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AIESEC in Switzerland 2014-15
a look Back Annual Report
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A letter from the President Dear, students, partners, enablers, supporters and everybody who is interested in work of our organisation, I am honored to present to you the Annual Report of AIESEC in Switzerland for the term 2014-2015. This term AIESEC in Switzerland went through the transformation, which helped whole local chapters and national body to work as one. For that year Member Committee of AIESEC in Switzerland was focusing on bringing more clarity of organisational essence and building a primary processes and frameworks as a base for further development of Organisation. As a starting point in summer 2014 Executive Board Members of Local Chapters gathered together on the conference to define what was the dream we all wanted to strive for. After having an intense day of analysing past, planning the future and consolidating all the inputs organisation have chosen it’s vision: “AIESEC in Switzerland is a new role model that has a network of strong, united leaders who provide easily accessible high-quality experiences”. After going through the one year journey, I am grateful to see of what the organisation have become. I believe that every step that was taken by organisation was devoted to it’s vision. More insights about our way to this vision you can find in this report. With this all I would like to express my gratitude to all contributors to this important term of organisation: our Partners, Enablers, Alumnus, every member of Local Committees and, of course, my Member Committee team. Thank you all for going through this important moment with us. Kind Regards, Ivan Syrovatko President 2014-2015
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Content c
05 Why? About AIESEC
08 How? Vision 2014-2015
Strategy 2014-2015
11 What?
Year in numbers Global Talent Global Citizen & Global Intern Talent Management Career Days National Support Group Financial Statement
24 What’s next? Meet the team 2015-2016 AIESEC in Switzerland vision 2020 Letter from the President 2015-2016
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Section 1. Why? 1. Why we do what we do?
As AIESEC was founded in the early years after the Second World War, Mission of this organisation was shaped by that recent event a lot. Students Jaroslav Zich (of Czechoslovakia), Jean Choplin (of France) and Stanislas Callens (of Belgium) was striving to make sure that such events never again take place in the world. They was striving to build tolerance and cultural understanding. From that time and till now with
everything we do we strive for fulfilment of humankind potential and achieving peaceful state of the world. That is a cause of our
organisation.
OUR BHAG
Peace and Fulfilment of Humankind potential is big and broad vision as for youth run organisation. This statement might require from organisation a lot of affords. Therefore, it is essential to have for us a clear way how do we ensure progress for our organisation every year in every part in the world. Since 2010 AIESEC launched globally BHAG - Big Hairy Audacious Goal, which states that as organisation we want: “To
engage and Develop every Young person in the world�. And from that time this Big Goal is driving
measurable organisational progress for a short term and long term perspective.
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2. How we do it? The way how we make sure that we reach our vision and have progress towards our big goal is by developing relevant leadership qualities in young people for them to be able to make a positive impact on their communities and the world as a consequence. The exact leadership qualities that AIESEC develops were shaped by all the recent events and current global trends and issues. WHAT EXACT TRENDS? They were developed in a way that organisation distinguished 4 main leadership qualities by having which young generation can solve the issues that world currently is facing.
This Leadership Qualities are:
EMPOWERING OTHERS Communicates effectively in diverse environments.Develops and empowers other people. Engages with others to achieve a bigger purpose.
SOLUTION ORIENTED Adapts and shows resilience in the face of challenges. Transmits positivity to move forward throughout uncertainty. Takes risks when its needed.
SELF AWARE Understands and lives personal values. Focuses on strengths over weaknesses. Explores one’s passions.
WORLD CITIZEN Interested in the world issues. Enjoys taking responsibility for improving the world. Believes in their ability to make a difference in the world
3. What do we do? What we do in a daily basis is providing leadership development experiences to young people. Mainly it is facilitated by cross-cultural exchanges and creating this opportunities in local communities. Our organisation believes that leadership can be developed in everyone. In order to make sure that our experiences indeed develop leadership a concept of leadership development was taken from World Economic Forum as a basis. World Economic Forum stated that developing leadership requires individual to go through Inner and Outer Journey.
