FIRST QUARTER NEWSLETTER
LEADERSHIP IN OUR GENERATION opening words from our MCP, Audrey Elumba
Leadership is an overused term. At least for an AIESECer of almost 6 years, I think I hear this word a little too much. It’s not for a lack of liking, but for a lack of seeing or acting on what it really means. Allow me to explain to you, at least on a personal note, why leadership is the world’s most important cliché. Currently in an 8-hour flight connecting Bangkok to Amman, I think to myself how grateful I am to be in this position. Despite the lack of sleep, rest, pressures from my family about going to Egypt at an uncertain time, I’m excited
to be on my way to IC 2013. I’m excited to meet old friends from different parts of the world, learn new insights on running the organization, But most of all, because I know it is my responsibility to take every opportunity possible to make my entity better. I’ve been asked countless times about why I what I do. I am not the perfect leader, but it takes a great deal of courage, strength and humility to look out for an organization that’s 45 years old, touching thousands of lives each year. 2013 - 2014 Q1
2
3
AIESEC in the Philippines
Constant improvement
“YOUR LEARNING IS EXPERIENTIAL, IN THAT AIESEC IS A PIONEER” Drive and be driven by purpose -What Gets You Up in the Morning 2013 - 2014 Q1
4
Lead by example
“I worry about “Sometimes the constant it falls on a emphasis on generation to leadership be great. You because can be that there are no generation” followers” -Nelson Mandela -Dr. Lisa Anderson
5
AIESEC in the Philippines
National Presidents’ Meeting 2013 by Max Rempillo
T
he National Presidents’ Meeting (NPM) 2013 was definitely one of the most powerful experiences I have had in my AIESEC journey so far. It is through this conference that I have learnt more about my teammates, what teamwork and handling a team really means, and more significantly, myself. With this, there are several sessions and activities I want to highlight from this event that triggered light bulb moments for me. The first session that I want to highlight is the one on selfleadership. At that moment, all that was in my mind was how I was leading the team, how others are doing and how they think of my leadership. I was so focused on trying to please everyone that I have forgotten about my own development. I have forgotten
that I am like my Vice Presidents, we are all going through the leadership journey together, that I am an imperfect person with strengths that I can contribute to the team, and, weaknesses that I can improve in my term. This reminded me my initial why to applying for a position like Local Committee President. It is to test my limits and be a better version of myself. Being prompted to take care of my own growth made a huge impact on me even after the conference was over, however, remembering that I am both a team leader and a team player made an even bigger difference. There were two sessions that made me realize this part of being in a team. One of them was the LEAD session in which we discover where we are on the 2013 - 2014 Q1
6
personality compass. During the activity, I was paying attention to not only my results, but the results of my Vice Presidents as well. I was trying to imagine our realities and make sense of it based on the results. It made me understand how we are as a team and what I have to do as the leader who directs the team. It made understand what my dominant leadership style is too. I became more conscious of whom I am talking to and how I am approaching that person. Moreover, after the activity, I noticed that it was not only me who is making a conscious effort in adjusting to everyone’s personalities, but also the other members of the executive board. As a result, the working environment in the team became a more open and collaborative one. The other session that helped me remember the importance of being a good teammate and 7
AIESEC in the Philippines
a good leader is definitely during the storming session. The team had its own storming session
I was only worrying about one thing – receiving the message, “I don’t trust you”, from my Vice Presidents prior to the conference. We thought we have let it all out but we thought wrong. That was merely the calm before the storm. The real storm came in NPM. We were forced to give unpleasant yet constructive messages to each other. In my mind, I was only worrying about one thing – receiving the message, “I don’t trust you”, from my Vice Presidents. I was restless. I was hoping that everyone could finish giving out his or her messages to each other so I can get the painful part over with. It does not help that I found out that
I am a turtle during the conflict management session. Being a turtle means I avoid conflict and not do anything about it, which is true at that time. The long wait was over. We were allowed to open our envelopes. The nightmare that I was expecting to happen, fortunately, did not happen. I did not receive any messages about distrust. Although the messages are not totally the positives ones, they were messages that I am aware of, that I have been told, and that I know I can improve on. I was aware of the messages given to me because of some members of the executive board told me about it during our storming
