How international exchange programs build leadership skills in Vietnamese youth

FOR THE NEXT VIETNAMESE
YOUNG TALENT GENERATION
QUALITATIVE TOPLINE PREPARED FOR AIESEC VIETNAM

Copyright©2012TheNielsenCompany.Confidentialandproprietary.
2
AGENDA
RESEARCH
BACKGROUND KEY FINDINGS
1 2
WAY FORWARD
3

3
THE KIND OF LEADERSHIP AIESEC WANTS TO DEVELOP…
AIESEC’S OBJECTIVE
TO DELIVER THE KIND OF
LEADERSHIP THROUGH ALL
ACTIVITIES IN WHICH EXCHANGE IS
A MAIN EXPERIENCE
RESEARCH OBJECTIVES
1. HOW LEADERSHIP CAN HELP TO BUILD CAREER
2. EVALUATE IMPACT OF EXCHANGE IN
LEADERSHIP DEVELOPMENT
3. HOW TO IMPROVE EXCHANGE EXPERIENCE TO
DELIVER LEADERSHIP
4 CHARACTERISTICS OF
THE KIND OF
LEADERSHIP OUR
WORLD NEEDS

4
THE 4 CHARACTERISTICS THE WORLD NEEDS IN LEADERSHIP
SELF AWARE
EMPOWERING
OTHERS
SOLUTION
ORIENTED
WORLD CITIZEN
GOOD LEADER FOR GOOD CAREER
• Understands and lives
personal values
• Focuses on strengths
over weaknesses
• Explores one’s passions
• Believes in their ability to
make a difference in the
world
• Interested in the world
issues
• Enjoys taking responsibility
for improving the world
• Communicates
effectively in diverse
environments
• Develops & empowers
other people
• Engages with others to
achieve a bigger purpose
• Adapts and shows
resilience in the face of
challenges
• Transmits positivity to
move forward
throughout uncertainty
• Takes risks when needed

5
RESEARCH DESIGN – 6 FOCUS GROUP DISCUSSION
GENERAL PROFILE
• 21-24 years old:
o Undergraduate: not yet graduate from university
o Fresh graduate: graduated from university but have less than 2 years of working experience
• University: public, private and international
• Students who actively seek for opportunities for self development/ career development or social contribution
EXTERNAL STUDENTS: Who haven’t been joined exchange programs
RETURNEES: Who have returned from exchange program in last 1 year.
TO WHOM WE TALKED TO?
Respondent criteria Undergraduate Fresh graduate
External students 2 2
Exchange Returnees 1 1
TOTAL 6 FGDS

6
AGENDA
RESEARCH
1 2
WAY FORWARD
3

7
FRAMEWORK OF THE ANALYSIS
1. WHERE ARE THE STUDENTS FROM THE WORLD
LEADERSHIP MODEL?
WHAT ARE THE GAPS?
2. HOW EXCHANGE DELIVER LEADERSHIP?
3. WHAT COULD BE DONE TO IMPROVE LEADERSHIP
DEVELOPMENT THROUGH EXCHANGE PROGRAM?

8
THE MAJORITY OF STUDENTS FIND MNC THEIR DESIRED
WORKPLACE BECAUSE OF DIVERSE EXPERIENCES AND
DEVELOPMENT OPPORTUNITIES
MULTINATIONAL ENTERPRISES
• MULTICULTURAL ENVIRONMENT  CHANCE TO LEARN FROM DIFFERENT CULTURES,
WORKING STYLES, DIVERSE LIFE EXPERIENCE
• Employees with high capability  To learn FROM OTHERS
• Well-organized, stable HR structure, Strong financial capability. Challenging tasks &
chance to rotate among departments  challenging but supportive environment to
improve professional skills
• Good branding: well-known and long-established companies
• Clear career progress and fair performance evaluation  better chance for promotion
MULTI-CULTURAL ENVIRONMENT MEANS
DIVERSE/CHALLENGING EXPERIENCE OR BETTER
EXPOSURE, HENCE BETTER CHANCE TO DEVELOP
Mostmentioned

