THE EXPERIENCE MATTERS! Application of Narendran Vijayaragavan for LCP 2012-13 | The Experience Matters!
Personal Questions First Name Surname Date & Place of Birth Permanent Address Mobile Number Primary & Secondary Email Current Position in AIESEC Chennai College & Course
Narendran Vijayaragavan 30/3/1992 - Chennai F8, Shakthi Gomathi, 10 Anna street, Thiruvanmiyur, Ch-41 +919566071104 narendran.aiesec@gmail.com, narendran92@live.com Vice President Stakeholder Management Loyola, Sociology – 3rd year.
1. Enlist your academic/professional experiences outside AIESEC relevant for the position. 1. Director (Projects) – Interact Club at the School Level. 2. Secretary – French Association, Loyola College. 3. Co-Founder - Orijinal Productions. 2. Please give a list of your unaccomplished objectives in the organization. 1. Go for an internship. 2. Attend an international conference. 3. Take part in MC/AI workdays. 3. Mention your 5 weaknesses that come in your way to be the perfect leader. Also, mention two of them you want to abandon and one you want to carry forward as an LCP. 1. 2. 3. 4. 5.
Perfectionism Expectation that everyone should work as hard as I do. Over-enthusiasm – abandon. Impatience – abandon. Multi-tasking – carry forward
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
4. When was the last time you thought of leaving AIESEC? January 2011, because I was not offered my dream portfolio, but a portfolio which I specifically mentioned i did not want to do. But decided to stay back and make the most of what I was offered – turned out to be the best decision of my life. 5. What inspires impresses and influences you in life? How can you make sure you don't influence or impress rather inspire as a leader? What inspires me – passion, commitment and hard work, What impresses me – achievements and peer respect, What influences me – my peers, parents and life experiences A leader can only inspire if he is an example, by displaying more passion, commitment and working harder than anyone else. In order to ensure that I inspire rather than impress or influence, I will be a leader who facilitates and gives other people their own space to decide their what? why? and how? 6. What is the difference between ethics and objectives? Give instances when each of them breaks the equilibrium of an ideal state of their coexistence. Ethics are an extension of principles and values, objectives are mainly empirical and quantifiable milestones towards the achievement of a goal or target. When achievement of objectives is only possible by setting apart ethics and values, the ideal state breaks down. 7. Enlist your three major regrets in life. (Not in AIESEC) One of my major principles in life is that I believe in living life without any regrets, I have not done anything that I regret as of now as all the mistakes I have made before have taught me something or the other. Regret is a tool for a person who looks back on his life with a very narrow lens, I believe in looking forward to life in which everything is possible.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
The AIESEC Experience 1. In a chronological order, list your experiences on various stage of AIESEC Experience better defined in the form of roles and responsibilities taken in the organization.
Aug ‘09 – Dec ‘09
Brief description of role & key activities performed Exchange controller Was involved in the activities of the OGX outgoing sector of AIESEC Chennai
Sep ‘09 – Nov ‘09
OC VP Logistics – Balakalakaar 2009
Was in charge of the logistics of an event for 1000 kids.
Jan ‘10 – Mar ‘10
OC VP Logistics and UR – Empower 2010
Was given the responsibility of arranging logistics and managing university relations of the event.
Jan ’10 – Apr ‘10
OCP OGX
One of the team leaders for the OGX portfolio of AIESEC Chennai.
May ’10 – Jul ‘10
Involved in raising, matching and Exchange controller realizing interns for the development DT/ET sector.
Aug ’10 – Dec ‘10
Talent Manager – TM Cell
Sep ’10 – Nov ‘10
Responsible for getting 2500 children OCP NGO Relations to the event, managing a team of 3 oc – Balakalakaar 2010 vp’s.
Sep ’11 Present
Member, National Quality Board.
Dates
Position
Was part of the first TM Cell of AIESEC Chennai, creation of the member handbook.
Member of the NQB and also part of the team for designing the structure and functions of the board.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
2. List of the conferences you have attended. Year Conference Location Role 2009 NLDS 2009
Silvassa
Delegate
2009 Dec LCONG 2009
Chennai
Delegate
2010 JNC 2010
Silvassa
Delegate
2010 July LCONG 2010
Chennai
Delegate
2010 Dec LCONG 2010
Chennai
Delegate
2011 NLS 2011
Delhi-Jaipur
Delegate
2011 JNC 2011
Delhi-Jaipur
Delegate
2011 July LCONG 2011
Chennai
EBC
2011 NLDS 2011
Silvassa
Facilitator
3. Your 5 key specializations in AIESEC. Mention tangible achievements for each of them. Key Specialisations
Tangible achievements
Talent Management Processes
Creation of Member handbook in Aug 2010
Event Management (Logistics)
Managing Logistics for two back-toback events (BKK ‘09 & Empower ’10)
Exchange Process Delivery
Managing the delivery of all ICX internships in Chennai in 2011.
Designing of feedback systems & Quality Monitoring Processes
Creation of SED’s and EED’s. Quality reports in 2011.
Crisis Management/Troubleshooting
Managing all the quality issues and complaints during the year 2011.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
4. Divide your AIESEC Experience in two parts Successes and failures. Mention 3 each. Successes
Failures
Balakalakaar 2009
Empower 2010
Balakalakaar 2010
The Thundercats (OGX Dept 2) 2010
Vice-President Stakeholder Management 2011
Unable to win an award.
5. If we have to add/remove/replace/evolve stages in the AIESEC Experience, probably if any, what will that be? I believe that the current AIESEC Experience cycle of Engagement, Experiential AIESEC Experience and Lifelong Connection is completely adequate and defines all the processes and experiences this organization provides. 6. What are your opinions on the revised AIESEC Experience? Mention changes if any Compared to the previous experience cycle, the current cycle is far more marketable and understandable to externals, also it has actually covered what AIESEC actually offers to members ie., a leadership experience based on learning from experiences. I am not able to see any changes in the revised system, but the challenge lies in offering what it promises to everyone who engages with AIESEC.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
Organizational Subsystems, Functions and Processes 1. What are the key successes and failures of year 2011-12? Evaluate the performance on the basis of the LC Focus areas. Successes Development Sector Quality Processes Creation of a base for Corporate Sector Youth to Business and Balakalakaar University Relations (Sastra & SRM) ER Growth
Failures Summer Cycle for OGX Winter Cycle for ICX Failure of Empower to deliver OGX raises. February recruitment, resulting in pocket recruitment. Client Issues. Improper planning & target adherence leading to trainee flat losses.
2. What are the top 3 Focus areas of AIESEC Chennai in 2012.
Value Added AIESEC Experiences
•Evolving systems and processes to give members more than what they learn from exchange alone. •Exposing members to all the opportunities available in AIESEC and enabling them to take part in the Global Learning Environment
Governance and Transparency
•Evolve democratic systems, engage the middle level management more in decision making and planning. •Increasing knowledge of LC activites and processes across all levels of membership and ensurign transparency in process to all.