but I am indeed proud to say that I was able to turn around and face conflict, criticism and confrontation phase before NPM. This is one of the reasons why I was not looking forward to the storming session of the conference as I was expected to confront conflicts, which is out of character of me. Yet, the storming session became
a powerful one, especially when everyone was not holding back. Being the turtle that I am, I had unresolved business about the confrontation from my executive board members, as I did not fully address them due to embarrassment and fear. However, something quite magical happened during NPM. I was running away from conflict and confrontation for a while before NPM, but, I am indeed, proud to say that I was able to turn around and face conflict, criticism and confrontation. Taking this step changed everything with how I am as a person even after NPM. I have acquired a “Just Do It� mindset and bit-by-bit, I am more welcoming to criticism and even, confrontation. This is because I know that by doing so the team can develop to become an even better one. The final activity that I want to highlight is the Pandora’s Box during closing plenary. We were tasked to share to each other three things and one of them was a secret we have never told anyone. I have always thought that we know each other quite well and we get along with each other just fine. But, this activity took our friendship and team to 2013 - 2014 Q1
8
another level. It was a painful activity yet an enlightening one. It was painful because we learnt about the hardships some of our teammates are going through when they are not dealing with AIESEC or academics. I was in awe to their strength in still managing to put up a smile and dedicate themselves to work and studies despite how much agony they are in in their personal lives. It was enlightening because the activity definitely increased our respect for each other. We see each other as not only students and student leaders, but also, we started to see each other as friends who are not accepting, encouraging and supportive. It 9
AIESEC in the Philippines
was a great feeling knowing that our bond and trust has become stronger. Personally, I deeply appreciated how the conference successfully provided executive board members an avenue to grow as individuals and as a team. It is no doubt, a conference worth going to, and, a conference worth repeating in the future. Now, I do not see my Vice Presidents as just colleagues, but I see them as my teammates and friends whom I know are there for me and for each other, making sure we are maximizing our potential while supporting each other in AIESEC and outside AIESEC.
Dear AIESEC in The Philippines, It was a pleasure of mine to chair NPM 2013 last June. Personally, it was a solid bridge between my experience as MCVP TM of AIESEC in Indonesia and as President of AIESEC in Cambodia 13/14. I really had a blast spending time with such brilliant leaders. Seeing the spirit of young people who are willing to work
hand in hand as ONE leadership body truly restrengthen my believe on the power of a united TEAM. It was a great way to close one chapter in my life, which a wonderful and dynamic team experience in AIESEC in Indonesia that enable us to achieve 1552 exchange experience in the end of our term. 2013 - 2014 Q1 10
Thank you for giving me such a perfect closure and a fresh open door. I wish you a strong leadership journey ahead and relevant impact to your society. You have the right and responsibility to witness how the beauty of collaborative hard work and integrity can deliver powerful impact to your country through tangible result and growth. Lead Strong, AIESEC in The Philippines! Warm regards, Inez Natalia Putri President AIESEC in Cambodia
11 AIESEC in the Philippines
2013 - 2014 Q1 12
13 AIESEC in the Philippines
L
WHAT?
EAD stands for Learn, Engage, Activate, Deliver. It is a global program to support the leadership development of our current and future team leaders in AIESEC. You can check out the official AIESEC LEAD website here: www.aieseclead.org/#!whatis-lead/c1r2r
WHY?
W
e’re launching LEAD now not just for the reason of catching up with the trends in the global network but also for making AIESEC Philippines’ leadership platform stay true to its essence or purpose of activating leadership.
F
or a long time in AIESEC’s history, there has been no actual conscious effort to develop
leadership capability in the organization. Not having a conscious effort implies that someone becoming a great leader in AIESEC may be mostly due to random factors. This inability to systematically enable leaders well in the organization is a big factor for member dissatisfaction (leading to low retention) and fluctuating org performance. In fact, this organizational sentiment is one of the sources for our term ambition of driving and delivering strong leadership.
E
stablishing LEAD is definitely an excellent choice in creating strong leaders today and for the terms moving forward. By enabling TL’s through LEAD, we’ll be able to deliver more and better TXP’s that will ultimately drive our exchange programs further – GCDP and GIP. 2013 - 2014 Q1 14
T
HOW?
he implementation of the LEAD program here in the AIESEC Phes is a national initiative. This means that we’ll be releasing a minimum national LEAD curriculum crafted from the different needs of the LC’s and based on the global LEAD framework.
