Membership Experience Booklet

TM
Arifaldi Afrizal
Indonesia
Hsayna Benkhamsa
Bahrain
Lexi Tosch
US
Rach Golli
Switzerland
José Arthur
Brazil
Teresa Lugnan
Poland
STEERINGTEAMTALENTMANAGEMENT

MEMBERSHIP
EXPERIENCE
a journey for the member

1. “I first got attracted”
2. “I signed up”
3. “I got selected”
4. “I am in the process”
5. “I am being nurtured”
RECRUITING
New Member
ONBOARDING
1. “I’m informed about the opportunities”
2. “I feel nurtured to apply”
3. “I am preparing myself, knowledge & skills”
4. “I applied!”
5. “I had a team debrief with my current team”
6. “I had an individual debrief with my TL”
7. “I’m helping prepare transition for the next
team”
8. “I am starting transition for my next role”
1.
2.
3.
4.
5.
6.
7. “Wow, R&R was released!”
8. “I’ve been learning & still am”
9. “I have ownership”
10. “I have a lot to do”
11. “I achieved/didn’t achieve my goal”
12. “I feel recognized & supported”
ADVANCING
1. “I got my welcome booklet”
2. “I’m at my first LC touchpoint”
3. “I’m at my first team meeting”
4. “I received my first tasks”
5. “I have my first O2O with my TL”
1. “I attend my first conference”
2. “I attend my first team days”
3. “I have & use a PDP”
4. “I am learning!”
5. “I had my first interaction in my role”
6. “I failed for the first time”
EXPERIENCING
| OVERVIEW | WHAT DOES A MEMBER EXPERIENCE?MEMBER EXPERIENCE

| RECRUITING | OVERALLSUMMARY
This is the first contact with AIESEC.
No matter the attraction channel
(virtual, physical), AIESEC should be
able to capture the attention of this
person by showing them what they
can gain from this experience and
what AIESEC does.
“I first go attracted”
In this phase the person becomes a
lead and shows interest in joining.
The speed in contacting & the
professionalism in this touchpoint
and the messages sent are
fundamental to build their trust in
the organization.
“I signed up”
This phase exists when there is a long
wait between the sign up part and the
actual recruitment process. This can
happen either because the person signed
up during a non-recruitment peak or if
you have a long attraction period. You
should give them more information
about AIESEC and make sure the person
stays engaged.
“I am being nurtured”
Make the process is transparent &
take into consideration a
pre-defined criteria and the
selection based on an unbiased
and fair decision. AIESEC should
also ensure a good impression by
having good communicators
presenting and making group
activities connected with their
future JD.
“I am in the process”
Make the member feel excited
and honored after selected.
Provide them feedback & ask for
feedback about the process and
their performance. Also, clarify
what the next steps are by
preparing a welcome booklet. The
focus here is to start the feeling
of belonging and trust in the new
member with AIESEC.
“I got selected”

| ATTRACTION | "I FIRST GOT ATTRACTED"RECRUITING
This is the ﬁrst contact with AIESEC. No matter the attraction channel (virtual,
physical), AIESEC should be able to capture the attention of this person by
showing them what they can gain from this experience and what AIESEC does.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL IN THE END
To have clear
understanding of what is
AIESEC, values and jobs
Transmit a coherent
message in a objective
way
“This is what I need”
To know how to sign up
and what are the next
steps of the process
Focus on what the
member will gain with the
experience
“I see it as an opportunity”
To receive objective and
clear message from
AIESEC
Show what AIESEC does
and align the message
with our values
“I understand what
AIESEC does and what a
member does”
“How is AIESEC relevant for me?”
THE CHALLENGES
- “I don’t fully understand what my
daily role will be here?
THE QUESTION TO ANSWER FOR THE MEMBER:
- “Am I going abroad or joining?
What’s the difference?”
-
WHAT
TEAM
STANDARDS
TM
PROCESSES
none
GET: Persona
building
GET: Talent
Attraction

| ATTRACTION | "I SIGNED UP"RECRUITING
In this phase the person becomes a lead and shows interest in joining. The
speed in contacting & the professionalism in this touchpoint and the messages
sent are fundamental to build their trust in the organization.
THE EXPLANATION
To have a professional
touchpoint (fast, clear and
objective) Contact the person within
48h
“I’m already in the process
and understand the next
steps”
To know what are the next
steps of the process Explain what are the next
“AIESEC is professional
and this is a serious
process”
To understand more what
AIESEC does and what
jobs are available
Provide information about
what we are and what the
members do
member does”
“What are the next steps?”
THE CHALLENGES
- “I don’t completely remember what
AIESEC does.”
- “I don’t know what happens next?
When will I be contacted?”
WHAT
TEAM
STANDARDS
TM
PROCESSES
none
GET: Talent
Attraction

