Luisa Bitencourt Martins AIESEC in Brazil - MCP 14|15 Application

Education

As my academic background is teaching and I worked many time with network education, I got experience in these points: Psychology Understanding – I studied in a school with a strong inclusion program to kids with special needs, and it gave me capacity to understand different lacks of people. I studied psychology theory to teaching and its make me know better about people and how they can work in a different work. Didactic – When I was a teacher I learned how to have clear and linear reasoning when I talk. It helps me to communicate messages. Patient to teach – Teach to a 12 years old boy gave me a lot of patient. I have no problem to say something many times and I can find different ways to say the same thing. I believe education skills can help me to communicate things better to AIESEC in Brazil and also make me a very supportive leader because I can easy find people’s doubts.

Operations Management

In the last two years I was involved in operations, giving me a good idea how to work with the core of the organization. TLP ICX GCDP Match – Matching processes implemented inside the area. LC winner of iGCDP challenge in our group. VP OGX GIP – Selection process established, boosting RA results. Strong relationship created between AIESEC and EPs GIP, increasing significant the number of MAs and REs. NST OGX GIP – Support MC to delivery guidelines, trainings, analysis, manage international realations and coach LCs. CEEDer in the Top 3 LCs oGIP in the world to collect GCPs. GST GIP – Responsible for global GIP Supply & Demand analysis and inferences. MCVP OGX GIP – Support to LCVPs oGIP, international Relations with a strong partnership model, 24% of growing during Q3.

Name Luisa Bitencourt Martins

Most recent role in AIESEC

MCVP oGIP – AIESEC in Brazil GST GIP Supply and Demand

Email luisa.bitencourt@aeisec.net

Skype luisabitencourt

Cellphone +55 51 9 8411.8943

Personal Information

3 areas I have the most experience

My experiences inside and outside AIESEC gave me a understanding how to deal with people and how to work with them. • Empowerment of Team Leaders • Team with sense of belong • Creation of the team objective and goals

together with the team • Effective processes • Discover the best of each member • Instantaneous recognition of team members

and team leaders

The way I learned to deal with people helped my team to be persistent and achieve our results.

Talent Management

Lead a NST gave me the opportunity to think more strategically and work with network education.

• Coaching 5 LCVPs (SM, RJ, VT, GV and US); • Construction of a Resource Center; • Education Program Manager; • Support to match EPs nationally;

Jan – Jun/13

NST oGIP @BAZI

Jun/13 – Current

MCVP oGIP @BAZI

• Sales knowledge acquired and sales culture implemented

• Winner of National challenges of 1st and 2nd semester

• Top 1 LC globally during IGN peak (Q4/12 and Q1/13)

• 82% growth 2011 - 2012 • #1 RAMARE in @BAZI and #2 MARE in

Iberoamerica

Jan – Dec/12

LCVP oGIP @PA

• 2 weeks in each LC: Krakow, Poznan and Kiev

It gave me a new perspective about AIESEC, I could see project based structured working in Ukraine and learn from the good synergies in Marketing area that Poland has.

Feb – Mar/13

CEEDer in Poland and Ukraine

Be part of NST made me understand different realities and made me pay attention to nationally directions and how to communicate it. • Coaching 6 LCVPs (MA, RP, RJ, SM and

VT) • Manager of relationship with India,

China and Colombia

Jul – Dec/12

NST oGIP @BAZI

My role was while my exchange • Implementation of a new team in

@PA, establishing processes • Search tool to @PA created • Old TN forms matched

Nov – Jan/11

TLP GCDPi Match @PA

In this team I started to know myself better, I learned how to work under pressure and to act like a team, supporting my teammates. • 198 subscribers • 71 new members selected

May – Sep/11

OC Psel Comm @PA

Oct/13 – Current

GST GIP Supply & Demand

• Part of national decisions • Responsible for lead LCVPs oGIP and • 24% of grow Q3 • Increase Teaching EPs raised • Customized Sub products strategies and

materials • Lead 9 NSTs

• Global understanding of the organization • Make supply & demand analysis for iGIP

and oGIP • Create a global supply & demand

newsletter

I worked with childrens in a poor city and I helped to implement membership recruitment in a new LC. To my exchange I took three main things that I started to use in my life every day: Fulness, Simplicity and Trust

Dec – Jan/12

TM CEEDer and EP GCDP in @UA, Colombia

My Experience

I am standing for MCP position because I believe AIESEC in Brazil can do more. I like the directions of the current term, I identify myself with the changes we are doing, but at the same time I know it needs to be continued faster then ever bofore in 14|15 term. I committed myself to fight every day for our members experience, I am drived by passion, passion for peple and the possibilities they can create on this world. I saw people around me changing so much the way they thought and starting to be better persons. I saw my EPs around the world and I feel very motivated to do more.