F
rom the national program design, this will then be adopted by the 15 AIESEC in the Philippines
LC’s and will be executed as an annual term-long program starting this term. It depends on the LC on how they plan to execute the LEAD program, but the way it typically looks is that there are regular LEAD sessions (possibly monthly) and potential local LEAD conferences for the TL’s. The success of the LEAD program will be measured via evaluations of TL’s at the end of their role durations.
N
ational Incoming Exchange partners for the Global Community Development Programme (GCDP) are something new to our entity. In a push for iGCDP Growth, TN Raising became of equal importance to increase our impact and collaborate on even more opportunities available to the external market. The Member Committee is very privileged have a partnership with
To date, there are over 30 Philippine Toy Library sites — and the organization has only been in existence for a year! the Philippine Toy Library (PTL). Our role is to help organization expand its advocacy’s reach through our incoming Exchange Programme — we provided them with around 18 foreign volunteers responsible
for handling the activities in the PTL Sites or marketing to generate resources for more PTL sites. For those who are not too familiar, the Philippine Toy Library is an SEC registered organization that creates educational play centers for underprivileged Filipino Children. To date, there are over 30 Philippine Toy Library sites — and the organization has only been in existence for a year! The organization is run by volunteers and is created via donations from generous donors both individuals and institutional. AIESEC’s presence in various universities make it a perfect avenue as a volunteer source as well as a hub for toy donations. Being the first national initiative for iGCDP the planning and implementation of this collaboration took over two and a half months in planning and preparations. Afterwhich, the 2013 - 2014 Q1 16
incoming exchange volunteers were deployed to their respective PTL sites per LC which were assigned via a national TN Bid. The participating local committees were AIESEC AdMU, DLSU, MiC, UA&P and UPD. These local committees took in the opportunity to participate in a national initiative and have been very hands on with managing their exchange participants and coordinating with their respective sites to check up on the activities.
It’s not everyday you find volunteers very willing to market an NGO she has never been acquainted with before Collaborations make me even more determined to “up” the level for future TN partners and of course, learn from to further improve our experience delivery. The interns of this pilot batch have truly been an inspiring bunch. J 17 AIESEC in the Philippines
As a national TN partner, the Philippine Toy Library has given our interns a chance to interact with the Filipino children and construct different educational play activities for them. Activities that have been documented and will be referred to for future activities in these PTL sites. On another note, interns have also been persistent in contacting companies for sponsorship or partnership opportunities aiming to generate resources for PTL whilst creating value for the external stakeholder as well. This collaboration has shown how AIESEC volunteers can generate results with job descriptions involving more skill-based than volunteer work — global youth volunteers with what I’d like to believe as top talent. It’s not everyday you find volunteers very willing to market an NGO she has never been acquainted with before… So here’s to more impact throughout this term… PTL’s only the start J
SALES CORNER CASE PRACTICES FROM THE NETWORK SALES SUCCESS STORIES
time, we’re going to be highlighting several success stories from all around the global network.
INDONESIA
“Nothing in this world is original anymore, everything is merely an improvement or replication of a brilliant idea or success story” One wise man
K
icking off with a controversial quote that you may/may not agree with, it is a proven theory that many successes occur through the learning or replication of previous sucecsses. This
T
owards the end of quarter 4 of term 2012/2013, AIESEC Indonesia continued to grow in sales and improved in the quality of raises they were generating for iGIP. They no longer focused on raising projects for iGIP, 2013 - 2014 Q1 18
which was a major cash cow for them in 11/12, but shifted to raising iGIP TNs from all sorts of businesses (companies, schools, language institutions, etc).
TURKEY & RUSSIA
Difficult things take a long time, impossible things a little longer. Some of their growth drivers which were able to be executed include umbrella organization utilization, ensuring TN retention (periodical quality checkups done via interview/company visit and regular communication with TN), specific market targetting (education market and smaller Japanese companies), and sales tracking. These strategies resulted in some businesses/organizations taking GIP in bulk regularly, quicker sales conversion rate (3 months or more to 1-2 months), increasing LC awareness of national sales performance. 19 AIESEC in the Philippines
O
ne of the main growth drivers for sales growth in these two entities is focus on key industry and product. For LC Bursa in Turkey, 70% of their TNs realized are from top 3 target industries: automobile, textile, and food. By focusing on these industries, they are well known as international talent provider in the industry HR circle and are able to capitalize on the network in these industries.