High Quality, High Volume Exchange
•OS systems in place to monitor every stage of exchange process. •VP Operations & Delivery •Increase Quantity while sustaining and improving quality
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
3. Compare the role of AIESEC Chennai as an LC in National Association, AP GN and Global Plenary from years 2007, 2008, 2009, 2010, 2011 to what will be in 2012. 2007 - Shezaan Hamid •73 exchanges •Most Progessive •1 MC member from the EB •24th Globally •Not much involvement in the AP region
2008 - Harish Rajan •53 Exchanges •JNC 2008 led to MC debt •Fall in National Reputation •Good attendance at AP region's Heros conference •34th in Globally
2009 - Abhijit Sunder •60 Exchanges •Stability to the LC, post the JNC debt. •TOP GUN LC for Q1 in AP Region •No mentionable contribution to the global plen •1 MC Member from the year's EB. 2010 - Advyit Varma •220 Exchanges •Most Progessive LC •Best ER •Most Progressive Finance •Best OGX •Best OGX Globally •Natcong 2010 Hosting LC & 1 MC member.
2011 – Diwakar Raju – Has been a year of sustainability of operations, stabilization and expansion of client and EP pools, Recognition for event management, evolution of quality and stakeholder relation processes. We had delegates after a long time at AP – Unleash and AIESEC Chennai members are working in global teams. Currently we are 37th in the GIP ICX, 25th in GCDP ICX and not in the top 100 in OGX. AIESEC Chennai 2012: A LC that is recognized for the brilliant work it has done in delivering the best possible experiences for all its stakeholders. A LC which is sustainable in finances, in exchange processes and leadership. A LC whose models are Best Case Practices for other LC’s around the country. A Local Committee that has “Delivered what it promised and promised only what it could deliver “The reason I have not mentioned any awards above is because I know that if we achieve the abovementioned status, awards are nothing but a formality, for we will have achieved what every local committee everywhere in the world strives to achieve. Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
4. What would you want to start, stop and continue in AIESEC Chennai in terms of the relationship with and Satisfaction of our stakeholders: Members, Exchange Participants, Alumni, Clients and Parents? Stakeholder
Start
Stop
Continue
Members
Enhanced experiences Membership skills analysis Performance and competency report Subsidized CEED’s and ILCEP’s Customized @ Experiences. Team Building Activities Re-Start Office Culture
Unplanned recruitments. Placing members in arbitrarily decided departments. Leadership roles without members under them to lead.
Exit interviews Performance Tracking Manager Job roles – for TL who do not have teams directly under them
Exchange Participants
Structured Reintegration.
Matching with countries that have visa issues
Structured Raising and EP selection Current Operating Procedure & QTF structure for both OGX and ICX Alumni Events Database rebuilding, monitoring and updating Alumni FB group High Volume Clients like Amazon Multi Dimensional Partners who provide support apart from just exchange. Eg:Sri City
Alumni
Client
Parents
More active involvement with LC activities. Local internships for members More exchange. More personalized approach. Client Relations Mgmt systems Evolved and automated Feedback mechanism for clients –compulsory Involvement in LC activities. Local internships for members Calendar for LCM’s, pre-intimation for city parents regarding meeting
Viewing alumni as last-ditch sources of ER income.
Raising clients who do not understand or relate to the organization.
Using AIESEC as an excuse for other things.
Database.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
Universities
Minutes/report of lcm sent to parents Bi-annual competency & skill report. Informing parents about conferences, agenda sent to them as well. Transparency of functioning. Building better relationships with colleges Small college based events Partnering with college clubs for events and for promotions Showing aiesec as a leadership curriculum to universities Education Support Board.
5. Briefly analyze the current state of financial systems in the LC. How do you see the financial systems evolving in the coming year, what would be the changes you would want to bring about in the approach towards the current thought behind the Financial Management. The current state of financial systems good but there are a few red flags which need to be corrected they are: A complete lack of transparency and functioning Budgeting issues Bank account signatory issues and net-banking
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
6. Please mention the processes, ideas or initiatives you will bring in to improve the financial management in terms of: -Financial accountability Finance Task Force consisting of LCP, VPF and 3 other EB members. FTF Meeting for all important financial decisions FTF Meeting minutes published online to the LC Finance Structure so that Finance managers of portfolios and events are the first responsibles, till the money/cheque is handed over to the VPF or any other person designated by the FTF - Realistic Budgeting Year budget for ideal/moderate/worst case scenarios Bi-Annual budgeting Pool analysis to be done before exchange income budgeting - Transparency and Financial learning. Post-event budgets and ER client list released to the LC Quarterly budget statements and monthly bank statements released to the LC Finance mangers to take department learning sessions at dept meets Investment in members Continuing the current RnR campaign, learning events as prizes Investment in CEED’s and Internship subsides -Cash Tracking Finance mangers track exchange and non exchange incomes in specific departments Reducing the amount of liquid cash in member hands Bills, vouchers and invoices made mandatory before releasing cash from LC. -Profit maximization Focus on in-kind raising. Focus on sustainability rather than profitability -Automated financial governance Usage of AIESEC finance.net 7. What should be done to improve the following? Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
-Information system (myaiesec.net) knowledge of members Utilization of AI tools and resources to understand the new system Regular training and refresher instructions at the department & team level - Virtual platform optimization Usage twinned with the new Value Added AIESEC Experience System, thereby having regular training and skill-building workshops conducted by EB,MB & GB members for the LC Utilization for both internal and external marketing campaigns to increase brand visibility - Campaign management Campaign mangers to be appointed to manage RnR and Marketing Campaigns. RnR regular updates are a necessity. - Communication protocols and mechanism Externally communication protocols need to be strictly adhered to in order to maintain and develop brand image Internally adopt a less structured and more interactive communication mechanism and structure so as to ensure high levels of communication and knowledge transfer. 8. What are the areas where AIESEC Chennai will pioneer? 1. Value Added Member Experiences. 2. Customized and Localized, Internal and External Branding and Marketing Campaign. 3. Alternate revenue stream apart from exchange service and events (Education and Training based Project). 4. Stakeholder Relations and Engagement. 5. GIP OGX – Due to the high number of technical graduates in the city. There is a gap of more than 3 months in general between course completion and job beginning, this is an ideal market and time to tap into the GIP market as this is also a global push area.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
9. SWOT AIESEC Chennai at the end of 2011. Discuss your strategies for threats and weaknesses. Strengths: OGX (SRM Partnership & SASTRANIT) OGX IR Expansion of client bases across sectors Successful DT Projects Info.Mangement Mutual Partnerships Good Event Branding Delivery Structure Sustainability in BD Satisfied LBOA
Weakness: Poor publicity for projects Communication issues Failure of summer cycle Lack of realization in Q4 Losses due to low target adherence (Trainee Flat Losses) Poor branding from last year Lack of Big-House Media coverage Delay in implementing delivery structure Financial Opacity Low respect for timelines
Opportunities Good pipeline at the end of Q4 New projects Satisfied clientele Defined delivery structure Good finances Good membership Sufficient pool for feb recruitments
Threats Bad branding Quality issues Failure of summer cycle Membership issues
Strategies for counter-acting the weaknesses and threats will be given in the portfolio specific questions and the LC Plan Annexure.
10. How will you ensure growth in External Relations next year? Give a list of your suggested ER products with corresponding potential market DIFFERENT from year 2011 for 2012.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
Interms of external relations it is hard to provide improvements for what has been for two years running the best in the country. Only change next year is the cancellation of Empower as an event, and holding small scale events in individual colleges as a part of the L.E.A.D initiative, with the help of interns and clients and a global village. Potential Clients for LEAD & GV – Organizations with a strong student orientation for LEAD (but it will not be that necessary because since it is conducted in small scale at college auditoriums, funding need is minimal. For GV, travel agents, companies which are trying to project an international image etc.
