LCP 2015 Application Adrián Rebolledo VP iGCDP

A I E S E C E N T A B A S C O presenta

www.aiesec.org.mx

Team Leader

Mexico City, 24th September 2014.

To the plenary of AIESEC in Mexico.

By this letter I would like to endorse Adrián Rebolledo on his application for LCP of

AIESEC in Tabasco for the term 2015.

I believe Adrián is a very hard working individual that not only establishes high

goals, but accomplish them. Throughout his term as VP he showed me that impossible is

nothing and that if you really work on something you like you can achieve very high.

He started as a TMP about more than a year ago, later on he became OCP in his LC.

He was part of one of the biggest growth I have seen in an LC for iGCDP. Throught 2014 he

runned the social incoming programme in his local office and he managed his team correctly

and achieved most of his goals. He is a very person- oriented human being that always tries

to develop the most out of people on his team.

His previous experience as LCVP of iGCDP for sure gives a great understanding of

AIESEC operations and will be an strong asset during his activities as an LCP.

I strongly support his candidacy for this position and believe he will do an amazing

job and will achieve all of his goals.

Good luck Adrián.

Juan José Pérez Siete Colin

MCVP iGCDP 13.14

www.aiesec.org.mx

Team Member September 23th of 2014, Villahermosa, Tabasco, Mexico

Whom it may concern.

I Cecilia Hernández Ruiz, team member of IGCDP whose leader is

Adrián Rebolledo Bolón, I am pleased to recommend him as a person

hardworking, passionate , empathic, completely dedicated to his work,

creative and honest .

As his team member I can say that thanks to the remarkable work

that he made in our area it is the core area with more exchanges in the

LC. He implemented projects like Women empowerment and others,

looking always the good of others.

On the other hand he has been a distinguished member in the

committee since his beginning en AIESEC, He has met his goals and

overpass.

For everything above, I extend this to the applicant's request for the

agreed purposes, also the last months as leader of iGCDP area has had

an outstanding performance, and has proven to be a responsible,

proactive and very committed.

Sincerely

Cecilia Hernández Ruiz

OCP Women Empowerment (Social Star Up in AIESEC Tabasco)

AIESEC Tabasco

Movile: +52 (993) 1363924

E mail: cecilia.ruiz @aiesec.net

Skype: ceciliahruiz

GENERAL QUESTIONNAIRE

1. Personal Data:

Full Name Adrián Rebolledo Bolón

Current Position in AIESEC VP iGCDP 2014

Cell Phone +52 1 9932210922

AIESEC Email Adrian.rebolledob@aiesec.net

Skype Adrianrb1502@hotmail.com

Date You Joined AIESEC (Mo/Yr) August, 2013

University Universidad Autónoma de Guadalajara Campus

Tabasco

Major International Business

Actual / Expected Graduation Date December 2015

Relevant Academic Courses Taken -NLP Course

-Research Methodology Course

A. Me and My Experience:

2. Please list all relevant work experiences (inside and outside of AIESEC).

3. Please fill the languages table selecting one of the following levels for each

competence (Basic, Good, Excellent, and Native).

Dates Organization Position Results Achieved

January

2013 – July

2104

Angeles

Accessories

President -Position the mark in a microenvironment in

my state

-Sponsorship several runways in the city.

-Create new and attractive design of

imitation jewelry.

-Create an effective distribution channel

(Online distribution of the product)

January

2014 to

date

AIESEC en

Tabasco

VP iGCDP

2014

-Manage the biggest area in my LC.(14

members)

-Be the committee that raises more TNs in the

first semester in AIESEC Mexico.

-Develop and run a local project successfully

on the first semester and do it again the

second semester.

-Create an agenda and implement an

IPS.(Running for first time in AIESEC Tabasco

History)

-Open the AD, ER, Intern Auditor department

in the iGCDP area for first time in AIESEC

Tabasco

-Growth more than 350% from the last year

-28 Realization in the year

-Growth from small cluster to big cluster

nationally

-Develop a measurable method that allow us

see the impact of local projects

-AIESEC Tabasco runs the project “Impacting

Summer Camp” itself.

