GLOBAL COMPETENCY MODEL (GCM)

WHAT is it?

WHY use a competency model?

HOW do we use it?

COMPETENCY

A characteristic and measurable pattern of behaviours, knowledge and skill that contributes to superior job performance. Or more simply put, a competency describes the behaviour or actions that can be seen when a job is being done well.

WHAT?

COMPETENCIES IN AIESEC

The essential behaviors which people develop at each stage of the AIESEC experience and in different roles within the AIESEC experiences for their personal development and AIESEC’s success to become the change agents that we wish our people to be.

WHAT ?

GLOBAL COMPETENCY MODELThe competencies placed in AIESEC Competency Model are the reflection of people we want to have in our organization: change agents. The Global Competency Model (GCM) is a set of 5 competencies that we want to develop in our members. These competencies can be described in 4 level (foundation, knowledgeable, proficient, advanced).

WHAT ?

WHY?

1. Personal development: Gives structure and professional tool for personal development

2. Organizational Common language: Everyone speaks and understands common language when it comes to personal development and organizational values/people characteristics.

3. Organizational vision fulfillment: So we can become the change agents we want to see in the world

REASONS FOR USING A COMPETENCY MODEL WITHIN AIESEC:

YOUR BENEFITS WHEN USING THE COMPETENCY MODEL

1. You know your strengths & weaknesses better (self evaluation and 360° feedback)

2. You see a clear progress in your development3. You can wisely plan your further development4. You know which next activities to take in

AIESEC

WHY ?

HOW

StructureThink about the Parthenon of Ancient Greece.

It is a building that has survived the test of time to become one of, if not the, most recognized structure in the world. It has lasted the test of time for several reasons – strong foundations which support solid pillars which hold up the roof. Without them, the roof could never have stood for the length of time that it has.

Likewise AIESEC can be viewed in a similar. We have a foundation which has remained fairly stable during the 60 years of existence and we have an overall dream of what we want to achieve – Peace and fulfillment of humankind's potential. What for has been needed to evolve is the pillars which connect and support the foundation and the roof.

GCM STRUCTURE

Our Platform

Our Development

Our Goal

Our Vision

Our Platform

Our organization is an INTERNATIONAL PLATFORM for young people to explore and develop their leadership potential to provide positive impact on society. Using this platform, our members develop 5 competencies that helps them with their personal growth.

International platform for young people to explore and develop their leadership potential to provide impact on

society

Our Development

• We are an international platform, which due to its history and scope provides the ability to think worldwide, therefore develops Global Mindset.

Our Development

• We are focused on activating leadership, and we see the need of driving change through a new generation of leaders with an innovative and Entrepreneurial Outlook.

• We want to make a positive impact in society and evoke long-term change by demonstrating Social Responsibility.

Our Development• We are young people, who are growing up while creating networks and authentic relationships with each other, becoming more open, respectful, and therefore building our Emotional Intelligence.

• We explore and develop our own abilities through Proactive Learning and therefore unlock potential of ourselves and others.

Structure

Takes an active interest in, and constantly increases awareness about, other cultures and world affairs by seeking information, opinions, and ideas from diverse sources;

Seeks to enlarge personal & professional network by interacting with people of diverse cultures and backgrounds;

Works effectively with individuals of diverse cultures, styles and abilities, capitalizing on their insights and ideas;

Shows openness and flexibility towards differences in opinion, and challenges own opinion;

Demonstrates ability to adapt and adjusts to new situations/ places/ people.

Scans their environment, looking out for challenges and opportunities, and ways to capitalize on them;

Comes up with innovative ideas/ solutions/ approaches in order to increase performance (of self/others/organization);

Achieves results by managing resources (material and personal), processes and risks effectively;

Works to achieve goal in spite of barriers or difficulties; actively works to overcome obstacles by changing strategies, increasing efforts, using multiple approaches, etc.

Builds on interpersonal relations to engage and build ownership from others towards achievement of common goals.

Takes decisions keeping in mind the long-term consequences of present actions;

Identifies and acts keeping in mind the bigger picture and how different factors interconnect and relate to each other;

Demonstrates personal commitment for tasks and deliverables, and inspires others to take action/responsibility;

Looks for and implements innovative solutions to address societal needs and issues;

Accepts responsibility for outcomes (positive or negative) of one's work.

Shows ability to empathize and sense others' feelings and perspectives (“put himself/herself in other’s shoes”);

Actively listens to others; correctly interprets messages and responds appropriately;

Communicates about own feelings and emotions and takes responsibility to manage them;

Demonstrates consistency in speech, responses and actions (“walk your own talk”);

Establishes good interpersonal relationships by helping people feel valued, appreciated, supported and involved.

Is aware of his/ her own strengths and capitalizes on these in various activities;

Seeks and uses feedback and other sources of information to identify appropriate areas for own development, and sets development goals to work on these areas;

Puts acquired knowledge, understanding, or skill to practical use in daily activities; furthers learning through trial and error;

Facilitates development of others by helping them to identify their strengths, and opportunities to capitalize on them;

Works with individuals to identify areas for development, understand need for improvement, and set specific development goals.

Our Goal

The 5 competencies that are developed within our members who complete unique AIESEC eXPeriences make them to become Change Agents.

Agents of Positive Change

Young People

@XP

Change Agents

Input Process Output

Competencies’ Development

Based on GCM Description

Our Vision

While becoming Change Agents, our members can create positive impact on society and realize our dream of Peace and Fulfillment of Humankind’s Potential.

Therefore, our GCM helps us to fulfillour global vision!

Peace and Fulfillmentof Humankind’s

Potential

GCM FOR PERSONAL DEVELOPMENT

GCM FOR PERSONAL DEVELOPMENT

@XP describes the PROCESS, GCM describes the final RESULT of this process and guides your development while you are going through this process.

You @XP

Change Agent

You joined AIESEC

You got new

eXPerience

You became Change Agentwhile getting new eXPerience

You developed special competencies

HOW ?AIESEC XP PROCESSES CAN BE :

TM processes:1. Member education

cycle:all competencies based

skilltrainings will lead to

developlevels of competencies2. Performance Appraisaland Competency

Assessment:Manual assessment andsystem assessment (myaiesec.net)

Other activities:1. Job description

making2. Personal developmenttalks: between VPs andmembers3. LCM: promote about

GCM4. National conferences

COMPETENCY ASSESSMENT TOOL

This 5 competencies determinate you as a Change Agent. Each competency has behaviors that represent it and each behavior can be observed and measured with the help of a Competency Assessment Tool.( myaiesec.net My experience My competencies)

You need to go through:1. Self assessment2. 360 contributor: invite others to do the

assessment for you from their perspectives.