Value Delivery

Bucket List

Intro
As we strive towards becoming a customercentric organization, we move our focus to
providing better value delivery for our customers.
But how, you may ask?
Inside this booklet, you will find a Value Delivery
Bucket List, which is essentially a directory of the
things you can do, yet also is not limited to it.
Do keep in mind, this is a general framework that
you can use as a basis. You have the ability to build
upon this according to the needs of your entity.
Were just getting you started!

Lets Get Things Straight

By
delivering SnS, AIESEC
facilitate an Inner & Outer Journey that
develops the Leadership Qualities of our customers.

3 parts of AIESECs LDM

1
The Leadership Qualities

2
The Inner & Outer Journey

3
Standard and Satisfactions

VD Bucket List
OGX
ICX

LDA

Preparation

OPS

IPS

Experience
Mapping

JD

execution

BA

preparation

Virtual
Delivery

LEAD
facilitation

Story
collection

VD Bucket List
For OGX

VD Bucket List OGX

1

LDA

Preparation

OPS

BA

How to make EP take

the assessment
properly?

How to explain EP
about LDM?

What content should it

include?

How EP is going to be
debriefed about the
LDA result?

How to facilitate LEAD

before exchange?

How to facilitate
cultural preparation?

How to set goals based

on LDA result?

How to train members

for LEAD delivery?

How to facilitate entity

specific facilitation?

How to align EPs

experience with host
entity?

preparation
How to help EP to create
content based on
leadership
development?

How to harvest EPs

stories?

Leadership Development Assessment

What is LDA ?

LDA is the key tool we use to assess the Leadership Qualities of an EP. It provides
insights on an EPs development based on the Leadership Qualities and the Defining
Elements.

Each applicant on the Opportunity Portal needs to fill one LDA

before its experience starts.
This is a compulsory step in order for the applicant to proceed
with applying for opportunity.
Based on the 12 defining elements of the leadership quality of
AIESECs Leadership Development Model, we assess 4
measuring characteristics for each defining elements. So in total,
48 questions are being asked in the assessment. The assessment
is based on self image, meaning the Exchange Participant assess
himself or herself based on the his or her own perception.
An Exchange Participant will also receive the exit assessment.
The difference here is that, the Exchange Participant will not only
do an assessment based on his or her self image, but also assess
how much AIESEC have contributed to their leadership
development.

4 Leadership Qualities

12 Defining Elements

48 Measuring Characteristics
Initial LDA
Consists of 48 questions

48 questions based
on Self Image

Exit LDA
Consists of 96 questions

48 questions based
on Self Image
48 questions based
on AIESECs
contribution

Leadership Development Assessment

Q1 How to make EP take the LDA properly?

Correct expectation setting
From the very first interaction with the customer in the
Attraction phase, we need to set the correct expectation that
AIESEC is providing a leadership development experience. This
should be clearly reflected in the marketing message.

Do
Educate the member the importance of
LDA by letting them take the LDA

Membership education
As our members are interacting with the EPs constantly, it is
very crucial for our members to understand the value of the
LDA. This could be achieved by having an education session and
guiding the members to take the LDA themselves.
Explain the value of the LDA
At the end of the day, the LDA provides a scientific measure for
our EPs leadership development. By explaining the Initial and
Exit logic of the LDA, you can tell EP that they can track their
progress of leadership development.

Dont
Urge EP to randomly take the LDA, this
will jeopardise the whole point of
AIESEC essence.

Leadership Development Assessment

Q2 How to debrief the LDA result to the EPs?

Show LDA result on Opportunity Portal
In EXPA, you can find your EPs LDA result. The first
step is to make awareness of this result to your EP.
Make sense out of the LDA
By clicking on the score of each Leadership Quality,
you are able to see the detailed review of the result.
Way forward
Based on the result of the LDA, an EP manager can
start customising the preparation of the EP based
on:
Goal setting
Preparation customisation

Leadership Development Assessment

Q3 How to set goals based on LDA result?

Set goals based on the Leadership Qualities

Track leadership development

As EP manager, based on the LDA result, we can

clearly choose the focus of development. For
example, if an EP is assessed LOW in solution
oriented, the EP manager can set a goal with the
EP with the focus of solution oriented. In this way,
we are able to set goals not so randomly, but
based on the leadership development of the EP.

