MCP 1516 Questionnarie. AIESEC in Costa Rica - Jose Maria Chavarria

Jose Maria Chavarria Brenes - Chema-

MCP 15.16 Application

AIESEC in Costa RIca

About Me

Jose Maria Chavarria Brenes – “Chema” MCP Applicant Costarrican 18/01/1992 – Alajuela, Costa Rica.

San Pablo, Heredia, Costa Rica. (+855) 09 6288 2509 josemaria.chavarria@aiesec.net Skype ID: josechema121 Business Administration at UCR Current Position in AIESEC: MCVP MKT of AIESEC in Cambodia

AIESEC Experience 1

Finance Member TMP - From Feb 2012 to Jul 2012.

Finance and Legal -LC UCR > AIESEC understanding, finance managment, team member XP <

OCP

2

TLP - From Agu 2012 to Nov 2012.

Recruitment - LC UCR > 100+ applications, 50+ members recruited, team leader experience <

3

Local Committee President TLP - From Jan 2013 to Jan 2014.

LC UCR > LC Culture and mindset change, OGCDP focused LC, 100% productivity<

4

Sales Representative EP OGCDP - From Dec 2013 to Feb 2014.

Let’s Do it Project - LC Andes Colombia > Sales knowloadge, cultural und., understand AIESEC as a customer<

5

Referral Managers Coordinator TLP - From Feb 2014 to Jul 2014.

OGCDP - LC UCR > 80+ referrals, OGCDP understanding<

6

MCVP MKT TLP - From Jun 2014 to present.

AIESEC in Cambodia > Rebranding for OGCDP, process standarization, PR strategic focus <

Conference Attended Jump 2012 - MAX 2012 - COCAS 2013 - ILC Panamá 2013 - Aspire 2013 - IC Egypt 2013 - NPM 2013 - Zonalito Colombia 2014 - NItro 2014 Strategic Deployment Cambodia 2014 - NGA Cambodia 2014 - Aspire Thailand 2014 - NC 2014 Cambodia

MCP 15.16. Jose Maria Chavarria Brenes

AIESEC in Costa RIca

motivation

AIESEC for Chema is: The way the costa rican eduction model is running currently is one where students study for particular exams keeping in mind the short term benefits, in this case it is passing the exam. The downside to this is that the knowledge is lost very soon because they only read the content, they don’t learn or understand it.

Even at university level, there are students that continue doing it, getting a degree in a public or private university and then start looking for a job, with no maturity, soft skills development or experience that fulfills the high requirements that companies nowadays prefer in their employees. For the 3rd semester of this year, Costa Rica finished it with a 10% of unemployment rate.

If you ask an average business student from any university in CR about their plan and dreams after university, most of them will answer that is to find a job at a big company and if they can they would follow their dream of starting up a company or working abroad.

I think the accountability lies in the universities and educational instituitions to stop this culture from growing. Most class do not have a space for students to further their knowledge in a particular knowledge. There is no initiative by our institutions in assisting their students in looking at the bigger picture and using a personal space to envision their own goal or ‘dreams’ for the

MCP 15.16. Jose Maria Chavarria Brenes

future. During my 5 years at the Universidad de Costa Rica as a business student, just one teacher asked me what my dream was after university.

I don’t think that all the young people should go and start up their own business either. I believe that all the students should finish their majors and start looking for a job at an international company. I believe everyone has different dreams and goals but very few know what this dream is and really understand how to follow it.

For me AIESEC is the organization where students and young people can explore, discover and shape their goals and dreams, by adding a sense of care about the problems our country and world is going through.

We open the space for our members to understand the local situation, we let them discover their potential, develop their soft and communication skills, team management, and shape him/her as the leader the country and world needs. After finishing their AIESEC career, they have a better understanding of what they want to do by creating a positive impact in the world.

This is the type of organization I would love to lead!

