VP APPLICATION FORM

VP iGV or oGV APPLICATION FORM

AIESEC FOR MERIDA 2017-2018

Andrea Cabrera Benitez

”It is hard to fail, but it is worse never to have tried to succeed.” Theodore Roosevelt

Personal Questionnaire

Name: Andrea Ileana Cabrera Benitez Age: 19 Current Role: Projet Operation Manager Cellphone number: 9991453263 Email: andreacabrerab13@gmail.com ileana.cabrera@aiesec.net https://www.linkedin.com/in/andreacabrerab andreacabrera.97 Languages:

Advance

Beginner

Native

ACADEMIC BACKGROUND

GENERAL BACKGROUND

AIESEC Experience: EP Manager oGV January - June 2016 Being part of oGV Project Operation Manager iGV June 2016 - Current I started in this role when I offered to help organizing the Summer Camp, currently with my OC we are in the planning of various projects Work Experience: Accountant assistant Jerzees de Yucatán S.A de C.VSeptember - December 2015 I was in charge of the capture and the pay of the overtime work of workers, as well as the elaboration of invoices, among other things

Program: Marketing and International Business Start and end-date: January 2016 - current University: Universidad Autónoma de Yucatán

GENERAL QUESTIONNAIRE

a) Start the organizational chart with a brief description of each role of the area you're applying. b) How is your LC an your role as a VP aligned to achieve a genuine fairness for México? c) Taking into consideration that each VP need to run Team Minimums, how would you ensure and track each one of them, state a clear proposal for each team. d) Please state 3 key important facts that will happen in your área by the end of your term, taking into account your Tier state in the OD model

a) In the case of oGV, I didn't change a lot the organizational chart, I just will add a promotion team, that would be in charge of seeking opportunities of promotions in differentes schools of Mérida and other opportunities, this would be conform for a TLP and two other members. In the case of iGV you can see in the image the organizational chart that I propose, as you could see, I add a TLP of seeking oportunities and a exclusive TLP for Host Family, I add this, because I think is the most important áreas that we have to attack. TLP Seeker of Opportunities: Will be in charge of the coordination of other two members, they would be look for opportunities to new projects as well as opportunities to the promotion of Host Family. TLP Host Family: In Mérida, we have a problem at the moment of be looking for host families for the trainees, because the people here aren't accustomed with the idea of a foreigner that would be in their houses for a month, so, we gonna try to change that and that's the reason for a specific area just for host family. Buddy Seeker: Will be in charge of the seeking of the correct buddy for the trainee, we gonna want the best experience for the trainee, in this way more trainees want to come to Merida that is the principal goal. It doesn't appear in the organizational chart, but I also like to have a marketing TLP, which will be in charge ofevelop marketing plans and market researches and get exposed to different local and international markets through a marketing related internships abroad. b) Sometimes we doesn't want to work with a group of persons for the perception that we have of them, like they're closed minded, they doesn't want help, and things like that, and the true is that actually in México the majority of people want to be a better version of what they're, so, I want to give that opportunity to the people, because sometimes is just enough that someone believes in you to make you decide to take that step. I want that the people that are involved directly and indirectly in AIESEC for Mérida start thinking what's next, instead of thinking that they can't do something, What is the next step after this? What will happen when they get it? What else can I do? c) TEAM: For me is the most important of the six team minimums, if you have sinergy between your members the results will be better than the expected. My main goal is to have an integration between team members, that they can feel like in family, as this will result in a better way to work between us, I would like to make a team one day at least once a month, preferably every two weeks. JD: I want to have a 1to1 with each one of them to explain everything about their JD's, because if they don't know their JD's I can't ask them to do something I do not explain them in detail, of this way I will solve any doubts that they have, and would know more about them and their aspirations about AIESEC PLAN: We gonna have to determinate our principal goal and the plan of action together, I want that they feel part of every decision that I make, I'm gonna try that the majority of our meetings gonna be face to face. Also I'm gonna do with them an action-plan model, I'm gonna let them choose their personal goal to achieve in the month. TRAINING: I think the best way to understand and know more about AIESEC is living it day to day, also I want that my members will be constantly learning, for that reason, I'm gonna do all the possible to have education cycles with they , not only about AIESEC, I think we could take also different courses like empowerment and entrepreneurship, I seeking the growth in members not only inside AIESEC, also out of this. TRACKING & COACHING: As I said, I'm gonna do an action-plan model on this, they gonna write their personal goals to achieve the month, and I'm gonna write the goals that I assign to them as well as the ddl. In this way I'm could see the advance with the tasks that they gonna have, and in the case that I see they have troubles to complete the task I could help it and not take it for dead. EVALUATION & REFLECTION: We gonna have a mensual meeting to check our advances, and if our goals are being achieved not only the AIESEC goals an tasks, I repeat again that the personal too. If our way of working doesn't work, we gonna make the questions why, what and how, "why this isn't working? what can I do to change that? how I gonna change that?" And make our new plan of attack. d) - Jumping to tier 3. - Better communication between us trying to have more retention. - In te case of iGV: Have more Host Family. In the case of oGV: Be the first thing that comes to the mind of the people in Mérida when they think in be a volunteer.

