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Made by AIESEC India 2014-2015, this guide is about team leadership.
Citation preview
THETHEULTIMATE
A B S O L U T E L Y
ATEAMTEAMLEADERLEADER
guide to being
now I’m a team leader…
written by team leaders, for team leaders
If we google Leadership, we find thousands and thousands of definitions about Leadership, and each one of them makes sense. All our endeavours in AIESEC rest upon our fundamental desire to explore and develop our own leadership potential. And as a Team Leader, be it as a member of the Management Body, as a LC Vice President, or even as LCP, each of us are in a place to live the best leadership experience possible.
Today, we know a kind of a formula to ensure a complete team experience as a team leader. They are called Team Minimums. However, we can never forget Leadership is all about people and experiences. For each of us to be able to truly exercise leadership, it is not enough to just merely follow these minimums, but, understand how to work around them with different people and in different contexts. Experiences of leaders make the best resource for us to understand this better, and help us understand our own leadership sweet spots.
DEAR READER: A MESSAGE FROM ONE TR1BE THE ULTIMATE GUIDE TO BEING A TEAM LEADER
“Sometimes it falls upon a generation to be great…”
AIESEC India Member Committee 2014-15 One Tr1be
Dear Sir/Madam, Due to work commitments I am not able to physically collect my Vodafone Sim Card for the number 9920 708 182. I have entrusted/endorsed Christina Kelman to collect the sim card on my behalf. Thank you for your cooperation in this matter. Warm Regards, Abhinav Dhatnagar
Dear Reader, Dear Reader, The biggest learning resource has always been the experiences, learnings and mistakes of people. In this guide, you will see thoughts and learnings of Team Leaders which will help you live your journey better. In February 2015, a group of Team Leaders from across the country came together to create this guide to empower the coming generations of leaders to live their experience and build the best possible experiences for their teams.
We hope that this practice of collecting and compiling experiences does not stop here but builds on with time, with more learnings captured and shared. Who knows what can this turn out to be - volumes of such guidebooks published every 6 months, or even online forums hosted and run by the Team Leader community of AIESEC in India etc. This is just a start. And let's start with first doing the best we can to learn from people who have been in our position before, and ensuring we activate the generations after ours to live their experience better than we could.
In Our Attempt To Scale Up People, AIESEC in India Member Committee
2014-15 One Tr1be
03introduction 07let’s talk AIESEC04the leaders we develop05 starting my team
team forming07team building09
10 weekly team meeting11 monthly review12 quarterly team days13
planningwhat to remember13what to forget16 18
job descriptioncreation of a jd22how to use a jd2324
trainingtraining myself25training my members26three steps to team education27 31
coaching & trackingtracking systems32the good and bad news34coaching35cheat sheet363 things for coaching38
41quarterly team days45four ways to rock recognition46
reflection & evaluation
table of contents
HOW TO USE THIS BOOKWelcome Team Leaders!
It has started! You are the one, you are a team leader of AIESEC in India. Our organisation is going to amazing places and you are the one to take it forward!
This guide is not just a textbook for you to be the top-performing team leader in AIESEC in India neither does this book promise that you will become the top-performing leader if you read it.
However this book can help you to frame your own team leader experience in the hopes that you can experience an intense inner and outer journey so that you can emerge as an individual with stronger qualities of world citizen, solution oriented, empowering others and self awareness.
You don’t have to read all of it, but during your journey as a team leader, refer to it from time to time.
These symbols represent different responsibilities you have to your team.
Each aspect will be covered in one chapter of the book!
You may see these around. These are tips and tricks written by the current and
previous team leaders of AIESEC India especially for you!
You may see this symbol around also, these are recommended action steps for you to take throughout your team leader journey.
action
steps
& trickstips
BEFORE WE START LET’S
The world is changing. All the time. The world is definitely a very different place to what it was when AIESEC started up in 1948. In fact, the only constant of our world is that it is constantly changing and because of that the social problems and societal issues are changing also.
So how are a bunch of young people supposed to achieve Peace and Fulfilment of Humankind’s Potential?
We need one solution. We need the right people who can go and solve these issues! We, as AIESECers understand that leadership is the fundamental solution to the world’s needs.
But before we move onto WHAT our organisation does to develop leadership, leadership is a big term. What do we mean exactly by leadership?
Let’s Google it shall we?
TALKAIESEC
So What is the story of our organisation?As an organisation we aim to achieve Peace and Fulfilment of Humankind’s Potential. This is our vision, but in simple terms you can think of this as our ‘Why’. This is WHY we do what we do., this is what is driving our organisation forward.
But how do we achieve Peace and Fulfilment of Humankind’ Potential?
Around 800 million people go hungry in
the world every day
1,400 women will die today as
1,400
29,000About 29,000 children
die each day, most from easily
preventable health problems
they do every day, from illnesses
related to pregnancy and
childbirth which are easy to
diagnose and treat
BEFORE WE START LET’S TA
LKAIESECSo What is the story of our organisation?
leadership/‘li:dəʃɪp/
noun
• the action of leading a group of people or an organization, or the ability to do this. "different styles of leadership"
synonyms: guidance, direction, authority, control, management, superintendence, supervision
• the state or position of being a leader. "the party prospered under his leadership"
synonyms: headship, directorship, direction, governorship, governance, administration, jurisdiction, captaincy
• the leaders of an organization, country, etc. plural noun: leaderships "the leadership was divided into two camps"
In AIESEC we talk about Leadership in terms of four qualities. We believe that the leadership the world needs is people who are Empowering Others, Solution Driven, Self Aware and are a World Citizen
check them out here!
THE
LEADERSWe can think of this s the ‘WHAT’ AIESEC does. Our ‘What’ is through our Experiential Leadership Development Programs which include the Global Community Development Programme, Global Internship Programme, Team Member Programme and Team Leader Programme through which young people can go through the inner and outer journey of leadership.
WE DEVELOPHow do we develop this leadership?
You, as a team leader are going through the ‘what’ as you read this book and throughout the next few weeks, months or even years will develop the qualities of the leadership development model that you see next to you.
Inner and Outer Journey is a model used and framed by AIESEC as the way that individuals can go through an intense ‘outer journey’ which describes the environment you are in and a reflective ‘inner journey’ which describes the elements of self reflection and reinvention as a result of that external environment to enable the development of Global Citizen, Empowering Others, Solution Driven and Self Awareness Qualities.
So if you think about it, your role as a team leader
is developing your leadership in
order for you to be the change
the world needs. Let’s get started!
STARTING MY TEAMEasier than everyone thinks.
KEY ACTIVITIES:Team Forming (recruitment &
identity creation) Team Building
Activities Weekly team
meetings Monthly team
reviews Quarterly team
days
Team Forming
WHY
HOW
It leads to cohesiveness between members and team leaders by knowing them as a person, as a human but also knowing them as a team member (their skills, strengths, behaviours, goals)
The first step is through the allocation process. It is important for you as a Team Leader to have the
opportunity to select your own team - own this
right.