AIESEC in Costa RIca

motivation

I am applying for MCP of AIESEC in Costa Rica because: AIESEC represents to me the most powerful experience in my life. It has

the similar but relevant strategies with the right leadership style AIESEC in

opened my mind to see and understand the work that I want to live and

Costa Rica needs.

work in and how Costa Rica can contribute to shape this world.

I am standing for MCP of AIESEC in CR because I want to see more costarri-

I am standing for President of AIESEC in Costa Rica because it where my

cans developing themselves, becoming citizen of the world and leaders of

heart is. It is my passion and my beloved entity. I have worked for more than

the country. I want to be the next MCP of Costa Rica because I believe I can

6 months in Cambodia, and me and my MC team here has made a big

make a big change as a local with ideas from all around the world.

change to this entity and I want to drive this in our country by developing

Why leadership is relevant for the tico society: Costa Rica is known as the Pura Vida country! Pura Vida because of who we

about made small and big changes for Costa Rica and themselves.

are and how we think, Pura Vida because we live a relaxed life and enjoy

I would make AIESEC known as the youth leadership provider of the world

every single day. But also we are Pura Vida because it is okay to be late for

and of Costa Rica by showcasing more and more our impact. There should

meetings, Pura Vida because the government is stealing our money and we

be more stories outside of our organization. AIESEC has one of the biggest

donâ&#x20AC;&#x2122;t do anything, Pura Vida because every time elections come and we

database of young leaders that had finish their AIESEC career and make big

select the best from the worst and I can continue talking about this.

changes. Every 6 months around more than hundred young people from

I believe the young ticos are the only generation that can make the change

around the world have the chance to experience the AIESEC in Costa Rica

today, which can shape the real Pura Vida. The positive and purposeful Pura

impact, this is our biggest opportunity.

Vida we believe we have. By doing this we will shape the country we want.

In each one of the different markets we want to brand AIESEC as the biggest

We need more and more people like Ana Cristina Trejos, Hernan Jimenez or

youth leadership provider organization. We will continue telling out stories

Catalina and Cesar Madriz who by doing what they were most passionate

that provided impactful and life changing experiences.

MCP 15.16. Jose Maria Chavarria Brenes

AIESEC in Costa RIca

Mcp 15.16

PURSPOSFUL

Costa Rica!

AIESEC in Costa Rica make it happen! When I first join AIESEC, CAS reached the 100 exchanges and today alone AIESEC is providing more than one hundred life change experience. When a tico AIESECer decide to do something, it happens because of the energy, passion, and commitment we have. AIESEC in Costa Rica just needs to build a better culture to have a complete action oriented membership.

Even though the feeling of united being One AIESEC in Cambodia is still something we haven’t fully achieved, LCs are starting to learn about collaborations and partnerships. It is easy for members and leaders to understand how easy and valuable it is to work together with the other LCs, IGCDP projects, elections, events, and recruitments. We are starting to understand how easy it is to perform when it happens between 2 or more LCs. Also the country is driving the big idea of ‘collaborative’ by working together with the MC and LCs in Colombia, Argentina, Brazil, Nicaragua, and Panamá.

MCP 15.16. Jose Maria Chavarria Brenes

What AIESEC in Costa Rica needs right now are more purposeful members. Members that understand the clarity of why, the reason why we do what we do, the way we develop our leaders and our members. Our people need to understand why they should continue in their leadership position until the term ends and then apply to become a team leader, vice president, local executive board and member committee.

If AIESEC in Costa Rica wants to develop an organization that built to last, our retention rate should be better, the trainings of newbies and oldies happen every certain time and the conferences provide the leadership opportunity to the membership to understand better the AIESEC way.

Our members need to be purposeful by the end of their Induction day with clarity of the Why, the What, and the How.

AIESEC in Costa RIca

Mcp 15.16

Swot of AIESEC in Costa Rica: - Entity full focus in OGCDP: growth, sustainability and understanding.

- First term with +$5000 financial reserves / IGCDP matching: country branding.

- AIESEC culture, Membership Culture, Planning Culture, AIESEC understanding.

- MKT as a function understanding: national promotional strategies and brands.

