National transition booklet LCP 2016_AIESEC in Mozambique

National Transition Booklet LCPs 2015 – 2016

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National Transition Booklet LCPs 2015 - 2016

One of the most important processes in AIESEC is the transition!

This process is crucial to ensure that will be sustainability and continuity in the organization, making sure that the elected EBs is going to be prepared to perform in 2016.

The National Transition Booklet aims to guide the LCP 2015 and 2016 through this process, making sure that there will be no bases left behind.

We wish you effort, focus and passion!

Have a nice work!

Transition Flow

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Co-Management Mentoring Transition

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Transition Flow Transition

Obligatory content to be to be LCP. Information on operation, team management and planning. Are skills that will e mainly guided by the "Topics of discussion" on the framework.

Mentoring LCP 2015 more then a leader for the LCP 2015 is a mentor. He better than anyone can understand him because he is been in that same role.

Here are tactic knowledge that will be shared with the elected guidelines on how to follow trough and start the jo as president Co-Management The two LCP's start working together to ensure delivery for the last Quarter (Q4). The successor begins to experience the responsibilities of a president, facing challenges with someone on the side to track.

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Transition

Timeline

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Topics of discussion

Responsible

LCP 2016 Election

LC

Study about AIESEC

LC

The LCP Role & Sharing

LC

LC & EB Management

LC & MC

Operation Management

LC & MC

LC Planing & Tracking

LC & MC

Year Calendar

LC & MC

Legal and finance

LC & MC

Partners Relationship

LC & MC

Details

LC

EB Transiton Team Days

LC & MC

Co-work LCP's

LC

Mentoring

LC/Alumin

September

October

November

December

Topics of Discussion

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Topic

Content LC Role in AIESEC LCP's role in LC

LCP Role

Job Description - explain point Key successes factors LCP responsabilities based in daily, weekly, monthly, quarterly activities Momentd of lack of productivity (conferences, vacations, school test, etc) Major non-achievements

Sharing histories and reflection

Major achievements Key Learning points by quarter Discuss social issues of the city How to handle them exchange

Under Pressure moments

Talk about dificult moments, members EB and alumni issues Major non-achievements

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LC and EB Management

Operations Management

Content Performance management and tracking (planning, evaluation, etc) How to track and what to do when tracking (prioritize, check if actions really generated results, trace new actions Decision processes and alignment Team Build and management LC culture shape and alignment Team Minimus Coaching and personal development VPs profile and how to manage them Coaching VPs ( the coaching teory, methods and practise, why that's a goody strategy?)

Shaping the team, understanding team dynamics, roles and characteristics Motivation Result orietation Explain areas preocesses and how they relate to one another crucial integration points and interaction programs management operation management for LCPs Tracking tools Review areas details and processes VPs management for programs delivery Areas interaction and tracking and routines

Topics of Discussion

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Topic

Content Making a Historical retrospective of the LC Analyze the performance of each area and set focus togrowth

LC Planning and tracking

How to set goals and identify break points of the term How to use the plan as management base How to review my plan

Year Calendar

Show the important events and facts along the year and build a first draft Relationship with MC MC and LC Roles and responsabilities

Working as a Network: Relationship with MC

How to use the MC Coach ( past expiriences on the MC Coaching and how to improve and take the most out of it General Assembly and voting process Show financial polices

Financial Management: Budget, Financial Polices and tracking

how to track budget how to decide investments How to work with VP Fin

Topics of Discussion

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Topic

Content LC Criterias Auditing: Important documents

LC Criteria and Auditing

Evaluation Receipts Terms Fines Responsibility towards them

LCP Role in Legalization

LCP Role in legalization and representativeness Legality documents (SONA and others ) Report Model What, when and how to report internally and externally

Governance (internal and external reporting) BoD Management

What's useful information for each target (universities, BoD, members, EB, MC) BoD role and profile of the members How to run BoD meetings How to use BoD strategically