Meanwhile, Russia’s focus sector was the education sector. They refocused their GIP to be short term educational traineeships and rebuilt their entire GIP function around this focus. Around 80% of their result comes from this sector. On top of all that, they also implement sub-product based structure and education cycle to ensure clear understanding of each subproduct.
CANADA, CZECH REPUBLIC & BRAZIL
more. Canada, Czech Republic, and Brazil are three entities which highly value their strong salespeople and showcase this very well through various sales development programs and systems. The Canada Sales Blitz, Czech Republic Sales Killers, and Brazil Sales Development Program are some examples of successful implementation of sales incentive programs. By creating the hype, conducive working environment, and implementing an effective education, these entities were able to achieve massive sales growth for the term.
S
elling is a difficult job. Hence, making sales people naturally valuing recognition and rewards 2013 - 2014 Q1 20
HONG KONG
NATIONAL SALES DEVELOPMENT PROGRAM So You Think You Can Sell? Hey Sellers!
A
simple yet effective way to generate sales growth is to increase the intensity of sales activities that are actually going on. That way, it is easier to identify the root cause of problems and define an effective solution to overcome it. It is also in order to help in ensuring a strong sales pipeline. For more details on these success stories, feel free to refer to: • www.myaiesec.net/ content/viewfile. do?contentid=10272165 (Indonesia) • www.myaiesec.net/ content/viewfile. do?contentid=10265888 (global network). 21 AIESEC in the Philippines
Think you have what it takes to sell AIESEC? Ready to showcase your skills to the network?? Looking for a platform to contribute and be recognized in sales??? Stay tuned for..
So You Think You Can Sell? GCP FROM NATIONAL NETWORK Feeling overwhelmed with matching? Can’t seem to control mails flooding your inbox?? Try using an online survey like what UPD’s doing! Check out this cool way to manage and organize your matching:
aiesecupd.org/go/apply Thanks Alain for sharing!
WHAT’S
HAPPENING
AROUND THE ENTITY
2013 - 2014 Q1 22
UNIVERSITY OF ASIA AND THE PACIFIC
23 AIESEC in the Philippines
LonelyGirl’s Excellent AIESEC Adventure: On Getting Lost and Finding Home By Frankie Torres of AIESEC in UA&P, a.k.a. the blogger “LonelyGirl of Pearl”
On March 26, 2013, I arrived in Maringá, Brazil where, as part of AIESEC’s Global Community Development Program, I was signed on to work at the Universidade Estadual de Maringa (UEM). I’d be partnering with three other interns on Project TALK, a language education/cultural awareness program. In the back of my mind, I held an image of my LC’s GCDP flyer: a half-sheet of laminated paper proclaiming in bold letters the promise that I would “GET LOST and FIND MYSELF.” It would be my first time, ever, to be on my own. As I stood there, on the tarmac, I wondered what the next six weeks would bring. Hard work, it turned out. I had
six classes a week, facing each time the fear that, compared to Germany, the UK, or the Czech Republic (where my co-interns came from), I wouldn’t be able to make the Philippines sound interesting (Spoiler Alert: by the time we had our Global Village, apparently I had.). If that wasn’t scary enough, we interns also helped promote AIESEC in high schools and all over the University, appearing at seminars to answer questions about the importance of international education, and even visiting a grade school where AIESEC Maringá would be having another GCDP project. It was all very challenging, especially considering that, in the beginning, I was working with complete strangers. 2013 - 2014 Q1 24
Thankfully, we had some habitat: the students I taught, vacation time, so I got to bond friends I’d made, places I’d with my co-interns. Between been. It was also that, in those the famous Iguazu Falls and six weeks, I’d managed to find, the beaches of Florianópolis, as the flyer had promised, we four managed to myself. transform into a sitcom- I left Maringá not just with new worthy dysfunctional family friends and a new “family,” complete with but with a new “It was all very overprotective challenging, especially sense of who I G e r m a n was and what considering that, in father, laissezI could do. the beginning, I was working with faire Czech From a girl who complete strangers” had come to a mother, snarky British son, and perky Filipina strange place alone, I’d found daughter. Near the end of a home, learned to accept the our stay, we’d even started trappings of who I was, and referring to each other as become brave enough to step “Dad,” “Mum,” “Brother,” and up and show people just who “Little Sister.” that is. In six short weeks, I By the end of six weeks, what learned I could lead people, had been a strange place now contribute to significant felt like home. I’d cried when projects, and, in just two my “Dad,” “Mum,” and “Older months, make a lasting impact. Brother” left before me, and when, alone in the airport, Not a bad ending for a story it came time for my own that had begun with a flyer. departure, I literally broke down. I had good reason to, And, honestly, not a bad though. It wasn’t just that I’d beginning to a next adventure, grown used to my Maringá either. J 25 AIESEC in the Philippines
UNIVERSITY OF SANTO TOMAS
Recruitment 101
R
ecruitment 101 is always one of the biggest events in UST. The Student Organization Coordinating Council (SOCC) prepared a strong campaign and different activities to encourage the 2013 - 2014 Q1 26
students to join an organization. Packaging their messages with “We are One SOCC Family”, they motivated the Thomasian Community to be part of an organization so they could “add color to their college life”. On its third year and taking some risks in the process, the efforts and hard work to position AIESEC as a world-class leadership organization in UST are starting to pay off. Students from different courses and
Some were curious, others already knew about it and were determined to get in levels approached the booth enthusiastically. Some were curious, others already knew about it and were determined to get in. We closed Recruitment 27 AIESEC in the Philippines
Week with almost 800 signups!