- Lack of professionalism & maturity at LC and MC level.

- One AIESEC in CR: sense of collaborative entity.

- Full membership country - MC -LC relations: there is no sense of different entities.

- Expansion strategy: first interested group outside of the GAM. - MC aware of problems: solution oriented mindset - LC understanding of MC work: MC transparency - IXP: understanding of taking an internship as a membe.

-Semi-Stable economic and political situation of the country: 2014 will close with a 4% plus of the economic growth (1)(7).

- Culture of CRS in companies: more and more companies in Costa Rica are joining the model of returning back something to the society plus the international companies that manage international programs. (2)

- LCs realities: strong big LCs (UCR, TEC), week small LCs and SUs (UNA, ULACIT).

- Team management: LEAD, poor team minimums, poor compromises.

- MC-LC relations: communication, and engagement.

- Lack of knowledge and supervision at legal and financial audition.

- Financial Model: MC still survives from fixed LC fee and BD sales.

- Public and external relations / Poor engagement w/ government and universities.

- Low branding of AIESEC, Ciudadano Global, Talento Global y Talento Global.

- Semi stable economic situation of the country: the biggest and stronger company in Costa Rica started changing their operations since the middle of 2014.(6) - Bureaucratic inefficiency: migration processes, auditing, university relations(7) - Legality of AIESEC as an organization for the government: taxes and audit run by the government.

- New generation believe in the power of social media, trending and phoness (3).

- Visa Processing: partnerships with Colombia, Central America and PerĂş difficult to

- A total market of +200.000 university students, that focus in studying majorly at

make them happen(8).

threats

opportunities

- OGCDP absolute growth / OGIP matching

Weakness

strengths

- MC focuses in IGIP: National Sales Team program.

- Financial unsustainable IGCDP projects / IGIP and sales knowledge, and culture.

business, medicine, technologies and socials. 70% of the universities are located in the GAM and 50% of the total market belong to the 4 public universities (4)(5).

- TCU (University Community Work) or internship are a requirement to graduate (6)

MCP 15.16. Jose Maria Chavarria Brenes

AIESEC in Costa RIca

Mcp 15.16

Term ambition 15.16 The

AIESEC in Costa Rica needs to understand the organization, each value, our vision, our clarity of why we create positive leaders for Costa Rica and how AI

Co

sta

ES E in C Ric a

PuraGeneration Vida

we develop them. AIESEC in Costa Rica needs to move from good to Pura Vida! Needs to bring out the real Pura Vida and make big things, this will generate more and more leaders that have the right leadership style.

The Pura Vida Generation will be aware of the reality of the country, will have enough resources to see problems and find sustainable solutions that will make Costa Rica lead as a country.

If AIESEC in Costa Rica moves from Good to Pura Vida we will be creating the right leaders the country is craving for.

The term ambition would be the reason for AIESEC in Costa Rica to stand, every single act the entity will do to reach this and every single member of the entity will understand and work to reach.

3 main drivers

Right now our membership is in a depressing stage, old members joint with the idea of developing leadership and soft skills but the organization is not ensuring that this happens, TM doesnâ&#x20AC;&#x2122;t understand the LDM (Leadership Developing Model) and AIESEC is not relevant for Costa Rica and their youth.

AIESEC in Costa Rica is doing good in terms of growing but a change of mindset is needed. Current members need to understand that the root of the problem is their basic understanding of the organization, the AIESEC way, the Clarity of Why and Clarity of How. The LEAD program is not being developing and our leaders donâ&#x20AC;&#x2122;t feel the empowerment of their roles.

MCP 15.16. Jose Maria Chavarria Brenes

Talent Development: to shape the current culture and prepare the new generations to have the right mindset, with th talent capacity to perform and with the competencies they need to perform.

Loud and proud

Sustainable Growth:

to brand AIESEC as a

to brand AIESEC as a

credible organization,

credible organization,

with

with

government,

government,

university and compa-

university and compa-

nies endorsements.

nies endorsements.

