LCPs

ORGANIZATIONAL CULTURE

Organizational Culture

Part 1: Culture & Internal Alignment

Part 2: Leading LoCo

Part 3: 1st LCM w/Newbies

Part 4: Culture Drives Performance

LCPs

Culture & Internal Alignment

Org. Culture Part 1

WHY IS CULTURE IMPORTANT?

Culture is crucial!

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A healthy culture encourages the members to stay motivated and actually dedicate time towards achieving goals and the LC vision. It ensures the purpose of your members is aligned to the vision of your LC

Think about your LC culture...

Does it motivate members and encourage them to stay?

Internal Alignment

Your LC has a compelling vision and clear strategy that is supported by its culture

Shared Vision

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Strategic Clarity

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LC Culture

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Shared Vision

• Do you have a clear vision that everyone in the LC knows and cares about?
• Is every member aware of your goals and how you plan to get there?
• Is your EB aligned with your members, or is there an EB/LC disconnect?
• Is every member personally invested in reaching your LC goals?
• Does every member know their “why” of being in your LC?

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The vision you have for your LC by the end of your term.

Ask yourself:

Creating a Shared Vision

• What is your vision for your area?
• What is your vision for our LC?
• What kind of LC do we need to be for our community?
• What defines success for us?

Member involvement - You can also ask your members! What vision do they have for the LC? What will be their part in achieving it?

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A unified ideal of where you and your members strive to take the LC.

Questions to ask with your EB:

Strategic Clarity

The strategies to achieve your goals and progress towards the vision you have.

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Strategic clarity is every member knowing and being able to repeat these strategies. Do you have this?

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LC Culture

• What norms and behaviors are needed?
• What kind of environment will motivate members to execute the strategies? To achieve the goals? To fulfill the vision?
• What kind of culture does our LC need right now?

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As an EB, assess your current culture and the changes you want to see. Then feel free to ask your members the same.

Examples of LC Culture

Open and Trusting - A cohesive and comfortable environment, friendships are likely to go beyond AIESEC

Internally Competitive - Recognizes high performers and build pipeline, gives low performers a need to improve

Operationally Disciplined - Processes are streamlined, members dedicated to getting it right every time

Creative & Entrepreneurial - Gives members initiative to act on their own ideas, be creative

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As an EB, assess your current culture and the changes you want to see. Then feel free to ask your members the same.

How it Connects:

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Have a shared vision of your LC, clearly defined strategies of how to get there, and define the LC culture needed to make it happen. Most importantly, make sure your entire LC is internally aligned!

ACTION ITEM

Comment: What is your shared vision for your LC? And describe the culture you want to create in your LC this semester.

LCPs

Leading LoCo

ORG Culture Part 2

Leading your LoCo

Your Role as LCP

Working with the Faci Team

Shaping the Culture

Your Role as LCP - steer the ship & be aware

• A future LCP is in your class of newbies
• Some of the next EB could be in this class of newbies
• You are the STAR
• New members will be watching and observing your every move!
• Set a good example and embody the behaviors you want to see

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There are a few things to keep in mind:

Working with the Facilitators

• The vision you have and the culture you want to create
• What are the main messages you want to convey in this conference?
• What are your main goals of this conference?
• What are the main takeaways/action steps you want your members to leave with?

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ALIGNMENT!!! On everything:

Shaping the Culture you want to see

• Use the chair and plenaries - help drive the messages, exemplify behaviors, and share stories reinforcing the culture you want to see
• Also have messages present in functional spaces/breakouts and closing
• Individual conversations with new members

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Just a few ways you can do this:

Example: Internally Competitive Culture

• Celebrate new TLs, VPs, and LCP applicants
• Present an LC R&R system
• Something that can be mentioned in each LCM/FTM and can motivate members through friendly competition
• Chair can share stories of their struggles as a member, and how they eventually became a high performer

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Recognize high performers and create pipeline, gives low performers a need to improve

ACTION ITEM

Newsletter comment: A photo of your LoCo OR a link to your planned agenda

LCPs

1st LCM with Newbies!!

ORG CULTURE PART 3

NEWBIES ARE HERE!!!!

How to do LCM

There are other resources for that! This is advice for getting your newbies to seamlessly fit in with your LC and its culture

1st LCMs w/Newbies

• Chance for you to build on momentum and energy from LoCo
• You’re going to need their help to bring it back to everyone that was not there
• Get newbies excited to actually do AIESEC stuff!
• Connect them and everyone to your LC vision and semester goals
• Use energy of newbies to motivate everyone else!
• The presence of new members can really help to re engage older members
• This will be their first space with the entire LC after being inducted. Whatever culture you bring them into is the one they will know

Why is this one so important?

