2. Mr. Ignatius Rieza
Joined AIESEC 2009, Outgoing
Exchange staff
OCP AIESEC Fair I I 2010
General Manager Outgoing Exchange
AIESEC Surabaya 2010/11
Vice President Outgoing Exchange
AIESEC Surabaya 2011/2012
Local President
AIESEC Surabaya 2012/2013
Vice President Outgoing Exchange
AIESEC Indonesia 2013/14
Will retired in 27 days
3. Spoiler !!!
This can be boring This can be inspiring
This can be thoughtful
All depends on how
you perceive it..
4.
5. What’re you doing now?
What do you think about AIESEC?
What AIESEC try to achieve?
17. The Davos Agenda in 2013 We live in the most
complex, interdependent and interconnected era
in human history – a reality we know as the hyper-
connected world. This reality presents a new
leadership context, shaped by adaptive challenges
as well as transformational opportunities
18. What is the role of AIESEC as
youth organization?
19. World always face different
challenges, that’s why solution
need to be evolved all the time
23. The world needs
New Models of Leadership.
“Significant demographic and societal changes,
fundamental technological advances and
continuous globalization, as well as complex multi-
stakeholder issues and resource scarcity define this
emerging context. These changing parameters
require new type of leadership”
- At Davos 2013
24. “Three essentials for leaders in the new
context of the world: business frameworks,
conceptual skills and human skills.
Business frameworks are the knowledge to
understand complex management through
viewpoints such as strategy, marketing and
operations.
Conceptual skills are the ability to analyze the
multi-stakeholder situation and decide what
needs to be done.
Human skills are the ability to be who you are
to get people involved and lead them.
But most importantly in the center of those 3
essentials, a personal resolve - Kokorizashi - a
mission of your life.”
- Yoshito Hori
Chairman of Globis University
36. Wrap up.. Vision for the world
World is always evolved
Our contribution as Youth?
Contribution: Develop LEADership
What kind of LEADership is needed?
We develop the needed LEADership
49. What is AIESEC?
AIESEC is a (1) … , (2) ...., (3)..., (4)…
organization.
run by (5) … and (6)…
Its members are interested in (1) …… ……… ,
(2) …………, and (3)…………..
AIESEC does not (1)……………. on the basis of
(2)…….. (3)……. , (4) ….., (5)….. , (6) ……, (7)……,
(8)…….,(9)……. Or (10) ………
global Non-political indepedent Not- for -
profit
students Recent graduates of
institutions of higher education
World issues
leadership management
race colour gender creed religion
national ethnic Social origin
discriminate
Sexual
orientation
55. Our IMPACT
Our (1) …………. …… enables
young people to explore and
develop their (2)…………………….
potential for them to have a
(3) …………… ….. in society
International platform
leadership
Positive impact
58. The Way We Do It
AIESEC provides its members with an
(1) ……….. ………….. ……… comprised of
(2) ………. ………, (3) ………. ……….., and
participation in a (4) …….. ………. ……….
Integrated development experience
Leadership opportunities International internships
Global Learning Environment
68. “Significant demographic and societal changes, fundamental technological
advances and continuous globalization, as well as complex multi-stakeholder
issues and resource scarcity define this emerging context. These changing
parameters require new type of LEADERSHIP”
- At Davos 2013
69. We aren’t exactly creating
LEADers..
We create Opportunities
to become one
AIESEC try to evolve all the time, as dynamic as the world is
Clarity of the why means clarity of passion
Sweden, France, Denmark, Norway, Finland,
World War 2 happens, people died, soul of people were in no value, war was the answer of every conflicts.
That’s why what we can develop is actually the opportunities.
We make sure we create more and better opportunities with the assumption these opportunities will impact on the leadership that further on the achievement of our vision.
Do u think u were doing everything in a right track?
We’re living in 2014, the challnege will be different with 1945, 1960, 1970. and will be different with 2015
Are we creating a suitable leaders? What kind of leadership that we created?
We’re not merely creating LEAD-ers. We develop it, via opportunities that we give.
The Council decided to focus on the “frontier” leadership competencies that will help to catalyse the transformation scenario:
The competencies are a stretch – we want to describe competencies that most leaders would not currently feel they have and which they are intrigued by, for example, acceptance, embracing the new reality, emotional mastery; humility, listening and vulnerability.
They resonate with the new forces (e.g. – demography, technology, globalization, big issues, resource scarcity). This could include competencies such as complex decision-making in response to multistakeholder challenges; or transparency and authenticity and virtual empathy in response to the forces of social media; or multicultural sensitivity in response to the forces of globalization; or complex systems thinking in response to the rise of “big issues” and globalization.
They enable the current threats to be transformed into creative assets – for example, pattern recognition – knowing how to be still rather than react; simplification and clarity.
They are interdependent and reinforcing of an overall model – for example, how clarity of purpose releases energy.
They are controversial – they create risks. For example, the hospital director who blogs every day. Or they encourage anomalies to break with the pack (e.g. Steve Jobs).
They reflect long-term/mid-term thinking, rather than simply responding to the current crisis.
They contain the opportunity for people to be individually and authentically themselves – rather than the traditional style of management that expects everyone to be the same.
Developing these “frontier” competencies would require an inner and outer journey:
Developing these “frontier” competencies would require an inner and outer journey:
Why? Because what we require is the adaptive and tranformational leaders
By GCDP we’re not only developing ourself, but others, that’s the greatest responsibility that you can have as youth
It’s not about travelling, it’s about creating understanding. If they have 10 reason to hate you, you will give them 100 reasons to Love you
Developing these “frontier” competencies would require an inner and outer journey:
Why? Because what we require is the adaptive and tranformational leaders
Developing these “frontier” competencies would require an inner and outer journey:
Why? Because what we require is the adaptive and tranformational leaders
Story of Vietnam why was I doing that? To be stronger than ever, and reinvent who I am.
Generate new values, becoming a person that I never be, who valued others and life more than before
We change the fundamental things, which are the mindset and behaviour, in order to make the change everlasting
What make us different with other organizations? We create leaders by giving them exact responsibility and opportunity to develop both themselves and others by series of intense experience
That’s why what we can develop is actually the opportunities.
We make sure we create more and better opportunities with the assumption these opportunities will impact on the leadership that further on the achievement of our vision.