Daniel Ordóùez
Breaking mindsets flying together
Daniel Ordóñez
Hello! Im Daniel Ordóñez At the age of 21st years old, I am a loving person, protector of my loved ones, patient, determined, and someone who tries to smile at the world always showing my best version. I am passionate about what I do, persevering, obstinate in turning adversities into opportunities, believing that humans came to this world with the purpose of not only being happy individually but also helping others to be. I love to spend time with my family, sing, listen to good music, write poetry, listen and help people to be happy, feel the freedom to do what I love, among other things that make my existence memorable together with the one of the others.
2015 TL OGV EXPANSION SDP MANAGER NST OGV 15.2 @ECUADOR
2016 CSI MANAGER COMM MANAGER NST TXP 16.1 @PERÚ ECB OGV 16.2 @COLOMBIA
2017 VP TXP 17.18 @ICESI
NST OGV 15.2 @Ecuador: We managed to educate the national entity about the implementation of customer flow, which was reflected in growth of the program that and later years. NST TXP 16.1 @Perú: We managed to develop the SDP program at the national level, this benefited greatly the entity since it allowed not only have a much clearer clusters system but also provide specialized education according to the cluster in which the entity was. That year the national entity grew compared to last term.
CURRENT LCVP TXP @ICESI 21 years old (+57) 3146435190 Daniel.ordonez@aiesec.net bit.ly/danieltxp
Zonalito Cali 15.1 NATCO 2015 Zonalito Cali 15.2 Zonalito Cali 16.1 Discover Pereira 16.1 UR Summit Cali 16.1 Zonalito Cali 16.2
Action Way 2016 Crossway 2016 CLC 17.1 Skyline 17 Starway 17 Zonalito Icesi 17.2
ECB OGV 16.2 @Colombia: The local managers program was developed for quality, this helped later certify entities in compliance with quality experience standards. Personally it was possible to win all the cases that were handled during the term, including a case of several years with ICB. LCVP TXP: We achieved highest score in Team Standards in Icesi’s history, got better membership retention and developed communication plan.
Breaking mindsets, flying together
Daniel Ordóñez
About me My experience in AIESEC began in January 2015, since then there have been many good times and others not so good, however I always try to be and better the best version of things, which has allowed me to have personal and professional development. which I relate to the inner & outer journey being the inner personal development and the outer the professional part, then you can see the most relevant aspects that I have managed to develop throughout my experience:
Time management
Selection and development of Human Talent
Learn to say No
Teamwork Speak in public
Basic endomarketing knowledge
Be solution oriented
Resilience
Know my strengths and opportunities for improvement Empowering others to make things happen working as a team
Etc
Believe in me and that I can do whatever I want to do.
Strategic management
Development of Public relations
Etc
Personal brand
Critical thinking
Sales skills
Think and act looking to be sustainable with my actions
Crisis management Enforce my ideals and rights
Love me as I am
know what I'm passionate about
I know it seems like a long list, but there are still many aspects in which I am aware that I must improve, that is why I persevere in working as a team to develop myself while helping others develop. Alright, now I’m going to talk about what AIESEC has meant for me, but first I need to define a concept: “A wave is a disturbance that propagates as a result of an initial vibration.” According with that definition, for me, AIESEC is a movement that has produced a wave of transformation and development that has spread personally and professionally in my life. I’m a true promoter of the AIESEC leadership model which when you live the experience as a member is something like:
DELIVER
FACILITATE
DEVELOP
That is why I want to be part of the next eagle members generation, specifically part of the EB 18.19 to fly together even higher than what has already been done, to be the key that will open the doors to the new generation that will transmit peace and full development to our city. I want to be part of this EB, because I know that JaverianaCali has many opportunities to achieve a greater impact, where its leaders are able to lead by example living the AIESEC values, being ambitious, trusting and developing in practical spaces every person that believes in AIESEC's value proposal, always seeking to deliver quality experiences without excuses to all our stakeholders, with the first of them being the membership.
Breaking mindsets, flying together
Daniel Ordóùez
About the organization Nowadays AIESEC in Javeriana Cali is an entity specialized with OGV and OGE as focus products. The OEM is based in three pillars which are Those are the same pillars of the virtuous cycle of finance: FINANCE
EXCHANGES
MEMBERSHIP
in order to is necessary to make strategic investments to get a empowered membership able to deliver leadership experiences through exchanges and thanks to this, obtain resources to work and invest again in membership development. But then, how to make it happen? We need to make not only strategic investment for membership even a correct and timely implementation of the TXP Framework, which according to the TXP GP is composed by the next flow and activities:
If we want to achieve our goals, we must get and keep the right people in the right place, we must develop their hard and soft skills through high team standards, PDI and CP implementation and by the delivery of focused educational cycles (LEAD, LEC & SDP). Then, we must motivate and recognize our members with an R&R system based on compliance with the KPIs established in the JDs/MoF of each eagle member, when all this happens TXP in synergy with the EB will promote in the membership a high performance to obtain high compliance with our objectives. After all this, we need to obtain data from the NPS to analyze and improve the quality leadership experiences we will provide. Fulfilling each step of the TXP framework in a timely way we will be able to fulfill as generation 18.19 for our LC and our city.