“Team Forming is done through identifying the correct people for the department. From mentorship report, the we can select our members along with our VP. This is done by identifying the members preference and potential.”
- Anonymous Team Leader
“Place people in the right
position. Focus on
their strengths and place your best
people where your best
opportunities are!”
- Dey Dos
Simply how you get to know your team, how they get to know you and how together you know what the team is all about.
“Why is this important? can’t I just start work straight away?”“Why is this important? can’t I just start work straight away?”
team forming is
more than just your first team meeting!
“You have the right and the privilege to select and form
your own team”
“You have the right and the privilege to select and form
your own team”
rightrightright
FORMING MY TEAM… a bit harder than what I expected
Team Forming
The second step is through the co-creation of the team identity, this is the most important. All the members of the team need to understand what the team is all about.
These are the questions you should be asking:
What is the team purpose?
What is my individual contribution to the team purpose?
What is expected of me?
What should I expect from others?
Do I know my members?
Do my members know each other?
Does everyone know how to work with each other?
The Drexler-Sibbet Team Performance Model is a fantastic read if you want to know how not-for-profit teams should ideally form. Great resource to identify where is your team currently and where you need to go.
“The hardest part of any team model is identifying where you are, but once you have you CAN easily decide what is needed to move to the team stage”
“The hardest part of any team model is identifying where you are, but once you have you CAN easily decide what is needed to move to the team stage”
& trickstips
KEY ACTIVITIES:Team Forming (recruitment &
identity creation) Team Building
Activities Weekly team
meetings Monthly team
reviews Quarterly team
days
BUILDING MY TEAM
Team Building
What should I do to make my team bond?
WHYHelps bonding between the team members. It delivers the importance of working together as a team, which is important for effective functioning of the department.
WRONG QUESTIONHow can I build belonging and trust within my
team?
HOW Team Building is about creating belonging amongst the team and starting the process of trust building.
There should be a feeling of pride to be amongst the team, acceptance amongst each other and each person feel as if they are ‘in’
“The first team meeting that I conducted was nothing related to work, because I wanted my team to connect on a personal level first. This helps them to get to know each other better and hence, perform better.”
-Jyotsna
“The first team meeting that I conducted was nothing related to work, because I wanted my team to connect on a personal level first. This helps them to get to know each other better and hence, perform better.”
-Jyotsna
WHATfigure it out
KEY ACTIVITIES:Team Forming (recruitment &
identity creation) Team Building
Activities Weekly team
meetings Monthly team
reviews Quarterly team
days
Sunday Football League:
Members of AIESEC in Mumbai meet every Sunday to host inter department football matches. This leads to the members becoming more comfortable with each other, and bond as a team
Case Study:
Weekly Team Meetings
HOW
Meetings are a space that allow the members to connect to the team and work efficiently. Meetings ensure strong communication and they bring everyone to the table and to the focus/direction of the team.
One on one interactions with the team members helps the team leaders to get to know the members on a personal level and enable the alignment of team activities towards results needed from the team.
This step is up to you.
Before you have a meeting, go through these questions?
What is the purpose of my meeting? Do I have an agenda? Who will time
it? Can any of the content be done
virtually? eg. checking priorities on online tracker? Will it go over 90 minutes? Why? How will we allocate responsibilities? Can this be a standing meeting?
BUILDING MY TEAMwhat do your meetings look like?
WHATfigure it out
KEY ACTIVITIES:Team Forming (recruitment &
identity creation) Team Building
Activities Weekly team
meetings Monthly team
reviews Quarterly team
days
Monthly Team Review
WHY
HOW
Monthly team review helps to find where the team is headed and identify the key lacking and loopholes by evaluating performance and taking feedback from each other according to the output strategy through which the plans can be revised.
Start and end with numbers Ask ‘Are we there yet?’ Don’t change the goal - change your strategies/ plans Let the team bring up issues that need to be discussed
WHATfigure it out
“By conducting monthly team reviews our members became aware of their growth over the last month and were able to redefine learning goals”
-Wyonna
“By conducting monthly team reviews our members became aware of their growth over the last month and were able to redefine learning goals”
-Wyonna
BUILDING MY TEAMWhy should I have one? Every month!!
for monthly team review& trickstips
KEY ACTIVITIES:Team Forming (recruitment &
identity creation) Team Building
Activities Weekly team
meetings Monthly team
reviews Quarterly team
days
Quarterly Team Days
WHY
HOW
These help to analyse and review the pros and cons of the quarter, thereby allowing the strategising of the way forward to strengthen the weak points.
“The success of a team day is largely dependent on what
happens before” -Anonymous
Quarterly team days depend largely on the needs of the team from a
personal and professional standpoint. Assess your team and ask ‘Are we on track’?
in terms of team building or the team plan. This is the time to check the data, assess where you are and how much you still need to cover. Don’t forget to review the plan and the job descriptions of each person in the team!
It is also a chance for you to ensure team development is on track - consider 360 feedback, team building activities and/or appreciations.
BUILDING MY TEAMmore than a formality?
WHATfigure it out
“After each quarterly team day, the team’s vision is broadened and mistakes are rectified.” -Jeff
“After each quarterly team day, the team’s vision is broadened and mistakes are rectified.” -Jeff
action
steps
create your team purpose with your team hold your first team meeting feedback your first team meeting with your team and yourself create a team building agenda
KEY ACTIVITIES:Team Forming (recruitment &
identity creation) Team Building
Activities Weekly team
meetings Monthly team
reviews Quarterly team
days
THINGSPlanning
Re-planning Quarterly
Review
OKAY I HAVE MY TEAM, NOW WHAT?
TO REMEMBER ABOUT PLANNING
In order to have effective planning you must have the right data and
research to commence. Before you start your planning process - ask
yourself
a) What data will we need to plan goals and timeline?
b) Do we know what has happened for the past 2-3 years in our
department?
c) Do we have enough information to start and finish this planning
process.
Why should I use KPIs?
It is the KEY to success of your organisation It is related to PERFORMANCE - it can be measured and quantified It can be used as an INDICATOR - it provides leading information about future results.
What is a Key Performance Indicator? (KPI)
Make better decisions Have a clearer focus Track performance Stronger coaching
you have two choices:
1. Make decisions about where you want to go
aka. make a plan
2. Go on autopilot
5
What will you do to ensure that each individual understands his/her contribution to the plan?
Planning is not the role of the team
leader and you don’t just want to plan
for yourself? You need to plan for the
team to contribute - so
The question is how will you build ownership of the plan for your team?
KEY ACTIVITIES:
1.Pre-planning is important
2. Build Ownership
MAKING THE PLAN:The plan should contain individual action plans,
clear goals and timeline.
Your plan should include your evaluation points of your activities and
strategies. For every plan that you make you must have a way to track it and
that must be within the plan!
For example - My goal is to lose 20 kgs.
Plan:
- Go to Gym
- Eat Healthy
- Go Swimming
How do I know if going to the gym is effective enough to lose 20 kgs?
