AIESEC AdMU 2018-2019

LC TRAINING PLAN PROPOSAL

(August-December 2018)

General Explanation and Plan

The chosen skills/learning targets are designed to build on one another such that by the end
of the 5 training sessions, the members of the organization will have a holistic idea of what it takes to
be an effective leader and would have gained self-awareness in terms of their competency in these
aspects. The chosen skills are not only designed for excellence in the organization but are also tools
that the members of the organization will be able to apply to their lives and careers after leaving
AIESEC.

Each training session will begin with a pre-training diagnostic form to assess the members
knowledge on/familiarity with the skill before the session. Immediately after the session, post-training
self-evaluation forms will be answered to determine what the members had learned, followed by
evaluation of the training itself to gather feedback. If possible, a second post-training evaluation will
be conducted the week after to assess how much the members retain from the training.

Training 1: Emotional intelligence (EQ)

Emotional intelligence is how we integrate our emotions in managing ourselves and our
relationships. It is an indispensable tool in being an effective leader in terms of leading self, leading
others, and leading an organization. The five components of EQ: Motivation, self-awareness, self-
regulation, empathy, and social skill; enable leaders to communicate effectively with their colleagues,
make objective and well-informed decisions, and manage both their own health and the health of
others.

It is important to bring light to emotional intelligence to our members to be able to aid their
development as leaders who not only have the end-goal in mind but also the growth and health of
those they lead.

Potential activities:
1. Individual assessment
a. Emotional intelligence skill building activities: https://familyvio.csw.fsu.edu/wp-
content/uploads/2015/06/Emotional-Intelligence-Handouts.pdf
2. Team-based learning
a. Group exercises: http://www.livesinprogress.net/2014/01/improvisation-games-
exercises-for.html

Potential speakers:
1. Enrique Pablo O. Caeg: Facilitated a public seminar on emotional intelligence for today’s
leaders
a. http://www.profilesasiapacific.com/2018/01/30/emotional-intelligence-for-
leaders/
2. Reggie Garganera: Facilitates a course on emotionally intelligent leadership for Genos
Emotional Intelligence
a. https://peopledynamics.co/events/emotionally-intelligent-leadership-manila/

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Training 2: Effective internal communication
This training is intended to provide old members with a fresh slate and new members with
values that will foster an engaging workplace in the organization built on openness and transparency.
Effective internal communication within an organization encourages productivity and innovation.
Although organization-wide bonding opportunities are good avenues to develop relationships
between members, having a training session dedicated to internal communication and its importance
focuses more on communication between members regarding the organization, its inner workings, its
progress, and its goals.

Effective internal communication skills are important to develop in the organization to address
the issues of transparency and lack of motivation that were evident in the previous term. An entire
training session is important to be able to emphasize the importance of building a safe and trusting
environment within the organization. Such would encourage the members to be open and also
empower them to help shape the future of the organization.

Potential activities:
I. Individual assessment
II. Team-based learning
a. The importance of detailed direction: one team member is blind-folded and needs to
find certain objects within the room, the rest of the team must help the blindfolded
member find them safely
b. Post-game: Difficulties? Strong points of teamwork? Better strategy?

Potential speakers:

Training 3: Cultural intelligence and cross-cultural sensitivity

Cultural intelligence is being attuned to the values, beliefs, attitudes, and body language of
people from different cultures however, it does not necessitate being cultural experts. It largely relies
on using observation, empathy, and intelligence to read people and situations, and using these skills
to monitor behavior/actions instead of relying on quick judgements and stereotypes when interacting
with people from different cultures. The latter is related to cross-cultural sensitivity which is knowing
and understanding the influence culture has on shaping both individuals and communities, and also
being able to acknowledge and address issues/tensions that may arise due to cultural differences.

