AIESEC BOLIVIA - 3Q Report 2013 - MC KISS

AIESEC BOLIVIA 3Q REPORT July / August / September - 2013

3 5

weeks planning

summits

National Stragegic Congress

22 Exchanges Realized

325 TMP/TLP Experiences Realized

7 2

AIESEC-ins

international conferences

who we are ?

Tens of thousands of students and recent graduates, each year, in over 120 countries manage an organization that facilitates tens of thousands of international exchanges so that young people may experience and understand cultures other than their own.

this global community, taking these management and leadership opportunities and having the chance to learn and define our roles in society gives us as AIESECers a bit of direction in becoming change agents who can positively influence our world in the future.

AIESEC is the global youth network impacting the world through leadership development experiences.

We believe that being part of

AIESEC is the world’s largest youth-run organization in over 124 countries and territories with over 86.000 members. We are an independent non-govern-

mental, not-for-profit and nonpolitical organization. AIESEC en Bolivia is the national entity for AIESEC in Bolivia and has been operational since 1994.

We are currently engaging over 300 members from 24 different universities across the countries, in 6 different departments and 7 cities, developing quality leadership experiences and providing outstanding internship experiences to everyone who is up for the challenge.

Word from the President I’d like to very welcome you to this impact report of Quarter 3 of AIESEC en Bolivia. As president of the organization I am more than proud to be able to show you the impact we as Member-Committee team have delivered to the organization. Changing, or improvement in that matter, is not easy; it takes hard work, effort, courage and leadership. Currently AIESEC en Bolivia is changing quickly, we are becoming a more customer focused organization, while on the other hand keeping in mind the development of our own members. The balance is tough to find and maybe sometimes pushed too much.

However AIESEC en Bolivia is changing, that is a fact, and that is only possible because the members dare.

They dare to make a change.

In this report you will find everything from the progress AIESEC en Bolivia is making, numbers, impact-reports and strategic directions. It is a lot to comprehend, so don’t worry if might be overwhelming. As MC-team we make sure that we manage and control all the strategic directions we make with a well-chosen balance between Organization, Externals and the Impact we deliver. These three facets are for us utterly important to guarantee the sustainability of the organization, so that we can continue exploring and developing leadership within Bolivia for many more years.

As AIESEC is a youth-organization, full of dynamic and energy, it may seem from the outside all party and fun. However I might tell you from my experience as MCP so far, as further your AIESEC-career goes the tougher it gets. Next to the to-do list, the responsibilities increase and the hours of sleep decrease. We keep doing this with all our energy because we know where we stand for; Leading Youth Development.

I invite you to read the rest of this report, to see how we are achieving results never achieved before, together with over 350 of our proudest members of AIESEC en Bolivia.

Sincerely yours,

Quinten van Duin President AIESEC en Bolivia 3Q Report / MC KISS / AIESEC BOLIVIA - 5

Tabla de Contenido

4 Who we are 5 Word from the President

8 National

Management Team

10 Organizational

Focus

17 Conferences 11 Team Programmes 11 Internship

Conferences and Summits

Programmes

17 NSC

12 Team Programm

17 AREA-Summits

14 Recruitment

18 International

Conferences

15 Key-Issues

18 IGN Summit

Experiences

16 nduction of New

Members

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17 National

30 Supporting

Programms

19 Internship Programs 19 Global Community

30 ER 32

Communications

33 Development National Recruitment Programs

20 oGCDP Analysis 22 iGCDP Analysis 24 Global Intership

Campaign: Ideas Happening

34 Market Research 35 Developing the

oGCDP Campaign

36 Local Committe

DEVELOPMENT

Programs

38 Brand Development

25 oGIP Analysis

42 Information

27 iGIP

Management

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NATIONAL MANA

Sergio Vargas

Local Committe President AIESEC La Paz

Alfredo Averanga

Juan Pablo Vargas

Kevin Arze

Brand Education Manager NST BD

Brand Community Manager NST BD

Jehonattan Guzman

Jhoselyn Vargas

CEE and WENA NST oGCDP

Dante Bautista Recruitment NST TM

Adriana Velasquez

Local Committe President AIESEC Cochabamba

Javier C

Local Committe President AIESEC Santa Cruz

Angela Patty

Brand Empowerment Manager NST BD

Local Comm AIESEC

Alejandra Aguilera Brand Positioning Manager NST BD

Financial Account NST F&L

Sergio Vargas Legal Assistant NST F&L

Quinten van Duin MCP

Daniel Orellana

Membership Experience NST TM

María José Perez IGN Coordinator NST oGCDP

Pim van Keimpema MCVP iGIP Fabián Calsina MCVP TM Jorge Catacora MCVP BD Pablo Sangueza Ivan Mayorga LCD Manager MCVP iGCDP