How will I measure if my swimming is adding value to lose 20 kgs?
When will I lose 20 kgs?
How often do I eat healthy?
How will I measure if I am really eating healthy or not?
All the answers to these questions lie within how you make your Plan
trackable and measurable.
A
B
1 2 3
For example don’t just plan how to get from Point A to Point B. Plan how at stage 1, stage 2 and stage three you know you are going the right direction.
For example don’t just plan how to get from Point A to Point B. Plan how at stage 1, stage 2 and stage three you know you are going the right direction.
You should measure 2 things: 1. The Outputs and
Outcomes that need to occur ‘at the end’
2. The Activities and actions to lead to the outcome that can be tracked during the process.
eg. 1. Lose 30 kgs 2. Going to the
gym 3 times a week
& trickstips
for kpis
Planning Re-planning
Quarterly Review
KEY ACTIVITIES:3.Plan to track the Plan
Plans are based on strategies and strategies are always involving risk. If your
plan is making you feel safe then perhaps it’s too restrictive or not risky
enough.
Due to the nature of plans - it’s okay to re-plan and adjust your activities as
you move forward. Things will never turn out as your expect. As you learn
what strategies are working and which aren’t - keep adjusting as you
progress.
However your goals should not change.
Change your strategies to meet the goal - but never change your goal.
THINGSTO remember ABOUT PLANNING5
THINGSTO forget ABOUT PLANNING5
1.Planning is a formalityIf you want to build ownership within your teams about Planning, it should
never be a formality.
2. Planning is complicated The simpler you make your plans the easier they will be to refer to and the more
they will be used by your team.
A Gantt Chart is a popular way to to show activities versus time. On the left will be a list of activities your team needs to accomplish and on the right is a time scale.
This allows you to clearly see when does a project start? when does it end? How long will it last? etc.
What is a Gantt Chart?
Planning Re-planning
Quarterly Review
KEY ACTIVITIES:
4. If you feel safe, it’s not a good plan.
5. Plans should be dynamic, goals shouldn’t.
3. Over-planning is good Allow for flexibility in your working style and the working style of others.
4. Planning takes a long time If you’ve done the research and the pre-planning, planning can easily be
completed within 1 hour. Prepare well and planning can be a fast, fun activity
with your team rather than a administrative formality.
5. If it doesn’t work, scrap it AIESEC works fast, but sometimes we throw away strategies before going
them the chance to work. Think before you scrap everything.
THINGSTO forget ABOUT PLANNING5
If Plan A doesn’t work there are 25 more letters in the Alphabet
If Plan A doesn’t work there are 25 more letters in the Alphabet
What should a plan look like?simple!
Have your goal.
What do you want to achieve?
How you are going to get there.
Who will do this?
When will it be done?
action
steps
Plan your team
planning day
Facilitate and create
your first team plan with
your team!
Update your team plan
weekly
Review your team plan
Re-plan
Planning Re-planning
Quarterly Review
KEY ACTIVITIES:
other super important elements of planning!Re-planningRe-planning doesn’t need to always be the formal Quarterly re-planning
process. It can as simple as one of your members changing their weekly
timetable and editing their plan as they progress week-by-week.
Make sure that your plan is so simple that it allows for team members to
adjust their individual plans to it.
Quarterly ReviewThe Quarterly Review is the formal re-planning process with the entire team.
The key theme of the Quarterly Review should be:
a) Are we on track with our outcomes/ goals
b) What did we learn? How does that change things?
The focus of your re-planning should be to refer to the goals and KPIs and
review is these are on track or not.
You can use a simple framework of
Start, Stop, Continue to collect and channel the key learnings for the quarter.
Ensure these changes are reflected in your planning sheets.
Quick Test!What is a Key Performance Indicator?
What are the three things a plan should contain?
What is a Gantt Chart?
When is the right time to change a goal?
Answers to test:
1.Ke
y Pe
rform
ance
Indi
cato
r is a
mea
sure
of w
hat w
ill m
ake
you
or yo
ur te
am su
cces
sful
. eg.
KPI
of sa
les a
ctivi
ty is
: 5 c
old
calls
per
wee
k. 2.
A pl
an sh
ould
con
tain
an
indi
vidua
l act
ion
plan
, cle
ar g
oals
and
a tim
elin
e 3.
A Ga
ntt C
hart
is a
horiz
onta
l cha
rt th
at sh
ows t
he lis
t act
ivitie
s and
whe
n th
ey w
ill be
co
mpl
eted
. 4.
Ther
e is
neve
r a righ
t tim
e to
cha
nge
a go
al. R
econ
sider
if yo
u ne
ed to
cha
nge
the go
al o
r ch
ange
the
stra
tegy
to re
ach
the go
al.
Planning Re-planning
Quarterly Review
KEY ACTIVITIES:
KEY ACTIVITIES:Creation of
the Job Description
from the Plan Negotiation of
the Job Description
with the members Quarterly
Review of the Job
Description
It is so that each member understand his or her role and contribution. It tells a member what they need to do, for how long they should do it, the main ways they will be measured and the knowledge, skills and attitudes needed but also developed for the job.
The Job Description should include Roles & Responsibilities, Duration, MOS, Competencies Required & Developed.
what do my members do?let’s define it in a job description
what is a job description?
JOB DESCRIPTION" According to me, Job Description is an
integral part of anyone's AIESEC
experience. It gives them a clarity as to
what is expected out of them.
If they have a clarity of what they are
supposed to do, then they will do it
better and with more heart. It will
connect them more to the organisation and
will result in more productivity.
Job descriptions are something that should
be implemented strongly in our LC’s and I
will make sure that they are implemented
well here.”
-Jeel Sanghvi, Ahmedabad
" According to me, Job Description is an
integral part of anyone's AIESEC
experience. It gives them a clarity as to
what is expected out of them.
If they have a clarity of what they are
supposed to do, then they will do it
better and with more heart. It will
connect them more to the organisation and
will result in more productivity.
Job descriptions are something that should
be implemented strongly in our LC’s and I
will make sure that they are implemented
well here.”
-Jeel Sanghvi, Ahmedabad
" According to me, Job Description is an
integral part of anyone's AIESEC
experience. It gives them a clarity as to
what is expected out of them.
If they have a clarity of what they are
supposed to do, then they will do it
better and with more heart. It will
connect them more to the organisation and
will result in more productivity.
Job descriptions are something that should
be implemented strongly in our LC’s and I
will make sure that they are implemented
well here.”
-Jeel Sanghvi, Ahmedabad
" According to me, Job Description is an
integral part of anyone's AIESEC
experience. It gives them a clarity as to
what is expected out of them.
If they have a clarity of what they are
supposed to do, then they will do it
better and with more heart. It will
connect them more to the organisation and
will result in more productivity.
Job descriptions are something that should
be implemented strongly in our LC’s and I
will make sure that they are implemented
well here.”
