First of all, to clarify, this is the first time that we're teaching Team Standards to all of AIESEC in Moldova's members. We're doing this because we believe that if everyone in the network would know what the heck Team Standards are, we are for once going to complete all of them in one Team Leader cycle.

Second, if you didn't hear about Team Standards from your Team Leader (TL) yet, please report him/her to the MC so this mistake will not happen twice (we're joking of course, but please let your LCVP or LCP know if your TL is not doing his/her job so we can better learn how to support your TL), and if, in the events that you don't have a Team Leader, please report that IMMEDIATELY to your LCVP and you will be assigned one.

What are Team Standards?

In order for Team Standards to be delivered, there has to be a team, logical, right? By AIESEC standards (ha, get it, because we're talking about Team Standards), a team consists of 1 Team Leader and at least 2 Team Members and their experience as a team has to span for at least 2 months.

A team from its inception till its disbandment goes through a series of phases:

• Building

• Performing

• Closing

and through each phase the TL has to deliver certain activities and experiences so the team has the best possible performance and fun. That's basically what Team Standards are: a list of things and how those things should happen during the existence of a team in AIESEC so both the experiences of the Team Leaders and Team Members are great.

Building

This is the first phase and it happens right after the team is created.

It usually lasts for a few weeks and it comprises of (but is not limited to):

• defining team rules

• defining the team purpose

• setting strategies for the team term

• assigning JDs (Job descriptions) to everyone in the team

• creating individual development plans

Performing

If the Building phase could be called the appetizer of Team Standards (imagine some grassini al prosciutto crudo, click on the link to get an idea of what I mean), the Performing phase is the meat and potatoes, the big course, the borș de casă. This is where the magic happens and is the longest lasting phase of the 3.

The main things happening during this phase are:

• actually doing the job from your JD (yeah I know, surprising)

• team meetings

• one-on-one meetings

• performance reviews

• team working days

• team days (aka team buildings)

• feedback spaces

Closing

And we're finally getting to dessert. Another short phase which I'm sure you guessed from its name is the last one.

It also lasts for a few weeks and it comprises of:

• reporting

• knowledge and skills transition (if it makes sense to do that)

• documents and tools transition

• personal development plan review

• goodbye tears

And that's Team Standards in a nut shell for you!

NEC Spring 2020

Quiz

Employer branding is simply how companies market their brand to desired job seekers. They do this by showcasing their organization’s unique cultural differentiators, and then working to amplify them so they can position themselves as a top place to work. An employer brand includes the market’s perception of the company as an employer, but also describes the promise (or employee value proposition) to employees in exchange for their experience, talents, contacts, or skills.

Why Employer Branding?

For Organizations

• Access to young, diverse talents with volunteering experience & leadership skills

• Positioning as social responsible employer who supports youth

• Brand Exposure

For AIESEC

• Revenue generator

• Supports employability of youth & enabling AIESECers to get interested in working in purposeful organizations

• Can be used as an “entry-product” to then move to exchange related products

• Associates AIESEC with strong brand

Employer Branding Products

Examples

Here you can see some examples of proposals for Employer Branding products:

Quiz

Welcome to the first part of the National Educational Cycle!

We recommend you read the material for each chapter and then take the test. But if you want to go with the hardcore option you could read all of the chapters and take all of the tests, if you do decide on the latter: may the AIESEC gods have mercy on your soul!

Instructions how to use National Educational Cycle: - There are 6 topics, each topic has one or two links to articles you have to read and the quiz. - You have to go through articles and after that to come back to the main page which name is ”General Knowledge” and fill the quiz or you can do it directly at the bottom of every article that's part of the NEC Spring 2020. Be proactive, and we hope you will enjoy it!

Get Your Knowledge Here

AIESEC Way and AIESEC History

AIESEC in Moldova History

National Structure and Opportunities

Exchange Products (GV, GE, GT)

EwA (Engagement with AIESEC) Products - YouthSpeak

Team Standards 101

Welcome to a second part of the National Education Cycle!

In the Functional part of the NEC you will learn everything about your department. We prepared amazing articles, materials, and of course your favorite QUIZZES, many QUIZZES! We hope that you will enjoy learning more functional stuff about the department you are performing in. Also, if you want to be the GURU of AIESEC Knowledge you can go through materials and quizzes of other departments but take into consideration that first, you have to finish NEC of your department.

Instructions for Functional NEC

1. Find your department and click on it.

2. You will see different topics and quizzes.

3. Go through each topic where you will find articles/materials, read carefully, and pay attention to details.

4. Fill the quizzes.

Be patient and proactive, you can do it!

The Side Menu

From here you can access all the articles available on the wiki. Some of them have sub articles. Click on the down arrow to see the links.

Grouping

As you might have noticed, the wiki is currently divided into 2 groups:

AIESEC Knowledge

There you'll find all the information you'll need to know about AIESEC: from articles about AIESEC History to the AIESEC Products that we run.

Everything to make you a better AIESECer.

Technical

This group contains everything you need to know to be a productive member of your department, all the branding (logos, slides and how to use them) materials, and Reports to stay up to date.

The Search tool

A seriously powerful tool that will allow you to find everything on the wiki just by typing words or phrases. Click on the search tool and start typing what you want to find

Examples

You heard at the last LCM something about a number, you think it's 2020, so you enter the wiki platform and type 2020 in the search box:

And because this is a smart search tool, it gave you everything it thought relevant:

• the AIESEC 2020 article

• the instances of 2020 it found on the whole website

• and then, because it saw you are searching for a 4 digit number, it gave you the other instances where there is a similar number on the website, in this case 2010

This way, even if you didn't hear right about the year, and came home and typed an aproximation of what you remember, let's take 2000 for example, you'll get a very similar result:

You decided find out more (or refresh your memory) about your department: iGV.

The search tool not only gave you the iGV article, but also some information about the MKT department and what their responsibilities towards your department. Neat, right?

How Helpful is this?

Was this page helpful?

At the end of every page you might have noticed these 3 faces:

Please let us know whether the article helped you as we aim to make it better and better with every iteration. It literally takes less than 1 second to click on the little faces.

One last thing:

Now, please don't forget to let us know if you enjoyed reading this article by practicing your clicking on the Was this page helpful form. Cheers!

As a concept, Business Development can be defined as the sum of ideas, initiatives and activities aimed towards making a business better. This includes increasing revenues, growth in terms of business expansion, building strategic partnerships, and making strategic business decisions.

Why do we need Business Development in AIESEC?

I’m so glad you asked! The role of BD inside AIESEC has historically linked to the idea of ensuring financial sustainability to our Global & National Offices, as a parallel source of incomes besides our regular operations. This department allows us to partner big and like-minded organization with resources to invest in our projects or initiatives. With this idea, we can avoid the perception of it as a source of incomes and, start seeing it as an Amplifier of Our Operations (Exchange Experiences) - in the end, it's all about the exchange.

There are three main components that form the base of business development: Markets - Customers - Relationships

In order to grow a business beyond its current state, it is important to focus on one or more of these areas. The type of business and the direction of growth determines where the focus is placed.

Attitude is the KEY!

Those involved in business development need to come up with creative, yet realistic ideas. All you need in order to succed are: a working concept, an open mindset, willingness for an honest self-assessment, and the ability to accept failures.

What should a Business Developer know?

Since business development involves high-level decision making, the business developer should remain informed about the following:

1. The current state of the business in terms of SWOT analysis:

• Strengths

• Weaknesses

• Opportunities

• Threats

2. Competitor developments - Assuming that you have competitors, you should be aware of who might come with similar proposals to the companies you intend to approach.

3. The customer profile - You don't want to make a partnership with anyone, in the same way as not any company would be interested in collaborating with you. You need to know certainly who is your target.

4. New domains/products/sectors eligible for business expansion - Surprisingly, Business Development involves Business Expansion.

5. The current state of the overall industry and growth projections - First things first, know where you come from and what you can offer. Then, be sure to inform yourself about the potential partners, what are their needs that you can cover or the problems you might have a solution for.

6. New and unexplored market opportunities

7. The long-term view, especially with the regards to the initiatives being proposed - Every partnership is a contribution to the future of the organization, therefore our long-term plan must be taken into consideration in order to maintain our trustworthiness.

Main Responsibilities of the BD department

• Acquiring new SALES

• Maintaining and Up-scaling alliances with existing partners

• Improving and Inventing new BD products

• Ensure REVENUE

The most important Measure of Success for us is the revenue recognized. For some entities this will mean either the amount of money on the bank account, for others the amount of money signed, or amount of money from services delivered.

Now you're almost ready to pursue your journey as a member of the BD department. Let's find out more about how do we do stuff in BD.

Quiz

Take the first quiz and see if you mastered the introduction chapter on BD knowledge.

But wait, there's MORE! This was just the beginning.

The Concept

In their book "Getting to Yes: Negotiating an Agreement without Giving In" (original edition 1981, 2nd ed. 1991, 3rd ed. 2011), Roger Fisher, William Ury, and Bruce Patton introduced the world to the possibilities of mutual-gains negotiation, or integrative negotiation. The authors of Getting to Yes explained that negotiators don’t have to choose between either waging a strictly competitive, win-lose negotiation battle or caving in to avoid conflict.

Rather, they argued, bargainers can and should look for negotiation strategies that can help both sides get more of what they want. By listening closely to each other, treating each other fairly, and jointly exploring options to increase value, negotiators can find ways of getting to yes that reduce the need to rely on hard-bargaining tactics and unnecessary concessions.

Fundamentals of Principled Negotiation

Separate the people from the problem

This first principle is broken down into three subcategories:

• perception

• emotion

• communications

Negotiators are people first—people who have values, cultural backgrounds, and emotions that vary by person. Getting to Yes teaches that this human aspect can be either helpful or disastrous. Negotiation can either build trust and understanding with a positive relationship established at the end, or lead to frustration or dissatisfaction.

Communication is the main aspect of negotiating. These are three common problems in communication:

1. Not clearly speaking with the other party, but instead attempting to impress those within one's constituency by taking a side instead of working toward a mutual agreement

2. Not actively listening to the other party, but instead only listening to rebut the other party's statements

3. Misunderstanding or misinterpreting what the other party has said.

Focus on interests, not positions

Identify what the buyer needs and understand the buyer’s business objectives.

Some key questions to ask before starting the negotiation:

• How can we ensure that you get everything you need from this deal?