11. How will you make sure that you are cultivating, developing and pipelining the middle level management? How can you make your MB as competent as your EB? List down strategies to ensure HIGH ACCOUNTABILITY amongst the MB of 2012-13. MB Training days need to be restarted Transfer of knowledge and skills to MB members by respective VP’s individually MBM’s to have target v/s achieved updates for every single MB member. MB transitions, in Q1 and throughout the year when there are changes. 12. Give your plan to ensure HIGH amount of personal effectiveness and efficiency in at each level of Organizational Structure in 2011 in the order of LCP, Executive Board Members and Management Board Members, Project Managers, GB members and new recruits. - LCP: Personal effectiveness as an LCP is not a choice; AIESEC is not longer a voluntary organization. Accountability to the EB Creation of an Alumni Supervisory group on the lines of the AI supervisory group. -EB Weekly Targets, Immediate repercussions incl. Cancellation of subsidies, Denial of speaking rights, President, Denial ofAIESEC voting rights. 2012-2013 Application for the office of Local Committee in Chennai, Accountable to the LCP, EB, MB and LC
-MB Accountability to the LC and rest of the MB. Fortnightly-Monthly MBM’s where targets/achieved for every team will be informed to the rest of the MB. -Project Managers and GB Members Target & Performance Tracking Dept and OC level training RnR systems -New recruits Properly documented Personal Goal Setting and Alignment. Knowledge management, mentoring and coaching along with skill building. 13. What do you think is the key motivation for the current membership and what are your plans to ensure motivation amongst the membership throughout 2012? Current Motivations: AIESEC Culture, Personal Growth, Friendship and bonding with other members, Team identification, conferences and fun aspect of AIESEC. Motivation Plans: Bi-Annual RnR Campaign on the lines of Octo-Nova Fest. The League – Campaign for departmental awards with departmental activities like Sports LCM’s, CounterStrike Tournaments etc apart from weighting departments purely on performance. LC days Member of the month 14. How will you deal with lack of adherence to targets across the EB, MB and GB? EB – weekly targets, proper planning and repercussions for nonachievement MB – Achievable targets, meetings to discuss performance of individual and team, RnR systems forRnR the office of Localmember CommitteeofPresident, AIESECregular in Chennai, 2012-2013 GB – Application Appraisals, systems, the month, meets with TL’s if there are issue, if not solved go though hierarchy of VP, VP TM.
15. AIESEC Chennai has faced a huge problem of lack of availability of sufficient ICX supply in Q3, affecting overall performance. How do you plan to make sure that forms are being matched continuously throughout the year?
LC-LC Partnerships Capitalizing on MC partnerships Reverse Matching CEEDers from AIESEC Chennai working alongside LC’s abroad to raise LC specific forms.
16. What are your plans and strategies to ensure improvement of number of the number of matches and overall performance in the corporate sector? LC-LC Partnerships Capitalization of social media for advertisement of LC forms and experiences Raising proper defined job roles Time based matching system. Database of CV’s continuously collected and maintained depending on major areas of client bases, so as to have a ready supply of CV’s to present to clients. Matching teams to be in-place from the beginning of the year Capitalizing on current large volume clients like Amazon Capitalizing on SEZ’s. (Mahindra City etc.) 17. How do you plan on taking forward the growth in the development sector and ensuring better performance in 2012?
Focussing on client retention Year-Long partnerships with DT Clients Subsidized internships Increasing exchange via Projects Based on Exchange Raising forms which have pools available. Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
DT projects/raises due to BD initiatives with companies (focus on CSR) Development Support Group. Small scale events alongside Balakalakaar. GCDP ICX in SASTRA Expansion Continuation of current delivery model Q1 Realization Project (Jointly with the Global Village Event)
18. State your plans regarding the Outgoing Exchange portfolio and how you plan on having a structured raising and matching system? Continuing with SRM and Sastra Plans Exploring market expansions again to VIT, Coimbatore and Pondicherry. Continuation of contracts, selection interviews, ep interview preparation, culture shock preparation etc. As long as we ensure that other factors don’t interfere like this year, we should be on course to reclaim the pole position in ogx. Enhanced university relations and an educational support group 19. What are your plans regarding stakeholder management? No position of Vice President Stakeholder Management next year. Instead a Vice-President Operations and Quality along with a VicePresident BD and ER specifically for AR and supporting BD initiatives. Quality Task Force and delivery structure to be kept the same A TL for Parent Relations under VP TM Client relations EP/Trainee relations to be of under VP Ops&Qstarted 20. How do you plan onand carrying forward the concept sustainability in the year along 2011 with and theensuring QTF. that each and every stakeholder is satisfied? Evolving the OS so that there is no VP SM, as the jobrole has achieved its purpose. Instead having separated and specialized positions such as AR,PR and the QTF along with VP Operations will be a lot more effective. Ensuring that SED’s are given in, punishments to include nonconsideration of dept for awards. Strong QTF and functional DTF in every portfolio Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
21. How do you plan on improving our brand and external visibility in the year 2012? PR Partner (it has not worked out so far, but if we can get some mileage out of it, we stand to gain a lot more coverage) Public figures and Stars necessary to attract media attention to events. Memorabilia distributed to returning EP’s, sort of a welcome home package (T-Shirt, keychains, posters etc). Functioning website, promotions for partners on it and cross promotion. Leadership Blogs and Social Media Capitalization LEAD Sessions in Schools and Colleges Look at a Regional or local MUN Work towards being first choice partner for youth leadership & youth voice 22. What are your plans to ensure effective management of membership, talent tracking, appraisals, retention and overall engagement of members? Highly structured LC in terms of hierarchical structure, but allowing for two way flow of knowledge, information and ideas. More responsibilities to the TL’s. Skill & Choice Based Recruitments and Allocations. Mentoring – needs to be tracked more effectively. Quarterly Appraisals. Job rotation. 23. How do you think members will benefit from being in AIESEC in Chennai apart from the regular experience they get? Through the Value Added AIESEC Experiences, which is one of my focus areas members will gain the opportunity to learn skills which the regular AIESEC Experience work doesn’t offer, they will be learning from, and teaching, helping and enriching each other’s experiences. Along with this I also plan on enabling members to attend external forums as a part of their RnR. Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
24. How do you think various stakeholders will benefit by engaging with AIESEC in Chennai? Mention the benefits that each and every stakeholder gets separately. Clients – Tapping into a pool of skilled international manpower. Engaging with a group of highly skilled individuals (potential for recruitment into the organization. Trainees – Engaging and learning about the culture of India and Chennai, Working in recognized organizations and learning skills for their future. Living and working in an multi-cultural environment Members – Working and learning in a unique global organization, interacting with corporates, NGO’s and internationals. Local and international networking. Exchange Participants – Work abroad in a multi-cultural environment, learn soft skills and life skills, return and work as a member in AIESEC. Parents – Engage and see their children grow in AIESEC which will be enabled through the parent relations plan giving them empirical data which measures their child’s growth. Alumni – Network and Reconnect with other alumni, return and again experience the magic and the feeling of AIESEC. Universities – Having students go through an international and experiential leadership training programme, ability of conduct international event is their colleges
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
