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Dulce Romero Garciacutea
Iacutem Dulce Iluvina Romero Garciacutea
I was born on Nov 9th 1987 In Guatemala City Actually I have closed pensum in t international Relationships
A at San Carlos University in Guatemala
24761731 24761731 45280219
dulceromeroaiesecnet
dulceromeroggmailcom dulce_romerog
Conference Role Key
Responsibility
CONAL 2012
Quetzaltenango
FACI TMP amp
Newbies
Agenda
I decided to apply to the MC acutecause I want to take an
step forward in the organization I already had a
powerful experience being LCP in AIESEC USAC and it
was an amazing challenge acuteCause I discovered inside
me the leadership and skills that I never had seen
before Being LCP I learned a lot of things that made
me grow up and think about the huge potential that
we have as young persons Also I want to be part of
the MC acutecause I can keep contribute to develop the
potential of the whole membership in AIESEC
Guatemala as I did in my LC I really want to help
others to understand our organization and at the end
of my term Itacuted be amazing to see in our country a
full engage membership that understands the
importance to be a volunteer and change agents
Iacutem a person who likes the challenges and more than that I like to help others to achieve their own I want to do something important in my life and thatacutes the reason that
Irsquove took the challenge to be an AIESECer For me is so important to
change the perception that the world has about my country And I know
that I can give my contribution working as a good volunteer in the
organization and help others to understand that we have a great
opportunity to grow as a country My real motor is to live a peaceful
life and thatacutes the reason why I feel connected with AIESEC
The best thing you can do when youacutere part of an
organization is to leave your future generations a
way to walk for me is really important to see in the
future a strong organization that is recognized by
the membership their families universities
partners stakeholders etc as an important
organization where the people can develop their
abilities I donrsquot want to keep seeing that people gets
in just because of the party I want to contribute to
change that wrong perception that even our current
members have As the MCVPTM It will be one of
my key points to change and it will part of my
legacy check list
Being LCP has being important to develop leadership skills and team
management in my case I feel a strong commitment with the
organization and the combination of Leadership motivation and
commitment makes me a strong candidate to be MCVPTM
As I recognize my strengths is important to recognize my weaknesses
too and one of them is that for me is a little bit hard to organize well
my time and respect the deadlines that happens to me acutecause some
times I get distracted easily and that makes me stressed out when
the deadline comes Also as Iacutem an emotional person always
happens to me that I take some problems personally and is difficult
to separate work amp personal things And being an MC member will
help me in many ways to control it
8 LCacutes
MY
AIESEC TLP= 100
TMP= 200
GCDP ICX = 120 GIP ICX= 50 GCDP OGX= 175 GIP OGX =125
COMMITMENT
MEMBERSHIP
LCacutes
working
together
Complete
EBacuteS
100 X+L
XPacutes
LOCAL
MC
LEADERS
Strategy and
Organizational
Development
O Get new TN takers and partners There are two new official Extensions with a lot
of enthusiasm We can approach our actual EPacutes to make Cy2Cy
cooperations and increase in Exchanges
2012 is an important year to indigenous people because of the change in Mayan calendar we can
approach that to promote our country in ICX
S 5 Local Committees
2 official Extensions High level current MC
Strong relationship with TN takers and trainees Legal amp Financial sustainability
Coaching BOA
T Political economical amp insecurity situation Trafficking MC Officeacutes situation NGOacutes legislation
W
MC situation ER-ICX Area
Only 1 LC has full membership
Low connection between MC Coaches and LC members Low organizational knowledge from the members
Members feel afraid to take Leadership Roles
LCacutes havenacutet complete EBacutes yet
wi
P
R
O
P
O
S
A
L
My proposal to AIESEC in Guatemala 12-13 is to guarantee that every
member has the proper organizational knowledge and more than that I
really need to guarantee that the LCVPTM team has a strong
commitment and really feel the responsibility of their role TM TEAM is
the responsible to guarantee our membership education I propose this
acutecause analyzing the LCacutes reality this is one of the biggest GAP
ACTION PLAN Bounding
days with
TM TEAM
Coaching amp
educational days in
TM PROCESS TO
TM TEAM
APPLYING OUR VALUES
PROPERLY focus on
ldquoACTIVATING
LEADERSHIPrdquo
Guarantee the next leaders
generation
LCacuteS with COMPLET EBacuteS
to next term
Q1
The main priority to AIESEC in Guatemala to the term
2012-2013 is to work hard in choosing well its
membership acuteCause actually I see that the organization
has a big problem that affects the whole areas in every
process activity project etc I really think that if the
membership is not well educated and they donacutet manage
and know the organization they just canacutet be in For me
is really important that every member has a role and a
responsibility acutecause thereacutes no sense that we sell the
idea that people can develop their potential in AIESEC if
they donrsquot take an active role since de beginning So I
think that we should go back to the basics and work hard
in have a qualify amp quality membership Also our
membership needs to feel the real connection with the
organization To achieve this goal is really important to
apply and follow the TM flow process and implement
the new programs and get focus on TMP amp TLP programs
to achieve the goals and execute the projects
GROW OPPORTUNITIES
CY2CY COOPERATIONS International
conferences
End of 13 Baktun Start new age of Mayan
Calendar
New official extensions are starting operations
New TN Takers in ERampICX area
Using social media to promote our organization
XCHANGE Participants recruitment
GCDP ICX project Under Construction
To guarantee LCacutes leverage is important to work in
allocation process and having the right member to the right
position Promote our country in International Conferences is
a key point to approach 2012 as a year when worldacutes eyes will
be in our country
Iacutem going to be sincere and direct in this answer
Actually I think that the real motivate points in most of
the 50 in our actually membership is
Conferences (acutecause they can take days off in their
jobs university families etc and also in the
conferences they can find cheap alcohol flirt gossips
and fun)
Being an AIESECer (But not acting like a really
one)
Have the opportunity to travel (But not approaching
well the opportunity to connect our country with
others)
Our membership (including me) thinks a lot to take
an internship even when we motivate others to do it
Thereacutes a big hole in the platformacutes use acuteCause
members and recent EPacutes don t know how to use it
I feel that a great part of our membership doesn t
believe that they are Leaders I think that we like to
hear about this but don t really take the real role
Also I think that is necessary that our membership
starts to grow up and become mature amp responsible
in their actions acutecause theyacutere part of a huge
organization and we need to reflect that
This is our reality As I can see but I think we
can work hard in changing this To increase the
motivation amp performance is important to
Guarantee a real AIESEC Experience (since the
induction) Defining well our programs and follow
the TM process
Every member has to take an active rol that make
them feel that their actions contribute to the local
goal
Every member should to be an EP Buddy and help
the trainees s to feel good of that way they could
help to increase the EP XP in a positive way and
they will feel the importance that has to be a great
country host
Is important to feel part of something and we as
an organization should to promote more our
organization and I think we should to participate in
more external events not only our conferences
and not only promoting our AIESEC programs We
could participate more making social work and
cooperating with other organizations and being
part of different activities
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
Dulce Romero Garciacutea
Iacutem Dulce Iluvina Romero Garciacutea
I was born on Nov 9th 1987 In Guatemala City Actually I have closed pensum in t international Relationships
A at San Carlos University in Guatemala
24761731 24761731 45280219
dulceromeroaiesecnet
dulceromeroggmailcom dulce_romerog
Conference Role Key
Responsibility
CONAL 2012
Quetzaltenango
FACI TMP amp
Newbies
Agenda
I decided to apply to the MC acutecause I want to take an
step forward in the organization I already had a
powerful experience being LCP in AIESEC USAC and it
was an amazing challenge acuteCause I discovered inside
me the leadership and skills that I never had seen
before Being LCP I learned a lot of things that made
me grow up and think about the huge potential that
we have as young persons Also I want to be part of
the MC acutecause I can keep contribute to develop the
potential of the whole membership in AIESEC
Guatemala as I did in my LC I really want to help
others to understand our organization and at the end
of my term Itacuted be amazing to see in our country a
full engage membership that understands the
importance to be a volunteer and change agents