-Jeel Sanghvi, Ahmedabad
" According to me, Job Description is an
integral part of anyone's AIESEC
experience. It gives them a clarity as to
what is expected out of them.
If they have a clarity of what they are
supposed to do, then they will do it
better and with more heart. It will
connect them more to the organisation and
will result in more productivity.
Job descriptions are something that should
be implemented strongly in our LC’s and I
will make sure that they are implemented
well here.”
-Jeel Sanghvi, Ahmedabad
JOB DESCRIPTIONHow do I make one?“So you’re put into a team which has been given particular
targets to be achieved, what would you want to know first? It
would be …
The JD’s contain roles and responsibilities, duration, MoS, competencies required and developed.
Roles and Responsibilities: the team member has to be given some
responsibilities and they can be held accountable for the work delivery. This
way each person has the responsibilities and the work burden narrows down.
NOTE: Responsibilities doesn’t mean that the particular team member has
to complete the whole task. It simply means that he needs to make sure that
the work is done and the work doesn’t reach to the level above in the
hierarchy (team leader in this case). Therefore if a member is unable to
complete the task he has been held responsible for, he has to make sure
that the particular task has been given to some other person and the output
isn’t affected.
“what do I have to do?’”The Job Description is what a new
team member’s role and contribution
in the team that would help achieve
the team goals.
It channelizes the work and makes the
work easier by dividing it in the group.
KEY ACTIVITIES:Creation of
the Job Description
from the Plan Negotiation of
the Job Description
with the members Quarterly
Review of the Job
Description
JOB DESCRIPTIONA Job Description gives clarity for a team member in understanding
his role in the team. When a documented proper JD’s are given, it
brings a sense of professionalism amongst the team members which
is a very important factor in achieving the team goals.
So basically after you get a JD, you know how critical your job in the
team is, and hence a sense of responsibility would help in making you
work more effectively.
A team leader expects something from the team member, so the JD
acts as the base of expectations from the team member.
—
If a proper document is maintained, the member can go through it whenever he wishes to, which would help in making his task productive and also can help him in self-realisation after completing the task and the member and the leader can keep a track of performance.
—
When a work is divided segmentally, it helps making the work easier
and the team goals could be achieved easily at a smoother pace.
What important to remember is that: Job Description’s are tangible
Why do we need one?
KEY ACTIVITIES:Creation of
the Job Description
from the Plan Negotiation of
the Job Description
with the members Quarterly
Review of the Job
Description
JOB DESCRIPTIONHOW
JD is basically the tasks and expectation setting of a
team leader and a team member. So, when JD is given
to a team member, he himself knows what he has to do
and what is expected out of him. The team leader then
explains the team and the term plan to the team
members for the easy understanding.
When the team leader interacts with the team members, he can find out
the competencies of the team members through some basic tests and
conversations and hence he can analyse the member or make a SWOT
analysis so that he can focus on the member’s strength and can make the
JD’s better.—
Job Descriptions should be adjusted to bring out a member’s strengths.
—
“Team Minimums are very important and need to be implied in every team. According to me
the most important Team Minimum is giving the members a very well defined Job Description.
The reason being it gives every member a perfect idea as to what is expected out of them in the team.”
- Aditya Punjabi, VIT
“Team Minimums are very important and need to be implied in every team. According to me
the most important Team Minimum is giving the members a very well defined Job Description.
The reason being it gives every member a perfect idea as to what is expected out of them in the team.”
- Aditya Punjabi, VIT
“Team Minimums are very important and need to be implied in every team. According to me
the most important Team Minimum is giving the members a very well defined Job Description.
The reason being it gives every member a perfect idea as to what is expected out of them in the team.”
- Aditya Punjabi, VIT
“Team Minimums are very important and need to be implied in every team. According to me
the most important Team Minimum is giving the members a very well defined Job Description.
The reason being it gives every member a perfect idea as to what is expected out of them in the team.”
- Aditya Punjabi, VIT
“Team Minimums are very important and need to be implied in every team. According to me
the most important Team Minimum is giving the members a very well defined Job Description.
The reason being it gives every member a perfect idea as to what is expected out of them in the team.”
- Aditya Punjabi, VIT
KEY ACTIVITIES:Creation of
the Job Description
from the Plan Negotiation of
the Job Description
with the members Quarterly
Review of the Job
Description
JOB DESCRIPTIONThen the team leader distributes the job keeping in mind that The JD’s
should be department specific and not be generalised. For example JD of a
member of iGIP would 90% differ from one of the Marketing Department.
So keep the JD’s department specific.
The 80-20 ratio should be kept in mind by the team leaders, and
accordingly the plans and JD’s should be explained to the members.
80-20 Ratio
What is the job role of
you - the team leader
and what is the job role
of your members?
When in doubt, follow
the 80-20 rule.
20% personal
productivity
80% empowering,
developing and leading
others
what’s the link
between the plan and the JD?
WHEN?
How can you make a Job Description from the Plan?
Retention will be a word not used in AIESEC INDIA is JD’s are implemented properly. Everyone will stay.
Right after you make your plan, plot your timeline,
understand what are the competencies required and
how will you align with the members you have.
This will tell you how people
are ‘specialised’ in certain
areas.
For example one member
receives more sales activities
can have a sales JD.
Your plan will have the activities
with the key responsible.
KEY ACTIVITIES:Creation of
the Job Description
from the Plan Negotiation of
the Job Description
with the members Quarterly
Review of the Job
Description
JOB DESCRIPTIONYou might originally receive a template of a Job Description for your team.
However it is your responsibility to tailor this to your team plan and the
individual members.
It is important within the
first 10 days of a
member joining your
team for you to clarify
and negotiate the Job
Description.
This process is called
Job Description
Negotiation
— Based on this knowledge you are able to edit the Job Description with them to suit the member’s needs to
ensure higher development and therefore high performance.
—
This means that you find out this member’s strengths and weaknesses,
personal and professional goals and their expectations of the
organisation.
Quarterly ReviewEvery time you adjust the plan, you must also adjust the Job Description.
Therefore a Quarterly update of each JD is necessary.
In your quarterly review you can do you performance assessment and based
on the performance achieved/ not achieved and change in personal and
professional goals edit, remove or add roles, responsibilities and MOS.
KEY ACTIVITIES:Creation of
the Job Description
from the Plan Negotiation
of the Job Description
with the members Quarterly
Review of the Job
Description
KEY ACTIVITIES:Initial Education: Transition/ Education Education Planning Conferences Outsourced Education
TRAININGEvery team has an educational cycle that includes a breakdown into
knowledge, skills and attitudes.
This should be based on the operational and team cycle and can enable and
drive the job description.
WHY
Your team members have their JDs, but don’t know how to go about it. Training them will build a concrete base in which
they can work and explore. For example, If your member has to get five ICX raises but isn’t clear on cold calling. There will be no
productivity. - Akshat Shivkumar
be concrete
Team Members have to explore themselves and come up with solutions. They cant solely depend on their team leaders for providing them the required information. This way you have chances of generating innovative solutions.
