Application for LCP 11-12 Ciprian Rosca

AIESEC Galati Executive Board 2010-2011 Claudia Iorga LCP Dragos Czinjepolschi- VP Communication Georgiana Ciocoiu VP Finance Marlena Hij VP External Relations Ciprian Rosca VP Projects Roxana Golaes VP Talent Management Catalin Oanca VP X

We, AIESEC Galati, support each other in success and failure driven by respect, trust, friendship and professionalism.

AIESEC in Galati Application Questionnaire A. My Personal Data

My personal details First Name & Last name National / Local Committee Date and Place of Birth Nationality Permanent Address E-mail Msn Mobile Ciprian-Ionut Rosca AIESEC Romania / AIESEC Galati 07.06.1988, Galati Romanian Galati, Frunzei str., 11, bl. F5, ap. 34 Ciprianionut.rosca@gmail.com Ciprian.rosca@hotmail.com +4 0743 003 088

B. My Experience
My Studies Period 2007-2011 University Dunarea Galati de Jos, Course Studied Faculty of Computer Science

My AIESEC Experience so far, with the most relevant opportunities and activities taken.

Stage

Opportunities taken and Main Responsabilities

Main results achieved

Intro to AIESEC

1. OC Christmas Party(Realize and Implement the Promo Campaign for a 1. 45 participants at the Event. Christmas Party)

OC Wake-Up Call(Realize materials for promoting the Wake-up Call 2009 project) OC AIESEC Olympics09(Realize the promo campaign and the materials for promotion)

None of the Materials were used, because the lacked quality.

110 participants at the Conference

Taking Responsibility

OC Imagine Leadership(Diverse responsabilities, from logistics to promotion) PR Member(Write monthly newsletters, articles for media partners) Projects Member(work on projects initiation, tools for improving OCP Experience, Planning Wake-Up Call)

No personal notable results. The Conference was realized by the OC Team as a whole. 1. Monthly Newsletter for a department, and 2 articles published in newspapers. Realize an OCP Booklet, Help the OCP of Wake-Up Call, Held Preparation for new members. I had an objective of 2 partners, but unfortunately I didnt get any. Still I managed to have 120 Application Forms(from an objective of 100), from which 33 were selected. 7 partners(1 CT, 1 IS, 5 GL); 210 participants(175 delegates); Grant Respectation. Average completion of objectives: 70%; Coaching process executed; PBOX Culture; Proj Initiation Processes implemented.

OCP Recruitment(manage a 6mb team, organize the whole recruitment Process)

Leadership Role

OCP RTS09(lead a regional team of 8 mbs, colaborate with 28 facis, cover transport, accomodation, coffeebreaks) VP Projects10-11(assure the quality of @GL Projects, lead the dept, realize the OCP Coaching process)

My 3 areas in AIESEC in which I am the most experienced in Area Project MGMT My role and experience 2*OCP, VP Projects How would this benefit in the LC? AIESEC needs his management processes to get to a higher quality, because we need better organization, if we want to continue the work of our predecessors The main body that will benefit from this

Coaching

VP Projects

is my EB Team, in which is common knowledge that one of the factors of success for a team composed of experienced people. Also, coaching will be the main method of solution finding in the LC. Leadership 2*OCP, VP Projects Leadership is the second product that AIESEC sells(after eXchange); Leadership is also the main thing that keeps the motivation in the LC to work towards Exchange.

Language proficiency My languages and levels (native/excellent/good/ basic) Language English French Writing Good Basic Reading Excellent Basic Understanding Excellent Basic

Conferences Which national and international conferences that are relevant for the position did I run for? Specify my role: delegate, OC, facilitator, chair).

No. 1 2 3 4 5 6 7 8 9 10 11 12 13 14

Conference
RTS08 NPS08 LTS09 LPM09 AIESEC Olympics 09 Imagine Leadership 09 RoCK ME 09 RTS 09 NPS 09 EB 10-11 Days LPM Spring10 NC 2010 LTS 2010 LPM 2010

Date
6-9 Nov 2008 23-27 Nov 2008 9-12 Apr 2009 6-9 May 2009 19-22 Aug 2009 10-13 Sept 2009 17-20 Sept 2009 5-8 Nov 2009 24-28 Nov 2009 19-21 Feb 2010 5-7 Mar 2010 25-29 Mar 2010 4-7 Apr 2010 15-18 July 2010