iGV Organizational Chart

SPECIFIC QUESTIONNAIRE iGV

1. Develop a long term off peak strategy for your area. Consider the countries you would focus on, the timeline and the projects you would have to sell. My strategy will be to make agreements with countries in South America such as Colombia, Bolivia, Argentina, Brazil, where at this time of year some still in summer vacation, I will look for the elaboration of 3 simultaneous projects, having as the project start one of education, because I think it is an incredible development opportunity in Merida, look for the opportunity to work with orphanages and language schools in the city, also I want to work with other two global goals that the OC's gonna choose. Begin the planning and development of such projects from December to have the bases and open the opportunity to penalties when I start. 3. Which are the main synergies the area needs? How will you improve them and actually ensure to make them happen? Be sure to consider applying them to our actual Customer Flow The main synergy that I would create, would be among my matching manager, OCP and TLP Host Family, this would be to give a better experience to the trainee. My purpose is that the three of them, and according to the profile requested by the OCP when we create an opportunity, I want that the right trainee for the project is selected, similarly based on the profile of our trainee with the help of our TLP host family, we will look for that their Host Family as a buddy, congenial with the trainee, this in order to avoid any future inconvenience.

4. Develop a clear strategy regarding the Smart Partnerships statement. How can you grow disruptively with each enabler? I would like to create partnership statements with committees that are growing, since for these committees send at least 6 trainees represents a considerable growth. I want to work for at least with five or seven committees from different parts of the world with which we could help each other grow, the idea would be that they send between five and seven trainees per year, seeking to at least that 2 are sent on off peak, 3 on fruit peak and 2 on fish peak, if is possible more. Therefore I'm gonna work in the creation of at least 50 opportunities throughout the year, which I think is an appropriate number in Merida because I see a lot of potential to create even more opportunities. 6. What does co-delivery mean? How can we reach a better customer experience with it For me, co-delivery means sharing and coordinating resources to have a better experience and learning in AIESEC. I think that the best way to reach a better customer experience with it, is with the collaboration of all the LC, what that means? I want that the majority of the LC get involved in the customer experience, it can be supporting in the planification of projects, giving ideas for new projects, being buddys, and mainly promoting the Host Family program. In this way the customer will not be the only beneficiary, if not the same LC members will grow to learn more about iGV, and other learnings.

SPECIFIC QUESTIONNAIRE oGV

3. Tell me the three most important synergies that you need to ensure in your term and 2 strategies you will have to boost each synergy. 1. Synergy between my TLP MKT and TLP Internal Affairs, to have a correct promotion in Mérida. 2. Synergy between us and others LC's around the world, I want to do partnership statments with countries like Colombia, Argentina and Brazil. 3. Synergy with the rest of our LC, because sometimes we gonna need their help to do things like call-manias, promotion day, etc. As I mentioned one of my strategies will be the parternship statment with others LC's, thus seeking to achieve a growth in the shipping of volunteers. My next strategy is to make promotion days with the LC, it will be to attend events as the bici-ruta, we gonna seek spaces at cultural events, where the guys who have already made a volunteering inside our committee can speak their experience, and help convince others to perform a volunteering, and if we have the presence of trainees, in a similar way they could help us counting their experience. 6. Present the main three drivers for oGV in your term and create three action-items for each one (their purpose is to enable and boost the drivers) 1) Promotion Days: Do different activities in the bici-ruta, seek a space in events that UADY and other Universities makes. 2) Information sessions in language schools: Having a informative session semestral with the new students at the C.I.L. and presence in their open house. 3) With the help of iGV I want a 1to1 between a trainee and a ep interested in do a volunteering: After I'm part of iGV and after talking with people from different countries (the trainees), I finished of convince myself that I want to do a volunteering with AIESEC, because when I was talking with them, I realized the perception that they have of the mexicans and sometimes isn't really nice, so, I realized that I want to contribute to change this, also I'm more proud of our country, and this is something that I believe can be achieved with the ep's, create an awareness regarding our roots after they realize it from the perception that others have of us, and of course, listen about all the things that the trainees do and how this things are changing their lifes.

1. Taking into consideration that you will enter with the Off Peak Spring happening - what will be your concrete three actions for you to still boost it? a) I want to do a promotion in language schools, because there are people that aren't studying a career and they are seeking to learn a new language and more about other cultures, which would make them interested in doing a volunteering. b) Look for a space in educational events taking place in the city. c) Doing call-manias with the information that we have on expa. 2. How would you ensure that during your Ep's Value Delivery Phase oGV will still have a relevant role in developing their experience? We will have a continues coaching and evaluation per week when the Ep's will be doing their project, the preparation makes perfect, that's the main reason why we gonna do our best to give the necessary learnings for the EP's, in this way they gonna be prepared for different circumstances and they can confront it because before we give to them some tools that maybe they gonna need, and thus can deal with them and find appropriate ways to solve them or possibly adapt to them.