The enthusiasm and AIESEC spirit was so evident in the booth, even the old members dropped by R101 was a success not only in terms of signups and LCOS attendees, but also within the LC. The enthusiasm and AIESEC spirit was so evident in the booth, even the old members dropped by. It was a week full of contagious enthusiasm, AIESEC dances and igniting the flame that some had already lost. This spirit led the way to 17 successful Orientation Seminars the following weeks, which paved the way to a new generation of AIESECers!
MIRIAM COLLEGE
AIESEC MiC Welcomes PTL EPs with Jam-Packed Welcome Dinner
AIESEC IG Miriam College held its 2nd EP dinner last July 10, 2013 at Kenny Rogers Katipunan. Philippine Toy Library EPs Bena from Indonesia, PiBoo from Vietnam, and Bella and Echo from China were surprised to see over 50 people warmly welcome them into the 2013 - 2014 Q1 28
country. Video messages made by the members were shown wishing them the best of luck in their internship and promising a fattening yet very fulfilling experience here in the Philippines. Jejo Bongat from AIESEC UPD, Renz Capinpin from AIESEC ADMU and Phes MCVPs KC Shiroma, Toffer Briones and Michael Fua dropped by the welcome dinner as well. It was a very memorable event for AIESEC IG MiC as it had the biggest number of attendees in the history of EP dinners
every function by having them go through departmental internships. The goal was to provide a first-hand learning experience for them, as well as an introduction to the MiC org culture. True enough, the applicants had a taste of what we do in AIESEC as they interacted with the PTL EPs. New bonds were formed too as some befriended their co-interns who they usually would pass off as strangers in the school hallways. All in all, the welcome dinner was a great way to motivate
“the applicants had a taste of what we do in AIESEC as they interacted with the PTL EPs” hosted by the LC. Aside from the EB and the old members, the attendees were also comprised of TXP interns who were having their Incoming Exchange internship. For this semester’s recruitment cycle, Talent Management decided to integrate the applicants into 29 AIESEC in the Philippines
everyone. From the EPs who felt our hospitality, to the TXP interns who were encouraged to continue on in their AIESEC journey, down to the old members and the Executive Board who were inspired by the effort and support everyone offered.
DAVAO
Just When You Least Expect It by Thea Jover
Global Village 2013: Around the World in Ateneo took place at the Ateneo de Davao University Roxas Grounds, the heart of the educational institution: a rather strategic location open to externals and passers-by, providing an audience, and sparking interest to engage with AIESEC. A Global Village as large-scale as this is 2013 - 2014 Q1 30
something new to the LC — a significant beginning for AIESEC in Davao’s fresh new start.
At 4PM, the program began with energetic roll calls from each country and a brief introduction of Global Village.
With a total of 16 countries and 41 Exchange Participants, the event was sure to be an explosion of culture, affluence and diversity. With their local AIESECers helping out in the preparation, it showed the desire of each person enjoying and truly participating in the global learning environment. National costumes were worn, food and delicacies were bountiful, and fun facts about each country were written colourfully and creatively posted. All in all, the Exchange Participants gave their very best in designing their booths. The vibrant stilts and stands attracted many curious eyes that crowds began to form even as preparations were being done. People flocked over the booths and the Exchange Participants engaged with the students, sharing what they could about their respective countries.
