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People development in the context of team experience
This document discusses people development in the context of team experience in AIESEC. It provides guidance for team leaders on coaching, training, feedback, personal development plans, and assessing people. The goal is to make people development within a team simple and useful. It discusses understanding people's behavior by knowing their motivations. It also outlines the roles and best practices for team leaders in coaching team members, providing training, giving and receiving feedback, creating personal development plans, and conducting assessments. Useful resources and templates are provided to help team leaders with people development.
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People development in the context of team experience
- 1. PEOPLE DEVELOPMENT IN THECONTEXT OF TEAM EXPERIENCE
- 2.
- 3. AIESEC XP 2004-2006 2008-2012 TMP-TLP-MC Ru-MCMk-MCP-CEE philology PR/marketing TM, Leadership Create yourself, inspire others
- 4. My TLP XP § TL for recruitment, ICX team, OCP § MC RD Ru o8-o9 § MCVP LCD Mace o9-1O § Global TMU o9-1O Project Manager for Competency Lab. § MCP 1O-11
- 5. PEOPLE DEVELOPMENT IN THECONTEXT OF TEAM EXPERIENCE
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- 7. “Work and playare words used to describe the same thing under differing conditions” (Mark Twain) “A game is a series of meaningful choices” (Sid Meier, creator of the Civilization game)
- 8. WHY ARE WEHERE?
- 9. You are thefirst person TO SHAPE team members’ experience in AIESEC.
- 10. The main mind-challengesof a young Team Leader are: § "I don't know what to do" § "I don't have a step-by-step- structure in my head, I am lost" § "I am not a psychologist, how should I know what is good or bad for people?" § "I don't want to be a mommy for everyone"
- 11. Our goal fortoday is to make people development within a team experience SIMPLE and USEFUL for you
- 12. SO, YOU SAIDYOU WANNA PLAY? Topic 1 Topic 3 Topic 2 Topic 4 20 points 50 points 20 points 10 points
- 13. Topic 1 § Bla § Bla § Bla § J
- 14. Topic 1 Topic 3 Topic2 Topic 4 20 points 50 points 20 points 10 points SO, YOU SAID YOU WANNA PLAY?
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- 16. FIRST POINTS TOGET J
- 17. People behavior TL as a “people developer” Coaching,Training, Feedback PDP People assessment You choose! 10 points 50 points 20 points 20 points WIN! BOX
- 18. PEOPLE BEHAVIOR Wikipedia says “behavioris influenced by culture, attitudes, emotions, values, ethics, authority, rapport, hypnosis, persuasion, coercion and/or genetics. It provides also more details on factors affecting human behavior and actions (Genetics, Social Norms, Core Faith & Culture, Attitude)”
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- 21. MOTIVATION (WHY) MATRIX ThemYou LC AIESEC K S A
- 22. What are your ACTIONSTEPS? 1. Set the direction and goals together with every person 2. Set the tracking system (way of assessment and periodicity) 3. Set the feedback framework 4. Find your Allies (EB, people in LC/AIESEC overall, friends, partners, parents etc) 5. Fight your Bad Guys
- 23. People behavior TL as a “people developer” Coaching,Training, Feedback PDP People assessment You choose! 10 points 50 points 20 points 20 points WIN! BOX
- 24.
- 25. TYPES OF ASSESSMENT § Self-assessment/TL assessment/peer assessment/360 assessment § Accomplishment Records § Assessment Centers § Structured Interviews § Tests and quizzes § …add your own
- 26. ASSESSMENT COMPONENTS § Periodicity § Scale § Expectation (basis of comparison) § Who is assessing whom § Format (online, offline, private, public)
- 27. COMMONLY USED INAIESEC ASSESSMENT TOOLS § Interviews § Tests § 360 assessments § Personal conversations J
- 28. People behavior TL as a “people developer” Coaching,Training, Feedback PDP People assessment You choose! 10 points 50 points 20 points 20 points WIN! BOX
- 29. TL AS A“PEOPLE DEVELOPER”
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- 32. SAMPLE QUESTIONS: • What isthe outcome you want to see? • Which results you want to generate? • What will be an outstanding result?Goal • What is happening at the moment? • How do you know there is a problem? • Where are you right now? • What have you tried so far? • What do others think of this situation? Reality • What have you tried so far? What possibilities of actions do you see? • Who might be able to help? • What are the benefits and pitfalls of that option? • Which options do you like most? Opportunities • What is/are the next step/s and when will you do it/them? • What might get in the way? • What support do you need and how/when will you get it? Will
- 33. “A true leader developsleaders, not followers.”
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- 37. HOW TO GIVE? JL Sharing of ideas & info Description Observations Behaviour Giving advice Inferences/ interpretation s/ conclusions Personal judgement ž Focus feedback on the value it may have to the recipient ž I, not WE ž Ask people for their assessment before providing yours ž Confirm that people have understood and encourage them to respond
- 38. FEEDBACK RULE EASY toREMEMBER
- 39.
- 40. HOW TO RECEIVE? Successful FEEDBACK Opportunityto learn and improve Acknowledge your emotions Avoid being defensive, explaining or justifying If not clear, ask about the impact of your behaviour Thank other people for giving a feedback
- 41. People behavior TL as a “people developer” Coaching,Training, Feedback PDP People assessment You choose! 10 points 50 points 20 points 20 points WIN! BOX
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- 45. People behavior TL as a “people developer” Coaching,Training, Feedback PDP People assessment You choose! 10 points 50 points 20 points 20 points WIN! BOX
- 46. LET’S WRAP ITUP § People behavior § TL as a “people developer” – coaching – training – feedback § PDP § People assessment
- 47.
- 48. Useful resources, linksand tools § Feedback handout – OUTPUT § Assessment handout – OUTPUT § PDP templates – OUTPUT § Coaching guides – OUTPUT § Learning Planner example: http://bit.ly/TGzg5A – Or download it from my@net: http://bit.ly/TLbLFC
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