“2000 powerful lives

One unforgettable action”

Application website:
www.jorgecardonanaranjo.com
Jorge Eduardo Cardona Naranjo
Manizales-Colombia
September 15th* of 1987
Adress: Calle 65 # 1A-26 Chapinero-Bogotá
Mobile: (57)+3014879303
MSN: jorgew25@hotmail.com
Skype: jorge.eduardo.cardona.naranjo
Email: jorge.cardonanaranjo@aiesec.net

2009-II. COLCIENCIAS ‟Universidad Nacional:

Research Assistant. 20 hours per week. PRACTICAL AND PROFESSIONAL
„Elaboration of computational models for simulation of physical systems.
„Growth of carbon thin films by Chemical Vapor Deposition. Xp
„Work with a multidisciplinary group of professionals.
2007-I. 2008-II. Universidad Nacional.
„Work under pressure.
Scholar, student Instructor 10 hours per week.
2006-I. Universidad Nacional.
„Teaching subjects of advanced physics to students. Review of
Laboratory Assistant 8 hours per week.
lab deployments.
„Direct lab experiments in cellular and molecular biology.
„Preparation of lectures and lab activities.
„Reactive preparation.
„Teaching and orientating big size groups in advanced topics.
„Design and explanation of the different lab settings.
„Assessment of student reports.
„Administration, control and evaluation.

