Aiesec wtf intern conference
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The WHY of AIESEC
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Aiesec wtf intern conference
- 1. “They Don’t Know About Us” AIESEC 101
- 2. Mr. Ignatius Rieza Joined AIESEC 2009, Outgoing Exchange staff OCP AIESEC Fair I I 2010 General Manager Outgoing Exchange AIESEC Surabaya 2010/11 Vice President Outgoing Exchange AIESEC Surabaya 2011/2012 Local President AIESEC Surabaya 2012/2013 Vice President Outgoing Exchange AIESEC Indonesia 2013/14 Will retired in 27 days
- 3. Spoiler !!! This can be boring This can be inspiring This can be thoughtful All depends on how you perceive it..
- 5. What’re you doing now? What do you think about AIESEC? What AIESEC try to achieve?
- 6. Let’s explore the world that AIESEC wants to fight for
- 8. Let’s talk about History for a bit
- 9. What happen: 1939 - 1945
- 11. What happen: 1946 - 1948
- 12. 6 Countries represented to co- founded AIESEC
- 14. We believe that solution should be fundamental
- 15. The world needs Understanding
- 16. The world needs Leadership.
- 17. The Davos Agenda in 2013 We live in the most complex, interdependent and interconnected era in human history – a reality we know as the hyper- connected world. This reality presents a new leadership context, shaped by adaptive challenges as well as transformational opportunities
- 18. What is the role of AIESEC as youth organization?
- 19. World always face different challenges, that’s why solution need to be evolved all the time
- 20. We believe Leadership can be developed.
- 22. Our Impact:
- 23. The world needs New Models of Leadership. “Significant demographic and societal changes, fundamental technological advances and continuous globalization, as well as complex multi- stakeholder issues and resource scarcity define this emerging context. These changing parameters require new type of leadership” - At Davos 2013
- 24. “Three essentials for leaders in the new context of the world: business frameworks, conceptual skills and human skills. Business frameworks are the knowledge to understand complex management through viewpoints such as strategy, marketing and operations. Conceptual skills are the ability to analyze the multi-stakeholder situation and decide what needs to be done. Human skills are the ability to be who you are to get people involved and lead them. But most importantly in the center of those 3 essentials, a personal resolve - Kokorizashi - a mission of your life.” - Yoshito Hori Chairman of Globis University
- 25. How can AIESEC develop this kind of LEADership?
- 26. Our Impact Model
- 27. Each of you are the living proof of what AIESEC trying to do
- 28. Be part of this program isn’t enough
- 29. Developing those needed competencieswould require an inner and outer journey
- 30. Inner and Outer Journey of LEADership
- 33. AIESECisnotanexchangeorganization,wedevelopthekindof neededleadershipthroughourexchangeexperience
- 35. We Build to Last.
- 36. Wrap up.. Vision for the world World is always evolved Our contribution as Youth? Contribution: Develop LEADership What kind of LEADership is needed? We develop the needed LEADership
- 38. But.. Why there’re still Conflicts out there?
- 39. AIESEC develops LEADership that world needs
- 40. Are we impacting the world yet? 6.000.000.000.000 people 2.000.000.000.000 Youth 86.000 Exchanges per year
- 41. It’s YOU who define the impact
- 42. Reminder.. AIESEC isn’t fast food !!!
- 43. AIESEC is all about a story of self-transformation
- 45. Your life, Your choice T H A N K Y O U
- 47. What is the content of AIESEC Way?
- 48. AIESEC Way
- 49. What is AIESEC? AIESEC is a (1) … , (2) ...., (3)..., (4)… organization. run by (5) … and (6)… Its members are interested in (1) …… ……… , (2) …………, and (3)………….. AIESEC does not (1)……………. on the basis of (2)…….. (3)……. , (4) ….., (5)….. , (6) ……, (7)……, (8)…….,(9)……. Or (10) ……… global Non-political indepedent Not- for - profit students Recent graduates of institutions of higher education World issues leadership management race colour gender creed religion national ethnic Social origin discriminate Sexual orientation
- 50. WHAT IS AIESEC?