Lamia B MCV

AGEMENT TEAM

Cárdenas

Danilo Lizarraga

mite President C Oruro

Local Commite President AIESEC Tarija

Andrea Jaldín

Event Image Development NST COMM

Boukhibra VP ER

Rodrigo Mallea

Youth Image Development NST COMM

Samuel Poma

Local Commite President AIESEC El Alto

Cinthia Sanchez Project Manager NST iGIP

Anubhav Jain

Jhonny Ventiades Local Commite President AIESEC Sucre

Paulo Soto

Web Development NST IM

Shirley Lima

AP, Africa and MENA Coordinator NST oGCDP

Project Based on Exchange NST iGCDP

Fernanda Guillen

Javier Cárdenas

Pipeline Optimization NST iGIP

National Education NST TM

Jorge Pozo

Alexis Apaza

Adriana Ferraez MCVP TM Noe Klein MCVP oGIP Pan-ngam Trobi MCVP oGCDP María Carvallo Raisa Rocha MCVP COMM MCVP F&L

Cooperations NST oGIP

Local Education NST TM

Organizational Focus VISION

SCALE UP OPERATIONS

Leading Youth Development

MARKET RESEARCH FOCUS INNOVATE & BRAND IMAGE

270 oGCDP

DEVELOPMENT OF MEMBERS ACTIVATE LEADERSHIP

MISION

Growing together, sustainable by developing global leadership trough exchange

30 oGIP

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PERSONAL DEVELOPMENT EDUCATION

16 120 iGIP iGCDP

Team Programmes

Internship Programmes

Team Member Programme (TMP): TMP experience is an opportunity for a young person to develop entrepreneurial and responsible leadership by living a practical team experience at a local, national, regional or global level .

Team Leader Programm (TLM): TLP is an opportunity for a young person to develop entrepreneurial and responsible leadership through leading and guiding others in their work and experience at a local, national, regional and global level.

GCDP: A Global Community Development Programme experience is an opportunity for young people to develop entrepreneurial and responsible leadership by creating direct positive impact through an international volunteer experience.

Raise: This happens when an opportunity (a role on a team) to have a team experience is created on the system which members would have to apply for.

Match: This happens when a member has been allocated to a team opportunity.

Realize: This happens when a member who has been matched to a team opportunity has begun working in the team which lasts for at least 8 weeks.

GIP: A Global Internship Programme experience is an opportunity for a young person to develop entrepreneurial and responsible leadership by living a cross-cultural professional development experience.

Exchange Participant (EP): These are people who enlisted to participate in GCDP/GIP experiences iGCDP/iGIP (Incoming GCDP/ Incoming GIP): These refer to GCDP/GIP opportunities for foreigners to experience in Bolivia. oGCDP/oGIP (Outgoing GCDP/ Outgoing GIP): These refer to GCDP/GIP opportunities for young people to experience outside of Bolivia

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Member Development

Team Member and Team Leader Analysis

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Team Programme Experiences Since July it has been exciting times for the Team Member Experiences. As the Team Member Programmes are one of the focus areas of increasing quality many new strategies and implementations have come to the area. Next to that, while the exchange areas had their winter peak, Talent management was preparing for the most important recruitment ever.

Membership is the most important asset of an organization. This year we recognize the importance of our membership; that means that we come up with clear solutions of how we can improve the quality of the experience we provide, while keeping monitoring organizational growth. Talent Management is becoming the backbone of our organization, to stimulate exchange and making AIESEC the leadership development provider in Bolivia.

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Guidelines for Recruitment

Recruitment

what

Since July it has been exciting times for the Team Member Experiences. As the Team Member Programmes are one of the focus areas of increasing quality many new strategies and implementations have come to the area. Next to that, while the exchange areas had their winter peak, Talent management was preparing for the most important recruitment ever.

Only recruit new members to join the exchange functions (IGCDP, OGCDP, IGIP or OGIP). Don’t recruit new members to immediately join TM, ER, Comm, Finance, etc...)

why

They will not be able to see the direct impact of AIESEC in front of their eyes as they are not dealing with EPs or interns directly. Also, all the support functions should be supporting the exchange functions. But you can’t support a function that you have never worked in before. Therefore, you need to have the understanding of the exchange functions first.

Membership is the most important asset of an organization. This year we recognize the importance of our membership; that means that we come up with clear solutions of how we can improve the quality of the experience we provide, while keeping monitoring organizational growth. Talent Management is becoming the backbone of our organization, to stimulate exchange and making AIESEC the leadership development provider in Bolivia.

how to do it

: Members can join support functions after they finish working on a project or a JD in one of the exchange functions e.g. After 3 months.

P.S. In the case of expansions or small LCs; you can have Managers or LCVPs for those functions without members at the beginning.

Eventually AIESEC Bolivia managed to organize a more aligned recruitment. Questions and activites for assessment centers were aligned and eventually most of the new members entered one of our exchange areas to be able to provide members for the OGX GCDP PizzaStrategy (Exchange area).

RECRUITMENT Q3 RECRUITMENT Q3

La Paz

Cochabamba

Santa Cruz

Oruro

El Alto

Tarija

Sucre

27

49

27

21

8

19

20

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Key-Issues

However besides the successes, we also can take note from some key-learning points. The issues we noticed while implementing the strategies.

• Several entities don’t put the name of the entity when creating a TMP or TLP role in myaiesec.net.

• Several entities don’t put the name of the position when creating TMP or TLP in myaiesec.net.

• They are members with 2-3 TMP roles assigned in one month. Disclaimer – it can be possible to assign that, however mostly it was the same position badly assigned multiple times • Make sure all the TLPs have teams and people in their charge; whenever you have a TLP role, you should have TMPs roles as well.