Also, because I still believe I need to learn more, to develop my leadership with a big responsability. What I see to AIESEC in Brazil next term is the power of do something huge, something remarkable, but only if we are able to admit we need to change some things that we still are not good enough. I am applying for MCP 14|15 because I want to lead the change, I want to delivery more powerful leaderships experiences and make it a better country to live in.

I am drived by passion, passion for

people and the possibilities they can create on this world.

Born and raised in Porto Alegre-RS

Studied 10 years in a very small school

Played drama from 13 to 17 years old

Danced modern jazz for 7 years

Joined Linguistic and Litterature University

Worked as social volunteer since 12

years old

Fair

Resilient

Implementer

Focused

Anxious

Stubborn

Pessimist

Direct

Justice I have a strong sense of justice, I believe we should do what is right, even it is not the best thing for me, that’s why I will defend what I believe on.

Responsability I feel very responsible for the things I get involved on, if I am committed with something, I will make the impossible for it and get it done.

Collaboration When people think together they improve their work with different perspectives. I like to co-create and I believe we would have a better world if we help each other.

My Life

Main Weakness

Was Portuguese Teacher for 2 years

My Values

1. Who I am

Eneagram Type 8

Sign Gemini

Belbin Implementer

Vegetarian

I am a 22 years old young girl, who has been changing so much in the last 2 and a half years. My mother is Caseworker and since I was a child I used to visit poor communities in my city often. My father is graphic designer but lifes changes and today it comes to him works as a porter. I have a older brother, who is one of the most important persons in my life. He taught me a lot about resilience and how to deal with people. Today he is a young entrepreneur who is beginning his own company. My mom taught me very young that life is not fair for everyone so you need to fight for what you want - otherwise you will not have it so easy. I also understood that some bad things happens in the world, and sometimes it’s not our fault. But, at the same time, it is our responsability, as a citizen, to make it a better world and try to change it.

Why I am standing for MCP 2014|15 of AIESEC in Brazil

Main Strengths

My experience in a small school, my parents backgrounds, my internship in Colombia and lots of other things made me understand better my personal values. Today, I always bring to my teams a sense of justice, responsability and collaboration.

3. Relevance of youth leadership in the Brazilian Society

My leadership style is being very supportive, but very tracker. I am very committed and I expect everyone’s else to be the same. I would use it, together with a strong team building, to guarantee that MC 14-15 will work for the same ambitious. I will be closed to the team, being honest with their work but always coaching and helping. I will work on bring passion to each MC work. I will dare them to move faster, to do more, always paying attention to people.

Shared Plan – Build our vision and planning together

Coaching & Tracking - Guarantee people delivering our promise and give them the necessary tools to do it

Get the best of each person – Discover what each one is good on and explore it to have a team that complete each other

How I would ensure that and what kind of leader I need to be for that

Team Building – Create a strong connection between the team

I believe MC 14-15 must be focused on empower the network, mainly EBs. To make it happen, we need a leadership that inspires brazilian membership having the courage to act, making them understand that we can do more and better. At the same time, its need to be a leadership focused on purpose, people with a shared vision that will improve everyday what they are doing, because they know that every single action will genearete the change Brazils needs. Empowerment comes from co-creation, the MC 14-15 must be ready to co create solutions with the network, listening to them and working hard on channels of implementation – as conferences, wikis, e-mails, webinars and make the follow up of the leadership development we provide through those strategies.

2. The leadership that should describe my team

Inspired by the Nobel Peace Prize, Alessandra France founded the Bank Pérola. At age 26, she leads a team of collaborators even younger than she. Her goal: to finance entrepreneurial ideas that are emerging in poor communities in Brazil.