| ATTRACTION | "I AM BEING NURTURED"RECRUITING
This phase exists when there is a long wait between the sign up part and the
actual recruitment process. This can happen either because the person signed
up during a non-recruitment peak or if you have a long attraction period. You
should give them more information about AIESEC and make sure the person
stays engaged.
THE EXPLANATION
To know how to prepare
myself for the process Engage the lead through
digital media
“I can’t miss this
opportunity”
To know what are the next
Communicate what are
the next steps or when is
the next recruitment
“AIESEC is professional
and cares about future
members”
To understand more what
AIESEC does and what
jobs are available
Provide information about
what we are and what
members do
member does”
“How is AIESEC relevant for me?”
THE CHALLENGES
- To understand how AIESEC can
help me in my needs and/or future
plans
THE QUESTION TO ANSWER FOR THE MEMBER: - To have clear instructions about
the next steps of the process
WHAT
TEAM
STANDARDS
TM
PROCESSES
none
GET: Talent
Attraction

| ATTRACTION | "I AM IN THE PROCESS"RECRUITING
Make the process is transparent & take into consideration a pre-defined criteria
and the selection based on an unbiased and fair decision. AIESEC should also
ensure a good impression by having good communicators presenting and making
group activities connected with their future JD.
THE EXPLANATION
To have a professional and
well organized process Clear communication with
the candidate during the
entire process
“I have butterflies in my
stomach”
To be selected/rejected
based on a fair criteria
Define the steps based on
the criteria you will
evaluate the candidates
“This is very professional
and I feel they care about
the candidates”
To get a taste of AIESEC
Make a professional
process and show the
candidate what is AIESEC
“This is what I was looking
for”
“What do I have what it takes to be in AIESEC?”
THE CHALLENGES
WHAT
TEAM
STANDARDS
TM
PROCESSES
none
GET: Talent
Selection &
Allocation
- To connect the person with AIESEC
culture and LC members
- To show how big AIESEC is and how
serious is the recruitment
- To evaluate the person accordingly
with the criteria and be able to
provide clear feedback later.

| ATTRACTION | "I GOT SELECTED"RECRUITING
Make the member feel excited and honored after selected. Provide them
feedback & ask for feedback about the process and their performance. Also,
clarify what the next steps are by preparing a welcome booklet. The focus here is
to start the feeling of belonging and trust in the new member with AIESEC.
THE EXPLANATION
So what now what?
Provide Feedback about
the recruitment
Belonging
Understanding my Role
and AIESEC Set Expectations about
next steps
What the Hell?!?!?!
MMM Gonna meet
people! Hyped Welcome!!! Victorious
“Why AIESEC is the best option for me now?”
THE CHALLENGES
WHAT
TEAM
STANDARDS
TM
PROCESSES
none
GET: Talent
Selection &
Allocation
- To be clear about the next steps
without overwhelm the member
- To provide feedback to all members
justifying the selection and
allocation
- To start

| ONBOARDING| OVERALLSUMMARY
In this phase the person is given
a welcome booklet to clarify
everything that is about to
happen in their experience. It
should be sent out when they
are officially accepted and build
the hype!
WELCOME BOOKLET
In this phase the person attends
the first LC touchpoint, such as
a Local Committee Meeting.
They start getting into their
routine as a member and get to
know who is in their LC & the
environment.
LC TOUCHPOINT
In this phase the person attends
their first team meeting. It will be
more personal than
numbers/goals oriented and give
an overview of what their time
will look like in this area and role.
FIRST TEAM MEETING
In this phase the person will
receive small tasks to complete
to prepare for the first
conference and to prepare to
starting performing. The tasks
will be more organizational
things.
FIRST TASKS
In this phase the person will have
an individual interaction with
their TL to build their
relationship and trust. They will
understand how they can
interact together.
FIRST O2O WITH TL

| WELCOME BOOKLETONBOARDING
THE EXPLANATION
I will have clarity on what
is about to happen Layout first steps & the
month’s timeline clearly
“I am excited for my first
team meeting.”
I will be included in any
internal communication
groups
Recap their JD & give an
acronym cheat sheet
“I feel reassured on what
is happening & my role.”
Note that in the 1st O2O
they’ll hear more why they
were selected (hype)
“I feel informed and
curious.”
What are my first steps & how can I prepare?
THE CHALLENGES
- This feels like a lot of
information at once
- Everything is about to happen
so fast
- To align with plans/timeline they
already made before joining
TEAM
STANDARDS
TM
PROCESSESWHAT
In this phase the person is given a welcome booklet to clarify everything that is
about to happen in their experience. It should be sent out when they are
officially accepted and build the hype!
Talent
Onboarding
None

| FIRST LC TOUCHPOINT
THE EXPLANATION
I will meet the people in
my LC
Get to know the
members & leadership
body of the LC
I belong to something
bigger
I will be both excited &
nervous attending this
meeting
Show how the whole LC
works together & your LC
culture/environment
Excited to know my
buddy & my team
I will receive more
information & clarity,
being with the whole LC
Start a buddy program
for the ﬁrst month to
support new members
I feel slightly
uncomfortable in a good
way, it’s something new!
What is the environment and direction of my LC?
THE CHALLENGES
- I have to interact with new
people & I’m nervous
- This is a lot of information &
new acronyms, I’m confused
- I’m just going to stick around
the new members: intimidated
TEAM
STANDARDS
TM
PROCESSESWHAT
In this phase the person attends the ﬁrst LC touchpoint, such as a Local
Committee Meeti. They start getting into their routine as a member and get to
know who is in their LC & the environment.
ONBOARDING
Talent
Onboarding
None