It is important to develop our members in these two aspects because what sets AIESEC apart
from any other leadership organization is the fact that the organization specializes in dealing with
people of different cultures. To be able to effectively market and deliver the organization’s mission-
vision and products, cultural intelligence and cross-cultural sensitivity are essential. If this term’s goal
of higher EP numbers is to be realized, we need members who can express the importance of cross-
cultural networking to partners and create connections with EPs.

Potential activities:
III. Cultural intelligence lecture
a. 4 basic components: Drive, Knowledge, Strategy, Action
IV. Individual assessment
V. Team-based learning

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 a. Simulating cultural clashes
b. Mini-group discussions
i. Why should diversity benefit a group or a team?
ii. What makes the difference between benefiting from cultural diversity and
failing because of it?

Potential speakers:
1. Dustin Ancheta: Business Development Consultant with expertise in Cultural Intelligence
a. Wrote the following article: “3 insightful reasons why cultural intelligence is
important” http://manilaforaday.com/3-insightful-reasons-why-cultural-intelligence-
is-important/
2. Atanacio Panahon: Published an occasional paper entitled “Developing Cross-Cultural
Competence in Adult Learning in the ASEAN context”
3. Patricia Katrina V. Fernandez: Spearheaded a study on cultural diversity intelligence with the
Ateneo Center for Organization Research and Development

Supplemental reading:
1. Everything about cultural intelligence and developing it: https://culturalq.com/wp-
content/uploads/2016/06/SHRM-Livermore-Van-Dyne-2015-Cultural-Intelligence.pdf
2. Workshops: http://jaems.jp/contents/icomej/vol11/11_Roux.pdf

Training 4: Customer Engagement

Customer engagement is about encouraging the customers to interact, share, and actively
participate in the experiences the organization creates for them. It is an essential part in ensuring that
the customer feels they are getting what they asked for and more from the business/brand. AIESEC’s
customers are the EPs and the organization hopes to build leaders and create intercultural connections
through them. It is vital that the EPs themselves believe the same for them to not only go through
the experience passively but with rigor, empowerment, and inspiration to prolong the experience even
once the exchange is over. Furthermore, establishing a connection with the customer and building on
the image that the customer and the organization are a team will help the EP immerse themselves
deeper in the experience knowing that they can trust the organization to take care of them.

In light of last terms lack of EPs and this term’s goals to increase numbers, customer
engagement needs to be developed to ensure that not only quantity is increasing but also quality of
service.

Potential activities:
I. Team-based learning
a. Devise a customer engagement strategy for one iGV/oGX

Potential speakers:
1. JV Wong: Chief Executive Igniter of People Ignite: she “ignites” others through training and
facilitation in the areas of persona development, leadership, communication, and customer
engagement
a. She is one of the speakers for “Customer Lovefest” which is a conference geared
towards embracing customer-centric business
b. http://www.staffordchantraining.com/about-us-profile-jv-wong.php

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 2. Maria Luz Yayu Javier: President and COO Avanza, Inc.
a. Spoke at the customer experience management seminar 2018
b. http://business.inquirer.net/248282/make-customer-experience-cx-culture-
excellence-business

Training 5: Novel and Adaptive Thinking

Novel and adaptive thinking calls for thinking beyond the status quo, the familiar. Given that
AIESEC AdMU has been suffering from the same cycle of problems over the past years, out-of-the-
box thinking is now more necessary than ever to be able to break that cycle and kickstart growth.

Like all skills, novel and adaptive thinking is developed over time and through practice. This
training intends to inform the AIESECers of the measures they can take to develop this skill and also
encourage them to do so. It will aim to get the members to assess how they already practice such
thinking in their daily lives, what is still missing, apply this self-awareness to how they can further
develop the skill, and then envision how this can help the organization move towards its goals not
only for the current term but also for future terms. This is important in ensuring that the organization
is equipped with curious, innovative, resourceful, and quick-thinkers.

Potential activities:
I. Team-based learning
a. Situation-based activities: Present a situation that calls for innovative
thinking/problem-solving and ask the team to formulate a strategy to address the
situation

Potential speakers