AIESEC in Costa RIca

(IXP).

planning, LC coaching, Integrated Experience

Team, Planning Culture, Co-creating during

Rewards&Recognitions, National Leadership

Organizational Culture Change Management

AIESEC university, team minimums.

Lead, Clarity of why, Clarity of how, AIESEC way,

Leadership model

ing Program, Functinoal Education.

Recruitment Standarization, Newbies Onboard-

Sales Developing Program, TTT, MEC, Members

Talent Developing Program

Talent Development:

Country Branding and Partnerships (ICX)

Pura vida country branding

National Sub-branding, OGCDP B2B strategy.

Sharing, Brand ambassadorship for members,

understanding (IGIP) , Virtual Platforms, Story

Understanding (OGIP), supply and demand

Market Segmentation (OGCDP &TM), Market

Programme Marketing

Driven Marketing

Representation, OGCDP B2B strategy, Sales

ments and Credible organizations, External

MOU, Media, PR, Endorsement from Govern-

External Relations

Loud and proud

Expansions Management and market research

Regional Expansions

Alumni Engament and Showcasing

opportunity, Internal Control Board, returnee flow,

manuals, IGCDP project Minimums to open an

ment for IGIP and IGCDP, Frontline training and

OGCDP Process Standarization, Account Manage-

Finance Understanding

present in Costa Rica for 35 years more.

To ensure that AIESEC grow and continue

Sustainable Growth

Sustainable Growth:

Strategies:

Mcp 15.16

Goals: Having a mindset that thereâ&#x20AC;&#x2122;s still 6 more months for the entity to grow, develop and perform, that the LCs havenâ&#x20AC;&#x2122;t finalize their LC planning and that the creation of the final proposal should be

created by the NLT: National Leadership Team (MCVPs+LCPs); this would be the first draft of the goals for the exchange programs I

MCP 15.16. Jose Maria Chavarria Brenes records of the past years had been delete of the international platform. As a solution I would recommend each one of the MCVPs programs (IGCDP, IGIP, OGCDP, OGIP, TM) to have a

minimums of requirements that each person has to go through

300 200 30 50 OGCDP RE

IGCDP RE

OGiP RE

IGIP RE

would like to see as MCP after planning:

*Even though AISEC in Costa Rica has been there for 35 years,

there are no records of past goals and results for the quality, the

of the quality requirments fullfill

100

and then ask them if they got them or not and fulfill all the requirements.

* First of all is important to define productivity, if the measure-

ment of it is amount of members that contributes to generates one exchange the minimum I would expect is that the LCs

generated 1 exchange of their focus program per 1 members to get to the point of focusing and productivity.

AIESEC in Costa RIca

Mcp 15.16

How DO my MC will the focus programmes?

To ensure that OGCDP will continue with the current growth the idea

The MC will focus on drive IGIP as the second focus program:

is to continue with the current flow and improving some areas, for

i. Country Branding and Partnerships: to simplify the matching pro-

this program the concrete strategies are:

cess and sub-brand to use.

i. LEAD for EPs: to ensure that the EP that we send from Costa Rica has

ii. Supply and demand understanding: that will give the answer to our

the real understanding of their role as leaders of the world.

sellers to whom to sell and what to sell.

ii. Returnee Program and Integrated Experience (IXP): to continue

iii. Media and PR strategy for Talento Global.

driving the culture of members as EPs and EPs as members.

iv. Sales Developing Model: to ensure that the sales team has the right

iii.B2B Strategy:

knowledge and tracking.

a. Virtual Platforms and Sharing Campaigns: to ensure that all

v. Account Management and ICB: to ensure the professionalism and

the interest people can reach us and that they understand and

relations with the companies.

see the value of the program. b. National Sub-branding: continue with the branding of the Ciudadano Global brand. iv. B2C Strategy: marketing focus on drive a selling culture: a. Partnership with Universities and Goverment b. Partnership with Government v. Media and PR strategy for Ciudadano Global. vi. OGCDP process standardization and Internal Control Board: to

Focus Programmes:

OGCDP & IGIP

ensure that every single customer has the same quality service.