| FIRST TEAM MEETING
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL AT THE END
I will have a better
understanding what will
happen in this area
Get to know each other, do a
bit of light team building
Excited to work with my
team more
I will feel connected and
included by my team
Get AIESEC email, create
EXPA account, take LDA,
add to any extra iCOMM
Anticipating ﬁrst
conference
Give a brief rundown of
the function & the next
month in this area/role
I feel like I am going to
learn a lot
Who am I working with?
THE CHALLENGES
- The old members seem bored
& not as engaged
- Whoa, EXPA is a lot to
understand, kinda confused
- I feel a bit overwhelmed,
there’s a lot to do/coming up.
TEAM
STANDARDS
TM
PROCESSESWHAT
In this phase the person attends their ﬁrst team meeting. It will be more
personal than numbers/goals oriented and give an overview of what their time
will look like in this area and role
ONBOARDING
Talent
Onboarding
Team
Creation

| FIRST TASKS
THE EXPLANATION
I will have some small
tasks to complete that
will prepare me
Help them connect with
their buddy & plan
something to do together
I feel like I understand
myself better
These tasks won’t be
overwhelming or too
time consuming
Have them take a
personality test &
understand what it means
I feel like I understand
the organization better
They should familiarize
themselves with the iCOMM
channels/platforms
I have the BEST buddy!
What do I do now?
THE CHALLENGES
- I need guidance & don’t know
how to do it by myself
- My buddy isn’t responding to
me, doesn’t seem engaged
- I forgot how to navigate EXPA
& our iCOMM Channels
TEAM
STANDARDS
TM
PROCESSES
WHAT
In this phase the person will receive small tasks to complete to prepare for the
ﬁrst conference and to prepare to starting performing. The tasks will be more
organizational things.
ONBOARDING
Talent
Onboarding
None

| FIRST O2O/TOUCHPOINT WITH TL
THE EXPLANATION
To get to know my TL
better & bond Get to know each other,
build a personal connection
“I feel personally invested
in by my TL.”
To know why I was
chosen for this role
Explain why they were
chosen for your team
“I feel trusted & listened
to by my TL.”
To give my expectations &
thoughts, to understand my
TL’s expectations of me
Understand the ﬁrst
impressions, answer any
Questions, set expectations
“I feel excited and
motivated to start & to
go to the conference.”
Who is my TL & how will I interact?
THE CHALLENGES
- I don’t have any time for this or
want to make time for it
- I don’t know why I need to do
this, what will happen
- My TL seems to just be checking of
a list & not invested in me during it
WHAT
TEAM
STANDARDS
TM
PROCESSES
In this phase the person will have an individual interaction with their TL to build
their relationship and trust. They will understand how they can interact
together.
ONBOARDING
Talent
Onboarding
Individual
Planning

| EXPERIENCE| OVERALLSUMMARY
This is the first conference the
member will attend. It can be
national or local.
“I attend my 1st Conference”
This is the first team day of the
department. When the entire
team gets together for the first
time to make it’s team plan and
team creation
“I attended my 1st Team Day”
This is their first PDP. When they
create their individual plans and
set their personal & professional
goals for their experience & how
it connects to their role.
“I have a PDP”
This is the education cycle, which
can be either a local education
cycle, national education cycle,
or both. It’s when the members
developing their education &
skills on how to do their
functional job.
“I am learning”
This is the first interaction with
an stakeholder as part of their JD.
It can be when they first call an
EP or an enabler to try to make a
sale, or when they first approach
an EP about to realize.
“My first interaction”
It is the first few months of
performing. It’s when they start get
into the routine and to practice their
job description. Usually when they
learn the most by failing and
achieving.
“I’ve been learning”
It´s when the National or Local
Rewards & Recognition system is
released to the members and they
get to engage with it.
“WOW, R&R was released”
It´s when for the first time they
don´t get to succeed on a task
and they feel like they failed.
“I failed for the 1st time”

| EXPERIENCING | OVERALL (continued)SUMMARY
This is the phase in which the
member get ownership because
he really start to work in its job
description, pushing the others
by its own actions and expecting
them to do the same.
“I have ownership”
This ﬁrst peak is the moment in
which the members start to face
problems with managing AIESEC
routine with its own routine;
“I have a lot to do”
In this phase the member is feeling
grateful for being part of the
experience and in general is very
proud of achieving the goals. At the
same time, the member is expecting
appreciation and recognition for
making a good job.
“I achieved my goal”
This is the moment in which the
member can understand and feel the
main gaps of AIESEC in the moment
of the experience; They can feel
really bad and really disconnected
with AIESEC if they don't see the
others helping them with XP
“I'm at PXP Month”
This is the moment that the
members value the most - it's not
only about ego it's about doing
the right thing for something you
believe or understanding that
they are good at something or
role model at something
“I Feel recognized”

| 1ST CONFERENCE | "I attended my 1st conference"EXPERIENCE
This is the ﬁrst conference the member will attend. It can
be national or local.
THE EXPLANATION
EXPECTATION AIESEC ROLE FEEL AT THE END
TO MEET NEW PEOPLE
TO BE PART OF
LEARNING SPACES
TO UNDERSTAND
AIESEC AND ENJOY
THE CHALLENGES
TO GET TO INTERACT WITH NEW
PEOPLE.
TO OPEN YOURSELF AND SHARE TO
A PLENARY
TO GET TO KNOW YOURSELF
WHAT TEAM STANDARDS TM PROCESSES
TO SHAPE THE
LC CULTURE
TO OFFER
LEARNING
SPACES
TO CONNECT
THEM TO
AIESEC
TEAM
CREATION
“ I FEEL CONNECTED
TO MY LC AND THE
ORGANIZATION”
“ I FEEL INSPIRED”
“ I FEEL ASTONISHED”
WHO ARE WE AND WHAT DO WE DO?

