizational limits.

Examples of how we can connect LEAD messages to Gen2015 behaviours

• Purposeful (Gen2015 organizational description)- Everything we do is to increase the # of better leaders AIESEC gives to the world

-  For the individual: What is my individual purpose and how is this purpose aligned to the organizational purpose?

• Collaborative (Gen2015 Organizational description)- Only together can we grow in our impact so we must work closely with other entities to

deliver more and better experiences - For the individual: Creating a collaborative team (Could be the team principles, could be

building trust in teams, could be how to work through the team stages)

• Driven (Gen2015 Organizational description)- We are determined, innovative and persevere to break through our limits to 2015.  Contribution to AIESEC

- For the individual: Having a growth mindset that allows the individual to persevere and innovate.

Other connections we can make!

•

 they understand 2015 achievement means MoS achievement, they believe in how AIESEC develops leadership and changes people, and they have discussed what 2015 means to them (emotional connection) and their society (external relevance) and feel responsibility to see 2015 achieved. They know WHY they want to achieve 2015. 

What does this mean for a person?Achieving this kind of MoS requires us to break through Organizational Limits together, and this requires ME to break through my individual limits: What are my limits how can I break through them? How can I best use my strengths?

Through understanding this about myself, What is my leadership stand for 2015? (Question also part of the Gen2015 toolkit)

Other connections we can make!

they understand AIESEC's current state and they think 2015 is achievable if we really commit to GIP and Quality and if we champion a new org culture. They know that "We did it once, and we can do it again" and this makes them see the possibility of achievement. They know WHAT needs to change to achieve 2015. What does this mean for a person/team?A time when you were successful inside or outside of AIESEC OR your best experience OR when were you the best version of yourself: Who were you, what happened. Who were the people around you or in your team? YOU DID IT ONCE. YOU CAN DO IT AGAIN. THIS TIME EVEN BIGGER. BELIEF/TRUST IN SELF and YOUR TEAM TO MAKE THIS POSSIBLE

Other connections we can make!

they know what is their personal, LC and entity contribution to achieving 2015 by their goals set (and commit to new goals where needed in GIP), they know who they will work with to realize exchanges, and they know which strategies and GCPs they will implement to get there. They know HOW to achieve 2015. What does this for a person/team?What is my legacy? My contribution? Success for me. Gen2015 is about WE doing it TOGETHER and ME contributing to the whole. Connects to question in Gen2015 toolkit: What will be your individual contribution to Gen2015?

How can these examples fit into a logical flow under I and Me, I and Others, I and World?

I and Me 1. Purposeful (Everything we do

is to increase the number of better leaders AIESEC gives the

world)

1. Alignment of individual and organizational purpose

2. Understanding my values and how these values can support me to achieve results

2. Individual Transformation (breaking through my limits for

organization to achieve MoS)

1. Understanding my strengths and how I can use them to achieve results

2. My individual limits and how I can break through them

Create from here, my personal leadership stand for 2015.

I and Me 3. Growth in self=Growth in

results (Being driven to achieve 2015 inspite of challenges)

1. Learning from 2015 stories of achievement and the attitudes and behaviours of individuals and teams involved

2. Developing a growth mindset

4. Belief in myself to make it happen (I believe in 2015, I now

need to believe I can do this)

1. When was I the best version of myself, how can I be the best version?

What do I need to do to believe and be the best that I can to achieve what I imagine.

I and Others 1. Collaboration with my

team to collaborate in AIESEC

1. The TMP TLP Principles, what do they mean and how can we implement them

2. Using the team minimums as a tool to leading teams effectively and managing them

2. Roots of success of a high performing team

1. Team working towards one common vision

2. Building and creating trust in teams

3. Empathy and interpersonal relationships

4. Working with diverse cultures

3.Success for us as a team (Links to making it happen – knowing

contribution and goals and knowing how)

1. Team limits we need to break through

2. Defining our team legacy and success

3. What is the role individuals play on the team?

I and AIESEC 1. My individual legacy/impact (My role in 2015 achievement)

1. Understanding role in the team (personality and strengths that add to this role)

2. Defining individual legacy to MoS and committing to it

2. Change Management (For MCP, LCP, LCVP) to enable

them to create the shift

1. How to shift culture of the organization

2. Leadership style needed to lead change

3. Addressing key challenges

How do I implement this?

• Implement at National conference/regional conference with Team Leaders, LCVPs, and LCPs

• Implement through LC Coaching visits (Change Management, Personal leadership stand to 2015 achievement and align completely to Gen2015 session)

• Implement through virtual LEAD channels and newsletter• Ensure LCVPs have full understanding of this • Engage and align your external partners to deliver these messages• Connect completely to GIP growth and providing high quality

experiences.

How do I implement this?

• Needs Assessment (Assess key gaps based on Gen2015 behaviours and messages) – Design flow – Deliver – Evaluate

• Evaluate – increase in productivity (contribution per member increasing), TMP Retention rate, applicants to TLP (in case of leadership pipeline challenges)

Continue to align LEAD Delivery to the outer journey of a member however embed

clearly the elements of Gen2015