Training Module Implementation
The local training team was employed in the LC post NSC when the LC understood the direction towards L&D and therefore they went through a TtT which was delivered by the VP L&D, post that the major job role became following:
Needs
Program
Assessment
Design
Delivery and Evaluation
1. Analyze the state of the LC in terms of education and training needs to design a local training cycle that will ensure members development of leadership and technical competences. 2. Help in designing the agenda and session outlines for the local conferences/meets 3. Deliver sessions in local conferences-meets/virtual forums
Training before JNC was not very structured, post JNC with the MC directions as well as a lot of LC focus towards L&D led to complete re-vamp of the training structure in the LC. The new training plan is as follows. The L&D sheet is attached with the backend of the audit.
January for iGIP (General Body Member)
• Understanding how the Q1 for iGIP will be like: • Recruitment so that is why the first month's first week will be about iGIP induction • Also understanding the focus for January which is basically re-raising, raising new clients the focus has to sales • The second week is when we start with mentorship as well • Moving towards the end of January the focus has to be IR creation for the year so making sure that we have enough IR in comparison of the TNs that we have raised by now and the expected raises in the near future. • Towards the end of January we move into LEAD, moving towards going towards the three things that we are interested in leadership, management and world issues. More towards self discovery! • Also what is needed here is talent goal planning this is what needs to happen during the start as well as the end of the GB term. Both personal and professional goals and actually following up upon them.
• January is purely about two things IR creation and raising new and old clients so a lot of sales mock, sales training and making sure that all the GB members are performing and are ready to raise from the second week of January so intense training in week 1.
February for iGIP (General Body Member)
•From the first week itself the focus has to be intense matching therefore the sort of training needed is more related to match better and how to match right So things like how to make newsletters and how to be a self sustainable •Side by side in the first 3 weeks the second focus will be IR: so understanding what are the transition cycles of the top LCs across the globe, introducing yourself to them so that the touch remains throughout and first impression is the last one. •The third the third focus remains raising. •What the department should know here is the synergy and understanding about other portfolios as well. •Also knowingly that the high performing members by now are too engrossed in AIESEC and that is where you have a threat of them not focusing enough on the other aspect of life. So here the LEAD module again moves towards the membership development and making them aware of their blind spots.
February for iGIP (General Body Member)
•Apart from that the other focuses of LEAD are CoW (giving them the thought) This is where you divide teams properly and train them according to the teams and things that they are working upon and they wanted to work upon, coming from the self reflections LEAD etc. from the first month.
March for iGIP (General Body Member)
• Matching becomes the prime focus here and mostly all of the membership is matching so making sure the whole department is on the same page with respect to training, Since they were working in different teams initially. • LEAD has to be very future opportunities related, also here what you need to do a re-check on CoW through either closing PGSes or group LEAD sessions. • Closing mentorship even though there will be many need based mentorship meetings however every meeting will have a common end goal/objective. So that the LC comes together on the same page.
This month is about matching, by this time a lot of forms will be up on system so making sure they are matched in time. Apart from that this is where pipeline management has to start. So LEAD accordingly which is mentioned above.
For other program details please refer to the L&D sheet. It covers: 1. Through Empathy 2. Through the understanding of the LTT and VPs 3. Through the need of the cycles: exchange and nonexchange
Global Mindset: People through sessions like not being dumb and window to the world realized that it is very important to have a global mindset and they did develop upon the same by being more conscious towards the world around them and what is happening.
Social Responsibility: People through sessions where they were forced to think about their personal values, simple sessions on elections and the LCP going to vote made people realize the ownership that they have towards the country, the city and AIESEC.
Emotional Intelligence: times when the LC was not in the best state and was exhausted post JNC we realized that we were not enjoying the work that we were doing and therefore we started happiness called AIESEC.
Proactive Learning: Sessions on how to be a learner and what are your learning styles members understood that it is very important to be open to learning whether it is AIESEC or their personal lives.
Entrepreneurial Outlook: People through sessions like innovative spaces and getting the freedom to be their own boss understood the importance of having the same.
Happiness called AIESEC
Induction
Mentorshi p
Training
LEAD