MICHAEL OHAEGBU
“An Era of External Relevance.. Contributing to AIESEC 2015”
MCVP QUESTIONAIRE
“An Era of External Relevance.. Contributing to AIESEC 2015”
1Personal Information
Random Fact!!!
+2347019811626; +2348033314072 michael.ohaegbu@aiesec.net 6th June, 1988 mykooll06 NIGERIAN
1st
MCVP MaC – Using the various tools AIESEC international has developed to attract customers to our programmes. They are FAST, SIMPLE & FOCUSED Strategies
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3rd
2nd
MCVP iGCDP - Our core work, having to drive operations to generate responsible & entrepreneurial GCDP towards achieving our midterm goals
MCVP oGCDP - Working on getting a good supply base of young & experienced people who are ready to create impact & generate unique experiences abroad
My Skills &Competencies.. Computer usage skills. Software & OS to achieve various tasks Team Management & Team Spirit both virtually & physically. Internet Proficiency in solving various tasks
Ability to design campaigns also using various design applications like Adobe suite I have Virtual promotions & Social Media skills. Ability to use right channels to reach out information
Project Management skills used in planning and also running summer projects as project direct or & LCVP ICX. Creating of business proposals &activity plans to carry out a project. Being able to sell and negotiate for great deals all this I have acquired.
Bachelors This is very relevant for this experience. BSc Computer Science with Economics. Through this I have developed flair in IT field & using IT tools for business solutions. I am in the right track towards my career.
Michael Ohaegbu Marketing & Communications 14|15
“An Era of External Relevance.. Contributing to AIESEC 2015�
A C H I E V E M E N T S
In my years in AIESEC, I have been able to achieve some milestones both for my personal development and the Organization.
ORGANIZATIONAL
PERSONAL
Soft skills added to my experiences. Such as designs, facilitation etc.
Implemented the 1st Brand Campaign for AIESEC Nigeria. Revamped the website with links to National ORS
MYity PASSION
Planning and implemented my 1st project in AIESEC in High schools with IMPACT of over 120 students Cultural Diversity through interaction with interns I realized
Team Management during my MCVP term & LC years. Contributing to the development of my entity n team members
Customer Loyalty structure for Organizations & Alumni Body in Nigeria Conference Learning environments as means to develop member. I have also managed 1 National conference with attendance of about 220 members
3 Three behaviors of 14|15 Organizational Culture Clarity of Vision
Team Cohesiveness
Having a collective focus of the WHY of the team existence is very important. This element or behavior shapes the passion for each individual in the organization and how they perform operations
For any organization, team spirit is key for growth and achieving goals. Its important to be able to collaborate in an organization and its one of the cultures that every individual must have.
Goal Driven
Every Organization wants to grow bigger in terms of its operation and performance. So it needs individual passionate with a goal driven mindset to achieve
Organizational Culture is important for every team and it is what guides the actions of a team. It varies from a lot of things and is unique to every organization as it gives essence of WHY the organization exists/operates
Michael Ohaegbu Marketing & Communications 14|15
“An Era of External Relevance.. Contributing to AIESEC 2015”
4 SWOT Analysis Of AIESEC Malta as an Entity POINTERS
It can be seen that AIESEC In Malta has been striving majorly through the Global Community Development Programs (incoming & outgoing). This is really a strong market and should be developed more in terms for upscaling of operations around it to drive results
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Also the number of experiences from within the member experience (TMP/TLP) is also encouraging compared to the size of the entity. This shows that a lot of more experience (TMP/TLP) can be generated through proper Talent/HR allocation and also SYNERGY & Collaboration between Functions Areas
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Subtracting the MC figures from these experiences generated, it can be deduced again that the MC is very operational and if only such can be communicated to the LC whereby there is a strong sense of direction and member knowledge to execute operations, this would also boost the general results of AIESEC in Malta and lead to sustainable Expansions.
20
iy
74
70
TMP TLP
50 40
iGCDP
37
oGCDP
30 16
21 11
10
1 3
iGIP
16 8
7
oGIP
1
0
MC
Malta University
Poor IM system and communication gap between MC and LCs Low HR & Talent Pipeline to drive operations locally
MC closer to LCs & SU in terms of operations
Selling the country as a tourist site to increase iGCDP numbers.
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Finances in running operations is limited
Most members are focused now and are passionate
Media Corporate organizations to help develop LC & increase PR & Boosting the reach of AIESEC
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Member knowledge around functional areas and processes
Legality of the Organization & a long history of operations.
Entity Conferences with Purpose and focus both locally & nationally
Entity Performance (Jul 1st 2013 – 26th Mar 2014)
S
W
O
T
Low Retention rate of members after getting in. Low Trust for Political Leaders/bodies in recent years.
Youths with diverse Interest in the country
Available youth market wanting to travel
Not flexible calendar for the university & Higher Institutions affecting some students
Government & European Funds through EU partnership and vision 2020
GIP Profile not suitable for youths/students
Michael Ohaegbu Marketing & Communications 14|15
“An Era of External Relevance.. Contributing to AIESEC 2015”
STRATEGIES After carefully analyzing what the current state of AiM is with the POINTERS highlighted, I can say the strategies would be operational from the focus areas which I propose for AIESEC Malta 14|15. And this would include the following: NB: External Relevance in terms of PR is to give a bigger picture and IMPACT of what the organization is doing to the community of Malta as a country.
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MEMBER DEVELOPMENT
AIESEC To the World.. Kind of LEADERSHIP for Malta
For me, what AIESEC gives the world is the SAME as what we should give to the World because what we stand for has NOT CHANGED Now what we DO is using our IMPACT MODEL through the Indirect approach to create IMPACT on the SOCIETY whereby through the process we develop Young & Entrepreneurial
LEADERS.
And these Leaders are the ones who create IMPACT in the society through the element of the impact model which is the AIESEC XP which they go through.
As an ORGANIZATION
Young People through AIESEC XP
LEADERSHIP & IMPACT to the World
EXTERNAL RELEVANCE (i.e. PR)
RESPONSIBLE & ENTERPRENEURAL PROGRAMS (GCDPs)
AiM FOCUS AREA
First, I believe that LEADERSHIP isn’t about position, it is not Born nor Made, it is a developmental process to go through. It’s a set of actions led by positive thoughts to making positive/right CHANGE happen. Leadership has to do with having a vision where you can communicate it and get people to believe it by connecting to it, making sure they do all it take to achieve it. Malta needs TRANSFORMATIONAL Leadership to be able to listen and commit the follower to get things done.
LEADERSHIP FOR MALTA THE SOCIETY Showing IMPACT
Michael Ohaegbu Marketing & Communications 14|15