Leaders development program [eng]
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The document outlines a leaders' development program (LDP) that aims to provide coaching and leadership development for middle management (MM) members in AIESEC. The LDP involves 3 individual coaching meetings over 4-6 months to help participants gain self-awareness, set goals, and improve their leadership skills. The meetings follow a structured process where participants complete assessments, set short-term goals, and evaluate their progress and leadership experience. The goal is to support MM members' personal and career development through conscious reflection on their leadership journey.
![I individual meeting- flow
■ Which area is the most important for you? Why?
■ Which area would you like to improve the most?
○ Personal Goals Setting (PGS):
■ What you can do to achieve it?
■ How AIESEC can help you with that?
■ How I [coach] can help you with that? Who can help
you with that?
■ Which short- term goal will help you to achieve this
long-term goal? (Set deadline before II meeting!)](https://image.slidesharecdn.com/leadersdevelopmentprogrameng-160121142704/85/Leaders-development-program-eng-31-320.jpg)
Leaders development program [eng]
- 2. Why?
- 4. How we want to achieve it? Leadership is the way! LDP will help us to provide even more valuable leadership experiences.
- 5. Our impact Our international platform enables young people to discover and develop their potential to provide leadership for a positive impact on society.
- 6. We believe in leadership, but what leadership we aim to develop? Self-aware Solution-driven Empower others World citizen
- 7. How we develop such leadership?
- 8. How we develop such leadership? How? LDP
- 9. What is the purpose of the program? ● To continue leadership development (started in MDP), ● To build connection between organizational needs and needs of an individual.
- 10. What are the values for organization? ➔ Increasing members efficiency and productivity, ➔ Better retention rate and bigger pipeline to Executive Board, ➔ Increasing Middle Management members motivation, ➔ Building feeling of belonging.
- 11. What are the values for leader? ➔ Conscious development, ➔ Support in finding own purpose and taking actions toward achieving goals, ➔ Self-awereness, ➔ Getting self-confidence, ➔ Getting to know bigger perspective of what I am doing, ➔ Fully use their potential and skills.
- 12. How?
- 13. How Inner & Outer Journey works in reality? Outer journey Inner journey TM processes in LC Members’ Development Program, Leaders’ Development Program, LEAD for EBs.
- 14. What?
- 15. What is LDP? ❖ Program allows conscious learning and development for AIESEC MM members by coaching. ❖ It is support system to build self-awereness and plan for own development and career. ❖ Continuation of MDP! ❖ LDP is voluntary for MM members.
- 16. How the timeline will look like? Program consists of 3 individual meetings- we have proposition of two timelines (please match suitable for your LC):
- 17. Timeline I - 4 months Results of TLP recruitment max 1 week Promotion of coaching & LDP + application for LDP- IN THE SAME TIME Allocation coach-coachee First contact coach-coachee I individual meeting Sum up of I meeting max 1 week max 3 days after allocation max 3 weeks after allocation max 5 days after meeting
- 18. II individual meeting max 2 weeks after II meeting Sum up of II meeting Contacting before III individual meeting III individual meeting Sum up of III meeting+ evaluation survey Filling in evaluation survey by coachee max 5 days after meeting max 3 weeks after contacting max 5 days after meeting max 1 week Contacting before II individual meeting max 2 weeks after I meeting max 3 weeks after contacting
- 19. Timeline II - 6 months Results of TLP recruitment max 1 week 1 week after results: Promotion of coaching & LDP + application for LDP Allocation coach-coachee First contact coach-coachee I individual meeting Sum up of I meeting max 2 weeks promo, after 1 week of promo- 1 week of application max 3 days after allocation max 3 weeks after allocation max 5 days after meeting
- 20. II individual meeting max 4 weeks after II meeting Sum up of II meeting Contacting before III individual meeting III individual meeting Sum up of III meeting+ evaluation survey Filling in evaluation survey by coachee max 5 days after meeting max 3 weeks after contacting max 5 days after meeting max 1 week Contacting before II individual meeting max 4 weeks after I meeting max 3 weeks after contacting
- 22. Application for LDP ● Coaching is voluntary, ● Application is tool to match coach and coachee in right way (to answer coachee’s needs). Tools: Application- in package.
- 23. Allocation coach-coachee ● Based on application, ● Main criterion should be coachee’s needs ○ e.g. if coachee feels more comfortable with having coach, who they know, or someone, who they doesn’t know etc. ● Recommendation: LCVP TM with coaches are allocating together.
- 24. Allocation coach-coachee Short reminder: coach doesn’t have to have specific area knowledge (it’s event better, when he/she doesn’t have it), because: coach ≠ mentor!
- 25. First contact coach-coachee ● We recommend contact via e-mail, ● What have to happen before I meeting: ○ coach introduces himself/herself, ○ set up date for I individual meeting, ○ ask coachee to think about expectation of coaching and coach, ○ ask coachee to read article about coaching- coachee and coach should be “on the same page” :) ○ send coachee “wheel of life”, ask him/her to fill it in and bring results for meeting.
- 26. First contact coach-coachee Tools: ● article about coaching (in polish) ● article about coaching (in english) ● wheel of life- in package
- 27. I individual meeting Goal: Coachee gets to know himself/herself as a person.
- 28. I individual meeting- flow ● Introduction ● Ice breaker (if needed), ● Setting up rules and expectations (from both sides- coach and coachee), ● Establishing how communication will look like (how often, tools),
- 29. I individual meeting- flow ● Going through wheel of life (parts & example of questions): ○ Checking feelings: ■ How do you like this test? ■ What was hard in it for you? ■ What was easy in it for you? ■ How do you feel with the way that wheel look like? (Are you satysfy with it or not? Why?)