August

2013 to

December

2014

AIESEC en

Tabasco

Matching

and

Migration

Coordinator

The area doesn’t have any penalty for the

auditory process and all the process inside

and outside of Myaiesec was completed

successfully (Process of 8 Trainees)

Language Writing Reading Speaking

Spanish Native Native Native

English Good Excellent Excellent

Other: French Basic Good Basic

4. Please list the 3 more relevant experiences that you have lived in AIESEC.

1. LCVP iGCDP in AIESEC Tabasco

2. NST Local Initiative in AIESEC Mexico

3. Matching and Migration coordinator of iGCDP in AIESEC in Tabasco

5. Rank two main areas in AIESEC where you have had the most experience. Briefly list your

experiences and results achieved and describe how these experiences will help you accomplish your

goals during your term. (200 words maximum)

IGCDP.

Experiences

VP iGCDP

Coordinate all the processes of the different

subareas in the area.

NST Local Initiatives

Develop a methodological process about how

to develop and measure a social project and

in the same way coaching local committees

about Social Star Up.

Results Achieved

Manage the biggest area in my

LC.(14 members)

Be the committee that raises more

TNs in the first Semester

AIESEC Tabasco runs the project

“Impacting Summer Camp” itself.

Develop and run a local project

successfully and running again in

the second semester.

Run the first IPS in the committee

Open the AD, ER and Intern

Auditor department in the iGCDP

area in my LC.

Develop a measurable method

that allow us see the impact of

local projects

28 Realization in the year

Growth from small cluster to big

cluster nationally

I strong believe that iGCDP is the area that represents the tangible product in our local reality because

when the LC can meet and work with the trainees is when we can implement directly the values of

AIESEC. Finally the area have a stretch relationship with all the back office areas with the purpose to

deliver an amazing experience to our external and internal clients.

6. In maximum 100 words, please name your greatest challenge that you faced during your AIESEC

experience. What was the challenge, how did you overcome it and what have you learned from this?

(100 words maximum)

I considered myself as a persevering person and I believe that AIESEC make me improve it because

the moment when you have to manage and empower a team of around 14 people and always have

the best attitude (be patient, polite and have the time for everyone’s) is something unbelievable and

there is a moment when you have to take the energy and attitude of nowhere and it’s on this moment

when you really understand what really it is a leader. In the same way I have to organize better my

time with my priorities from the same reason.

1. How much time per day will you be able to invest on AIESEC during your LCP Term? Please consider

your activities as school, work, etc.

10 hours per day

2. How would other people describe your leadership style? (100 words maximum)

I believe that it is democratic because this style draws on people’s knowledge and skills, and creates a

group commitment to the resulting goals. In the same way I promote the participation of all the team

with the responsibility at the end of take a final decision. For me is important that they learn from their

mistakes because at the end these are the baseline to build experience in the personal and working

life that allow everyone to grow and deliver an amazing experience to our external an internal

customers.

3. Please list your three strengths and three weaknesses and answer the following questions for each.

Personal Strengths How this will make you a better Leader?

Ability to Plan I love to create new strategies to long-term and in that way all

my actions are focused in accomplish that goal in that way you

can show to all the team the right path and unify all our actions

Innovative I believe that the real changes comes with you really look for it

and don´t wait for the things happen for that reason I believe

that if you want to change the classic paradigm that’s going to

allow you to motive your team for want more that they really

want and look for things than they never thing yet.

Commitment I believe if you are a commitment person is synonym of be

responsible and passionate in what you do and when you really

feel it is when you can transmit all that sense to all your team

and after them they can work better because they are

empowered and motivate in their working and personal life

Personal Weaknesses What are you doing to overcome these weaknesses?

Methodological Person I tend to create a complete action plan and when I’m execute

I tend to follow as I planned and in the moment that something

doesn’t fit with the plan is frustrating for me and is in the

moment when I have to ask for help with my team and try to

find another way to do it.