9
TO PREPARE FOR THEIR CAREER ASPIRATIONS, SELF-AWARENESS
AND ORIENTATION ARE THEIR MOST FOCUS
SELF-AWARENESS SELF-ORIENTATION
CURRENT SOLUTION:
• Take tests: MBTI, EQ…
 Understand own personalities & values
• Read books/articles
 Build articulation for self-expression
• Join in different kinds of activities
 Identify strengths & weaknesses
HOWEVER, STILL NOT VERY CLEAR ABOUT WHAT
THEY WANT
 FEEL PASSIVE IN OWN DECISION
INTERPERSONAL SKILLS
• Communication skill,
presentation skill
• Negotiation skills
• Teamwork
• Networking skills
SELF-AWARENESS IS STILL UNMET NEED OF
MOST STUDENTS
WHAT THEY WANT TO IMPROVE?
WHAT AM I
CAPABLE
OF?
WHAT
COMPANIES
REQUIRE?
PERSONAL SKILLS
• Time-management
• Working under pressure
• Problem-solving skill
COMPETENCIES
• Ownership/
accountability
• Adaptability
PROFESSIONAL
KNOWLEDGE/SKILLS
• Expertise
knowledge/skills
• Working experience

10
THESE ARE SKILLS THAT STUDENTS ARE FOCUSING AS
IT IS IMPORTANT FOR THERE CAREER. THESE SKILS ARE
ALSO MATCHED WITH THE LEADERSHIP MODEL
PLAN & ACHIEVE PERSONAL GOALS
EFFECTIVE SELF-REFLECTION & EVALUATION
BETTER SELF-DEVELOPMENT
UNDERSTAND OWN VALUES/STRENGTHS &
WEAKNESSES
COMMUNICATION SKILL
NEGOTIATION SKILLS
LISTENING SKILLS
TEAMWORK
NETWORKING SKILLS
OWNERSHIP/ACCOUNTABILITY
PROBLEM-SOLVING SKILLS
WORKING UNDER PRESSURE
ADAPTABILITY SKILLS
DEALING WITH PEOPLE
SKILLS THAT STUDENTS ARE PREPARING FOR A GOOD JOB

11
EFFECTIVE SELF-REFLECTION & EVALUATION
HOWEVER, CURRENT AIESEC LEADERSHIP MODEL IS PERCEIVED
AS REQUIRED FOR SENIOR LEVEL ONLY, AND NOT SO MUCH
APPLICABLE TO FRESH GRADUATE
THEREFORE, ONLY SELF-AWARENESS IS MOST
RELEVANT AT CURRENT STAGE. OTHER COMPONENTS
SOUNDS ALIENATE.
GAP OF STUDENTS FROM THE LEADERSHIP MODEL
ABLE TO INSPIRE OTHERS
DELEGATION SKILLS
LISTENING SKILLS
CREATE TEAM CONNECTION
DEFINE TEAM GOALS
ACTIVE TO GIVE SOLUTION
OWNERSHIP FOR FINAL OUTCOME
ASSERTIVENESS IN DECISION
ABLE TO PLAN & ACHIEVE PERSONAL GOALS
UNDERSTAND OWN VALUES/STRENGTHS &
WEAKNESSES
HONEST TO FACE OWN WEAKNESSES
UNDERSTAND OTHERS’
CAPABILITY
COMMUNICATION SKILLS
ABLE TO DEFINE ROOT CAUSE OF
ISSUES
FLEXIBILITY
PROBLE-SOLVING SKILLS
Expected
for fresh
graduates
Expected
for senior
level
Expected
for fresh
graduates
Expected
for senior
level
ADAPTABILITY SKILLS
DEALING WITH PEOPLE
OWNERSHIP/ACCOUNTABILITY
WORKING UNDER PRESSURE
Expected
for both AWARENESS OF WORLD ISSUES
CULTURAL KNOWLEDGE & EXPERIENCE
World citizen comes at probing level,
hence not strongly considered as one
essential characteristic in leadership

12
IMPLICATION
NEED TO REINFORCE STUDENTS’ AWARENESS OF LEADERSHIP CHARACTERISTICS &
EXPECTATION FOR DIFFERENT LEVELS TO MATCH THEIR CURRENT FOCUS WITH AIESEC
MODEL
THERE IS A GAP IN UNDERSTANDING THE LEADERSHIP MODEL, HENCE SOME
COMPONENTS REMAIN DISTANT TO THEIR CURRENT SITUATION AS FRESH
GRADUATES
SELF-
AWARENESS
EMPOWERING
OTHERS
SOLUTION-
ORIENTED
WORLD CITIZEN
COMPREHENSION
Do students understand the
characteristics of AIESEC’s
leadership model?
• Understands and
lives personal values
• Focuses on
strengths over
weaknesses
• Explores one’s
passions
• Communicates
effectively in diverse
environments
• Develops &
empowers other
people
• Engages with others
to achieve a bigger
purpose
• Adapts and shows
resilience in the face
of challenges
• Transmits positivity
to move forward
throughout
uncertainty
• Takes risks when
needed
Confused with
problem-solving skills
• Believes in their
ability to make a
difference
• Interested in the
world issues
• Enjoys taking
responsibility for
improving the world
RELEVANCE
TO THEIR CURRENT POSITION
Highly relevant:
current focus of
students/fresh
graduates
Low relevance as
considered mostly
required for senior
levels
One important skill in
future career
Only relevant to those
aspired to work in
MNC
Very high High Medium Low Very low
Attributes that is not understood/comprehended from the model

