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Let’s 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 ExperienceA Consistently Communicated Brand
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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
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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
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Pillars of Culture of Excellence
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 )
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Pillars of Culture of Excellence
3.Attract High Potential People
Attracting ‘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 Excellence
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
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Pillars of Culture of Excellence
4. Select High Potential People
Selection Process at each stage
- Application- Group Discussions- Review Boards- Assessment Center
Clear selection criteria and requirements
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Pillars of Culture of Excellence
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
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Pillars of Culture of Excellence
6. 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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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
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Shaping a Culture of Excellence
Workshop
Creating Attractive Job Roles
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Creating Attractive Job Roles
LCVP People DevelopmentLCP
LCVP External RelationsLCVP Exchange
LCVP CommunicationAlumni Coordinator
Reception CoordiantorOCP Recruitment
OCP of issue project ( enterpreneruship )OCVPOCOCOC
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Creating Attractive Job Roles
Working in groups35 minutes
Summary25 minutes ( 5 minutes for each group )
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Creating Attractive Job Roles
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
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Rewards and Recognition
Shaping a Culture of Excellence
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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
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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
Rewards and Recognition System
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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
Rewards and Recognition System
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What kind of R&R ?
• LC direction/priorities Awards
• Team Rewards and Recognition
Rewards and Recognition System
• Individual Rewards and Recognition
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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
Rewards and Recognition System
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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
Rewards and Recognition System
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Workshop
Rewards and Recognition in your Local Committee
Shaping a Culture of Excellence
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• 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
Rewards and Recognition System
Designing Rewards System
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Performance ManagementPerforomace AppraisalTalent TrackingTalent Review
Shaping a Culture of Excellence
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