The First 90 Days

THEFIRST90DAYS

key lessons from SONA

- Member Retention is affecting performance

- Productivity needs to be a focus - We don’t do people analytics

1 . W E W O N ’ T L O S E A S I N G L E M E M B E R

2 . E V E R Y M E M B E R D O E S E X C H A N G E

3 . W E K N O W T H E P E R F O R M A N C E , E N G A G E M E N T A N D H O W M A N Y M E M B E R

W E H AV E - A LWAY S .

- Yesterday was the past, today is the future

- The Fast and the Ruthless

before we start:

solutionsexcuses

Discussions P L A N , B E H AV I O U R , P R O C E S S , T R A C K Implementation

-

-

- Note down knowledge gaps - this is your responsibility to follow up

Spilt into clusters

Backward Planning?

Backward Planning

I T I S P R E D I C T E D T H AT 1 0 0 % O F Y O U

W I L L I M P L E M E N T N E W S T R AT E G I E S /P L A N S A F T E R J N C

W E H O P E T H AT T H O S E S T R AT E G I E S

A N D P L A N S T R A N S L AT E I N T O

C H A N G E S I N P R O C E S S

B U T 0 % W I L L A D J U S T T H E I R O S /

J D / P E O P L E S T R AT E G Y I N A N Y WAY.

W H O I M P L E M E N T S P R O C E S S E S A N D S T R AT E G I E S D U D E ?

JULY DEC

JULY DEC

Key front office strategies to drive results.

Key back office strategies to drive results.

JULY DEC

what do you want to achieve

here?

JULY DEC

then how does that translate back into MA -

RA - Pre-RA etc.

JUL-AUG-SEP-OCT-NOV-DEC

WHAT ARE THE KEY PROCESSES AND ACTIONS ARE PART OF THE PROCESS OF DELIVERING THE

IGCDP PROGRAM.

RAISE MATCHPRE-RAISE

Please include all relevant data you need to plan: RA-MA Ratio, MA-RE Length, NPS, Timeline for IR etc.

RAISE MATCH

ENSURE YOU ADD YOUR KEY FRONT AND BACK OFFICE STRATEGIES.

• Project Management • Sales • Raising • International Relations

PRE-RAISE• Allocation • Education of Members • Project Creation and

Planning • etc.

• Project Management • International Relations • Matching



MEMBER EFFICIENCY

WHAT DOES MEMBER

EFFICIENCY TELL YOU ABOUT THE

NUMBER OF MEMBERS NEEDED?


Backward Planning:Membership

Number of Realisations (how many &

when)

Number of TMP


3.64

1.26

2.79

0.43

iGCDPiGIPoGCDPoGIP

Current5.5-9

5.5 - 9

5.5-9

3 - 5.5

iGCDPiGIPoGCDPoGIP

Ideal


how to see the ideal member productivity?

what is the productivity of the productive members?

THIS SHOULD GIVE YOU A STRUCTURE SKELETON (EACH TEAM HAS 3 - 6 MEMBERS)

RAISE MATCH




Planning • etc.



WHAT TYPES OF JDS DO YOU

NEED TO SUPPORT THESE

INITIATIVES

RAISE MATCH


• Project Management

• Sales • Raising • International

Relations

PRE-RAISE• Allocation • Education of

Members • Project Creation

and Planning • etc.

• Project Management

• International Relations

• Matching


Job Description• Duration˝• MOS ˝• Roles &

Responsibilities

what’s missing?

How does the MOS reflect strategy?

RAISE MATCH

WHAT DO TMPS NEED TO HAVE BASED ON THE ACTIVITIES OF THEIR FUNCTION?



Planning • etc.



WHAT ARE THE COMPETENCIES THAT I NEED?

WHAT DO TMPS NEED TO HAVE AND LEARN BASED ON THE ACTIVITIES OF THEIR FUNCTION?


Planning • etc.

AUGK N O W L E D G E

S K I L L

AT T I T U D E

RAISE MATCH



Planning • etc.



WHAT ARE THE COMPETENCIES REQUIRED AND DEVELOPED?