THESE AREAS I HAVE DEVELOPED MY EXPEREINCE

FL&A
MAIN ACHIEVEMENTS IN AIESEC: 2010 MCVP FL&A AIESEC Colombia where I am introducing ACADEMIC
changes in the financial model and account procedures 2004 High School student from the Colegio Mayor de
National Level As LCVP I created the financial culture in a LC and gave Nuestra Señora, Manizales-Caldas 2006 Physics Engineer
New financial model AIESEC in Colombia. continuity with a process that today has three years. Universidad Nacional de Colombia.
New logic in national budget. ICX 2008-2010, researcher in physics plasma lab. International
Improvements in national accountable procedures.
Legal processes with trainees, sell ICX portfolio. TN taker paper in “Obtaining the vibrational spectrum of a
Local Level
account manager. Awareness of TN taker flow monolayer carbon nanotube (SWNT) by computational
At the moment, break down the historical OGX
performance on Xs in @MZL.
methods” in physics international congress.Book in Materials
LCVP in charge in 2009 during two months. Awareness of EP flow. Characterization with Dr. Maria Elisabeth Restrepo. Grade
Get a local integral ally for the LC and creation local
BoA. in Financial and Bank System, SENA Colombia
LC debt payment (more than $ 9’000.000).
General Questionare
Why have you decided to apply for Colombia’s Member
Committee?
For four years, my job, actions, dreams and my live have had purpose; the first one makes
me a great leader, the second one makes me a better person; the both had been possible
because I’m an AIESECer.
I have had the opportunity to wake up every day and feel that I enjoy my daily time… this is
something that makes me feel not only complete but also proud. MCP AIESEC in Colombia is
not an aspiration to return everything that AIESEC gives me, being MCP is a dream to make
2000 people better leaders, better people, better AIESECers. Our talent has all the
potential to fuel itself of passion and achieve the ambition to change AIESEC Colombia into
a great entity in our network, right now I am completely convinced that this is the way to
make a great country for tomorrow. AIESEC Colombia needs to develop the best talent to
impact our society, this is my challenge and I want it to become OUR challenge for one
year… Being MCP is about professionalism, is about ambition, is about capacity, and is about
one action.
AIESEC in Colombia AIESECers, I am only one man, we are one team, one team that speaks
about the Colombian talent... The change that so many times we ask to our leaders, is a
change that must rise in our heart and mine as one; thinking in the time and energy that
we will invest here, so today when I close my eyes and I can see all your faces, any doubt
that I could have disappears and the conviction that I want to be your leader remains.
Therefore I want to create these powerful AIESEC experiences that are constantly
appearing inside me. I want to be MCP with you not for you, because we are AIESEC
Colombia team and the tomorrow will depend that we wake up every day felling that we are
happy and enjoying our daily challenge…
AIESEC in Colombia I invite all of you to “2000 powerful lives to one unforgettable action”.
My Strengths and Weaknesses
I will make the analysis from AIESEC Global competency model and the soft skills required in
the MCP MoF:
Social Responsibility:
The main point to define this as strength is the capacity to take decisions despite of
personal ambitions, thinking always in the consequences that my choices could bring to my
team regardless if I am the leader or a member.
As MC team member: This competence as MC team leader leads me to set a standard when
it comes decision making and also to create a culture of service in the team around all our
actions.
