Lisbon, 17th June 2012 | Talent Management

AIESEC IN

ISCTE TALENT ENERGIZER REPORT

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Dear AIESECers,

TALENT ENERGIZER 1st Edition (TE) has been completed successfully during the term

11.12. In this report you’ll be able to understand the development TE brought to its

participants in comparison to the development of members who didn’t participated in

any development program. We have measured this development throughout the

Assessment Tool which contains 6 general competences. The ISCTE Competences

Model that follows was created based in our values and in the AIESEC International

competences model.

To ensure your complete understanding of the graphs presented in this report, see the

competences scale (adapted from Portuguese version) used in the Assessment Tool.

1-2 No Evidence

3-4 Little Evidence

5-6 Regular Evidence

7-8 Strong Evidence

9-10 Outstanding Evidence

Non-existant behavior

.

Less evident

Behavior

Evident Behavior

Very evident behavior

Distinctive

characteristic of the

member

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For the purpose of measuring development, we considered only 7 assessments

which correspond to the 7 finalists of the TE (completed the whole program with

success). Participant’s assessment have occurred in 2 different phases, first in October

2011, so as to measure their initial profile and the second phase during February,

March and April. Talent Energizer had its end at 22nd of May, which means that results

here obtained are influenced by the time participants have made their self-assessment,

whether it was in the beginning of February or in the end of April (development

activities or experiences they have had during this period). The results obtained are

also highly influenced by the participant’s own chosen career in AIESEC. Note that

although measures were taken to reduce individual subjectivity (scale creation and

crossing self and hetero assessments), in this report we have only used members self-

assessment which always corresponds to an individual perception of its own

development.

Fig 1. Talent Energizer participant’s overall development (according with the scale 1-10)

The overall development of Talent Energizer participants in percentage terms was

15,4%.

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Fig 1.1. Talent Energizer participant’s competences development (according with the scale 1-10)

´

The competences with the highest evolution were Innovation (20%),

Resilience (20%) and Flexibility (18%). The least developed competence

perceived was Team Work (10%) and Results Oriented (10%).

Concerning results obtained from member’s assessment that did not

participated in Talent Energizer, there was an overall development of 6,8%. For the

record, we have used only the 6 assessments available that met the requirements (not

being part of the Team Leader Program). We might say it is not representative of the

population in AIESEC in ISCTE, still we have proceeded with the analyses.

Fig 1.3 Members’ competences development (according with the scale 1-10)

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Fig 1.4 Members’ competences development with no development program

The competences with the highest perception of evolution were Team

Work (15%) and Pro-active Learner (11%). The least developed

competence perceived was Results Oriented (3%). The competence Flexibility

had no evolution.

Interesting Observation!

We have observed that for most of the new members, self-assessment

is not a usual activity. When entering in AIESEC they are also very low in Self-

Awareness what results in high scores that are often unrealistic. This might

explain the fact that Team Work and Results Oriented are the least perceived

developed competences. Why? First scores too high and unrealistic, the

second scores (given 7 months after entering AIESEC) tended to decrease due

to a greater Self-Awareness.

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Fig 2. Evolution Percentage of Talent Energizer Participants and Non-Participant Members

We believe this difference is significant and it’s worthwhile of the effort to make

this program happen. The value we add to the Team Member Program might be the

differentiator of those who apply next to the Team Leader Program. Talent Energizer

intends to prepare members in their first stage of AIESEC career to a second stage of

Leadership development. Initiatives must happen within the program contents and

structure so as to improve this rate next term 12.13.

For further information about Talent Energizer, find the program’s wiki in myaiesec.net

and feel free to contact us for any doubts, suggestions or feedback.

http://www.myaiesec.net/content/viewwiki.do?contentid=10208792

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AIESECly yours,

Current VP HR: ansofiadias@gmail.com

Former VP HR: isamachado.aiesec@gmail.com