MCP 15.16. Jose Maria Chavarria Brenes

AIESEC in Costa RIca

Mcp 15.16

My plan is align with AIESEC 2015!

how we will ensure to have the right members!

As a small entity AIESEC in Costa Rica has to understand that our impact and numbers are still not big enough to be relevant for the achievement of AIESEC 2015 goals, even though the behaviors are the same and the entity has to continue driving the 3 of them to ensure that in a future AIESEC in Costa Rica would be relevant enough for the reality of our country.

My strategic plan is full based on the 3 behaviors.

1. The talent development driver will invite and create members that are more purposeful about AIESEC. 2. The goals and strategies are big enough to have a culture enough oriented on making the exchange happens and last but no least to become a Louder and Prouder organization 3. AIESEC in Costa Rica will have to work as one to reach that point of branding, also the Organizational Culture Change Management strategy will bring together the MC and LCs to work together.

In general The Pura Vida Generation will be a more purspoful generation that by developing the right Pura Vida will make our goals and strategies happens.

The Talent Development Strategy in general it aims to change the current

MCP 15.16. Jose Maria Chavarria Brenes

and new members, specifically it has two main strategies that I would drive to make this happens: i. Recruitment Standardization: this will include understanding of the current process, make it stronger and realistic that makes LCs understand that before recruiting a Talent Capacity study should happens. ii. Newbies Onboarding Program: this will be a program of 6 months that all the newbies will have to be part of to become a real member of AIESEC. The process will include all the steps, trainings, culture points, and R&R newbies should have. At the end of the probation period the newbie will be consider a member of AIESEC in Costa Rica.

MC Structure Because of the current situation of the finances I will plan to have 5 MCVPs. One OGCDP and one IGIP and BD that will ensure the growth of the focus programs happens. MKT that focus on the programme marketing and external relations strategy. One MCVP IGCDP and finance to ensure the sustainability of the country and program. And a strong MCVP TM that turn into actions the Talent Development strategy.

AIESEC in Costa RIca

Mcp 15.16

1. Youth engagement as a priority of most institutions as a trend 2. Digitized commerce as a trend where AIESEC is leading to 3. Increasing relevance of leadership development in all sectors 4. Globalization as a trend

- Poor governance system at the local levels that don't connect to global.

2. Difficulty of communication ,unclear brand, and unique edge regarding its essence 3. Organizational Development systems are not well-developed and implemented for most entities.

4. Minimum standards are barely implemented to every single experience - no preventive quality policies 1. Other organizations who have clearer services and standards of delivery 2. Reliance on college students and recent graduates takes all the risk related to student productivity in general 3. Legality

Before talking about our organization I would like to imagine Costa Rica in 2020. I will like to see more empower youth, capable of doing the right things for themselves and the country because of how aware they are about the situation of Costa Rica and their strengths. A youth that fight for the things for the country, a youth that leads the country.

AIESEC is becoming a stronger organization for the country. After the cultural and understanding change during my term and the follow up of the next team, the impact and relevancy of the organization is out there.

threats

opportunities

-Huge membership size (around 100k ) - Massive presence globally. Present at least in the more than 90% of leading economies - Long-term history - 65 years or exp.

- Adequate Strategic Partnerships .

- Cost-efficient alternative for international opportunities presented to both the youth market, corporate and non-corporate 6. Strong global governance systems 7. Strong cultural practices globally (e.g. acronyms, conferences, etc.).

AIESEC in CR 2020 Weakness

strengths

AIESEC SWOT

AIESEC and the government are running their first project together and is common to listen about AIESEC in universities and relevant events.

AIESEC in Costa Rica will start achieving the vision because of the relevancy we create after achieving our big strategies and goals.