Iacutem a person who likes the challenges and more than that I like to help others to achieve their own I want to do something important in my life and thatacutes the reason that
Irsquove took the challenge to be an AIESECer For me is so important to
change the perception that the world has about my country And I know
that I can give my contribution working as a good volunteer in the
organization and help others to understand that we have a great
opportunity to grow as a country My real motor is to live a peaceful
life and thatacutes the reason why I feel connected with AIESEC
The best thing you can do when youacutere part of an
organization is to leave your future generations a
way to walk for me is really important to see in the
future a strong organization that is recognized by
the membership their families universities
partners stakeholders etc as an important
organization where the people can develop their
abilities I donrsquot want to keep seeing that people gets
in just because of the party I want to contribute to
change that wrong perception that even our current
members have As the MCVPTM It will be one of
my key points to change and it will part of my
legacy check list
Being LCP has being important to develop leadership skills and team
management in my case I feel a strong commitment with the
organization and the combination of Leadership motivation and
commitment makes me a strong candidate to be MCVPTM
As I recognize my strengths is important to recognize my weaknesses
too and one of them is that for me is a little bit hard to organize well
my time and respect the deadlines that happens to me acutecause some
times I get distracted easily and that makes me stressed out when
the deadline comes Also as Iacutem an emotional person always
happens to me that I take some problems personally and is difficult
to separate work amp personal things And being an MC member will
help me in many ways to control it
8 LCacutes
MY
AIESEC TLP= 100
TMP= 200
GCDP ICX = 120 GIP ICX= 50 GCDP OGX= 175 GIP OGX =125
COMMITMENT
MEMBERSHIP
LCacutes
working
together
Complete
EBacuteS
100 X+L
XPacutes
LOCAL
MC
LEADERS
Strategy and
Organizational
Development
O Get new TN takers and partners There are two new official Extensions with a lot
of enthusiasm We can approach our actual EPacutes to make Cy2Cy
cooperations and increase in Exchanges
2012 is an important year to indigenous people because of the change in Mayan calendar we can
approach that to promote our country in ICX
S 5 Local Committees
2 official Extensions High level current MC
Strong relationship with TN takers and trainees Legal amp Financial sustainability
Coaching BOA
T Political economical amp insecurity situation Trafficking MC Officeacutes situation NGOacutes legislation
W
MC situation ER-ICX Area
Only 1 LC has full membership
Low connection between MC Coaches and LC members Low organizational knowledge from the members
Members feel afraid to take Leadership Roles
LCacutes havenacutet complete EBacutes yet
wi
P
R
O
P
O
S
A
L
My proposal to AIESEC in Guatemala 12-13 is to guarantee that every
member has the proper organizational knowledge and more than that I
really need to guarantee that the LCVPTM team has a strong
commitment and really feel the responsibility of their role TM TEAM is
the responsible to guarantee our membership education I propose this
acutecause analyzing the LCacutes reality this is one of the biggest GAP
ACTION PLAN Bounding
days with
TM TEAM
Coaching amp
educational days in
TM PROCESS TO
TM TEAM
APPLYING OUR VALUES
PROPERLY focus on
ldquoACTIVATING
LEADERSHIPrdquo
Guarantee the next leaders
generation
LCacuteS with COMPLET EBacuteS
to next term
Q1
The main priority to AIESEC in Guatemala to the term
2012-2013 is to work hard in choosing well its
membership acuteCause actually I see that the organization
has a big problem that affects the whole areas in every
process activity project etc I really think that if the
membership is not well educated and they donacutet manage
and know the organization they just canacutet be in For me
is really important that every member has a role and a
responsibility acutecause thereacutes no sense that we sell the
idea that people can develop their potential in AIESEC if
they donrsquot take an active role since de beginning So I
think that we should go back to the basics and work hard
in have a qualify amp quality membership Also our
membership needs to feel the real connection with the
organization To achieve this goal is really important to
apply and follow the TM flow process and implement
the new programs and get focus on TMP amp TLP programs
to achieve the goals and execute the projects
GROW OPPORTUNITIES
CY2CY COOPERATIONS International
conferences
End of 13 Baktun Start new age of Mayan
Calendar
New official extensions are starting operations
New TN Takers in ERampICX area
Using social media to promote our organization
XCHANGE Participants recruitment
GCDP ICX project Under Construction
To guarantee LCacutes leverage is important to work in
allocation process and having the right member to the right
position Promote our country in International Conferences is
a key point to approach 2012 as a year when worldacutes eyes will
be in our country
Iacutem going to be sincere and direct in this answer
Actually I think that the real motivate points in most of
the 50 in our actually membership is
Conferences (acutecause they can take days off in their
jobs university families etc and also in the
conferences they can find cheap alcohol flirt gossips
and fun)
Being an AIESECer (But not acting like a really
one)
Have the opportunity to travel (But not approaching
well the opportunity to connect our country with
others)
Our membership (including me) thinks a lot to take
an internship even when we motivate others to do it
Thereacutes a big hole in the platformacutes use acuteCause
members and recent EPacutes don t know how to use it
I feel that a great part of our membership doesn t
believe that they are Leaders I think that we like to
hear about this but don t really take the real role
Also I think that is necessary that our membership
starts to grow up and become mature amp responsible
in their actions acutecause theyacutere part of a huge
organization and we need to reflect that
This is our reality As I can see but I think we
can work hard in changing this To increase the
motivation amp performance is important to
Guarantee a real AIESEC Experience (since the
induction) Defining well our programs and follow
the TM process
Every member has to take an active rol that make
them feel that their actions contribute to the local
goal
Every member should to be an EP Buddy and help
the trainees s to feel good of that way they could
help to increase the EP XP in a positive way and
they will feel the importance that has to be a great
country host
Is important to feel part of something and we as
an organization should to promote more our
organization and I think we should to participate in
more external events not only our conferences
and not only promoting our AIESEC programs We
could participate more making social work and
cooperating with other organizations and being
part of different activities
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
Conference Role Key
Responsibility
CONAL 2012
Quetzaltenango
FACI TMP amp
Newbies
Agenda
I decided to apply to the MC acutecause I want to take an
step forward in the organization I already had a
powerful experience being LCP in AIESEC USAC and it
was an amazing challenge acuteCause I discovered inside
me the leadership and skills that I never had seen
before Being LCP I learned a lot of things that made
me grow up and think about the huge potential that
we have as young persons Also I want to be part of
the MC acutecause I can keep contribute to develop the
potential of the whole membership in AIESEC
Guatemala as I did in my LC I really want to help
others to understand our organization and at the end
of my term Itacuted be amazing to see in our country a
full engage membership that understands the
importance to be a volunteer and change agents
Iacutem a person who likes the challenges and more than that I like to help others to achieve their own I want to do something important in my life and thatacutes the reason that
Irsquove took the challenge to be an AIESECer For me is so important to
change the perception that the world has about my country And I know
that I can give my contribution working as a good volunteer in the
organization and help others to understand that we have a great
opportunity to grow as a country My real motor is to live a peaceful
life and thatacutes the reason why I feel connected with AIESEC
The best thing you can do when youacutere part of an
organization is to leave your future generations a
way to walk for me is really important to see in the
future a strong organization that is recognized by
the membership their families universities
partners stakeholders etc as an important
organization where the people can develop their
abilities I donrsquot want to keep seeing that people gets
in just because of the party I want to contribute to
change that wrong perception that even our current
members have As the MCVPTM It will be one of
my key points to change and it will part of my
legacy check list
Being LCP has being important to develop leadership skills and team
management in my case I feel a strong commitment with the
organization and the combination of Leadership motivation and
commitment makes me a strong candidate to be MCVPTM
As I recognize my strengths is important to recognize my weaknesses
too and one of them is that for me is a little bit hard to organize well
my time and respect the deadlines that happens to me acutecause some