Despite the rain and initial shock, the Organizing Committee and fellow AIESECers did what they could to manage the crisis and thankfully it was averted so as to continue the program. The program resumed, and the crowd was more than participative and appreciative during the whole event, and the Exchange Participants were still able to share a lot of things about their country.
31 AIESEC in the Philippines
The Global Village 2013: Around the World in Ateneo is just the beginning of AIESEC in Davao’s list of events. Every challenge and obstacle that AIESEC in Davao faces only testifies to the LC’s capability and adaptability to stand up and become stronger despite hardships.. Congratulations and a job well done for Global Village’s success, and more power for AIESEC in Davao!
DE LA SALLE UNIVERSITY MANILA
2013 - 2014 Q1 32
AIESEC DLSU’s iGCDP TN Exposure By Claudeene Penafiel, LCVP iGCDP
The first ever Traineeship Nominee Exposure was pioneered by AIESEC DLSU’s iGCDP Department last July 27, 2013 together with The Orange Project Family of Ministries, one of iGCDP’s new promising TNs for 2013. The iGCDP department came up with the idea of exposing both newies and old members to DLSU’s current TNs because of the belief that it is easier to sell an exchange program if one gets to experience it firsthand. In Matching, besides the local Incoming Exchange member asking an applicant a lot of questions, he/she will definitely be asking about all the details of the internship as well; and what better way 33 AIESEC in the Philippines
to promote and tell about an internship than by one’s own personal experience! Being able to know how to be an intern to a TN even just for one day can help a lot in promoting an LC’s exchange opportunity because from there, one will be able to see the perspective of a real exchange participant even though a lot of exchange drivers haven’t really been on exchange themselves. This is only the beginning of better relationships being built together with both EPs and TNs. In the future, we hope to have more successful TN Exposures with our other TNs to better understand what our EPs will be experiencing once they come here.
ATENEO DE MANILA UNIVERSITY
Best Experience Ever by Nancy
W
ith lots of memories, more than forty travel journals and more than one thousand pictures, my six-week period in the Philippines is towards the end. My project for 6 weeks here is 2013 - 2014 Q1 34
LP4Y- Life Project for youth. My students are young mothers who dropped out of school
I am the kind of people who need both challenging and peaceful life because of pregnant. I taught English (including grammar and professional articles), Basic Knowledge (including Geography, World History and Music) and Computer (including Formal E-mail and Excel). And I also did an interesting Chinese Cultural Presentation which includes 62 pages and gave them some Chinese gifts. There is a famous proverb in China that is fragrance clings to the hand that gives flowers. I really gain a lot while working and contributing. Even other volunteers here said my project is much more meaningful than theirs. I am the kind of people who need both 35 AIESEC in the Philippines
challenging and peaceful life, so it’s just perfect for me working for 3 days and having a vacation for 4 days every week. Before I began this journey, I wrote an article with a title of Words to Myself which includes all my expectations to myself. Now when I read it again, I happily found that I achieved them all. I love my independence, confidence and positive attitude that are shown here. I really appreciate every nice person I met and every friend I made here. I love AIESEC. I really do. It gathers enthusiastic youngsters with dreams and courage together. It gives me such an excellent experience which I really cherish. This is a fabulous feast about exploring yourself and experiencing new things. It gives me tremendous invisible power that others can not imagine to overcome all kinds of obstacles in my future. This is my best experience ever.
UNIVERSITY OF THE PHILIPPINES DILIMAN
All Around GVs
One of the longest-standing projects of AIESEC UP Diliman, Global Village, is as distinct as its logo and as inspiring as its history. With a successful main event, Global Village will bid adieu to us this semester, but not without memories of sand, sun, and undeniably fun HYPE sessions. GV Interns were able to experience 2013 - 2014 Q1 36
both educating kids and enjoying themselves. Between GV HYPE sessions, the interns took trips to the Philippines’ world-renowned attractions. Couple it with the signature Filipino hospitality they experience in occasions, these Exchange Participants have proven that Filipinos truly are one of the friendliest people in the world. Phuong, an EP, says:
smiles they had on their faces during their sessions reveals how much fun they had with the kids who took the opportunity to learn about different cultures and who wiggled to crazy-fun AIESEC dances. One of our interns shared with us her first ever HYPE session, and it was really something. Here’s what Pita had to say:
“When you stop expecting people to be perfect, you can like them for who they are.” I didn’t expect much about Filipinos, but they amazed me in many ways. I was welcomed into an AIESECer’s house by her family with Filipino food and songs… How could I forget the time we rode a Jeepney and met a kind girl…? I just have three words to say: extremely friendly Filipino.”