MC work: This can ensure that the purpose of all decisions always rises of thinking what is best
for all the entities, when not only I am thinking in what happens in my MC term but also how is
Strengths
connected with futures teams.
Performance Management
My biggest motivation are the results so I am a results oriented person, trying to always
keep track of the goals progress and that this progress is based in good process execution.
The follow up to my team members is a habit.
As MC team member: As team member this help us to not lose the focus.
MC work: To drive the growth and the achievement in all areas, not only making follow up but
also providing ideas to achieve better and higher results.
Team management
I always aim to create strong connections between a team based in a common purpose and
consensual goals and also to develop strong relations between the members.
As MC team member: My team management will allow me to create a great environment to
develop performance and people with a correct balance, and make them feel always leading
by example.
MC work: In the MC work this will let me manage different situations in the team in a correct
way and makes a very tiny space, a nice place to work.
Global mindset:
I haven’t had the opportunity to live and international experience which today could be a real
challenge for an MCP, so basically my awareness about our network was built by comments or
reading articles but not for personal experiences.
As MC member: My international network has to be built by efforts on international cooperation or
connections in international teams; basically personal links create stronger connections, so I have to
Weaknesses
build them more when I experience my first international event with other MCPs.
MC Work: This is an international network so connection is mandatory, so it is my challenge to
expand my global network and knowledge.
Assertiveness:
Take one minute more to think better the thing that you will say or how you will say it.
As MC member: Thinking in the right words and the appropriate way to say it is so important to
keep a good environment in the team.
MC work: Assertiveness communication is necessary not only with MC team, but also, is more
essential with the general assembly.
Meeting facilitation
I have this from my experience as LCP, I could spend an entire day in a EB review meeting despite of
having a previous agenda and the flow of it to make effective all the discussions, nevertheless it
takes me some extra time to finish it. “Speak less do more”.
As MC member: The meetings are so important so effectiveness takes more relevance because the
operative and functional jobs also need their time and the balance between these two moments give
capacity to the team
MC Work: The MCP has a lot of responsibilities, turning the effectiveness crucial to develop a good
role and to provide time to the team to think and revaluate the strategy and evolution. Also
effective meetings cause the team to develop confidence in its leader.
Make a SWOT (strengths, weaknesses, opportunities, threads) of AIESEC in
Colombia. The internal analysis was made based on the results of running the
balance scored card (not all the CSF were evaluated using KPIs information this
due to problems in the information management, so some results are perceptions,
finally the BSC was evaluated taking as based 2010 period and their goals not their
AIESEC in COLOMBIA SWOT
growth compare with 2009).
The awareness to create a positive impact in the society must be connected with one believe… As
AIESECers , wherever, whenever, we can produce the change, make easy something that yesterday
was impossible…so… here as members we must believe we can produce different things otherwise
¿what will give us the conviction to do it tomorrow?