AIESEC in 2020 I imagine a stronger organization that is leading the network because of the facility that

The positive impact of our core business will change the idea of AIESEC. It will not be AIESEC in Costa Rica, it will be AIESEC for Costa Rica. An organization that is doing things for the coutrny.

we have to move with the world and globalization. After the big area of GIS, AIESEC will lead because of our fast system and membership productivity.

Our brand will be well know because of the developing of marketing and public relations we have, thanks to Youth Voice and our adequate strategic partnerships with organizations like UN or multinational companies. The impact of our alumni will be bigger and

AIESEC in Costa Rica

louder. AIESEC will be know as the organization that provides the leaders the world needs.

MCP 15.16. Jose Maria Chavarria Brenes

AIESEC in Costa RIca

ME as a Leader

The LEadership that will drescribe my term:

MCP key responsabilities

Right now the kind of leadership AIESEC in Costa Rica need and that I would drive with my team is a strong, united and emotional intelligent leadership.

Strong enough to drive LCEBs to do their work, to put each single member in the right place and motivate them with the right reason. The member committee will have to have the ability to know how to separate the professional and personal issues and be mature enough to understand the current status.

The MC should be united enough to make the members believe in our term ambition, drivers, and strategies. As an MC nothing will happen if we continue creating strategies that the LCs doesn’t follow. We will be a united team that lead by example and be the role models for our membership.

And last I would like to see a empathic team that understand the reality of our members, and that are mature enough to manage all the problems we will face as an MC Team.

I would say that to be able to drive my term ambition and strategies I would have to focus a lot in the National Direction and Team Management, including the BOP Management. As the president of my entity I would have to make my people believe in what the entity needs.

With the structure I’m planning to have Account Management and sales will not be my priority and my external representation will happen during PR events that don’t take much time.

For the international representation at AIESEC network I ensure I will be present at IPM Vietnam and IC India to ensure that the country branding is develop and more than doing it myself I would like to see a big delegation at the next ILC and IGN summit.

1) National Direction 2) Team Management 3) BoP Management 4) Governance and accountability 5) International Representation of AIESEC 6) Account Management and Sales 7) External Representation

MCP 15.16. Jose Maria Chavarria Brenes

AIESEC in Costa RIca

ME as a Leader

If I could say something to all the newbies tell them:

> Before AIESEC I used to think that I knew a lot and that if I became older, study and set a clear goal was enough, because that’s what they teach us since we are small kids, that want to do what everyone wants to do is the best, study to become an auditor, engineer, and designer was enough but in AIESEC what you are or study became secondary, because there are bigger things, more challenging dreams, think as everyone thinks is not enough.

If traveling around the world is part of your dreams, the organization is going to teach you that this is not that difficult as people say. I was studying to be a manager but my dreams was to open a business and travel around the world. After my experience in Colombia and Cambodia I can say that I have enough knowloadge about how to start an organization without capital or man power. After Panamá, Egipto, Thailandia y Vietnam I can say that working a complete year in AIESEC can change your journey. In AIESEC the dreams become goals!

MCP 15.16. Jose Maria Chavarria Brenes

Antes de AIESEC yo creía que sabía mucho y que si crecía, estudiaba y tenía una meta clara era suficiente, porque eso es lo que nos enseñan desde pequeños, que querer lo que todos quieren es mejor, estudiar y ser contador, ingeniero y diseñador es suficiente pero en AIESEC lo que usted es o estudio se vuelve secundario, porque hay cosas más grandes, sueños más retadores, pensar como todos piensan no basta.

Si dentro de sus planes esta conocer el mundo, la organización le va a enseñar que no esta tan difícil como dicen. Yo estaba estudiando para ser gerente pero mi sueño era abrir mi propia empresa y conocer el mundo. Después de mi experiencia en Colombia y Cambodia tengo lo suficiente para saber lo que es empezar una organización sin capital financiero ni poco capital humano comprometido. Después de Panama, Egipto, Thailandia, y Vietnam puedo decir que trabajar un año completo en AIESEC puede cambiarles el rumbo. En AIESEC los sueños se vuelven metas!

AIESEC in Costa RIca