This will be a good time to remind the EP the

importance of the exit assessment. Because
only based on the exit assessment, we can draw
conclusion on how much the EP has developed
his or her leadership in the experience and also
check how much of this development is based
on AIESECs contribution.

As of now, there is no framework of goal setting

and preparation based on the LDA result.
However, we encourage the network to create
such framework and processes.

2
What is Preparation ?

Preparation
Preparation is consisted of how to explain LDM for EPs and how to provide
LEAD before they go on exchange, On the other side it includes how to train
your members for LEAD delivery and how to align the EP experience with
the host entity.

for EPs

Q1 How to explain LDM to the EPs?

AIESEC is about leadership development. For our organization, it means we want to develop the
following 4 Leadership Qualities: the ability of empowering others, being a world citizen,
solution oriented and self aware. We are able to develop these leadership qualities by providing
an EP an inner and out journey with our exchange. An outer journey is facilitated by AIESECers
through the minimum standards and the inner journey will only happen when the outer journey
is in place.

Q2

How to facilitate LEAD before exchange?

Based on LDA results of the EP, we can promote LEAD Spaces. These spaces will be simple sessions that
indirectly work with the understanding and awareness of the 4 leadership qualities, so the EP can understand
better and when it is actually realising its exchange, it can take actions based on the awareness got from these
sessions. The LDA results will be used to suggest to the EPs which spaces he can participate, but he or she is
free to choose the sessions of the qualities that make more sense. These sessions can be delivered during the
period before OPS or if necessary, according to reality, during OPS.

Preparation
for members

Q3 How to train members for LEAD delivery?

Education based on these steps:
1. Educate what LDM is in a very simple but detailed way.
2. Educate members on how to create LEAD Spaces and how to facilitate them.
3. Create support material for them to consult.
4. Suggestion: Use external partners to help us on how to develop useful LEAD Spaces.
5. Suggestion: The entity can have a national training team to help on the education of the network about this subject.

Q4 How to align EPs experience with host entity?

Co-delivery is the secret here. The Co-delivery agenda must contain
OPS and IPS agendas that complete each other. It is even possible to
have ICX from the partner present via Skype.
Besides that, the EP fills a form with expectations and goals, which is
sent to ICX, so they can work on that.
Have a Co-delivery Tool to measure standards of the Co-delivery
(define measurements and then create the tool).

Outgoing Preparation Seminar

What is OPS ?

What is the main outcome ?

Seminar which is conducted by sending entity in

order to prepare the Customer for his/her
Leadership Experience Development

-Clear Alignments between sending entity and the EP, in

terms of responsibilities
-Clear expectations for the EP for his/her experience
-Clear Cultural Preparation for the EP;

Q1 What content should it include?

OPS should include content with the following priorities:

- Personal Understanding: know how the EP connects himself with the experience and
personal ambitions;
- AIESEC Understanding: AIESEC Way, Leadership Development Model(SnS;;
- Showcasing of previous experiences with Returnees;
- Project Scope and JD Clarity;
- Goal Setting & Expectations toward the experience;
- Customer Alignments: XPP, NPS, Case Solving Procedures;
- Soft Skills Development, like Project Management;
- EP & SE Obligations;
- SDG Alignments within the experience
- AIESEC Opportunities besides exchange: Membership, Host, YSF,
- General Travelling Tips

Outgoing Preparation Seminar

Q2 How to facilitate cultural preparation?

A seminar is preferred with as many EPs of the peak/wave as possible. This can be managed,
ideally as 1-2 Day Agenda, and having TM (because of Reintegration and IXP Strategies) and
OGX as facilitators of the space

Q3 How to facilitate entity specific preparation?

Thinking of co-delivery, some points that should be aligned by the SE in order to deliver the
experience for specific entities are:
1. SnS fulfilment - Have clear in mind how HE process happen in order to fulfil them;
2. IPS Agenda of HE aligned with OPS Agenda of SE;
3. Cultural Aspects like country behaviours, Customers, Religion, Weather, Infrastructure;
4. Living Standards of HE;
5. SDG Issues;

Brand Advocacy Preparation

What is BA Preparation ?
If we look at the stories we are collecting and showcasing now, most of them are based on the cultural experience
of an EP. Although cross-cultural understanding is one of the value proposition of AIESECs exchange, it is not the
core value proposition. In order to create promoters that really advocate about leadership development, before
we send EPs on exchange, we can already start look into creating strategy to set the correct expectation.
More promoters of leadership development will eventually help us to attract more customers with the right
expectation, therefore creating even more promoters in what we truly offer.