In 2009, Ricardo Ferreira was looking for answers to one of the biggest challenges of science: stop the global warming. The following year, he saw his research recognized and was elected at age 21, one of the most influential Brazilians in the country.

As examples of Young Leadership that are changing the world, Alessandra and Ricardo are part of Jovens Falcões, and for me they are the inspirations of the people we should develop in AIESEC in Brazil.

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3. Don't know

2. Can not change

1. Can change

Do you believe that young people can change the world?

1.1 A lot

1.2 A little bit

During this year, the brazilian young people showed their face on the street. They showed a young power that sometimes we think we don’t have anymore. Still, I believe our power should go beyond, not only on the streets when its necessary, but every day in every moment. According to the National Research about the Profile and Opinion of Brazilian Young People 2013 (link) the young people in Brazil are awake: they are counscious about our contry problems and they care about it. But at the same time most of them don’t know what or how to do something more, or don’t have enought courage to do it. Young people have the power of transformation and according to the research, they know it (check the graphic). I believe this is the relevance of AIESEC in Brazil: capitalize all this discomfort and offer a plataform to develop a powerful leadership that can change our reality across sectors.

Lack of talents in the market

Most of the countries have difficult to find the right talent, we can explore it to push GIP and also empower branding products and connections with AIESEC and organizations.

Promoters

With Costumer Loyalty strategies, we can use our promoters to engage more people to join AIESEC and our programs.

Alumni

We have a huge number of Alumni, but just some countries have a good relationship with them. The main interaction that we can have is using them to raise iGIP, since they probably have hot contacts. Th

reat

s

Visa issues

Visa restriction stops a lot of countries to realize each other (including Brazil).

Detractors

Because of exchanges that we do not delivery in the best quality, the detractors collaborate for a bad picture of the organization.

World Economics Crises

The crises still affects a lot US and Europe. There is a probability that it is getting better next year, but the whole world is suffering its consequences.

International and Civil Conflicts

Conflicts put in risk the stability of the country to attract and receive interns.

Op

po

rtu

nit

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Supply & Demand

Our EPs and TNs available are not aligned to the same objecective. In GIP, its mostly about country destination and profile required, in GCDP, it is more about find the right timeline.

GCDP growing

The program is achieving the expected results, we should keep improving it.

Flexible organization

As a organization totally young, we adapt fast to new changes and we are always improving our processes.

Democratic organziation

We are recognized as one of the most democratic organizations in the world to work, because members can participate in many decisions.

GIP stuck

The results are dropping in the last months glabally, most of entities have problems to run a big volume of this program. We need to change our attitude towards GIP.

Talent Capacity

Lack of capacity of dealing with our talents, as allocate and training people in the right way, retention and etc are a global problem in AIESEC network.

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4. Organization Global SWOT

AIESEC gives to the world people that can change the world. People that care for each other, people that care about what is the future of our world. These people develop leadership through action and can make a better world in all segments. They are able to influence their friends, family and coworkers to build a peaceful society, where people can understand each other.

Brazil is an important economic country today, but different of other big players, still we have a lot of social problems related to education, infrastructure and health issues that stop us to be the country that we dream with. AIESEC in Brazil stand for our country because we understand that as part of this country we are responsible for changing it. We create from this situation an opportunity to impact our big territory, developing young leadership to build a better country.

6. What AIESEC give to the world

What AIESEC in Brazil give to Brazil

What needs to be done Define what is the leadership AIESEC provides to the world in a easier way Tools to guarantee leadership development to TLP and TMP Tool to measure leadership development and showcase it

GIP high volume strategy Clear co-delivery strategies Evolve Customer Loyalty strategy Business too Business strategy Global Legalization

Key achievements until now Opportunties Portal

Global ORS Virtual channels refreshed (cultural shock)

NPS EP/Trainee Lead

GCDP growth Showcasing OGX programs

15 New entities (MCs) opened

Global Next Steps Globally, we are growing in GCDP and stuck in GIP. We don’t have aligned supply & demand and our matching rate are still low. Just a small number of countries delivery the results we have, because most part of the network do not have the sense of urgency required. In the same way we need to grow, we need to improve the way we delivery experiences. Nowadays, lots of times we don’t develiry what we promisse to our exchanges participants and it needs to change.