- 51. AIESEC Way
- 52. What we Envision? Peace Fulfillment of humankind’s potentials
- 53. WHAT WE ENVISION
- 54. AIESEC Way
- 55. Our IMPACT Our (1) …………. …… enables young people to explore and develop their (2)……………………. potential for them to have a (3) …………… ….. in society International platform leadership Positive impact
- 56. OUR IMPACT
- 57. AIESEC Way
- 58. The Way We Do It AIESEC provides its members with an (1) ……….. ………….. ……… comprised of (2) ………. ………, (3) ………. ……….., and participation in a (4) …….. ………. ………. Integrated development experience Leadership opportunities International internships Global Learning Environment
- 59. THE WAY WE DO IT
- 61. AIESEC Way
- 62. AIESEC Values?
- 63. OUR VALUES
- 65. AIESEC Way
- 66. Why we have such vision?
- 68. “Significant demographic and societal changes, fundamental technological advances and continuous globalization, as well as complex multi-stakeholder issues and resource scarcity define this emerging context. These changing parameters require new type of LEADERSHIP” - At Davos 2013
- 69. We aren’t exactly creating LEADers.. We create Opportunities to become one
- 70. How we doing it?
- 72. Each of you are the living proof of what AIESEC currently doing
- 74. III. Global Learning Environment
Hinweis der Redaktion
- AIESEC try to evolve all the time, as dynamic as the world is
- Clarity of the why means clarity of passion
- Sweden, France, Denmark, Norway, Finland,
- World War 2 happens, people died, soul of people were in no value, war was the answer of every conflicts.
- That’s why what we can develop is actually the opportunities. We make sure we create more and better opportunities with the assumption these opportunities will impact on the leadership that further on the achievement of our vision.
- Do u think u were doing everything in a right track?
- We’re living in 2014, the challnege will be different with 1945, 1960, 1970. and will be different with 2015
- Are we creating a suitable leaders? What kind of leadership that we created?
- We’re not merely creating LEAD-ers. We develop it, via opportunities that we give.
- The Council decided to focus on the “frontier” leadership competencies that will help to catalyse the transformation scenario: The competencies are a stretch – we want to describe competencies that most leaders would not currently feel they have and which they are intrigued by, for example, acceptance, embracing the new reality, emotional mastery; humility, listening and vulnerability. They resonate with the new forces (e.g. – demography, technology, globalization, big issues, resource scarcity). This could include competencies such as complex decision-making in response to multistakeholder challenges; or transparency and authenticity and virtual empathy in response to the forces of social media; or multicultural sensitivity in response to the forces of globalization; or complex systems thinking in response to the rise of “big issues” and globalization. They enable the current threats to be transformed into creative assets – for example, pattern recognition – knowing how to be still rather than react; simplification and clarity. They are interdependent and reinforcing of an overall model – for example, how clarity of purpose releases energy. They are controversial – they create risks. For example, the hospital director who blogs every day. Or they encourage anomalies to break with the pack (e.g. Steve Jobs). They reflect long-term/mid-term thinking, rather than simply responding to the current crisis. They contain the opportunity for people to be individually and authentically themselves – rather than the traditional style of management that expects everyone to be the same. Developing these “frontier” competencies would require an inner and outer journey:
- Developing these “frontier” competencies would require an inner and outer journey: Why? Because what we require is the adaptive and tranformational leaders
- By GCDP we’re not only developing ourself, but others, that’s the greatest responsibility that you can have as youth It’s not about travelling, it’s about creating understanding. If they have 10 reason to hate you, you will give them 100 reasons to Love you
- Developing these “frontier” competencies would require an inner and outer journey: Why? Because what we require is the adaptive and tranformational leaders
- Developing these “frontier” competencies would require an inner and outer journey: Why? Because what we require is the adaptive and tranformational leaders
- Story of Vietnam why was I doing that? To be stronger than ever, and reinvent who I am.
- Generate new values, becoming a person that I never be, who valued others and life more than before
- We change the fundamental things, which are the mindset and behaviour, in order to make the change everlasting
- What make us different with other organizations? We create leaders by giving them exact responsibility and opportunity to develop both themselves and others by series of intense experience
- That’s why what we can develop is actually the opportunities. We make sure we create more and better opportunities with the assumption these opportunities will impact on the leadership that further on the achievement of our vision.