The LCM

MC & LC Roll Calls

Introductions and/or Team Building activity

Newbies share favorite part/main takeaway of LoCo with those that weren’t there

Connect them to the LC vision and goals of the semester - what you are trying to accomplish together

• Remind them what they are working towards, explain the importance of the goals and how their own goals contribute

Any Updates from VPs/TLs - it’s important for newbies to know the leadership roles

• They are your LC’s future leaders!

Highlight upcoming leadership opportunities (it’s never too early!), talk about how AIESEC offers many opportunities to develop leadership potential, even right away if they are up for it!

• LCP - some of you will have a successor in this newbie class
• EB - your newbies could be already applying for VP roles next month

The Call to Action - what needs to happen this week

• How you rally them to action in LCMs can really help to shape the culture and set a precedent for the newbies!

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Some things you can include:

ACTION ITEM

Comment a photo of 1st LCM with newbies OR link to slides/agenda

Resources:

Check any of these out to go more in depth:

Advice on structuring LCMs

LCPs

Culture DRIVES Performance

ORG CULTURE PART 4

Organizational Culture Recap

• Internal Alignment
• Discussed importance of EB and then LC having a shared vision, clarity on strategies, and the culture needed to achieve the vision and execute the strategies
• You determined the culture your LC needs
• Leading LoCo
• Advice on being a role model during LoCo, shaping your culture, and overseeing the facilitators
• 1st LCM with Newbies
• Tips on how to integrate newbies into your LC and its culture after they’ve experienced LoCo

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And now, to wrap it all up...

What we’ve done so far:

Culture drives Performance

Misconception that if you want to “work on your LC or your culture” then you can’t focus on operations. That’s a bunch of BULLSHIT!! Because...

Read on:

How does Culture drive Performance?

• PURPOSE - connect it back to “the why”
• Purpose provides focus, which increases performance
• The purpose and why of AIESEC is a core part of the organizational culture globally. Make sure your member understands AIESEC’s why. More importantly, make sure they also understand their own and how the two tie together (refer to “Why are you here?” session from SNC)
• Since culture impacts behavior, it directly affects performance
• Ensure your culture influences productive behaviors
• Ex: In a purpose-driven culture, have every approved EP come by and introduce themselves in an LCM. Learning more about the people they are sending abroad can motivate them to perform to send more

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Harvard Business School found that organizations with “remarkable” culture perform 20-30% better

How does Culture drive Performance?

• Meaningful Work - Let the members know how their daily/weekly activities tie into the end goal.
• Showcase EP stories. Show them how their role contributes
• Empowered Members - Best way to empower members is for them to do and actually achieve.
• Get them to the You Do I Watch
• Once they know the ropes, empower your members to make their own decisions
• Ex: You have a member involved in another globally-minded organization with students matching our buyer personas, let them lead the charge in marketing to that organization
• Be a Role Model - No matter what culture you have, you and the EB must be the initial drivers of it
• Make sure it ties back to driving performance and exchanges
• Consistency & routine help drive culture - TEAM STANDARDS perfect way to make this happen!

Harvard Business School found that organizations with “remarkable” culture perform 20-30% better

Example: Open & Trusting Culture

• Each member discovers their own “why” and shares with teammates
• Fosters a sense of closeness and also accountability
• Team Standards VERY important for this kind of culture, show you care about their experience
• PDPs also important for shared accountability across the LC
• Ensure you spend time together outside of LCMs, FTMs, and working time
• Don’t let closeness or friendship become an excuse for not being real with each other!!!
• ALWAYS put the LC first
• Have a continuous feedback loop - both organized spaces but also giving it whenever it is needed
• Speaking the truth and saying what needs to be said, no bullshit

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The level of trust established in this kind of culture is what can drive performance. Be real with each other, and have tough conversations whenever needed to quickly address bottlenecks to drive performance and growth

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Cohesive & comfortable climate, friendship likely to go beyond AIESEC

Example: Internally Competitive Culture

• Very goal-oriented culture, but still important to tie back to individual and organizational WHY
• An LC R&R system can be helpful for driving this culture
• Incorporate NEC and LEC - learning more increases chances of high performance in LC
• Recognize achievement constantly, shouting out members for every approval or other success, both big and small
• Don’t leave the low performers behind!! Ensure they receive support and feel empowered to improve
• EB share experiences of what they’ve learned through AIESEC and how they have developed from it
• Show that you get out what you put in, performance and development go hand in hand

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The link between this culture and performance is pretty straightforward, since it is a performance-driven culture! Competition can keep things fun. Find another LC to compete with if you want to take it to another level.

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Recognize high performers and create pipeline, gives low performers a need to improve

Why is this important?

October is one of the biggest fall months for operations. You will need your people to perform. Use the culture you’ve been creating to drive it.

Resources:

Check any of these out to go more in depth:

SNC “Why are you Here?” Session

How to create a culture that drives performance

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The 3 Laws of Performance (book summary)