| 1ST TEAM DAYS | "I attended my 1st Team Days"EXPERIENCE
This is the ﬁrst team day of the department. When the
entire team gets together for the ﬁrst time to make it’s
team plan and team creation
THE EXPLANATION
TO BOND WITH THE
TEAM.
TO BE CLEAR ABOUT
THE NEXT STEPS
TO HAVE A TEAM GOAL
THE CHALLENGES
TO GET TO INTERACT AND BOND
YOUR NEW TEAM
TO OPEN YOURSELF AND SHARE TO
YOUR TEAM.
TO CREATE A TEAM IDENTITY AND A
TEAM PLAN.
TO BE
SUPPORTIVE
BUILDING:TEAM
CREATION
“ I FEEL THAT I BELONG
TO A TEAM”
AMBITIOUS
CLEAR
“WHO ARE WE WHAT ARE WE GOING TO DO?”
BUILDING:TEAM
PLAN

| 1ST PDP | "I have a Personal Development Plan"EXPERIENCE
This is their ﬁrst PDP. When they create their individual
plans and set their personal & professional goals for
their experience & how it connects to their role.
THE EXPLANATION
TO BOND WITH THE
TEAM.
TO BE CLEAR ABOUT
THE NEXT STEPS
TO HAVE A TEAM GOAL
THE CHALLENGES
TO CREATE A PERSONAL PLAN
TO IDENTIFY PERSONAL
EVOLUTIONS
TO CREATE A TEAM IDENTITY AND A
TEAM PLAN.
TO CLARIFY
THEIR ROLE
BUILDING:
INDIVIDUAL
PLAN
EMPOWERED
EXCITED WITH GOALS
CLEAR
“What is my individual goal?”
TO PROVIDE A
SELF
REFLECTION
TO SET
INDIVIDUAL
GOALS

| EDUCATIONAL CYCLE | "I am learning.”EXPERIENCE
This is the education cycle, which can be either a local
education cycle, national education cycle, or both. It’s
when the members developing their education & skills on
how to do their functional job.
THE EXPLANATION
TO LEARN HOW TO
WORK AND OPERATE.
TO LEARN AND GET
SOME SKILLS
TO DEVELOP
THEMSELVES.
THE CHALLENGES
TO PRACTICE NEW SKILLS
TO LEARN FUNCTIONALS
TO LEARN HOW TO MANAGE TIME &
ROUTINE
TO MAKE THEM
PRACTICE THEIR
JD
PERFORMING:
RESULTS
EVALUATION
READY TO START
CLEAR ON JD
EXCITED
“How do I operate?”
TO SUPPORT
ON THE
LEARNING
TO EVALUATE
THEIR
LEARNING
PERFORMING:
PERFORMANCE
TRACKING
PERFORMING:
SUPPORT
SYSTEM.
DEVELOP: NEC

| 1ST STAKEHOLDER INTERACTION | "My 1st interaction”EXPERIENCE
This is the first interaction with an stakeholder as part of
their JD. It can be when they first call an EP or an enabler to
try to make a sale, or when they first approach an EP about
to realize.
THE EXPLANATION
SUPPORT FROM TEAM
LEADER
PRESSURE OF SUCCEED
TO BE NERVOUS.
THE CHALLENGES
TO DEAL WITH CUSTOMERS
TO COMMUNICATE EFFICIENTLY
TO ACHIEVE A GOAL
TO GIVE
SUPPORT
PERFORMING:
RESULTS
EVALUATION
RESPONSABILITY
RELIEVED
AIMING FOR MORE
“How do I go about it? What if I fail?”
TO EMPOWER
THEM
TO SET
EXPECTATIONS
PERFORMING:
SUPPORT
SYSTEM.

| 1ST FAILURES | "I failed for the ﬁrst time.”EXPERIENCE
It´s when for the ﬁrst time they don´t get to succeed on a
task and they feel like they failed.
THE EXPLANATION
SUPPORT AND
FEEDBACK FROM
TEAM LEADER
TO GET SOME
DIRECTION
TO GET FEEDBACKS
THE CHALLENGES
TO DEAL WITH FAILURES
TO ACCEPT FEEDBACKS
LACK OF CONFIDENCE
TO GIVE
SUPPORT
PERFORMING:
RESULTS
EVALUATION
CLEAR ON MISTAKES
WILLING TO IMPROVE
“How can I improve myself?”
TO GIVE
FEEDBACKS
TO GIVE SOME
GUIDANCE
PERFORMING:
SUPPORT
SYSTEM.
PERFORMING:
PERFORMANCE
TRACKING
DEVELOP:
PERFORMANCE
MANAGEMENT