-Akshat Shivkumar
independence
foundationFoundation is required so that plethora of developments can occur. Focus on providing team member which such a strong foundation so that they get clear about the operation and crystal clear about the objective.They should be well aware of the principles and not more on techniques and tactics are manipulative.
-Siddhant
need sensing-Exploring skill sets needed for the department.
-Archie
“spoon feeding in the long run teaches us nothing but the shape of the spoon” - M. Forster
“Using google forms to know your members existing skill set.”
Don’t forget about the Global Learning
EnvironmentForget the perception
that training has to be
a session at a
conference. Training
can be within the
team or a simple as a
conversation with
your team member
Attend a national or international conference Apply for an online course Ask your VP for a book read recommendation
What is the education I as a Team Leader
need?
TRAINING
HOWLet’s first consider you the reader. What is the initial education that you
need as a new Team Leader? Or what is the initial education you have
already received? As a team leader you cannot be restricted to what you
have been given.
Kudos to you for reading this book to gain more knowledge!
Skill Development
“A s a member in
the Marketing
Department, I
wanted to learn
how to use
photoshop & mail
chimp. During the
course of time I
eventually learned
how to do it.”
action
steps
“Training is not just a classroom … this can be done through a webinar, google hangout with the vp and even a the conference.”
-Shivani Sapra
“Training is not just a classroom … this can be done through a webinar, google hangout with the vp and even a the conference.”
-Shivani Sapra
“Training is not just a classroom … this can be done through a webinar, google hangout with the vp and even a the conference.”
-Shivani Sapra
“Training is not just a classroom … this can be done through a webinar, google hangout with the vp and even a the conference.”
-Shivani Sapra
KEY ACTIVITIES:Initial Education: Transition/ Education Education Planning Conferences Outsourced Education
What else can you do to train yourself? Talk a previous MB from last year read articles from Harvard Business Review/ Forbes on the topic you want to learn Inform your EB/ LCP/ MC of the knowledge you want to gain.
Now, as a Team Leader how do I start the initial education process? Always,
always refer to the competencies required and developed within the job
description.
— What are the key skills, knowledge and attitude that
someone would need to perform this JD to the best of their ability.
— Hopefully you were part of the selection/ allocation process
otherwise ask someone for the details - so now you can compare! What are the
key knowledge/skills/attitude someone would need - what knowledge/ skills/
attitude has your new member displayed . Now make your initial education
plan as a gap analysis of this.
What is the education my members need?
Operational Cycle
Modules:
The operational cycle
is a collection of
theory-practice
modules, designed to
take members
through a learning
experience as
qualitatively as
possible while
allowing them to
convert this learning
to performance in
parallel.
TRAINING
Knowledge: What are the basics of your
members Job Description that they need to
know?
For Example:
What is Exchange?
What is the role of Exchange in AIESEC?
What are the customer flows?
What is Net Promoter Score?
Skills: What activities does your new member need to complete? What are the skills that can enable my member to perform this activity better?For Example:
I need to deliver a pitch for projects: Sales Skills
I need to plan a project: Project Management Skills
I need to contribute to the team: Team Management Skills
KEY ACTIVITIES:Initial Education: Transition/ Education Education Planning Conferences Outsourced Education
For Example:
I need to achieve my goals: Attitude of achieving, striving for excellence
Attitude: What is the world/self
perspective that your members
need in order to be high
performing and high developing?
TRAINING
What do I do next?
.Make a Plan.
Planning is important. So often many Team Leaders reach the end of their
term realising that they never planned for the education of their teams and
as a result operations or the team achievement suffered.
So how do I plan for my team education?
THRE
Esteps
teamto
education
11 Education Plan must be based on the team plan.
Operations timeline should inform when you need to educate you team
members. For example. Does it make sense to teach your members about
promotions during matching time?
22Needs Sensing should inform your plan.
As with any plan, your education plan should be dynamic and flexible. Need
Sensing is your ability to see what is happening with your members that tells
you where their education/ training is lacking or needs improvement.
You can do this through
simple questions in a
survey “What
knowledge or skill gap
is stopping you right
now from doubling your
performance” or
assessing needed skills
“Rate your sales skills
out of 5”
Need Sensing through
conversation or survey
action
steps
make your first team education plan
KEY ACTIVITIES:Initial Education: Transition/ Education Education Planning Conferences Outsourced Education
After you identify the key educations/ trainings that need to be delivered you
must ensure that these are placed within a plan/ output. Think about these
questions that will help you plan.
What are the outputs (short-term results) and outcomes (long-term results)
of the training? How will you measure it?
How will you deliver the training? Are you using elements of the Global
Learning Environment? Does the training need to be always in a session -
can it be in a team meeting?
When are these trainings happening and are they consistent with the
operational timeline?
Does my plan reflect all the answers to these questions?
Conferences
Delegate
Be part of activities and discussion which helps us to discover more and clarify our information
Facilitator
Team Leader
Guide your team through the different activities and conversations and enable their learning through mentoring.
Share your knowledge and stories and enable your own growth
Always be frequent in
passing on information
and have a frequent
reminder of the
previous session plus
the assessment
continued with a related
topic on the current
meeting to not forget
nor get confused
avoiding the lack of
interest, The current
topic too needs to be
the bridge between the
future and past
sessions.
TRAINING33 Ensure the plan has an output
“Conferences have taught me a lot, it has given me an inner of the organization has helped me network and build more friends”
-Eklavya Shetty
“Conferences have taught me a lot, it has given me an inner of the organization has helped me network and build more friends”
-Eklavya Shetty
“Conferences have taught me a lot, it has given me an inner of the organization has helped me network and build more friends”
-Eklavya Shetty
& trickstipsfor training
KEY ACTIVITIES:Initial Education: Transition/ Education Education Planning Conferences Outsourced Education
TRAININGact
ion st
eps
Start now! Google how to train someone and do some basic research
“Google how to train someone” The one who uses google for everything is the one who’s learning the most. Google acts as the most prior way under outsourced education to train someone. Google can give thousands of way of training differently to different person.
Eg: You want to train someone on pitching skill use google to have some effective phrases lack in the pocket to strike on phrases back in the pocket to strike on the right point. How to keep conversation interesting? If we have access to knowledge provider like google, make full use of it.
It helps to check where we are lagging, how to improve, work on it. As a TL, how to improve, work on it. As a TL we can gain knowledge also and apply in the most efficient way”
-Parth
“Google how to train someone” The one who uses google for everything is the one who’s learning the most. Google acts as the most prior way under outsourced education to train someone. Google can give thousands of way of training differently to different person.
Eg: You want to train someone on pitching skill use google to have some effective phrases lack in the pocket to strike on phrases back in the pocket to strike on the right point. How to keep conversation interesting? If we have access to knowledge provider like google, make full use of it.