J D A C T I V I T I E S

- P R O J E C T M A N A G E M E N T

- S A L E S - R A I S I N G - I N T E R N AT I O N A L

R E L AT I O N S

C O M P E T E N C I E S R E Q U I R E D

C O M P E T E N C I E S D E V E L O P E D

Job Description• Duration˝• MOS ˝• Roles &

Responsibilities˝• Competencies

Required and Developed

okay, enough planning.

let’s recruit!

Picture the ideal new recruitWHAT ARE THE

IDEAL CHARACTERISTICS

OF NEWIES BEFORE INDUCTION STARTS?

Picture the ideal new recruit

Job Description• Duration • MOS • Roles &

Responsibilities • Competencies

Required and Developed

IS THIS ENOUGH TO SELECT A PERSON

OFF?

Is AIESEC for everyone?

REFLECT

Is there criteria for leadership development potential?

REFLECT

Describe the ideal person to thrive in your LC culture.

REFLECT

Picture the ideal new recruit

Job Description• Duration • MOS • Roles &


Required and Developed Cultural Aspects

• Cultural Fit • Global Competency

Model • Recruitment based

on ‘potential’

IS MY SELECTION PROCESS

REFLECTING THIS?

design a selection process.

What is the purpose of each stage?

let’s make it as efficient as possible! :D

what’s holding you back from this?

Individual vs. Organisational Need

REFLECT

Picture the ideal new recruitJob Description• Duration • MOS • Roles &


Required and Developed Cultural Aspects

• Cultural Fit • Global Competency

Model • Recruitment based

on ‘potential’

HOW CAN I ENSURE THE

QUALITY OF MY PROCESS?

Quality of Selection Process• Do you have the capacity to run a selection

process? • EB Education • EB Skill Building • Case Studies understanding

now, let’s say you were all successful and your

spanking new fresh recruits are announced!

what next?

O NE E X C H A N G E

O NE E X C H A N G E

L E A D E R S HIP D E V E L O P ME N T

E S TA B L I S HE D C O NNE C T I O N S

A S P IR AT I O N S A B O U T F U T UR E IN A IE S E C

how does this progress ˝

in induction?

THEFIRST10DAYS

10 DAYS

10 DAYSa) What do you want to achieve?

what was your turning point?

10 DAYSb) how will you bring people on board with you?

10 DAYSc) How will you do it?

THEFIRST10DAYS

challenge accepted

- Commission Blocks for backward planning !

what’s going to happen from now…

but first

you need to understand the capacity of your

membership

what is the % of your membership that is not performing?

how will you recruit without understanding your current reality?

ACTION STEPS?

What will you do with these people?

F O R Y O UR UP C O MIN G R E C RUI T ME N T Q UE S T I O N S F O R Y O U T O C O N S ID E R :

H AV E Y O U O P E NE D A N O C F O R R E C RUI T ME N T Y E T ?

?

1

O G C D P R A S TA R T S

C U R R E N T T I M E I T

TA K E S F O R S E L E C T I O N

J U N - J U L - A U G - S E P - O C T- N O V- D E C

Y O U A R E


TA K E S F O R P R O M O T I O N


TA K E S T O G E T O G C D P

M E M B E R S T O P E R F O R M

E X A M P L E :

I S W H E R E Y O U ’ L L S E E

P E R F O R M A N C E

!L E A D E R S W I L L S TA R T T O D O W O R K F O R M E M B E R S . ( P R O D U C T I V I T Y D R O P S ) M E M B E R S D O N ’ T H AV E A VA L U A B L E E X P E R I E N C E A N D D R O P O U T ( R E T E N T I O N D R O P S ) T H E N W E S TA R T W I T H T H I S P R O B L E M A G A I N I N T H E F E B R U A R Y R E C R U I T M E N T

T H E N ,

alignexchange talent capacity

when do exchange programs need to start performing?˝How does your recruitment process align?

talent capacityexchange

TA 1 E N T

E V E R Y M E M B E R I S I M P O R TA N T

E V E R Y M E M B E R M AT T E R S

FOCUS

TA 1 E N T

E V E R Y M E M B E R I S I M P O R TA N T

E V E R Y M E M B E R M AT T E R S