About our context and impact Leadership Schools: In AIESEC we are very good at speaking and logistics, putting into practice what we can learn in local education cycles we can develop a project where in synergy TXP-PD our members dare to leave their comfort zone and teach about peace, leadership and skills soft in schools or organizations seeking to implement a part of A2020 being accessible to everyone and everywhere and shaping what we do to around what the world needs, it can be done in two ways: 1. Social: Where through PD we make alliances with the public sector (government) to work in vulnerable populations of the city, or where we seek partnerships with the private sector through donations, corporate social responsibility or any fundraising strategy we can have the necessary funds to develop the project in partnership with NGOs that are aligned to the rationale of the project.
2. For profit: Where through PD we develop partnerships with start ups and local companies to develop education programs based on values for the development of the leadership of employees of these companies and even their children.
In both cases, our membership would be responsible for participating in this project to develop their facilitation skills and learn to teach in a practical way, generate a positive impact in our society or even as a fundraising strategic for the LC.
Breaking mindsets, flying together
Daniel Ordóñez
About the EB role To meet the team's standards on my own team, I will execute the following three strategies:
1. Presencial and periodical team meetings (weekly) in which each member should go to share as a team, give a report on the accomplishment of the weekly tasks and learn to develop their hard / soft skills.
2. People Analytics: Use the IDP, LDA, the team standards track (given by the MCS TXP 17.1) and the monthly national report of the team's standards survey to guarantee the progressive improvement in the delivery of quality team experiences.
3. Focused on Team Leaders to develop teams. It is better to focus on two or three TLs so that they help to develop the TMs, however, accompaniment must be done through periodical o2os with each member.
Now let’s go to talk focus on TXP… According to the TXP GP, our entity is in Cluster 1 in TXP In order to this I propose the next three amazing drivers:
It's about giving relevance to this corner so that TXP plays a lot more strategic role at the local level and effectively manages the synergies with COMM to keep the membership up to date on the important things for the committee and strengthen the organizational culture, with Finance for promote a good R & R system and through this promote IXP / attendance at events and with the LCP together be focus on EB development and implementation of specialized education for Eagle Leaders (M & M).
Eagles need to feed well to grow strong and agile. That is why this driver is about how we will implement the local educational cycle where an adequate talent mapping will be conducted through IDP, LDA and O2Os where the expectations of the membership are aligned to provide education in LEAD, LEC and SDP it focused as much on the needs of the committee as on the development that each member wishes to have in the organization. In this way we will catalyze the inner and outer journey and also reduce the learning curve of our membership.
An Eagle use to fly long distances and live a long life, something like this should be the AIESEC life where the onboarding and inboarding process be implemented efficiently, the team standards, the IDP and the PC are fulfilled and people is happy in its leadership experience. We will be focus on the fulfillment of IDP, PC and Team Standards to ensure pipeline and promote the next levels in the AIESEC experiences scaling up to roles like TL, VP, LCP, NST/MCS and MC.
Breaking mindsets, flying together
Daniel Ordóùez
According to the TXP GP, TXP must to be focused in develop 4 key roles to ensure the proper implementation of the TXP framework and its processes, those roles are: Membership Partner
Strategies
Administrator
We need to execute a proper talent mapping and implement people analytics through the correct and timely realization of LDA, IDP, PC, and TS to facilitate the membership development, only in this way when the member feels that is being developed with quality we will get higher NPS.
Strategic
We’re going to ratte the productivity of our members to know how to empower them (9Box). Also we will run R&R in synergy with F&LM and COMM to reward for compliance based on the roles KPIs and will recognize participation in LC activities. All this is part of the local culture that we will develop as a compliance culture, breaking mindsets.
Change Agent
We're going to get a strongest LEC to get eagle members with enough knowledge and tools to fulfill our goals as LC. For this we will implement the (in/on)-boarding activities described in the checklist, will make constant follow up to know how good is our memebers xp and how to improve it, to help this also we will deliver specialized education for Eagle Leaders to ensure pipeline and development of leadership skills. trough the TS and LEC delivery we are going to induce a deep reflection in the membership journey (inner&outer), in that way we will develop the LDQ in each one. This only will happen with a focused LEC and the commitment of the leadership body (EB+TLs).
TXP cannot deliver all alone, for that reason is necessary to develop synergies that help to ensure the quality and accomplishment of our goals. TXP specially needs to develop 4 main synergies those are:
With this synergy we will work together to empower membership and make noise about thing they must to know and make the culture organizational implementation
With this synergy we will work to deliver better and more smart investments for membership that will be as results in growing up of IXP and assistance to conferences. But also in governability knowledge to have a more critical membership.
