AIESEC Transition

1. AIESEC India Transition 0910
Transition Guide - The Fulcrum

2. Objectives of transition:
While there will be many parallel processes and many projects and tasks happening throughout December-January,
there are 4 major objectives of the transition process in your LC:
 Ensure that the new Executive Body has a shared understanding and common vision of AIESEC,
 Ensure that the new Executive Body has a complete strategic and operational plan that provides continuity of
thoughts & actions and is consistent with the LC’s Strategic Plan.
 Ensure that the new Executive Body has the skills, knowledge and attitude needed that will enable them to
lead the LC.
 Facilitate the new team’s integration in their new role.
 Imbibe all values, knowledge and skills that will enable them to become a successful Generation 2010
Leadership Body!
7 areas of the transition process:
To ensure that those 4 objectives are met, the transition process will be structured around 6 main areas:
1. AIESEC & EB specific Skills & Knowledge – Understanding the reality and the holistic picture of the
organization, role of the Executive Body
2. Job training, specific skills and knowledge – Skills and knowledge necessary for all members to perform
their responsibilities effectively (Familiarizing with the job and performing the job)
3. General Skills & Knowledge – Management, leadership and other skills and knowledge necessary to increase
team performance
4. Planning – The LC Year Plan 2010 / Strategic Plan 2010-11
5. Team adaptation - Adapting to new role, team, and way of life 
6. Personal planning & mentorship – Informal support among current and new team members to facilitate
professional and personal experience and expectation sharing and fulfilment.
Transition Guide - The Fulcrum

3. Overall flow of transition
MAJOR BLOCKS IN TRANSITION SCHEDULE ONGOING BLOCKS
Introduction
 WEEK 1 
The world around us / External Reality
 
Organizational History & Evolution - Global, National, Common Vision
Local

Building
SWOT of the LC
Mentorship
AIESEC understanding & common vision formation
 WEEK 2
Short and Long-term Vision Team adaptation

EB role & leadership, Team Values
 National/Local
Area / Subsystem specific knowledge
 Conference
Skills Development Preparation

Reviewal of the years gone by: Contribution of EB’s
2006,2007,2008,2009 Personal Reflection
Individual/Portfolio transition - Introduction, WEEK 3 Social Agenda
timeline and activities

Planning Preparation
 External Sessions
Planning Weekend
Performing the
Task Force/LC Project transition & Operational job!
Planning
 WEEK 4
Office and trainee house operation & management

Individual transition continues
National Congress 2010 Week 5

National level transition - Commissions, AIESEC India 
plans and continuity, skill building and training, coaching 
Synergy Week 6

Action Plan for 2010 
 
EB Team Days 

AGM - Discharge and Ratification
Transition Guide - The Fulcrum

4. Explanation of Major Blocks
Outcome
Flow of transition
1. Introduction - Formal New team is:
and Social  Familiar with the LC rules, office, trainee houses, assets and liabilities, pipeline (know
where to find things, what to use, know the internal policies)
 Familiar with everyone on the team
 Familiar on the way transition is going to flow
 Familiar with their roles and responsibilities for the Mid Jan- Feb-March Period
2. The world around us /  Understanding different global trends and how they are impacting AIESEC in the
External input present and the future
 Understanding different opportunities for AIESEC, the AIESEC XP and our core work
process
 Enriching our ideas about AIESEC’s relevance and achievements
3. Organizational history  Understanding of how past external trends influenced AIESEC globally, nationally &
& evolution locally
 Clear understanding of where the organization is coming from and where it is going
towards
4. AIESEC  The team forms a common vision of what AIESEC’s mission is and where AIESEC is
understanding & going. Connecting the same to the LC.
common vision
formation
5. EB role & leadership  What is the role of the EB in the LC & externally?
& Team Values  How can the EB best build & demonstrate its leadership
 What are the values that are going to shape the character & behaviour of the new
team
6. Area / Subsystem The ideal state, current reality, deployed strategies, successes & failures & thoughts for
specific knowledge & the future:
skills  Leadership & strategy (including role of Managerial Board and Local Trainers Team)
 Exchange Management
 Talent Management
 Financial Management & External Relations
 Communications and Information systems
 Organizational structure and Expansions
7. Skills development Externals will cover many of the skills we hold as needed. These are the ones we
could/should provide internally:
 Cross Cultural Communication /Time Management/Facilitation Skills/Project
Management/Budget Management/Coaching Skills/Running effective
meetings/Negotiation skills/ER & selling skills
8. Reviewal of the years  Reviewing the past role, achievements and challenges the EB’s 06-07-08-09
gone by: EB’s 06-07-  Analysis of the plan & result of the strategies employed by the EB 09
08-09  Sharing key learning’s
9. Long Term Vision  Outlining a long-term vision for the LC 2010-12
 Mapping out ideas for 2010-11
10. Planning Preparation  Learning about plans and results of previous EB terms
 Personal reflection and outlining ideas for 2010-11
11. Planning Weekend  Clear understanding and agreement of role of EB 2010-11
 Priorities for EB 2010-11
12. Job Role Transition New team and current team working together one-to-one and in task forces in order to
Transition Guide - The Fulcrum

5.  get a better understanding of the areas
 agree/strategies to be applied this year
13. Task Force transition  Transition about the task forces: role and main achievements
 How to work in a task force: particularities of the different task forces, roles of
different people involved
14. Operational planning  Start development of strategies for 2010-11
 TF and individual planning
15. Office operation &  Office principles
overall team  Trainee house(s) status, rules and general management knowledge
management  Office IS
 Performance review mechanisms
 How to communicate in the LC
 Running effective meetings
 Simple KM ideas
Transition Guide - The Fulcrum