It helps to check where we are lagging, how to improve, work on it. As a TL, how to improve, work on it. As a TL we can gain knowledge also and apply in the most efficient way”
-Parth
“Google how to train someone” The one who uses google for everything is the one who’s learning the most. Google acts as the most prior way under outsourced education to train someone. Google can give thousands of way of training differently to different person.
Eg: You want to train someone on pitching skill use google to have some effective phrases lack in the pocket to strike on phrases back in the pocket to strike on the right point. How to keep conversation interesting? If we have access to knowledge provider like google, make full use of it.
It helps to check where we are lagging, how to improve, work on it. As a TL, how to improve, work on it. As a TL we can gain knowledge also and apply in the most efficient way”
-Parth
“Google how to train someone” The one who uses google for everything is the one who’s learning the most. Google acts as the most prior way under outsourced education to train someone. Google can give thousands of way of training differently to different person.
Eg: You want to train someone on pitching skill use google to have some effective phrases lack in the pocket to strike on phrases back in the pocket to strike on the right point. How to keep conversation interesting? If we have access to knowledge provider like google, make full use of it.
It helps to check where we are lagging, how to improve, work on it. As a TL, how to improve, work on it. As a TL we can gain knowledge also and apply in the most efficient way”
-Parth
KEY ACTIVITIES:Initial Education: Transition/ Education Education Planning Conferences Outsourced Education
Outsourced EducationExternal references within your training:
We’re not always experts for all the content we need to deliver during
training and in order to deliver the best content it is important to leverage
off external references. Why?
Make your point catchy. Ensure members understand it from various
points of view. To spice things up - make it interesting.
Don’ts Overdo this. It might cause their distraction from
the gist of the topic. Show complicated videos or articles like a 45 min
TED-X video Do’s
Use relevant videos and articles Give a debrief after the content
Throughout our AIESEC journey we come across clients, alumnus and
senior members who expertise in certain areas such as customer
relationship management, on ground marketing etc. When training our
members we should not use the contacts to help us train our members
and acquire an outsider’s perspective.
For example, you could provide your members with sales training by
having them call up alumnus or senior members and pitch them as
potential clients. This way members would learn his areas of improvement
and not affect potential customer flow.
Skype calls, webinars and team day meets with these individuals would
help members to gain on outer perspective and it would also align with the
personal goals members have joined AIESEC for. It acts as a resource.
-Amruta Sukumaran
External Mentors and Outsourced Education Case Study:
TRAINING
KEY ACTIVITIES:Initial Education: Transition/ Education Education Planning Conferences Outsourced Education
KEY ACTIVITIES:Weekly Team Meeting
TRACKINGTracking is to ensure the
implementation of the plan. It
is based on the plan and also
the Job Description.
It enables us to measure the success and productivity of our local entities,
teams and members. Tracking also enables us to react and make good
decision making if problems arise.
WHY
“In my previous department, trackers were made to keep the record of work done in which we were supposed to fill colours according to work done(green), Pending/in process(yellow), Not done (red). Also we were ought to fill a tracker regarding our personal goals and priorities for short term.”
- Anonymous
“In my previous department, trackers were made to keep the record of work done in which we were supposed to fill colours according to work done(green), Pending/in process(yellow), Not done (red). Also we were ought to fill a tracker regarding our personal goals and priorities for short term.”
- Anonymous
“In my previous department, trackers were made to keep the record of work done in which we were supposed to fill colours according to work done(green), Pending/in process(yellow), Not done (red). Also we were ought to fill a tracker regarding our personal goals and priorities for short term.”
- Anonymous
How do I make sure my members are performing?
what’s been happening recently in AIESEC
“Till now, tracking was done by team leaders of TM department
which subsequently faded their interest from work and
subsequently from AIESEC. Now, I know tracking can be done
efficiently, if team leaders are tracking their own respective team.
This would help them to keep a track of their team’s productivity.
Members should be solution oriented & their performance should
be measured on their achievement”
Tracking SystemTracking of members productivity, activities and work is make much simpler
through the use Tracking Systems.
Podio:
It can help to centralise the whole tracking process so that any proper
evaluation of membership growth can be done. Try using Podio more than
just a survey tool. It’s team and workspace functions enable strong tracking
and project management.
Google Documents:
Google Documents are strong for priorities tracking and timeline tracking. It
is also strong for a central system of your team’s activities, meeting minutes,
documents etc.
No matter what system it is important to ensure you have a
way to know who does what, where and when?
TRACKINGact
ion st
eps
Open up Podio
and make a
workspace for
your team!
Create a google
drive for your
team documents
KEY ACTIVITIES:Weekly Team Meeting
TRACKINGA system of follow up of every activity from attending a team meeting
to attending national conference via pocket tracking.
Pocket tracking will divide data which we want to track , Eg: tracking
team minimums, different elements LDM, value generation, skill
enhancement, which would be regularly updated in membership
databank.
What is Pocket Tracking?
Case Study:
• Break down the elements that need to be tracked reducing the
amount of data to be filled at a time, thus helping to make tracking as a
behaviour.
• Prepare a tracker which includes progress of a member in a period of
10 days.
• Strategise plans to improve productivity & take feedback from co-
members on ill performing members. Parallel acknowledging
membership who achieved something really worthwhile.
• Have sessions in LTS, LC forum or departmental meetings to
emphasise key points
Follow Up— With regular tracking we reach the point when we can understand each of our members more in terms of how to motivate, empower them and what each individual needs to be coached on.
—
KEY ACTIVITIES:Weekly Team Meeting
Ensure that you understand that the weekly team meeting is not necessarily the place to tracking membership activities but rather activities that are contributing or still need to contribute to the overall progress of the team.
TRACKINGThe good and bad news about
team meetings
WARNING
AIESEC India team members have indicated that the key area of
improvement for team leaders is how to hold effective team meetings.
the good news• All of was mentioned on the previous page can be covered in
one touch-point. The weekly team meeting.
• Find out more about effective team meetings in the TEAM
chapter
• Meetings are a great way to communicate
• Meetings are empowering
• Meetings develop knowledge and skills
the bad news• Meetings don’t have focus
• Members attending the meeting are unprepared
• AIESEC has too many meetings
• Most meeting times are wasted
action
steps
Think about some
of the best and
worst team
meetings you’ve
attended. What was
the main difference
between them?
Create your own do
and don’ts for team
meetings
KEY ACTIVITIES:Weekly Team Meeting
Coaching is to improve the competencies of your members. It looks forward to improve the implementation and attainment of goals. It is
based on the plan and also on the Job Description and focuses on performance
and connecting development with performance.
What’s my role? leader? mentor? coach?
WARNING
AIESEC India team members have
indicated that the key area of
improvement for team leaders is having monthly coaching chats
“ I believe coaching is like this. My member has been given a target of 20 raises in a month in oGCDP. Now, depending upon J.D his/her performance will be tracked to ensure proper implementation of plans is happening. In case if he/she fails to achieve the target, he/she might be demoralised, motivated and depressed. So, now we need to see what was the reason, he/she was unable to achieve his target.So, now accordingly coaching will be given so that his performance could be increased. Additionally he/she will start believing on himself which will eventually lead to his learning and development and boost his confidence.”