25. What are your plans of investment in infrastructure and office space? An office space is a priority, raising in kind will be attempted but failing which investment will happen in this area as a healthy office culture can work wonders for LC functioning. Infrastructure investment will have to happen if we are looking at exponential growth in numbers, but requirements and targets will be highly scrutinized to ensure that only required investment and no losses are incurred. 26. What are your expansion plans? Mention the name of the entity, if any and whether you plan on making it an official expansion in the year 2012. SASTRA-NIT, Yes it will be legislated as an official expansion at JNC 2012 if the summer OGX cycle goes as planned and a few ICX realizations are done. SRM – Not this year, as I believe AIESEC Chennai’s success is still very closely linked with SRM. I also feel that the members of SRM are very closely related to AIESEC Chennai and indeed SRM’ites are some of the best members of the LC. A decision will be taken around NSC 2012 regarding separations after discussion with LC. VIT – Try to re-establish connections. Market Expansions – Coimbatore, Pondicherry, Madurai & Tuticorin.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
27. Mention your plans to engage EB, MB and GB members in CEEDs, ILCEPs, International conferences and X+Ls? Instead of members going on just internships, members will be encouraged to go for CEED + Internships + Leadership (C+X+L) International conference subsidies for Performing EB and MB members. We have a lot of non-Chennai natives as members here, for their summer vacations ILCEPs are a good option. X+L’s will be encouraged, the only way to promote X+L’s is to sensitise members on the advantage of the programme, it is pointless just raising and matching if you cannot believe in your own organization’s product. 28. Give a brief outline of the RnR system to be followed in the LC. Bi-Annual campaign for RnR will result in easier evaluation of performance. Octo-Nova fest rewards will be carried forward. Retaining of the current awards model. Alumni award – the reuben javvaji award. Subsidies, as mentioned before. Certificates and endorsements. 29. How will AIESEC Chennai fall in line with national direction and the NSC 2015 goals. GIP OGX will be focussed on – in line with global and national direction. Increase in both time and volume of impact of events and projects, ie., post project follow up, more value in events – so that we create positive impact on society. Increasing Leadership roles and exchange numbers so that we are set on the path of achieving the 2015 goals.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
AIESEC Chennai: 2012-13 1. Comment on the Culture of AIESEC Chennai 2011-12. How has it evolved/changed/depleted from the year 2007? How will you ensure culture of excellence, dynamism, holistic experience, mutual cooperation and coexistence? How will you LEAD and MANAGE CULTURE? The culture of AIESEC Chennai in 2011 has been one focussed on performance and self development. It has been a very practical rather than an emotional culture, barring a few exceptions. We are a very performance driven and we are an LC which is focussed on what we as individuals can gain from the organization. In the year 2007 AIESEC Chennai were perceived to be “chillers� in the national plenary, we have grown more focussed, result oriented, and experience oriented as a local committee. A culture of excellence will be ensured by a constant focus on performance, the value added aiesec experience innovation will ensure coexistence and a holistic experience for all members. 2. What legacy will you leave behind as an LCP for the generations to come considering the year 2011? The only way a leader can be called successful is if his successors are able to scale greater heights than him. That being said, I want to leave behind a local committee of highly skilled, motivated leaders. Who are the best at what they do in every aspect of the organization and are in a position to readily challenge the best local committees in the national and the global plenary.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
3. If at all you wish to bid for a conference in year 2012, which one will that be? How will you make sure that you generate maximum profit from it without it being interfering in your plans? The only conference I want to bid for is NLS 2013, depending on the LC’s finances at that point. It will not affect the performance because it will not affect the matching cycle of the year, and by the time we start preparations, our year will be at a strong position so performance even if it drops damage will be minimal will be minimal. Profit maximization can be done by a long planning process before the actual work begins, ensuring that we choose the most profitable options without compromising on quality of the conference. 4. Give your plans ideas and innovations to ensure that AIESEC Chennai has a high performing Q1.
Highly structured and planned transitions for the EB. MB transitions. Building pipeline by the incoming EB in December 2010. OGX LEAD Sessions and Global Village in Q1 for OGX. Q1 realization Project – Planning and forms up in Dec 2010. Focus on matching Amazon forms, along with pre-existing TN forms Timeline based raising and matching for all forms.
5. Give department wise exchange targets for Q1. Portfolio
Raise
Match
Realization
Development
65
40
50
Corporate
30
20
30
OGX
130
100
0
Total
215
160
80
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
6. How will you make sure that you are optimizing your performance as an LC in Q3 which has seen a major drop in performance throughout AIESEC India in 2011? Major reasons why performance drops in Q3 a) August Recruitment begins b) People just return from summer vacations c) Post-JNC feeling of lethargy d) Higher stress and fatigue levels due to busy summer cycle. e) Time lost in managing peak realization f) Low number of forms on system for GCDP ICX and OGX Solutions a) An LC day or a July LCong to increase motivation levels b) Effectively engaging members who return home for holidays c) Separate Delivery team d) Ensure availability of forms through partnerships and returning CEEDers. e) More focus on winter cycle research and raising. 7. What is your Theme? My theme is The Experience Matters! Why? Because whatever we say AIESEC offers, the core of all the work, products and branding we do is the AIESEC Experience. Members alone don’t go through the AIESEC Experience, anyone and everyone who we interact, work with or impact goes through an experience with AIESEC. To them that is the AIESEC Experience, that is their AIESEC Experience! It is my theme because that is what my entire term will focus on, ensuring that we come up with plan, processes and implement them so that anyone be it a trainee, client, member, parent, alumni, EP or even a person attending an event of ours, we ensure that they have the best possible experience with AIESEC Chennai no matter how short or long the interaction is! Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
8. What according to you will be the role of the LCP of AIESEC Chennai in Focus Commission 2012-13? The focus commission which comprises of all the LCP’s of AIESEC India is the highest legislative body in the national network. The role of the LCP of Chennai will be to, Project and ensure that the good work of AIESEC Chennai is recognized nationally. To serve as a representative of AIESEC Chennai in the commission, so as to safeguard the interests of local committee. To observe and learn the best case practices of other successful local committees and if possible implement and increase performance and deliver better experiences in Chennai. 9. What is your plan or Alumni Relations in year 2012? How will you make sure you have an access to the biggest ever pool of alumni? What structural changes you need to have in OS to make sure LC has amazing Alumni Relations? Alumni relations have been largely repaired and bettered in 2011, in 2012 alumni relations should be focussed on effectively engaging the alumni in terms of them providing support to the LC in the form of knowledge or exchanges, funding support should be avoided. The current database rebuilding programme which is being run both nationally and locally will ensure that we have a pool of alumni with the right details and information about them. Also apart from structural changes, the view point of AR has to change and we need to place ourselves in the shoes of the alumni, and deliver the experience they expect. Out of the two VP BD’s who are going to be there in the LC, one person will be tasked with the jobrole of alumni relation and an AR Manager will be appointed under that VP along with one member working closely with them.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
10. What are your innovations across all portfolios for the year 2012? OGX: 1) Removal of empower and instead having a series of smaller events, sessions in colleges culminating in a global village. 2) Specific team under all the VP’s for GIP OGX. GCDP ICX: 1) Q1 Development Project. 2) An education based project which is self funded and will provide funding for most of the other projects as well, thus eliminating the need to charge clients more. Communications: 1) Branding campaigns on the lines of “mystory” or “I am an AIESECer” to increase visibility to programmes based on the current raising or matching drive. These campaigns will be for both internal and external branding. Talent Management: 1) Bi-Annual 6 month Rewards and Recognition Campaign 2) AIESECer of the Month 3) The League – Inter-Departmental tournament, involving fun activities and parameters apart from performance. 4) Certificates for OC Members, Endorsements for members gaining alumni rights from the EB/LCP. Structural: 1) Creation of VP Operations and Delivery.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