• What is the impact of implementing <solution, product or initiative> in your company?

• What role could <AIESEC, GT or another initiative> play in the big picture for your organization?

• How does this fit in your priorities?

• What effect will this have on the people of your company or organization?

Invent options for mutual gain

Expand the pie before dividing it.

This means that you must invent solutions advantageous and beneficial to both sides. This principle aims to help the parties find an option that will impact each party in a positive way, making both sides feel like they did not get taken advantage of during the negotiation. It is important to listen to the other party and not make a decision until both parties feel that they have clearly explained their intentions and what they want out of the conversation.

The solutions to these obstacles:

• Broaden the options on the table rather than look for a single answer.

• Invent ways of making their decisions easy. Rather than making things difficult for the other side, you want to confront them with a choice that is as painless as possible.

Insist on using objective criteria

This principle is about making sure that the conversation stays on topic and that it is productive. The parties are making deals based on objective and practical criteria.

The three steps to using objective criteria are to:

1. Find out what the other party's intentions are.

2. Keep an open mind.

3. Never give in too pressure or threats.

Know your BATNA - Best Alternative to a Negotiated Agreement

No method can guarantee success if all the leverage lies on the other side.

There are two methods of going about negotiating from a position of power:

1. Each party should protect themselves first.

2. Each party should make the most of the power within their own assets to negotiate and win against the opposite party.

When negotiating, the parties must resist the urge to constantly compromise for fear of completely losing the negotiation. Establishing a "bottom line" can protect the negotiator's final offer, but may limit the ability to learn from the negotiation itself and may preclude further negotiation that possibly could result in a better advantage for all parties involved.

Conceptual Selling

Conceptual selling is founded on the idea that customers don’t buy a product or a service, they buy their concept of a solution that the offering represents. With that in mind, the creators urge salespeople to not lead with a pitch, but instead seek to uncover the prospect’s concept of their product and understand their decision process.

Why is it Useful?

• Allows the sales representative to get to know the customer at a deeper level and focus on achieving results.

• Draws attention away from pricing which in turn deters the customer from going to a lower-priced competitor.

• Offers a way to stand out from the competition.

Important Characteristics

Listening

The salesperson begins by listening to the prospect in order to fully understand the prospect’s concept of their problems and issues. The salesperson then relates the product or service directly to that concept.

Asking Questions

Bonus: Video Summary

Quiz

Account management is a partner-facing. Account managers typically work with a dedicated group of AIESEC partners to facilitate the achievement of the partnership’s goals.An account manager has to ensure the growth of the accounts through up-sells, understanding the partners’ needs, aligning with the core of the organization and keeping quality of work high so partners want to renew/expand contracts, ensuring growth in the AIESEC exchange products.

What are the main responsibilities of an Account Manager?

1. Manage the customer long-term relationship

• Clear understanding of the partnership’s scope

• Ensure to have a shared vision of the partnership with the different stakeholders involved

• Value the relationship aspect (partners are not only an income source)

2. Track account metrics

• Map out the main deliverables for the partnership’s activities included in the contract

• Ensure to define clear MoS

• Create reporting for the different partnership’s initiatives

3. Strategize to meet customer needs

• Remember that as account manager, you are the face of AIESEC

• Analyze if the current activities in the contract are beneficial to the achievements of the partnership scope

• Remember that our partners need to support our core

• Ensure that amplifier products can increase the exchange volume of your entity

4. Find up-sell opportunities

• Keep yourself updated about the company evolution

• Build a strong network inside the company

• Use different tools, like LinkedIn to explore possible AIESEC Alumni in the company

• Explore new business unit needs and possible opportunity to expand the partnership

6 Habits of highly effective strategic Account Managers

1. Conduct Research

2. Conduct a needs assessment

3. Create a rock-solid plan

4. Convert that plan into a strategic proposal

5. Establish a cadence for meeting and reporting

6. Keep the relationship crackling

TIPS & TRICKS for Account Managers

TOOLS you will want to use for account management

LINKEDIN

Use for staying informed about company and stakeholder as well as informal communication and showcasing.

CRM for SALES

Customer Relationship Management - Use for information management and keep overview over new proposals sent and contracts signed.

EMAIL TRACKER

Track if your emails get opened and use boomerang to remind yourself to follow up.

ALUMNI

Get direct access to decision makers’ contacts and understand more about a business.

EVENTS

Attendance of physical events give you direct contact with key decision makers and stakeholders.

GOOGLE ALERT

To keep yourself updated about news related to the company.

Quiz

The Importance of a Sales Methodology

A good methodology is the backbone of successful sales in organizations or companies. It provides sales representatives (sales reps) and managers with a repeatable, scalable and predictable way of operating that ultimately determines the organization’s ability to achieve process maturity and improve win rates.

S.P.I.N. Selling

What is S.P.I.N. Selling?

It is a sales theory developed through a research study made by Huthwaite Inc. This research of about 35,000 sales calls, showed that the buyers tend to strongly believe in the product when they see it on their own as a solution for some problem they have.

Why is it Useful?

1. The seller makes the customer reflect and conclude by themselves that they need the product.

2. The customer is triggered to know more about the product and the chances to buy it increases.

Situation

Problem

Implication

Need-Pay Off

Bonus: Effective CRM

In order for S.P.I.N. Selling to be effective, it requires to follow an efficient CRM solution. For that you can do the following:

1. As you gather data throughout your questioning, you need to record it so that can be instantly retrieved, as you make your way through the sales cycle.

2. The answers to your S.P.I.N. questions fall into one of the steps of your sales process. Your CRM solution should exactly mirror your sales process so the answers fall into the same places, every time.

3. Your sales process stages should be mapped out as precisely as possible, with the S.P.I.N. questions that should be asked in each stage, the answers that need to be obtained in each stage, and the buyer and seller actions laid out that will result in the sale moving to the next stage.

N.E.A.T. Selling

What is N.E.A.T. Selling?

This is a framework that is focused on understanding the prospect, getting information in front of the right people and providing them with a compelling reason to buy your product by the time expected. N.E.A.T. stands for: core needs, economic impact, access to authority, and timeline (compelling event).

Why is it Useful?

• It is a very useful guide on what sales professionals should bear in mind when speaking with potential clients.

• The developers based it from their experience in the field and years of observing and working with inside sales professionals in all types of sales organizations.

Needs

What are your prospects core needs?

This is typically represented by focusing on features and benefits of the solution itself, aka surface pains. What our customers want is for us to understand their core pains. This means understanding why solving the pain matters to them both as individuals and as an organization.

We, as salespeople, should delve deeply into the prospect’s challenges. This will lead us to learn about the needs of the potential client and their pain points to find out whether they would benefit from our product or not.

Economics

What is the economic impact of your prospect’s needs?

The core objective of this methodology isn’t about proving your ROI to the prospect. Instead, it’s simply about helping the prospect understand the economic impact of their current situation combined with the economic opportunity based on implementing a solution. After all, everything has a price, and at some point, the economic pain will be great enough to tip the scales in your favor.

Therefore, your role should be to help the buyer understand the economic impact they’re currently on track to realize versus the impact they’ll see if they make a change.

Access to Authority

Who can give you access to authority?

According to the latest studies, the average purchasing decision actually involves five people, all of whom may be decision influencers and decision makers. This is often referred to as the "Consensus Buying Cycle".

In many cases, not one person can singularly say “yes”, but any one person can say "no". Furthermore, in an outbound sales cycle, many prospects don’t reach an ultimate decision until much later in the sales process. So your goal as a seller is to determine which of these five people can get you access to authority.

Timeline

How does the timeline shape the process?

This phase guides you towards learning about the time frame of the sale and putting together a timeline for when the sale can take place.

Quiz

I'm sure you already Googled and found many articles on how to pitch, what to do, what not to do during a sales meeting, however nothing will ever prepare you enough for what is going to come up during the meeting; every company or organization you're gonna pitch to is different, every single one of them will have different questions, doubts and objections. So with this encouraging thought in mind, let's begin.

No matter which the questions, doubts and objections there will arise, to go through any sales meeting or networking conversation successfully, you should prepare yourself by making sure that these 3 things are ready:

1. You are in the mental capacity to engage into a conversation (you can try the exercise from above)

2. Hardcore knowledge of AIESEC & our products

3. Understanding the business of your potential customer

Mastering the art of pitching

Once you have these things sorted, to prepare your sales meeting or networking event pitch, make sure you:

• IDENTIFY YOUR GOAL. Are you going to get a business card and later going to set a meeting or are you gonna make sale on the spot?

• CAN DESCRIBE IN YOUR WORDS THE CUSTOMER’S BUSINESS. Ask a lot of questions while talking to them or have previously read about the company’s reports, vision, mission, values, strategy etc.

• HAVE AN IDEA ON HOW OUR PRODUCT SOLVES THEIR "PROBLEM". Use clear statements and statistics and communicate what makes our organization, or your idea a unique solution for them

• CONNECT THE DOTS. What are the exact features of the product/solution? How will the potential partner connect with the issue they have and how will our product will solve it? If they say yes: what’s next? How will you be taking it forward?

Bonus

#1: Is All About Your Attitude If you are excited and confident about it, they will be as well!

#2: Reinforce Your Message Bring with you flyers, PPTs (just have one sent to you in your email, so you have it no matter the situation), branded items (pens, notebooks etc.) to leave behind.

#3: Customize Not all businesses care about the same thing, so make sure to adapt your message accordingly.

How to pitch AIESEC externally

Tailoring the message to private sector, public sector and third (NGO) sector

We recommend to start the conversation by asking if they have heard or know anything about AIESEC before and in case they have ask what do they know about us. Next you will find a bullet point like guide to everything you need to know to pitch AIESEC.

Why do we exist?

We have been operating since 1948 and we've collaborating with global private, public and third sector organizations (currently with over 1,000 organizations worldwide). Try giving them a brief on the history of the organization, as it will both peak their interest about AIESEC and will give them a deeper understanding about our exchange products.

How do we collaborate with other organisations?

The main two reasons why we believe companies or organizations would collaborate with us are:

• contributing to the youth leadership development;

• access to our global leaders (that means you as well).

Think on how you can communicate our unique value proposition incorporating the items mentioned above.

Who are we as an organisation?