Increasing exchange: We are Our Structure and LR To Talk about quality is so difficult and more
growing as country but we are generation is adapting to the difficult is the measurement of it, but I am
under our ambitions, below you needs and some organizational convinced that our XP have quality, we set
can have some consequences. trends high standards but we could be better

Giving the right Capitalizing on External positioning to Financial sustainability

opportunity: AIESEC in networks, market and students and We have a new system for
Colombia is great offering issues: M&C is organization: Our reserves management but it
creating a better entities don’t have a is not executed and the
LR opportunities, we need
focus in this point but clear vision of how to investments need more
to progress in Xs
still the strategies execute public relations promotion about their
opportunities taken by our are not executed at or the implication of purpose. At national level Xs
long term members and local and national level. promotion and must increase their
also members with LR This also is evident in marketing in new ally contribution to national
experiences. the TN raising. generation. budget.

Market analysis: It’s true that M&C is Planning and review: LCs understand the Relationship
making a great progress on this, but it is importance and create good plans, but they management: For
still a plan, the LCs have not had a strong need to make better tracking. Our leaders sure the most
approach to the external environment, need to manage with more capacity the effective strategy
and we can see it in the ICX Raising performance in all organizational levels. to a better market
performance. approach is
capitalizing our
Governance and accountability: The alumni network; the
Managing information:it limits our capacity internal mechanisms are great and strategies in the LCs
and professionalism. We don’t have IT solutions, make our organization strong, but our still are not oriented
the internal communication doesn’t have clear external ones must be strengthened to this.
focus, and KM is still a process to define. not only at national level but also at
local level,
Recruitment and induction: Let’s
differentiate: long term-short Managing talent: It’s the same point ensure
IT infrastructure: Our MC has
term members. For Long term a better allocation and even required
been crisis in IT tools not only
members we are doing well, but for learning plans for short term experience.
with hardware but also
short term is necessary define And about member education plan, we need
software, these cause
better their roles in the LC to know better the focus and develop
problems in the team’s
(stronger definition than tasks aim stronger leadership development
effectiveness.
for a better experience). programs.
 SWOT ANALYSIS AIESEC IN COLOMBIA
Drivers set for SWOT analyses Strengths Weaknesses
ABOUT DRIVERS

1. Membership potential and their passion for AIESEC 1. Talent management process applied to short term AIESEC These don’t mean that we will lose performance, growth and
1. LR development to produce and manage higher 2. Understanding NST. XP
focus as organization, OGX must give them, and we are EP
performance 3. Internal governance and connection between their 2. MC infrastructure
providers and that is one of our strengths. Only that we will
3. Management information and IT applications in our
entities set more attention in these points searching a better
processes.
2. TN Raising as the way to connect us with external 4. Growth in the membership awareness to live full @XP. 4. Connection and capitalization external environment AIESEC in Colombia. OGX we know how do it, we need to
environment trends. 5. The membership attitude to live leadership (example alumni network) and process with external continue and improve it.
experiences (Generation LR experiences) stakeholders.
3. Dual XP to capitalize our potential in members and 6. Colombian Financial model 5. Legal coherency in some action in a framework as NGO OGX is a driver by default
OGX knowledge. 7. Country Positioning in AIESEC network, leadership in 6. TN raising (attitude to sells)
roles around the world. 7. Leadership capacity to produce higher performance or
higher growth. ( Create to many unbalanced between LCs)