| R&R LAUNCH | "Wow! R&R was released!”EXPERIENCE
It´s when the National or Local Rewards & Recognition
system is released to the members and they get to engage
with it.
THE EXPLANATION
TO GET TO KNOW
WHAT’S THE REWARD
TO LOOK FOR HOW TO
WIN
TO GET CLARITY ON
WHAT IS THAT
THE CHALLENGES
UNDERSTAND WHAT IS THIS AND
ENGAGE WITH IT
TO LEARN WHAT TO DO AND HOW
TO BE A TEAM PLAYER
TO LOOK FOR SOLUTIONS
EXCITING
LAUNCH
PERFORMING:
RESULTS
EVALUATION
EXTREMELY EXCITED
WILLING TO WIN
“How do I win?”
CONTEMPLATE
ALL POSITIONS
ON THE R&R
TO FOLLOW UP
PERFORMING:
SUPPORT
SYSTEM.
PERFORMING:
PERFORMANCE
TRACKING
KEEP: REWARDS
& RECOGNITION

| PERFORMING: LEARNING PHASE | "I’ve been learning”EXPERIENCE
It is the ﬁrst few months of performing. It’s when they start
get into the routine and to practice their job description.
Usually when they learn the most by failing and achieving.
THE EXPLANATION
TO HAVE CLEAR
DIRECTION
TO HAVE A SUPPORT
TO BE ABLE TO
MANAGE ROUTINE
THE CHALLENGES
TO MANAGE TIME AND ROUTINE
TO BE IMPLEMENTER
TO OPERATE FUNCTIONS
TO SET
EXPECTATIONS
PERFORMING:
RESULTS
EVALUATION
EXTREMELY EXCITED
WILLING TO WIN
“How the routine look like and what can I gain out of it?”
TO OFFER AN
ON GOING
LEARNING
PERFORMING:
SUPPORT
SYSTEM.
PERFORMING:
PERFORMANCE
TRACKING
KEEP: REWARDS
& RECOGNITION

| GET OWNERSHIP | "I have ownership”EXPERIENCE
THE EXPLANATION
Effort from the other
members
Being rewarded for that
TL need to be a role
model for me
THE CHALLENGES
"Why the others are not working?"
"Why we don't have enough resources
to do whatever we want"
Time Management
Follow up with a
fair R&R System
“I feel proud, like I belong
in this team”
“I feel empowered
because of this
responsibility & trust”
“Why the others are not working as I am"
Team
Performance
Evaluation
Feedbacks and
Follow up
This is the phase in which the member get ownership because he really start to
work in its job description, pushing the others by its own actions and expecting
them to do the same.
PERFORMING:
RESULTS
EVALUATION
PERFORMING:
SUPPORT
SYSTEM.
PERFORMING:
PERFORMANCE
TRACKING
KEEP: REWARDS
& RECOGNITION

| PERFORMING: FIRST PEAK | "I have a lot to do!”EXPERIENCE
THE EXPLANATION
Everyone should be in
the same page that I am
(working a lot!)
I really expect AIESEC to
care about me and my
experience
THE CHALLENGES
Keep the engagement
Give results and achieve goals
Time management
Team Leader
focusing on
Performing Part
Stressed
Confused
“How to be efﬁcient and balance work-life"
Workshops, Leads
and Capacity
Building to help
Very clear
internal
communication
This ﬁrst peak is the moment in which the members start to face problems with
managing AIESEC routine with its own routine;
PERFORMING:
RESULTS
EVALUATION
PERFORMING:
SUPPORT
SYSTEM.
PERFORMING:
PERFORMANCE
TRACKING
KEEP: REWARDS
& RECOGNITION
It will worth it!

| PERFORMING: ACHIEVEMENTS | "I achieved my goal!”EXPERIENCE
THE EXPLANATION
To be appreciated by my
team
I have learned & can do
more
THE CHALLENGES
Don't think you are the best
Don't get lazy
Words of
Afﬁrmation (Team
Leader + LC
Members)
“I feel conﬁdent in my
abilities”
“I see that I’ve grown &
want to try more”
In this phase the member is feeling grateful for being part of the experience and
in general is very proud of achieving the goals. At the same time, the member is
expecting appreciation and recognition for making a good job.
“Am I good? What are my possibilities in the organization?
Clear support
ssytem and visible
tool/reports
“I am proud of myself”
PERFORMING:
SUPPORT
SYSTEM.
PERFORMING:
PERFORMANCE
TRACKING

| RECOGNITIONS | “I feel recognized”EXPERIENCE
THE EXPLANATION
To be appreciated &
empowered
To have it communicated
with the LC
To celebrate!
THE CHALLENGES
“I feel awkward receiving recognitions
in front of other people”
“I’m working just as hard but I’m not
hitting my goals or being recognized”
“Cool, I hit my goals, now I can relax a
bit and take it easy”
Reward &
Showcase
members
Results Elevation:
team incentive
system
“I’m proud & feel my
contributions”
“I want to apply to
another role”
“What are the different criteria to reward/recognize?”
Have clear
measures &
rewards for each
Empower other
members to hit
their goals too
Support System:
feedback
Perf.Tracking:
accountability system,
meetings
KEEP: Rewards &
Recognition
This is the moment that the members value the most - it's not only about ego it's
about doing the right thing for something you believe or understanding that
they are good at something or role model at something

