AIESECs

Leadership Development Model

Table of
Contents
3 Parts of AIESECs LDM

The Leadership Qualities

The Defining Elements

Inner & Outer Journey vs. Standard & Satisfactions

SnS in Inner & Outer Journey

LEAD

How does LDM effect my ELD operations?

How does LDM effect my EwA operations?

How does LCM effect my membership?

 3 parts of AIESECs LDM
1 The Leadership Qualities
Describes the Leadership We
Develop. It consist of 4 qualities
and 12 defining elements.
So how does AIESECs Leadership Development Model connects with the AIESEC Way?
By end of each AIESEC
experience, we want to see
these leadership qualities
developed as the outcome.
This is described as the HOW in
AIESEC Way.
2 The Inner & Outer Journey
Its a framework that AIESEC
provides in every experience,
enabling young people to learn
the most from every experience.
A customer will go through an
inner and our journey in an
AIESEC experience.
This is the described as part of
the WHAT in AIESEC Way.
3 Standards and Satisfactions
Key activities that need to be
executed in order to make Inner
& Outer Journey happen in the
best way possible.
This is what an AIESECer
delivers on a daily basis.
It is the required actions need
from AIESEC in order to
facilitate an Inner & Outer
Journey for our customers.
By
delivering standards, AIESEC
facilitates an Inner & Outer Journey that
develops the Leadership Qualities of our members and customers.

delivers i l it a t e s ve l o p s
fac de
1 The Leadership Qualities
WORLD CITIZEN: I am aware of what is going on in the
world and enjoy taking an active role in contributing
towards making it a better place for everyone.

SELF AWARE: I know what I am good at, whats

important to me, and what I am passionate about. I am
constantly exploring what I want to achieve in my life.

EMPOWERING OTHERS: I am able to communicate

ideas clearly, engage in meaningful conversations with
others, and co-create spaces of collaboration
that empower people to take action.

SOLUTION ORIENTED: I come up with solutions to

challenges. I am flexible and I am always ready to take the
necessary risks .Every time I fall I always stand back up.
 The Defining Elements
Each Leadership Quality consists of 3 defining elements as shown below.

Believes in their ability Enjoy taking

World to make a difference in
Interested in world
responsibility for
Citizen issues
the world improving the world

Self Understand and lives Focusing on strengths

Explore ones passions
Aware personal values over weakness

Adapts and shows Transmits positivity to

Solution resilience in the face of move forward
Takes risks when its
Oriented needed
challenges throughout uncertainty

Communicates
Empowering effectively in diverse
Develops & empower Engage with others to
other people achieve a bigger purpose
Others environments
 2 Inner and Out Journey VS. Standards & Satisfactions 3

The inner journey is a personal journey

of a customer.

Standards & Satisfactions, namely In order for an Inner Journey to happen,

SnS, describes the activities of an the Outer Journey has to be facilitated
AIESECer carries out on a daily basis. by AIESECers.

These SnS are delivered by AIESECers

so that a customer can go through a
fulfilling Outer Journey.
SnS IN Outer Journey

Individual Responsibility &

Goals is facilitated by Standard
number 8.

Challenging Role &

Environments and Interaction
with Multiple Stakeholders are
facilitated by ensuring
Standards number 4, 5, 6 and 7.

Support System is facilitated by

Standards number 1, 2, 3, 9, 10,
11, 12, 13, 14, 15 and 16.
What happened with LEAD ?
As we know, inside the 16 S&S, Standard 15 and 16 are defined as Leadership
Development Spaces delivered by the host and home, respectively.

15. The Opportunity has to state what
leadership development spaces and
opportunities are offered by AIESEC before,
during and after the internship. The delivered
spaces have to correspond with the
Opportunity. As a minimum standard host
entity must offer one Incoming Preparation
Seminar/Meeting (or leadership development
of EP and follow up on his/her personal goals
set before traveling) once the EP arrives to the
host entity, and before the internship starts.
16. The EP has been provided with
information in written format on what
leadership development spaces and
opportunities are offered by the home entity
before, during and after the internship. The
delivered spaces have to correspond with the
information provided. As a minimum standard
home entity must offer one Outgoing
Preparation Seminar/Meeting (including space
for personal goal setting) before EP leaves for
internship, and one Re-integration Seminar/
Meeting at the end of the internship (when EP
comes back).
With that in mind, what is LEAD and What does LEAD include?
where does it come in?

Based on the leadership qualities & defining

LEAD elements, we prepare content that can facilitate our

What we aim to do is to CONTENT customers to go through an inner journey.

use LEAD to facilitate

leadership development The facilitation of the LEAD content to our LEAD
in the experiences we customers are called the LEAD facilitation.
FACILITATION

deliver.
LEAD In order to deliver the LEAD content, LEAD
How we do that specifically is through ENVIRONMENT environment needs to be created. There are 6
different environments we generally come across.
these Leadership Development Spaces,
which are essentially LEAD.

Individual
Team Conference Learning Virtual
Discovery & One to One
Experience & Seminars Circles Spaces
Reflection
How does LDM affect my ELD operations?

In each of the ELD products, we need to ensure that 100% of the 16 Standards are executed.

Since the customer flow describes how we interact with our customers, we can easily draw
conclusion between the standards and how they are being executed in the customer flow.