Place/Country
Durau / RO Amara / RO Tusnad / RO Costinesti / RO Navodari / RO Galati/ RO Baile Herculane / RO Bran / RO Amara / RO Lacul Sarat / RO Galati / RO Pitesti / RO Lepsa / RO Bran / RO

Your role
Delegate Delegate Delegate Delegate OC OC Delegate OCP Delegate Delegate Facilitator Delegate Facilitator Facilitator

15 16 17 18 19

AIESEC Olympics 10 Imagine Leadership 10 RoCK ME 10 LTS Fall 2010 RYLF 2010

12-15 Aug 2010 9-12 Sept 2010 23-26 Sept 2010 4-7 Nov 2010 25-28 Nov 2010

Navodari / RO Galati / RO Baile Olanesti / RO Busteni / RO Bucuresti / RO

Facilitator Delegate Delegate Facilitator Delegate

Achievements My five main achievements in AIESEC so far? (In different areas such as coaching, LC development, increasing quality and quality of exchange, national involvement etc)? 1. Coaching After 1 year of VP Projects I specialized myself in Coaching, from the Coaching sessions that I delivered the whole year to OCPs 2. PM Culture I managed to continue what Claudia Iorga(VP Prj 09-10) started on her term, now AIESEC Galati having benefit from a strong Project Management Culture taking in consideration Planning-Tracking-Evaluating Projects. 3. Leadership I developed myself a lot regarding Leadership Skills in my 3 Leadership Experiences: 2 of Middle-Management and 1 Middle-Top Management 4. PBOX Culture All started out as a joke, but now the Members in the LC have the mindset that is better to create results by Projects Based on Exchange. 5. RTS09 Even after 1 year, and an EB experience, I still can say that one of my greatest achievements was my OCP RTS09 position. I managed to realize the first(and only) regional conference for GN GICU, leading a diverse team of 8 persons.

C. My Motivation
1. Why did you decide to run for EB Team 2011-2012 AIESEC in GALATI? When I entered in AIESEC, 2 years ago, I wanted so much to be in the EB, on a VP position, and I didnt saw the benefits that one can have being on the LCP Position. Then, during the whole year of my term as an EB Member made me realize that I love the LC too much to just end now the AIESEC Galati experience. I am not finished with the things I want to do and I am definitely not finished with the things I want to learn. 2. Which is the thing you consider to be your personal challenge in the EB? Why? I think that my biggest personal challenge in the EB 11-12 it will be the external environment relationship management, and here I am referring to: Corporate Relations and Alumni Relationship. The two areas before-mentioned are the sole 2 areas in which I dont have experience working in, and that is because Ive never been opened to those kind of opportunities.

3. What are the persons/ events that inspired you to run for EB 2011- 2012 and why? The first person that I think of when it is about inspiration for EB Applications is Catalin Moroianu(LCP 08-09). He was the first President of AIESEC in Galati that I saw, the first one that impacted me. Even if we didnt ever talked about EB Applications, he inspired me by his actions and his attitude, professionally speaking. Another person that constantly inspires me is Laura Diaconescu(MCP 10-11), which stands as a Role-Model for me in terms of Leadership. Regarding events that inspired me to apply for EB 11-12, the only thing is LTS 2010, in which the new members attitude and energy, the old members motivation for activating in AIESEC Galati made me realize that I want to continue being part of this team, in Galati. 4. What are you main weaknesses to assume this position and what do you think to do about it? As I said, I Think that my main weakness is about: Corporate Relations and Alumni Relationships, and that is because I dont have experience on this part. What I want to do, in order to resolve this weakness, is to start doing sales for AIESEC 15 Event, and regarding Alumni Relationship I will start by approaching Alumni from different generations to create an ARM Strategy for the years to come. 5. What are your main strengths to assume this position? (How can it help in your work?) My main strength is the fact that I am very organized and passionate of strategy. This will help me in the internal environment part, for creating a well structured way of work in the LC, with clear objectives in order to reach the desired external impact.

D. General Questions

1. Which are the areas in AIESEC Galati where we need to innovate and which are the areas where we should maintain the current direction in order to increase overall performance? Mainly, I dont think constant innovation is the way to performance for a Local Committee. Thats why one of my focus will be: Continuity. Areas in which we need to maintain current direction are: Exchange Culture: This year, AIESEC Galati started having a focus on the Exchange Culture, which is a key factor in order for the LC to realize quality Exchange.