“My experience in The Philippines can be summed up in one word: GREAT!! I had a great AIESEC family, met new friends, and of course, had great HYPE sessions… My first session in Krus Na Ligas High School was really an unforgettable moment. I wore batik, national clothes of my country… I was surprised to see the kids so excited, amazed, and attentive for our presentation… I could hear when we finished Phuong, Global our presentation that Village EP some students whispered, “Someday I want to go to While getting the occasional Indonesia! Wow.” vacation time and R&R, our EPs remained hard at work with their school HYPE presentations. The 37 AIESEC in the Philippines
Pita, Global Village EP from Indonesia
SONA REPORT FINDINGS From May to July 2013
The first quarter, ranging from May to July, SONA Report was accomplished last August 1, 2013. All LCs were able to answer both performance and health surveys on time but at varying degrees of accuracy and precision. As such, there are inconsistencies to be expected from the overall data gathered. As an expectation setting then, the findings below may not fully reflect (at
best, partially) the national status, most especially on health.
Outlined in this report are the key findings based on data collected. These findings are general and may not be applicable to some LCs, who act as outliers. Specific findings per LC will be delivered through the coaching visits. Part of the agenda would be to ensure the accuracy and precision of data given and inputted.
2013 - 2014 Q1 38
RAISE
MATCH
REALIZE
GOAL
TMP
PERFORMANCE TLP
iGCDP
oGCDP
iGIP
oGIP
1314 GOAL
861
287
561
220
39
32
% GOAL
38%
57%
33%
10%
44%
47%
1314
330
165
184
22
17
15
1213
150
106
108
22
3
6
GROWTH
120%
56%
70%
0%
467%
150%
1314
330
154
264
8
13
7
1213
169
120
173
8
3
7
GROWTH
89%
28%
53%
0%
333%
0%
1314
379
180
261
5
12
14
1213
221
159
195
8
4
20
GROWTH
71%
13%
34%
-38%
200%
-30%
GENERAL ANALYSIS TEAM MEMBER PROGRAMME
INCOMING GCDP
There is clear improvement in myaiesec.net reporting of TMP this term. Although it is NOT yet fully representative of the entire membership body of AIESEC in the Philippines, credit must go to some LCs for getting into the habit of tracking and ensuring every member has an account and is allocated in a team on myaiesec.net. This is also expected to grow as soon as new members are allocated into teams.
There is significant improvement in iGCDP, both TNs and Projects, relative to last term. This means that AIESEC in the Philippines has, more or less, prepared for the peak. While growth from last term is a good sign, the quarter performance is below the expected realizations. There is, nonetheless, an improvement in ratio of iGCDP TNs and Projects at 3:7. This can be attributed to a national account distributed to LCs.
39 AIESEC in the Philippines
INCOMING GIP
TEAM LEADER PROGRAMME
iGIP is experiencing the biggest growth nationally from end to end, raises to realizations. Partly, this can be attributed to the carried-over accounts from last term, including the national accounts that were bided to the LCs. This is evident as there are more realizations than there are raises. To sustain the growth, next quarter should bring in more raises and matches. This should be the key priority and must be tracked accordingly.
Like TMP, there is clear improvement in TLP reporting on myaiesec.net. There is, however, a significant gap from raise to match. This could only mean that while the team leader is raised on myaiesec.net, the team leader role does not have team members allocated into the team. Thus, this is expected to grow at a maximum current raises for the quarter. The next set of increase would be after the second semester.
OUTGOING GCDP
OUTGOING GIP
There is no positive nor negative growth for oGCDP compared to last term. This can be taken as a good sign that AIESEC in the Philippines has somewhat maintained its performance, which really comes from legacy forms. Like iGCDP, it did not also meet its projected realizations for the quarter. For next quarter, focus of the LCs should be placed on boosting raises (as there is a negative growth this quarter).