Q1

How to help EP to create content based on leadership development?

Correct expectation setting

Provide topics to EP

Connect content with goals

Once again, the EP should be

set the right expectation
setting of the core value
proposition of AIESEC,
leadership development, from
the very beginning.

We can assist the EP by

providing topics based on the
defining elements. For
example, How being positive
shaped my experience abroad
or My Indian story - a story of
finding my passion.

Connecting EPs content

generation such as blogging,
video shooting based on the
leadership development goal
you set with the EPs.

Brand Advocacy Preparation

Q2 How to harvest EPs stories?

Make it easy for the EPs
Through providing a central platform for EP to summit their stories from the very beginning, you
can save a lot of time for harvesting content.
One of the example of doing so is to create a EP blog under national or local website, Facebook or
Newsletter. Here you can ask the EP to summit their stories and you can showcase them after
editing.
Create an incentive mechanism for EPs
Some financial incentives could be provided for the EPs if they are abel to create content. Also,
you can provide other forms of Rewards and Recognition. For example, if you have media partner,
you can incentivise the EPs by publishing their stories.

VD Bucket List
For ICX

VD Bucket List ICX

1

IPS

Experience
Mapping

JD
execution

Virtual
Delivery

LEAD
facilitation

Story
collection

How do I ensure
EP is having an
outer journey
through job?

What virtual
tools I can use to
ensure virtual
delivery for EPs?

What
environment I
can use?

What is the MC
role in story
collection?

What content
should it include?
What is the main
outcome?
What is the right
timing?
What does it
mean to align IPS
and OPS?
What is the
division between
hosting and
sending entity

How EPM is going

to customise EPs
experience based
on LDA result?

How to ensure the

exit LDA will be
filled by the EP?

Based on EPs need,

how do I assess my
entities capacity
for LEAD delivery?

How do I connect
EPs leadership
development goal
with the job?

How can I use

them?
Who should be
target EP?
What basic and
advanced
content we can
create here?

For this
environment,
what do I need to
prepare? What
processes I need?

What content
can I use?
How can I train
member to
facilitate LEAD?

What is the LC
role in story
collection?
What is the
importance of
story collection?

1 Incoming Preparation Seminar

What is IPS ?

Seminar which is conducted by hosting entity in order to educate and prepare interns
for the leadership development experience.

Q1 What content should it include?

BASIC CONTENT should be based on following blocks:
AIESEC understanding
UN and SDGs explanation and alignment
LDM understanding
Project & cultural reality
Interaction with the enablers

Q2 What is the main outcome?

Clear leadership development plan for the intern during the experience
Clear expectations between EP and Hosting Entity

Q3 What is the right timing?

IPS can be merged between products, depending on LC realisation timeline and most
importantly, the session that needs to be delivered
Sessions can be customized based on the product
Every intern is provided with the IPS between date of arrival and first day of work

1 Incoming Preparation Seminar

Q4 What does it mean to align IPS and OPS?
Alignment between both home and host Entities is strictly required in order to make the experience of the
intern even more complete and coherent .
This also helps to boost the strategic operational alignment within your partnership in terms of messaging .

Q5 What is the division between hosting and sending entity?

OGX

ICX

Goal setting and

Expectation

Setting up

Following up

SDGs

Raises awareness
about UN and its SDGs

Understanding and
local implementation

Cultural
Preparation

Educate in culture, beliefs,

behaviours, tips, etc.

Provides additional knowledge

and showcase the country

Experience Mapping

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What is E
It is ICX responsibility to follow up the EPs experience from the moment he/she is approved for an opportunity on.
This support should assure that the LDA is bringing valuable inputs for EP and for the entity during whole experience.

Q1

How can an ICX manager customise EPs experience based on their LDA results?

Once the EP is approved for an opportunity, the ICX manager has access to the results of the LDA. It is
suggested that each entity creates its own framework on how to use the LDA results to customize EPs
experience. With this, host entities can work with the EP on: 1) goals setting; 2) experience customization.

Suggestion
!

Take in consideration that EPs needs different support levels in each quality they aim to work on the
development.

For entities that runs iGV in a low and middle level, its interesting to operate in a personal and
approachable way in the Follow up Meetings. For entities that operates peaks with +100 EPs, they should
base their support in a clusterization of the LDA Answers, nevertheless, the EP still have to have clear image
of what they do have to develop and contribute to the experience in general.