X+L Culture: Meaning that we need to capitalize on the Culture of Prospective Members applying for Exchange; also we need to have a better reintegration plan so we will be able to deliver Leadership AFTER Exchange. PBOXes: This year we started a PBOX culture that will show its results in the 11-12 term when, if maintaining current direction, more than 70% of exchange numbers will be delivered by Projects. 2% Campaigns: AIESEC Galati is well known for its successful 2% Campaigns, and we should maintain it this way because 2% its the easiest way of gaining funds. ER Processes: The External Relations Area gained a big plus on processes and knowledge part this year and, if we maintain this direction, we should obtain results in the year to come. Alumni Relations: The term 10-11 also meant a big improvement in ARM area and, as a result, AIESEC Galati has Alumni that are willingly to help the LC, mainly this is seen in the Bursa Excelentei Initiative. Projects Initiation: This year we started doing assessment, but the problem was that we didnt used that resulted from assessment. Also, we need to initiate Projects Corresponding to the MoS-es and LDs Established. TN Raising: Mainly this is an area in which we need firstly to create, considering the fact that the TN Raising Knowledge is absent. Thats why TN Raising will be an area benefiting special attention from the whole LC Strategy. Source diversification: The problem here is that, for now the main source of income for AIESEC Galati its represented by Finance Dept. with more than 60% of the total income. That means that we need to focus on obtaining funds from Exchange and from Corporate Level.

Areas in which we need to innovate are: -

2. What do you think should 3 Local Focus Areas for 2011-2012? Please state some key strategies and results you would expect as a result.

X+L Growth
The first, and most important, Local Driver for 11-12 in AIESEC Galati must be a focus for our final product, that is: Change Agents with both Exchange and Leadership experiences. For that we will focus on delivering Exchange opportunities mostly to our active members and deliver them Leadership opportunities before and also afterwards. Regarding X after L, a key factor consists on having a strategy in motivating the Middle Management Positions to go on Exchange, by delivering them opportunities that are fit for them. Regarding L after X, an important indicator is the reintegration process. Also, for that, we need a good reintegration plan that needs to be applied, in order for our EPs to easily integrate back to the LC. I want to mention also that the reintegration process contains a constant

communication with the EP, so they will have created a mind-set to apply for leadership positions fit for them. Even if its X+L or L+X, the whole experience will be delivered to at least 40% of the active members average.

Incoming Exchange
Another Local Driver for the year must be the Incoming Exchange. By this LD I am not referring only to the Incoming Exchange Processes, but furthermore on how to get funds from Exchange, specially the ICX part. Regarding Internationalism, AIESEC Galati needs to create itself a culture around trainees, in which we need to: Raise quality TNs, and offer for them(if they are DT or ET) food and accommodation Match EPs that fit for the TN, and specially: Match EPs that Know English. For that we need to have a relevant selection plan for our trainees. We are not chasing numbers, we are chasing quality. Realize a great experience for our trainees, with an integration plan NOT composed by stuffed activities, but things that will integrate the trainees into LC Team. Also, we need to get the LC Team around trainees, for them to speak only English around trainees, and absorb them into the Team. We need to get back to basics with welcome and bye-bye parties, with country presentations and global villages. Regarding Money Generating Exchange, the most important indicator is: Exchange to bring 30% of the total budget for the whole term 11-12. Main things that need to happen on this part: Realize Corporate TNs Review the Pricing Policy, specially for OGX Realize Cultural Events(like Global Villages) that can have a benefits for our partners Start realizing ETs to kindergartens Obtain an alternate source for food and accommodation(other than City Hall and University) 3. What do you think its the culture AESEC in Galati should have? What would be your 3 key strategies to foster it?