| PERFORMING: PXP MONTH | “I am at PXP month”EXPERIENCE
THE EXPLANATION
Being appreciated
because of the job
Help and Support from
the LC members
The experiences to be
very nice
THE CHALLENGES
Member feel overloaded
Discussions and Stormings
Deliver the peak
Reward and
Showcase
“Refreshed because new
vps are coming”
“My contribution was good
am i'm happy”
“Why AIESEC is not working at it should be?”
Start bring the
idea of being
team leader
Empower the
members
This is the moment in which the member can understand and feel the main gaps of
AIESEC in the moment of the experience; They can feel really bad and really
disconnected with AIESEC if they don't see the others helping them with XP
PERFORMING:
RESULTS
EVALUATION
PERFORMING:
SUPPORT
SYSTEM.
PERFORMING:
PERFORMANCE
TRACKING
KEEP: REWARDS
& RECOGNITION
I am a bit frustrated with
the LC
KEEP: REWARDS
& RECOGNITION
Strategies for
Experiencing

| ADVANCING | OVERALLSUMMARY
This is the first
moment in which
people get to know
about the various
opportunities that
AIESEC provides in
terms of positions they
could pursue.
INFORMING
In this phase the
person needs to
understand more
about the roles and to
get the motivation to
apply.
NURTURING
After understanding
why they would like to
apply and what roles
entail, the member now
needs to start working
on himself/herself and
his knowledge to get
ready for applying.
PREPARING
This is the phase in
which the application
is released and the
members finally take
action to advance to
the next role.
APPLYING
Before moving on to their
next steps, members need
to close the experience
with their current teams.
TEAM DEBRIEF
The rest of this journey
starts up in TL
recruitment! Enjoy!
TL RECRUITING
This is the phase in which
learnings, knowledge, tools and
documents need to be
effectively passed to the next
team. It should include the entire
team, not just the TL.
PREPARING
TRANSITION
This is the moment in which
the member closes &
reflects on their current
experience on a personal
level, guided by their team
leader.
INDIVIDUAL
DEBRIEF

| INFORMINGADVANCING
This is the ﬁrst moment in which people get to know about the various
opportunities that AIESEC provides in terms of positions they could
pursue.
THE EXPLANATION
Receiving information
about the other
possible roles
Having an individual talk
TL-TM presenting the
different options
Confused
Helping the member to
connect their possible
next steps with their life
goals
Intrigued
Reﬂective
What are the possibilities in AIESEC?
THE CHALLENGES
- Starting to link AIESEC career
with life goals
- Understanding the various
roles
WHAT
TEAM
STANDARDS
TM
PROCESSES
KEEP:
Succession
PERFORMING:
Support System

| NURTURINGADVANCING
In this phase the person needs to understand more about the roles and
to get the motivation to apply.
THE EXPLANATION
Hearing about other
people’s experiences
A bit scared
Understanding how to
connect AIESEC and
personal aspiration in life
Challenged
Receiving clear
informations
Willing to experience
Why should I do this?
THE CHALLENGES
- Get inspired
- Understanding personal why
- Understanding how to ﬁt a
next role in AIESEC in my life
TEAM
STANDARDS
TM
PROCESSES
WHAT
KEEP:
Succession
Facilitate spaces in LCm to:
● Share personal experiences
● Have group discussions
about AIESEC career paths
● Showcasing impact
PERFORMING:
Support System
Individual nurturing in O2Os to:
● Connect life goals and AIESEC
● Delegate some TL tasks
Through local iComm:
● Show inspirational material
● Clarify the JDs available

| PREPARINGADVANCING
After understanding why they would like to apply and what roles entail,
the member now needs to start working on himself/herself and his
knowledge to get ready for applying.
THE EXPLANATION
Receive tailored
guidance by the TL
Incorporating skills
required in the aspired
role in the PDP
Supported
Providing clear timeline Determined
Empowered
How can I prepare before applying?
THE CHALLENGES
- Acquiring missing knowledge
and skills
WHAT
TEAM
STANDARDS
TM
PROCESSES
KEEP:
Succession
Feel challenged
Facilitating common
skills and knowledge
development spaces for
all the applicants

| APPLYINGADVANCING
This is the phase in which the application is released and the members
ﬁnally take action to advance to the next role.
THE EXPLANATION
Receive clear
instructions Release a clear
application
Satisﬁed
Provide a fair and
challenging process
Stressed
Excited
How does the process work?
THE CHALLENGES
- Creating a good application
WHAT
TEAM
STANDARDS
TM
PROCESSES
KEEP:
Succession
Be treated fairly
Provide feedbacks and
being open to questions
- Consolidating previous
knowledge
Be challenged by the
application
- Facing their own fears and ego
by applying for a next role

| TEAM DEBRIEFADVANCING
Before moving on to their next steps, members need to close the
experience with their current teams.
THE EXPLANATION
Close the experience
with the team Providing a final team
meeting
Reflective
Review the team
development Satisfied
More aware of the whole
journey
How did we grow as a team? What did we achieve together? What can be improved?
THE CHALLENGES
- Reflecting on the whole
experience
WHAT
TEAM
STANDARDS
TM
PROCESSES
CLOSING:
Team Debrief
Connect all the dots
Provide final feedbacks
- Finding improvement points to
take forward
Be listened to
Report on results