times I get distracted easily and that makes me stressed out when
the deadline comes Also as Iacutem an emotional person always
happens to me that I take some problems personally and is difficult
to separate work amp personal things And being an MC member will
help me in many ways to control it
8 LCacutes
MY
AIESEC TLP= 100
TMP= 200
GCDP ICX = 120 GIP ICX= 50 GCDP OGX= 175 GIP OGX =125
COMMITMENT
MEMBERSHIP
LCacutes
working
together
Complete
EBacuteS
100 X+L
XPacutes
LOCAL
MC
LEADERS
Strategy and
Organizational
Development
O Get new TN takers and partners There are two new official Extensions with a lot
of enthusiasm We can approach our actual EPacutes to make Cy2Cy
cooperations and increase in Exchanges
2012 is an important year to indigenous people because of the change in Mayan calendar we can
approach that to promote our country in ICX
S 5 Local Committees
2 official Extensions High level current MC
Strong relationship with TN takers and trainees Legal amp Financial sustainability
Coaching BOA
T Political economical amp insecurity situation Trafficking MC Officeacutes situation NGOacutes legislation
W
MC situation ER-ICX Area
Only 1 LC has full membership
Low connection between MC Coaches and LC members Low organizational knowledge from the members
Members feel afraid to take Leadership Roles
LCacutes havenacutet complete EBacutes yet
wi
P
R
O
P
O
S
A
L
My proposal to AIESEC in Guatemala 12-13 is to guarantee that every
member has the proper organizational knowledge and more than that I
really need to guarantee that the LCVPTM team has a strong
commitment and really feel the responsibility of their role TM TEAM is
the responsible to guarantee our membership education I propose this
acutecause analyzing the LCacutes reality this is one of the biggest GAP
ACTION PLAN Bounding
days with
TM TEAM
Coaching amp
educational days in
TM PROCESS TO
TM TEAM
APPLYING OUR VALUES
PROPERLY focus on
ldquoACTIVATING
LEADERSHIPrdquo
Guarantee the next leaders
generation
LCacuteS with COMPLET EBacuteS
to next term
Q1
The main priority to AIESEC in Guatemala to the term
2012-2013 is to work hard in choosing well its
membership acuteCause actually I see that the organization
has a big problem that affects the whole areas in every
process activity project etc I really think that if the
membership is not well educated and they donacutet manage
and know the organization they just canacutet be in For me
is really important that every member has a role and a
responsibility acutecause thereacutes no sense that we sell the
idea that people can develop their potential in AIESEC if
they donrsquot take an active role since de beginning So I
think that we should go back to the basics and work hard
in have a qualify amp quality membership Also our
membership needs to feel the real connection with the
organization To achieve this goal is really important to
apply and follow the TM flow process and implement
the new programs and get focus on TMP amp TLP programs
to achieve the goals and execute the projects
GROW OPPORTUNITIES
CY2CY COOPERATIONS International
conferences
End of 13 Baktun Start new age of Mayan
Calendar
New official extensions are starting operations
New TN Takers in ERampICX area
Using social media to promote our organization
XCHANGE Participants recruitment
GCDP ICX project Under Construction
To guarantee LCacutes leverage is important to work in
allocation process and having the right member to the right
position Promote our country in International Conferences is
a key point to approach 2012 as a year when worldacutes eyes will
be in our country
Iacutem going to be sincere and direct in this answer
Actually I think that the real motivate points in most of
the 50 in our actually membership is
Conferences (acutecause they can take days off in their
jobs university families etc and also in the
conferences they can find cheap alcohol flirt gossips
and fun)
Being an AIESECer (But not acting like a really
one)
Have the opportunity to travel (But not approaching
well the opportunity to connect our country with
others)
Our membership (including me) thinks a lot to take
an internship even when we motivate others to do it
Thereacutes a big hole in the platformacutes use acuteCause
members and recent EPacutes don t know how to use it
I feel that a great part of our membership doesn t
believe that they are Leaders I think that we like to
hear about this but don t really take the real role
Also I think that is necessary that our membership
starts to grow up and become mature amp responsible
in their actions acutecause theyacutere part of a huge
organization and we need to reflect that
This is our reality As I can see but I think we
can work hard in changing this To increase the
motivation amp performance is important to
Guarantee a real AIESEC Experience (since the
induction) Defining well our programs and follow
the TM process
Every member has to take an active rol that make
them feel that their actions contribute to the local
goal
Every member should to be an EP Buddy and help
the trainees s to feel good of that way they could
help to increase the EP XP in a positive way and
they will feel the importance that has to be a great
country host
Is important to feel part of something and we as
an organization should to promote more our
organization and I think we should to participate in
more external events not only our conferences
and not only promoting our AIESEC programs We
could participate more making social work and
cooperating with other organizations and being
part of different activities
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
I decided to apply to the MC acutecause I want to take an
step forward in the organization I already had a
powerful experience being LCP in AIESEC USAC and it
was an amazing challenge acuteCause I discovered inside
me the leadership and skills that I never had seen
before Being LCP I learned a lot of things that made
me grow up and think about the huge potential that
we have as young persons Also I want to be part of
the MC acutecause I can keep contribute to develop the
potential of the whole membership in AIESEC
Guatemala as I did in my LC I really want to help
others to understand our organization and at the end
of my term Itacuted be amazing to see in our country a
full engage membership that understands the
importance to be a volunteer and change agents
Iacutem a person who likes the challenges and more than that I like to help others to achieve their own I want to do something important in my life and thatacutes the reason that
Irsquove took the challenge to be an AIESECer For me is so important to
change the perception that the world has about my country And I know
that I can give my contribution working as a good volunteer in the
organization and help others to understand that we have a great
opportunity to grow as a country My real motor is to live a peaceful
life and thatacutes the reason why I feel connected with AIESEC
The best thing you can do when youacutere part of an
organization is to leave your future generations a
way to walk for me is really important to see in the
future a strong organization that is recognized by
the membership their families universities
partners stakeholders etc as an important
organization where the people can develop their
abilities I donrsquot want to keep seeing that people gets
in just because of the party I want to contribute to
change that wrong perception that even our current
members have As the MCVPTM It will be one of
my key points to change and it will part of my
legacy check list
Being LCP has being important to develop leadership skills and team
management in my case I feel a strong commitment with the
organization and the combination of Leadership motivation and
commitment makes me a strong candidate to be MCVPTM
As I recognize my strengths is important to recognize my weaknesses
too and one of them is that for me is a little bit hard to organize well
my time and respect the deadlines that happens to me acutecause some
times I get distracted easily and that makes me stressed out when
the deadline comes Also as Iacutem an emotional person always
happens to me that I take some problems personally and is difficult
to separate work amp personal things And being an MC member will
help me in many ways to control it
8 LCacutes
MY
AIESEC TLP= 100
TMP= 200
GCDP ICX = 120 GIP ICX= 50 GCDP OGX= 175 GIP OGX =125
COMMITMENT
MEMBERSHIP
LCacutes
working
together
Complete
EBacuteS
100 X+L
XPacutes
LOCAL
MC
LEADERS
Strategy and
Organizational
Development
O Get new TN takers and partners There are two new official Extensions with a lot
of enthusiasm We can approach our actual EPacutes to make Cy2Cy
cooperations and increase in Exchanges
2012 is an important year to indigenous people because of the change in Mayan calendar we can
approach that to promote our country in ICX
S 5 Local Committees
2 official Extensions High level current MC
Strong relationship with TN takers and trainees Legal amp Financial sustainability
Coaching BOA
T Political economical amp insecurity situation Trafficking MC Officeacutes situation NGOacutes legislation
W
MC situation ER-ICX Area
Only 1 LC has full membership
Low connection between MC Coaches and LC members Low organizational knowledge from the members
Members feel afraid to take Leadership Roles
LCacutes havenacutet complete EBacutes yet
wi
P
R
O
P
O
S
A
L
My proposal to AIESEC in Guatemala 12-13 is to guarantee that every
member has the proper organizational knowledge and more than that I
really need to guarantee that the LCVPTM team has a strong
commitment and really feel the responsibility of their role TM TEAM is