13
LEADERSHIP MODEL?
WHAT ARE THE GAPS?

14
LEADERSHIP DEVELOPMENT MODEL (LDM)
OVERALL EVALUATION FROM EXTERNAL STUDENTS
SELF-
AWARENESS
EMPOWERING
OTHERS
SOLUTION-
ORIENTED
WORLD CITIZEN
BENEFIT OF EXCHANGE
ONLY “EMPOWERING OTHERS” & “WORLD CITIZEN” ARE CONSIDERED AS
TOP BENEFITS OF EXCHANGE

15
EXTERNAL STUDENTS’ EXPECTATION OF EXCHANGE
EMPOWERING OTHERS
SOLUTION ORIENTED
WORLD CITIZEN
OTHERS
SELF-REFRESHMENT/
SELF-INDULGENCE
• Live without boundaries/
Freedom
• Enjoy travelling
CULTURAL EXCHANGE
• Exposed to different culture/
working styles
 Learn from others
• Showcase VNese culture
 Enhance position of VN with
international friends
• Open-mind & respect differences
• Adaptability skills
SOCIAL IMPACT
• Learn solutions for social issues
 Create value for society
• Communication skills
MOSTMENTIONED
SELF-AWARENESS
EXCHANGE BENEFITS TO EXTERNAL STUDENTS ARE SKEWED TO CULTURAL
EXCHANGE, EMPOWERING OTHERS AND LIFE ENJOYMENT
EXCHANGE PROGRAM IS COMMONLY PERCEIVED AS CULTURAL EXPERIENCE RATHER
THAN LEADERSHIP DEVELOPMENT

16
LEADERSHIP DEVELOPMENT MODEL (LDM)
OVERALL EVALUATION FROM RETURNEES
SELF-
AWARENESS
EMPOWERING
OTHERS
SOLUTION-
ORIENTED
WORLD CITIZEN
RELEVANCE/ BENEFITS
IN EXCHANGE
RETURNEES FOUND THEMSELVES IMPROVE SELF-AWARENESS, SOLUTION-ORIENTED
& WORLD CITIZEN COMPETENCIES, BUT “EMPOWERING OTHERS” STILL NOT
RECOGNIZABLE IN THEIR DEVELOPMENT

17
CULTURAL EXPERIENCE
• Exposed to different culture/working styles
 Learn from others
 Better understand other nations
• VN ambassador
 Enhance VN position
 Enhance own self-worth
INDEPENDENCE
• Take responsibility for own
decision
• Problem solving skills
OPEN-MIND
• Better listening skills
• Respect differences
• More creative
• Understand strengths &
weaknesses
• Understand one’s values & passions
 BETTER ORIENTATION
 STRONGER MOTIVATION
SOCIAL IMPACT
Learn solutions for social issues
 Create value for society
DECISION-MAKING
• Good self-awareness  more
confident to make choice
SELF-AWARENESS
EMPOWERING OTHERS
SOLUTION-ORIENTED
WORLD CITIZEN
OTHERS
RETURNEES’ EXPERIENCE OF EXCHANGEMOSTMENTIONED
SELF-REFRESHMENT/
SELF-INDULGENCE
• Live without boundaries/ Freedom
• Enjoy travelling
BIGGEST & MOST RELEVANT BENEFIT TO RETURNEES IS SELF-AWARENESS.
 EXCHANGE PROGRAM IS POTENTIAL TO DEVELOP THE RIGHT KIND OF LEADERSHIP.
STILL, THERE ARE ROOM TO IMPROVE EXCHANGE EXPERIENCE TO DELIVER OTHER
CHARACTERISTICS IN LDM

WHAT DOES EXCHANGE OFFER TO DEVELOP
THE RIGHT KIND OF LEADERSHIP?