Opportunities SO Strategies WO Strategies

1. Colombia needs to increase the productivity to be ready
for different TLCs (Colombian productivity is an issue in our
economy).
2. Colombia drivers for next four years (Las 5 Locomotoras
de Santos)*we will choose 3
 Innovation: The investments in this sector from the
national budget will increase in 1 point PIB
(GDP)=COLCIENCIAS a strategic ally.
 Mining: The country will enter in a bonanza in this point,
especially with the products associated with energy.
 Agriculture: The country needs to wake up in this point
after the conflict affected us for too many years, this
is not only key for the economic but also relevant to
attack social problems
3. Network trends:
 Diversification TT pool.
 EP MT pool with the biggest demand and good quality
 The study of new pool in health sector
 Dual XP focus
Threats
In this point we can see the external opportunities that we
 Offer to National TN Takers, special TNs with better  MTs for TLC business preparation and capitalization will capitalize but some of them aren’t enough for other
conditions and JD for high quality EPs Dual. Study all the sectors that their capital and be affected by initiatives, some of these are:
Make Colombia an attractive destine for Dual XPs around the trades and create a MT product for this need.
the world. Alumni Network with entrepreneurial efforts or in the
 MTs and TTs to increase the Colombian organization consulting field:
 Special International cooperation projects to diversification innovation and productivity
TT profile Create and present a project with the support of
Many AIESEC alumni are involved in this and their
Take advantage about our student market and knowledge COLCIENCIAS, to increase the productivity in our
experience and their sharing could be great to develop
in OGX and propose to key country partners a project organization and to insert new technologies in their
where we try to raise special TN-TT forms for Colombians in process. programs that not only develop behaviors in our members
different types of engineering. according to the global competency model, but also in
 Approach to generate New Supporters and enablers in other behaviors that are important for good
 Special international Cooperation Project to Health profile: Mining sector management practices.
Take advantage about our student market and knowledge The sector will have the enough capital to make
in OGX and propose to key country partners a project investments, in ICX this an opportunity but also is for all CSR Programs
where we try to raise special TN forms for Colombians in kind of ER products
Health profile. This is the always topic but we have really cool
 DT-MT-TT to impulse the Agriculture sector cases of its capitalization in organizations, especially in
 Keep and increase the incentives, also increase the This is a sector that will need technification and better those who don’t have defined programs because they can
promotion for EPs Dual. Try to make cooperation to get TN management, and finally assistance to social programs
be supporters of other projects and initiatives, or the
for our Dual EPs. around it, approach to Acción Social (different from now)
organization has the potential of being a TN taker.
and to Agriculture Minister to explore possible programs.
 Reintegration: We must begin creating a learning plan that
connects the LR and what possible roles after Exchange  Structure specific talent management plan and process Other issue to explore entrepreneurial efforts is the IT
XPs in all EP short term. for short term sector.
In dual this is something that we are working on but to
create a stronger proposal for short term is necessary
knowing these members could work with a clear purpose.
ST Strategies or consequences ST Strategies or consequences

1. Youth unemployment rate (28%) C: We must continue with emigration MT not match to DT pool, C: Organization in Colombian became more protectionists with
2. Despite of global economic growth persists the fear about in which the profile required some MT skills. Is also necessary their positions and roles for Colombians.
a new economic crisis (Ireland case) explore more efforts in IGN cooperations. C: uncertainty about our legal actions and procedures
3. Legal framework for NGOs in Colombia is poor C: Possibility to have legal problems to not deliver our promise
4. Network trends: and even return money for this.
 TN MT pool with deficit in supply
 PRIORITIES INNITIATIVES RESULTS
Explanation: Developing 2000 thousand powerful lives speak about each one of us; it focuses in the kind of leaders that we are… Our leadership
development always speaks about how we are developing competencies (according global competency model)… in this AIESEC other behaviours are
First Driver: more important, these behaviours talk about the ability to manage and create better entities.
Leaders with stronger manager
behaviours and skills
LR Education cycle focus on External advisory to create and
Change soft skills criteria management skills implement changes. 1. New MoF structure in other
skills required to development in
DEVELOPING The criteria will be focused in manager Use an external consultancy and
the role.
2000 THOUSAND behaviors and skills. These will be  Align local and national education cycle alumni network to create and
POWERFUL LIVES to deliver these skills and behaviors develop the program to develop 2. Program to develop these skills
different by kind of role (EB, MM). (Study the national education cycle). management skills. in our members.

3. Quality and high standard in the

This focus doesn’t say that we will forget the other points and programs to develop our talent. program.

