BoL Management
Steering Team
Marc
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IMPORTANCE OF BoL
TRANSITION Phase
TRANSFORMATION Phase
what will you find
here?
ADVANCEMENT Phase
Importance of BoL
Our Team Leaders are the key players when it comes to the experience of our members, since they are their direct leaders and the people who leave most impact on them during their experience as members.
In order to increase the engagement of the members, we need to increase the engagement of the Team Leaders, as well as the level of their knowledge on people management.
We need to ensure quality experiences for our team leaders to motivate them to stay longer in the organization and apply for higher positions.
TRANSITION PHASE
TL transition - getting transition
Same way we transition people for EB roles, we also need to transition them for TL roles - therefore it’s important to provide them with a tool to guide their transition and make sure they get all needed knowledge to start their TL terms.
Receiving basic education needed to start their role:
What is MXP, what are MXS, how to hold team meetings, how to do onboarding, how to give transition, how to use the tools that we have…
TL transition - getting transition
TL SUMMIT
In addition to NEC, this will be a space for them to learn more in depth about their roles, directly ask as many questions as they need, and meet TLs from other LCs to develop a support system .
TL transition - getting transition
BoL Forming
As every other team in aiesec, BoL is also an important team lead by VP MX.
In order to maximize their experience they need to have a proper team forming with setting expectations, purpose, identity, strategies and their 1st PDPs.
TRANSFORMATION PHASE
BoL Norming & Performing
In order to motivate them to properly execute their role it’s important to establish different incentive systems as well as feedback spaces and team days so they can feel better connected to the team and enjoy being a team leader.
Reflection & lead spaces are important for them to recognize the leadership development this role brought them.
o2o’s, tracking, performance management, incentive systems, team days, feedback spaces…
INCENTIVE SYSTEMS
Being a team leader can be hard & stressful, therefore it’s important to make sure we are recognizing the time and effort they are putting into their job.
Often people are scared of higher roles because they don’t understand their JD & think it’s something impossible for them to do.
It’s important for them to realize aiesec isn’t only their team or their LC
Appreciation, RnR, EB for a week, national touchpoints…
BoL Norming & Performing
BoL meetings
Based on timeline, it can include topics such as recruitment, pipeline and any other concerns about members & feedback spaces�
LCP2TLs
It will give them a space to reflect on how they developed as leaders and feedback from LCP how they can improve as well as them giving feedback to EB what to work on.
The idea is for them to see how much personal development this role brought them and they want to continue into higher roles.
BoL Norming & Performing
ADVANCEMENT PHASE
BoL Closing
Proper closing of the experience is crucial for the quality of team leader experience we are providing our team leaders with.
Team debrief to review our performance as a team, give each other feedback, set improvement points for next generation.
Individual debrief to assess personal development, role fulfilment, recognize contribution of this role for the future
TL transition - delivering transition
Ensuring that they are giving proper transition to their successor as TL so the knowledge isn’t getting lost from semester to semester.
It is very important to do it in synergy with the other VPs, create a transition strategy for the next TL's generation.
Knowledge, skills, documents, tools, suggestions for the future!!