Stress Sometimes I tend to feel stressed when something doesn´t fit

with the plan or when I don’t see some way to solve a problem.

Is In this moment when I’m look for a quiet place and thing by

myself in possible solutions and after that share my ideas with

the rest of my team and look it for advices about how solve it.

Procrastination Sometimes I tend to leave the most important things at the end

when I need to deliver them. In this moment I have a notebook

where I prioritizing each of my activities and accomplish the

hardest task first, in that way the rest of the tasks is going to be

easier.

B. Motivation and Personal Characteristics:

1. Strategic Analysis test:

a. Make a SWOT (strengths, weaknesses, opportunities, threads) of your LC.

Strengths Weaknesses

Commitment of the active membership Lack of a LC office

Creation and develop local initiatives for GCDP

program

Lack of tracking local projects (all kind of

projects)

Pipeline for almost all areas (membership and

exchanges)

Lack of education of the membership (internal

customer focus)

Relationship with universities partners to promote the

OGX exchanges

Lack of a career plan of the membership

Experience of the current membership NPS decreasing (external customer focus)

Inefficient communication among areas and

positions.

Balance between quality and quantity doesn’t

fit

Coherence between the financial stability and

number experiences delivery

Unsustainable projects of iGCDP

A short-term social-media agenda for MKT

Low number of records oGCDP for the winter

peak

TM recruitment outdated in almost all the areas

Opportunities Threats

New relationships with universities and government for

ICX and OGX program

Increase number of experiences is harden to

track

Focus in team members experience Relationship with UAG and UJAT

Implementation of GIS and the new customer Flow Companies with no budget for TN’s

Budgeting all the operations and have a permanent

tracking of the cash flow

GIS introduction for the older membership

Increase professionalism

Get local allies to cut outgoings for the principal

necessities of the back and front office areas (graphic

material, teaching material, etc.)

SU’s for OGX programs

Sign collaboration agreements with universities for

professional practices to promote effectively

“Developing You”

Create alliances with local radio Stations looking for

free spaces for MKT and PR

Give a continues and excellent tracking of the

current iGIP TN takers to continue the relationship for

long-term

C. General Questionnaire:

b. Based on the above SWOT Analysis:

What are the main priorities for your LC overall?

1. Growth and motivation in the membership (By a complete process standardization)

Implement a standardize process that allows the membership appreciate what they do and the final

purpose is that they understand why they do it. In that way they are going to create awareness about

what is the impact and importance of each action that they realized in the organization and all of this

is oriented them in the professionalization of their activities, looking always for the excellence and

innovation of all the processes and after that collaborate with the AIESEC Mexico Network, improve

the identity as an LC but always being recognize for be collaborative, focus on results and deliver

quality experiences. All of these based on a strict program offering specific practices (Specific JDs) at

the beginning of the TM recruitment and implement a similar model of a real job application and in

the moment that they are accepted deliver their JDs with the respective KPIs for the work and have

tangible results in each result report.

2. Financial Sustainability

As a local committee we must begin to receive a steady income and invest in fixed assets. The way to

do it is looking for companies that provide us with certain amount of cash that should be paying taxes.

Once you did it you can invest in fixed assets (Furniture for a rented apartment and the LC Office) in

that way these such investments can increase our number of experiences and the quality on it.

3. GIS Implementation

With the new international strategy, the older membership needs to adapt to the new platform and all

the changes that bring with it probably create certain conflicts with this membership segment. For that

reason we have to develop educational cycles and programs to capacitate the membership about

the new costumer flows.

4. Quality

I strong believe that if you increase the quality of the membership experience you only have to work in

the constant tracking in their JDs and consequently you can be safe of the quality on all the

exchanges. (And if you considered the experience that the committee have doing large quantity of

exchanges we only have to improve in the details that went wrong in the last year)

What will be the greatest challenges for your LC in the next year? What actions would

you propose to overcome these challenges?