the responsible to guarantee our membership education I propose this
acutecause analyzing the LCacutes reality this is one of the biggest GAP
ACTION PLAN Bounding
days with
TM TEAM
Coaching amp
educational days in
TM PROCESS TO
TM TEAM
APPLYING OUR VALUES
PROPERLY focus on
ldquoACTIVATING
LEADERSHIPrdquo
Guarantee the next leaders
generation
LCacuteS with COMPLET EBacuteS
to next term
Q1
The main priority to AIESEC in Guatemala to the term
2012-2013 is to work hard in choosing well its
membership acuteCause actually I see that the organization
has a big problem that affects the whole areas in every
process activity project etc I really think that if the
membership is not well educated and they donacutet manage
and know the organization they just canacutet be in For me
is really important that every member has a role and a
responsibility acutecause thereacutes no sense that we sell the
idea that people can develop their potential in AIESEC if
they donrsquot take an active role since de beginning So I
think that we should go back to the basics and work hard
in have a qualify amp quality membership Also our
membership needs to feel the real connection with the
organization To achieve this goal is really important to
apply and follow the TM flow process and implement
the new programs and get focus on TMP amp TLP programs
to achieve the goals and execute the projects
GROW OPPORTUNITIES
CY2CY COOPERATIONS International
conferences
End of 13 Baktun Start new age of Mayan
Calendar
New official extensions are starting operations
New TN Takers in ERampICX area
Using social media to promote our organization
XCHANGE Participants recruitment
GCDP ICX project Under Construction
To guarantee LCacutes leverage is important to work in
allocation process and having the right member to the right
position Promote our country in International Conferences is
a key point to approach 2012 as a year when worldacutes eyes will
be in our country
Iacutem going to be sincere and direct in this answer
Actually I think that the real motivate points in most of
the 50 in our actually membership is
Conferences (acutecause they can take days off in their
jobs university families etc and also in the
conferences they can find cheap alcohol flirt gossips
and fun)
Being an AIESECer (But not acting like a really
one)
Have the opportunity to travel (But not approaching
well the opportunity to connect our country with
others)
Our membership (including me) thinks a lot to take
an internship even when we motivate others to do it
Thereacutes a big hole in the platformacutes use acuteCause
members and recent EPacutes don t know how to use it
I feel that a great part of our membership doesn t
believe that they are Leaders I think that we like to
hear about this but don t really take the real role
Also I think that is necessary that our membership
starts to grow up and become mature amp responsible
in their actions acutecause theyacutere part of a huge
organization and we need to reflect that
This is our reality As I can see but I think we
can work hard in changing this To increase the
motivation amp performance is important to
Guarantee a real AIESEC Experience (since the
induction) Defining well our programs and follow
the TM process
Every member has to take an active rol that make
them feel that their actions contribute to the local
goal
Every member should to be an EP Buddy and help
the trainees s to feel good of that way they could
help to increase the EP XP in a positive way and
they will feel the importance that has to be a great
country host
Is important to feel part of something and we as
an organization should to promote more our
organization and I think we should to participate in
more external events not only our conferences
and not only promoting our AIESEC programs We
could participate more making social work and
cooperating with other organizations and being
part of different activities
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
The best thing you can do when youacutere part of an
organization is to leave your future generations a
way to walk for me is really important to see in the
future a strong organization that is recognized by
the membership their families universities
partners stakeholders etc as an important
organization where the people can develop their
abilities I donrsquot want to keep seeing that people gets
in just because of the party I want to contribute to
change that wrong perception that even our current
members have As the MCVPTM It will be one of
my key points to change and it will part of my
legacy check list
Being LCP has being important to develop leadership skills and team
management in my case I feel a strong commitment with the
organization and the combination of Leadership motivation and
commitment makes me a strong candidate to be MCVPTM
As I recognize my strengths is important to recognize my weaknesses
too and one of them is that for me is a little bit hard to organize well
my time and respect the deadlines that happens to me acutecause some
times I get distracted easily and that makes me stressed out when
the deadline comes Also as Iacutem an emotional person always
happens to me that I take some problems personally and is difficult
to separate work amp personal things And being an MC member will
help me in many ways to control it
8 LCacutes
MY
AIESEC TLP= 100
TMP= 200
GCDP ICX = 120 GIP ICX= 50 GCDP OGX= 175 GIP OGX =125
COMMITMENT
MEMBERSHIP
LCacutes
working
together
Complete
EBacuteS
100 X+L
XPacutes
LOCAL
MC
LEADERS
Strategy and
Organizational
Development
O Get new TN takers and partners There are two new official Extensions with a lot
of enthusiasm We can approach our actual EPacutes to make Cy2Cy
cooperations and increase in Exchanges
2012 is an important year to indigenous people because of the change in Mayan calendar we can
approach that to promote our country in ICX
S 5 Local Committees
2 official Extensions High level current MC
Strong relationship with TN takers and trainees Legal amp Financial sustainability
Coaching BOA
T Political economical amp insecurity situation Trafficking MC Officeacutes situation NGOacutes legislation
W
MC situation ER-ICX Area
Only 1 LC has full membership
Low connection between MC Coaches and LC members Low organizational knowledge from the members
Members feel afraid to take Leadership Roles
LCacutes havenacutet complete EBacutes yet
wi
P
R
O
P
O
S
A
L
My proposal to AIESEC in Guatemala 12-13 is to guarantee that every
member has the proper organizational knowledge and more than that I
really need to guarantee that the LCVPTM team has a strong
commitment and really feel the responsibility of their role TM TEAM is
the responsible to guarantee our membership education I propose this
acutecause analyzing the LCacutes reality this is one of the biggest GAP
ACTION PLAN Bounding
days with
TM TEAM
Coaching amp
educational days in
TM PROCESS TO
TM TEAM
APPLYING OUR VALUES
PROPERLY focus on
ldquoACTIVATING
LEADERSHIPrdquo
Guarantee the next leaders
generation
LCacuteS with COMPLET EBacuteS
to next term
Q1
The main priority to AIESEC in Guatemala to the term
2012-2013 is to work hard in choosing well its
membership acuteCause actually I see that the organization
has a big problem that affects the whole areas in every
process activity project etc I really think that if the
membership is not well educated and they donacutet manage
and know the organization they just canacutet be in For me
is really important that every member has a role and a
responsibility acutecause thereacutes no sense that we sell the
idea that people can develop their potential in AIESEC if
they donrsquot take an active role since de beginning So I
think that we should go back to the basics and work hard
in have a qualify amp quality membership Also our
membership needs to feel the real connection with the
organization To achieve this goal is really important to
apply and follow the TM flow process and implement
the new programs and get focus on TMP amp TLP programs
to achieve the goals and execute the projects
GROW OPPORTUNITIES
CY2CY COOPERATIONS International
conferences
End of 13 Baktun Start new age of Mayan
Calendar
New official extensions are starting operations
New TN Takers in ERampICX area
Using social media to promote our organization
XCHANGE Participants recruitment
GCDP ICX project Under Construction
To guarantee LCacutes leverage is important to work in
allocation process and having the right member to the right
position Promote our country in International Conferences is
a key point to approach 2012 as a year when worldacutes eyes will
be in our country
Iacutem going to be sincere and direct in this answer
Actually I think that the real motivate points in most of
the 50 in our actually membership is
Conferences (acutecause they can take days off in their
jobs university families etc and also in the
conferences they can find cheap alcohol flirt gossips
and fun)
Being an AIESECer (But not acting like a really
one)
Have the opportunity to travel (But not approaching
well the opportunity to connect our country with
others)
Our membership (including me) thinks a lot to take
an internship even when we motivate others to do it
Thereacutes a big hole in the platformacutes use acuteCause
members and recent EPacutes don t know how to use it
I feel that a great part of our membership doesn t
believe that they are Leaders I think that we like to
hear about this but don t really take the real role
Also I think that is necessary that our membership
starts to grow up and become mature amp responsible
in their actions acutecause theyacutere part of a huge
organization and we need to reflect that