Explanation: To be a top 5 country in our network and make us stronger in the network with better negotiation. We must drive the Colombian
growth not only under OGX performance but also under ICX. Besides this as, our SWOT says, is a clear point to be relevant in our country. 700 powerful ICX experiences
Second Driver: 1. Managing talent to selling  Sells Teams
 Approach to key sector
 Balance int. cooperation
 Continue with marketing strategy
experiences  Keep and improve the strategies  Project of investments where the 1. Increase sell work force
for segmentation and product
ICX PROVIDER like NCST management by LCVP countries support the capacity of
development (if we have good 2. More Specialized team in sells
 Allocation focus in core areas and ICX Colombian sales teams (link with
result)
more in feeding sells team  Explore how to increase national results), we make a retribution
including this experiences to  MCP in right places, alumni network, 3. Effectiveness in TN Raising
ICX structure (if it is not possible for the raising and focus the
finalize e introduction stage. It is and approaching the government
another MC full time, explore MC matching with EPs from the
about culture not about polices part time).
according to the opportunities
support country 4. Int. Cooperation for all TN
 Education on sells to all the LCs at
showed in SWOT. flow
 Local TN sells teams (deliver until 
induction time.  Support the capitalization of
agreement legalization, won’t 
alumni network to TN raising in LCs
match) 


380 DUAL XP
Third Driver Explanation: More members having full @XP speaks about our quality.
 X+L

 L+X
 Create learning plan that include possible LR opportunities in their 1. 230 L+X
experience.
IGN TOP ONE IN NUMBER  Keep and try to improve the current pricing polices
OF  Include in promotion a general standardized reintegration program
DUAL XP
 L+X+X second exchange will be free  X+L+X the second exchange will be free (after a reintegration program) 2. 150 X+L
 Strong national campaigns to promote X inside LR  Stronger planning Virtual LR

LCs expansion strategy is essential to the future growth, but it is as

ORGANIZATIONAL GOALS: important as the LC development strategies.
OGX Goal:
X = 1600 LCs = 21 DUAL XP = 380 We must wait for the results in the new NET strategy, but something
900 to think about are positions involved with this objective.
LR = 700 Extensions = 3
 What is missing in AIESEC in COLOMBIA to be TOP 1 in At the end the difference we can see it in
IGN and TOP 5 Global? numbers but the reasons are more important
Besides the clear numeric gap, something is true, Colombia one year ago, set goals to put itself in
the top five Global, so our ambition is there. We can analyze clear points: X = 1600
AIESEC X = 470
DUAL = 130
COLOMBIA DUAL = 60 Expansion in other countries made them have the double of LCs than Colombia has, so our
LR = 690
LR = 370 Expansion strategy (Colombia road map for 2009) wasn’t according with the needs and even
when the LCPs in that time planned it, we forgot this and choose our growth driver to be an
Members = 2700 TOP 5
Members = 2200 EP provider instead of expansion.
LCs = 30 GLOBAL
LCs = 15
Be EP provider is good but in the network rules who has TNs, even that countries link the
We have the talent and the international cooperation with their EPs using their TNs for negotiation. So becoming a TN
ambition; we need to align provider is also a requirement to growth.
them with our strategic
Country Average
decisions and plans I think we must replant our talent management strategy (Education side), the learning model in
Performance Performance
too many of the top countries is aligned with AIESEC’s learning by doing philosophy, where
introduction is an experience that takes you out your comfort zone .
What are the challenges you see in the
general AIESEC XP provided by AIESEC in Country partner: To make investments in allied countries aiming toward trust building.
Colombia? Which initiatives would you
suggest to improve it? What are the
Challenges: Initiatives:
elements needed to ensure quality of
Time between recruitment an Some LCs Already do it, and is
experiences we are providing allocation methodology of allocation in LIM. Induction has
induction. high focus in learning by doing
Challenges:
and all start working in core
It is not clear and useful, is more a personal stage of
areas.
preparation that something to develop and deliver as
Initiatives:
organization Challenges:
Customized education cycle
Education cycle not only based
taking into account the next
in AIESEC knowledge but also as
Challenges: Initiatives: steps in the personal career
preparation to next step
Short term @XP quality and Process improvement plan weather is X or LR.
preparation for full @XP. specialized for short term.
Quality measurement of the Use samples to begin
experiences measurement (ICX ‟OGX). Challenges:
Initiatives:
MM role in some LCs is still week
Attack the education since TR
and they are taking EB and
Be prepare to in preparation on skills as MM
MM in a education that le t us
To ensure quality of the deliver the Be connected and same for EB role.
do it better.
experience the benefits that we with the right
organization needs to promise (Brand potential
XP)
 SPECIFIC QUESTIONARE
What is that personal contribution that will make you the
right MCP for AIESEC in Colombia at this moment of time?
There hasn’t been an activity in my live, that I start „ Strategical thinking and plans
without passion … passion for my work, my family, my „ Change reallities: In creation: Is one thing that I
live, my dreams are the motor of my live. For the past my AIESEC XP I have really enjoy as MC VP FL&A ,
four years this passion has had a name, and it has demonstrated my especially the done excercise to
capacity to create develop the cluster strategy. So
been AIESEC it wiill be a pleasure to lead and
change and create develop this at national level
Other characteristics that AIESEC in continuity in process Change Create a
Colombia will have from me: and results managemen long term
Professionalism t wiith new vision@COL
Responsibility AIESEC Vision 2010-2015
Leading by example
Motivation
Ambition „ Team work results with synergy:
Result Oriented The results not only as MC Subsystem Interaction
member but also as LCP and integral with
Dedication developmet „ Attitude to explore and
LCVP were always due to external
interaction with other areas and and synergy envirotment capitalize external envirtoment:
developing my experience in a Despite of not having previous ER
experience as LCP i consolidated
Identify 3 key trends in Colombia that are support area gave me sinergy
awareness the JAL and the integral ally. As
MCP the interaction will be
shaping the network and explain in a few words stronger to open opportunities
to AIESEC
how those trends are opportunities or threat
and could influence AIESEC’s contribution,
structures and processes at national level.