5. GIS Implementation

The biggest challenge for the new platform is for the older membership because we need to replace

the information of Myaiesec and change it. And this means that we have to deliver certain actions for

achieve this goal.

Develop educational cycles for it

Create programs for aware and recognitions for the advances of each area and their progress

in the platform.

6. Continue the growth of the committee

In this moment AIESEC Tabasco presents over 100% growth since the last year and for that reason we

have to duplicate effort to continued growth and all of actions have to be focused always in results

with quality

7. Create Standards

I believe that this kind of initiative is one that require energy and discipline with it. But if we are looking

for quality experiences a quality standard allow us to share expectation from the beginning (actually if

we talk about KPIs at the same time the final results about any AIESEC program can be measurable)

with all our customers (internal or external). Finally all of this is going to reflect in professionalism by

AIESEC in Tabasco.

How will you manage these facts to impact in the 2015 vision goals?

These actions are going to be the baseline for all the processes of AIESEC in Tabasco because that

allow us create a professional environment in the organization and deliver quality experience.

2. What are two strategies that you would like to see implemented in your LC in order to increase the

quality and efficiency of membership experiences?

Standardization and measurable results: At the beginning of the TM recruitment offer

vacancies of specific jobs and constant tracking based on a creation of the career

plan of the membership (Specific JDs and KPIs measurable) and in the end of the Q all

of these must be measure and comparable. At the same time we have to deliver the

respective talent capacity to the functional areas when the process require it.

Organizational Culture focused on being collaborative and confidence: Create spaces

for the membership to share experiences (Personal and working) and build confidence

in them to develop themselves. In that way improve the mutual growth because if you

build with solid bases what you want, people feel convinced about what his leader is

demonstrating, taking control, being consistent, purposeful and results oriented, but

always with the sense of belonging and concern for everyone.

4. Describe an organizational culture you would like to see in our committee. What actions should

be made to achieve it?

Standardize. Integrate a complete process of standardization in all the areas with the

final purpose to measure the results of the committee and create homogeneous

expectations.

Tracking. In base of the last action, we have to tracking constantly the processes of all

the areas to ensure the results at the end.

Collaboration. Develop an environment where the membership can be participative,

live the diversity, being confident, feeling equal and a democratic process

Integration: being ordered and working in synergy with standard processes, certainly in

their activities, committed and continuous improvement of their hard and soft skills.

Competition: Create a competitive environment locally and nationally

Cultivation: Be conscious about our local reality and how our actions impact on it and

keeping that in mind guiding our actions in being creative to innovate with excellence

and quality

5. How will you manage your team in order to generate a correct synergy and cooperation?

Create and improve the following actions

Collaboration:

Create an environment of confidence and synergy between areas to unify all the actions in a big

one that its name is AIESEC Tabasco.

Motivation:

Boost the approaching to the membership and make them feel part of the organization and be

conscious about their feeling in the personal and working (AIESEC) life

Effective Communication:

Being clear about all the actions in the committee that can influence in the final results to find a

solution together.

The importance of delegation:

We can´t forget that nobody can´t make the work of a thousand men, and when you delegate

tasks you have more time to dream in the future and innovate.

This action depend of 2 factor: confidence and proactivity because to delegate you have to trust in

other people and the other people have to be a proactive people to accomplish the task.

6. How can AIESEC in your entity balance quality with quantity (be specific)?

I’m quite sure that we must do an analysis about quality and quantity about all the experiences that

we delivered. With the purpose to analyze whether the experiences that we are providing has the

quality they need and in case they aren’t being what we expect, check our NPS results of each

program. And create a standardization process for each program because in that way we can be

sure that we can share initial expectative with all our customers, all of these based on our opportunities

areas found in the previous analysis. Finally in that way we can create a balance between “quality vs

quantity”. Another balance we can implement is aligning our goals with the KPI’s of the MC has

proposed based on the experience of each of our programs in order to stablish and implementing all

the new flows that will provide us the experience and servicing that AIESEC Mexico is looking for.