19
SELF-AWARENESS
UNIQUE OPPORTUNITY FOR
INTERNATIONAL EXPOSURE
DIVERSE EXPERIENCE
• Live in another country
• Work in social project
• International teamwork
 EXPOSURE AS A TRIGGER FOR SELF-IMPROVEMENT
EXCHANGE CAN HELP STUDENTS TO ENHANCE SELF-AWARENESS THROUGH
OPPORTUNITIES OF DIVERSE EXPERIENCE
EXCHANGE PROVIDES AN ENVIRONMENT TO
RE-EVALUATE STRENGTHS & WEAKNESSES
IN COMMUNICATION, SHOULD LEVERAGE
“INTERNATIONAL EXPOSURE & DIVERSE EXPERIENCE
FOR SELF-UNDERSTANDING/SELF-AWARENESS” AS
UNIQUENESS OF EXCHANGE
WHAT WORKS “Đi về nhận ra trình độ của mình ở đâu, qua
bên đó vừa phải làm, vừa học thêm tiếng
anh. Mình quyết tâm hơn, giữ dc thói quen,
nhận ra về bản thân mình chưa đủ . Ban
đầu mình như ếch ngồi đáy giếng – giờ thấy
còn phải học hỏi nhiều”
“Đi về mình tìm dc hướng đi cho mình, hiểu
them về bản thân và tính chất công việc của
mình. Học hỏi từ những bạn xung quanh và
biết rõ hơn cái mình muốn. Từ đó có động lực
mạnh mẽ hơn đê theo đuổi nó”
“Exchange tạo được cho mình môi
trường làm việc, đó là cơ hội để khám
phá bản thân”

20
WORLD CITIZEN
CULTURAL EXPERIENCE TO UNDERSTAND
DIFFERENT PERSPECTIVES & BECOME
MORE OPEN-MINDED
• International exposure with
multicultural experience  Hands-on
experience
• Respect differences
• Adaptability skills
RAISE AWARENESS OF WORLD ISSUES
Through working on social project
VN AMBASSADOR
• Networking skills
• Presentation skills
MULTICULTURAL ENVIRONMENT & SOCIAL PROJECTS OF EXCHANGE PROGRAM HELP
STUDENTS BE MORE ACTIVE IN SOCIAL ISSUES AND LEARN TO ADAPT IN NEW
ENVIRONMENT.
WHAT WORKS
“Qua bên đấy thấy cuộc sống còn nhiều khó khăn
nên hiểu rõ giá trị cuộc sống hơn. Mình có thể học
hỏi cách các nước giải quyết vấn đề để về áp dụng
cho nước mình”
“Qua nước ngoài mình có cơ hội giao lưu văn hóa,
có cái nhìn đa dạng hơn, không bị thành kiến với
các nước khác”
“Mình học được cách thích nghi với lối sống các bạn
nước ngoài trong môi trường đa văn hóa”
“Có cơ hội làm quen với các bạn mới, luyện tập kĩ
năng thuyết trình để các bạn hiểu hơn về nước Việt
Nam mình”

21
EMPOWERING OTHERS
MOST STUDENTS FOCUS ON SOCIAL
IMPACT:
Empowering local people, regarding a
social issue (for example, teaching
projects – empower children…)
WHAT WORKS
STUDENTS DEVELOPED THEIR “EMPOWERING OTHERS” THROUGH INVOLVEMENT IN
SOCIAL ISSUES. TEAMWORK/COMMUNICATION SKILLS DO NOT COME IN THIS
“Mình làm dự án xã hội bên đó thì cũng là gây
ảnh hưởng đến người khác, những người bản
địa.”
“Chẳng hạn dự án dạy học thì mình đang ảnh
hưởng đến các em nhỏ, cảm giác mình là người
giúp các em ấy đến gần hơn với ước mơ”

22
SOLUTION-ORIENTED
• EXCHANGE ENHANCE INDEPENDENCE
since students have to face difficulties
themselves
 Promote RESILIENCE AND PROBLEM-
SOLVING SKILLS
 More mature & better decision-
making ability
• THROUGH UNCERTAINTY IN EXCHANGE
 Develop POSITIVE MINDSET to move
forward and RISK-TAKING ATTITUDE
“SOLUTION-ORIENTED” MINDSET IS DEVELOPED THROUGH DIFFICULTIES IN
EXCHANGE EXPERIENCE. HOWEVER, THIS CHARACTERISTIC IS CONFUSED WITH
“PROBLEM-SOLVING” SKILL, STUDENTS NEED BETTER MENTAL PREPARATION PRE-
EXCHANGE
WHAT WORKS
“Qua bên đấy mình phải đối mặt một mình với khó
khăn thì tự động mình sẽ phải có giải pháp để giái
quyết tình huống cho mình”
“Phải học cách tự lập và trưởng thành hơn trong
cuộc sống.”
Đi về mình biết cách nhìn nhận vấn đề và hướng
giải quyết, Bắt mình phải lập ra kế hoạch cho bản
thân mình, họ đưa trách nhiệm cho mình thì mình
phải cố gắng vượt qua khó khăn để hoàn thành
công việc”

