Date post: | 27-Jan-2015 |
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Education |
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LC GROWTH PATH
WHAT IS A GROWTH MODEL?
Its an ideal path that an LC should follow in each programme to growth in exchange’s volume.
LC GROWTH PATH
TOP
GRO
POT
RIS
oGCDP iGCDP iGIP oGIP
TOP TOP TOP
GRO GRO GRO
POT POT POT
the growth of our lcs will develop along the four
programmes horizons, starting
from our driver ogcdp, then igcdp,
igip and ogip (follow the numbers).
considering the current diversity level of the lcs,
their clusters will be assessed in all
programmes and the lcd strategies
will support them in recovering the
«gaps» they have in the model.
*eg. a lc which is GRO in iGCDP and GRO in oGCDP, should first aim to reach TOP in oGCDP.*eg. a lc in oGCDP GRO, iGCDP GRO and iGIP POT, should keep on investing more in GCDP to reach TOP, before upgrading iGIP performances.
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OGCDP GROWTH STRATEGY
OGCDP
TOP
GRO
POT
RIS
VE, R3, MI, TO
CT, TS, TN, NP, BO
PA, PD, NF, FE, RS
AN, GE, PV, BA
75
45
30
20
Vale Coaching
Vale Coaching
Suhas Coaching
NST Coaching and Innovation
(R3, TO, MI, TN)
cluster
local committees goals Coaching
RISING LC(AN, GE, PV, BA)
Capacity
L&D
Focus
Goals 9 Months, 20 exchanges
1 PM+ 1 team operations ( 1 selection+ recruitment, 1 raising+matching, 1 seller); 3/5
Members: Middle Managers: VPs:
Marketing and Communication; Sales ( Basis in promotion have to be delivered)
POTENTIAL LC(PA, PD, NF, FE, RS)
Capacity
L&D
Focus
Goals 9 months, 30 exchanges
1 Operations team ( 1 TL, 1 recruitment+selection, raising+ matching, quality); 1 Sales Team ( 1 TL, 3 sellers); efficiency: 1/3
Members: Middle Managers: VPs:
University Relationship; Marketing and Communication; Complain Management; LC2LC (understanding)
GROWTH LC(CT, TS, TN, NP, BO)
Capacity
L&D
Focus
Goals 9 months, 45 exchanges
2 Operations Team ( 1 TL, 1 recruitment, 1 selection, 1 raising+matching,1 quality)- University/faculty based+ 1 Sales Team (1 TL, 3 sellers); Efficiency: 1/3
Members: Middle Managers: VPs:
LC2LC (matching), Quality, Complaing Management, VP and PM Management+ Leadership
TOP LC(VE, R3, MI, TO)
Capacity
L&D
Focus
Goals 9 months, 75 exchanges
Members Middle Managers VPs
Quality, Complain Management, VP and PM Management+ Leadership, Upscale Operations, University Relations
2 Operations Team ( 1 TL, 1 recruitment, 1 selection, 1 raising, 1 matching, 1 quality)- University/faculty based+ 1 Sales Team (1 TL, 3 sellers); Efficiency: 1/4
IGCDP GROWTH STRATEGY
STRATEGIES CLARIFICATION
Strategies of every next level should be additional to the strategies of the previous level.
For example, when LC is becoming top, strategies of potential and growth should be already mastered.
IGCDP
TOP
GRO
POT
NP, AN, PA, TO
GE, TN, NF, MI, TS,CT
PV, R3, BA, RS, FE, VE, PD, BO
On peak: 70 x NPS: 60
Off peak:10x NPS: 60
On peak: 40 x NPS:
60Off peak:
10 x NPS: 60
On peak:20 x
NPS: 60
Lera Coaching
Lera + Successor Coaching
Top VPs Coaching
cluster
local committees Goals MC Coaching
POTENTIAL LC( PV, R3, BA, RS, FE, VE, PD, BO)
Capacity
L&D
Focus
Goals 9 months, On peak 20x, 1 project
Efficiency: ¼, 1 team of 7 people, project based structure
Members: Standard (National strategy)+
MM: Standard+ Lead for mindset break, VP: Standard+
BE simple ( 1 project, 1 team), BE focus ( selling).
SPECIAL MESSAGE: BE SIMPLE, FAST AND FOCUSED
Focus on national projects.
TN taker based projects.
Sales as a main attract-covert-close for financial sustainability.
1-to-1 matching.
EP LEAD implementation.
Safety Standards Satisfaction delivery.
Establishment of exchange culture in the LC.
TN takers and LC network as a main source of hosting families.
GROWTH LC(GE, TN, NF, MI, TS,CT)
Capacity
L&D
Focus
Goals 9 months, on peak 40 x, off 10 x, 2 projects
Efficiency: 1/3, 2 team of 7 people, project based structure
Members: Standard (National strategy) MM: Standard+ VP: Standard+
Upscaling strategy, Quality Management
SPECIAL MESSAGE: BE INNOVATIVE AND LISTEN TO CUSTOMERS
Small local projects can be, but focus on big national projects.
TN taker based projects preferred.
B2B marketing for TN takers.