LCP: (Please, answer at the following specific questions)

1. Why do you believe the state of Tabasco needs AIESEC?

I believe that the state is a land of opportunities for the young people (As a matter of fact we are the

state in Mexico with more young people in Mexico) and AIESEC is an excellent platform for develop

them and create competitive citizens that can allow them by suitable people for the labor market.

2. Why do you want to be LCP?

Because I’m quite sure that I have the knowledge, commitment, responsibility and the capacity to

position AIESEC Tabasco as one of the 5 entities number one in México, but always accomplish our

quality promised based in the standardization of all our processes. Besides this an GIS implementation

quickly in the committee that allow us provide with passion the growth and impact to each of our

customers in the platform require and need, but finally but the most important is create an appropriate

environment for the memberships to develop leadership experiences that they are looking for, always

making them challenge themselves and being collaborative to the all the

3. How would you explain in around 50 words to a 10 year old what an LCP actually does?

A LCP is like a parent because always is looking for the better opportunities of development for his son

(The LC) and with all their strengths bring him all the tools or teaching the skills that he required for

become competitive in life in general, all of this with love.

4. What would be your main strategy you propose as LCP to take AIESEC in Tabasco to the next

level, and what is that next level? What would be the three drivers that you would use to

impulse that strategy? What are the projects per program and drivers that would support the

strategy of AIESEC in Tabasco?

The main strategy that I propose is the standardization of all the processes in the LC that can allow us

measure the results and give the respective value to the work of the membership and in that way we

can deliver experiences of quality to all our customers (Internal or External). All of these with the final

purpose to align the local strategy with the national and international strategy that is focused on

quality.

I understand as the next level of AIESEC Tabasco a minimum growth of 25-30% the next year in

exchange areas just with the detail that the quality have to be with a minimum NPS of 60pts. The

expansion of SUs with states near to Tabasco that contribute with the impact of the committee and a

retention of the membership of minimum 80%.

The 3 driver that I propose are:

Membership focus and development: This driver iis based on the process of standardization that

I mentioned in the previous pages and would provide clarity to the membership about the

work to play and allow you to share homogeneous expectations. This process of focus in the

membership need to include:

Access to information (Local, national and international).

Create space and opportunities for empowerment membership. (Informal or Formal)

Constant preparation and training.

Create a philosophy to create emotional attachment to the LC.

D. Specific Questionnaire

Market Revolution

This driver is based on the process of standardization but focus in the quality in the different

experiences that AIESEC provides (Internal and external customers)

This process of focus in the membership need to include:

Potential Market: Look for opportunities with universities, companies and government to sell

the all the products of AIESEC. (Focus on the OGX areas)

Expansion: Have as a priority try to open SUs on states near to Tabasco.

Quality: Deliver the experiences of all the potential and current clients always.

Focus in costumer experience: Implement the standardize process produced before 2015.

Building tomorrow

This driver is focused in bring stability on long-term to the LC

This process of focus in the membership need to include:

Financial Sustainability: Acquire fixed assets to invest in more fixed assets or in the

committee projects and the membership.(To develop a recognition program)

Our footprint: Keep in mind in the entire year about the goal of 130 exchanges with

quality because that’s going to be our legacy.

5. How many exchanges per program could your LC do in 2015? Break this down into a Timeline

(month by month) and into specific issues/sub products (depending of the area). How many

members would you need in each area? What projects would you undertake each month?

In this point of the application I consider that as a minimum of growth for the next year as every

companies the minimum growth for the LC have to be 30% (130 exchanges, because the current goal

is 100 exchanges) but finally I quite sure that with the opportunities mentioned in the SWOT can be

more than 50%. But we have to improve strategies to achieve ambitious goals.