• The realizations for august put in the re-planning tool don’t coincide with the reality of the platform( GCDP, GIP, TMP, TLP are always taken from myaiesec.net)

LCs were assigning roles that were not up to 8 weeks, so the system was not counting it and that accounts for our large/huge number of matches but little realization.

To the other LCs, There is a need to make sure that members are participating more in LC activities, assigned roles on myaiesec.net and that these activities are result oriented activities. Reward and recognition in the next quarter will be based on results and the number of people contributing to the result.

Adriana Ferraez = MCVP TM

Recommendation: More education should be provided in the next quarter on process optimization and system administration so that LCs can grow and deliver operations while developing leadership.

From this analysis, we did not grow a lot in TMP/TLP matching and realization in this quarter and the ratio/percentage difference between matches and realization is huge because 3Q Report / MC KISS / AIESEC BOLIVIA - 15

Induction of new members After recruitment comes the most important facet of a quality AIESEC experience, induction. The national induction agenda gave all new members a solid foundation on which to begin their AIESEC experience. This was done by a mixture of practical and theoretical knowledge and skill development .We were looking for a new way of giving the experience a kick-start and therefore defined 3 main goals.

To ensure that these 3 goals were delivered, we had to focus on the most impacting moments of the AIESEC-Induction, the AIESEC-INs (LIM); giving the EB the opportunity to transmit their knowledge and motivation to the new members.

To ensure that the right knowledge was transmitted, we standardized the agenda for the AIESEC-INs, for first time in the history of AIESEC en Bolivia.

The idea was to ensure that the newest members of AIESEC en Bolivia know the fundamentals of AIESEC and from there begin to believe in the Vision and Mission of AIESEC en Bolivia and provide more young people with a positive leadership development experience.

Understanding AIESEC and Goals

Gaining confidence and clarity about the “why� of AIESEC

Making them eager and excited to start their ELD journey

Evaluate

We have done a national evaluation of the AIESEC-INs, and the following subjects were listed by new members as most important and clear: In the coming weeks a full output will be send to the LCVPs, so they can reevaluate,

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develop, and adapt their strategies.

Conferences

National Conferences and Summits

AREA Summits

As part of the national goal to develop the members of the organization, the Member Committee has been working hard to provide opportunity for physical touch points, these with the focus to train skills, knowledge and motivation. These touchpoints were divided in 2 International Conferences, 1 National Conferences and 5 Area Summits.

National Strategic Congress

The National Strategic Conference was the second national conference of 2013. The NSC is a yearly event where the new MC is presenting its plan and direction for the organization. In the NSC all the 7 cities were represented with in total 53 motivated members. The event took place in Poopo, a small town next to Oruro. Even if the facilities were not the most warm of the country the result was fantastic: ‘’Some of the comments’’ - Best conference AIESEC en Bolivia has had in YEARS! - We really feel integrated with the MC - 436 exchanges, VAMOS CARAJO! It was everything we could have hoped for!

The major Highlight of the conference was the Refreshed AIESEC Experience with lots of references to the new programs to be implemented in the LCs.

Also we held 5 Area-Summits: TM, iGCDP, COMM, iGIP and oGCDP, a great success for all attendees. The summits focused on how to implemnt national strategies on local level and skills training. As an MC we believe that knowledge is not enough if you do not know how to apply it.

Sales in Action: At the iGCDP summit, the members practiced their sales-skills in a unique and creative manner. They went out on the streets with signs saying ‘Do not Bully’ and had to explain to passersby how AIESEC tries to prevent things such as bullying. More than 165 people approached and ook photographs with our members. Now isn’t that genius marketing?

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International Conferences AIESEC en Bolivia has been participating officially in 2 international conferences, IC Egypt 2013 and IGN Summit 2013.

IC Egypt 2013

The International Conference 2013 in Egypt, also known as the biggest AIESEC Conference of the year (with over 750 delegates), is an annual conference bringing together LCPs, NSTs, MCs , and AIESEC International from all 124 countries and territories.

It is aimed at making global decisions for the organization and show-casing strategies to drive the organization’s growth globally This year the conference was held in SharmEl-Sheikh, Egypt, from the 14th to the 25th of August..

Bolivia was represented at this

IGN Summit

There is no better way to sum up a conference than with the first comment after it on Facebook: “HEY AIESEC!!!

Bueno pues quería dejarles un pequeño recuerdo del IGN Summit... que para mí fue muy

conference by two delegates; Andrea Lara – OCP of Univalle and former NST of Country Opperations -- and Quinten van Duin – MCP of AIESEC en Bolivia.

member. After reviewing the missing requirements however, we should be able to move to full member status at IPM in China.

During the conference, a legislative meeting is held in order to make decisions about the state of affairs within AIESEC internationally, one of which includes updating the membership status of entities in alert. Unfortunately, due to a lack of legal support AIESEC en Bolivia has not been able to upgrade our status to full

importante... haber podido compartir historias, ideas, proyectos y puntos de vista entre la delegación Boliviana y nuestro PAI... creo que esta es la clase de cosas que ganas en un evento internacional... aparte de todo el conocimiento que obtienes, también conoces

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gente muy grande que cuando pides ayuda o consejos, están ahí para ti... por eso me encanta ser parte de AIESEC!!!