11. What is your proposed Organizational Structure of year 2012? Mention EB, MB, GB structure.
Explanation of EB Structure OGX - One Director specific for all markets apart from SRM, One Director for International Relations, and one director specific for SRM university DT – The current structure will be followed TN – Addition of one more EB member in this portfolio, in order to support exponential growth in the sector Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
VP Operations and Delivery – Takes over the Quality management and Delivery aspect of the current VP SM jobrole. VP BD – One VP BD with specific focus on events, One VP BD with specific focus on sales of business development products, and multi-dimensional partnerships and alumni relations. VP IM – In charge of all Information management systems and knowledge management processes. VP TM – All Parent relations processes to come under VP TM along with normal TM processes
AIESEC is a collective organization, where the team plays a very important role. This is something that is fact. It will be arrogant and high handed of me to decide the structure and number of members of the teams and departments of my Executive Body. During the first planning days of the year, a comprehensive structure will be devised by the EB of 2012 as a team, keeping in mind each EB members’ concerns and preferences. As it is the EB members who are going to be directly working with the MB and the GB.
12. Design LC calendar for 2012. Refer attached file 13. Attach your LC plan. (Use appendix) Refer attached file
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
14. NLS 2013 and AIESEC Chennai. At NLS 2013, I Envision AIESEC Chennai as, The host local chapter of an amazingly organized national conference. A LC that is recognized for the brilliant work it has done in delivering the best possible experiences for all its stakeholders. A Full Member of the AIESEC India Plenary. A LC which is sustainable in finances, in exchange processes and leadership. A LC whose models are Best Case Practices for other LC’s around the country. A Local Committee that has “Delivered what it promised and promised only what it could deliver” The reason I have not mentioned any awards above is because I know that if we achieve the abovementioned status, awards are nothing but a formality, for we will have achieved what every local committee everywhere in the world strives to achieve.
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
General Questions 1. Why did you decide to run for LCP, AIESEC Chennai for any other responsibility in or outside AIESEC? I owe who I am right now to this Local Committee. It is a dream that I have cherished for 2 ½ years and it is an opportunity lead a group of remarkable individuals who will provide others with the same amazing experience if not better than what I have experienced in this organization. I have seen two wonderful individuals grow exponentially in this role before and I am eager to see what positive changes this role will bring into me. I have heard people say that the role of an LCP is the most difficult role in AIESEC, I politely disagree. I think that this role is not difficult but it is definitely the most challenging, rewarding and insanely life-changing role that this organization has to offer and THAT is why I decided to run for LCP, AIESEC Chennai 2012-2013 2. What is your style of leadership? How can you conclude that what AIESEC Chennai needs is an LCP like you? I believe in the style of leadership that allows constructive two way communication, one that allows the leader to just point at a direction and leaves the follower to find his own path enabling him to traverse that wonderful process of making mistakes and learning from them. A style that allows brickbats as easily as bouquets but mostly it is the style of leadership that empowers his followers and readies them to take on the mantle of responsibility for the future. I conclude that AIESEC in Chennai needs a leader like me because of the kind of organization that AIESEC is, the only reason why people work so hard in AIESEC is passion towards organization. Passion needs to be nurtured and grown carefully and studiously so that the member is able to constructively harness his passion for his own, and others benefit
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
3. Why should you be not selected as the LCP of AIESEC Chennai 2012? In case that happens, what is your plan B. Remember there must be a plan B. If I was not selected as LCP, then my plan B is to apply for member committee of AIESEC India, and other countries. I feel that I have a lot more to give to AIESEC, a lot more to gain from AIESEC so I don’t want my AIESEC journey to end so soon, because frankly – I am not ready to part ways with AIESEC, not so soon. 4. Your AIESEC Chennai DREAM! MY AIESEC Chennai DREAM, is a local committee which is sustainable in every process, a local committee where every stakeholder, every person who interacts is satisfied with it, a local committee which adds value to its member’s experiences and a local committee which is true to the values and ideals of AIESEC. 5. What role can AIESEC Chennai play in addressing issues like Global Warming, Youth in politics, fighting financial slowdown and building global harmony? Global Warming: Projects & workshops Being sustainable as individuals and as an organization, because before we try to change the world – we need to change ourselves. Youth in Politics: We are an organization, that seeks to indirectly impact the society. By consciously cultivation a healthy sense of social concern, we will be able to create a new generation of leaders who are concerned about society and hopefully a few will decide to choose to change the world by taking up the mantle political leadership
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
Fighting financial slowdown: By supporting enterprises and businesses with low cost, highly qualified international manpower. By inviting companies to recruit highly skilled students leaders from AIESEC Chennai. Building Global Harmony: Global harmony can only arise by understanding each other’s culture, this was the premise on which AIESEC itself was founded, I think the vision and wisdom of the founders still holds true. There is no better way for this than international exchange, a few ways we can maximize its impact are Global Villages Cultural Education Projects Peace Projects
Application for the office of Local Committee President, AIESEC in Chennai, 2012-2013
This portfolio wise year plan though it has targets for every quarter, it is only a provisional target list based on my belief in the potential of AIESEC Chennai’s market and the potential of its members. A year in a local committee is a year of team work by the entire local committee. I believe a LCP’s job is to plan strategies and innovations for growth and then it is for the people who will implement these strategies and plans – The EB, to decide where those strategies will lead them at the end of the year. These targets are not binding to the EB and are subject to change when the LCP and Executive Body of 2012-2013 plan for the year at Planning Days. I believe and trust the team I am going to choose, and I believe that they have the right to decide their own destiny and path together as a team.
THE EXPERIENCE MATTERS!
Key Strategies: Year-Long partnerships with DT Clients Subsidized internships Increasing exchange via Projects Based on Exchange Raising forms which have EP pools available. DT projects/raises due to BD initiatives with companies (focus on CSR & Creation of specific DT products to sell to companies) Development Support Group – a group of clients, and other stakeholders who will support us with references and exchange. Small scale events alongside Balakalakaar, to increase impact. GCDP ICX in SASTRA Expansion Quick conversion from raise-match-realization. Promotion and packaging of Internships to LC’s abroad. Continuation of current delivery model Q1 Realization Project (Jointly with the Global Village Event) An education based project in schools during June-July, in association with a skill training institution which will generate about 25 exchanges and generate profits which will be re-invested in projects in order to make them self-sustainable. Ensuring good job roles so as to increase satisfaction of delivery Moving away from the current system of intern accommodation into a part-LC part-Outsourced model.
THE EXPERIENCE MATTERS!
