LEAD Facilitation
Guidelines for Each LEAD Environment
Content
- LEAD Definition - LEAD Elements - LEAD Facilitation
- LEAD Environment elements - What do we develop in each element - How can I become a good LEAD facilitator?
What’s LEAD? LEAD is a part of AIESEC’s Leadership Development Model, which catalyzes the Inner & Outer Journey to enable our leadership development, by bringing consciousness as a companion that is connecting the inner and outer journey throughout every AIESEC experience.
Catalyst When you bring “LEAD” and “Current Operation” together, the combination will boost your ELD program.
Companion It is no longer a separate element in your strategy, one session in your conference, but something always there in the inner & outer journey.
Connecting Inner-Outer Journey By LEAD, people would get more integrated experience by getting clarity & awareness of both inner & outer journey
LEAD Elements
LEAD Content
LEAD Facilitation
LEAD Environment
Based on the leadership qualities and defining elements, we prepare content that can facilitate our customers to go through an inner journey.
The facilitation of the LEAD content to our customers are called the LEAD facilitation.
In order to deliver the LEAD content, LEAD environment needs to be created. There are 6 different environments we generally come across.
LEAD Facilitation LEAD facilitation is an activity where EPM enables EP to go through inner and outer journey during the experience.
AIESEC should create the space for LEAD delivery during all the experience of EP. LEAD facilitation concerns both OGX and ICX
LEAD Facilitation for OGX EPM An EPM can start facilitating LEAD during preparation and at OPS. For example, by getting to know how to be solution oriented, when uncertain situation arises during exchange, he or she already have knowledge to react better to the situation.
Facilitating pre-exchange LEAD will not only help EP to understand AIESEC’s value proposition (leadership development)even stronger, but also prepare your EPs better to have stronger experience during exchange. Although the EP hasn’t went through many outer journey yet, it will start igniting some interests and thoughts.
LEAD Facilitation for ICX OPM Throughout the entire journey of the EP, an OPM can facilitate LEAD to the EP. Based on the need of the EP, as an OPM, you can identify some touch points to interact with the EP.
This could be as simple as having a heart to heart conversation with the EP after he had met some challenges at work or a group activity where your group of EPs share their learnings for working in a multicultural team for a while.
LEAD Environment Elements World citizen Solution oriented
Self-awareness Individual Discovery & Reflection
Conference & Seminars
Self awareness Solution oriented
Empowering others Solution oriented One to One
Team Experience
Empowering others Solution oriented World citizen Learning Circles
World citizen
Virtual Spaces
Individual Discovery and Reflection Self reflection is the human capacity of introspection. Doing this, we show our willingness to know more about ourselves, the fundamental nature and purpose.
Self assessment tools Journaling Personal Development Plan and goal setting This is related to psychology of consciousness. In AIESEC we go through this process by the following ways.
Learning Circles Learning Circle is a way to organize and honor the collective wisdom of a group, community or tribe. This is used to empower members using the collective wisdom in different societal contexts. Hosted Spaces are circles where members of a group, community or tribe come together to discuss on certain topics. The host of such spaces as not necessarily the leader of the group. If facilitated right, as an example of the most common hosted space in AIESEC can be considered team leaders meeting.
Why should you use this? In this process the members go along a strong self reflection process while aids in bringing a collective realization about any given topic.
Minimum Standards: The person hosting the spaces needs to know the fundamentals of hosting.
Where to find: • •
Principles. Facilitating and Participating.
Conferences and Seminars
Conference is a gathering of people gathered to discuss, incept, design things for a common purpose. Seminar is a gathering of people in which experts share their knowledge through workshops and lectures.
National/ Local Conferences Simulations, Role Playing and Games Trainings
National/Local Conferences These spaces allow the delegates to understand the role of AIESEC in their community and interact with people from different background moving towards a same cause.
Minimum Standards • Create 3 main goals of the conference before creating an Agenda & try to reach this goals during each session. • Each session should include key learning points & clear message for delegates. • All the sessions should be connected. • In the end of the day check “take away points” (you can use papers to fill after each session for this). • Use interaction in each session ( it can be simulation, game, flipcharts, papers…). • You also can use some key words during the whole conference ( ex. Leadership, world citizen, growth, results).
Simulations, Role Playing and Games Why should you use this? • Members can use their knowledge on practice • To solve any team problems Find more on the internet!
Trainings Training is a space organized to help members in increasing their skills whenever required. The content of a training can be customized according the need of the members.
