***
***
(GCDP) experience is an opportunity for a young person to develop entrepreneurial and responsible leadership by living a cross-cultural volunteering development experience.
IMPACT
COMPETITIVE WORLD
We provide an internship in a host organization, through which a young person contributes to the goals of the organization, completes a job description requiring special expertise or skills, and receives supervision and evaluation on his or her personal development.
With them, we co-create opportunities for young people to volunteer and activate themselves, learn and contribute to the organization’s goals.
SKILLS DEVELOPMENT
GLOBAL CITIZENSHIP
•
Who are we? 1. We know our team purpose (check) 2. We know our ambition (check)
3. We know our values (check) 4. We have set expectations (check) 5. We have set rules (check) 6. We have direction (plan)
• •
Activity
Time Duration
1. Update
5 minutes
2. Recognize bottlenecks
20 minutes
3. Working time
60 – 80 minutes
4. Team minimums
15 minutes
* 5. Mini education and (or) simulations
30 minutes
Talk about team performance and how can you improve it
At least one per month
Strenghten your interpersonal communication throught casual iGCDP talking
Do not act as a leader but as a friend – talk about your own AIESEC experience, and other EPs experience
Play iGCDP quiz with your team and prepare some rewards for the best answers – this can help you in making new stategies!
Go to play some sport and represent the country in which your EP is working. Make a video and send him.
Term plan (in regards to your planned numbers)
Gantt plan (break down iGCDP into mini projects)
Individual Action Plan for TMP (connect their needs to the organizations needs)
Track, coach, adjust, replan
Set clear goals
TRACK PROGRESS!
Set Deadlines
Set Timeline
Delegate & Synergize
Set Priorities
#Team Meetings Attended #Team Buildings Attended
#F meetings attended #LCMs attended (optional)
#Calls
#Meetings
#Contracts
#Matched
#Realized
#LEAD activities
Response rate
NPS
KEEP IT SIMPLE!
5 calls per Member
4 members
3 meetings per 1 contract per member member
20 of calls
12 meetings
2 matched per 2 realized per 2 response per member member member
4 contracts
6 matched
6 realized
6 responded
NPS 2 interns per member
70
) The coaching approach is based on the assumption that every person has the potential to solve every kind of problem. The solution to the person's problem is already inside that person. Your job is to facilitate a process to find this solution.
You work with that person individually by asking questions only. This might be confusing but you don't make suggestions.
Coaches bring out the best in team members, which is more than 100% of what people think they can give.
Listen twice as much as you speak
You coach individuals and you lead teams
I am asked to work, but I don’t know the purpose
Plan
I didn’t want to be allocated to this position
Track
I can’t see my benefits from this position.
Coach
Goal
Leader’s Behavior
New members (with commitment)
High Flyers
New members (without commitment)
Party delegate
„
1 • My leadership style • Creating Leaders, Not Followers • Leadership is about results
2 • Building a Top Performing Team • Transferring and role-modeling for my team
3 • Characteristics of a Top Performing Team • Inputs on how to improve the Team Plan to bring new change
• Taking Action: My Next Steps
Team phase in relation to team development