Generation2015 Quarter 1 Report
BUILDING GEN2015 PURPOSE
SPECIFIC OBJECTIVES
CONTRIBUTION TO 2015 MoS
To inspire a movement in our membership to make 2015 happen
AIESEC’s 2015 midterm ambition is something we celebrate and excites our membership
We have a global culture shift to have the behaviours needed to achieve such a big ambition
We invest into our leaders to enable them to lead 2015 achievement
Shifting the focus of the organisation to achieve all 2015 MoS, with special focus on bridging the gap in GIP and Quality, and creating an organisation culture to support 2015 performance.
OBJECTIVE: 2015 is something we celebrate and excites our membership We are clear on how 2015 connects to CoW and how it is achieved through achieving MoS We understand how AIESEC creates the leaders the world needs and this inspires us
KPIs: # delegates at AI conferences: 840 first hand, and many more from their MCPs # visitors to the Master Gen2015 wiki: 8840 # unique readers of the Gen2015 toolkit: 2875 MILESTONES: ‣ Created and released Gen2015 logos and branding ‣ 2015 book designed and released to help the network understand the connection between the AIESEC Way, Clarity of the Why and 2015 and to inspire conversations around those topics ‣ Wiki released containing content from all parts of the project ‣ Around the World session explaining the relevance of 2015 to the world delivered at IPM Guangzhou, and in every region in Xpros from March - April. ‣ Leadership Development Model launched at IPM Guangzhou, EuroXpro, APC, MenaXLDS and AfroXLDS
Successes ‣
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We leveraged the launch at IPM to get MCPs to start talking about Gen2015, so once Xpros started, much of the network had heard about it and were engaged. The branding has been really well received and has gone viral in the network, driving a lot of excitement. The master Wiki has been highly used and content we’ve released is helping many entities launch the campaign in their own entities.
Challenges ‣
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Ensuring a connection to internal communications has been a challenge, especially with all other messages still being sent to the network. Providing ongoing topical content can be improved to ensure the conversation keeps going!
NEXT STEPS WHAT IS PLANNED FOR THE NEXT 3 MONTHS? ‣ Collect
output from Xpros and release to the network through different mediums ‣ Create and release more content explaining the Leadership Development Model through a video and publication. ‣ Showcase MCs who are customising the message for their plenaries and support this ‣ Support the share your story campaign
OBJECTIVE: We have a culture shift to have the behaviours needed for 2015 achievement We analyse and actively challenge mindsets
MILESTONES: ‣ With the MCPs of 13.14 and 14.15 at IPM 2014, we co-created the key behaviours we want our network to have to be able to achieve 2015: purposeful, collaborative and driven. ‣ We launched these behaviours in every region at Xpros and created video and graphics to support MCs to do this themselves. ‣ We educated the MCPs and every region on the concept of Growth vs. Fixed mindset to challenge our way of thinking. ‣ We released guides on how to recruit members for Gen2015 with values aligned
Successes ‣
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Creating the key Gen2015 cultures with the network at IPM meant the message of Gen2015 became much stronger as all entities had ownership over the output. Feedback from other members in the network is positive; they identify and agree with the behaviours The Growth vs. Fixed mindset framework has been a really simple and sticky concept in the AIESEC network and has provided a way to challenge each others’ mindsets when looking at 2015 and beyond.
Challenges ‣
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Ensuring that the network is really adjusting their day to day actions and talent management practices to create these behaviours from grass roots level is difficult. We should improve our explanations and messaging of the behaviours and provide more tangible examples of how we can demonstrate these behaviours Starting a culture shift is difficult and requires consistency, if we increase in the amount of aligned and shareable content this can increase discussions around culture in AIESEC.
NEXT STEPS WHAT IS PLANNED FOR THE NEXT 3 MONTHS? ‣ Showcase
and encourage the network to share on how they are creating the Gen2015 culture in their entities ‣ Clarifying the connection between how the behaviours are manifested in operations. ‣ Release clearer action steps for TLs, LCVPs and LCPs on creating the Gen2015 culture in your entity.
OBJECTIVE: We invest into our leaders to enable them to lead 2015 achievement We showcase the successes of our network through internal communications KPIs: MCPs who rated LEAD at IPM as excellent: 71% and as good: 18% MCP elects who rated LEAD at IPM as excellent: 37% and as good: 39%
MILESTONES: ‣ In association with the Barret Values Centre, we gave every MCP at IPM a copy of the book Get Connected, to provide practical leadership and management tools for their term. ‣ We refreshed LEAD for MCPs, rebranding it and evolving the content and delivery for IPM with great feedback. ‣ We refreshed LEAD for MCVPs and LCPs and delivered the first evolution at Xpros with great feedback. ‣ We released specific content around how to prepare LEAD with Gen2015 at the foundation.
Successes Through linking our leadership stands for 2015 and our personal leadership stands for our teams, we created a clear understanding on what sort of leaders we need to be to achieve 2015. ‣ Many MCPs and MCs released their own leadership stands for 2015 and we’ve seen many videos and photos showing this. ‣ LEAD was evolved very quickly and the feedback is very positive! ‣
Challenges Ensuring that MCs and LCs are adjusting their recruitment, induction and LEAD to gen2015 has been difficult, and this can be improved by increased focus on LCP communications. ‣ The overall connection to internal communications has not been strong enough. ‣
NEXT STEPS WHAT IS PLANNED FOR THE NEXT 3 MONTHS? ‣ Embed
Gen2015 behaviours into team minimums education ‣ MC-MC transition guide for Gen2015 released ‣ MCP LEAD delivery at MCP Summits and virtually ‣ Integrate LEAD for LCPs in Internal Communications ‣ Showcase successes of our network in: GIP, Quality and Partnerships
With Special Thanks To‌ Gen2015 GST and CEEDer, Veronika Atanasova, AIESEC in Bulgaria
The Talent Capacity GST, in particular Justyna Borucka, AIESEC in Poland
Our IPM CEEDer team, in particular Aaron Mack, AIESEC in U.S.A