Threats: Bad branding Failure in international relations, due to failure to provide internships. Improperly Trained Manpower. Dissatisfied clientele Lack of funding to support GCDP internships
Quarter I II III IV TOTAL
Raise 30 20 20 25 95
Match 20 30 20 30 100
Realization 30 30 40 10 110
Key Strategies LC-LC Partnerships Capitalization of social media for advertisement of LC forms and experiences Raising proper defined job roles Time based matching system. Database of CV’s continuously collected and maintained depending on major areas of client bases, so as to have a ready supply of CV’s to present to clients. Matching teams to be in-place from the beginning of the year Capitalizing on current large volume clients like Amazon Capitalizing on SEZ’s. (Mahindra City etc.) 1 member for every client, two members for high volume clients Capitalizing on international companies in Chennai. Threats:
THE EXPERIENCE MATTERS!
Failure to adhere to timelines of the client. Poor servicing Lack of quality in the global pool Improper delivery and client servicing Membership issues.
QUARTER I II III IV TOTAL
RAISE 130 30 40 60 260
MATCH 100 30 35 55 220
REALIZATION 0 110 20 70 200
Key Strategies: Capitalization on partnership with SRM and SASTRA Focus on building university relations in synergy with ER Instead of Empower, a series of small events in colleges across the city in the form of sessions and seminars, packaged in synergy with BD as a international cultural education and leadership training module. Culminating in a Global Village. Restarting attempts to partner with VIT. Exploring market expansions to Coimbatore and Pondicherry. Rigorous following of Standardized Operating Procedures. Implementation & Information Management of all EP evaluation documents, contracts, NOC’s etc.
THE EXPERIENCE MATTERS!
LC-LC Partnerships with local committee who have partnered with us before. Tapping into colleges which we have not focused before. Focus on Dual-Experiences Strong focus on university relations in order to expand markets for both membership and exchange selling the AIESEC Experience in synergy with BD to various colleges across the city. Threats: Colleges reneging on their partnerships Summer holidays cut down Lack of availability of opportunities in countries
Recruitments: February and August recruitments to continue. No pocket recruitment, instead associate membership/membership waitlist to be implemented. In case of unplanned manpower loss, these members can be upgraded into members. February recruitment form sales – ideally 800 in order to ensure a good pool of people to recruit from and also create a base of waitlisted/associate members August recruitment form sales – ideally 1000, for the same reasons as mentioned above, also note that a percentage of associate members will be upgraded during this process. A healthy local committee should have a membership retention rate of 75% in order to be sustainable.
THE EXPERIENCE MATTERS!
Processes:
Talent planning
Recruitment and selection
Training and induction
Allocation
Performance management
Tracking and pipeline management
Continuous Motivation.
Personal Goal Setting & Mentoring
Value Added Skill Building
Leadership Experiences
Rewards and recognition
Life long Connection
Strategies & Innovations: 6 month, bi-annual campaign for RnR, will involve continuous rewards like the current campaign. The League – A inter-departmental non-performance related activities like sports LCM’s , Counter-Strike Tournaments etc. Online webinars by members to teach other members skills. Certificates and endorsements for members Performance and competency reports. Member of the month award. Finding opportunities of members to get local internships. Finding external learning forums which members can attend Well documented personal goal setting sessions Highly planned recruitments. MB transition. TM cell to continue. Creation of Short Term AIESEC Experiences (STAX’s) Continuous and regular year-round training. THE EXPERIENCE MATTERS!
Mentorship blog, and tracking system. Mentors for the EB from the Alumni. Members to be given ID cards. Training for EB and OC regarding interview and group discussions by professionals. New tools for selection during recruitments, with the help of a professional recruiter. Creation of a Local Trainers Team. Threats: Failure of recruitment OC’s. Sudden drop in membership motivation.
Category
Target
Articles
80
TV Instances
30
Radio Instances
1000
Blog & Website hits
5000
Media Partnerships
15
Form Sales
1800
Key Strategies High level of synergy between communications and rest of the portfolios. THE EXPERIENCE MATTERS!
Campaigns of the lines of “my story” and “I am an AIESECer” run and managed by the LC to increase brand visibility. Internal and external branding campaign. More mutual partnerships. Campus Ambassadors to promote it in campus. Branding for event.
Threats: Improper campaign management. Any issue that affects the brand adversely.
Key Strategies: Server for storage of documents. Collection of all possible documents from the year and previous years, organizing and cataloguing them. Minutes of LCM in the form of an LCM report Maintaining quarterly reports, and budgets. Maintenance of the minutes of EBM’s, MBM’s and dept meetings. Conducting webinars for knowledge management. Weekly knowledge quizzes Main Deliverable for VP IM: “To create information management systems, that will result in the creation of a one-stop knowledge library and year records for all the members of AIESEC Chennai”
THE EXPERIENCE MATTERS!
Theats: Lack of cooperation from the lc. Failure of the team.
Events: LEAD and Global Village Balakalakaar Youth to Business Peace concert/Impact Week Event LEAD and GV Balakalakaar Youth to Business TOTAL
Income 5,00,000 15,00,000 7,00,000 27,00,000
Project/Product LEAD & GV Balakalakaar&Footprints Youth to Business Yearlong sales of products
Expenses 3,00,000 6,00,000 4,00,000 13,00,000 Exchange Generated 50 - OGX 20 20 50 –GCDP 30 - GIP 170
Profit 2,00,000 9,00,000 3,00,000 14,00,000
TOTAL Strategies: Sale of year-long partnerships Business development team to work on creating and selling products for development of exchange Evolving products to sell to corporates and ngo’s Products that define the AIESEC Leadership curriculum to sell to colleges.
THE EXPERIENCE MATTERS!
Events on a very small scale at colleges and engage and create the Education support Group TL for Alumni relations under VP BD for better engagement and enhanced leverage for the LC Threats: Loss of clients due to bad delivery Poorly designed products Skewed event du
Operations and innovations will take over the quality management and trainee relations jobroles of the current VP SM. Strategies: Quality Task Force Implementation of SED’s which will be made compulsory for department awards Delivering all the internships during the year Infrastructure development Outsourcing of trainee flats. Hostels to be looked at for accommodation Threats: Poor lc culture, with regard to delivering internships Lack for funds for investment
THE EXPERIENCE MATTERS!
Financial accountability Finance Task Force consisting of LCP, VPF and 3 other EB members. FTF Meeting for all important financial decisions FTF Meeting minutes published online to the LC Finance Structure so that Finance managers of portfolios and events are the first responsibles, till the money/cheque is handed over to the VPF or any other person designated by the FTF Publishing of year budgets, event budget, quarter wise profit/loss statements to the LC on a regular basis. - Realistic Budgeting Year budget for ideal/moderate/worst case scenarios Bi-Annual budgeting Pool analysis to be done before exchange income budgeting - Transparency and Financial learning. Post-event budgets and ER client list released to the LC Quarterly budget statements and monthly bank statements released to the LC Finance mangers to take department learning sessions at dept meets Investment in members Continuing the current RnR campaign, learning events as prizes Investment in CEED’s and Internship subsides -Cash Tracking Finance mangers track exchange and non exchange incomes in specific departments Reducing the amount of liquid cash in member hands Bills, vouchers and invoices made mandatory before releasing cash from LC. -Profit maximization Focus on in-kind raising. Focus on sustainability rather than profitability -Automated financial governance Usage of AIESEC finance.net THE EXPERIENCE MATTERS!
