- LCs run proper transition process in higher quality than ever before (wehave growth in T transition process implementation)- People are not confused and random in running transition but focusedand systematic- At the end of transition process there are qualified and competent VPsready to do their job

Our objectives

Measures of success- % of LC's who have structured transition plans andcorrespond to national flow & check-list- % of EBs 09-10 that that passed through structuredtransition

Transition is not only what is done in, 1 or 2 months after the newEB is elected, but what is done through out the all term in concernof knowledge management!!!!

You should have ALREADY started preparing the next year leadersof AIESEC and the transition process!!!

Important (!)

Transition is a process through which we assure the transfer of thestrategic direction, knowledge, information and experience from thecurrent responsible to the elects

What & Why?

„reinventing the wheel““starting from the scratch”

„building on achievements of predecessors“

Main players

Transition Step-by-Step

Steps - Preparation!“ …It’s about WHAT and HOW to

pass”

Think about:ELECTS: what and howCURRENTS need to prepare?CURRENTS: what and howELECTS need to prepare?

E.g.: “New team is familiar with their roles andresponsibilities for Q1 period””Elects get a full understanding of our success &

failures in delivering the Training Developmentinitiative for 08/09”

1. Setting objectives and critical successoutcomes of transition

While creating the Agenda, keep in mind the following:- Why to address it?- What information related to it do you want to cover?- Who to involve in delivery?

2. Agenda development – prioritydiscussions & topic defined

What should be transitioned?

While making decision, think about things like environment, mood,atmosphere, creative ways of achieving objectives etc.

3. Identification of methods for transition

Put all that you have decided into a timeline. Define methods andresponsibilities according to each objective.

4. Defining timelines & responsibilities tomanage Transition

Steps - Delivery!“ …It’s about actual passing from

currents to elects”

What rules should weremember while delivering

Transition?

Critically evaluate

It is important to be able to critically look on what were your successes,challenges and what did not work out. You should not be shy to admitthat some things were not successful, always identify together the corereasons why something was or was not going well in order to draw keylearning points from your year that your successor will benefit from.

Provide picture of your experience only

Just the fact that you are experienced on the position does not mean thateverything has to be in the exact same way. Always try to describe onlyyour experience but be conscious about the fact that things can go verydifferently for your successor.

Transfer facts not attitudes

Be careful about sentences like “this will never work”, “this does notmake sense” and “this strategy is not for our reality” etc. You might beright in certain things but at the same time you might cause a greatstrategy to be dropped even before the new person starts.

Handover maximum information

Try to provide everyone with maximum information. Explain whenparticular things could be used, where to look for more information,what were the sources you used etc.

Use more questions than statements

Lot of times I have heard transition through statements rather thanthrough questions. Some information has to be said but otherwise allowthe person to form his own opinion about things through giving himquestions and challenging him to find his answers.

Empower & inspire!

Spend time to discuss your learnings, the things that stayed in your mindafter the year, moments where you have said to yourself that you lovewhat you are doing. Try to move yourself 5 years from now and thinkabout what you will remember …

Steps - Feedback!“element present at eachstage”

National timelineI. T PREPARATION22.01.2009 Deadline to make a detail plan of Talent Transition initiative and to

prepare input to functional transition task-forces.

31.01.2009 Deadline to held functional task-forces and to collect inputs from localVPs

15.02.2009 Deadline to create National Transition wiki with all supportiveeducation materials, timelines & tools.

II. T EXECUTION23.03.2009 Deadline for LCs to select new EBs

23.03 – 15.04.2009 This period is mainly dedicated for new team, during this time theyhave to make the internal and external analysis of the LC; get theimportant information about LC and functional areas

1.05. – 15.06.2009 This is the period for the old EB to finalize all the activities, delegate theresponsibility to the successors, give feedback at the beginning of theroad for the new team; nee EB is mainly occupied with LC plan creationfor their term.

III. T EVALUATION & KNOWLWDGE MANAGEMENT15.06 – 01.07.2008 All GCPs are gathered, evaluation of transition process is done by each

LC.

And the last points…

Maybe you created something unique….

Probably you made some mistakes ....

Definitely you have had great plans for the future...

And no matter what, you certainly learned a lot….

So what ever happened, now you have the power…

To pass your flame!!!To pass your flame!!!