This is our reality As I can see but I think we
can work hard in changing this To increase the
motivation amp performance is important to
Guarantee a real AIESEC Experience (since the
induction) Defining well our programs and follow
the TM process
Every member has to take an active rol that make
them feel that their actions contribute to the local
goal
Every member should to be an EP Buddy and help
the trainees s to feel good of that way they could
help to increase the EP XP in a positive way and
they will feel the importance that has to be a great
country host
Is important to feel part of something and we as
an organization should to promote more our
organization and I think we should to participate in
more external events not only our conferences
and not only promoting our AIESEC programs We
could participate more making social work and
cooperating with other organizations and being
part of different activities
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
Being LCP has being important to develop leadership skills and team
management in my case I feel a strong commitment with the
organization and the combination of Leadership motivation and
commitment makes me a strong candidate to be MCVPTM
As I recognize my strengths is important to recognize my weaknesses
too and one of them is that for me is a little bit hard to organize well
my time and respect the deadlines that happens to me acutecause some
times I get distracted easily and that makes me stressed out when
the deadline comes Also as Iacutem an emotional person always
happens to me that I take some problems personally and is difficult
to separate work amp personal things And being an MC member will
help me in many ways to control it
8 LCacutes
MY
AIESEC TLP= 100
TMP= 200
GCDP ICX = 120 GIP ICX= 50 GCDP OGX= 175 GIP OGX =125
COMMITMENT
MEMBERSHIP
LCacutes
working
together
Complete
EBacuteS
100 X+L
XPacutes
LOCAL
MC
LEADERS
Strategy and
Organizational
Development
O Get new TN takers and partners There are two new official Extensions with a lot
of enthusiasm We can approach our actual EPacutes to make Cy2Cy
cooperations and increase in Exchanges
2012 is an important year to indigenous people because of the change in Mayan calendar we can
approach that to promote our country in ICX
S 5 Local Committees
2 official Extensions High level current MC
Strong relationship with TN takers and trainees Legal amp Financial sustainability
Coaching BOA
T Political economical amp insecurity situation Trafficking MC Officeacutes situation NGOacutes legislation
W
MC situation ER-ICX Area
Only 1 LC has full membership
Low connection between MC Coaches and LC members Low organizational knowledge from the members
Members feel afraid to take Leadership Roles
LCacutes havenacutet complete EBacutes yet
wi
P
R
O
P
O
S
A
L
My proposal to AIESEC in Guatemala 12-13 is to guarantee that every
member has the proper organizational knowledge and more than that I
really need to guarantee that the LCVPTM team has a strong
commitment and really feel the responsibility of their role TM TEAM is
the responsible to guarantee our membership education I propose this
acutecause analyzing the LCacutes reality this is one of the biggest GAP
ACTION PLAN Bounding
days with
TM TEAM
Coaching amp
educational days in
TM PROCESS TO
TM TEAM
APPLYING OUR VALUES
PROPERLY focus on
ldquoACTIVATING
LEADERSHIPrdquo
Guarantee the next leaders
generation
LCacuteS with COMPLET EBacuteS
to next term
Q1
The main priority to AIESEC in Guatemala to the term
2012-2013 is to work hard in choosing well its
membership acuteCause actually I see that the organization
has a big problem that affects the whole areas in every
process activity project etc I really think that if the
membership is not well educated and they donacutet manage
and know the organization they just canacutet be in For me
is really important that every member has a role and a
responsibility acutecause thereacutes no sense that we sell the
idea that people can develop their potential in AIESEC if
they donrsquot take an active role since de beginning So I
think that we should go back to the basics and work hard
in have a qualify amp quality membership Also our
membership needs to feel the real connection with the
organization To achieve this goal is really important to
apply and follow the TM flow process and implement
the new programs and get focus on TMP amp TLP programs
to achieve the goals and execute the projects
GROW OPPORTUNITIES
CY2CY COOPERATIONS International
conferences
End of 13 Baktun Start new age of Mayan
Calendar
New official extensions are starting operations
New TN Takers in ERampICX area
Using social media to promote our organization
XCHANGE Participants recruitment
GCDP ICX project Under Construction
To guarantee LCacutes leverage is important to work in
allocation process and having the right member to the right
position Promote our country in International Conferences is
a key point to approach 2012 as a year when worldacutes eyes will
be in our country
Iacutem going to be sincere and direct in this answer
Actually I think that the real motivate points in most of
the 50 in our actually membership is
Conferences (acutecause they can take days off in their
jobs university families etc and also in the
conferences they can find cheap alcohol flirt gossips
and fun)
Being an AIESECer (But not acting like a really
one)
Have the opportunity to travel (But not approaching
well the opportunity to connect our country with
others)
Our membership (including me) thinks a lot to take
an internship even when we motivate others to do it
Thereacutes a big hole in the platformacutes use acuteCause
members and recent EPacutes don t know how to use it
I feel that a great part of our membership doesn t
believe that they are Leaders I think that we like to
hear about this but don t really take the real role
Also I think that is necessary that our membership
starts to grow up and become mature amp responsible
in their actions acutecause theyacutere part of a huge
organization and we need to reflect that
This is our reality As I can see but I think we
can work hard in changing this To increase the
motivation amp performance is important to
Guarantee a real AIESEC Experience (since the
induction) Defining well our programs and follow
the TM process
Every member has to take an active rol that make
them feel that their actions contribute to the local
goal
Every member should to be an EP Buddy and help
the trainees s to feel good of that way they could
help to increase the EP XP in a positive way and
they will feel the importance that has to be a great
country host
Is important to feel part of something and we as
an organization should to promote more our
organization and I think we should to participate in
more external events not only our conferences
and not only promoting our AIESEC programs We
could participate more making social work and
cooperating with other organizations and being
part of different activities
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
8 LCacutes
MY
AIESEC TLP= 100
TMP= 200
GCDP ICX = 120 GIP ICX= 50 GCDP OGX= 175 GIP OGX =125
COMMITMENT
MEMBERSHIP
LCacutes
working
together
Complete
EBacuteS
100 X+L
XPacutes
LOCAL
MC
LEADERS
Strategy and
Organizational
Development
O Get new TN takers and partners There are two new official Extensions with a lot
of enthusiasm We can approach our actual EPacutes to make Cy2Cy
cooperations and increase in Exchanges
2012 is an important year to indigenous people because of the change in Mayan calendar we can
approach that to promote our country in ICX
S 5 Local Committees
2 official Extensions High level current MC
Strong relationship with TN takers and trainees Legal amp Financial sustainability
Coaching BOA
T Political economical amp insecurity situation Trafficking MC Officeacutes situation NGOacutes legislation
W
MC situation ER-ICX Area
Only 1 LC has full membership
Low connection between MC Coaches and LC members Low organizational knowledge from the members
Members feel afraid to take Leadership Roles
LCacutes havenacutet complete EBacutes yet
wi
P
R
O
P
O
S
A
L
My proposal to AIESEC in Guatemala 12-13 is to guarantee that every
member has the proper organizational knowledge and more than that I
really need to guarantee that the LCVPTM team has a strong
commitment and really feel the responsibility of their role TM TEAM is
the responsible to guarantee our membership education I propose this
acutecause analyzing the LCacutes reality this is one of the biggest GAP
ACTION PLAN Bounding
days with
TM TEAM
Coaching amp
educational days in
TM PROCESS TO
TM TEAM
APPLYING OUR VALUES
PROPERLY focus on
ldquoACTIVATING
LEADERSHIPrdquo
Guarantee the next leaders
generation
LCacuteS with COMPLET EBacuteS
to next term
Q1
The main priority to AIESEC in Guatemala to the term
2012-2013 is to work hard in choosing well its
membership acuteCause actually I see that the organization
has a big problem that affects the whole areas in every
process activity project etc I really think that if the
membership is not well educated and they donacutet manage
and know the organization they just canacutet be in For me
is really important that every member has a role and a
responsibility acutecause thereacutes no sense that we sell the
idea that people can develop their potential in AIESEC if
they donrsquot take an active role since de beginning So I
think that we should go back to the basics and work hard
in have a qualify amp quality membership Also our
membership needs to feel the real connection with the
organization To achieve this goal is really important to
apply and follow the TM flow process and implement