Why should you use this? In order the deliver a strong inner and outer journey to our customers (EPs) we require our members to have certain skill sets. Trainings will enable you to deliver the same.
Minimum Standards: • The training need to be based on organizational sensing. • The trainings need to have well defined objectives. • The follow up mechanism for the success of the training program needs to be designed before the execution. • Team leaders need to connect the training sessions to the daily member operations.
One to One Element of learning environment which requires one-on-one approach to enable person’s learning and development.
Coaching
Mentoring Shadowing One-to-one feedback
Coaching A process that enables learning and development to occur and thus performance to improve.
We can distinguish performance coaching and personal coaching. Why should you use this? Personal coaching is about creating a supportive and motivating environment to explore what the coachee want in life and how he might achieve his aspirations and fulfil his needs. The coach's key role is often assisting the coachee to maintain the motivation and commitment needed to achieve his goals.
Performance coaching is about increasing coachee effectiveness and productivity at work. It's also closely linked with organizational change initiatives in order to help members to accept and adapt to changes in a manner consistent with their personal values and goals.
Minimum standards: • • • • • • •
Clear goals Asking the right questions (not leading to any answer) Listening rather then telling No judgement Working on solving the reasons rather then causes Inspire action by follow up with action steps after the each session Constant progress evaluation
Mentoring Long-term process of help by one person to another in making significant transitions in knowledge, work or thinking.
Why should you use this? Mentoring enables an individual to follow in the path of an older and wiser member/alumni who can pass on knowledge, experience and open doors to otherwise out-of-reach opportunities. Mentoring is not the same as training, teaching or coaching, and a mentor doesn’t need to be a qualified trainer or an expert in the role the mentee carries out. They need to be able to listen and ask questions that will challenge the mentee to identify the course of action they need to take in regards to their own development.
Minimum standards: • • • • • •
Clear goals Constant constructive feedback Mentor is a good role model Mentor has a deep understanding of the organization Mentor achieved professional success Follow up
Shadowing Refers to spending a day or longer accompanying someone in their work place to observe and learn what a particular job consists of. It can be used for transferring the specific parts of the role.
Why should you use this? It’s a perfect tool to use during the transition or induction for the new members when they need to acquire the new skills.
Minimum standards: • • • • •
Preparation and expectation setting Actual work of the organization itself as the context for learning Learning to occur through practice Daily analysis and evaluation On-going feedback
One-to-one Feedback The ideal tool to use when you want to change something in the person’s behavior or attitude (give a “negative” feedback). If you want to reinforce behavior – use team feedback instead.
Why should you use this? The purpose for giving feedback is to improve the situation or performance.
Minimum standards: • • • •
•
Requires preparation in advance with structuring bullet points you want to proceed with Clear communication of what person does or doesn’t do has effects in the workplace/team Communication without strong emotions behind Frequency (min once a month during the team meeting) Focused on the outcome(what you want to change and when )
Virtual Spaces, Forums, Blogs and Resource Sharing It’s a knowledge management strategy, when you collect: • All functional documents & educational stuff • All Reports • Data bases (CRM, HRM etc.) • Conference, seminars, trainings, webinars’ preoperational materials & outputs • Useful links • Information about persona development (tests, booklets, ppts etc.) • Books for self development.
Why should you use this? •To gather all important and useful materials that you will transit to next generation. •To align education in the LC. •For now to collect all this you can use: •Google drive •Podio •Asana •Slack …And any other site you find useful
REMINDER Understand
Never dump anything that our customer don’t need or don’t want. Understand how does the EP want to develop? What kind of goals he/she has for the exchange? What is his/ her LDA score? and then propose a plan where you can be of real help.
Prepare
Be an expert in the defining elements. Understand them inside out, it’s like being a chef, you know exactly how each ingredient taste like. It will be also helpful to understand how your EP learn the best, maybe he is visual learner, maybe she likes activity better. Based on this information, you can better map out your EP’s leadership development journey.
Practice You will never become a good LEAD facilitator at home. Practice how you talk, how you stand, how you ask questions, how to host a space that is comfortable and filled with trust for your EP. You can practice with your fellow EP managers and many times, you will learn the best by interacting with your EPs.
Listen & Improve Your best teacher is your EP. Listen to what they really need, ask for feedback on how it can be better and constantly improve on your facilitation skill. As a facilitator, your job is never to just deliver on the content, it’s about hosting a space where your EP can get the most of the experience. Therefore, EP’s opinion is as important as yours.
Contact Meriem Idir MCVP Talent and Organization Development meriem.idir@aiesec.net
mc.algeria@aiesec.net