Vamos Bolivia que se puede!!!”

– Javier Cardenas, LCP of AIESEC Oruro

Internship Programs Global Community Development Programs

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oGCDP Analysis understanding of their host country while sharing the wonders of Bolivian culture and society.

They present Bolivia as a country of hardworking, dedicated, and socially responsible people.

Our EPs show the world that Bolivia is not just alpacas; but it has a rich cultural history that lives in the society while continuing to progress. In addition, and perhaps most importantly, our Global Citizens from Bolivia learn how to be independent, adaptive, and break out of their comfort zone. They have Pan=ngam Trobi = MCVP oGCDP the opportunity to Our Global Community stimulate their creativity, show Development Programs also their compassion, and develop known as Ciudadano Global their leadership abilities. In have the unique opportunity this term we are focusing to make a positive impact on “leadership development on a wide range of people in through volunteering abroad,” society. When a Bolivian goes abroad on a GCDP project they and this is exactly what GCDP has been doing. not only make a direct impact on the people involved in the project but they impact every person they come in contact with while on exchange. They create a positive change on the society and develop a greater

Our Cuidadano Global EPs will be focusing on one of three societal issues while abroad: Cultural Understanding, The Environment, and Career

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Development. Each of these unique projects will be promoted based on country partnerships we are working on establishing in each region. NSTs from Mexico, the United States, and India are responsible for generating national partnerships within their respective regions.

These national partnerships focus on specific national projects. Some of these exciting new opportunities in Cultural Development could include Poland’s Make it Possible: a TN that woks with Millenium Development Goals (MDGs) - 8 goals that aim at the solution of worldwide society problems.

By enabling and facilitating dynamic and informative spaces for discussion, sharing about the MDGs and conducting interactive workshops interns at Make It Possible project will encourage student’s capacity for initiative.

We believe that a dynamic and attractive international learning environment is the best platform to present and discuss the MDGs with the students. The interns will also deliver sessions, conferences and initiatives of public reach.

In conformity with AIESEC’s mission, Make It Possible Project aims to produce an indirect impact in society, offering young students the possibility to explore and

develop their potential by providing them with the tools and knowledge necessary to positively impact their communities. Another example of our environmental projects that we hope to partner with include China’s Green Power Now a Non-profit Program about environmental protection .It’s found to show the power and social responsibility of young people, to arouse people’s love to environmental protection, to set all kinds of environmentalists, to use new ways to promote the whole society to participate in the environmental protection, to advocate awareness of environmental protection. A project we hope to partner with in career development is Peru’s Impacta Hoy that involves project education and social entrepreneurship. It is led by different professionals who -- through innovative methodologies -- empower young people to generate a positive change in their society and begin to fix the different problems they face daily.

We have already started to implement the Pizza Strategy in all the LCs of Bolivia. We currently have X OCs in all of Bolivia with our lofty goal of 200 exchanges. We hope to achieve this through a simple structure of OCP with a VP of Recruitment and a VP of Matching each managing several members. We have come up with a simple structure

to explain the exchange process to EPs. They begin with our “Backpacking” program which involves a 2 day EP conference, integration with AIESEC activities including conferences, events, functional activities, meetings and more. During the internship – also known as the “Self Check-in” – the EPs will be expected to keep a journal and have access to attend National conferences. In the final stage, the “Check-Out” we will provide a reintegration seminar. This might include ways to share

experiences, contests for the best stories or photos, and placement in the LC as a member. oGCDP has some big dreams and we know that only with the support of all the LCs will we be able to reach our goal of over 200 international change agent experiences and activate the leadership of Bolivian youth through showing their compassion and dedication abroad.

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iGCDP Analysis

The fastest way to experience a country is by going on a GCDP project. iGCDP offers foreigners the chance to actually get to know the wonderful culture, nature, people and cities in Bolivia. iGCDP has been growing a lot the lost couple of years, thereby we are enabling more and more people to live this life-changing experience. iGCDP grew in Q3 2013 with 87.5%, compared with the same period the year before!

This is amazing; more and more people living this incredible experience. As a product or service develops however, more structure needs to be applied to ensure the quality of these experiences; therefore the main focus of iGCDP is actually to structure processes and align education within the network. In the next section we will be showcasing the projects where we are working on: Ivan Mayorga - MCVP iGCDP

National Projects EDUCASOS: Objective: To generate a sustainable space for personal development and environmental awareness, focused on learning to promote environmental and entrepreneurial change agents.

Reach: Public and private elementary schools.

Project Realization: March – April or August – September (2014) Actual state of product: Packaging

IRRADIA TU LUZ: Objective: Achieve comprehensive development in children through dynamic art therapies, based on musical essences that stimulate children’s abilities to perform well intellectually and socially.

TERCER SECTOR: Objective: Contribute to the strengthening, development, professionalism and sustainability of non-profit organizations in Bolivia to increase their capacity to impact on their respective fields.

Reach: Child-care centers, music and art institutions, faculties of psychology.

Reach: NGO’s, Small Business (in coordination of iGIP)

Project Realization: Fish Peak and Fruit Peak.

Project Realization: Fish Peak and Fruit Peak.