the new programs and get focus on TMP amp TLP programs
to achieve the goals and execute the projects
GROW OPPORTUNITIES
CY2CY COOPERATIONS International
conferences
End of 13 Baktun Start new age of Mayan
Calendar
New official extensions are starting operations
New TN Takers in ERampICX area
Using social media to promote our organization
XCHANGE Participants recruitment
GCDP ICX project Under Construction
To guarantee LCacutes leverage is important to work in
allocation process and having the right member to the right
position Promote our country in International Conferences is
a key point to approach 2012 as a year when worldacutes eyes will
be in our country
Iacutem going to be sincere and direct in this answer
Actually I think that the real motivate points in most of
the 50 in our actually membership is
Conferences (acutecause they can take days off in their
jobs university families etc and also in the
conferences they can find cheap alcohol flirt gossips
and fun)
Being an AIESECer (But not acting like a really
one)
Have the opportunity to travel (But not approaching
well the opportunity to connect our country with
others)
Our membership (including me) thinks a lot to take
an internship even when we motivate others to do it
Thereacutes a big hole in the platformacutes use acuteCause
members and recent EPacutes don t know how to use it
I feel that a great part of our membership doesn t
believe that they are Leaders I think that we like to
hear about this but don t really take the real role
Also I think that is necessary that our membership
starts to grow up and become mature amp responsible
in their actions acutecause theyacutere part of a huge
organization and we need to reflect that
This is our reality As I can see but I think we
can work hard in changing this To increase the
motivation amp performance is important to
Guarantee a real AIESEC Experience (since the
induction) Defining well our programs and follow
the TM process
Every member has to take an active rol that make
them feel that their actions contribute to the local
goal
Every member should to be an EP Buddy and help
the trainees s to feel good of that way they could
help to increase the EP XP in a positive way and
they will feel the importance that has to be a great
country host
Is important to feel part of something and we as
an organization should to promote more our
organization and I think we should to participate in
more external events not only our conferences
and not only promoting our AIESEC programs We
could participate more making social work and
cooperating with other organizations and being
part of different activities
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
Strategy and
Organizational
Development
O Get new TN takers and partners There are two new official Extensions with a lot
of enthusiasm We can approach our actual EPacutes to make Cy2Cy
cooperations and increase in Exchanges
2012 is an important year to indigenous people because of the change in Mayan calendar we can
approach that to promote our country in ICX
S 5 Local Committees
2 official Extensions High level current MC
Strong relationship with TN takers and trainees Legal amp Financial sustainability
Coaching BOA
T Political economical amp insecurity situation Trafficking MC Officeacutes situation NGOacutes legislation
W
MC situation ER-ICX Area
Only 1 LC has full membership
Low connection between MC Coaches and LC members Low organizational knowledge from the members
Members feel afraid to take Leadership Roles
LCacutes havenacutet complete EBacutes yet
wi
P
R
O
P
O
S
A
L
My proposal to AIESEC in Guatemala 12-13 is to guarantee that every
member has the proper organizational knowledge and more than that I
really need to guarantee that the LCVPTM team has a strong
commitment and really feel the responsibility of their role TM TEAM is
the responsible to guarantee our membership education I propose this
acutecause analyzing the LCacutes reality this is one of the biggest GAP
ACTION PLAN Bounding
days with
TM TEAM
Coaching amp
educational days in
TM PROCESS TO
TM TEAM
APPLYING OUR VALUES
PROPERLY focus on
ldquoACTIVATING
LEADERSHIPrdquo
Guarantee the next leaders
generation
LCacuteS with COMPLET EBacuteS
to next term
Q1
The main priority to AIESEC in Guatemala to the term
2012-2013 is to work hard in choosing well its
membership acuteCause actually I see that the organization
has a big problem that affects the whole areas in every
process activity project etc I really think that if the
membership is not well educated and they donacutet manage
and know the organization they just canacutet be in For me
is really important that every member has a role and a
responsibility acutecause thereacutes no sense that we sell the
idea that people can develop their potential in AIESEC if
they donrsquot take an active role since de beginning So I
think that we should go back to the basics and work hard
in have a qualify amp quality membership Also our
membership needs to feel the real connection with the
organization To achieve this goal is really important to
apply and follow the TM flow process and implement
the new programs and get focus on TMP amp TLP programs
to achieve the goals and execute the projects
GROW OPPORTUNITIES
CY2CY COOPERATIONS International
conferences
End of 13 Baktun Start new age of Mayan
Calendar
New official extensions are starting operations
New TN Takers in ERampICX area
Using social media to promote our organization
XCHANGE Participants recruitment
GCDP ICX project Under Construction
To guarantee LCacutes leverage is important to work in
allocation process and having the right member to the right
position Promote our country in International Conferences is
a key point to approach 2012 as a year when worldacutes eyes will
be in our country
Iacutem going to be sincere and direct in this answer
Actually I think that the real motivate points in most of
the 50 in our actually membership is
Conferences (acutecause they can take days off in their
jobs university families etc and also in the
conferences they can find cheap alcohol flirt gossips
and fun)
Being an AIESECer (But not acting like a really
one)
Have the opportunity to travel (But not approaching
well the opportunity to connect our country with
others)
Our membership (including me) thinks a lot to take
an internship even when we motivate others to do it
Thereacutes a big hole in the platformacutes use acuteCause
members and recent EPacutes don t know how to use it
I feel that a great part of our membership doesn t
believe that they are Leaders I think that we like to
hear about this but don t really take the real role
Also I think that is necessary that our membership
starts to grow up and become mature amp responsible
in their actions acutecause theyacutere part of a huge
organization and we need to reflect that
This is our reality As I can see but I think we
can work hard in changing this To increase the
motivation amp performance is important to
Guarantee a real AIESEC Experience (since the
induction) Defining well our programs and follow
the TM process
Every member has to take an active rol that make
them feel that their actions contribute to the local
goal
Every member should to be an EP Buddy and help
the trainees s to feel good of that way they could
help to increase the EP XP in a positive way and
they will feel the importance that has to be a great
country host
Is important to feel part of something and we as
an organization should to promote more our
organization and I think we should to participate in
more external events not only our conferences
and not only promoting our AIESEC programs We
could participate more making social work and
cooperating with other organizations and being
part of different activities
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
O Get new TN takers and partners There are two new official Extensions with a lot
of enthusiasm We can approach our actual EPacutes to make Cy2Cy
cooperations and increase in Exchanges
2012 is an important year to indigenous people because of the change in Mayan calendar we can
approach that to promote our country in ICX
S 5 Local Committees
2 official Extensions High level current MC
Strong relationship with TN takers and trainees Legal amp Financial sustainability
Coaching BOA
T Political economical amp insecurity situation Trafficking MC Officeacutes situation NGOacutes legislation
W
MC situation ER-ICX Area
Only 1 LC has full membership
Low connection between MC Coaches and LC members Low organizational knowledge from the members
Members feel afraid to take Leadership Roles
LCacutes havenacutet complete EBacutes yet
wi
P
R
O
P
O
S
A
L
My proposal to AIESEC in Guatemala 12-13 is to guarantee that every
member has the proper organizational knowledge and more than that I
really need to guarantee that the LCVPTM team has a strong
commitment and really feel the responsibility of their role TM TEAM is
the responsible to guarantee our membership education I propose this
acutecause analyzing the LCacutes reality this is one of the biggest GAP
ACTION PLAN Bounding
days with
TM TEAM
Coaching amp
educational days in
TM PROCESS TO
TM TEAM
APPLYING OUR VALUES
PROPERLY focus on
ldquoACTIVATING
LEADERSHIPrdquo
Guarantee the next leaders
generation
LCacuteS with COMPLET EBacuteS
to next term
Q1
The main priority to AIESEC in Guatemala to the term
2012-2013 is to work hard in choosing well its
membership acuteCause actually I see that the organization
has a big problem that affects the whole areas in every
process activity project etc I really think that if the
membership is not well educated and they donacutet manage
and know the organization they just canacutet be in For me