| INDIVIDUAL DEBRIEFADVANCING
This is the moment in which the member closes & reflects on their current
experience on a personal level, guided by their team leader.
THE EXPLANATION
Review the personal
journey Provide a final O2O and
review the PDP
Proud or Aware of the
improvement points
Highlight achievements
in the development and
provide feedbacks
Willing to develop more
Emotional
How did I develop during all this time?
THE CHALLENGES
- Evaluating and reflecting on
the personal experience
WHAT
TEAM
STANDARDS
TM
PROCESSES
Receive positive and
negative feedbacks from
the Team Leader about
personal development
Take the final LDA
- Understanding how to improve
in the future
Have a honest talk
CLOSING:
Individual
Debrief

| PREPARING TRANSITIONADVANCING
This is the phase in which learnings, knowledge, tools and documents
need to be effectively passed to the next team. It should include the
entire team, not just the TL.
THE EXPLANATION
Simplicity and
effectiveness in passing
knowledge
Make the TL elected
attend the transition
meeting with the current
team
Fulﬁlled
Deliver clear and simple
guidelines on how to
execute the transition
Closure
Grateful
How can all this knowledge not get lost?
THE CHALLENGES
- Passing the most important
pieces of knowledge
WHAT
TEAM
STANDARDS
TM
PROCESSES
Be listened to
Create a booklet to
consolidate the transition
- Being effective in reporting the
information
CLOSING:
Transition

WHAT
TM PROCESS
&TS
HOW WE
ARE DELIVERING IT WHEN
WHO
DELIVERS
To know what AIESEC
does and how
GET: Talent Attraction &
Selection
Not proper expectation setting
during Selection Process.
VP TM FIrst Month of the
Semester
To get a wider
perspective on the job
description.
Selection
We only do it once the members are
in the organization and after being
allocated in the 1st Team Meeting
and Team Building
Respective TLs Building Phase: 1st
Month.
To know how will
AIESEC help them in
self development
Selection
We are doing it only throughout
the First O2O and the Initial PDP.
Respective TLs Building Phase: 1st
Month.
To feel connected to
the organization's
values.
Selection
Selection & Building & First Local
Conferences
VP TM Building Phase: 1st
Month.
How can AIESEC
contribute for their
career orientation
Selection
Selection & Building & First Local
Conferences & First PDP
VP TM & TLs Building Phase: 1st
Month.

WHAT
TM PROCESS
& TS
HOW WE
WHO
DELIVERS
3 - Meet new
people
Onboarding /
Building
National and regional
conferences, LC Meetings
EB, TLs First month
2 - Get to know
more the people
from the LC
Onboarding /
Building
LC Meetings, Portfolio
meetings
EB, TLs First month
4 - Know about my
work
Onboarding &
Develop /
Performing
Portfolio meetings,
Conferences
VP, TLs
First month and
ongoing
1 - Personal &
Professional
Development
LC Meetings, Portfolio
meetings, External events,
1on1’s, Conferences, Lead
spaces
MC, EB, TLs
First month and
then once in a
month
Onboarding &
Develop / Building
& Performing

WHAT
TM PROCESS
& TS
HOW WE
WHO
DELIVERS
To develop skills &
personal growth (ex:
communication &
conﬁdence)
PDP,
Capacity Building
NEC, LEC
We are not focusing this in
PDPs or O2Os, not connecting
to performance. Incorporate in
NEC/LEC & Capacity Building
Their Team Leader in
O2O or capacity
building space or make
connection to oper.s
1-2x per month
To feel challenged in
my role & to
contribute to our
goal
R&R
Perf Mgmt
Result Elevation
We are not recognizing
contributions & the challenges
gone through to get there
Their Team Leader or
EB
Monthly, weekly
AD HOC (O2Os,
LCM, FTM, etc.)
To receive
recognition for my
contributions
R&R
Performance track
We are recognizing big
achievements, but not progress
Their team leader or
EB
Min: monthly in
O2Os & PDPs
To have international
connection w/peop
Perform Mgmt??
We are not showing that this
happens in operations & in
further succession areas
TL can help facilitate?
Daily/weekly in
operations
To always learn
something new
NEC, LEC
Capacity Building
Support System
We have NECs mainly, but
sometimes not best delivery,
LEC needs some work
TL or EB (can be a designed
space or a realization of what
they learned through their
work
Monthly

WHAT
HOW WE
WHO
DELIVERS
To receive skill
training & tips B4
starting (esp. Time
mgmt)
Succession
Capacity Building
Onboarding
We are lacking in transition &
succession delivery, could also
be included in capacity building
spaces & onboarding
Direct TL, predecessor
First pre-month
Before starting
experience/role
To have new
challenges &
opportunities to
improve
Perf. Mgmt
Succession
Maybe we aren’t showcasing the
opportunities as much, or
explaining the challenges &
beneﬁts of them on the person
Direct TL, EB
2nd to last month
(Succession
timeframe)
To be clear on
responsibilities,
tasks, & time (JD)
Talent Attraction
Sometime hide the truth or
expectations in fear of scaring
people
EB current
2nd to last month
Succession
timeframe
To teach others
what I’ve learned
NEC, LEC
Succession
Transition
Mainly just MC or current EB
teaching, not members teaching
each other
TL facilitates & plans
Monthly
ongoing
To be clear on
personal prep
needed B4 starting
Succession
Transition
Onboarding
Predecessor will deliver basic
transition but not how they can
personally prepare their life & PDP
Predecessor
First pre-month
-Transition
TM PROCESS
& TS