Outer Journey is characterising external environment in which individual should perform. This journey consists of: Challenging environment, Risk-taking attitude and Support System. Inner Journey is characterising what shall happen with a person from within. This journey consists of: Learning by doing, Reflection and Reinvention, Value generation.
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This way since 2011 AIESEC was adapting its experiences to make sure that young people are able to develop leadership by going through AIESEC experiences that we offer. This way Inner and Outer Journey for our experiences look next way:
AIESEC Outer journey consists of: Individual Responsibilities and Goals, Challenging role and environment, interaction with a multiple stakeholders, Supporting system. AIESEC Inner Journey consists of: Setting personal goals, reflection on an experience, understanding own personal values and reinvention of one-self.
4. Who is doing it? All this experiences, which develop leadership qualities are facilitated by youth who shares organisational values, which are: Striving for excellence We continuously improve through creativity and innovation. We strive to deliver the highest quality performance in everything we do. Demonstrating integrity We are consistent and transparent in our decisions and actions. We fulfil our commitments and conduct ourselves in a way aligned with what we envision. Enjoying Participation We create a dynamic and welcoming environment through the active and enthusiastic participation of individuals. We enjoy being involved in AIESEC. Acting Sustainably We act in a sustainable way for our organisation and society. Our decisions take in consideration the needs of future generations. Activating Leadership We lead by example and inspire leadership through actions and results. We take responsibility for developing leadership in others. Living Diversity We actively learn from different ways of life and opinions represented in our cultural environment. We act inclusively, respecting and encouraging contribution of every individual.
Striving For Excellence
Enjoying
Living Diversity
Integrity
Sustainably
Leadership
AIESEC IS A GLOBAL, INDEPENDENT, NON-POLITICAL, NOT-FOR-PROFIT YOUTH-RUN ORGANIZATION. AIESEC DOES NOT DISCRIMINATE ON THE BASIS OF GENDER, SEXUAL ORIENTATION, DISABILITIES, CREED, OR RELIGION, NOR ON THE BASIS OF NATIONAL, ETHNIC, OR SOCIAL ORIGIN.
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Section 2. How? c
1. Vision of 2014-2015 As was mentioned in introduction vision for the term 2014-2015 was stating:
“AIESEC in Switzerland is a new role model that has a network of strong, united leaders who provide easily accessible high-quality experiences” There were a lot of context behind that was shaping this vision. Switzerland as a country is perceived as a role model by the world, this country has a reputation of a “best country to be born in”. Therefore, being a part of Global Association, which strives for “Peace and Fulfillment of Humankind potential”, we wanted to send our best students for volunteer projects abroad, in order to support foreign communities in resolving issues which already solved and settled in Switzerland, we wanted to invite foreign youth to work in Swiss companies in order for them to get experience and bring back knowledge that they gained here to their home country. As AIESEC in Switzerland has 8 different chapters we needed to act as one on the way to big vision which we set just for one year.
2. Measurements of success This way during the year we were striving to send Swiss students abroad and host foreign ones in Switzerland aiming to “bring Switzerland to the World”. This way our main Programs for Swiss Students were: Global Citizen and Global Intern; and for foreign students: Global Talent.This way the more students we were involving the bigger scale of impact we were reaching.
3. Focus program
For the term 2014-15 national team was striving to stay focused in everything we do and have chosen one program that we wanted to see progress in. The Program we wanted to achieve major growth in was Global Talent. This program is aiming to bring foreign youth to country for a period 6-18 month in order to fulfil internship in the Swiss companies. This way by focusing on this program we could achieve two things: Develop relations of Local Chapters with corporate sector, which as a result can support and sustain organisation from local level; Provide more intense leadership development experience for our members, who were given opportunity to interact with corporate sector even more. Having Global Talent as a focus program doesn't mean that AIESEC in Switzerland was not realising any other programs during the year, but it means that national committee have put more resources for upscaling this program in the year 2014-15 expecting that it can bring bigger development for organisation for a next year if we start from it.