We are one of the world’s largest youth run organization with over 40000 Volunteers placed in 120 countries and territories with offices in over 1000 universities. We are an organization with clearly defined values and principles; you share what they are through a personal story (which I'm sure you have), and don't forget to point out that we are an global, independent, non-political, non-for-profit, and youth-run organisation.

What do we do and what do we offer?

I'm sure that you know by now what AIESEC is and what we do, but to refresh your memory and to put it into an easy and clear statement:

You should connect this information either with concrete call to action like: “you can acquire global talent through us” or “we can help you to build your global brand through employer branding activities (both physical and digital)”. Of course you can and should come up with call to actions that suit your situation and potential partner.

Pitch AIESEC to the Private Sector

1. Return of investment by ensuring and increasing retention rates of employment after the GT

2. Access to native speakers of languages that are harder to hire in your local market

3. Access to international talent with (potential) skills in: IT, management, finance, teaching etc.

4. University campus access to our local entities and members

Pitch AIESEC to the Development Sector

1. AIESEC’s commitment together with UN HQs: AIESEC was the first NGO to commit on United Nations SDG initiative, and we signed the collaboration contract in headquarters in NY back in 2015

2. GV alignment to SDGs: Over 40000 people yearly are (well, were, before the pandemic hit) mobilized across the globe through GV contributing to SDGs

Pitch AIESEC to the Third (NGO) Sector

1. Youth4GlobalGoals: the AIESEC initiative to activate youth towards achieving the Sustainable Development Goals

2. GV Stats: Every year we run over 6500 social projects across the world, mobilizing more than 40k young people last year alone. In the past five years over 170k people volunteered abroad with us

3. Global Partners: Plan International, UNIDO, World Merit, Chen Yidan Foundation (please google them before you mention them to our partners, so you have a general idea what they do) among other like-minded organizations collaborate globally with us

The dos and don'ts when pitching AIESEC

The 5 DOs while pitching AIESEC

1. Engage Into a Dialogue and Avoid Monologues

Trust and buy in from your partner won’t come from the quantity of information you provide, but actually from how capable you will be to create a dialogue and engage them into a conversation where they can envision themselves winning from being part of the partnership.

2. Build Up on the Golden Circle

Using Simon Sinek’s "Golden Circle: Why, How and What" will guide you to better explain and organise your pitch, don’t forget to add the “who” component from the AIESEC Way.

3. Data, Data and More Data

Data is power, and in this context, data will add the power of validating and confirming our results, our reach and the huge power of our network. Pitching to organizations the number of experiences we deliver globally and our access to more than 1000 universities are stats that will never stop astonishing partners of the big potential and capacity we have as a network.

4. Trust isn’t Given, It is Earned

There’s no better way to earn trust from potential new partners than getting a sense of security that your current (or past) partners have had a good experience. Make sure you always have prepared 1 to 3 examples of successful projects delivered with other companies or organizations.

5. Keep It #Real

One of the reasons why organisations choose to partner with us is precisely because we bring the youth component. Find a way to balance “formality” without losing the young spirit of the organization and the young spirit in you, you are the product of what you are pitching! Be honest & have fun with it!

The 5 DON'Ts while pitching AIESEC

1. Don’t Get Boxed or Scripted

Even though is very important to have key points to highlight and a clear flow to communicate properly the messages you want to deliver, allow the conversation to flow where it emerges and be flexible enough to build upon it to achieve your goal.

2. Don’t Over-complicate AIESEC

Less is more, don’t try to explain the TM processes, Finance Standards, Roadmap, The BlueBook , the OD Model etc. to a partner. Internal information isn’t relevant and can generate more confusion.

3. Don’t Underestimate The Value Of Our Organization

Being an NGO or being a youth run organization doesn’t makes us less than the other organization we are sitting with; having a partnership implies we are both equal and we are both adding something unique to each other. Therefore no matter these differences, don’t under-price or underestimate during your speech the achievements and stats the organization can bring to the table.

4. Don’t Use AIESEC Terms

Acronyms are super useful inside the organization, however for externals are hard to comprehend.

5. Don’t Fall Into The Fluffy Trap

We can get quite passionate and inspired about what we do as an organization, but still don’t forget that to keep it highly professional. You should be capable to translate our passion and mainly our impact into business language.

Quiz

The PDF

Quiz

The PDF

Quiz

Why Finance?

The reason is simple:

And most of the data are collected in LC. If you don’t know the tools of finance, you can’t put that information to work. If you can’t even speak the language, then doing processes will not give you any data to take decisions on. And AIESEC won‘t be sustainable at all.

Also:

Main responsibilities of the department

1. Ensure all Finance Standards (FS) are implemented in your LC.

2. Keep track of all legal requirements to ensure that the LC is operating legally.

3. Make sure that EPs are legally coming to volunteer or work to Moldova.

4. Track the financial KPIs and track LC performance.

5. Make sure that the LC is making enough money to pay for its expenses.

6. Store legal documents

7. Align to the GFB bookkeeping structure.

Topics

A product proposal is simply a written plan meant to convince another party of the viability of the product you plan to sell. Writing a selling product proposal requires a significant amount of time, research and planning. You also have to learn about the person or company you want to pitch, whether it is a distributor or a retailer.

You may wonder why you’d need a proposal when wooing a potential client. Isn’t a quick email with just the pricing included enough? Sometimes your sales proposal is the only thing that differentiates you from the competition, so it’s important to create a professional proposal. You want to show that you’ve done your research on your potential client and that you have solutions that will benefit him or her. A proposal is all about standing out!

The creation process:

The key towards proposal creation is asking and answering the right questions.

You should start with understanding the client:

• What do I know about the project?

• Why are they outsourcing these services?

• What is their plan?

• What do they want/need?

Then ask yourself:

• Can I solve that problem? What makes us qualified to create a solution for them?

• How can AIESEC provide a solution to their needs?

• How can I make AIESEC valuable by creating a solution to their problem?

• How can I specifically present what we offer as a solution to their problem?

Check below some good advice on creating an outstanding proposal

1st TIP

Write succinctly - there are some individuals who thrive on writing as much verbiage as they can fit in on the paper. This is a no-no in proposal writing. Basically, you need to be to-the-point because readers have little time and patience for fluff. Minimize the use of jargon and run-on sentences as well, even if you’re writing a creative design proposal.

2nd TIP

Start with the big picture: when someone takes your proposal into their hands, they don’t know what to expect. It is highly recommended for you to start with the big picture. Give them an overview of your ideas to get them interested and then drill down from there. Also, keep in mind that if you want to create proposals that will be read from start to finish, the content should flow smoothly. Everything should logically move forward.

3rd TIP

Counter possible arguments: The proposal, at its core, is a refined and personalized brochure. When you create proposals, it should put you and/or your company at the best possible light. Think of the reasons why the client might decline your pitch. Is your service too expensive? Are there better-placed competitors? Assess these obstacles and come up with reasons why choosing you is still the best option for them.

4th TIP

Display your personal style: in today’s competitive landscape, customization can go a long way. Research consistently shows that hiring managers are choosing contractors that show great potential and personality. When they see your enthusiasm for the task, they are more inclined to hire you over others. Never be boring. This is a rule of thumb you should adopt when you create proposals from now on.

5th TIP

Start using graphics: images can be meaningful. As they say, “a picture can paint a thousand words” and this saying is true in the case of business proposals. Instead of giving clients boring facts and statistics, you can say the same message in the form of images and even infographics. Be smart in using graphics though and don’t overdo it.

Some kickass samples:

Now, you are ready to get those raises!

Quiz

The PDF

Quiz

That's right, you're getting an automatic pass for this topic.

Visa process

All the information about Visa Process you can find here:

There are 3 categories of EPs:

1. The ones that can travel to Moldova only with their Passport

2. The ones that will need visa to enter our country

3. The ones that will need visa and invitation issued by Bureau of Migration and Asylum (BMA) to enter our country.

How to IR

Well, well you are here for a good reason because IR is now the essential way to reach your goals related to EPs and establishment of a better and easier way of communication with other entities.

Whom to approach?

Good question, your MCVP must share with you the list of IR Partners established for a certain period of time for each LC individually, when it comes to IR Partnerships the smartest way is to approach entities that have sent EPs to our entity already. Anyways another good practice can be approaching LCVPs that you personally know or are already in touch. It's recomended for a small entity not to have more than 3-5 IR partners because its not reasonable to have 20 IR partners when you need 20-30 EPs per term. My recomendations are to have 2 stable partners for Winter Peak and up to 5 for the Summer Peak.

How to approach?

What do we discuss in an IR Call?

• Get to know each other

• Talk about Attraction, Approvals and Realization Timelines

• iGV Projects (Explain in details the whole structure of the project: eg. what is the preparation week about, which kind of trainings the EPs will receive, show the agenda, the most oGV knows in detail your project, the better they will sell it and persuade EPs to apply to Moldova)

• EPs Requirements (eg. English level/ age/ skills)

• EPs Selection Process ( eg. interview, video, short call) and you can agree that everytime you get an applicant from that LC iGV sends the name of EP in the chat with oGV and they send the contact to make the process faster.

• Process time- show your times to process the EPs and agree that after Accepted EP has to sign contract in X days and get him Approved.

• Value Delivery (How it will look like the delivery of each one of the 16 Standards (in the “LC-LC IR Tool” there is a tab for you to add it)

• VISA Procedure (eg. if they need invitations/visa, when will you send it, etc)

• Communication channels (eg. WhatsApp channels between teams)

• OGX Promo (eg: Will them invest on FB Ads? Do they need templates, materials?)

• Other benefits that can facilitate a better experience for all the sides and that will make the colaboration more efficient and precious.

Here is the global contact list that may help you get in touch with the MCVPs/ MCPs/LCPs/ LCVPs

Select Position/ Region/ Country/ Term of the person you are looking for and go get your IR Partner!

What happens after all?

You have to mentain communication with your future IR Partner so your job is not done after the call, you should make a routine to get in touch with oGV once in a while, to check why there are no EPs coming for the LC X (ask if they are promoting the project), give feedback for EPs that were not accepted, keep in touch during the experience as well, you can create a common chat with the EPs and EPs managers from both sides to keep the transparency and of course to make a report at the end of the experience and to decide your further collaboration with LC X.

The most important in these partnerships is communication and onestity, you don't ignore your IR partner and you give them updates on everything that can change their expectations or EPs expectations.

Create a friendly atmosphere and you won't have to worry about how and what you say, be yourself and let the communication go with the flow.

