A Guide for AIESEC Enablers

On Leadership Development

Dear Enabler, We are truly glad to start our collaboration together, as it is always a privilege to cooperate with like-minded organisations and companies to develop young leaders together. As AIESEC evolves to become a Youth Leadership Movement, we recognise that we would not be able to achieve this without your support.

We offer you this guide as a tool and as a source of information to ensure we can co-deliver the experience of your intern - professionally and also for their personal leadership development.

Regards, The AIESEC Team

Content you will find in this booklet: 1. How Can We Develop Leadership?

2. What is the Role of an Enabler?

3. AIESEC and Enabler’s Responsibilities

4. AIESEC and Enabler’s Touch-points

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How do we develop Leadership as AIESEC?

The type of Leadership that AIESEC develops consists of 4 main Leadership Qualities and 12 Defining Elements which were defined based

on the assessment on the experiences offered to our interns. By the end of each experience we want to see these leadership qualities as

an outcome in every young person that goes through AIESEC.

1. How Can We Develop Leadership?

How do we measure and track this?

The Leadership Qualities

The Defining ElementsEach Leadership Quality consists of 3 defining elements as shown below.

The 4 qualities we seek to develop.

1. Assessment While applying for the internship position the intern completes an evaluation that assesses the 4

main qualities and gives us a perspective on what needs to be improved during the experience.

2. Framework We provide a framework that enables young people to learn the most from their experience that

incorporates both experiential learning and inner reflection.

3. Evaluation We evaluate how each intern is going through their experience to ensure we can keep supporting

them in their leadership development.

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By definition, an enabler is one that enables another to achieve an end; empowers the development of a person. Therefore our collaboration with our enablers is a key factor of success in delivering and personalising the journey of our interns.

2. What is the Role of an Enabler?

How can we collaborate in order to increase the role enablers play in the leadership development journey?

1. Job Description Activities: the activities related to the job description and support the professional

development of the intern.

2. Leadership Development Activities: the activities that support the evolution of specific Leadership

Qualities that the intern aims to develop.

1. Goal SettingBy setting clear goals in the beginning of the experience

regarding intern’s role;

2. Support By supporting the intern’s achievement of goals and giving

the tools for performance;

3. Feedback Hosting spaces to recheck it constantly be it through

reporting, feedbacks or others;

4. Supervisor Tracking

By assigning a supervisor final responsible to boost and track

the progress of the intern.

There are two sets of activities that should be defined and tracked by the Enabler & AIESEC:

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In order to ensure we provide the right framework and spaces for leadership development, we have defined

the clear responsibilities between AIESEC and Enablers.

3. AIESEC and Enabler’s Responsibilities

AIESEC Responsibility Enablers Responsibility

Pick Up Accommodation First Day of Work Legality Issues Insurance Integration (cultural and work environment) Providing Self-Development Spaces Involvement of the Intern in external activities

Provide support in: Respect of the Job Description assigned to the Intern in the contract Adaptation of Job Description based on the Leadership Development Assessment Regular feedback sessions;reporting with the Intern Setting Milestones/KPIs for the internship Regular Updates to AIESEC on the Intern’s Experience

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For us to deliver meaningful experiences for interns together, we have defined several key touch-points that

are essential for success.

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Preparation Package for Intern

Intern’s First Day of Work

Feedback Frame Definition

Reporting and Future Recommendations

4. AIESEC and Enabler’s Touch-points

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To start the internship in the best way possible, it is recommended to provide to the intern a preparation package; it will ensure the engagement, increase

the motivation and establish a basic functional knowledge. The content may be

delivered to the intern by a presentation, a call or a Skype meeting.

1 Preparation Package for Intern

Content Recommended: About the Enabler: • How is the environment at the workplace? • Which are the work rules applied in your company, NGO, startup? • Specific culture and values elements About Extra Opportunities: • Programmes of development • Events organised • CSR activities Induction Period: • Training spaces • Preparation offered in the beginning of the experience

Functional Preparation: • What information does the intern need to gather/learn before starting the internship? • Materials that the intern needs to prepare before arrival • Online tasks and researches that the intern needs to prepare Future perspectives • Long term vision of the company • Plans for the next period Impact of the intern • What is the impact expected from the intern? Mentor contact: Other interns contacts:

The first day/week of work of the intern in the new environment is very important in order to facilitate

the experience in the upcoming months.

2 Intern’s First Day of Work

• JD rechecking; • Goal, milestones & KPIs for the internship; • Feedback space definition; • Set communication channels and frequency.

Feedback Frame Definition

We recommend the first interaction with the mentor/supervisor to focus on:

Constant feedback is a very important tool in order to constantly improve our collaboration and

secondly to facilitate the goal achievement. This can be defined in the early stages of the internship.

Therefore it’s suggested that AIESEC, Intern and Enabler define a frame of feedback to support a

successful execution of the internship which should include:

3 Feedback Frame Definition

• Interface: clear interface definition based on stakeholders • Example: Enabler to Intern; Intern to AIESEC; AIESEC to Enabler.

• Frequency: how often each interface feedback should happen. It’s suggested to hold at least bi-monthly feedbacks spaces. • Implementation: which are the next milestones, activities, KPIs that need to be improved

Feedback Frame Definition

4 Reporting and Future RecommendationsRight before the internship ends, the Enabler can provide a report* on the intern’s performance. The report should include the following topics:

• Knowledge: Technical concepts/methods/procedures/company’s values-ethics • Quality: accuracy, completeness, detail orientation • Quantity: time management, productivity

• Communication skills: written and oral • Interpersonal Abilities: with clients, co-workers, managers • Adaptability: adjustment to deadlines, routine, process

Evaluation is better when based off a numerical scale and accompanied by a comment.

*Report may also include Recommendation Letter and colleagues reports

TIPS

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Thank you for supporting our Youth Leadership Movement!