If you want to see it better check it in Hoja 1:

https://docs.google.com/spreadsheets/d/1oYyhWST97lH7kd6iAeI2y8RakvA89I9YDJwRr6xbdrw/edit?usp

=sharing

6. If you could choose 1 program to be the program focus for your LC, which would you pick,

why, and how would you ensure that each of the support functions do focus in that programs

I will choose oGCDP because this exchange program can provide financial support to the LC to short-

term we just need to solve the current bottleneck of the area for example:

Provide talent capacity at the beginning of the recruitment, not in realization period

Integrate to the team a marketing profile to create strategies for different market segments

Incorporate an Intern Auditor to the area to streamline the relationship with the back office

area.

Bring the biggest budget in the LC to promote it

Promote AIESEC education in all the membership with the final purpose to everyone be a

promoter.

Create alliances and agreements with universities and government for develop facilities to the

customers (Scholarships or discounts).

Include in the standardize process at the end of the customer experience a section about

how improve the participation of the returnee in LC activities.

7. How would you maintain and strengthen the external relations the LC has build in the current

year?

As I mentioned in almost all the application my principal priority is working in standardize processes that

allow us measure the results of the committee and part of that strategy is incorporate a new functional

area of PR for have the special attention of all the external relationships and according of that the

area itself is going to create a protocol of companies tracking

8. In the context of your LCP term, rank in order of importance the key responsibilities of the LCP,

and describe why you gave them that ranking.

a. EB team management (1)

b. Sales (3)

c. Governance and accountability(4)

d. Collaborating with the MC and LCP team(5)

e. Developing local strategy (2)

f. External representation(6)

As a matter of fact the priority of everyone how is applying for LCP is create bonding between his EB

because they are going to be the principal bridge between he and the membership and in the same

way they are going contribute in the performance of the entire operation of the LC. Then when all the

EB is integrate we can develop the local strategy and adapt to each area. After this we can start with

the local operations and give the correct structure considered the local structure and the financial

condition according our operations. Finally we compare our local strategy with the entire AIESEC

Mexico Network and identify the current condition of the LC.

9. What were your key learnings in your last year (or less) in AIESEC? How will you apply them for

your LCP year?

I quite sure that the most important key learning that I acquire with AIESEC this year was the human

sense (I become more sensitive) and that lend me to be more open about myself (emotions, feelings,

expectative) and in that way getting closer to the EB members and my own team. And all these

people help me to see so much things that in a certain moment in my life was important and now are

superfluous. And in a certain way that kind of mindset don´t lend me take on count my weaknesses an

in this moment I’m working on them.

10. As LCP, how will you ensure that your LC will be impacting and align to “One Mexico One

purpose” vision?

First of all we need to be clear in our commitment with the customers that we are impacting. We need

to make the membership feel that we are working in get better our entity and in that way create a

better Mexico. We need to share all the GCPs with the national network and be collaborative and

oriented to the action. Finally create in the membership an emotional attachment with their respective

jobs.

Blank page challenge:

Draw in a blank page your personal motivations and an

image of how you see the LC.

Personal Motivation

In third semester of the university I discovered AIESEC. This organization slowly changed

my life. At first I used to be very adamant of it, and even I was thinking on drop out.

After the kick off in UAG Campus Tabasco it motivated me enough to continue on

iGCDP area, so that I can participate in the migration process and get deeply in the

organization. Afterwards I attended 4 more conferences local and nationally. I

discovered myself and my identity thanks to it, and made life-long friends for whom I’m

very thankful everyday as well. I succeeded on it and became a very focused

AIESECer and person. AIESEC brought clarity on my identity, likes, abilities and today

dreams. In this moment AIESEC helped me to define what I want for the rest of my life

and in this moment I just know that I love AIESEC.

And for me in this moment this phrase is always on my mind:

“Stay hungry, stay foolish and follow your heart” (the last part it was include by me)

Steve Job

I see the committee as a big and strange family that probably don’t have nothing in

common but always be together for a common goal and this is the welfare of the

membership and a better future of our state.

Youtube link:

https://www.youtube.com/watch?v=IVsvInbeXRw