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4. Straregy After analysing the current state of organisation there were defined 3 main areas of development that was aiming to contribute to our exchange programs realisation performance:
Talent Management & Talents Development
National Recruitment process: 1. There was created from national level and downscaled to local chapter basic aligned profile of members that our organisation needed (what knowledge and skills they should have, their background, personal competencies and expected attitude. 2. Assessment centres as a selection tool was launched, with detailed description what competencies it assess. 3. Recruitment process was developed in a way that it was considered to be finished only when members come to National Conference in order to make focus on quality induction and on-boarding. Aligning LEAD program to the strategy of Organisation LEAD program started to be used as a strategy support tool. This way we were striving to activate needed attitudes and behaviours that our organisation was needing on each certain point of time when LEAD was delivered. Personal Development plans Aligning of activities that members perform with personal and professional development that they get from it.
Organisational Development
Project Based Structure Introducing and launching project based structure for Local Chapters. The goal was to break down annual goals between projects during the year, intensify and diversify members experience and increase members productivity. National Planning process Start planning together and due to framework that is based on data. During summer conference there was created national vision of AIESEC in Switzerland, local chapters analysed their performance through past 4 years and learn the external trends that happen in Switzerland and based on it planned their projects and deliverables for the year. Coaching process In order to support plans execution Coaching process was set. Local Chapters was receiving visits for strategic and functional support from national committee. Process Optimisation Within each exchange program focus of national team was to review the process and optimise it in order to make it simple and fast.
Marketing
Simple Packaging Focus on packaging of our programs in a way that our messages are clear, simple and relevant to our customers. Launching of Global Intern Our organisation always had an opportunities for Swiss students to have internship in foreign countries around the world, however, this product was never introduced to our customer as packaged product. This way “Global Intern� was developed and introduced for Swiss Students since Autumn 2014. B2B Marketing As our focus program was Global Talent we started to develop marketing for corporate sector aiming to increase awareness about AIESEC Global Talent program in Corporate sector, and attract more companies to host this program.
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Meet the team 2014-15 c
Ivan Syrovatko President Originally from Ukraine, Ivan worked in field of Marketing, Communications and Organizational development during his AIESEC experience
Karina Beisegerimova Head of Marketing & Communications Originally from Kazakhstan, Karina used to work in field of B2C programme sales, marketing and business development on local and national level.
Klara Peic Head of Business Development Originally from Croatia, Klara used to lead Communication and Public relations on local and national of AIESEC in Croatia.
Rebecca Weimann Head of Talent Management & Organizational Developmen Originally from Switzerland, Rebecca mastered her expertize in field of organizational management, talent management and project management since she worked and managed one of 8 local chapters in Switzerland.
Victoria Lutak Head of Corporate Internships Originally from Ukraine, Victoria mastered her expertise in fields of organizational management and volunteering programme placements as head of one of local chapters of AIESEC in Ukraine.
Shubhi Betala Head of Student internships Originally from India, Shubhi used to work in field of B2C programme sales and exchange management in one of local chapters of AIESEC in India.
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Section 3. What?
AIESEC in Switzerland in numbers
400 members
8 local offices
12 universities
44 350 webpage visitors
4 annual conferences
44 350 webpage visitors
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68 contracts signed
41 internship placements
+64% internship placements
135 volunteers sent abroad
24 interns sent abroad
4000
student attended
CareerDays
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Global Talent c
GLOBAL
This program is aiming to bring foreign youth to country for a period 6-18 month in order to fulfil internship in the Swiss companies.
TALENT
As this program was stagnating we were developing it on both levels National and Local.
From National side we started sales of Global Talent program to the new companies that we never worked before and continued account management with the ones we worked before. From the perspective of Account Management after gathering feedbacks from companies we started to work on all areas of improvement of delivery process. As for the Local level, we were organising process next way
B2B Marketing
Focus
sub-product
Process setting
Project Based Structure
Incentive systems
Focus sub-product
We defined that due to demand of corporate market and supply of foreign students with different background the optimal Global Talent sub-product to focus on is Marketing and Business Administration. By defining this focus we were able to fasten the process of proper foreign candidates search.
B2B Marketing
Process setting
For the Local Chapters we did a big emphasis on education as the processes needed to be set from the basics. There was support provided in creating prospect lists, making cold calls and accompanying for meetings if needed. Educational cycle consisted of: national conferences, functional summits, local committee visits, sales workshops provided by Hays.