Actual state of Project: Development

Actual state of project: packaging

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National Education Cycle

The National Education Cycle is from vital importance to ensure the education of the members throughout the network. In Q3, we found new ways to actually be able to educate the members. There were 3 main way of educating the members: - iGCDP Flow and Structure for Developed LCs and Growing LCs, Training - Issue Based Segmentation,

Training - iGCDP Summit Each of the Educationmoments was designed in a way that it would serve the needs of the audience as fit as possible. The virtual trainings were given with a clear operational purpose, where fundaments are taught to the members attending.

The iGCDP-Summit was actually a place to put the keylearning from the earlier touch points into a more practical learning. For example sales was one of the main topics and the members attending eventually even had to go on the street to sell AIESEC and reached over 160 people!

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Internship Programs Global Internship Programs

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oGIP Analysis The goals and strategies of oGIP have been to create a sustainable platform for future growth in oGIP in Bolivia. With such a high demand we have been focusing on optimizing the process so that future generations of AIESECers can capitalize on the demand for programs while maintaining the quality throughout the experience. While it would be easy for many LCs to raise oGIP forms, oGIP has been focusing on the while AIESEC experience from the first engagement we have with customers until reintegration.

The most challenging part of GIP as a whole is the match process. To simplify this and provide our customers with an experience that is simple, swift, and professional. Our goal is to provide EPs with a quality experience while developing the professionalism of the members working in oGIP. Because of this we have been starting again from the basics. We are looking at and analyzing recruitment strategies. Where we should be recruiting, how we need to present ourselves, and how we can sell AIESEC to the right market and the right people. We have discussed professionalism and what it means and will continue to do so in order to grow sustainably. In oGIP, we are working on a standardized

Interview and review board to analyze and evaluate candidates.

We have been analyzing the oGIP EP contracts to create a national standard that can be found on Podio after October 15th so that no one has any doubts about what the contract entails.

Since matching is the most challenging part of GIP, we have been working hard on analyzing potential country partners looking at not only types of traineeships offered in countries, but also visa requirements, flight costs etc. to come up Noe Klein - MCVP oGIP with a comprehensive We would like to announce and detailed analysis our National IT Partner, on potential partnerships. After this analysis, we have begun to Colombia! They will be taking 3 EPs from across Bolivia to and will continue to reach out work for Sutherland Global in the network for partnerships Services doing installation and to facilitate faster matching software integration across for oGIP. We have been trying South America. They will also to optimize the process of EP be taking 5-10 more EPs to tracking through Podio. Now, work for MVM Ingeneria de we should be able to have Software S.A.S doing software everything integrated from Development in the electric and application to reintegration for oGIP EP tracking and follow up. telecommunications industries.

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For sample forms see TN-In-CO-EC-2013-1443 and TN-In-CO-BO-2013-1486.

We will be doing a targeted recruitment for students who have at least eight months of work experience in institutes and with graduates focusing on Cochabamba, Oruro, Santa Cruz, Sucre, and La Paz.

What can you expect from oGIP in the coming Q4?

1. More partnerships!! We are hoping to finanlize all partnerships for the coming year by the end of October so we can begin to market even more to graduating students.

2. Probably most important of all in the coming months oGIP will be focusing on educational

videos that VPs can show to their members after their LIM to teach about everything AIESEC. Some video topics will be fundamentals: Myaiesec. net hard skills, OGX flow, and Podio Tracking. Other topics will include more subtle skills that require more emotional

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intelligence such as: Interview skills, Sales skills, and networking skills.

3. For our recruitment oGIP will focus on a greater presence in Job Fairs and Graduations a. Our National CV Building Workshops will greatly increase our presence on campuses

iGIP Analysis Background: In the year July/2012-july/2013 the iGIP area proved it’s opportunities in AIESEC Bolivia with 5 realizes the highest number of GIP experiences in AIESEC Bolivia in its 20 year existence and with 15 raises.

The largest part of the raises where a result of national sales.

The matches and realizes have been local follow ups. It was also the first year with specific teams for iGIP where started in La Paz, Santa Cruz and Sucre. The weakness of iGIP also showed in issues with legal issues, low member sales activity and poor matching rate.

Strategic direction: iGIP in AIESEC Bolivia is in the very early phase of its product life cycle. It is proven that it is possible to grow a lot in iGIP in AIESEC Bolivia however the basics are missing. This year is meant to lay a good foundation for iGIP in AIESEC Bolivia.

Since the focus is nationally on oGCDP and the iGIP area is coping with some fundamental issues (see struggle points) this year (hopefully half year) is a opportunity for the iGIP area to focus on its fundamentals.

If these fundamentals are created teams can grow if they get the right results, member activity can rise and be more activity and national sales can start to grow and focus on

bigger TN takers.

Next to this there are opportunities in the future for more synergy with other areas in general and area’s with professional or sales activities in specific.

The creation of a sales culture is something the iGIP area should support in the future.

There are three national focus strategies this year: 1. Member focus. This means that the efficiency, effectiveness and quality of the work of members go up. For this there are several Pim van Keimpema - MCVP iGIP direct focuses: 2. Project focus. To align

with international supply and

a. Member efficiency: demand and connect this 1. Selection 2. Training and 3. to the supply and demand Coaching 4. Track and control of the Bolivian economy.