December 9th – EB Announcements EB Transitions MB Applications MB Transitions EB Team/Planning Days
Corporate Sector:
Raising drive Market Research Matching of Available forms Matching in February
Development Sector
Ad hoc raising drive Team in place for Cultural education project IR and supply building and partnerships Matching and delivering Q1 project
Outgoing Sector Raising drive across universities LEAD events across colleges
THE EXPERIENCE MATTERS!
Matching to start from mid February
Communications:
Planning and launching of external marketing campaign for OGX support. Planning and launching of internal campaign to facilitate matching. Publicity and media for Global Village and LEAD Attempting year-partnerships with media houses Communication databases for all stakeholders established and maintained
Information Management Setting up of server and knowledge portal Data gathering – of all past documents, training manuals etc. Business Development
OC in place for GV. Planning for February alumni event Product packaging and planning for all year events and processes Sales for Q1 events.
Operations: QTF in place. Planning and Delivering the Q1 realizations. Finance:
Review of past year finances Releasing of year budget Finance team in place. Finance education for LC
Talent Management: THE EXPERIENCE MATTERS!
MB training days Recruitment OC in place. Manpower planning Performance tracking Personal goal setting Launching of the RnR campaign Launching of the league Search for member development partners Recruitments Inductions Mentoring Allocations
LC Day at the end of Q1-beginning of Q2 For review of performance in Q1, and planning for Q2. Corporate Sector Matching forms for peak realization period Tapping into new sectors Development Sector Continuing raising and matching Footprints forms on system Matching mania for peak realization Outgoing Sector Summer cycle realizations
THE EXPERIENCE MATTERS!
GIP Matching
Business development:
OC for Balakalakaar in place Sales for Balakalakaar begins Continuation of sales of exchange products to corporates. JBM Creation and expansion of development support group
Communications: Marketing campaigns for Balakalakaar Q1 Newsletter General branding and marketing for AIESEC and its products Information Management: Continuation of management of information systems Regular learning forums (webinars) for increasing knowledge levels Finance:
Q1 review and health check Q1 audit Infrastructure planning for peak realization period Investment in membership for CEED’s and internships
Talent Management:
Appraisals in april Campaign for increasing CEED’s Performance tracking Training in synergy with IM THE EXPERIENCE MATTERS!
1st Performance and competency report out LCONG OC applications and selections
LCONG – In july SASTRA – Legislated as expansion Corporate Sector Peak realization period Y2B preparations Raising and matching for winter realizations Development Sector BKK follow-up Realizations and matching to continue HIV-AIDS project forms to be put up and matching Outgoing Sector
GIP realizations University partnerships Raising for winter cycle Re-integration of EP’s
Business Development OC for Y2B in place Sales for Y2B Q3 Alumni event
THE EXPERIENCE MATTERS!
Expansion and engagement of support groups. Communications: Search for partners for Y2B Q2 Newsletter Talent Management:
Recruitment OC applications and selections Recruitments Manpower planning Performance tracking Personal goal setting Inductions Mentoring Allocations Appraisals
Finance: Q2 report released Q2 audit
Bidding for NLS 2013 depending on lc finances LCong JBM LCP Elections & EB Selections + Transitions
THE EXPERIENCE MATTERS!
Corporate Sector: Raising and Y2B follow up. Pipeline management Development Sector Winter realizations Pipeline management Outgoing Sector Matching for winter realizations Winter realization peak Pipeline management for next year Business development Approaching clients and companies in order to ensure good pipeline next year Communications Continuation of Branding Campaigns Talent Management: Appraisals Performance tracking Leadership pipeline management Finance: Q3 report released Q3 audit
THE EXPERIENCE MATTERS!
NARENDRAN VIJAYARAGAVAN | EXECUTIVE SUMMARY
T
oday we are on the last legs of our journey towards sustainable
excellence; it has been a wonderful journey.
It has been a journey of hard work, commitment and
passion. But ask yourselves has it been a journey of delivering the core product of AIESEC. The essence and the uniqueness of this organization is in the experiences it provides, which no other organization in this world can. The experiences of everyone
who
interacts,
works
with
or
works
in
the
organization is the true product and contribution that we as AIESEC Chennai give to the society. After people leave AIESEC no one will talk about their RMR, they talk about the experiences they went through, the feelings they experienced those are the things which last for a lifetime. Join me in 2012-2013 to help enrich those experiences, to add value the time an individual spends interacting with AIESEC Chennai.
Not
only
for
the
people
who
work
in
this
organization but to every individual who interacts or wishes to
interact
with
this
local
committee
EXPERIENCE MATTERS!
THE EXPERIENCE MATTERS!
because
–
THE
Letter of Endorsement 14th November, 2011 To whom it may Concern, It is with great pleasure to endorse the application of Mr. Narendran Vijayaragavan to the position of Local Committee President for AIESEC Chennai. I have known Mr. Narendran for a short while now, since 10th September, 2011. But in our a few interactions both at Sustra University for the Empower Workshop and the few time we have interacted while he come to TCS and Interns party. I have come to know him as a very focused and intelligent person who is able to inspire growth and great ambition to the people he is leading. And this was demonstrated in the few times I gave him the opportunity to address the Sustra University Empower delegates during my Q&A leadership session. Having been an LCP, MCP and GST through my AIESEC Career, I noticed that his vision for AIESEC Chennai is aligned to the Global direction, he possess the same zeal and passion that I have seen successful AIESECer have. That’s why I am confident enough to write him this endorsement letter even though I have known him for a short while. A great LCP has: a Vision, Passion, Empathy and great communication skills plus the strategic mindset that is able to inspire and provide solutions from within himself and also from the people s/he is leading. All these qualities I have seen in Narendran. With all this reasons and more, I fully endorse the Application of Mr. Narendran Vijayaragavan to the position of Local Committee President for AIESEC Chennai. If you have any questions or need any clarification kindly contact me using frank.muthusi@aiesec.net Regards,
Frank Muthusi, Resource Management Group, Tata Consultancy Services MC VP ICX – AIESEC in Singapore 10/11 Global Support Team – AIESEC International 10/11
TO WHOMSOEVER IT MAY CONCERN SUB: LETTER OF ENDORSEMENT FOR NARENDRAN VIJAYARAGAVAN
My interactions with Narendran began this year as a client of AIESEC Chennai, through my interactions I have observed that he is professional and meticulous in the way he goes about his work. He is proactive and always open to ideas and plans. The responsibility and the sense of passion that he has toward his organization is stunning. As an individual I found him to be passionate, intelligent and articulate. It is my belief that he will do an amazing job as the President of AIESEC Chennai, So I hereby endorse the application of Narendran Vijayaragavan for the Position of Local Committee President.
Yours Sincerely Dr.A.S.Balachander Founder Consultant ICPDI & CEO ABK Ventures Phone Number : +919841129098
7Q Industries Pvt Ltd. 30, A J Carcade (1st Floor), Vallvarkottam Hg Rd, Nungambakkam, Chennai-600034 Ph: +91(44)28224040, Fax: +91(44)28220909
November 13th 2011 To, Mr Diwakar Raju President, AIESEC Chennai. Mylapore, Chennai-600004.