TEAM LEADERS
INSIGHTS FOR SUMMIT

WHAT
TM PROCESS
&TS
HOW WE
ARE DELIVERING IT
WHEN
WHO
DELIVERS
To know how to work on
the problems that existed
before.
Closing:
Transition
Through Team Standard of Transition
but not necessarily this is being
covered up
VPs and TLs Last Month of
Semester
How to actively contribute
to the future of the LC in
terms of the culture
Develop: TL
Capacity building
Through Team Standard of Transition
but not necessarily this is being
covered up.
VPs and TLs Right after being
selected as TLs
To get a better idea about
the roles I can take up other
than the TL role!
TS: O2O & PDPs Through O2Os and PDPs, but not
necessarily being completely covered
up.
VPs and TLs Throughout the
semester
To learn and understand
MC roles and their plans
for LC and commission
Develop: NEC National Conferences and NEC maybe MCs and VPs Throughout the
semester
To learn soft skills on how
to manage diverse
members behaviours
TL Capacity
Building
Closing: Transitions & NEC if
happening!
MCs and VPs Throughout the
semester

WHAT
TM PROCESS
& TS
HOW WE
WHO
DELIVERS
2 - Know what
happened in the
past in the portfolio
Onboarding /
Closing
Portfolio meeting, Transition
meeting
VP and former TLs
Right before the
term starts
3 - Functional
Knowledge
Onboarding /
Building &
Performing &
Closing
Portfolio meeting,
Conferences, Transition
meeting, MC training materials
MC, VP and former TLs
First month and
then ongoing
5 - Team rules and
expectations
Onboarding /
Building
Portfolio meetings VP
First week of the
term
1 - How to do Team
Management
Onboarding /
Performing &
Closing
TL meetings, Transition
meetings
VP, VP TM and former
TLs
First weeks of the
term
4 - Learn about
tools and materials
Onboarding /
Closing
Portfolio meeting, MC training
materials, Transition meeting
MC, VP and former TLs
Right before the
term starts
6 - AIESEC General
Onboarding /
Building
Conferences, LC Meetings, TL
meetings, Portfolio meetings
MC and EB
First weeks of the
term

WHAT
HOW WE
WHO
DELIVERS
Personal Dev. &
understand/clarity
on what skills to
focus on (in PDP)
TL Capacity
Building
PDP
PDP is not taken seriously or it’s
checked in on infrequently
Direct TL with support
of VPTM
2x per month
(duirng PDP O2O &
mid-check)
Focus on synergy
development with
VP, EB, members
Performance
Mgmt
….
Some don’t know what a synergy
is, some don’t know how to plan,
some how to dev.
EB together
Ongoing & month
review
Receiving regular
feedback
Performance
Mgmt
Feedback only in structured
spaces, not trained how to give
TL can facilitate & push
for, but everybdy
Ongoing monthly
Connect with org &
their WHY in the
org as a TL
PDP
Perf Mgmt
Focus on their why at beginning of
experience, don’t really check in or
use for motivation pushes
Direct TL/VP monthly
Clear & consistent
communication on
all levels (LC &MC)
Performing
Last minute communication, unclear
to other areas (what seems clear to
one, not clear to other function or
level- hurst synergy
Everybody, EB
facilitates
Align first week.
Ongoing weekly.
Receive education
& content in a
simplified place
NEC, LEC
Education is all over the place &
there is too much of it at once
Direct tl, eb, mc Align in first week
TM PROCESS
& TS

WHAT
HOW WE
WHO
DELIVERS
Knowledge about
skills needed (& what
to learn from it)
Succession,
Transition
PDP, debrief??
MC guiding materials, AIESEC
Hubs, Individual meetings
VP and MC
Heavily on the
ﬁrst weeks and
then ongoing
Clarity on role/JD &
what’s different from
current position
Succession
Transition
Talent Attraction
First meeting between VP and
TL - expectation setting,
Transition meeting
VP
Last/First months
(transition)
How they can
challenge & develop
themselves in role
PDP
Perf. Mgmt
Capacity Building
Setting goals in the beginning of
the experience and pushing
them into leadership positions
VP Ongoing monthly
Understand what
could be next steps &
what it takes
PDP
Succession
Application packages, deﬁned
JDs, showcasing leadership
positions
VP, EB, MC
Ongoing but
mostly in the last
2 months of the
term
Receive feedback &
help in improving
Support System
Perf. Mgmt
Capacity Building
Portfolio meetings, Individual
meetings
VP and fellow TLs
Ongoing monthly
& during
performance
One place for helpful
resources & support
NEC
Transition/Succes
sion
AIESEC Hubs, Internal
Communication groups
EB and MC
First week
alignment
TM PROCESS
& TS

Thank
You
STEERING TEAM 1920
TALENT MANAGEMENT

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