5. Reward and recognition.

Specific projects focused on area, sub-area and JD’s. This

b. Connection within the combined with partnerships, network between: members, communication material, LC’s, LC’s and MC, IGN and training, coaching and internationally. information material.

c. Simple structure of Sales and account management.

3. Process optimization.

To optimize the speed and quality of the whole process 3Q Report / MC KISS / AIESEC BOLIVIA - 27

to make it ready for extensive growth in the future. Ways to optimize to processes are: Booklets, manuals, projects, activities, knowledge, wiki’s, Tools, trainings etc. Each of these are used to have a positive impact on every part of the iGIP cycle.

Number 2. And 3. Are supported by a NST positions.

Next to this the basics are developed, being developed or planned to be developed for iGIP. For example: JD’s, Sales people selection, iGIP summit, training cycle, relevant international contacts, Coaching material, matching guidelines etc.

The operational results of the 3rd quarter are reached by the local teams in AIESEC Bolivia.

3 Realizes in 1 quarter is a record for AIESEC in Bolivia and shows the growth of the area. At the same time the number of raises do not reflect the same amount of realizes for the future, this is due to low sales activity both at national and local level. Nationally there is chosen in the first 2 or 3 quarters for focusing on local level iGIP before starting up national sales, in the local level the operational year for most LC’s really start in September, this means that most activity just started 1 month ago.

Struggle points - Legal situation forms a big problem. This problem is both the situation of AIESEC Bolivia as legal entity that is not going to be solved soon and the situation that there is little knowledge available in AIESEC Bolivia for the VISA objeto terminato.

- Little knowledge in AIESEC Bolivia of iGIP and its needs.

- Little fundaments in the iGIP area which creates more pressure on VP’s and the MCVP and less focus on coaching and helping each other grow.

- Almost no fundaments in the iGIP area. This results in the urgency for creating these things while leaving little time to focus on everything.

For example training cycle and national LC coaching have been not optimal because of focus on creating the basics.

- Not optimal member activity.

- Not a lot of experience in Matching, which results in low matching rate and bad follow up wich hurts our brand image.

- Little communication between LC’s which results in work done twice and little knowledge transfer - Not a lot of results in the past which makes international partnerships difficult and market research more challenging.

- Lack of Spanish knowledge of the MCVP and lack of English knowledge for iGIP members/ leaders. This results in longer time and more difficult to communicate and hard integration of international knowledge and contacts into iGIP in AIESEC Bolivia.

- No structured communication in the past and now.

- Little early window of success for members.

This decreases motivation.

- Little available knowledge and experience which makes training and coaching harder.

-Long startup time of teams due to little structure, experience and national support.

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Some other results in the 3rd quarter of 2013:

4 20+

LC’s with iGIP (with VP’s in each LC) AIESEC’ers participating focussed in the iGIP area (including 1 MCVP and 1 NST)

4

Local selections for iGIP

1

National 2-day summit with 8 delegates

2

Alumni directly supporting the iGIP area

1

National iGIP wiki created

1

National iGIP manual created

1

National strategy formed

3

Bolivian iGIP delegates for the international conference: ‘IGN summit’.

1

National online training delivered

2

iGIP facebook groups created

Success story: In Santa Cruz there are currently 2 iGIP interns, from Colombia who is teaching at the university and …. From Canada who works in a communication company. They are both involved in AIESEC Santa Cruz by supporting the iGIP team.

They are currently helping to create a legal booklet! This way future interns can learn from their unique experience with the legal situation.

Looking forward to Quarter 4: Quarter 4 is the quarter where a part of this generation iGIP’ers have their last work. It is in this quarter that they have the opportunity to show one more quarter what results they can reach for iGIP in AIESEC Bolivia. This can result in the best operational quarter (with last quarter as current best) in the history of AIESEC Bolivia.

This all means that there is the opportunity for a sprint for results.

On the other side we continue the marathon for building the basics of the iGIP area. With a new generation there is a new opportunity to implement things from the start. The booklets, manuals, tools and strategies right now in the pipeline should be far ready in December to make the transition for the new iGIP team as easy, fast and successful as possible.

Most important topic currently

in the pipeline which deserves specific attention is the legal situation of AIESEC in Bolivia.

It creates serious difficulties for the area and it is the highest priority that this situation is solved as soon as possible. The iGIP are will support in any way it can to solve this as soon as possible. The reality might be that the legal situation will not be solved in the 4rd quarter. In the iGIP area this means that also the next quarter we will have to work with this situation.

Currently in the pipeline on local and national level are: legal booklet, national promotion booklet, national trainings cycle for iGIP (with online trainings), project to boost sales in all AIESEC Bolivia, implementing Podio as CSR, implementing track and control on national and local level, standardized reward and recognition, market

research and project focus in iGIP, local monthly coaching with alumni and AIESEC leaders, short time solutions for working with the current legal situation, national iGIP newsletters with standard update on the legal situation.

Strategy wise there will be several international strategies implemented. Some of them come back in the things discussed before. Other international strategies are: - Focus on customer loyalty by using feedback, talking with old partners as part of the 100 days challenge and having more regular contact with our partners.

- Aligning international and national supply and demand by product focus and partnerships.

- Using standards for XPP’s All in all, big plans for iGIP!!