Brazil Next Steps A lot of LCs in the world reached 400 Xs, and we just had the first LC in Brazil to reached 200 Xs. It’s time to change the game and have bigger entyties, LCs as references to the world, bringing innovation through action. To do it, we need to increase our productivity and learn how priorize what we do.

5. AIESEC 2015 – Status and Next Steps

I believe AIESEC in Brazil can achieve 2015, but we need to change some behaviors and implement next steps to do it.

2015 Midterm Ambition Objective: Global Youth Voice What type? The most credible and diverse How you deliver it? By our growing physical and virtual reach Objective: First-choice Partner Whattype? Across sectors How you deliver it? By being recognised for our ability to develop responsible and entrepreneurial leadership Objective: Positive Impact What type? Cross-generational How you deliver it? By living a high-quality AIESEC Experience and by enabling a collaborative environment

Conferences: Bring external people to capacity the network, putting sessions content to high level and open spaces to build tatics with MC. Other goal is reduce the fee with a finnacial model and partnerships.

Expansion: Operations giving support to operations in IEs, Uos, and MC Expansion focused on growth model and Extension LCPs support.

OD Model: Clusters Coordinators working with MC, MCVPs Xs working on coaching top LCs, and refresh NSTs coachs strategy.

Local Structure: Keep the structure with marketing inside OGX and ICX, also evolve marketing structure and empower TLPs.

8. Next steps for network development path

This word come from Latin word cor, meaning heart.

Nowadays, this word is very related to act to do something

brave.

MC 14-15 will be rememberd about their courage to do it from their heart and woth

action.

AIESEC in Brazil will remember 14-15 MC as a team that

brought leadership in everything they did. A team that make our membership more focused and simpler,

because they took care of each member experience and each

exchange participant experience.

Courage

Back Office & Front Office aligned

Management skills Program

Refresed LCPs support

Co-delivery standarts implemented

IGN investments

B2B strategies

GIP

iGIP oGIP 650 850

1500

GCDP

6500

30% OGX results come from IXP

Alumni boosting GIP results (ICX and OGX)

iGCDP Projects Methodology implemented

iGCDP oGCDP 3500 3000

7. What AIESEC in Brazil will remember about 14|15 term

Courage is not the absense of fear, but rather the judgement that something else is more important than

fear.

Ambrose Redmoon

“ ”

Milestones

Action

Purpose People

MC 14-15 will be responsible for drive implementation. It’s not time to change so many strategies, but to change how we implement them, always thinking how to make it pratical at the local level. Considering this, I suggest three main changes related to the way we act, the way we use our purpose and the way we deal with people.

Change our behaviors to have a new way to do AIESEC in Brazil. We need focus, simplicity and

fast moving. We are far away to achieve 2015, but we are still

slowly, complicating and discussing processes. We can not lose time, it’s time to act.

People

Our purpose should be connected to ambition. The ambition to grow more, to be more relavant

to our contry, and at the same time, make AIESEC better, work hard on quality of our experiences.

Create a Commum Ambition to AIESEC in Brazil to 2014 and 2015 terms. It will be a vision to connect AIESEC purpose and personal motivation. MC and

LCPs should create it. It will helps all LCs to be aligned to the same vision and work together to

achieve it.

Purpose in every member, every action. Make clear to people why we do what we do, but mainly

show them that HOW we do it is the most important part of a purpose.

We need to change drastic the way we treat our members.

We need to take care of the team, valorize different profiles contributions, find out what is

the best from each person, training, tracking and be there for them anytime. Be supportive.

Then, we can always be more rigid, set standarlizations together with LCPs to how work

in AIESEC and be able to tracking this.

With the right support from leaders, we probably will see more people delivering results and

becaming a real leader, at the same time we can keep people more commited to AIESEC.

Action

Purpose

9. Changes that will leverage our results

WHAT WE NEED TO DEVELOP MORE

LEADERSHIP

Sub products and Issue Segmentation

Sub Products and Issues are concepts that helps AIESEC to understand GIP and GCDP product and its connection with external world. Next step to Product Evolution is evolve GIP and GCDP considering the relevance of each Sub product/Issue: marketing strategies thinking in specific publics and value propositions, but also the way we work inside OGX and ICX teams.