Enablers Lover

First of all I hope you're not haveing the " What the FLAuck is an Enabler?", anyways, I'm gonna explain:

Hmm, so what now, you know what is an Enabler but how do we get to have any? When choosing a project we must also think who can be the Opportunity takers, when you know what you are looking for it is easier to make the list, right?

Here's a whole PPT for you to understand better how to deal with Enablers:

Are you an Eabler Lover Now? The answer shall be "YES!"

Opportunity Post Guideline for iGV

Find the best way to post your Opportunity to make it more understandable and clear for both EPs and VPs and to make it easy view.

How to open a Global Project

QUIZ 4.1 - Visa Process

QUIZ 4.2 - How to IR

QUIZ 4.3 - Enablers Lover

What is iGV?

Do we REALLY have to discuss this? Maybe if you are from another department and you got lost in the multiple of articles that we provide here for your better understanding of AIESEC but to be serious, you have to know what iGV is as well 😁.

iGV is responsible for:

• EP attraction

• EP Support during all the phases of the experience

• IR Partner Communication and Support

• EP interview

• Enablers rising

• Cover through co-delivery the delivery of all 16 Strandards

• Help with VISA process

• Servicing Plan

We are SPECIAL!

Are you ready to get exCHANGED?

It's waiting for you:

Value Proposition

Customer Persona

Customer Flow

SOPs

Standards and Satisfaction

How to Interview?

Really how?

In iGV we are doing lots of interviews with EPs and we have to chose the ones that really dit the project and seem to be cool. In different entities the EP recruiting process is different, some entities can ask for a video presentation from EPs, some asks for a call interview and we are doing video interviews/video calls so we can see the instant reaction of the EPs, their english skills, their looking and behavior.

A basic interview in iGV takes up to 30 minutes, less if you see that this is not the right person for us or they can't really respond to your questions because of lack of english knowledge but it is really up to you and the EP if you want to continue the discusion after the interview.

Where do i get the contacts from?

Your Team Leader (TL) will provide you with the next information about the EP:

1. Name, Surname

2. Country

3. WA (What's APP) number

4. FB

5. Other information provided by EP

What do i do with these?

It is not that important to set the interview the same day you recieved the contacts if you can't do it that soon but is very important to contact the EP the same day.

After you recieve the contacts from your TL you must contact the EP as soon as possible with a similar text: "Hello, my name is (eg. Ion Crețu) and I'm from AIESEC in Moldova, you applied for our PROJECT X, i would like to schedule an interview with you, when are you free for it?".

You must be friendly and patient with EPs but in case they are not responding for longer than 24 hours you have to tell your TL about that.

Before the interview

You can set your Interview on Google Calendar and use Google Meets to make it very easy to acces, to have a reminder 10 minutes before the interview and to make sure you won't make other plans by mistake (Small tips from your beloved MCVP Milena: using Google Calendar in your daily life an be really helpful and it will make you more organized). You can make a video call on WA, WeChat, Messenger, Skype or any other platform/app as well.

A few minutes before the interview check if the EP is online by texting him/her, get ready, open your laptop, and the document with questions in case you need to, make yourself confortable, prepare your phone to record the conversation (in case you do your interview on google meets you can record the conversation without using aditional devices, useful right?)

How to Interview?

Then follow the flow:

AIESEC in Moldova Standard Interview Questions

Getting to know each other

1. Present Yourself, ask the EP to do the same

2. Have you ever participated in an Interview before?

EP Motivation & Expectations:

1. How did you find out about our project?

2. Why did you apply for this project, What do you know about it? (After the answer you should describe shortly the project if needed)

3. What is the impact that this project can bring to you? What are the skills that you are going to develop from your point of view?

4. What do you know about Moldova? Are there places that you want to visit?(Here you should promote the country and the project, to tell the EP about the activities and trips that we will have you can send some promo videos after the interview)

EP Experience:

1. How would you describe your usual day? What’s your favourite Holiday? Why? And what do you do on this day?

2. DO you have any Sales Experience?

3. Tell me one thing that makes you proud of yourself (it can be anything, starting from a good did, your behavior with people etc.)

4. From your point of view, what’s the biggest World Problem? how can you contribute in solving it? What’s the biggest problem of Your country?

5. What is your Biggest fear?

6. Do you have Public speaking experience? Describe your feeling when you have to speak in front of lots of people?

Free of racism/stereotypes:

1. Imagine that you have to work in an international team, where you don’t know each other, and people are present from 3 different continents. What kind of problems can appear? How can you solve them?

2. Is it ok for you to share a room with an international from another country/of another gender/nationality/religion? Explain your answer

3. Describe a situation when you felt uncomfortable because of other people’s behavior. What did you do and how did you react?What are the things you can’t tolerate in a person? Why?

4. Convince me to come to visit your country

5. Give me an example when you missed a deadline! What were the circumstances and how you communicated about it to others?

6. Imagine that you are working in a team regarding a project. 1 day before the deadline you realize by accident one of your teammates did not succeed his/her part of the work which endangers the success of your job as well. What would you do?

7. Tell me 3 strong points and 3 weaknesses of your personality.

This is the last question of interview and when you're done with it, ask the EP if she/he has any questions for you and in case he/she does have questions but you din't know the answer don't worry, just tell him/her that you will return with the answer once you confirm it with your VP/TL, if there is nothing more to add then Thank the EP for the interview andfor the his time and that he/she will recieve the responce about his/her acceptance in less than 24 hours. Now it's the decision time, do you accept the EP? Do you think he/she is suitable? In case you already have the Yes/No answer in your head you can anounce it to your TL and to the EP but in case you dont know if to accept or reject the EP you can consult with your TL or VP and share the recording with them.

QUIZ 2.1 - Value Proposition, Buyer Persona, SOPs

QUIZ 2.2 - Customer Flow, Standards and Satisfaction

QUIZ 2.3 - How to Interview

How to get EXPArienced

This could be you using EXPA while chilling on a vacation this summer, but in 2020 you should #stayhome

How do I acces EXPA?

EXPA for Opportunity Managers

Who is an Opportunity manager? It is the person that is responsible for a certain opportunity and has to manage all the applications, send Emails, delegate tasks and interviews so basically the Opportunity manager is your VP or TL. As an OPP Manager you have acces to all the EPs application for that opportunity, which means that you can see this persons CV, details, name, but you don't have other personal datas and the EP's email is encrypted.

This is the firs page you see when you open EXPA, if you want to see the Opportunities you manage, you go from the Dashboard to Opportunities ( the globe)

Here are some of the Opportunities that i manage and I have acces too, as you can see you can select your OPPs to be arranged by date, status, Product committee etc., also you can chose what you wanna see about your OPP, for example my selection is: OPP ID, Title, Organization, Status (For an OPP ther are three statuses: OPEN, Draft, Removed), Managers, Applicant Count, Close Date. You can select this by chosing what is the information you need to see everytime you check this page:

If you click on Applicants count, this is the page you'll be directed to, here you have more information about the OPP, you can edit it you can look for information about EP's, NPS, Standards and Satisfaction and others:

Let's Get closer to an EP profile:

This is one of our EPs from Summer 2019 and here you have access to all the information you may need about an applicant. But what about the EPs that have to be contacted? Right bellow the name you have the encrypted email and you copy that and send him the "Invitation to interview"

Here you can find the mail template that we use to contact the EPs:

Don't forget about the Signature at the end of your Email:

In case you've got a response and you have the contacts of the EP you send them to One member with all the needed Information, after the interview the member decides if the EP is Accepted or Rejected and according to this you change the EP status on EXPA:

In case you ACCEPTED the EP the next step is APPROVAL that can happen only after signing the contract with Home Entity and sending to us his Acceptance Note (you can find the AN in the iGV Approval Tracking Tool)

If you want to reject the EP, on EXPA there are several reasons of rejection and you have to chose the one that is closer to your case:

Other options different from the picture are: Position is filled, Problem with the timeline or Realization Date, Project is canceled, Required citizenship not matching, Skills are not suitable, The Background is not suitable.

Process Time for EPs on EXPA

Learn why is important to process EPs in a shorter time.

EXPA, CIAO

This is not everything I could share with you about EXPA but now you know the essentials as a future TL, don't hesitate to ask about something you dont know or understand, I promise its easier than it seems and your TL, VP and even MCVP will be glad to answer your questions!

EP tracking and TOOOOLZ

Oh boy, Tools again!

EP Tracking Tool

Now that you know how to use EXPA you need to track your interviews and EPs with this Tool, there you have the Dashboard, questions, projects, AN, list of countries that need Visa or invitation and much more.

Search Tool

You send the Searchtool to other entities which EPs are interested in our country so they can see what projects we run and promote them to their EP's

HOLLY MOLLY XPP

ECB (Entity Control Board)

What the ECB does?

• Provide quarterly reports to the entity plenary at national conferences with recommendations on ethical issues related to the entity and local committees as well as brief updates on activities of the body

• Provide consultations upon request in regards to XPP and ER Principles to all LCs and EPs

• Conduct physical or virtual audit to local committees in order to ensure all operations are run in accordance with the XPP

ECB Responsabilities:

• Entity Control Board (ECB) is an entity controlling body working arbitrating cases of exchange standards and solving the problems that may apear during exchanges.

• ECB is the last decision making body on national level in regards to Exchange policies and entity standard regulation principles. A division, working directly with its MC, ICB & GFB to ensure that the best Standard and Customer Experience is delivered to every customer and stakeholder in each entity.

• ​The purpose of ECB is to make the entity more customer centric and ensure leadership development by fulfilling standards in every AIESEC product.

QUIZ 3.1 - How to get EXPArienced, EP Tracking and TOOOOLZ

QUIZ 3.2 - Holly Molly XPP, ECB

Hi, Friend

Today we'll lear more about the SDGs, yes, those colourful squares that are 17 i total. Are you familiar with them or I should start from the biginning? Fiiiiiiineeee! The Sustainable Development Goals are the blueprint to achieve a better and more sustainable future for all. They address the global challenges we face, including those related to poverty, inequality, climate change, environmental degradation, peace and justice. The 17 Goals are all interconnected, and in order to leave no one behind, it is important that we achieve them all by 2030. AIESEC has aligned its programs with the SDGs in 2015. In 2018, the aim is to run Flagship programs focused on Good Health and Well-Being, Quality Education, Gender Equality, Decent Work and Economic Growth and Responsible Consumption.