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External Relations

What’s PWC? Pricewaterhouse Coopers is a multinational professional services firm headquartered in London, United Kingdom. It is one of the world’s largest professional services firms.

PwC has offices in 776 cities across 159 countries and employs over 180,000 people. It had total revenues of $31.5 billion in FY 2012. Also PWC is a Lamia Boukhibra - MCVP ER Global partner of AIESEC International.

For the first time in history, the national level of AIESEC en Bolivia Sales Meeting has an official department for External After several virtual Relations. Lamia Boukhibra is in charge meetings with the Global of leading the area, however due to Coordinator of PWC , visa issues she only was able to arrive we (Quinten and Lamia) on the 24th of August. Even due to the managed to have our first stay, there are already great hopes for sales meeting with the the area. Let us introduce you what has HR coordinator Mildreth happened so far: in their office in LA PAZ. It was a successful meeting First Sales Meeting Mildreth already between AIESEC BOLIVIA since knew about AIESEC and PWC by being present in the international conference of MCPs in Serbia, where she

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actually met Quinten in a traditional Tinku suit. So the purpose of the meeting was to bring this one of the biggest companies in the world closer to the youth of AIESEC Bolivia and make it present in our National Events.

Next Step(s) The next step to make this partnership concrete and benefit from the opportunities that this organization can offer to our membership, would be to prepare a National portfolio/Proposal that describe all the activities of AIESEC BOLIVIA this year and then we will negotiate to be part of their CSR plan (CSR : Corporate Social Responsibility) Part of the deal would be also to invite their professionals to provide professional coaching for our membership.

Youth to Business in Santa Cruz

After meeting with Saddam (OCP of Y2B) and deciding on many points regarding the event. The event of Y2B is going to be held in Santa Cruz on November the 9th. It will be an opportunity for LC SC to be exposed in the Market of Santa Cruz.

What’s coming on Q4 ?

1. Making the National Portfolio / Proposal of AIESEC BOLIVIA, so that LCs can use it in their Sales Meetings/Activities.

2. Launching National Youth2Business Forums in different cities

Sales Meeting with UDABOL

After raising some GIP TNs with the UDABOL university in Santa Cruz. They contacted us in order to take this partnership on a National Level to make their students benefit from our Exchange Program in different cities in Bolivia.

3. Sales Coaching for LCs (for Exchange Areas)

Next Step: Sign the Contract.

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COMMunications responsible for the product image and the marketing of these programs at the same time. The reason for this is for reaching more costumers and getting to the right people with the right message.

Our positioning as a serious and professional organization gets stronger by a clear image of our whyhow-what of AIESEC in Bolivia.

María Eugenia Carvallo - MCVP COMM

The Communications area has been going through quite some change. With the new MC position ‘ Brand Development’ and the always existing ‘Communications area’, there had to be found a synergy how to perform and which processes to be taken for. Communications renewed the stand they take for the image development of the products (Ciudadano Global, Talentos Globales, Jóvenes Líderes, Jóvenes Talentos).

Communications is directly

Struggle Points:

Support LCPs and VPs don’t collaborate with the Market Research, for example we had only 135 responses.

Collaboration It’s hard VPs collaborate with ideas, lack of pro-activity.

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Time of VPs Lack of time to attend to Summit, professionalism is far to be sought, since they compromised in a date then a week before they changed their mind, this end up in a event that had to be postponed 4 times.

Mail Answers 70% of the VPs answer mails late or not answer.

Motivation Lack of motivation. Some of them continue as VPs just to finish. What makes harder to work with them.

Future Vision:

Better focus of the Product Campaigns Material Alignment.

Better and stronger Marketing Printed Material Support to the OCs Material for each stage of the Customer Flow Attract: Campaign with physical and virtual Material Convert: Application Package Close: Support Material Showcase: Videos and interviews to support the Product (Study Cases)

National Recruitment Campaign: Ideas Happening Focus: TMP

This campaign was the first step to execute the National Strategy oGCDP focus. TM had as goal to attract as many specific profiles with a fit for the OC-structure of the oGCDP Pizza-Strategy as we know it.

The idea of this campaign was to have one national image with local flexibility, so that the LC’s themselves had the room to actually adapt the material created to their own local reality

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Market Research To get an understanding of the Bolivian market, to find out the wishes, needs and influences of our customers all with the focus to be able to better adapt the oGCDP Campaign, we developed a Market Research.

Focus: Members and externals This survey was directed to members and they were supposed to share it with at least 5 externals.

Total Answers in time: 135 This survey is the base to the focus of our oGCDP Campaign.

It helps us to focus in the top 5 issues and countries that students have the most interest. It also showed however, what are the top influencers of people whom could be on exchange such as themselves or their parents for example.

COMMference

NLDS Image

As part of the national strategy to create more learning touch-points, the communications area also organized an Educational Summit. In this summit the focus was on the following issues;

This is developed by NST Event Image: Andrea Jaldin Campaign and promotion of the National Leadership Development Seminar.

• Importance of the area • Creativity • Marketing Strategy • Physical and Virtual Marketing

Focus: AIESEC members Logo and graphic line developed.

Eventually the total attendance of the event was 9 persons from 2 LCs, Cochabamba and La Paz. 34 - 3Q Report / MC KISS / AIESEC BOLIVIA

Material: 1st Booklet 2nd Booklet Souvenirs Support Material for Event Promotion

Developing the oGCDP Campaign This is developed with NST Youth Image Based in the Market Research.

