08.Culture of Excellence(2)

.Diversity .Quality .Impact .Learning .Leadership

Let’s look deeper at the

magic word Culture


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.


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


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


What will happen if we have such a culture?


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


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

A High Quality AIESEC ExperienceA Consistently Communicated Brand


Pillars of Creating a ‘Culture of Excellence’ in your LC

1. 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


Pillars of Culture of Excellence

1. Enhance Culture

Creating 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



2. Create an Attractive Experience

Implement and leverage the ‘AIESEC Experience’

Create networks of excellent people

Enhance the actual roles that people will perform

Creating interesting Job Roles ( Workshop )



3.Attract High Potential People

Attracting ‘Talents’

Planning Talents – defining number and kind of members

Creating the Right Messages while promoting

Promotion Campaign



3.Attract High Potential People

Talents in AIESEC are people with

Aspiration:Commitment to their involvement in AIESECAlignment of interests with AIESEC’s vision, values, @XPor openness to alignment with AIESEC’s vision, values, @XP

Performance/Potential:Past record of performance, experience Potential to contribute to AIESEC’s performance

Intrinsic Capacity:Flexibility, Intelligence, Interpersonal skills/social capacityPassion, drive, enthusiasm, Ability to learn, Proactivity



4. Select High Potential People

Selection Process at each stage

- Application- Group Discussions- Review Boards- Assessment Center

Clear selection criteria and requirements



5. 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



6. Create ‘Leverage’ Between External Stakeholders and Your Best People

- Connecting our best people to our stakeholders in various ways

- Alumni Events


Summary

What 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


Shaping a Culture of Excellence

Workshop

Creating Attractive Job Roles



LCVP People DevelopmentLCP

LCVP External RelationsLCVP Exchange

LCVP CommunicationAlumni Coordinator

Reception CoordiantorOCP Recruitment

OCP of issue project ( enterpreneruship )OCVPOCOCOC



Working in groups35 minutes

Summary25 minutes ( 5 minutes for each group )



Name of the positionRoleTimeResponsibilitiesMeasure of success ( how can a person tell if she/he is successful in the role )Subordinates toSubordinates forCooperate withCompetencies, Skills, Knowledge, Experience neededSelection Process for this positionKey Learning PointsOptional Opportunities after positionBenefits/Additional information


Rewards and Recognition



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,

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



Why R&R ?

•Increase member’s 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



What kind of R&R ?

• LC direction/priorities Awards

• Team Rewards and Recognition


• Individual Rewards and Recognition


Principles 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



Principles 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



Workshop

Rewards and Recognition in your Local Committee



• Design Individual nad Team Award for LC

• What do you want to award and why?

( what kind of behavoiurs, characteristics, competencies, values, results, work achievements )

• Name the Awards

• Time of the year to award

• Define criteria ( how you want to measure them )

• What will be the award

•Take into account culture youu want to shape in your LC

• Take into account LC priorities and direction


Designing Rewards System


Performance ManagementPerforomace AppraisalTalent TrackingTalent Review


08.Culture of Excellence(2)

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