camilo enriquez zutta lcp application

LCP Application

AIESEC in Rosario2011-2012

Why not... integral AIESEC Rosario

LCP Application Page 01 / 08

Age: 22 years old

Place of birth: Pasto, Colombia

Local Committee: AIESEC in Rosario

Mail: [email protected]

Gchat: [email protected]

MSN: [email protected]

Skype: Skype: camilo.enriquez.zutta

Mobile: 3006761562

Position Entity Date

OGX member OGX 09/2008 – 12/2008

Project coordinator on MTs OGX 01/2009 – 05/2009

CEEDer (ICX, TM, OGX) AIESEC Sherbrooke (Canada) 08/2009 – 12/2009

VP OGX AIESEC Sherbrooke (Canada) 09/2009 – 12/2009

International Cooperation Manager OGX 02/2010 – 06/2010

OGX Manager NOXT – NST 07/2010 – 09/2010



Conference Role Place Date

LDC II Delegate Villa de Leiva October 2008

NOGX Delegate Quebec (Canada) September 2009

QRC Delegate Montreal (Canada) October 2009

RTC Delegate Santa Marta April 2010

NATCO Delegate Barranquilla July 2010

Career University Date Key learning

Finances andinternational trade

Rosario 2007 II Finances, Budgeting,

Commerce.

Businessadministration

Rosario 2008IIManagement, Strategy,Planning, Marketing, Sales,HR.



The false image that some stakeholders have of the organization: a group of students that only are working hard to send students to work in another country. Instead, creating a pro-fessional image that we can show to the society and to our own members.

Aligning the objectives of the organization. Not only exchanges, development of people, leadership, values and young student’s environment. To see AIESEC as one, as an amazing experience that since today is impacting society and changing lives around the world. We are more than exchanges as I mentioned, AIESEC should be a unique collection of experiences in all the places that we are.

TheThe social impact that AIESEC sales is a long term impact. I would change that. I don’t mean to become a humanitarian organization but we could take advantage of all member’s ca-pacities and abilities, not only in others countries (when we take a development internship) but in Colombia too by helping needed people and having a big participation in society to receive the real relevance that we deserve.

Since I joined AIESEC, I could see that, not only in Colombia but also in other countries, inside the membership, including me, we have conformed groups of people that are interrupting the member’s and the organizational development too. This is a main factor that I can see in different LCs in AIESEC and inside others organizational structures too. The members are being left out for those groups of people that, in the worst cases, have leadership roles and give development opportunities to their group of preference, stopping AIESEC growth and going against the organizational core.

II would change the discrimination that our zone and other AIESEC zones are facing when someone wants to take an internship. I feel AIESEC as the opportunity to develop young people in every aspect; but our EPs don’t have real opportunities to go to countries where the social, political and integral development are present, to impose some examples in coun-tries where the problems and inequity are real by changing those factors and thinking in a better future. I would give the opportunity to young leaders to go on an exchange in places where the young people is already developed maybe thanks to social or cultural circumstances.circumstances.



Opportunities Threat• All our applicants for EB members have planning to be in the position during the whole year. Now we are critical to take decisions so our planning could be real in results and not only aimed to numbers but also quality and members de-velopment.

• To increase the OGX numbers and quality as a result of our excellent members and Rosario’s OGX results. Improving ICX selling strategy plans, delivery and follow up of trainee’s process, taking the most of our qualified and experimented AIESEC Rosario’s members that aren’t being capitalized.

•• High quality leadership members who considers AIESEC Rosario as a second family and having the common objective of the experience as an opportunity to grow personally and professionally.

• Debts recovering and money increasing from ICX and OGX results or other activities. Implanting contingency plans.

•• Information management education, accessibility, knowledge, structure and global management platform.

• Positioning in front of new stakeholders.

• We could have the same problem like this year, LR positions leave their role or their responsibility isn’t se-rious.

• Bad recognition or positioning of AIESEC Rosario at AIESEC international owning to ICX problems with some trainees.

• Decreasing membership motivation, not enough de-velopment and learning opportunities.

• AIESEC Rosario could be facing recession if we don’t have a contingency plan and if the members continue to be not serious with their financial situation with the LC.

• Our results can’t be good captured in the platform as a result of not enough knowledge within the mem-bership, and lack adequate usage of tools.

• To give an unreal and false message to the stake-holders, preventing from achieving the AIESEC Rosario’s objectives.

Strengths Weaknesses

• Currently, taking decisions and membership criteria have been effective for AIESEC Rosario’s benefit.

• We are the second OGX LC in Colombia in exchanges, but the first in OGX quality thanks to members some of them being in the National Outgoing Exchange Team.

•• We are in the “high high quality” TM LCs in Colombia level by having excellent quality TM processes and being one of the most important Colombian’s LCs.

• Strong finance structure inside AIESEC Rosario, keeping task forces and tracking of each area to get sustainability and liquidity inside the LC. •• AIESEC ROSARIO uses all the information technology and tools to be more effective in the processes. All the members have an account in Myaiesec.net.

•• AIESEC Rosario’s members are been seen as real leaders in all the places where we are present, being that an ex-ample of young people which are looking for a better future in our society. The AIESEC Rosario’s branding is being excel-lently used in some sectors.

• Our year plan is not effective and the objectives aren’t the planned. Responsibilities haven’t been seri-ous.

• We aren’t being effective in the ICX process, the results aren’t tangibles and the ICX members aren’t prepared enough and motivated to achieve goals.