Although there is positive growth in realizations for oGIP, again, this is mainly to be attributed to carryover EPs or legacy forms. Matches, while sustained in comparison to last term, are essential to next quarter’s performance. More importantly, there should be an even bigger focus on recruitment for oGIP to generate more raises, as they are at a negative growth compared to last term’s performance. 2013 - 2014 Q1 40
NATIONAL ELD CONTRIBUTION TEAM MEMBER PROGRAMME ADMU 40%
UST 9%
UPD 34% UA&P 2%
MIC 6%
DLSU 4%
CEBU 5%
INCOMING GIP UPD 36%
UA&P 5% MIC 2%
UST 3%
ADMU 27%
DLSU 15%
DAVAO 12%
41 AIESEC in the Philippines
INCOMING GCDP UPD 32%
UA&P 5% MIC 5%
UST 4%
ADMU 33%
DLSU CEBU 3% 18%
TEAM LEADER PROGRAMME UPD 41%
UA&P 5%
ADMU 27%
DLSU 27%
OUTGOING GCDP UPD 33%
UA&P 7%
ADMU 53%
DLSU 7%
OUTGOING GIP UPD
ADMU 39%
20%
UA&P 20% MIC 7%
DLSU 7%
CEBU 7%
NATIONAL HEALTH
These are the general findings on national health based on data collected.
1
2
POOR TRACKING AND MISMANAGEMENT OF PERFORMANCE As already repeatedly mentioned, there seems to be poor tracking and mismanagement of performance within the LC. Information systems are not being used to their fullest advantage, such as CustomerGauge and even myaiesec.net. This may be due to lack of knowledge or technical know-how in accessing the systems. However, an even deeper problem is top management measuring and tracking the wrong performance indicators. There is a lack of distinction between leading and lagging factors. FAST MOVING ICX AND SLOW MOVING OGX It is the global peak for ICX, especially for iGCDP, so it is expected for ICX functions to be fast moving. However, it is looking like this is to the expense of OGX operations, which are comparatively very slow moving and acting. There is generally POOR CONVERSATION RATE from orientation seminars to actual raises. Allocation of talent to OGX for this quarter seems reasonable and apt. As such, there should still be considerable amount of movement and activity for OGX functions.
2013 - 2014 Q1 42
3 4
TXP:X RATIO AND MEMBER EFFICIENCY Although the ratio is boosted because of recruitment, selection and induction of new members, still, most LCs failed to ensure that their old members contribute to performance. Based on the report, members are mostly active but perhaps not as efficient. This level of activeness does not fully translate yet to exchange. LEADS GENERATION FOR iGCDP, iGIP AND BUSINESS DEVELOPMENT For departments with sales function, there seems to be a problem in leads generation. Aside from the low number, the leads are As not fully converted to meetings and contracts. So, quality already of the leads may also be questioned and looked into.
mentioned,
5
6
MAC ACTIVITIES/CHANNELS AND OVERdue to lapses in ALL ELD CONVERSION RATE accuracy an As alMAC activities for this quarter (and as such, ready mentioned, due the focus) is on TXP recruitment. Good conto lapses in accuracy version on TXP! There should be an investment, however, in MAC activities that and precision of data redrive exchange. The existing social media ported by the LCs, these channels should do the same and track/ findings may not fully repdrive ELD conversion.
resent the overall health of AIESEC in the Philippines FINANCIAL SUSTAINABILITY OF PROGRAMMES and the LCs. d precision Operating income is generally poor for of data reported by the most LCs. This means that financial susLCs, these findings may tainability of programmes is not yet senot fully represent cured. In particular, projects are not generthe overall health of ating revenue but incurring the largest cost vis-a-vis all programmes. This is a problem AIESEC in the Philstill for LCs that are running PBOXes. For smaller ippines and LCs, there is a need for other programmes to start the LCs. generating revenue besides one programme. Running solely one programme is still putting LC financial sustainability at risk.
7
OVERALL QUALITY AND FIREFIGHTING Although there are no official ICB or NCB cases and there are high numbers of airport pick-ups and servicing activities, overall quality is still poor. There is a low NPS score nationally. There are also cases that are opened in CustomerGauge that have not been answered yet, displaying poor firefighting activities.
43 AIESEC in the Philippines
WHAT TO EXPECT NEXT QUARTER
2013 - 2014 Q1 44
SEPTEMBER 21 SM NORTH EDSA SKYDOME
45 AIESEC in the Philippines
2013 OCTOBER 23 - 27