Experience Mapping

Q2 How to ensure the exit LDA will be filled by the EP?

Coming back to the essence, the ability of us developing leadership is a crucial measure for the organisation.
This means that if we are not able to ensure that the EPs are filling the exit assessment in, we will not be able
to measure our success.
There are two steps to achieve this, the first one is alignment with sending entity and the second one is
engagement with the EP.

It's really important to ensure that partner entity will emphasize about exit LDA for EPs after project during
reintegration events or activities. The hosting entity can follow up with entity partner and remind EPs again
at the end of EP's journey.

The hosting entity needs to trigger EP's curiosity regarding LDA comparison between first time before
applying to any opportunity and second time after EP finish their exchange experiences (Complete status).
By doing that, hosting entity can provide materials regarding how to take actions towards personal
development based on the LDA results.

Q3

Based on EPs need, how do I assess my entities capacity for LEAD Delivery?

In order to ensure that all the Standards & Satisfaction are being fulfilled, hosting entities need trained and
capable membership to execute the VD activities properly. Therefore, it is recommended HR capacity of 1to-5, meaning that 1 member can support directly 5 EPs.

JD execution

What is JD execution ?

Q1

One of the Standards & Satisfaction cluster is called Job (SnS #: 4, 5,

6, 7 and 8). We have this requirements as standards since most of
the experience of the EP happens inside the enablers environment.

How do I ensure EP is having an outer journey through job?

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Challenging R
It is crucial that the activities developed by the EP should be
challenging. This means that the enabler should provide
responsibilities and clear outcomes until the end of the
project/internship.

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Individu
During the beginning of the project, the enabler and the EP should define key performance indicators and
Measurements of Success related to the job description activities. During the beginning of the task, the current
status of the project/sector/market should be measured, in order to make a comparison with the numbers and
achievements in the end of the project.
During the execution of the project, monthly report of activities (KPIs) should be developed. Based on this, the
supervisor from enablers side should give feedbacks on the task execution. By the end of the project, the EP should
organize a presentation with main analysis and deliverables of the project and learning points from experience.
It is recommended that the EPs supervisor provide the measurement and tracking of the KPIs.

JD execution
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Interaction
Its important to align with the enablers that the execution of
the activities should be delivered having interaction with
multiple stakeholders. This means that the EP should be part
of a team, lead one, or engage with multiple teams.

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The first month of the EP in the experience is crucial for the outer journeys support system. Therefore, it is
important to induct the EP on company not only regarding company presentation and working rules, but with the
skills and knowledge needed to execute the activities. The enablers should provide training on business
processes, in order to give the tools and knowledge needed for the activities execution. During the training, the
EP should identify learning points from company side, pointing suggestions on improvement for the enabler.

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Each EP should have a mentor/supervisor inside the enabler which will follow up the experience, providing the
support system required: assuring training and induction; facilitate communication with stakeholders; define, track
and evaluate KPIs & MoS together with the EP; give monthly and/or ongoing feedbacks for the exchange participant.

JD execution

Q2 How do I connect EPs leadership development goal

with the job?
Once the host entity has access to the LDA results of its EPs the next step would be 1) goal settings and 2) journey
customization. This means that the customization should not only be actions driven by hosting entity, but milestones
and actions that the EP will execute in the enabler environment. The hosting entity should facilitate the process of
defining personal goals and milestones activities for the EPs.
Following you can see some suggestions of activities based on LD qualities that the EP aims to develop:
Develop a analysis of market from home
and host country, identifying the main
sectors bottlenecks and proposing good
practices sharing and business solution
from its home country

Assembling a cultural and personal

presentation, addressing qualities that will
contribute to the enabler and the projects
execution, sharing expectations regarding
main learning and experiences take away

Engage with teams/sectors in the enabler

connecting daily activity to different
stakeholders

Hold a meeting to report in the halfway of the

exchange to the supervisor, communicating
points of failure and achievement so far, and
proposing improvements for implementing
during second part of the project

Virtual Delivery

What is Virtual Delivery ?

Q1

Virtual Delivery is the way to start communicate with

your EP even before he/she starts the experience. It lets
better expectation setting with EP and preparation for
leadership experience.

What tools can I use for Virtual Delivery and how can I use them?