Project Based Structure.
In order to increase productivity there was proposed various solutions to Local Committees on structures of the teams that work with Global Talent product based on size of Local Committee and scale of of Programs delivery.
Incentive systems
In order to encourage Local Committees to set processes in Global Talent Sales there was launched 2 Campaigns periodically showcasing the best practices from Local Committees in the area. Additionally, in second semester also there was launched a week when all Local Committees was focusing on making cold calls.
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Results All in all the purpose of having Global Talent as a Focus Program was to start the sales culture in Local Chapters. Comparing to the previous year when there were only 5 Local Chapters managed to find a company which hosted Global Talent Program, during by the end of the 2014-2015 term there was already all 8 Local Chapters who manage at least to find one company which hosted Global Talent Program.
Contracts signed
Interns approved
28% growth 53
2013 2014 -
Interns started internship Contracts
80% growth
64% growthsigned 45
68
41 25
25 2013 2014
2014 2015
-
-
2013 2014
2014 2015 -
-
2014 2015 -
Result contribution per office Interns Approved
Contracts signed
National office
18%
12%
50%
7% 4% 2% 1%
3% 1% 2%
Interns started internship
National office
17%
National office
15%
ZURICH
ZURICH
ZURICH
BERN
BERN
BERN
LUGANO
LUGANO
BASEL FRIBOURG
16%
50%
FRIBOURG
LUGANO 17%
50%
3%
ST GALLEN
6% 0%
GENEVA 3% 4% 1% 0%
LAUSANNE 4% 0% 6%
ST GALLEN GENEVA Total
BASEL FRIBOURG
LAUSANNE
LAUSANNE
Total
BASEL
5% 2% 0% 1%
ST GALLEN GENEVA Total
Countries our interns came from
TOP Companies’ fields in which Global Talent program took place: Business Administration: 39% Marketing: 29% Finance & Accounting: 14% Other: 18% (IT, Nanotechnology, Chemical Engineering, Electronic Engineering, Graphic design)
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Global Citizen & Global Intern Volunteering abtoad and International internship programmes for Swiss students Every year in August AIESEC in Switzerland sends representatives from National Committee to International Congress. On this event representatives from 124 Countries and territories meet in order to define direction of Global Association and discuss cooperation for the term that started. This way on August 2014 in Taiwan during such Congress AIESEC in Switzerland agreed with several countries to launch exchange programs for Swiss students. The logic behind such cooperation was to have culturally diverse countries for Global Citizen Program and professionally perspective ones for Global Intern, as well as agreeing on all of the details in advance to ensure faster delivery process. Country Cooperation for Global Citizen (Volunteering) Africa
Asia Pacific
Middle East & North Africa
Latin America
Country Cooperations for Global Intern (Professional Internships)
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GLOBAL
CITIZEN
Global Citizen is an opportunity to go for an International volunteering internships which are the most intense learning experience we offer and links together our global network. This program encompasses cross-cultural positive impact through working abroad for social and community development projects that lead to self development and skill enhancement for the member undertaking the program.
Global Intern Program here is to provide to a graduate the opportunity to work in a company abroad mainly in areas of Business Administration, Marketing, Engineering and Information Technology. This programme is focusing on developing professional and personal skills of the participant while working in an international environment. This will enables the participants to develop their profiles and make them more competitive on the labor market.
Department strategies Project based structure Annually AIESEC in Switzerland is sending more then 100 Students abroad for Global Citizen and Global Intern program. Therefore, in order to optimise process and increase productivity next priorities were accomplished: 1. During the term 2014-15 we started division of Global Citizen and Global Intern projects. Therefore, from national side there was separate person responsible for the program and from Local level there was assigned people as well. 2. Delivery of the Program was broken down in projects, which ensured that such departments as Outgoing Exchange, Talent Management and Marketing are working in synergy. Structures of the Projects and Job Description samples was provided to Local Committees from national level. Coaching As there was a lot of innovative approaches launched big role in implementation played coaching: national committee was providing local committee visits and was present while launching new operations in Local committees.
