Optimized Learning and Development

Optimized L&DTier 1

We don’t have much time, how can I optimize Learning and Development in my

entity?

Tips to Optimize L&D

1. Fast 2 day Induction

Process for new

members

2 day Induction

Basic Induction

• The AIESEC Way

• AIESEC 2015

• What is Gen2015? What is the external

relevance?

Functional Induction

• Understanding of GIP and GCDP

• Relevance of iGIP, what will I learn from

it

• Detailed practical understanding

through simulation

Working in a Team

• AIESEC is about team experiences

• How to work well in a team

• Team minimums and principles



• Understanding of GIP and GCDP

• Relevance of iGIP, what will I learn from

it

• Detailed practical understanding

through simulation

Members understand the exchange process in iGIP and oGIP

There is a real simulation where members are given sales sheets and are doing sales to Eps and Companies

Ensure this is based on focus product and market

Members make calls and do meetings with facilitators who are companies or EPs

There is a live matching process too to make this real (which can be aligned to country partners by using names of the same countries)

For reception, try to get actual trainees

De-brief at the end so members understand the process and then bring in relevance and scale of GIP growth for members to see the connection


2. CUSTOMIZE

D virtual training week

Virtual Training

Group LCs with similar Realization volume and focus

programme together so they get the

education they need and not everything

One week schedule with recorded,

visual and easy to understand trainings

Every session/training should have key

follow up steps or a CLEAR Practical TO

DO List for team members, team

leaders and LCVPs depending on who the

education is for

Virtual Training

Make it measurable

Track performance of teams and members

who are part of virtual training

Identify your Target profile

Check which profile has lowest

productivity and focus on this one, eg: Team

leaders have no contribution to

results, we need to focus on Team Leader

education and productivity increase


3. On going Education through virtual

channels

On-going Education

Example:

If you’re focused on oGIP, information about

country partners like how many forms they raise or the current

supply on the system doesn’t need to be a

training, this can just be sent to oGIP teams

almost on a daily basis

Example:

Sales wins that are released from AI are a

way to ensure education is on-going

Example:

Continuous Implementation and tracking of the Team

Minimums


4. Continuous follow up by LC Coaches with specific focus LCs

Focus focus/growth LCs in GIP, make sure they have LC coaches

The LC coach understands the need of the LC frequently, eg: every 2 weeks so that specific MCVPs can educate LCs based on their challenge and support these LCs

This ensures faster education and customized support


5. Every MCVP

implementing team

minimums with his/her

LCVPs

Every MCVP is ensuring LCVPs in their function are fully trained by them or by NSTs to be able to deliver

The suggestion is that MCVPs actually implement team minimums with these LCVPs (especially elements like JD, KPI, tracking, evaluation, training)


6. Use your NSTs

effectively

Ensure NSTs are focused on coaching programme LCVPs in specific LCs

NSTs can also focus on team leader education in a particular function/programme depending on the need

Measure and Track NSTs regularly

Leadership & Management

Optimized Learning and Development