SDG Alignment

What Does being SDG alignd mean for us?

For AIESEC, being SDG aligned means that all our Global Volunteer experiences contribute to the SDGs and that we can measure the impact of the projects after they finish. If our GV projects are not SDG aligned, then they are not an AIESEC program.

AIESEC hereby declares to embrace and contribute to achieving the Sustainable Development Goals by mobilizing and developing young leaders who create awareness, foster engagement and take action to implement these goals.

Find more in the document below:

Global Projects are some Good Case Practicies with different SDGs that you can check here:

Timeline

We align our projects to the international timeline to be able to collaborate with other countries and to get the needed amount of EPs that will cover the places for our projects. We have two peaks of Exchange which are Summer Peak (SP) and Winter Peak (WP) - here Exchange is Happening.

• Open Project for SP - January - February

• Customer support - February - August

• Summer Peak (SP) - project happens between June and August

• Open Project for WP - July - August

• Customer support - August - February

• Winter Peak (WP) - project happens between January and February

• Off-Peak - no project, project happens from September to November or from March to May

Quiz 1.1 - SDGs? Alignment? Timeline?

Outgoing Global Volunteer is one of the core departments in AIESEC as it is related to EXCHANGE. We are those who will make sure that the youth in our country will pick the best GV projects and will have an amazing experience in a foreign country. Global Volunteer is our newest program and it surged from the need of having shorter experiences (from 6 - 8 weeks) in the development sector.

Fundamentals for a member in oGV:

In this journey after each two chapters you will have a quiz meant to help you understand what you got it and what you have still to work on. Good luck!

Main oGV Department tasks:

• Process Sign-Ups

• Interview the potential customers

• Provide any information for the EP before, during and after the exchange experience

• Deliver Exchange Standards

Test your knowledge:

Without buyer personas we wouldn’t know what content to create, which material to share, how we should direct our marketing efforts or where we can improve our presence. They are the context of the narrative, the framework which houses our efforts. They are the compass which determines the direction of our journey and where we should be going.

SOPs

Exchange and Partner Standards:

Remember! In order for an AIESEC experience to be marked as completed, there are 16 standards that need to be fulfilled.

We as oGV are responsible of 4:

1. Outgoing Preparation Seminar

2. Health Insurance (Visa)

3. Personal Goal Setting

16.Debrief with home (Re-Integration Seminar)

Customer Flow represents the movement of a customer through the experience provided by the organization or company. Directly linked to the customer journey, the customer flow outlines the stages, statuses and activities that the person or organization goes through when engaging as a customer.

In AIESEC it consist of five phases:

A value proposition refers to the value of an organisation, as AIESEC, and what it promises to deliver to the young people (customers). The main goal is that it tells why people should go in an exchange or choose one of our products (oGV, oGT or oGE).

A value proposition is also a declaration of intent or a statement that introduces a company's brand to consumers by telling them what the company stands for, how it operates, and why it deserves their business.

This statement, if worded right, convinces a potential consumer that one particular product or service the company offers will add more value or better solve a problem for them than other similar offerings will.

A successful brand shapes customers’ experiences by embedding the fundamental value proposition in offerings’ every feature. For BMW, “the Ultimate Driving Machine” is much more than a slogan; it informs the company’s manufacturing and design choices. In 2000, Mercedes-Benz introduced a system that automatically controls the distance between a Mercedes and the car in front. BMW would not consider developing such a feature unless it amplified rather than diminished the driving experience.

Key Takeaways

• A company's value proposition tells a customer the number one reason why a product or service is best suited for that particular customer.

• A successful value proposition should be communicated to customers directly, either via the company's web site or other marketing or advertising.

• Value propositions can follow different formats, as long as they are "on brand" and unique and specific to the company in question.

A buyer persona is a semi-fictional representation of your ideal customer. It’s based on market research, actual data about your existing customers, and a few (educated) assumptions. It helps you to understand and relate to an audience that you want to market your products and services to.

(Hubspot)

Frankly speaking, our customers/buyers are the youth, those who we address through our online and offline presence.

WHY DO WE NEED THEM?

Buyer personas are situated at the heart of any marketing strategy, and throughout every part of the Inbound process. If you can’t engage with your potential customers in a relevant and contextual manner, you will lose their trust and interest. Once you have lost someone’s trust and interest, it’s hard to get that back. (You can’t make a second first impression!)

But more so than anything else, buyer personas inform you of what your business should be doing to help potential customers. Without buyer personas we wouldn’t know what content to create, which material to share, how we should direct our marketing efforts or where we can improve our presence. They are the context of the narrative, the framework which houses our efforts. They are the compass which determines the direction of our journey and where we should be going.

Remember, the purpose the purpose of constructing buyer personas is so that you know exactly who to attract, who you want to delight with your astoundingly good content and insight and, eventually, get on board with your business.

By definition, branding is a marketing practice in which a company creates a name, symbol or design that is easily identifiable as belonging to the company. This helps to identify a product and distinguish it from other products and services.

Firstly, let's see what is the definition of "brand" in order to understand why Steve Jobs is pointing at you.

Let's see why branding is relevant for AIESEC as an organisation.

* Blue book is a guide that will help you understand lots of stuff like where to put the logo, which font we use in our organisation and how to enjoy the whole experience as a member of MKT department ;)

The Sustainable Development Goals are the blueprint to achieve a better and more sustainable future for all. They address the global challenges we face, including those related to poverty, inequality, climate change, environmental degradation, peace and justice.

Marketing is the process of getting people interested in your company's product or service. This happens through market research, analysis, and understanding your ideal customer's interests.

Good marketing helps customers, good marketing is a positive force in the World. “The other kind of marketing, the effective kind, is about understanding our customer’s world view and desires so we can connect with them”.

Bad marketing is about hype, about interrupting customers, about pressuring to do what you want them to do, about scamming the customer into buying a product they may not need or want.

A marketer is curious about other people, their struggles, their dreams, and their beliefs. The only way to make a difference is to truly see and understand the people you seek to influence.

Test your knowledge afterwards here:

A value proposition refers to the value a company promises to deliver to customers should they choose to buy their product. A value proposition is also a declaration of intent or a statement that introduces a company's brand to consumers by telling them what the company stands for, how it operates, and why it deserves their business.

A successful brand shapes customers’ experiences by embedding the fundamental value proposition in offerings’ every feature. For BMW, “the Ultimate Driving Machine” is much more than a slogan; it informs the company’s manufacturing and design choices. In 2000, Mercedes-Benz introduced a system that automatically controls the distance between a Mercedes and the car in front. BMW would not consider developing such a feature unless it amplified rather than diminished the driving experience.

This statement, if worded right, convinces a potential consumer that one particular product or service the company offers will add more value or better solve a problem for them than other similar offerings will.

Key Takeaways

• A company's value proposition tells a customer the number one reason why a product or service is best suited for that particular customer.

• A successful value proposition should be communicated to customers directly, either via the company's web site or other marketing or advertising.

• Value propositions can follow different formats, as long as they are "on brand" and unique and specific to the company in question.

You have to know the MKT departments plays a huge role in the Attraction phase.

Survival kit - anytime, anywhere:

Because lead nurturing campaigns are meant to communicate with each prospect and customer on an individual level, it’s essential for campaign content — emails, digital ads, direct mail, etc. — to be personalized.

By sending content that directly answers your audiences’ questions and relates to their needs, you can help solve their problems and lay the groundwork to offer solutions that result in sales and long-term customer relationships.

Before participating in the recruitment process, you should know a several things about the recruitment process.

What we need to know before recruiting?

• What is AIESEC?

• What benefits does AIESEC offer to youths?

What is AIESEC?

Create 2.3 simple sentences in which you explain what AIESEC is to applicants. The terms used must be simple, understandable to all. Or you can use the script below:

AIESEC is a youth organization, present in over 125+ countries, including Moldova. We organize local and international projects, which aim to solve certain global problems (such as: quality education, poverty reduction, etc.). Also through these projects young people receive self-development and career guidance.

What benefits does AIESEC offer to youths?

• Self-development

• Interaction with internationals

• Improving English

• Professional orientation

• Local and International Community

• Exchange opportunities

• Practical -learning environment

AIESECer profile

General characteristics:

• 18 years old (or turns 18 in a maximum of 3 months)

• Student (preferably year I, II) USM, ASEM, UTM, “Ion Creangă” Pedagogical University, CEEF, Alecu Russo etc

• Middle level of English for Front Office

• In the back office it is allowed with basic knowledge of English

• Has free time, which he/she wants to invest somewhere

• Motivated

Competencies:

• Open-minded

• Empathy

• Ambitious

• Global Citizen

• Logical thinking

Application form

What do we want to know from the application form?

• Age

• Motivation for volunteering and AIESEC

• Plans for the future

• Availability

• Values

• Where did he/she find out about AIESEC

How do we analyze the application?

• Read and prepare questions based on the answers

• Contact

• Writing feedback about the applicant at this stage

How do we contact applicants?

• No more than 48 hours

• We follow the structure of the call script

Call script

• Introduce yourself

• Mention that you are represent AIESEC in Chisinau

• Ask if he/she knows about AIESEC, if needs more information, use the 2, 3 sentences set

• Why did you apply in AIESEC?

• We address the questions prepared based on the application:

  • Availability

  • Plans for the future

• If he/she convinced you, then set the date and time of the interview

• But if you need to think again or it's "No", then you say you will come back with an answer in 2 days.

Interview

Before the interview

• Contact the applicant at least two hours in advance to make sure he / she will come (if he / she does not respond, leave a message).

• Have the set of general and technical questions at hand

• Make sure the room where you are interviewing is clean

• Dress appropriately

• Set some rules with the observer to work more efficiently

During the interview

• Show the applicant where he can put his/her clothes

• Ask how he/she got there, how he/she feels, etc.

• Tell him/her how long the interview will take 20-30 minutes

• Explain that the interview will be a light discussion between you and him / her in which he / she will get to know you and find out more about AIESEC.

• In case you need to record the interview, first notify the applicant and explain why you are doing this.

• Introduce yourself and the assistant who will be with you during the interview, explain why it is a second person (for transparency, so you can consult)

• Ask general questions and then the technical questions

What is the purpose of general questions? We try to understand: the values, interests, behavior and competences.