People is the most important resource we have. We must have Leadership in each team member and team leader experience of AIESEC in Brazil. We can do it working hard on the basics TM processes, and developing Talent Capacity strategies inside operations. We need to develop a more relevant and powerful leadership than ever before, this way we can generate the impact we want to Brazil.

10. Top 3 strategies to boost our programs

About Sub Products and Issue

Segmentation AIESEC did an external

analysis and a customer analysis to evolve our

products. The results of this were the Sub Procuts for

GIP and Issue Segmentation for GCDP.

Sub Products and Issues were created to have a

global language in order to align supply and demand, make easier our market penetration and boost

results.

Main Sub Products in Brazil: IT, Marketing and Teaching

Main Issues: Education, Cultural

Evolve our Product Powerful Leadership

Talent Capacity to basics

Bring AIESEC to practice

Implementation is the key for the next term, we need to simplify everything we do. Our team leaders (including LCVPs) will be very focused on action, able to priorize and make fast choices, making us more assertive. Because we’ll have a lot of tools organized, they will have more time to focus on team management and leadership development. We are sensible of world issues, but also we understand that AIESEC is not just about conscious, AIESEC is about people that act to change this reality. Our internal communication and MC support will make sure that we are able to bring AIESEC to practice.

Action and simplicity

MC and CSN relationship I intend to create a very closed relationship with CSN, looking for them a lot and maintaining transparency. Listining CSN and using critics to improve MC works will help BAZI to go beyond. For this happen, I believe our internal communication should be improved. Stablishing the best channels and way to send the message, I will make sure that CSN and MC are working together to build the AIESEC in Brazil we want to see.

CSN and MC as a leadership board CSN are a national council with the main leaders responsible for local strategies implementation. Because of this, I believe the MCP should worry about how LCPs are developing their leaderships, creating tools, channels and opportunities to increase their potential and convert it on actions with their EBs.

Focus Many things can be improved in AIESEC in Brazil, but next year it’s a time to be very assertive and face our main issues. CSN and MC should be very focused on what really can make BAZI delivery more and better experiences to the world until 2015.

11. How I want to work with CSN

Continue in the next page

GIP

TLP

Implement EP LEAD/OPS and Trainee LEAD Quality Co-delivery standarts to countries partners (as companies induction) Delivery and Accounting JDs to members Sales Development Program TM and Operations very integrated

HR recruitment cycle Select right membership profile National Induction Guidelines Membership retention as a goal from VP TM and other VPs Inner Journey

Improve EP LEAD/OPS and Trainee LEAD Structure flexible and focused on high volume GCDP Directior TM and Operations very integrated

National Transition Guidelines Lead for PMs Lead for LCPs (CEO program) Management Education Cycle for LCPs and other for VPs External consultance for Human Resources and Management Inner and Outer Journey

GCDP

TMP

Membership efficiency - Put effort on the right things and

priorize what is needed, taking care of the basics before make it complex

Virtual Educaction - Organize and create materials to all

basics processes in National Learning Center: this way LCVPs don’t need to worry about creating it, but just implement it and take care of their members

Business Intelligence - ORS, CRM, Podio and AMT in a

smart way to facilitate our micromanagement and fix the small mistakes we make during our processes

Good Practices to the network - Spread GCPs in area’s newsletter

every week, considering all clusters

LCs Pilot to drive innovation - Create fast plan to implement

innovation processes and MCVP responsible for track LCVPs

Front Office and Back Office working together

GCDP Flow considering Issues Membership specialized to sell it oGCDP marketing strategies powerfull EP preparation and LEAD costumized Project showcasing

Membership specialized to sell it Market segmentation and communication materials aligned to customer needs Value proposition clear to each Sub product Country partnerships smarter B2B Strategies

Membership specialized on sub products and issue segmentation will feel more confident to work with GCDP and GIP, because they will get more details about each of them. Marketing integrated to operations work, considering Marketing is responsible to evolve products, improving the sinergy Leadership specialized -> Easier to get the knowledge, be focused and be more assertive

Evolve our Product Powerful Leadership Bring AIESEC to practice

Thank you for reading my application! Any question, feel free to contact me