Attraction Consideration Value Delivery Brand Advocacy

While posting the All 16 Standards should be In reintegration, home

opportunities, host entity 100% executed in the
need to ensure Standards 2, value delivery phase both
4, 5, 6,10 and 11. by host and home entity.
By the end of the
experience, we should
evaluate if all 16 Standards
are properly executed.
entity should also provide
Standard 16, to conclude a
conscious leadership
experience is developed
and documented for
advocating our brand of
leadership development
How does LDM affect my EwA operations?

Recap
AIESEC Experience Booklet

The purpose of this phase is for a young

person to get a z peak into the value
proposition (Leadership Development)
AIESEC should deliver for him/her.
In the Operations level that means AIESEC needs to
facilitate the Outer Journey in the EwA product by:
EwA Product Check Box Ensuring young person has individual responsibilities and goals
One or More Leadership Quality Creating challenging role and environment
Ensuring Interaction with multiple stakeholders
Inner & Outer Journey Provide support system

Clear Call To Action Additionally during the Product AIESEC has to have:
A Clear Call to Action
Showcase More Opportunities

And Showcase more opportunities
How does LDM affect membership?

Team Standards:

Team Standards are the key activities we expect all Team Leaders to follow inside their teams to
ensure all of our membership is going through Inner & Outer Journey.
100%
Appendix 1 Standards & Satisfactions

1. The EP can legally enter and stay in the country/territory and perform the activities stated in the Opportunity. AIESEC
has provided in written format all the information required to arrange for any documents, visa or work permits that may
be required.

2. The EP is picked up by a representative of AIESEC. The Host entity will state in the Opportunity where the EP will be
picked up/options on where will the EP be picked up. Before realization the Host entity has provided written information
to the EP on any domestic transportation required to arrive at this point of pickup.

3. The Host entity has offered in written format information on how to depart from the country two weeks before the
end of the internship.

4. The Job Description executed by the EP has to correspond with the Job Description of the Opportunity.

5. The internship lasts from a minimum of 6 weeks to a maximum of 78 weeks from the first day to the last day of the
internship.

6. The activities related executing the Job Description are a minimum of 35 hours/week for GIP and 25 hours/week for
GCDP

7. A representative of AIESEC accompanies the EP to the place/organization of work on the first day of the internship.

8. The host entity has provided EP or ensured EP knows individual responsibility and goals in a written format latest one
week after the start of the internship, and the EP acknowledges to have received, understood and accepted it.
100%
Appendix 1 Standards & Satisfactions

9. The home entity ensures that the EP has a valid insurance policy to cover basic medical costs for the duration of the
exchange.

10. The accommodation standard, conditions and costs during the internship correspond to the information provided on
the Opportunity. AIESEC arranges this accommodation for the EP.

11. The Opportunity specifies if any financial or non-financial compensation would be provided during the internship and
the actual conditions correspond with it.

12. The home entity has provided minimum information to the EP about AIESEC purpose, inner and outer journey and
role of exchange in it, in a written format.
13. The home entity has provided the AIESEC standards and the XPP in written format to the EP who acknowledges in a
written format to have received, understood and accepted them.

14. The home entity has provided with basic information regarding the country/territory of their internship in a written
format including as a minimum information on culture, political situation, safety, living standards, home and host contacts
(phone number and email)

15. The Opportunity has to state what leadership development spaces and opportunities are offered by AIESEC before,
during and after the internship. The delivered spaces have to correspond with the Opportunity. As a minimum standard
host entity must offer one Incoming Preparation Seminar/Meeting (or leadership development of EP and follow up on
his/her personal goals set before traveling) once the EP arrives to the host entity, and before the internship starts.

16. The EP has been provided with information in written format on what leadership development spaces and
opportunities are offered by the home entity before, during and after the internship. The delivered spaces have to
correspond with the information provided. As a minimum standard home entity must offer one Outgoing Preparation
Seminar/Meeting (including space for personal goal setting) before EP leaves for internship, and one Re-integration
Seminar/Meeting at the end of the internship (when EP comes back).
Appendix 2 LEAD Environment
Individual This is where you find the opportunity to build your own big-picture understanding in order to draw
Discovery & conclusions about yourself. People do this through exploration, interaction, journaling, personal
Reflection development plan, goal setting and dialogue.

Teams are the basis of all individuals experiences in AIESEC since they join the organisation. Teams
Team
show us how to put in practice the principle of learning by doing. Our teams need to be the place where
Experience we create space for innovation and activity based on our individual interest.

Our lives are spent in understanding ourselves and the coaching session or mentorship is very
One to One important in this process. The key to the process is to remove the individual from his/her comfort zone
enough to help them gain objectivity over themselves but not to scare the individual off.

Conference & Conference is an excellent platform especially when combined with hosted spaces, individual reflection
Seminars and one-to-one activities.

Learning circles are local learning communities formed by local and international AIESECers who share
a common interest in gaining experience, knowledge and networks in a common sector or topic.
Learning Learning circles can have different focuses and participants with different level of knowledge. People
Circles may be part of more than one and attendance is based in interest. This process can be facilitated by a
more experienced member and mixing different tools as books, magazines, movies, etc.

Our virtual spaces also play the key role of tying together the entire learning environment. Elements in
Virtual virtual spaces are communities (information and resource sharing), forums (virtual discussion and
Spaces perspective sharing), blogs (personal reflection and experience sharing) and building & keeping
networks, or other opportunities and information available on the world wide web.