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Integrated experiences For long term development of organisation we wanted to focus on our members development. This way we saw a big potential for organisational growth, if we would send our members on Global Citizen program, where our member can develop through volunteering and observing how AIESEC Chapters in other countries and territories work. This way second semester we were focusing on internal promotion of the program and in all our communication encouraging our Members to take part in Global Citizen Program.
Results Students recruited
Students realized
146
135
Students recruited
Students realized
Contracts signed
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20
Result contribution per office Realised
Realised
LAUSANNE
GENEVA
ZURICH
FRIBOURG
ZURICH
BERN
LUGANO
Basel
ST GALLEN
BERN
Basel
LUGANO
FRIBOURG
LAUSANNE
ST GALLEN
GENEVA
9%
3%4%
12%
17%
4%
34%
4%
8%
13% 15%
17%
12% 13%
18%
Countries Swiss students went via Global Citizen program
Gender Ratio Female studens: 64; Male students: 71 Top issue based projects: Education, Cross-cultural understanding, Environmental issues.
17%
Countries Swiss students went via Global Intern program
Gender Ratio Female studens: 8; Male students: 16 Top internship fields: Business Administration and Finance, Sales, Teaching.
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Talent Management Being a member of AIESEC means going through a self-development journey by organizing and facilitating the internship products we offer. The department of Human Resources is responsible for the recruitment processes of our members and the learning and development of everybody who is engaged with the organization. Education cycles for each department shall ensure the development of the members, the channels through which they receive their knowledge are workshops, trainings, coaching, mentoring, functional meetings, meetings with the whole committee as well as national and international conferences. These channels are set up to provide our members with a diverse learning environment where they understand different ways of learning which they are also getting skilled in to organize such environments by themselves for others. AIESEC in Switzerland During the term 2014/2015 we were running the following departments in AIESEC in Switzerland – on national and local level: - Incoming Internship Program (to find internships in Switzerland) - Outgoing Internship Program (to send students abroad on internship and volunteering projects) - Finance & Legalities - Business Development - Marketing & Communication - Human Resources - Careerdays
385
The biggest recruitment peaks happen during the autumn semester when University starts; we started the term off with a little bit less than 100 members; after the autumn recruitment 2014 we counted 385 members for AIESEC in Switzerland.
Fields of studies of our members:
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Woman empowerment in AIESEC: In AIESEC in Switzerland, we are also focusing on empowering women to take on leadership roles, as woman leaders are still underrepresented in Switzerland and we believe that woman can add significant value to the development and growth of the Swiss economy. Women’s Empowerment Principles 1. Establish high-level corporate leadership for gender equality. 2. Treat all women and men fairly at work – respect and support human rights and non-discrimination. 3. Ensure the health, safety and well¬being of all women and men workers. 4. Promote education, training and professional development for women. 5. Implement enterprise development, supply chain and marketing practices that empower women. 6. Promote equality through community initiatives and advocacy. 7.Measure and publicly report on progress to achieve gender equality. Examples of Gender equality demonstrated by AIESEC Switzerland: 1) Establish high-level corporate leadership for gender equality. a. Our National Executive Board is consisted of 6 out of 7 female Vice-Presidents, responsible for: Human Resource, Marketing, Corporate Sales, Business Development, University relations and Career Days Association President. 5 out of 9 Local Committee Presidents on local level of AIESEC in Switzerland are female gender. Number of Vice-President vary from local committee to local committee: for example, Local Committee Fribourg has 90% female membership, while Local Committee St. Gallen has 90% male membership. The distribution of these depend on the fields of study where the members are being recruited as well as the recruitment strategies. b) After each recruitment of new members which occurs in autumn and spring, local committee HR representatives are obliged to submit their membership list in order for national body to check distribution of the membership for that semester. c) AIESEC Switzerland works with numerous different organisations and companies that also have incorporated gender equality rules for their own organisation. d) Due to the nature of our organization being non¬-discriminative on any basis, we perform our activities in the same way, according to the International Compendium where this regulation is stated. All our policies are based on equality of gender, race, religion, sexual orientation, nationality and political view.