is really important that every member has a role and a
responsibility acutecause thereacutes no sense that we sell the
idea that people can develop their potential in AIESEC if
they donrsquot take an active role since de beginning So I
think that we should go back to the basics and work hard
in have a qualify amp quality membership Also our
membership needs to feel the real connection with the
organization To achieve this goal is really important to
apply and follow the TM flow process and implement
the new programs and get focus on TMP amp TLP programs
to achieve the goals and execute the projects
GROW OPPORTUNITIES
CY2CY COOPERATIONS International
conferences
End of 13 Baktun Start new age of Mayan
Calendar
New official extensions are starting operations
New TN Takers in ERampICX area
Using social media to promote our organization
XCHANGE Participants recruitment
GCDP ICX project Under Construction
To guarantee LCacutes leverage is important to work in
allocation process and having the right member to the right
position Promote our country in International Conferences is
a key point to approach 2012 as a year when worldacutes eyes will
be in our country
Iacutem going to be sincere and direct in this answer
Actually I think that the real motivate points in most of
the 50 in our actually membership is
Conferences (acutecause they can take days off in their
jobs university families etc and also in the
conferences they can find cheap alcohol flirt gossips
and fun)
Being an AIESECer (But not acting like a really
one)
Have the opportunity to travel (But not approaching
well the opportunity to connect our country with
others)
Our membership (including me) thinks a lot to take
an internship even when we motivate others to do it
Thereacutes a big hole in the platformacutes use acuteCause
members and recent EPacutes don t know how to use it
I feel that a great part of our membership doesn t
believe that they are Leaders I think that we like to
hear about this but don t really take the real role
Also I think that is necessary that our membership
starts to grow up and become mature amp responsible
in their actions acutecause theyacutere part of a huge
organization and we need to reflect that
This is our reality As I can see but I think we
can work hard in changing this To increase the
motivation amp performance is important to
Guarantee a real AIESEC Experience (since the
induction) Defining well our programs and follow
the TM process
Every member has to take an active rol that make
them feel that their actions contribute to the local
goal
Every member should to be an EP Buddy and help
the trainees s to feel good of that way they could
help to increase the EP XP in a positive way and
they will feel the importance that has to be a great
country host
Is important to feel part of something and we as
an organization should to promote more our
organization and I think we should to participate in
more external events not only our conferences
and not only promoting our AIESEC programs We
could participate more making social work and
cooperating with other organizations and being
part of different activities
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
wi
P
R
O
P
O
S
A
L
My proposal to AIESEC in Guatemala 12-13 is to guarantee that every
member has the proper organizational knowledge and more than that I
really need to guarantee that the LCVPTM team has a strong
commitment and really feel the responsibility of their role TM TEAM is
the responsible to guarantee our membership education I propose this
acutecause analyzing the LCacutes reality this is one of the biggest GAP
ACTION PLAN Bounding
days with
TM TEAM
Coaching amp
educational days in
TM PROCESS TO
TM TEAM
APPLYING OUR VALUES
PROPERLY focus on
ldquoACTIVATING
LEADERSHIPrdquo
Guarantee the next leaders
generation
LCacuteS with COMPLET EBacuteS
to next term
Q1
The main priority to AIESEC in Guatemala to the term
2012-2013 is to work hard in choosing well its
membership acuteCause actually I see that the organization
has a big problem that affects the whole areas in every
process activity project etc I really think that if the
membership is not well educated and they donacutet manage
and know the organization they just canacutet be in For me
is really important that every member has a role and a
responsibility acutecause thereacutes no sense that we sell the
idea that people can develop their potential in AIESEC if
they donrsquot take an active role since de beginning So I
think that we should go back to the basics and work hard
in have a qualify amp quality membership Also our
membership needs to feel the real connection with the
organization To achieve this goal is really important to
apply and follow the TM flow process and implement
the new programs and get focus on TMP amp TLP programs
to achieve the goals and execute the projects
GROW OPPORTUNITIES
CY2CY COOPERATIONS International
conferences
End of 13 Baktun Start new age of Mayan
Calendar
New official extensions are starting operations
New TN Takers in ERampICX area
Using social media to promote our organization
XCHANGE Participants recruitment
GCDP ICX project Under Construction
To guarantee LCacutes leverage is important to work in
allocation process and having the right member to the right
position Promote our country in International Conferences is
a key point to approach 2012 as a year when worldacutes eyes will
be in our country
Iacutem going to be sincere and direct in this answer
Actually I think that the real motivate points in most of
the 50 in our actually membership is
Conferences (acutecause they can take days off in their
jobs university families etc and also in the
conferences they can find cheap alcohol flirt gossips
and fun)
Being an AIESECer (But not acting like a really
one)
Have the opportunity to travel (But not approaching
well the opportunity to connect our country with
others)
Our membership (including me) thinks a lot to take
an internship even when we motivate others to do it
Thereacutes a big hole in the platformacutes use acuteCause
members and recent EPacutes don t know how to use it
I feel that a great part of our membership doesn t
believe that they are Leaders I think that we like to
hear about this but don t really take the real role
Also I think that is necessary that our membership
starts to grow up and become mature amp responsible
in their actions acutecause theyacutere part of a huge
organization and we need to reflect that
This is our reality As I can see but I think we
can work hard in changing this To increase the
motivation amp performance is important to
Guarantee a real AIESEC Experience (since the
induction) Defining well our programs and follow
the TM process
Every member has to take an active rol that make
them feel that their actions contribute to the local
goal
Every member should to be an EP Buddy and help
the trainees s to feel good of that way they could
help to increase the EP XP in a positive way and
they will feel the importance that has to be a great
country host
Is important to feel part of something and we as
an organization should to promote more our
organization and I think we should to participate in
more external events not only our conferences
and not only promoting our AIESEC programs We
could participate more making social work and
cooperating with other organizations and being
part of different activities
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
The main priority to AIESEC in Guatemala to the term
2012-2013 is to work hard in choosing well its
membership acuteCause actually I see that the organization
has a big problem that affects the whole areas in every
process activity project etc I really think that if the
membership is not well educated and they donacutet manage
and know the organization they just canacutet be in For me
is really important that every member has a role and a
responsibility acutecause thereacutes no sense that we sell the
idea that people can develop their potential in AIESEC if
they donrsquot take an active role since de beginning So I
think that we should go back to the basics and work hard
in have a qualify amp quality membership Also our
membership needs to feel the real connection with the
organization To achieve this goal is really important to
apply and follow the TM flow process and implement
the new programs and get focus on TMP amp TLP programs
to achieve the goals and execute the projects
GROW OPPORTUNITIES
CY2CY COOPERATIONS International
conferences
End of 13 Baktun Start new age of Mayan
Calendar
New official extensions are starting operations
New TN Takers in ERampICX area
Using social media to promote our organization
XCHANGE Participants recruitment
GCDP ICX project Under Construction
To guarantee LCacutes leverage is important to work in
allocation process and having the right member to the right
position Promote our country in International Conferences is
a key point to approach 2012 as a year when worldacutes eyes will
be in our country
Iacutem going to be sincere and direct in this answer
Actually I think that the real motivate points in most of
the 50 in our actually membership is
Conferences (acutecause they can take days off in their
jobs university families etc and also in the
conferences they can find cheap alcohol flirt gossips
and fun)
Being an AIESECer (But not acting like a really
one)
Have the opportunity to travel (But not approaching
well the opportunity to connect our country with
others)
Our membership (including me) thinks a lot to take
an internship even when we motivate others to do it
Thereacutes a big hole in the platformacutes use acuteCause