Dear Diwakar, Sub: Letter of endorsement. I am pleased to know that Mr Narendran Vijayaragavan, currently Vice President Stakeholders Management, has decided to stand for the election to the office of Local Committee President of the Chennai chapter of AIESEC for the term 2012-13. As an AIESEC alumnus, I have been working with Narendran for the past 1 year to organize various alumni activities and to actively re-engage alumni in day-to-day running of your organization. I am pleased with the efforts Narendran had taken during the year. It is my duty to bring to your notice, my satisfaction in co-hosting an alumni dinner in the month of June with AIESEC Chennai for which Narendran had played a significant role for the success of the same. During my interaction with him at various forums AIESEC has organized over the past one year, I have observed a rapid progress in his character. Hence I request you to consider this as a letter of endorsement for his candidature to the above mentioned position. I would also like to take this opportunity to wish him the very best for all his future endeavours. Yours sincerely,
Harish Rajan. K Junior Project Manager 7Q Industries Pvt Ltd Email: harish@7qindustries.com
Endorsement for Narendran Vijayaragavan
I endorse Narendran Vijayaragavan for the post of Local Committee President 2012-13, AIESEC Chennai. I have known Naren for the last 2 years and I believe he has the potential and capability to lead the local chapter. He has been very professional and meticulous in all the interactions we have had together. He was responsible for the very successful alumni dinner we had a few months back. His interpersonal skills are excellent and he knows how to manage relationships with the various stakeholders – be it trainees, alumni or members. It takes a lot of effort, patience and will to manage these relationships and I congratulate Naren for the excellent 2 years he has had in AIESEC.
Its time for him to take up higher responsibility and I would vouch for his leadership skills. Regards,
Vikas Chawla Alumnus & Former LCP AIESEC Chennai
TO WHOMSOEVER IT MAY CONCERN
Sub: Letter of Endorsement for Narendran Vijayaragavan for the office of Local Committee President 2012-2013
I have interacted with Narendran Vijayaragavan through this year, as his commission head and he has been a committed member of the national quality board and he has made great contributions towards the development of stakeholder management in the year 2011. I think his motivation is above comparison. With this I take honor in endorsing him as the applicant for the Purpose + Position of Local committee president of AIESEC in Chennai for the year 2012-13. All the best to him and other applicants.
Shray Rai Tiwari VP Operations and Innovations AIESEC India 2011-12
To Whom It May Concern I have known Narendran for more than a year now and it gives me immense pleasure to endorse his Application for the Local Committee President of AIESEC in Chennai. Since he got recruited in August ’09, Narendran has always been showcasing enormous passion towards AIESEC and it still remains undiluted. He has been high on Energy since his initial stages in AIESEC and has been a champion performer. His energy got transfused into responsibility & leadership and he became Vice President Stakeholder Management in 2011. .His zeal to do more never fades in AIESEC and his consistency depicts volumes of his dedication towards the organization. He not only has the ability to set new standards but also innovate around to add another dimension to the already existing. . The Three words – Leadership, Excellence & Passion describe him completely and his VP Stakeholder Management for AIESEC in Chennai in 2011 has been the ultimate tale of his skills, knowledge, maturity, endurance, competitiveness and vision to achieve more for the organization and his own self. On a personal note, I have had a chance to interact with Narendran a lot during National Meetings and every time I meet him he surprises me with his amazing balance of maturity and humour. He has a fine blend of intelligence, self‐awareness and positivity, which can keep anyone gripped. Also, he is someone who takes up challenges with full strength and gives in his heart to achieve and reach the zenith. With the amount of time he has spent in AIESEC, his understanding of this organization has evolved exponentially which makes him suitable for taking the next step forward and elevating his learning and contribution towards AIESEC.
Hereby, I Endorse Narendran Vijayaragavan for the Local Committee of AIESEC Chennai, on behalf of AIESEC Kolkata. Regards,
Vaibhav Toshniwal President AIESEC Kolkata
To whomsoever it may concern Subject: Official letter of endorsement My friendship with Narendran Vijayaragavan started from August 2009, the time when he and I were recruited into AIESEC Chennai. Upon meeting him I still remember myself thinking he is just a timid little man who may be just passing through the organization. But my opinions quickly changed after our first interaction where I understood he is a man on a mission who has great dreams and has all the capabilities for achieving them. During his AIESEC journey over the last two and a half years Narendran has been part of Exchange portfolios where he was a Team Leader, as well as Exchange support portfolios. Apart from this he was OCVP Logistics Balakalaakar 2009, OCVP Logistics for Empower 2010, OCP NGO Relations for Balakalaakar 2010 and was the EBC for the July Local Congress 2011 of AIESEC in Chennai. Currently he is the Vice President for Stakeholder Management for AIESEC in Chennai, the only such Vice President in the whole of the AIESEC network. He is also a part of the National Quality Board Structuring Committee. He has managed his team with utmost efficiency and ensured that AIESEC Chennai achieved a rating of 9 stars for quality. Narendran was and still continues to be a great source of knowledge whether it is related to AIESEC or otherwise. Narendran Vijayaragavan is a perfect example of how much of an impact AIESEC can have on a person for I have seen the amount he has grown as an individual. His maturity, knowledge, professionalism, hard work and undying love for the organization have helped bring about various changes in AIESEC Chennai which I believe will help the Local Chapter grown to great heights in future. He had stood for the post of Vice President Talent Management for the year 2010-2011 but did not make it onto the Executive Body. I remember talking to him after that and the only thing he told me was that “It is not about whether I got it or not. It was about the experience I gained� and this is something I learned from him. Life is not about winning or losing, it is about the experience. It has been my pleasure to have had Narendran as my colleague and Co-Vice President of AIESEC in Chennai for the last eleven months and more than anything it is my pleasure to have him as my friend. I, Arjun Antony officially endorse Narendran Vijayaragavan for the post of Local Committee President of AIESEC in Chennai (2012-2013) and wish him all the best for all his endeavourers.
Arjun Antony Vice President (2011-2012) Outgoing Exchange AIESEC in Chennai, India Email : arjunantony.aiesec@gmail.com Mobile: +91 9789939825
To whomsoever it may concern Date : 9th November 2011 Subject : Endorsement for the post of Local Committee President 2012 Narendran Vijayaragavan has stood out as one of the most passionate members of AIESEC Chennai. Endowed with the gift of earnestness to learn and the skill to accomplish goals, he has played a significant role in ensuring the smooth running of the Local Committee. Determination and commitment are his greatest assets that he puts to best use. He has taken up many responsibilities willingly and performed them to his best potential. He has proven time and again that he can be trusted and delivers results with excellence. He has played crucial roles in the events and conferences of AIESEC. He has effectively aligned his personal and professional pursuits and evolved as an individual through the AIESEC experience. Working alongside him as a part of the Executive Body 2011 has been a great experience. With an incredible foresight and vision for the progress of AIESEC Chennai, he has inspired confidence in many. As a proactive person, he will ensure his efforts are in the best interests of the local committee. His decision to apply for the post of Local Committee President 2012 has overwhelmed me and it gives me great pleasure to endorse his application. I wish him the best. Yours Faithfully Swetha Viswanathan Vice President AIESEC Chennai