This allows us to have a clear focus in the image so we can reach more young people and also the right people.

Focus: Students in 1st, 2nd and 3rd year of university Issues and Country Based.

Product: Ciudadano Global

Issues:

Vision: “Leadership Development through volunteering abroad�

Official Launch: October 7

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Local Committe Development During the first 2 weeks Pablo has been active in his role and started with structuring the area and function to the demands of the Local Committees and the MC. Now, after a month in the field there have already been results from LC visits, strategies, and tools implemented.

These have helped the Local Committees become more structured and organized; while integrating the MC’s vision and work with the Local Committee reality for a more sustainable organization.

1. Plan Pablo Sangueza - LCD Manager The plan structures Introduction the work with the Local LC Development is a new area Committees who most need the on the national level in AIESEC follow-up, training and structure en Bolivia, and is considered from the MC; Tarija, Sucre and as one of the most important areas to increase stability within El Alto. The flow of working exists of; the LCs. This area was always a part of the MC Structure, however the new manager role is now held by Pablo Andres Sangueza,. Pablo has a lot of experience with the sustainable development of his home LC Cochabamba; He held roles as LCVP and 2 years as LCP.

• Strategic Analysis of operations • Planning with the whole EB, for the rest of the term • Coaching with the goal to reach the objectives set • Periodic follow-up and control

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For the second semester of the MC, we want to focus on the exponential growth of AIESEC en Bolivia as a LCD-focus. To make sure that AIESEC en Bolivia grows in line with the direction of the IGN-region, so we are adapting to the same tools and styles of working.

LC Visits

During the last month two LCvisits were executed. LCD had two LC visits, one in AIESEC Sucre and the other in AIESEC Tarija I. In Sucre the visit was for 3 days (5 – 7 October) and 4 days in Tarija 13 – 16 September.

II. During the visits extra assistance was given to the LIMs, in addition to the work of LCD. What is visualized in the next graphic. i. The experiences lived so far

can be followed in the following link: http://san-pablo.wix.com/lcdevelopment

The future of LCD In the National Leadership Development Seminar in La Paz some of the results will be presented, such as tools to facilitate follow-up and Rules of control in the Local Committees.

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BRAND DEVELOPMENT

RESULTS ACHIEVED - In social media channels, facebook we increase the numbers of people connected in our Fan Page. From 1200 to 2900. With the help of the membership sharing the voice of the publications of motivational quotes.

Developing a strong brand of AIESEC in Bolivia AREA VISION

- Social media policies, we have national guidelines for the efective use of the internal channels in the social networks of the entities.

Discover and Execute the national leadership young identity.

AREA MISION

- Audit of the people connected in our internal groups, cleaning the non active membership

Create standar high quality experiences, with high quality audiovisual material.

- Internal research of perception of the BRAND of AIESEC in BOLIVIA.

BRAND DEVELOPMENT PLAN EDUCATION - Educative Infographics of TLP - Educative Animated Infographics of ICX and OGX - AIESEC Culture

JUL

EMPOWERMENT - Social Media endomarketing - Social Media update and network growing.

POSITIONING - ONE AIESEC BOLIVIA - Special Newsletter (magazine, comic) - AIESEC Values - Press Conference - Stakeholders cocktail 38 - 3Q Report / MC KISS / AIESEC BOLIVIA

AUG

SEP

OCT

NOV

DEC

JAN

FEB

ONE AIESEC BOLIVIA The Brand Development team is going to focus in create a big national campaing for internal and external stakeholders.

ONE AIESEC BOLIVIA, is based in a good case practice of Brand Development used in AIESEC MEXICO, and the idea of implement it here is of our NST Alejandra Aguilera.

The main objective of is to implement a brand national campaign to give to know the national identity of leadership of AIESEC Bolivia in a massive channels.

We are going to publish the material developed by the area in internal and external channels that we have.

One of the main goals proposed is to develop an integral communicational campagin with a lot of manifestations, like: magazines, comics, video documentary, tv spot, radio jingles, merchandising, t-shirts, flyers, etc.

And present this to the society in a big national event, like the National Youth to Business.

For make this possible, we are looking for the best experien- Jorge Catacora - MCVP of Brand Development ces in the national entity, for give to know to the entire society. That We are AIESEC is in BOLIVIA creating working for a positive impact in the youth. create powerfull for us is important too to connect messages to express with our partners and TN takers. the identity of AIESEC Bolivia, this for amplify the We are making internal research status of the organization for give clear messages for everin the country, for all our yone can understad What is AIEstakeholders. And stablish a strong relationship with SEC? and the Clarity of the Why, the society and be the we need responsible leadership most credible voice of in the youth of the country. the youth, and increase the number of our All our efforts is focused in creaexperiences with a high te a strong brand in the society. standard quality.

The main responsible for make this possible is the Brand Positioning team, and all the membership of AIESEC BOLIVIA. 3Q Report / MC KISS / AIESEC BOLIVIA - 39

Information Management

Fabiรกn Calsina - MCVP In formation Managemet

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http://www.facebook.com/MCBolivia mc.bolivia@aiesec.net