TRENDS AIESEC’S CONTRIBUTION STRUCTURE PROCESS

1. Leaders formation to give an added value to the youth and to the 1. Leadership development programs become more
Youth unemployment rate (28%) organization where they will be 1. Personal development with TM important to deliver the needed impact to our
2. International experience to make rich they curriculum and more 2. Outgoing Exchanges member and indirectly to our society.
attractive when they come back to the organizational market 2. Exchange program

Colombian Government integral 1. Provide high potential talent to add value to the government projects and 1. ER or BD agents to create connections with the 1. ER focus with the effective approach to the
assistance programs increase the achievement capacity government government

1. Support the preparation as a country for this agreements with 1. Incoming exchanges to supports this need in 1. Product Development and market approach to the
Colombian FATs
innovation process than increase our productivity as country Colombian organization sector that could generate this kind of initiatives.
 It is the middle of your term and due to financial restrictions you need to do a cost cutting
exercise. The largest costs in the current MC budget are driven by administrative costs
(salaries, etc). What will be your approach? Please, argument your choice.
The last point that I affect will be the MC team salaries or the structure.
Point to approach:
Eliminate outcomes from innovation projects, M&C budget and other incomes with
return of investment to long term: We need to generate fast results so is
necessary to focus the expenses in the areas who generate them.
Focus expenses in ER and Xs areas without investments in international cooperation,
raising must be focus and I would lead the LCs to increase the efforts into doing so.
CASE I: Use the LCs to try to get quickly financial support, in case that our LCs have
the capacity to make some loans to the MC, we ask them while we expect incomes
from raising and ER products.
CASE II: financial sector tools. If Our LCs don’t have the capacity (even alumni can’t
give us support), we ask to the financial sector for a loan ensuring the negotiation
to be good and sustainable for AIESEC and with a timeline that let us have support
while expecting recruitment results. The last tool that I will use: factoring, if we have
the potential to do it.
If anything else from above fails, I will start to analyse MC salaries and structure,
focus in keep the core work and in avoiding repeat positions.
2010 has been an intense and challenging year in terms of exchange goals achievement. In case Jose 1001
goal is not achieved, what could have been done to achieve it? What would be your message to the
National Plenary?
To achieve it:
Coherency between plenary ambition and MC plans and strategy: MC 09-10 leave their organizational
goals static regardless the opinion of the national assembly which in NPM set a bigger goal, there was
not alignment of the national strategies with the needs of the goal demanded by the members, the MC
achieve its goal but the country felt frustrated, MC must be coherent with country ambitions.
Stronger focus ICX-OGX DT in summer: Colombia didn’t capitalize summer, if some strategies for DT
raising in ICX and OGX that today we are generating, would have been implemented since summer, we will
be closer to the goal.
Pushing more the LCs and increase the interaction with LCs with leadership problems: MC must be more
aware about LCs realities and challenges and push them to increase their performance at the same
time as the MC supports them.
Align LC operations with international X cycles: Winter, thousands DT-TNs and only three LCs that made
recruitment on time to take advantage, this is something that can’t continue, our LCs must do the
things on time. The MC has to change their role and support directly the recruitment because this time
it was late.
Smart exchange investment: until now we understand that international cooperation it’s not the only
investment to drive exchanges, there are other investment in local procedures and R&R system that
even motive more to get results.
Message to the plenary
Hey AIESEC in Colombia!
This year has been amazing, the challenge that we set in NPM
2009 has created today an incredible growth to our country that
make us stronger as organization in all levels, and make to these
Colombian AIESECer generations the most successful, I really
believe that today our leaders are better than yesterday, that
today our members feel stronger that they must live a full
AIESEC XP; for all these congratulations because we change, and
we change to higher levels so be proud for that. Something is
true we didn’t achieve the goal, and we need to be aware about
one thing, we could achieve more, we could achieve our dreams,
and we need to improve the attitude and commitment with our
ambitions. The future ambitions must be supported by our
conviction with the dream, to the daily work and the innovation to
change. We must act as one, where the MC and LCs are the
strongest teams and where our leadership inspires and drives
the change that we want as organization. AIESEC in Colombia I
believe in our talent to do it, I believe in the change agents that
we are and will be, so don’t stop dreaming and don’t stop
ambitioning, the day that we do, the day that as leaders we think
that we can’t generate the change, that day, we won’t be AIESEC
leaders.
Let’s dream, achieve more and make it happen!!!
How do you envision AIESEC in Colombia in 2015? Be as specific as
possible. Include (at least). Feel free to include more information
that clarifies your vision:
Organizational numbers
„Exchange Realizations
„Members
„Dual XPs
„Local Committees
„Cities we are present
„Position in global Rankings
„Leadership Roles
„Extensions
„Other relevant number
Members profile / Subsystems reality
 “There is something that from my personal opinion our international vision has and it is
the purpose to involve all the young and not only those who have had the opportunity
to study in a University… This vision requires a revision in our way”

Our B.H.A.G The B.H.A.G continues with the spirit of its similar
international, the idea is to increase the scope of the young
people impacted by AIESEC.
AIESEC Colombia is present in the 32 regions as the
most important youth voice. The first statement of pursuit the dream to be in all our
territory is necessary to have better opportunities to
We are supporting actively the Country development
engage with government projects.
and we are correctly recognized by our mission
Our
international We deliver a high quality AIESEC experiences generating
Our activities and projects are connected with the key
positive impact in our society initiatives of the country development since our mission and
Vision will guide
action.
the national
vision for 2010- Basic the same point our final mission
2015
About Members
FOCUS TO ACHIEVE THE VISION
Our membership is so diverse not only of students from various
Expansion 2. Connections with external sector
backgrounds but also of young people from different sectors of
3. Engage different young sectors
Colombia; this ensures an organization where the networking and
the tolerance shows how we envision the peace.