What is the purpose of technical questions? The applicant does not know anything about the departmental structure we have, so you will have to explain. For this you will have at your disposal Team Member JD, where they where you will find information for each department:

• The role

• Responsibilities

• Benefits (skills, opportunities)

Ask questions from all departments, and see where it fits better.

Rules for Interview

• Don't ask questions that are repeated in the form, only if you want to concretize something

• Don't ask multiple questions at once

• Ask open-ended questions (which don't just allow yes / no answers)

• Use AIESEC examples when asking situational questions

Must do during the interview

• Tell what AIESEC do (projects, conferences, exchange etc)

• Ask some questions in English in order to check the level of English of the applicant

• Tell them about LTS/NTS and how important is it

• Ask at the end if he/she has any questions

Feedback

Mail Feedback

Emails are sent at each stage of recruitment:

• If he/she has been accepted for the next stage, send him an email with an invitation

• If he/she has been rejected, send him an email informing him of the decision and the reason why he was not accepted.

Recruitment Team

Rules

• Don't talk more than the applicant

• Keep continuity in the work you do (what you start, take to the end)

• Keep confidential between you and the applicant

• Always give arguments / feedback to the decisions you make

Behaviors

• Responsibility and commitment

• Discipline

• Receptivity

• Transparency

• Punctuality

QUIZ #6 How to recruit members

You probably saw this topic many times already from inductions, conferences, MC sessions and so on, but what does it means the Clarity of Who? Well, for starters we need to understand that the “who” we see here comes from the Golden Circle. This kind of view stated becoming more necessary once the vision 2015 finished and we saw a need to clarify our own Golden Circle in AIESEC.

Why?

WHAT DOES IT MEANS: In the end of the day, if our why is not strong enough and doesn’t resonate with the membership, they will be working only for the sake of working and not because they truly know that what we do matters. This is what we base our culture , it’s the moving energy and what connects us all. In a sense, it is the reason of our existence and why we are relevant to the world.

We need to know who we need to be to achieve 2020.

How?

WHAT DOES IT MEANS: How is our method of making the why possible, because there is no way that we can achieve our goal without a clear way of working over it. It’s our tools and processes which are ours and which deliver the best AIESECer experience to make the journey fruitful and relevant to all involved. If we don’t plan for it, we can’t say we are developing the leaders we believe the world needs.

WHO WE NEED TO HAVE IN THE ORGANIZATION? Inside the organization we will always have members and leaders which will live the experience and deliver it too, so we must have clear how our human capital can live a proper AIESEC experience to make it count for themselves and for our stakeholders too. We need to understand how, as TMers, we facilitate this process with the leadership body to give the chance for them to evolve while supporting the process if necessary. It’s important to note that the members’ experience depends a lot on the leader, so it’s not TM obligation to solve always all for them. We can help, support, give suggestions and for sure be there for them, but the growth process is done by the team because the experience depends 100% on them putting effort to it. Just do your best to prepare them and trust them to do it.

What?

WHAT DOES IT MEANS: What do we do to make it possible? As TMers our what is done by delivering the TM processes and ensuring that our leaders deliver the Team Standards. The processes the area has is to ensure a clarity of our work (for us and for the network) and alignment in all entities, so while the delivery may vary depending of the reality there are minimums we all are expected to deliver. As for Team standards is how we see the needs of a leader to deliver to make better team experiences, however always have in mind quality over quantity (if you do 100% poorly is it really better than 50% well done?).

TM AND EXCHANGES To be able to enable young people to develop leadership as we promise we must ensure that our leaders know how to do it and that our members are ready to deliver the best experiences. If our members are not connected with AIESEC and don’t feel engaged, they will have poor team experiences and deliver awful experiences to our stakeholders. If our leaders are not ready or well supported to deliver great team experiences, they will not develop their leadership skills and we will lose members and future pipeline which affects AIESEC’s future.

QUIZ #1 Clarity of Who

When it comes a well shot-video you have to imagine it in your head.

SPOILER ALERT! It is pretty tough to bring the ideas into reality, but imagine also filming it. This is why, in order to sort your mind you need a paper or the notes in your phone. Write down all ideas that you got and how you are going to shot them, what types of angle you will use, how long it will take and what is the message behind all the work that you put out there.

KEEP YOUR CHIN UP, WE GOT YOUR BACK! Down below there is just a red line of basics when it comes to filming and editing. Feel free to discover this magic world by watching also other types of videos like that:

1. Make a script - what, where and how you are going to film.

2. Get to know the camera angles and the right way/order to use them.

3. Film your actors or just a simple bird flying outside with a camera or even your phone. Hey, director Steven Soderbergh shot his 2018 psychological horror-thriller movie Unsane entirely on iPhone. I bet you do not have any excuses right now.

4. Editing process. Side note: there are bunch of apps that will help you to edit videos, even lots for free, adapted for your phone. But we recommend to edit videos on a computer because you will see the whole picture with its details and you will enjoy the production process more. Adobe Premiere Pro is just the classic program used everywhere so it will be a good skill to know it and to put it on your CV when you would apply for a job. :)

Test yourself and know about how good you are when it comes to shots and editing them into an artsy video. Here is a cute gif to remind that you can do it. Just FILM it !

Guess whaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaat?

The words you are reading right now were written by a copywriter. And he/she can also make money by doing that, but that is not the point why you are reading this! He's/She is also very attractive, but that's not relevant at all here.

Copywriters are the handsome, good-smelling men and women who create fresh written content for advertising, marketing and descriptive texts. Copywriters can write more creative text, like ad jingles, taglines, and other creative copy, or more research-based copy, like a job description on a website.

Copywriters should know how to write for various mediums, such as print, web, radio and television. They have the ability to create compelling text that draws readers in, conveys a certain message or entertains.

Design, content marketing, SEO, and growth hacking are all parts of a complete digital marketing plan, but copywriting is the glue that ties it all together. Copy gives your design meaning and lays the foundation for your content marketing, SEO, and growth hacking. Writing better copy enables you to convert more readers into customers, and we wanted to provide a guide that would give you an advantage when writing copy both on and offline

FIVE core skills that will wake the copywriter inside you

- An Eye For Detail

And, to go with English language skills you’ll need the ability to spot errors in your own work. You’ll have to be your own proofreader and copy editor. All copy should be as error free as possible before being sent to the client.

- A Wide Vocabulary

A wide vocabulary is helpful. It’s great to have a wide variety of words to choose from, instead of the same hackneyed favorites. However, in some instances it is wise to stick to the tried and tested words – when wishing to achieve a powerful headline for instance.

- Curiosity

In order to write convincing copy, you’ll have to find out about the product you’re selling. This means discovering its features, benefits and unique selling points. And, if you want to approach the campaign from a new angle, the more you know about the product the easier it’ll be to find one.

- The Ability To See Different Points of View

As a copywriter it’s vital to be able to put yourself in the shoes of the buyer. You must be able to persuade the customer that the product or service you are writing copy for is going to benefit them.

- Research Skills

Knowing how to carry out research will be most helpful. Being able to use the internet will make that process quicker and easier. Having excellent research skills also applies to your communication with the client. Asking the right questions will allow you to understand the product or service inside out, which is vital if you want to sell it effectively.

The Secret Formula for the perfect ever written text in the history of humanity:

• HEADLINE (original)

• LEAD (eye-catching)

• BODY (to the point)

• BACKGROUND (not very sentimental)

• CALL TO ACTION (memorable)

Test yourself and know about how good you are when it comes to words and compelling them into a small article. Here is a cute gif to remind that you can do it. Just WRITE it !

Adobe Illustrator is also used in designing mock-ups which show what the website will look like when it's completed, and creating icons used within apps or websites. Here is the link to more detailed explained articles about how to use AI's features.

Here is the completely playlist for all the tutorials about Adobe Illustrator. But seriously, if you can google or youtube it you can find all types of instructions that you would need, and most important in common used languages: English, Russian, Thai, Chinese, English with Indian accent, ok, lame joke but you got the idea! :)

Test yourself and know about how good you are when it comes to creating visuals for Instagram of Facebook format. Here is a cute gif to remind that you can do it. Just ILLUSTRATE it !

The AIESEC Way is how we develop leadership as AIESECers, so if it’s an experience with no focus and connections with all that, it’s not AIESEC. We can’t sell AIESEC like this if we don’t walk the talk, so if only one thing is to never change is it. Other than that, any adaptations are ok as long their keep our essence. Important: as TMers we are the guardians, but we strive to make it as a natural concept and not an obligation.

What is our organizational culture? The AIESEC Way gives a base of were we clarify our mindset and views, but the culture is more than that, it’s what was created during the 70+ years of the organization. Below we bring a few more explanations about organizational culture:

• Organizational culture includes an organization’s expectations, experiences, philosophy, as well as the values that guide member behavior, and is expressed in member self-image, inner workings, interactions with the outside world, and future expectations. Culture is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid (The Business Dictionary).

• Culture also includes the organization’s vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits (Needle, 2004).

• Simply stated, organizational culture is “the way things are done around here” (Deal & Kennedy, 2000).

Do you know what elements we have in our culture? Did you ever asked why we do it?

Inside AIESEC we have a few well known marks from our culture which are more spread and others that may be used or not depending of the entity. Below we put a few examples:

Roll Calls - It all started in an IC (International Conference) a many years ago, when a MC team had this bright idea: instead of raising hands when their names was called, they started to dance.

Sugar Cubes - You'll see in any AIESEC conference numberless envelopes with the name of everyone that is attending to that conference.We use them to write messages to the people we meet during the conference and, according to some entity traditions, you only open your envelope once you are back home to see all the messages.

Shouts - You'll see quite a lot of them depending of the entity.the famous shout “HEY AIESEC! Whats Up? How are you feeling!? Excellent! How are you f*cking/really feeling!? F*cking/Really excellent!” and even the OC/CC song “We love the OC/CC, we do! (x2) Oh OC/CC we love you! How much? This much!”. To summarize, we elements that are always existent and some that the entity can choose to do or not.

Signs - we use a lot of signs to make communication more effective and to not disturb others when we are speaking.

Elections Announcement - We always give chance for people to apply for different roles and it come with an extra: the water bucket (or being pushed to the pool in some entities).It’s a challenging process and not easy, so when you feel the water over you it’s a huge relief and excitement for a new journey to start.

What we want to bring with all that? Well, culture is a very strong moving force which unites people and support their engagement to keep working inside an organization, so of course it’s important for us to not just have clear our base (AIESEC Way), but guarantee that the culture will push it and make sense.