23
LEADERSHIP MODEL?
WHAT ARE THE GAPS?

24
WHAT IS MISSING IN EXCHANGE PROGRAM?
SELF AWARE
EMPOWERING
OTHERS
SOLUTION
ORIENTED
WORLD CITIZEN
• UNCLEAR ACTION STEPS
to utilize strengths and
improve weaknesses
• POST-EXCHANGE SELF-
AWARENESS is not
supported and followed
up
ENJOYMENT IN
RESPONSIBILITY for
improving the world is
NOT shown in returnees’
groups
IMPACT ON OTHER TEAM
MEMBERS are NOT
discussed in “empowering
others”
• Current “solution-
oriented” CONFUSED
WITH PROBLEM-SOLVING
SKILLS
• Returnees face many
difficulties along the way,
for which they are
unprepared
DISSATISFACTION IN
EXCHANGE EXPERIENCE

25
WHAT PREVENT EXCHANGE STUDENTS FROM
DEVELOPING THEIR LEADERSHIP THROUGH EXCHANGE
PROGRAM?
SELF AWARE
EMPOWERING
OTHERS
SOLUTION
ORIENTED
WORLD CITIZEN
• Lack of
COACHING/MENTORING
for better self-reflection
& evaluation
• MEANING OR IMPACT OF
EXCHANGE PROJECTS on
local community or social
issues is not yet focus
• Not many FOLLOW UP
ACTIVITIES post exchange to
facilitate world-citizen after
exchange
• ORIENTATION of
“empowering others” not
yet effective to bring up
this element in exchange
• ORIENTATION of “solution-
oriented” not yet effective
to PREPARE STUDENTS
WITH DIFFICULTIES in
exchange trip
• SERVICE/SUPPORTING
SYSTEM need to be
improved

26
• Should have A COACH/
MENTOR for exchange
participant to FACILITATE
SELF-REFLECTION & RE-
EVALUATION
• POST-EXCHANGE
ACTIVITIES (of returnee
community) to consolidate
self-awareness in exchange
and support one another
in next steps
• Opportunities for
SHOWCASING IMPACT of
social activities in their
projects abroad
• Offer MORE CHANCE OF
INTERNATIONAL
ENGAGEMENT or social
projects: for example, to
work or coordinate with
incoming exchange
projects, other NGOs
Need to CHANGE
STUDENTS’ PERCEPTION OF
EMPOWERING OTHERS:
engagement & influence
others through
conversation to develop:
• Teamwork for shared
purpose
• Should EDUCATE
“SOLUTION-ORIENTED”
MINDSET for clearer
differentiation from
“problem-solving” and
better preparation for
exchange trip
• Ensure SUPPORT SYSTEM
(contact points) to take
necessary actions
SELF AWARE
EMPOWERING
OTHERS
SOLUTION
ORIENTED
WORLD CITIZEN
HOW EXCHANGE PROGRAM CAN IMPROVE
LEADERSHIP DEVELOPMENT?

27
AGENDA
RESEARCH
1 2
WAY FORWARD
3

28
WAY FORWARD
BEFORE DURING AFTER
WHAT TO FOCUS FOR BETTER LDM IMPLEMENTATION
IN EXCHANGE PROGRAM?
• Set clear expectation of exchange
program and LDM.
• Reinforce the LDM relevance to
current students’ orientation and
future
• Provide a customized guideline for
student leadership: what is
expected at students’ level for each
characteristics & its indicators.
• Provide more chance for sharing of
returnees for better pre-exchange
orientation
• Follow up closely and encourage
students stick to guideline/plan
prepared before exchange
• Have coach/mentor to facilitate
leadership development
• Ensure requirement of exchange
experience by working closely
with incoming exchange of other
countries and build strong
supporting system
• Create opportunities for post-
exchange experience -
community for exchange
participants & returnees with
clear objective – to support EP
and returnees in post-exchange
leadership development
• Raise awareness of coaching &
mentoring’s importance during
exchange and encourage pro-
activeness of students to reach out
for coach/mentor along exchange
journey

How international exchange programs build leadership skills in Vietnamese youth

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