Download - Leaders development program [eng]
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Leaders’ Development ProgramBooklet for LCVP TM
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Why?
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What we envisioned:
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How we want to achieve it?
Leadership is the way!
LDP will help us to provide even more valuable leadership experiences.
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Our impact
Our international platform enables young people to discover and develop their
potential to provide leadership for a positive impact on society.
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We believe in leadership, but what leadership we aim to develop?
Self-aware Solution-driven
Empower others World citizen
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How we develop such leadership?
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How we develop such leadership?
How?LDP
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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.
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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.
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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.
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How?
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How Inner & Outer Journey works in reality?
Outer journey Inner journey
TM processes in LC Members’ Development Program, Leaders’ Development Program, LEAD for EBs.
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What?
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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.
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How the timeline will look like?
Program consists of 3 individual meetings- we have proposition of two timelines (please match suitable for your LC):
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Timeline I - 4 monthsResults 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
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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
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Timeline II - 6 monthsResults 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
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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
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Description of every step
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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.
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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.
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Allocation coach-coacheeShort reminder: coach doesn’t have to have specific area knowledge (it’s event better, when he/she doesn’t have it), because:
coach ≠ mentor!
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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.
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First contact coach-coacheeTools:● article about coaching (in polish)● article about coaching (in english)● wheel of life- in package
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I individual meeting
Goal: Coachee gets to know himself/herself as a person.
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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),
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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?)
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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?
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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!)
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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.
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Sum up- for all meetingsSum-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.
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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.).
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Contacting before II individual meeting
Tools:● 16 personalities test (free test online)
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II individual meeting
Goal: Coachee gets to know himself/herself as a leader. Evaluate progress.
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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?
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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?
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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?
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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!)
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II individual meeting- flow
● Closure of the meeting,● Sum-up in mail.
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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.
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III individual meeting
Goal: Coachee evaluate his/her leadership experience and plan next steps.
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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?
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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?
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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,
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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,
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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.
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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
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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.
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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
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Who is responsible?
Final responsibility for LDP:LCVP TM!
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Good luck with implementation!
In case of questions please contact with NST Development 14/15:● Ala Siemieniec ([email protected])● Gosia Grzywocz ([email protected])