In a context were we have a crisis, is not uncommon to have people leaving things considered unimportant to the side (sometimes called “fluffy stuff”) and focusing in what they believe more relevant. From the Entrepreneur’s article we can take 3 interesting points for reflection about this matter:

• “Who you are, as a company, is commonly called a brand. But in crisis it’s culture that really determines brand because culture will determine how you handle the crisis and ultimately how you are perceived and remembered by the public.”

• “My definition of culture is simply this; “Culture is the prevailing mindset of any group or organization.” And it is mindset, not policy or training, that determines outcomes. Especially in crisis. Because when we’re in crisis our brain reverts to its oldest, most ingrained process, the “code” that’s running in the background all the time.”

• “Mindset is not developed through rules or policies. It’s an inside-out change management process requiring the involvement of the neurological, mental, and emotional centers rather than being based only on sharing information. For a mindset to prevail in an organization the process must involve repetition and include enough of the leadership for it to affect daily decisions in hiring, customer service, and employee interactions.”

QUIZ #2 Clarity of Culture

A2020

AIESEC 2020 ambition is our answer to this question:

What do we want to become by 2020 to move closer to Engage and Develop every young person in the World?

These statements we co-created as a result of 2 days process at IC (International Congress) 2015 in India by 800 delegates and inputs of 1000 online adapted for the 2020 co-creation process.

AIESEC ROADMAP

What is a ROADMAP?

According to the business website sixsigma, businesses need a framework for guiding the mobilization of an organization around its strategic plan. A “roadmap” enables everyone in the business to clearly understand how each action and decision need to be made, who needs to make them and when to achieve the organization’s common goal.

Why a ROADMAP?

Many organizations in the world built roadmaps through their history to achieve a common goal. Nowadays we also have famous tech companies that work with yearly product roadmaps in order to apply the best strategy for their growth. Companies and organizations build roadmaps to achieve their common goal, especially long term strategies.

Why ROADMAP for AIESEC 2020?

Since the creation of our Vision for 2020, AIESEC has gone through big changes to adapt itself to become a more dynamic and focused organization. That's why our Roadmap has evolved from year to year, even though our main strategies and Vision remain the same.

New Roadmap KPI’s for 19/20

More information here.

The TM department is responsible for our dear members. The role of Talent Management is predicting the outcomes, diagnosing problems and prescribing actions on the people side that will bring value to the organization.

TM is about getting, developing and keeping the right people in AIESEC to ensure achievement of the organizational goals. Main KPI's (Key Performance Indicator) therefore relate to how our entity/membership are achieving the organization’s goals in TM are of GET, Develop and Keep.

TM main responsibilities:

• Recruiting new members in AIESEC

• Implementation of the motivation system in AIESEC

• Development of members through human resources tools

• Evaluation of members' performances

• Evaluation of the level of involvement of the members in the organization

• Making sure that members are achieving their goals

• Goal setting for members

• TM Process implementation

• Tracking and Reporting of Membership Experience

• Onboarding Tracking of New Members

• Tracking the Team Standards implementation

• To run the Rewards and Recognition System

Knowledge to have:

• Basic use of Google Sheets

• Organization, attention to detail

• Recruitment, selection and induction understanding

• Good interaction with the members

Are you ready to know more about TM? Here we go!

TM Process is one of the most important part in TM activity. If you are in the TM department you must know how the TM process is working, if it's the first time you see it, well it can seem that is very hard to understand them, but don't panic, read carefully the materials and you will understand that it's not something difficult.

TM Process contain 4 main part:

1. GET

2. DEVELOP

3. KEEP

4. REPORT

Below are the materials for each part.

INTRO

GET

DEVELOP

KEEP

REPORT

TM Process Overview

QUIZ #5 TM Process

What are the phases a team goes through? Which Team Standards are required in each phase?

Whose responsibility is it to implement Team Standards? It is every Team Leader’s responsibility to deliver Team Standards for their Members. Talent Management empowers Team Leaders to deliver it, and assesses the implementation across teams and functions.

Who is a Team Leader? So now, Team Leaders are not only Middle Managers.

• They are TLs who lead members

• They are OCPs who lead the OCVPs

• They are LCVPs who lead Middle Managers

• They are LCPs who lead LCVPs

• They are MCVPs who lead LCVPs* and NST (National Support Team)

• They are MCPs who lead MCVPs and LCPs*

Please find more information about Team Standards in the file below.

QUIZ #4 Team Standards

GLE is the possible environments that enable our members, team leaders and executive boards to learn competences, understand AIESEC values, and ultimately live the inner and outer journey and develop the leadership qualities. But… what’s the importance of getting to know them? Learning how to choose the right learning environment for the space you want to deliver will improve or lower the quality of your space. (ex. you wouldn’t want to practically train each member of your team in a O2O environment, or have a strictly personal conversation with a person in front of a whole plenary). The choice is based on the message standardization, reach and personal customization that you care to deliver.

Types of Global Learning Environments (GLEs)

Team Space It's a formal or informal space that happens with the team members and the team leader of the same team. The environment is related to anything that happens with a team, whenever there are all its components (members).

EXAMPLES OF SPACES:

• Team Meeting

• EB meeting

• Team Working Time

• TL delivering a session to members

• Functional VPs delivering a session to their own team of TLs

• Members delivering a space for the team

Learning Circles This environment differs from the previous because the group doesn’t necessarily have to correspond to the team, and generally they don’t work together for quite as long. The learning circles are environments in which you are with a group of people bringing different perspectives to the discussion, that is not related exactly with the job you need to work in the end within your team.

EXAMPLES OF SPACES:

• Tribes

• Any group in the LC that is not just one team

• Short-term assignments groups (ex. 2-weeks task-forces)

• Group Reflections / Games

One to One Mentoring This environment is related to any space that involves two people only, one being the mentor, the other being the mentored person. It's a discussion guided by the mentor in order to help/improve the mentored in specific points (personal or professional). Normally, this space is guided by questions from the mentor to the mentored in order to help him/her to think and find his/her own conclusions.

EXAMPLES OF SPACES:

• O2Os

• Coaching

• Consultancy Spaces

• Individual Tracking

Conferences and Seminars This environment is related to any conference or seminars, may it be local or national, in which a speaker is talking to a larger public.

EXAMPLES OF SPACES:

• National/International Conferences

• Local Conferences

• Functional Summits

• LC meetings

• Trainings delivered by Partners, AI, MC, EBs or any other bodies

Virtual Spaces This environment is related to any space delivered fully virtually and that does not correspond with any previous GLE (ex. an online team meeting is still GLE #1)

EXAMPLES OF SPACES:

• Webinars

• Functional or Management Academies

Self-Reflection This environment is related to any space that involves individual or group self-reflection.

EXAMPLES OF SPACES:

• LEAD Spaces

• Time during a session to journal or write down thoughts

• Letters to the future

QUIZ #3 GLE - Global Learning Environment

The AIESEC WAY

The AIESEC Way is the members‘ guide that explains what is the purpose of our (AIESEC's) existence but also the unique way of how the organization is achieving it. Reminder: The goal of this article is not for members to try and memorize all words or concepts. This article should bring members back to the purpose of the organization and provide clarity for everyday actions. The AIESEC Way document is NOT a bunch of nice statements and it is NOT a document you should only glance through. It will not solve all your problems or answer all of your questions. AIESEC members are encouraged to constantly review and discuss the AIESEC Way.

Cross-Cultural Exchanges AIESEC provides an opportunity for young people to work or volunteer abroad in non-familiar environments.This allows them to step outside their comfort zone and expand their worldview, while contributing to the community in which they are working. Living such experiences enables people to build a better understanding of how to communicate and capitalize on diversity in our increasingly connected word.

Team Experiences AIESEC members work in teams to create and manage these cross-cultural exchange experiences. This provides an opportunity for our members to live powerful team experiences and develop their own leadership potential.

Inner and Outer Journey We believe that young people learn best by doing and reflecting. The following diagram shows the framework AIESEC provided in every experience, enabling young people to learn the most from every experience. The Outer Journey is the individual's interaction with the external environment. The Inner Journey is the internal change that happens within the individual. The combination of the two ensures that what someone learns from any experience will stay with them forever.

The Values are one of the most important part of AIESEC Way. Is something that every member is going through. This six values everyone must know whenever someone asking you what are the values of AIESEC.

Video of The AIESEC Way by PAI 16.17

AIESEC stands for

Our Leadership Development Model and Inner and Outer Journey

Our leadership development model consists of characteristics we want to develop through the experiences we provide as an organization. These characteristics are fundamentals, which enable life-long leadership journey of young person.

Impact Your journey’s impact on society. This enables young people to see their connection with the world and take ownership and responsibility for their actions and impact.

Individual responsibility Taking individual responsibility with clear goals is a first step in the outer journey of leadership development.

Challenging role and environment Your role and surrounding environment push you to leave your comfort zone, enabling you to learn.

Interaction with multiple stakeholders The diversity and quantity of stakeholders to which an individual is accountable heavily influence’s one leadership development. For example, interaction with diverse cultures or different types of stakeholders (boss - customer - colleague, AIESEC - company - NGO, etc).

Reflect on your experience Going through self - reflection exercises to understand how are achieving personal goals, changing throughout the experience, and capture your learnings and realizations.

Support system In the outer journey there should be some support system for the inner journey. It can be a mentor, coach, buddy, etc. A support system can be provided by AIESEC or any other external stakeholder.

Set personal goals The inner Leadership journey starts with understanding where you are currently and with setting goals for what you want to gain from the experience. Understand your personal values By living the experience and going through inner journey you realize the fundamental things about yourself – your values and how they impact your everyday life.

Reinvent yourself Capturing the learning from this experience to use it in the future; Understanding your ‘new self.

Evolution of the AIESEC Way

AIESEC Way in a Nutshell

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For almost 72 years, since it was founded after the World War II, AIESEC has been giving youths the chance of developing their skills and shaping their personalities in order to become the leaders the world needs. This has been possible by keeping a permanent connection with AIESEC members worldwide, creating a network of communication and mutual help which goes beyond the cultural borders.

