08.Culture of Excellence(2)

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Transcript of 08.Culture of Excellence(2)

Lets look deeper at the magic word Culture

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Culture...

It is the way of life, characteristic for certain group of people. It consists of everything what people do, what they think, and what they have as the members of society.

Culture is common pattern of behavior.

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Organizational Culture...

The personality of the organization Comprised of the assumptions, values, norms and tangible sings (artifacts) of organization members and their behaviors Difficult to express distinctly, but everyone knows it when they sense it Can be looked at a system

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AIESEC Culture

We have a culture that attracts, cultivates, retains, recognizes & empowers top-talent. Our membership consists of high-performing & dedicated people who are committed to excellence, outstanding quality of work & ongoing improvement of our processes

Culture of Excellence

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What will happen if we have such a culture?

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Why Culture of Excellence?Having just few high potential members can lead to massive increased in our results CoE is a leverage point for the success of AIESEC Most organizations agree - 'people are our most important asset.' AIESEC is even more people dependent than other organizations People are our mission they are what we contribute to the world

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There are two basic preconditions before implementing a culture of excellence:

A High Quality AIESEC Experience A Consistently Communicated Brand

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Pillars of Creating a Culture of Excellence in your LC1. Enhance the Culture 2. Create an Attractive Experience 3. Attract High Potential People 4. Select High Potential People 5. Cultivate Talent Effectively 6. Create Leverage Between External Stakeholders and Your Best People

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Pillars of Culture of Excellence1. Enhance CultureCreating environement that values excellence and achievement. Creating a place in which great people can thrive, a winning environment that is fun and exciting to be a part of, and brings out the best in people. Values and behaviors in the LCs Enjoyable Atmosphere Structure and Roles Communication Physical space Leadership

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Pillars of Culture of Excellence2. Create an Attractive ExperienceImplement and leverage the AIESEC Experience Create networks of excellent people Enhance the actual roles that people will perform Creating interesting Job Roles ( Workshop )

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Pillars of Culture of Excellence3.Attract High Potential PeopleAttracting Talents Planning Talents defining number and kind of members Creating the Right Messages while promoting Promotion Campaign

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Pillars of Culture of Excellence3.Attract High Potential PeopleTalents in AIESEC are people with Aspiration: Commitment to their involvement in AIESEC Alignment of interests with AIESECs vision, values, @XP or openness to alignment with AIESECs vision, values, @XP Performance/Potential: Past record of performance, experience Potential to contribute to AIESECs performance Intrinsic Capacity: Flexibility, Intelligence, Interpersonal skills/social capacity Passion, drive, enthusiasm, Ability to learn, Proactivity

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Pillars of Culture of Excellence4. Select High Potential PeopleSelection Process at each stage - Application - Group Discussions - Review Boards - Assessment Center Clear selection criteria and requirements

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Pillars of Culture of Excellence5. Cultivate Talent Effectively- Talent Review - Identify different groups of talent

- Opportunities for personal and professional development - Performance Assessment and Appraisal - Rewards and Recognition - Mentorship and Coaching

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Pillars of Culture of Excellence6. Create Leverage Between External Stakeholders and Your Best People

- Connecting our best people to our stakeholders in various ways - Alumni Events

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SummaryWhat is a Culture of Excellence? Why such culture is importnat? What does Talent mean? What are the precondition before implementing CoE? What should we ensure to create Culture of Excellence?

Excellence is not an act, but a habit. Aristotle

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Shaping a Culture of Excellence

Workshop Creating Attractive Job Roles

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Creating Attractive Job Roles

LCVP People Development LCP LCVP External Relations LCVP Exchange LCVP Communication Alumni Coordinator Reception Coordiantor OCP Recruitment OCP of issue project ( enterpreneruship ) OCVP OC OC OC

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Creating Attractive Job RolesWorking in groups 35 minutes Summary 25 minutes ( 5 minutes for each group )

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Creating Attractive Job RolesName of the position Role Time Responsibilities Measure of success ( how can a person tell if she/he issuccessful in the role )

Subordinates to Subordinates for Cooperate with Competencies, Skills, Knowledge, Experience needed Selection Process for this position Key Learning Points Optional Opportunities after position Benefits/Additional information

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Shaping a Culture of Excellence

Rewards and Recognition

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Rewards and Recognition System

What is R&R ? The Rewards and Recognition system is a tool used to emphasize, motivate and/or acknowledge individual or team performance in the LC.

It is also a strong management tool used to emphasize, motivate and/or acknowledge the degree of implementation of the LC Direction, % of achieving results according to planning, certain behaviours or role models that you want your people to use as guides, positive initiatives,

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Rewards and Recognition System

Why R&R ? It encourages the right behaviours, outstanding performance, It benchmarks certain characterisitcs in order to shape a good organizational culture It influences efficiency and effectiveness of our activities It raises competition among each other and excellence standards

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Rewards and Recognition System

Why R&R ? Increase members motivation It higlights role models It helps to align global direction with team or individual behaviors It helps AIESEC to develop change agent in a more efficient maner

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Rewards and Recognition SystemWhat kind of R&R ?

LC direction/priorities Awards Team Rewards and Recognition Individual Rewards and Recognition

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Rewards and Recognition SystemPrinciples of R&R ? Executive Boards need to understnd the organization culture AIESEC wants to shape Executive Boards need to know behaviours and characteristcs to benchmark We should Reward desired behaviors according to the competency model We should take into account not only results but the way members have been working overcoming challenges, quality of work, ambitious to achieve more We should link R&R with LC priorities, focus areas or LC Direction

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Rewards and Recognition SystemPrinciples of R&R ? A bigger picture should always be kept in mind when we go ahead with R&R Clear criteria. Remember to set results or examples of behaviours for the criteria you decided Decision based on feedback from people in the team, evaluations, competency model, reports, application, performance assessment) Present in the beginning of the term that the actions of your members will be directed according to these criteria

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Shaping a Culture of Excellence

Workshop

Rewards and Recognition in your Local Committee

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Rewards and Recognition SystemDesigning Rewards System Design Individual nad Team Award for LC What do you wa