- Anonymous
“ I believe coaching is like this. My member has been given a target of 20 raises in a month in oGCDP. Now, depending upon J.D his/her performance will be tracked to ensure proper implementation of plans is happening. In case if he/she fails to achieve the target, he/she might be demoralised, motivated and depressed. So, now we need to see what was the reason, he/she was unable to achieve his target.So, now accordingly coaching will be given so that his performance could be increased. Additionally he/she will start believing on himself which will eventually lead to his learning and development and boost his confidence.”
- Anonymous
“ I believe coaching is like this. My member has been given a target of 20 raises in a month in oGCDP. Now, depending upon J.D his/her performance will be tracked to ensure proper implementation of plans is happening. In case if he/she fails to achieve the target, he/she might be demoralised, motivated and depressed. So, now we need to see what was the reason, he/she was unable to achieve his target.So, now accordingly coaching will be given so that his performance could be increased. Additionally he/she will start believing on himself which will eventually lead to his learning and development and boost his confidence.”
- Anonymous
“ I believe coaching is like this. My member has been given a target of 20 raises in a month in oGCDP. Now, depending upon J.D his/her performance will be tracked to ensure proper implementation of plans is happening. In case if he/she fails to achieve the target, he/she might be demoralised, motivated and depressed. So, now we need to see what was the reason, he/she was unable to achieve his target.So, now accordingly coaching will be given so that his performance could be increased. Additionally he/she will start believing on himself which will eventually lead to his learning and development and boost his confidence.”
- Anonymous
asking the right questions
KEY ACTIVITIES:Monthly Individual Meeting
odelling and Equipping is a very simple model for how coaching can be taken forward by you.
your coachingcheat sheetM
1. I do it 2. I do it and you are with me 3. You do it and I am with you 4. You do it 5. You do it and someone is with
you
Competence Demonstration Coaching Empowerment Reproduction
in simple terms..Assessment. This is about asking the right questions to your team member.
Where is this person now and where do they want to go? Your questions and assessment will aid your members to develop self-awareness and insight towards themselves and their role.
Challenge. This step is about challenging them towhere they need improvement to better manifest and further develop their strengths. Push your members to think outside the box, look for more solutions, challenge their assumptions about themselves. Challenging them doesn’t just need to come from you, support the challenge with resources, conferences, books, videos that can enable their personal growth.
Support. You are pushing people outside of theircomfort zone. Are you just doing this for higher performance or do you care about your members? How will members feel your support and know that you are listening?
Why coaching?
Coaching helps us to
improve
competencies of our
membership. It helps
us in improving
performance of our
members which in
turn leads to
improvement of
learning and
development of our
membership.
everything that you need to know about coaching
let’s look at these in more detail…
asking the right questions
KEY ACTIVITIES:Monthly Individual Meeting
COACHINGModelling and Equipping
1. I do it 2. I do it and you are with me 3. You do it and I am with you 4. You do it 5. You do it and someone is
with you
Competence Demonstration Coaching Empowerment Reproduction
This simple process of modelling and equipping enables you to be
with your team members and guide them through to success.
For example you have a member who is truly struggling at sales -
especially at meetings.
1. I do it - I go to the meeting and debrief you after and you watch
and learn through me doing the taks.
2. I do it and you are with me - I go to the meeting with you and
we handle the meeting together. You are able to see more of
the process and understand more through observation and
small participation.
3. You do it and I am with you - You go to the meeting and I tag
along to as a back up.
4. You do it - there is no longer a need for me to go with you. You
are strong enough to handle it. I don’t even need to check I just
expect you to come and tell me the result individually or in the
meeting.
5. You do it and someone is with you - you replicate this entire
process with another person to pass along the sales culture,
skills and attitudes to another as a ‘pay it forward’
asking the right questions
KEY ACTIVITIES:Monthly Individual Meeting
There are three elements in coaching that enable a team leader to drive
leadership development in others.
1. Assessment
This step is about asking the right questions about your
team member. For example: Pick a person you are
currently leading and looking forward to develop into a
leader. Ask yourself: A. Where does this person seem to be failing?
B. Where are these person’s blind spots?
THINGSTO remember ABOUT COACHING3
asking the right questions
C. What does my intuition is ‘off ’ in
this person’s thinking?
D. Why is this person not
transforming his/her potential
into performance?
E. Who might be leading this
person in the wrong direction?
F. When does this person do well and excel?
G. When does this person stumble?
H. What telltale clues can I find that give me insight into where this
person needs helps?
I. Where is this person’s sweet spot?
asking the right questions
KEY ACTIVITIES:Monthly Individual Meeting
2.Challenge This step is about challenging them to where they need improvement to better manifest and further develop their strengths. Ask Yourself:
A. Which books or resources can you recommend
this person? How can you find proper
recommendations for this person?
3.Support Support as a team leader in AIESEC is not just about ‘How to get more performance’ but it is also about supporting them throughout their life difficulties and their leadership difficulties.
A. Do you care about this person as a person? What he/she is going
through? (After all, it is difficult for someone to make the most out of
their leadership experience if the rest of their life is a wreck!)
B. Do you know this person’s story?
C. How can you support this person to use his/her leadership experience
as a tool for self-expression?
B. How can you increase the level of challenge for this person to further
develop strengths
C. What practices can you recommend to enhance character
D. How can you move from supervisory meetings to mentoring
conversations?
THINGSTO remember ABOUT COACHING3asking the right
questions
KEY ACTIVITIES:Monthly Individual Meeting
Monthly Individual Meeting
Make sure each monthly chat is a follow up from the previous
month’s chat and it is a continuous flow but also addressing current
issues.
You can’t coach someone you don’t trust/ who doesn’t trust you
All of the above mentioned are topics that can be covered in your monthly individual meeting.
Your members might not have an objective for the monthly chat -
but you do, so make sure you prepare your content for the chat.
Your monthly individual meeting
doesn’t need to be so formal, rather it
can be a casual conversation over
coffee and tea.
Giving FeedbackFeedback is a necessary part for member retention and better productivity.
So the team leader(after a particular time period) must also ask the team
members for feedbacks which might help in the team plans becoming
stronger and the bond to connect even stronger.
If the member doesn’t seem growing in the work that he has been assigned
to, or if he isn’t liking what he is doing. The responsibility of the leader is to
make sure the member grows and can also shift to the place which would
benefit him as well as the department.
NOTE: An important suggestion: the team leaders also might keep a record
of each and every member(on paper or documented) and might show him
the parts where he is growing to build self confidence in the team member.