If we want to develop leadership that stay trough the next years we cannot do it alone, we need to develop people trough education to help them to be able to empower others and make things happen, that people are the Eagle Leaders. TXP needs a right hand, and nobody better than the LCP to be this. Both roles must to work together to deliver quality membership experience trough education and fulfillment of team standards. There is necessary to implement meetings each 2 weeks to analyze the current state of LC with the Power corner.
Breaking mindsets, flying together
Daniel Ordóñez
In TXP exist two processes those are VERY IMPORTANT to engage and re conect our membership, those are: INBOARDING and ONBOARDING Well, now we are going to talk about how to do not only a good implementation of those processes even the best way to implement it which is what our committee deserves. We start with ONBOARDING It’s about HOW we are going to do the attraction and value delivery to that people who will join us in the next year. HOW we are going to ensure a true leadership experience in challenging environments. The MC Colombia and the MCS of TXP 17.1 propose three phases: Here we must to be focus on attract the correct profiles in personality but also about thinking how to propulse operation in our univerities. Here is neccesary to do a pre induction where the new members créate the EXPA profile, realize the LDA and the voluntary agreement. These could happen in a masssive sesión where all this be explained and be a requirement to be officially part of our family as comittee.
The Development phase is where we make the follou up to the implementation of IDP, join to R&R, deliver LEC and realize exam + graduation for newbies. So is pretty important make use of the PDI tool given by the MCS 17.2 of TXP to do a constant track and together to the LDA results determine if is neccesary to improve or change the local education cycle and the way how are being delivered the team standards for new members. It all will give us as result a high retention in the onboarding process and a high NPS at the end of the semester.
The induction phase is pretty special because here is where the newbies engage with what we do, the culture organization, the área and the team. So is very important to ensure a proper delivery of at least 2 induction sesión where Newbies could get all the basic knowledge and start with LC Meetings focus on LEAD based on IDP and LDA to ensure a nice environment where people feel link home and feel they are investing in a good way their time and resources.
Now we have the INBOARDING process which is about the way as we re-connect our oldies, it’s focus or based in the last phase of the team standards (Report, Transition and Debrief Here we need to make that each member of the comittee do a report with GCPs/BCPs and give reasons about why fullfil or not its goals. Then they must to send It to the VP TXP and the area LCVP and have a o2o with last one to check this and add feedbacks or anything else that any part want to do. All this report will be given to the person who will run the same rol the next semester and also the contact of the predecesor to future support if is neccesary.
Here we need to create new roles in EXPA, HUB profile and volunteer agreement but also to get an application process with interviews to choose the next Eagle Leaders. Is neccessary to create before this all the membership JDs to do a correct alingment of expectatives and a nice personal goal settings. The process of application to be a team leader must to have DDLs no longer than a week and be review by the full EB to choose the best profiles always thinking as a committee and not only as áreas.
The last phase is focus on give the tools to work in the new roles. Here is neccesary to do an induction day where all the members could remember what made them stay here. Here is the momento to give them an specialized cycle with all the neccessary knowledge, it could be per área or as committee in the LC Meetings. Moreover is neccesary to coach them in LEAD facilitation and how to approach in the LDA assessments to do it. All this iwill be delivered according the timeline of the TXP GP:
Breaking mindsets, flying together
Daniel Ordóùez
By last, you need to know that TXP has 3 success measures, those are:
To fulfill those MoS is necessary to implement the next things: All Start with the team standards, here we need to implement people analytics with the monthly report given by the MCS of TXP, the Team Standards tool given by the MCS of TXP 17.1 and an education cycle to make aware about the importance of the tracking and full implementation of each phase, with this we will ensure a high score in TS and NPS, but what really matters we will give true leadership experiences for our eagle members. When you are in a nice place you never think about go away of there, so that's one of our challenges, make AIESEC in Javeriana Cali a nice place to grew up as a professional and person being a value based leader. If we work together in synergies, sharing what we feel in a proper way and enjoying participation in the different learning environments given by TXP and the EB, nobody would like to go away of our committee and everybody will engage with the AIESEC purpose. Here is neccesary to upgrade our local education cycle and do it more attractive because the world keeps in change, so we cannot continuing giving the same, we need to fly, but together. And yes, all this sound pretty nice like being in the heaven but we are not a social club, we need to keep the balance between performance and potential, remembering the AIESEC way, we are here to develop our leadership in challenging environments so is here where we will implement 9Box to know how our members are performing and how many of them could get more challenging roles. Furthermore to get an indicator about how many members are truly performing we need to implement a weekly track based on KPI to improve our process and our membership.
Breaking mindsets, flying together
Daniel Ordóñez
APPLICATION SUMMARY
CURRENT LCVP TXP @ICESI 21 years old (+57) 3146435190 Daniel.ordonez@aiesec.net bit.ly/danieltxp
DRIVERS
GOALS (Proposals)
Breaking mindsets, flying together