members and recent EPacutes don t know how to use it
I feel that a great part of our membership doesn t
believe that they are Leaders I think that we like to
hear about this but don t really take the real role
Also I think that is necessary that our membership
starts to grow up and become mature amp responsible
in their actions acutecause theyacutere part of a huge
organization and we need to reflect that
This is our reality As I can see but I think we
can work hard in changing this To increase the
motivation amp performance is important to
Guarantee a real AIESEC Experience (since the
induction) Defining well our programs and follow
the TM process
Every member has to take an active rol that make
them feel that their actions contribute to the local
goal
Every member should to be an EP Buddy and help
the trainees s to feel good of that way they could
help to increase the EP XP in a positive way and
they will feel the importance that has to be a great
country host
Is important to feel part of something and we as
an organization should to promote more our
organization and I think we should to participate in
more external events not only our conferences
and not only promoting our AIESEC programs We
could participate more making social work and
cooperating with other organizations and being
part of different activities
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
GROW OPPORTUNITIES
CY2CY COOPERATIONS International
conferences
End of 13 Baktun Start new age of Mayan
Calendar
New official extensions are starting operations
New TN Takers in ERampICX area
Using social media to promote our organization
XCHANGE Participants recruitment
GCDP ICX project Under Construction
To guarantee LCacutes leverage is important to work in
allocation process and having the right member to the right
position Promote our country in International Conferences is
a key point to approach 2012 as a year when worldacutes eyes will
be in our country
Iacutem going to be sincere and direct in this answer
Actually I think that the real motivate points in most of
the 50 in our actually membership is
Conferences (acutecause they can take days off in their
jobs university families etc and also in the
conferences they can find cheap alcohol flirt gossips
and fun)
Being an AIESECer (But not acting like a really
one)
Have the opportunity to travel (But not approaching
well the opportunity to connect our country with
others)
Our membership (including me) thinks a lot to take
an internship even when we motivate others to do it
Thereacutes a big hole in the platformacutes use acuteCause
members and recent EPacutes don t know how to use it
I feel that a great part of our membership doesn t
believe that they are Leaders I think that we like to
hear about this but don t really take the real role
Also I think that is necessary that our membership
starts to grow up and become mature amp responsible
in their actions acutecause theyacutere part of a huge
organization and we need to reflect that
This is our reality As I can see but I think we
can work hard in changing this To increase the
motivation amp performance is important to
Guarantee a real AIESEC Experience (since the
induction) Defining well our programs and follow
the TM process
Every member has to take an active rol that make
them feel that their actions contribute to the local
goal
Every member should to be an EP Buddy and help
the trainees s to feel good of that way they could
help to increase the EP XP in a positive way and
they will feel the importance that has to be a great
country host
Is important to feel part of something and we as
an organization should to promote more our
organization and I think we should to participate in
more external events not only our conferences
and not only promoting our AIESEC programs We
could participate more making social work and
cooperating with other organizations and being
part of different activities
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
Iacutem going to be sincere and direct in this answer
Actually I think that the real motivate points in most of
the 50 in our actually membership is
Conferences (acutecause they can take days off in their
jobs university families etc and also in the
conferences they can find cheap alcohol flirt gossips
and fun)
Being an AIESECer (But not acting like a really
one)
Have the opportunity to travel (But not approaching
well the opportunity to connect our country with
others)
Our membership (including me) thinks a lot to take
an internship even when we motivate others to do it
Thereacutes a big hole in the platformacutes use acuteCause
members and recent EPacutes don t know how to use it
I feel that a great part of our membership doesn t
believe that they are Leaders I think that we like to
hear about this but don t really take the real role
Also I think that is necessary that our membership
starts to grow up and become mature amp responsible
in their actions acutecause theyacutere part of a huge
organization and we need to reflect that
This is our reality As I can see but I think we
can work hard in changing this To increase the
motivation amp performance is important to
Guarantee a real AIESEC Experience (since the
induction) Defining well our programs and follow
the TM process
Every member has to take an active rol that make
them feel that their actions contribute to the local
goal
Every member should to be an EP Buddy and help
the trainees s to feel good of that way they could
help to increase the EP XP in a positive way and
they will feel the importance that has to be a great
country host
Is important to feel part of something and we as
an organization should to promote more our
organization and I think we should to participate in
more external events not only our conferences
and not only promoting our AIESEC programs We
could participate more making social work and
cooperating with other organizations and being
part of different activities
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
In AIESEC every roll and area is important and thatacutes the way why the
organization needs to work by synergy
We can have a lot of plans strategies projects etc But if we donacutet have
the talent we just canacutet execute anything We need to understand that we
need people to work with and is important to invest in our good members and
recognize their contribution acuteCause all of us are working as a volunteers
So I think that TM role is important acutecause for me is a real challenge to
develop and direct the whole talent in 5 LC and 2 or more official extensions
TLP
Me as a Leader days
Leading by the example
Next steps
Leader of the Q national level
Looking 4 my successor
Challenge
TMP
Create a functional division in
each area Bounding days
Create coordinations in every
project Member of the Q local
levelCareer plan
Rewards amp Recognition
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
MCVPTM SUCCESOR
EBacutes completed to next term
300 engage amp commitment
members
LCacutes with full membership
achieving the national results
Membership education
TMPTLP
Career plan Succession
TM Process flow
application
Activating leadership
Getting to run all the activities that I raised
in my application and comply with the ideas
proposals and challenges that may arise
during the administration
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
ACTION PLAN Q1
LCacuteS ANALYSIS
According the information obtained from some local
committees is important to raise the following strategy for the
first Q of management for the months of July August and
September
Each LC has a different reality
but all agree in one important point Guess whatrdquoThe lack
of committed membersrdquo Below therersquos a priority list
identified in each committee
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
AIESEC UFM
EB members = 5
Only 7 really
commitment and
motiacutevated members
itrainning
LC status declined
New positive leadership
Few University
support
Close to MC office MC
FLAT
EPacutes recruitment focus
AIESEC URL
TLP= 3 members
16 TMP in allocation process
New leadership Financial Sustainability Students are interested going on exchange
LC Status declined Recruitment focused on TMP
and OGX areas
AIESEC UVG
EB members =5
Positive organizational
environment trainning
18 active members
SDL 2012 LC HOST amp
Recruitment Focus
University support
AIESEC XELA
EB members = 4
New members taking
TLP a
Without office
Opportunity to recruit
EPacutes amp members from
different universities
Recruitment FOCUS
Motivated membership
LC HOST CONAL 2012
AIESEC USAC
25 members only
50 work in the LC
Reactivity vs
proactivity
LC Status declined
Complete EB 2012
Commitment
membership
Motivational
environment
Achieved projects
University support
Students are
Interested in
Exchange program
But they donacutet take
opportunities
OGX amp Recruitment
focus
Organizational Health
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
Official Extension AIESEC
UMG
EB Members= 4
Recruitment Focus after
CONAL 2012
Low Universityacutes Support
Opportunity to increase amp
recruit EPacutes with a high
working experience
Motivated membership with
low experience Trainning
Official Extension AISEC
UMES
EB MEMBERS= 5
Recruitment Focus
University support is still in process
Networking
2 X+L
Great Mc Relation
Positive organizational Environment
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
Iacutell make a timeline that fits all LCs because it is important that all
the committees begin their activities together to achieve a better
progress tracking
Taking in count the reality of each committee
the strategy can be flexible and adaptable to
the lCacutes individual situation
UMES
UMG