• Build a connect
with your
members
• See where he/she
can improve
• Appreciate if they
have done
something good
& trickstips for coaching
& trickstips
asking the right questions
KEY ACTIVITIES:Monthly Individual Meeting
COACHING
KEY ACTIVITIES:
One way to improve the performance of your members: Reflection & Evaluation
Monthly tracking of performance & feedback Quarterly Team Days Rewards and Recognition
Performance Appraisal to assess performance and organisational
contribution to Measures of Success. Assessing an individual’s
development through the achievement of personal goals and
development of leadership qualities.
evaluationnot a tool for judgement
The Evaluation period starts as soon
as team member gets his own job
description and starts working.
As a team leader you should be able
to understand what your team
members are doing to an extent that
you can give remarks and feedback.
In School you have an exam at the end of the year that evaluates your grade and school performance, the question is: what do you want to use as a team leader?
Remember:
The purpose of the evaluation is to be update on his or her growth,
performance and development but not for the purposes of ‘judging’ or
‘comparing’ people.
After all there is a reason why people prefer the learning environment of
AIESEC over schools.
ReflectionMembers should be able to identify the things that they can improve on
and also the mistakes that can be prevented from repeating.
Depending on a member’s reflection a member can try and make
changes in his actions and goals. The team leader has to be with the
member during the entire journey to make sure they are supported and
learning
“You never make the same mistake twice. The second time you make it, it’s not longer a mistake, it is a
choice” - Lauren Conrad
A useful tool..The Performance Appraisal is used to assess performance and
organisational contribution to Measures of Success. Assessing an
individual’s development through the achievement of personal goals and
development of leadership qualities.
One way to improve the performance of your members: Reflection & Evaluation
Once the member is evaluated he or she
should be able to understand more
about themselves - their strengths,
weaknesses and areas of development.
Another useful tool..Standard performance measures, which allow you to evaluate an
member’s performance objectively, can cut down on the amount of time
and stress involved in the evaluation.
KEY ACTIVITIES:Monthly tracking of performance & feedback Quarterly Team Days Rewards and Recognition
Although developing these measures can be one of the more time-
consuming parts of creating a performance evaluation system, it’s also
one of the most powerful.
This is what you can use for your monthly tracking of performance and
feedback
If you have current job descriptions for each position, already the first
step toward creating standard performance measures is taken, which
are essentially specific quantity and quality goals attached to the tasks
listed in a job description.
Case Study: Examples of a Local Committee tracking performance measures- Accumulate all the available trackers
- Prepare a target vs achieved report
- Include names of the member who have done exceptionally well
to encourage them and motivate others
- Make a Business Intelligence report that exactly points out the
impact of the department on the entire LC
- Include the growth graph that compares the previous month and
current month
- Draw proper inferences (in terms of numbers)
- Quantitative analysis of department stats and quantities
representation of each member’s contribution (KPIs and MOS
achieved)
One way to improve the performance of your members: Reflection & Evaluation
KEY ACTIVITIES:Monthly tracking of performance & feedback Quarterly Team Days Rewards and Recognition
Case Study: Feedback from Colleagues and FamilyTaking feedback of member from other members, Vice Presidents , Team
Leaders and family members after a certain period of time in terms of:
• Behaviour
• Attitude towards people around
• The way he/she looks at different situations and people
• Impact he/she is generating on others
• How much he/she has improved work wise (attitude towards work)
• Experience gained
Did you know team meetings can be used for evaluation and reflection? At the start of each meeting have a
5-15 minute check in about your
emotional state/ key learnings of the
week.
At the end of a meeting you can have a 5-15 minute check out about
your emotional state, how you feel about the team, how you feel about
your performance etc.
Minutes of a corporate meeting can be used to analyse the flow of the
meeting and understand the point where one went wrong. This could be
used to reflect and improve the content and delivery next time.
Example: Suppose you are meeting a company, minutes of such an
appointment will help you analyse where exactly you may have gone wrong
and also find the key points that the company actually liked about your
product and your pitch.
These points can be used by other members as an example about what
to do and what not to.
One way to improve the performance of your members: Reflection & Evaluation
& trickstipshow to use your team
meetings for reflection
KEY ACTIVITIES:Monthly tracking of performance & feedback Quarterly Team Days Rewards and Recognition
Quarterly Team DaysTeam days per quarter can be used to showcase the results of each member’s
performance in the respective department, recognise the hardworking
members, give space for self reflection and help the Team Leader to
determine a development plan for improving job performance and ability
utilisation.
A team day would proceed with each member looking up to each other and
their development and so the member would evaluate himself on the
development basis, per month, followed by the member’s by the member
reflecting upon himself and where he stands.
One way to improve the performance of your members: Reflection & Evaluation
“Talking from personal experience, my LC came up with an RNR campaign when I was a team member which gave all of us the required push.
the most performing department would get recognized and rewarded at a local conference and the most performing member gets a free winter internship in Sri Lanka.
This was a very lucrative RNR and it boosted the LC operations tremendously and created a healthy competition between all the members and the department.”
- Anonymous
“Talking from personal experience, my LC came up with an RNR campaign when I was a team member which gave all of us the required push.
the most performing department would get recognized and rewarded at a local conference and the most performing member gets a free winter internship in Sri Lanka.
This was a very lucrative RNR and it boosted the LC operations tremendously and created a healthy competition between all the members and the department.”
- Anonymous
“Talking from personal experience, my LC came up with an RNR campaign when I was a team member which gave all of us the required push.
the most performing department would get recognized and rewarded at a local conference and the most performing member gets a free winter internship in Sri Lanka.
This was a very lucrative RNR and it boosted the LC operations tremendously and created a healthy competition between all the members and the department.”
- Anonymous
“Talking from personal experience, my LC came up with an RNR campaign when I was a team member which gave all of us the required push.
the most performing department would get recognized and rewarded at a local conference and the most performing member gets a free winter internship in Sri Lanka.
This was a very lucrative RNR and it boosted the LC operations tremendously and created a healthy competition between all the members and the department.”
- Anonymous
action
steps
Create your quarterly team day agenda
KEY ACTIVITIES:Monthly tracking of performance & feedback Quarterly Team Days Rewards and Recognition
four ways to rock employee recognition
Rewards and RecognitionRewards and recognition are a very important part of member development
and retention because if not received member will lose interest and the will
to work as they lose the motivation to work towards any set goal. Think
about RnR campaigns but also causal but genuine individual recognition
within teams.
One way to improve the performance of your members: Reflection & Evaluation
be in the moment! be timely. If you see something good - don’t hesitate, recognise!
be in context! see what is your team purpose and plan - if an employee is doing things that matter, recognise!
be appropriate! how are you recognising being on time versus completing a major project? Be fair and appropriate
be authentic! you have to mean it - people will see through inauthenticity and it will do more harm than good.
action
steps
Who would you like recognise this week? Send them a message now (:
KEY ACTIVITIES:Monthly tracking of performance & feedback Quarterly Team Days Rewards and Recognition
…ENDING NOTES, a message from the team leaders of aiesec india
not to spoil the ending for you, but you will figure it out.
make this book a top secret of your top performance
the team leader experience awaits you
written by team leaders for team leaders