LC2LC for matching.
International marketing.
Financial management, economies of scale.
Marketing for conversion for hosting families.
Exchange culture development.
Customer loyalty for students and fire-fighting.
Customer loyaty for organizations.
Media relations and events .
Management and leadership.
TOP LC(NP, AN, PA, TO)
Capacity
L&D
Focus
Goals9 months
OFF PEAK: 10x, 1 projectON PEAK: 70x, 2 project in 2 waves of realization
To define
Members: Standard (National strategy) MM: Standard+ VP: Standard+
Department Structure ( Strategic VPs, Tattic MM), Focus on leadership/management, GR, LC2LC, Advanced Upscaling strategy, Quality management
SPECIAL MESSAGE: THINK BIG, ACT BIG, BE BIG.
Big local and national projects.
Event-based and TN-taker based projects.
LC2LC for matching preferred.
Government relations.
Sponsors and in-kind partners and B2B for them.
Learning partners.
External support in exchange delivery (reception, education).
Strategic planning.
Showcasing as a focus.
I GIP GROWTH STRATEGY
IGIP
GRO
POT
NF, AN
TS, BA, VE, TN, CT, GE, MI, R3, TO, RS, PV, BO, NP,
FE, PA, PD
5-15
5
cluster
local committees Goals
Rafa
Coaching
Rafa
TOP /15/2
5/
POTENTIAL LC(TS, BA, VE, TN, CT, GE, MI, R3, TO, RS, PV, BO, NP, FE, PA, PD)
Capacity
L&D
Focus
Goals 6 months, 5 exchanges
1 VP+ 1 team (3 sellers) Efficiency: 1/1
Members: Middle Managers: VPs:
Selling like never before.
GROWTH LC(NF, AN)
Capacity
L&D
Focus
Goals 9 months, 5- 15 exchanges
1 VP, 1 Sales team (1 TL, 3 members), 1 MA+RE team (1 TL,3 members) Efficiency: 1/2
Members Middle Managers VPs
Selling, Account Management
TOP LC()
Capacity
L&D
Focus
Goals 15/25 exchanges, 9 months
2 team operations (1TL+ 3 sellers + 3 account managers/ 1 TL+ 2 sellers + 2 account managers) (subproducts based) efficiency: 1/1
Members Middle Managers: VP:
Process Optimization, Efficiency
OGIP GROWTH STRATEGY
OGIP
TOP
GRO
POT
TS, NF, AN
BA, VE, TN, CT, GE, MI
R3, TO, RS, PV, BO, NP, FE, PA,
PD
10-15
5-10
5
cluster
local committees 2014Underlined LCs have
currently running oGIP activities.
Bold LCs have good matching rates in oGIP
.Those categories of LCs
will be suggested to open LC VP oGIP position for
2014.
Anyway, considering the low productivity, only one
team will becreated, based on one – max 2 –
subproducts.
Coaching will happen through the
oGIP NST, then from the MC VP
oGIP, once elected.
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NST Takes care of:coaching
educational wikinational partners
marketing materialfacebook group
structures Coaching
POTENTIAL LC(R3, TO, RS, PV, BO, NP, FE, PA, PD)
Capacity
L&D
Focus
Goals 5 exchanges
1 Coord
/ / /
Processes, Marketing, Communication
GROWTH LC(BA, VE, TN, CT, GE, MI)
Capacity
L&D
Focus
Goals 9 months, 5-10 exchanges, ½ subproducts
1 VP/TL+ 3 members
Members Middle Managers VPs
Supply&Demand, oGIP process, Selection
TOP LC(TS, NF, AN)
Capacity
L&D
Focus
Goals 15 exchanges, 3 subproducts, 9 months
1 VP/TL, 3 members
Members Middle Managers VPs
University Relations
OBJECTIVES OF THE MODEL
Have an organic growth NO RANDOM Growth anymore
Break the limit of 100 exchanges by LC finally :D
Each LC have a clear growth path to follow in each programme with a clear strategy focus
LC Coaches know how to coach their entities in each programme and where to bring them
The EB 2014 will have a key role in the Organization Growth:
- They have to know the direction and contribution of their area’s/LC in the Organization
- They have to cover specific skills by the beginning of the term
Tier LC oGCDP iGCDP IGIP oGIP
1 MI TOP GRO POT GRO
1 RT TOP POT POT POT
1 TO TOP TOP POT POT
1 VE TOP POT POT GRO
2 AN RIS TOP GRO TOP
2 NP GRO TOP POT POT
2 PA POT TOP POT POT
3 TS GRO GRO POT TOP
3 CT GRO GRO POT GRO
3 TN GRO GRO POT GRO
3 BO GRO POT POT POT
3 NFII POT GRO GRO TOP
3 GE RIS GRO POT GRO
3 BA RIS POT GRO TOP
4 FE POT POT POT POT
4 PD POT POT POT POT
4 PV RIS POT POT POT
4 RS RIS POT POT POT
Tier 1: LC TOP in OGCDP
Tier 2: LC TOP in IGCDP
Tier 3: LC GRO in programmesTier 4: LC POT in programmes