90
percent of female members
in Local chapter Fribourg
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Career Days The AIESEC Swiss Career Days offer students and companies a communication platform to get introduced to each other. On one hand, the Students get not only the chance to realize what are their diffrent possibilities in terms of career opportunities, but also to know more about companies recruitment processes and open positions. On the other hand companies get the possibility to meet their potential future employees and to get known towards the youth. The Career Days events are coordinated nationally by the president of the AIESEC Swiss Career Days Association.
4000 students attended
30
workshops & presentations
over 60 companies & supporters
Products and results for the year 2015: During the term 2014-2015 some changes has been made in the products proposed to companies. In addition to the three main services, Presentations, Workshops and Career Fair, three other services has been created: • The One-to-One meetings: For firms who are willing to recruit their future interns or co-worker during this event, rooms are reserved for meetings with students individually. • The knowledge Café: Knowledge Cafés are interactive knowledge sharing and brainstorming sessions that engage students and young graduates around the theme of your choice. • Recruitment Speed Dating: Recruitment speed dating are quick interviews with students during which companies can form an opinion. The three main events were organized in Lausanne, Zürich and Fribourg. In Basel, Bern, St.Gallen and Geneva workshops have been organized. The biggest event in term of companies was Zürich. In Fribourg the attendance of the presentation was higher than expected with 50 to 70 people. The Law Days, new Career Days Track in Fribourg, had a lot of success towards the Law frim and Administrative institution. Furthermore, at the beginning of the term 2014-2015 a new Career Days website was created in order to have a better visibility towards Students and Companies. Also the logo was renewed, giving to Career Days a whole new branding. Career days in numbers Fribourg
Number of companies at the fair: Number of Presentations: Number of Workshops: Sponoring: One-to-One meeting
Zurich
Number of companies at the fair: Number of Presentations: Number of Workshops: Sponoring: One-to-One meeting Recruitment speed dating
Lausanne
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Number of companies at the fair: Number of Presentations: Number of Workshops: Sponorings:
8 5 1 1
27 7 2 2
33 4 4 3 2 1
,
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National Support Group
Sales Academy partner
Thank you for support! 21
Financial Statement c
AIESEC in SWITZERLAND, Berne Balance Sheet (in Swiss Francs) June 30, 2015
June 30, 2014
41 883 62 500 8 365 6 592
59 327 35 325 8 937 25 090
119 340
128 679
1 968 24 329
1 028 600
26 297
1 628
25 000 68 043
25 000 102 051
93 043
127 051
119 340
128 679
ASSETS Current Assets Liquid Funds Receivables - Swiss Local Committees and ASCDA Receivables third parties Deferred income and prepaid expenses
LIABILITIES Liabilities Payables third parties Accrual expenses
Association's Capital Capital Accumulated Surplus
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AIESEC in SWITZERLAND, Berne Income Statement (in Swiss Francs)
INCOME National Sponsor Group (NSG) Membership Fees Local Committees National Projects Merketing Income Grants (BSV) Other Income
July 1, 2014 to June 30, 2015
July 1, 2013 to June 30, 2014
19 200 130 043 42 238 1 590 36 985 12 001
19 200 33 476 24 330 0 56 700 53 975
242 057
187 681
( 174 176) ( 58 901) ( 26 260) ( 1 268) ( 13 703) ( 1 260)
( 126 465) ( 50 759) ( 11 500) ( 2 798) 0 ( 8 692)
( 275 568)
( 200 214)
( 33 511)
( 12 533)
4 254 ( 4 751)
0 0
( 497)
0
EXCESS INCOME (-LOSS) OVER EXPENDITURE AFTER EXTRAORDINARY ITEMS
( 34 008)
( 12 533)
Accumulated Surplus at the beginning of the year Accumulated Surplus at the end of the year
102 051 68 043
114 584 102 051
EXPENDITURE Personnel costs Administration and other Expenses National and International Meetings Project Expenditure Exchange Expenses Debtors Loss
EXCESS INCOME (-LOSS) OVER EXPENDITURE BEFORE EXTRAORDINARY ITEMS EXTRAORDINARY INCOME AND EXPENSE Extraordinary Income Extraordinary Expense
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Section 4. What’s next?