Websites and emails - you can use them for information and materials delivery for your EPs
WhatsApp can help you in better communication
Social Media can be used for engagement of EPs and showcasing of the experience
Mobile Apps can be used for tracking SnS, reminding about LDA and engaging with other interns of the project

Preparation package
You can start using virtual spaces before EP
goes for exchange. For better preparation of EP
use the space for sharing information about:
VISA
Country induction
Insurance and Vaccination
Case solving flow explanation
Flight information and tracking

Building EP Engagement
Virtual Spaces can help you in building EP
engagement in AIESEC and project as well. Try
to create community for EPs where they can
share their questions and doubts.
By answering for their questions you will create
the space for conscious learning and
improvement.

LEAD Facilitation

What is LEAD Facilitation ?

Q1

LEAD facilitation is enabling EP to go through inner and

outer journey during the experience. AIESEC should
create the space for LEAD delivery during all the
experience of EP.

What environments can I use to facilitate LEAD?

For facilitating LEAD you can use all of 6 Learning Environments: team experience, learning circles, individual discovery and
reflection, conferences and seminars, mentoring and virtual spaces

Team Experience

Individual Discovery

Q1: What can I use this for?

Q1: What can I use this for?

- space for EPs to get to know each other and set

expectation for the experience
- defining team roles of EPs and developing soft skills

- building clarity of why among EPs

- reflecting on the experience and setting personal goals

Q2: What do I need to prepare?

- make sure that team leader knows the objectives of this
LEAD space
- make sure team leaders and EPs know Team Standards

Q2: What do I need to prepare?

- before the session EPs should think about their goals
for the experience
- you can use LDA results of EPs for their personal
reflection?

Q3: How to educate my members for that?

Q3: How to educate my members for that ?

Most important thing is to educate people who are going

to be leader of the team. You can do it through webinar
or physical meeting. Make sure they have already gone
through a team experience.

Facilitating individual discovery might seem easy but it

demands a lot of facilitation skills from your members. To
make sure your members will be best prepared for it give
them basic coaching knowledge.

LEAD Facilitation

Conferences and seminars

Learning circles

Q1: What can I use this for?

Q1: What can I use this for?

- building a culture among EPs

- facilitating better AIESEC understanding
- improving EPs engagement in project and AIESEC itself
- LEAD sessions based on the defining elements

- expectation setting for the experience

- reflecting on the experience and setting personal goals
- sharing the learnings from the experience among EPs to
make them more aware of the opportunities

Q2: What do I need to prepare?

- Aligning agenda with IPS and OPS
- preparing all the content for the sessions
- logistical preparation
- LEAD facilitation training

Q2: What do I need to prepare?

- make sure you know what the discussion will be about
and what will be the flow of the meeting
- define the goal of sharing and what should be EPs
learning from it

Q3: How to educate my members for that ?

Q3: How to educate my members for that?

If you have organized a conference already make sure

that you get inputs from previous ones and you learn
from your successes and mistakes. Talk to previous
conference and agenda managers and implement all the
inputs they give you.

Facilitating learning circles might seem easy but it

demands a lot of facilitating skills from your members. To
make sure your members will be best prepared for it, give
them basic coaching knowledge and make sure that they
understand clearly the goal of the discussion and they
know how to shape the discussion around specific topic.

Make sure all of your members know the goals of the

conference and their role of fulfilling them.

Virtual Spaces

Coming soon

One to One

Story collection

What is story collection ?

A way of transmitting interactive content using words, sounds and images in order to reveal the personal leadership
development experience our interns lived. Through these stories we want to position and engage our customers
with our real value proposition which is leadership development. Our goal is to educate our enablers in order for us
to create the right expectation setting on future experiences with them.

Q1

What is the MC role in story collection?

Define the channel to submit all stories

Educate the Network on how the content needs to be
created
Framework of purposeful questions for EPs so it can be
easier for membership to identify the defining elements
after they interview their EPs

Q2

What is the LC role in story collection?

Each interview or survey (depending on the number of

people) has to be personalised on the whole inner journey
since the day they filled their online assessment.
Send the information properly based on the defining
elements

Q3 What is the importance of story collection?

The purpose of collecting these type of stories is to showcase the
leadership development that our interns went through when they finish
their exchange experience. Stories that are told by customers who lived
the experience make our customers feel more engaged with the product
and with that, easier to connect with. Finally, we are able to create the
right expectation settings on what the real value proposition of our
product is when the stories are more aligned to our organisations
mission.

Channels:
Website, Blog,
youtube, Snapchat,
Facebook, Instagram