- 30. I individual meeting- flow ○ Checking wheel: ■ Which areas did you choose? ■ Why you chose them? ■ Did you have difficulites with making a choice? ○ Checking EVERY area: ■ Why did you rate this areas like that? ■ How do you imagine perfect state in every area (but also realistic :))? ■ How can you strive for it?
- 31. I individual meeting- flow ■ Which area is the most important for you? Why? ■ Which area would you like to improve the most? ○ Personal Goals Setting (PGS): ■ What you can do to achieve it? ■ How AIESEC can help you with that? ■ How I [coach] can help you with that? Who can help you with that? ■ Which short- term goal will help you to achieve this long-term goal? (Set deadline before II meeting!)
- 32. I individual meeting- flow ● Elaborate SMART goals (connected with organization), ● Inform coachee that he/she can message you in case of problems or when is need of other meeting, ● Closure of meeting, ● Sum-up in mail.
- 33. Sum up- for all meetings Sum-up mail has to be send after EVERY meeting. It consists of: ● Information about that, what you established during meeting (e.g. rules and expectations after I meeting), ● Information about approx. date of next meeting and when coach will contact with coachee.
- 34. Contacting before II individual meeting ● Contact via e-mail, ● What have to happen before II meeting: ○ send coachee leadership test (16 personalities), ask him/her to fill it in, ○ ask coachee to send results to coach a least one week before meeting, ○ coach has to analyse results (prepare questions etc.).
- 35. Contacting before II individual meeting Tools: ● 16 personalities test (free test online)
- 36. II individual meeting Goal: Coachee gets to know himself/herself as a leader. Evaluate progress.
- 37. II individual meeting- flow ● Ice breaker (if needed), ● Evaluation of progress in PGS: ■ Did you achieve your goal? ■ If yes- how you did that? ■ If no- why? What were the obstacles? How you can go through them? ■ Have something changed on the “wheel of life” after undertaken actions connected with PGS?
- 38. II individual meeting- flow ● Checking test results: ○ General questions: ■ What do you think about this test? Was it easy or difficult to fill it in? ■ Do you see connections between this test and “wheel of life”? If yes- what are they? ■ How you can capitalize on you strenghts as a leader? ■ How your weaknesses affect your work as a leader? Which of them you would like to improve?
- 39. II individual meeting- flow ○ Work place habits part: ■ Do you see any reference between this result and your work as a leader? ■ How this affect on your relations with co-workers- with Middle Management members, OCs, LCVP? ○ Career paths part: ■ Do result of the test coincide with you plans for future? What would you like to do in future? ■ How AIESEC and being a leader can help you with that?
- 40. II individual meeting- flow ○ Discuss area of life, which was the most important in “wheel of life” in reference to test, ● Setting up new short-term goals ■ How work on unfullfiled goal? ■ Would you like to add new short-term goal? What would you like to work on taking into consideration result of the test? (Set ddl before III meeting!)
- 41. II individual meeting- flow ● Closure of the meeting, ● Sum-up in mail.
- 42. Contacting before III individual meeting ● Contact via e-mail, ● What have to happen before III meeting: ○ ask coachee to reflect on his/her leadership experience taking into consideration his/her personal development.
- 43. III individual meeting Goal: Coachee evaluate his/her leadership experience and plan next steps.
- 44. III individual meeting- flow ● Ice breaker (if needed), ● Evaluation of progress in PGS: ■ Did you achieve your goal? ■ If yes- how you did that? ■ If no- why? What were the obstacles? How you can go through them?
- 45. III individual meeting- flow ● Evaluation and sum-up of leadership experience: ■ What did you learn thanks to being a leader? ■ How being a leader affected on your personal goals? Which of them did you achieved? ■ How being a leader developed you? ■ What would you improve? ■ What part of your leadership experience was coaching? Was it helpful?
- 46. III individual meeting- flow ■ How coaching helped you? ■ What changes you noticed in yourself? ■ Taking into consideration everything that we worked on- what would you like to continue improving? ■ How would you like to work on that? ■ What could help you with that? ■ What could be an obstacle? ● Creating action steps after coaching,
- 47. III individual meeting- flow ● Discussion about AIESEC opportunities: ■ What would you like to do after your leadership experience? How do you see your carrer path in organization? ■ How being a leader can help you in future in organization and out of @? ■ Do you know how your career path might look like in @? ■ If no- coach is presenting possibilities,
- 48. III individual meeting- flow ■ If yes- Which step you would take? And what would be your further future (next steps)? ● Closure of the meeting, ● Sum-up mail.
- 49. Evaluation survey ● Coach is sending it to coachee via e-mail, ● Collect answer and analize them to know what should be improved in future, ● Recommendation to create this survey on PODIO. Tools: ● Evaluation survey- in package
- 50. Additional activity We encourage coach to send his/her coachee additional materials connected with coachee’s personal goals and interests. There are a lot of materials on the internet and sending them between meetings will maintain bond and support development process.
- 51. Who will conduct? LCs with ≤ 20 Middle Management members or lack of possibility for additional structure- Executive Board LCs with >20 Middle Management members- additional structure
- 52. Who is responsible? Final responsibility for LDP: LCVP TM!
- 53. Good luck with implementation! In case of questions please contact with NST Development 14/15: ● Ala Siemieniec (alicjasiem@gmail.com) ● Gosia Grzywocz (malgorzata.grzywocz@gmail.com)