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Meet the team 2015-16 c
Rebecca Weimann President 2015-2016 rebecca.weimann@aiesec.net
ZoĂŠ Gendron President Career Days zoe.gendron@careerdays.ch
Thomas Verduyn Vice-President Talent Management thomas.verduyn@aiesec.net
Alessia Balducci Vice-President Business Development alessia.balducci@aiesec.net
Karina Beisegerimova Vice-President Marketing&Communications karina.beisegerimova@aiesec.net
Theodor-Emil Simion Vice-President Finance & Legalities theodor.simion@aiesec.net
Dyego de Oliveira Soares Vice-President Outgoing Exchange dyego.soares@aiesec.net
Mehdi Guerfali Vice-president Incoming Exchange mehdi.guerfali@aiesec.net
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AIESEC in Switzerland Vision 2020 c
In a fast-changing organization like AIESEC, it is of great value to have some long-term guidance to ensure continuity within the organization. Therefore, a process has been created to develop a vision for AIESEC in Switzerland to define how we see the organization developing until the year 2020. Analysing economical, social and environmental factors of Switzerland and understanding what the role of youth in Switzerland can do to support the society, we developed the following vision.
«AIESEC in Switzerland is the national youth voice united by one purpose in order to have a positive impact on the world. We provide high quality leadership experiences to develop international social entrepreneurs.» * Being a national Youth Voice
We want youth in Switzerland speak up and share what it is that they care about. Today’s youth will shape tomorrow’s reality, therefore we want to educate youth, make them aware of what is happening around them and support them in building their own opinion on things to be able to take a stand for society.
* International social entrepreneurship
Switzerland as a country provides youth with all the resources needed to be able to start a business. Not only though do we want young people to become entrepreneurs, we want them to have a positive impact on society and therefore become social entrepreneurs. Last but not least, as AIESEC is a global organization and as we see the many benefits that this network provides and the cross-cultural understanding it brings along, we believe that the innovation that is coming out of the youth in Switzerland shall be shared with the world.
* Positive impact through leadership development
We believe that developing the right leadership in youth is the solution to have a positive impact on society. The leadership we develop shall consist of our members being self-aware, being able to empower others, being solution oriented and being a world citizen, which means thinking outside the boy and striving for the greater good of humanity. All these qualities shall be developed by respecting the organization’s six core values
Until the year 2020, we want to achieve this vision by developing more and more young people with the knowledge, skills and attitude to open their business and create a positive impact on the world and get step by step closer to achieve AIESEC’s big vision of achieving Peace and Fulfilment of Humankind’s Potential.
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A letter from the President 2015-2016 c
Taking over the position of President of AIESEC in Switzerland is an exciting process and carries a lot of responsibilities. Since I joined AIESEC in the year 2012 when I started my law studies at the University of Fribourg, I was passionate about the work AIESEC is doing and the great opportunities it is providing to its stakeholders. The longer I stayed in AIESEC, the more empowered I felt to take on new leadership positions and now being elected as the new President for the term 2015-16 it is my ultimate goal to continue developing leadership in young people. However, the easiest thing when it comes to leadership is talking about it, therefore it is up to my generation to define what the leadership is which Switzerland’s youth needs to contribute to society to do relevant work. Developing international social entrepreneurs is in my point of view the greatest leadership that can be developed in youth because it is challenging, it focuses on using the strengths and passions a young person has and equips them with the knowledge and skills to put ideas into action. And I see this as my role; to lead an entity and a team that manages to empower young people and make them passionate about the idea of creating something by themselves that serves themselves, the people around them, society and eventually the whole world. I am upmost excited about the time that lies ahead of my team and me, I’m determined to bring AIESEC in Switzerland to new heights and to show society how much youth cares about the world and the power that lies in young people once they unleash their potential. Sincerely yours, Rebecca Weimann President 2015-2016
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AIESEC in Switzerland 2014-2015 www.aiesec.ch info@aiesec.ch