AIESEC is

AIESEC is a global, non-political and not-for-profit youth organization which was founded in 1948 by a group of young European people (Belgium, Denmark, Finland, France, Netherlands, Norway and Sweden). Its fundamentals were shaped by the social, political and economic climate of that time. The aim was setting a worldwide network, aspiring to Peace and Fulfillment of Humankind’s Potential, so that young people all over the world can have the opportunity to develop their personalities in a peaceful climate, delivering the best version of themselves.

We're big!

Our organization is present on each continent and counts 127 national committees and over 40,000 members. The Global Committee is in Montreal and consists of 21 members who oversee the activities of all committees worldwide. At the national level, the Member Committees are the ones which oversee the Local Committees in a given country.

The Six Core AIESEC Values

A Local Committee enables youths to take the first step in this organization, by being Team Members, Team Leaders or Vice-presidents in every Local Committee’s departments. Here they learn how to act according to the Six Core Values in AIESEC (Striving for Excellence, Demonstrating Integrity, Activating Leadership, Acting Sustainably, Enjoying Participation, Living Diversity) and most importantly, develop in their personalities the characteristics of leadership. Through the Leadership Development Model we want our members to develop their self-awareness, to adopt a solution-oriented attitude, to be able to express their ideas clearly and to empower other people to take action.

Yay! Responsibility!

When the new members start their journey as Team Members, they take responsibility of their position by learning to work in a team and getting familiar with the general working pace. On the other hand, the Team Leaders have the responsibility of delegating tasks and making their members aware of their role in the team, tracking their achievements and most importantly, integrating them in the Local Committee.

The Vice-presidents are in charge of coordinating the operations in their area, but most importantly, give people within the chance of an amazing experience. “As a Vice-president you have a big responsibility: to supervise the entire department and track the implementation of different strategies. But more than that, you have the power to grow your members, to help them find their inner passion and develop their skills.

By encouraging youths to participate in international conferences and through delivering exchange experiences, we strive to develop the leadership potential in each of them and make them aware that every step they take can have a huge impact even in a non-familiar climate.

NEC Spring 2020

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@

@ - AIESEC

A

AI - AIESEC International AIVP - AI Vice-President (member of AI team, global head of department) Alumnus - former member or EP of AIESEC (alumnus - male, alumna - female, alumni - plural) APD - Approved ASC - Audit Sub-Committee

B

BA - Brand Advocacy BO - Back Office (non-operations teams, supporting areas, like TM, F&L) B2B - Business 2 Business (Marketing) B2C - Business 2 Customer (Marketing) BCXP - Brand & Content Experience BD - Business Development

C

CX - Customer Experience CO - Completed

D

DDL - Deadline DXP - Digital Experience

E

EB - Executive Board (LCP + LCVPs) EBM - EB Meeting EP - Exchange Participant (who goes on exchange) ECB - Entity Control Board EST - Entity Support Team

F

F&L - Finance and Legal FI - Finished FO - Front Office (Operations teams)

G

GE - Global Entrepreneur GT - Global Talent GV - Global Volunteer

H

HE - Host Entity (LC or MC who receives an EP)

I

ICB - Internal Control Board (the international ECB) ICX - Incoming Exchange (operations who receive EPs, like iGV, iGT and iGE) IPS - Incoming Preparation Seminar IXP - Integrated Experience (AIESEC member going on exchange or EP becoming member)

L

LC - Local Committee LCP – Local Committee President LCVP - Local Committee Vice President (local heads of department) LCM - LC Meeting LDM - Leadership Development Model LTT - Local Trainers Team LTTC - LTT Coordinator

M

MC - Member Committee (National Executive Board) MCP - Member Committee President MCVP - Member Committee Vice President (national heads of department)

N

NM - New Member

O

OC - Organizing Committee (team who organizes events, such as conferences, summits…) OD - Organizational Development OGX - Outgoing Exchange (operations who sends EPs, like oGV, oGT and oGE) OP - Opportunity (a project that an EP can apply) OPS -Outgoing Preparation Seminar

P

PAI - President of AIESEC International PD - Partnerships Development PM - People Management (also known as Talent Management) POP - Partners Opportunities Portal

R

RE - Realize RIS - Reintegration Seminar (when EP comes back from exchange) RO - Regional Office R&R - Rewarding and Recognition

S

SE - Sending Entity (LC or MC who sends an EP) SOP - Standard Operating Procedures

T

TL - Team Leader TLB - Team Leader Board TS - Team Standards TM - Talent Management or Team Member

V

VP - Vice-President (can be a local head of department, LCVP, a national head of department, MCVP, or a global head of department, AIVP)

X

XP - Experience XPP - Exchange Programs Policies

Y

YOP - Youth Opportunities Portal Y4GG - Youth For Global Goals

I hope you liked History at school and you enjoy reading about the past events but in case you didn't I promise this article won't be boring for you (either way we should have "the talk"), stay with us.

Hopefully this information is not new for you and you are aware of what we do as AIESEC and you heard about our projects and events (but if you haven't - now it's your time to learn about them), we can proceed to what we have been doing for the past 5 year through our local volunteering projects, international volunteering and internship exchanges and events.

AIESEC

You know already from all the possible sources that AIESEC was founded in 1948 by people from six different countries, well I suppose you asked yourself at least once when AIESEC in Moldova was founded. I'll tell you right now! For the first time, AIESEC in Moldova opened its doors to Young People in 1999, unfortunately, to be closed a few years after. Then the young generation of 2004 wanted to re-open such an amazing organization as AIESEC. AIESEC in Moldova started to develop and to offer challenging spaces and activities for youth to grow since 2004.

In 2008 there were built two more homes for AIESEC and exactly AIESEC in Chișinău together with AIESEC in Bălți. These were the new second homes for more curious and willing to learn youngsters.

Later after in 2011 the third AIESEC office was officially registered as AIESEC in Cahul, it was a great place were new adventures and projects were implemented.

EwA Projects (Engagement with AIESEC)

Youth Speak

YouthSpeak is a global initiative that aims to make AIESEC a credible youth voice and to get closer to achieving the SDGs. It comprises of 2 projects:

YouthSpeak Survey - here we collect the opinions of the young generationYouthSpeak Forum - here we create a platform that brings together both young and senior leaders to discuss upon the findings of the Survey.

YouthSpeak Forum - here we create a platform that brings together both young and senior leaders to discuss upon the findings of the Survey.

YouthSpeak Forum

YSF was organized three times by AIESEC in Moldova, first YSF was in 2016, then in May of 2017 and May of 2018

Youth Speak Survey

International Exchange Projects

Our core mission is to contribute to a world without conflicts, discrimination or international barriers. We do that through our international volunteering or internship exchanges.

Incoming Exchange - we partner with local NGOs (for volunteering opportunities) or companies (for internship opportunities) and bring internationals to Moldova

Outgoing Exchange - we send local youth all over the world to volunteer or get job experience.

For the past 5 years we managed to facilitate more than 280 exchange experiences and organize more than 15 projects like:

TOP 4 Projects Organized by AIESEC in Moldova

Global Learning School - 3 editions, more than 100 kids from vulnerable families engaged and improved their English; - SDG4

ENable - 10 editions, more than 350 young people trained; SDG4 and SDG8

inVision Media School - 2 editions, 45 young people educated about video taking and editing; SDG 8

Discover Moldova - 2 editions, where international young people traveled across Moldova and educated people about climate change and the actions everyone should take to improve the current situation. SDG 13

NEC Spring 2020

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NEC Spring 2020

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Welcome! At this module you will understand how the organization is structured and works, and also what opportunities you have inside the entity. Learn how you can grow inside the organization and achieve your personal goals and become PAI. Let's get started!

Go directly to the quiz!

AIESEC Global Structure

Before you start learning about our National Structure, first you should get a general understanding about international structure and how it is connected with everything. Let's start from the top:

International Structure

AIESEC International

AIESEC International (AI) is the global executive board and is responsible for the whole AIESEC network. The main things which AI is working on are strategy and direction for the network. They are monitoring the activity of all entities and making sure that AIESEC is staying true to its way (you know: the AIESEC Way). The AI team is not working directly with the MC teams, because the teams responsible for that are the ROs (Regional Office).

Regional Office

AIESEC is divided into 4 regions: America, Europe, Asia Pacific and MEA (Middle East and Africa). Each region have their own Regional Office, which are teams who are responsible for their regions. What ar this team responsibilities? you might ask, well, read on to find out:

• MCP Coaching

• Entity support (visits, strategy directions help)

• Network management

• Organization of regional conferences (like RPM, EuroXpro and Operation Summits)

All in all, these teams are helping entities in their regions to grow and achieve better results while reporting to the AI team.

National Structure

Member Committee

Member Committee (or MC) is the national executive board, and also the team that's writing the article you're reading now, hello, BTW! The MC team is leading the entity (in this case AIESEC in Moldova) and it has the following responsibilities:

• creating the national strategy for the term

• down-scaling the strategic direction of the organization that is both coming from the international level and the national level

• make sure that all LCs are aligned to it and are following the aforementioned strategy

• coaching LCs and their EB members

• international (conferences, reporting [that happens waaay more often than you would think]) and national representation (at both local conferences and national events)

• monitoring and improving the performance of the entity's members

• for more information about what the MC is doing you could contact your MCVP and ask, I'm sure he/she would be very glad to tell you about their job and complain how hard it is.

Local Committee

Executive Board (EB) team has the responsibility to lead the LC and downscale the implementation of the national strategy while coming up with ways to improve the LC. The EB consist of the LCP and LCVPs for each department in the LC.

The Team Leaders (TL) are the middle management of organization. They lead a team within a department and are responsible for these members' performance.

Team Member (TM) - this is you, most likely (if we're to go to statistical analysis). Here is where you start your AIESEC journey, when you join the organization: you become a Team Member in one of the department and you are part of team who is being led by an LCVP.

Opportunities

Great, I'm glad you've made it this far! After you got familiar with the structure of the organization and will now never mistake and understand what MC and AI is, we can move forward to the opportunities and jobs which you can have inside the organization.

Buddy

A member who takes the responsibility of introducing the AIESEC culture to a group of new members. The buddy helps them adapt during their first AIESECer weeks and make sure that their induction in the organization is going well.

Jobuleț

To be read as jäbyo͞olets (job you lets). A small event that doesn’t require a lot of time for the preparations and/or a lot of experience from the people in charge. It is the perfect opportunity for new members to start their AIESEC journey by accepting their first responsibilities. So next time you see Jobuleț - your job is to apply for it.

Organizing Committee