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Individual Study and Reflection

Even if we know little about what goes on in the human brain, we do know some of the

mental processes involved in learning.

It is human nature that people do not want to be spoon-fed conclusions made by others. Theywant to be provided with the relevant information and the opportunity to build their own big-

picture understanding, in order to draw these conclusions themselves.

People do this through exploration, interaction and dialogue.

Celemi applies the "learning spiral" a basic framework for a solution's flow. This ensures

that participants will reach their "Aha!" moments that will lead them to appropriate

conclusions and actions.

Team Experiences

The Team aspect of our Learning Environment has a two objectives.

To add value to AIESEC in expanding our organizational capacity and results.

To provide team members an opportunity to apply their learning & gain some

desired experiences, skills, networks and practical knowledge in their area of

interest.

Teams are the basis of our current organizational structure . Essentially, from the first to the

last step of an individuals experience in AIESEC is taken within a team. Teams also bring to

light the critical aspect oflearning by doing.

Our teams need to be the hub of enterprise in the organization, where we move away from the

current rigidity of structures and create space for innovation and activity on the basis of an

individual interest.

Learning Circles

AIESEC Learning Circles are local learning communities. They are formed by local and

international AIESECers who share a common interest in gaining experience, knowledge and

networks in a common sector or topic.

The Learning Circles are not static or formal structures. They re-arrange themselves aroundthe content that is being experienced, discussed and the other individuals participating.

Learning Circles can have different focuses- they can be groups of mixed experience, or they

may be generations of members from a similar level.

People may be part of more than one and attendance is based on interest. Longer-term

structures can be established based on interest and commitment, e.g. a weekly casual meeting

around a LN topic.

This process can be facilitated by a more experienced member especially for a Learning

Circle of a generation of Introduction Stage AIESECers. More experienced groups may

require only rotating or shared facilitation.

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Conferences and Seminars

AIESEC holds over 350 national & international conferences every year! These conferences

currently serve as a major organizational activity support. At many of these conferences, and

in many local events, AIESEC invites speakers to challenge us with their understanding and

perspective.

This expertise, whether from alumni, partners or members themselves, provide great

opportunities for our membership to gain high quality information and to engage our

stakeholders in our learning environment.

We also need to reach out & create extensive opportunities for our membership to participate

in external conferences & seminars organized by partner or other organizations.

This would go a long way in broadening the perspective of our membership & would allow

them to look at things, which are currently outside the realms of AIESECs operations.

Mentoring

Our lives are spent in understanding ourselves! Mentorship is most 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. Often a team

manager is not in the position, or capable of this type of leadership and an external mentor

must be sought.

All AIESEC members should be educated on the principles of effective mentoring.

Mentoring pairs may form between members of varying experience, with Alumni and

Partners.

Whether they are the more experienced mentor or the actor, AIESEC should always help

shape the content and process of mentoring.

One of the most challenging and rewarding experiences in AIESEC is being responsible to

support the development of another individual. You must take this responsibility seriously and

treasure it. Investment in and the development of excellent people is fundamental to the

success of our organisation and the future of our world.

Virtual SpacesThe different elements

1. AIESEC.net Communities Information Sharing

AIESEC.net Library Resource Sharing

AIESEC.net Forums Virtual Discussion & Perspective Sharing

2. Blogs Personal reflection & experience sharing

3. AIESEC.net & AIESEConnect Building & keeping networks (to be available in the

near future)

4. Other opportunities & information available on the World Wide Web