Topics of Discussion

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Topic

Content Explain each partnership Reports

Institutional partnerships and university relationship

Define action to each How to use them and improve the relationship University relationhip should be with LCP and should have clear actions monthly Contracts

Details

Passwords when to worry about sucession and transition Election General assembly processes

Succession, Election and Transition

Membership capacity Compendium and constitution Checklist Administration Auditing (how to track)

BD

Align with LCPs the National BD principles and their role

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Mentoring

Mentoring

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Mentor Team work

Inspire

Mentoring

Vision

Teach

Lead by example

Motivate

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Mentoring

What's Mentoring: • Mentoring is a professional development tool and consists of an experienced person helping someone less experienced. • The Mentor is a guide, a teacher, counselor, someone who has extensive professional experience in the field of work of the person being helped.

Mentoring includes conversations and debates about subjects that are not necessarily work-related. This process enables learning and subsequent career development of younger professional. The mentor provide an education that is not only an education of information but an education of wisdom.

Mentoring

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Mentoring and Coaching • Mentoring and coaching are two activities that are related but different.

Unlike what happens in mentoring, in the case of coaching, the coach does not need to have experience in the same work field, and in some coaching's the professional may not even give advice of solution to specific problems related to career client, but in mentoring those things should happen. • .Mentoring is a process that does nit have a set time to happen and the topics of discussion can be very wide, while in the case of coaching, the process has a beginning, middle and end.

STEPS

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1o Meeting

2o Meeting

3o Meeting

4o Meeting

• Individual Analysis (me and myself) • Interpersonal relationship (me and the EB) • Dealing with the LC and the external eorld (me and the LC) • Goal setting and thinking about the future

STEPS

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1o Meeting

2o Meeting

3o Meeting

4o Meeting

• LCP's role peculiarities (what only an LCP knows beacause only he went trough the same issue) • Discuss process to discover your personal values and principles that guide you • how the LCP role contributed to your personal development • Advice on how to overcome weaknesses, fears and frustrations

• Advice on how to have a good decision making as LCP to the EB • Discuss about how to deal with different leadersjip styles and different profiles in the team • Advice about how the LCP can predict EB conflict and how to handle it • Share the most stressful situation during LCP Term

• Discuss how LCP attitudes influence the LC membership • Discuss the problems you faced during your term because of LC conflicts • Discuss the LC mindsets that are diffiCult to handle and how to handle LC crises • Advice how to handle daily stress situation

• Discuss about leadership in wide way • Discuss about how you see the LC in the long term • Discuss personal pplans for the future, both personally and professionally

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Mentoring

LCP Mentoring • In the first meeting besides the main topics the LCP 2016 should say which are his expectations to the mentoring moments.

• Besides the advices the LCP Alumni can question the LCP 2015 about the topics, demand his opinion and generate reflexions.

Examples • 1st Meeting • Which are your personal values?

• What have you changed since the application process?

• How do you deal with frustration ?

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Mentoring

• 2nd Meeting • What are the types of profiles you had in the EB Team • Hoe to work with different types of personalities • What made you a better person after the experience with the EB

• 3rd Meeting • What is the LC culture • What motivates the LC • How to be connected to the members but the respected at the same time • What is the best distance to the members

• 4th Meeting • How was t to develop leadership as LCP • What changed • What is going to be the LCPs next steps

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Co-Management

Co-Management

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• Other them the discussion and transition between LCP 15 and 14 I would Like recommend you some activities to participate before your term start: Run LC meetings and EB meetings (November, December )

Follow the current LCP daily activities (tracking, meetings, analyses, LC management )

Deliver Audit Process

Build the year calendar together

Receive constant feedbacks from LCP 2015 ( Having a good and honest relationship between the LCPs is the key for a sucessful transition and LC sustainability

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Doubts

Luisa Iria Custodio luisa.iria@aiesec.net MCVP OD/LCD and EXxpansion