• Some things to improve, newbies and oldies alloca-tion process, effectiveness in member’s educational cycle, individual goals settings, alumni and H4TF op-portunities..

• AIESEC Rosario doesn’t have an cotangential plan to face unexpected events. Our members aren’t been serious with their LC’s debts.• Not all the members know how to use Myaiesec.net. Not enough couching about platform inside the LC.

•• AIESEC Rosario could have more participation in dif-ferent events where we can positioning our brand. In some cases some students see AIESEC Rosario as the opportunity to get friends or to have nice mo-ments or only like the opportunity to go on an ex-change.



OGX realizations: 80 and 30 members that joined AIESEC since2009.

“Quality, the way to get results. Numbers aren’t all in AIESEC”

Member reallocation. In my LC there are lots of members with sales skills that are not in the effective area to develop their potential and to contribute to our goal. Those members in some cases aren’t comfortable with their areas and in other cases the allocation wasn’t cor-rect. We have the potential to achieve goals but we aren’t taking advantage of most of them.

Contact and TNs raise promotion, preparation and awards. Our ICX members or some of them and POS (pool of sellers) aren’t motivated to call companies and aren’t feeling ready enough to visit a company so the results aren’t being tangible. For this reason, I want to implement an effective training open to all members minimum two times per month, with real sellers from different companies (Alumni) and if it’s necessary to bring AIESECers from other city to teach us how to sale we need to be ready to invest this. As in other companies and in their areas, we have to recognize our best sellers and by doing this, we will motive the rest of our members. rest of our members.

ICX is the most corporative area. Here we find our image outside AIESEC, in the real world, it is necessary to implement a way to change the image from ICX and POS members, from the first approach to their first visit of a company. The principal way to get this is by capital-izing alumni and partners Cocktails (including universities) each semester, the space where old leaders would know the young quality leaders. In this way we could get their trust and then present them projects to bring foreigner teachers for example. Here, the trainee’s par-ticipation is very important in order to present them as quality people form other countries working in Colombia.



Recruitment team. I want to implement a standard group of young AIESEC Rosario leaders which will be the base to do any recruitment along the year. It will be composed by experienced people who have selling skills and the image for students to be an inspiration for others. This group will be integrated by people from OGX, TM and COMM areas, who will plan this important process based on Rosario’s needs (new members, EPs, marketing re-search in the platform), and the principal objective from that strategy is to keep an stan-dard message in the students all the year.

Leaders exchange experience. I’ve never been satisfied with some leaders or members in AIESEC that speak about an exchange experience (benefits or disadvantages) if they have never taken one. I want to motivate my membership to live an exchange experience so they can empower of the organization and the real things that we could face. The message that we will be leaving in our members or newbies will be appropriated and they will be feeling motivated to take the experience.

FocusFocus on DTs, MTs and TTs. My strategy here is to promote great opportunities to grow as a human being through development experiences (DT) in students. The other kinds of ex-changes (MTs and TTs) will be offer to oldies because here their @XP is more important.

ET incursion. It’s necessary for AIESEC Rosario to establish in a new university, but creating strategies as a result of a SWOT analysis before that establishment. It is important to point that the university’s location of educational programs should be within the reach of our mem-bers.

New LR positions. More than completing tasks and achieving objectives, we have to, make sure that a leader will be impacting others and drawing their futures. It’s necessary to imple-ment projects to impulse AIESEC Rosario’s growth and membership development to create our positive impact society. We have the people and the enthusiasm to work with others giving couching, for example, to poor or marginal sectors or to contribute with our consoli-dation as a team and family through the implementation of activities where we can shine.

General development. AIESEC is the place where I can develop myself; I think that the oppor-tunities have to be for all the membership. I want to implement a plan where the LR (middle management, high management and others positions can work during 3 or 4 months to give the opportunity to others members to take their positions, and the same thing for all the pro-cesses, to give opportunity to those who never have had a LR.



Fortunately, AIESEC Rosario’s positioning in our universities is steady; actually, we have the suitable number of leaders to achieve our objectives and to develop their integral skills. That’s the reason why I wouldn’t propose a number of members to recruit. I want to sell an AIESEC experience as a whole. Our EPs will be our new short and long term members. AIESEC offers us an integral development experience and some members are coming to AIESEC only to get friends or to do something else in their lives, this is stopping the develop-ment of our membership or detracting the opportunity to others who really want to live a complete experience.complete experience.

Dual XP as a national and international priority. I will implement a DXP culture in our LC by im-proving four items that we are doing wrong: organizational strategic perspective, manage-ment perspective, supply and demand perspective, technical perspective. If we improve those items our DXP processes and results will be wished ones.

4 recruitments during the year. In our planning we will establish 2 recruitments per semester. The first will only be focus on long term members. They will take their LR before going on an exchange, some of them will be lucky to take a middle management role in some func-tional area, because they will have a month to get prepared. The second recruitment will be focus on short term members. They will take their LR after going on exchange. During my AIESEC experience I had the opportunity to live the feeling of returning from an ex-change, that’s the moment when we are more motivated to take a LR and to impact others. I want to give our new members the opportunity of living the real AIESEC experience, a com-plete and integral experience.

EB and middle management exchange. I want to implement this as an “almost” requirement to EB members and MM to take an exchange to improve our LC’s quality, during their LR or after one month of their experience at maximum.

camilo enriquez zutta lcp application

Documents