Tm commission meeting

welcome to tm commission meeting!!!

SO MANY OF THE EXPERIENCES WE ARE DELIVERING ARE TMP AND TLP.

TEAM MEMBER PROGRAM AND TEAM LEADER PROGRAM PARTICIPANTS ARE OUR CUSTOMERS TOO,

BECAUSE THEY ARE PART OF THE MEASURES OF SUCCESS FOR AIESEC 2015.

NOT ONLY THAT.

THESE TMP AND TLPs ARE RESPONSIBLE TO DELIVER THE MOS SO THEY ARE ALSO OUR

EMPLOYEES. THIS IS WHY IT IS SO IMPORTANT TO HAVE HIGH QUALITY.

HIGH QUALITY EXPERIENCES ARE CREATED THROUGH LINKING INDIVIDUAL AND

ORGANISATIONAL NEEDS

INDIVIDUAL NEEDS

ORGANISATIONAL NEEDS

AIESEC DOES THIS THROUGH CREATING STRONG TEAM EXPERIENCES.

INDIVIDUAL NEEDS

ORGANISATIONAL NEEDS

TEAM EXPERIENCES

TEAM STANDARDS

TEAM SATISFACTION

HIGH QUALITY TEAM EXPERIENCES ARE CREATED THROUGH IMPLEMENTING,

DEVELOPING AND MEASURING THESE TWO CONCEPTS:

key priorities from last month.

!Recruitment

talent review

life-long connection

life-long connection

Transition

igcdp allocation

operational training

so what is the progress?

!Recruitment

talent review

life-long connection

life-long connection

Transition

igcdp allocation

operational training

Recruitment

1. Conduct a HR survey to see who wishes to leave AIESEC and who re-allocated through:

a) Goal Setting b) Monthly Survey c) Ask EB/ TLPs to fill in tracker

2. Review Talent Planning documents and start to plan your next recruitment.

Think of the following key questions: 1. How will you prepare your members, managers, directors and VPs to leave

AIESEC. 2. How will you ensure you have a good alumni system? 3. How will you ensure that the people leaving the organisation can fulfil the

LLC principles. !Actions: 1. Engage with learning partners to start updating members who are

graduating/ leaving AIESEC about potential job opportunity 2. Create LLC learning and development track - training members on how to sit

an interview, communicate their AIESEC experience, personal goal setting, mentoring etc.

Life-Long Connection

Talent Review is due on the 14th of April Don’t forget!

!Please start to plan your Talent Review and ask OCPs, Managers, Directors and Vice Presidents to schedule their coaching chats etc. !

Don’t miss the deadline!

Prepare for talent review

transition

My predecessor

didn’t transition me properly

I started from zero.

Most of the problems I faced during my term is

because of transition

iGCDP Allocation Tracking

OKAY, BUT IT’S NOT INDUCTION TIME NOW BRO…

TO DO: !1. Look over Operational Induction - do all my members have this knowledge? 2. Schedule time in EBM, ask VPs, Directors and managers to assess their member’s

knowledge. 3. Or send membership survey asking members questions related to knowledge or if

they can successfully complete those tasks. 4. Prepare for your next operational induction - eg. create an induction revolution etc.

key priorities for this month.

!Recruitment

talent review

life-long connection

life-long connection

Transition

igcdp allocation

operational training

team standards

TEAM STANDARDS T

TEAM The team is one of the more common aspects of the AIESEC experience that people don’t recognise as powerful or something to be tracked key elements of the team include: • 3 members for more than 2

months • team identity

• team purpose/ambition • team values

key activities of the team include: • team meeting (weekly) • monthly review (monthly) • team days (quarterly)

• quarterly review • planning/re-planning • team building

• team building (on demand)

TEAM STANDARDS

PLAN the plan provides direction for the team and individual experience and ensures the implementation of the team ambition and purpose. key elements of the plan include: • members feel ownership of

goals and strategies • individual action plan

(synergies) • clear goals and deadlines key activities of the plan include: • planning/ re-planning

(semester) • quarter review (quarterly)

TEAM STANDARDS

JOB DESCRIPTION the jd demonstrates the individual contribution of each team member. it allows one to connect with the team purpose and implement the team plan. key elements of the jd include: • role and responsibilities • duration • mos • competencies

• required • development

key activities of the jd include: • quarter review (quarterly)

TEAM STANDARDS

TRAINING training is the next key step in the process to ensure that the people of our organisation can fulfil their jd. it’s important to remember that people learn from doing. key elements of the jd include: • educational cycle

• knowledge (organisational and functional skills)

• attitude • based on jd key activities of the jd include: • transition (start of term) • planning (each semester) • conference • outsource!

ABC

TEAM STANDARDS

TRACKING AND COACHING tracking and coaching can be spilt into two elements. tracking is about ensuring implementation. coaching is about ensuring improvement of the individual’s ability to fulfil their jd. key elements of tracking include: • based on the plan (goals) • based on the jd key activities of tracking include: • team meeting (weekly)

• general points (needs of all the team)

• individual meeting (weekly) • done/not done • clear priorities for not done

• virtual channels • adapt to the person

Plan Track Coach Goal

TEAM STANDARDS

COACHING tracking and coaching can be spilt into two elements. coaching is about ensuring improvement of the individual’s ability to fulfil their jd. key elements of coaching include: • based on the plan (goals) • based on the jd (MOS) • focus on performance • connect development with

performance • topics: professional, team,

personal key activities of coaching include: • team meeting (quarterly)

• consider having externals • individual meeting (monthly)

• clear next steps

CURRENT FUTUREGAP

TEAM STANDARDS

EVALUATION & REFLECTION evaluation and reflection enables individuals to experience the inner journey of leadership as supported by the team experience/team leader. evaluation enables learning from doing and reflection should include value generation and reinvention. key elements of coaching include: • performance and organisational

contribution to mos • development of competencies key activities of coaching include: • tracking

• individual meeting (monthly) • feedback

• coaching meeting (monthly) • team days (quarterly)

• rewards and recognition (monthly)

zzz. . .

!

there’s more ;P

wait

NPS HAS BEEN REFRESHED FOR TMP-TLP FOR SOME KEY ANALYSIS!

THE NPS SURVEY

KEY FUNCTIONS:!

- The survey will allow us to connect nps score of a member (who is an ep/tn manager) and his/her ep !

- The survey draws a connection between nps score of member and performance of member !

- The survey senses whether a member wants to take up a new experience or not

TEAM SATISFACTION

NET PROMOTER SCORE net promoter score is updated to ensure that we are calculating, learning and adapting our tmp-top programs to develop leadership and create ore promoters for aiesec. key issues tmp-top bps will measure are: • team experience • learning and development • personal development • professional development • support from aiesec • clarity on vision and values

but how to track. . ?

Submit to mcvptm April 21

omgosh. . .

tmpbecause

are our customers

employeesbut also our

WE MUST LOOK AFTER THEM :)

tools for you <3

1. Transition Wiki 2. TM Wiki 3. Open Learning

open learning

open learning

1. register 2. email me 3. start participating in courses and get your successor involved!

FIRST COURSE LAUNCHED ON

MONDAY!!

DON’T FORGET ABOUT TALENT REVIEW OKAAAAY?