In the next year, AIESEC Galati will be based on 3 Pylons: Ambition, Commitment and Sincerity. Ambition: LC Galati has a strong culture based on the Rewards and Recognition System on the National Level, in which, this year, we strongly desired 6 awards in RYLF. This organizational detail of 6 prizes its only the tip of the iceberg, at its base sitting the most important pylon: AMBITION. Ambition must be the main driver for the members of AIESEC Galati to strive for performance in the LC. For that, we will capitalize on constructive competition on the National Level, so the LC will have the ambition always to be better. Commitment: In order for the members to achieve performance in the LC, We members of AIESEC Galati need to be an united LC Team (this meaning that we need to focus on the whole LC Team, not Department or other smaller teams) which supports each other, both for good and bad, in which all the members are motivated by each other, through the power of the TEAM. Sincerity: Sincerity is the thing that will need to act as support for the before mentioned Key Factor: Commitment. In order for the LC Team to be united, it needs to bring brutal sincerity for the whole LC TEAM members to know each other better. 4. Please describe briefly the development of AIESEC in Galati in terms of National and Local Drivers? where do we stand? LOCAL DRIVERS: Increase Quality and Quantity on Exchange: We had a considerably grow on X+L, having 5 EPs with Dual Experience(3 absolute growth from 09-10 term) All EPs that were AIESEC Members before were reintegrated, unfortunately only by a reintegration interview The LC TEAM has started an Exchange and PBOX Culture We had only 9 trainees, out of 26 planned All 93% of the trainees completed QMS 100% of the trainees had a integration plan The Exchange Assessment lacked quality and, furthermore, wasnt used at all Excellent Delivery Time, having a score of 1.60, considering that the standard national score was 2. Regarding MBs working for 1Exchange, our score is 3.49, which represents a considerably grow on efficiency, but still above the standard national score(3)

 We didnt had any Corporate TNs We have an EVS Accreditation, but we didnt get any grants from this source Until Now The MBs from ICX and OGX Dept. are prepared in the regional TTX We had a large diversity of trainee origin countries, only 2 of them being from the same country (Poland) Impactful Projects for our Stakeholders: LC Galati has a strong PM processes implemented We have started a PBOX Culture 85% of our Projects and Conferences achieved at least 90% on the objective regarding participants Every Project and Conference had at least 2 partners on different areas(inkind, agenda partner, etc.) We had only 2 PBOXs, PERFOM achieving its Exchange Objective and WakeUp Call achieving its Participants Objective The ER area has implemented healthy and performance bringing processes We didnt manage to realize BOA Corporate events, but we created a relevant structure for BOA Alumni We have Alumni support for member investment, trainings, involvement in project agendas NATIONAL DRIVERS: Go Global: LC Galati contributed with the CEED collaboration with LC Balti, Moldova Our EPs promoted Romania in their Exchange Experience Increase Efficiency to deliver: Regarding efficiency, LC Galati score is: 3,49 MBs working for 1 X, which is slightly above the standard score(3MBs/1X) Regarding delivery, AIESEC Galati helped a lot on the national Delivery Time, having a score of 1.60 out 2(national standard) Engage Stakeholders: Our LD, Impactfull Projects for all Stakeholders engaged all our stakeholders. Develop Core AIESEC XP: Like most of the LCs, we had a considerably growth on X+L We started a Culture of Members taking Exchange Opportunities 5. What do you think should be the role of AIESEC in Galati in the National Network in 2011-2012? For 11-12, AIESEC Galati will be the LC recognized for perfect X+L processes and strategies. Regarding results, AIESEC Galati will be the LC that contributed considerably to X+L national situation, of course, considering the reality and capacity of doing X+L,

meaning that AIESEC Galati will be the LC that had a big contribution from the Medium Cluster LCs. Regarding processes, AIESEC Galati will be the LC that will take the best GCPs from the national network and implement them in an efficient way, so the LC will realize great performance on X+L. 6. Please outline 3 strengths of your LC and the key strategies to take advantage of it. Also you should mention 3 weaknesses of your LC and the key strategies to face it.

Strengths of LC Galati
Members applying for Exchange
Creating Mindsets for OCPs and TLs to apply for Exchange after they finish their term Create a relevant reintegration plan and apply it Create OGX PBOX-es Capitalize on the opportunity that is: Exchange is recognized as practice in Dunarea de Jos University Continue, and improve, the LC Culture(see section D., question 2) Use AIESEC Olympics as a Motivational Seminar Offer a diverse palette of TR opportunities Offer LR opportunities for 1/3 of the LC Members. Continue capitalizing on Bursa Excelentei Using BOA Alumni Structure to improve performance(See section E., questions 7 and 9) Present Exchange opportunities suited for Alumni

LC Unity

Alumni Support

Weaknesses of LC Galati
Lack of GN Activity
Create a strong relation with AIESEC Constanta> Realize a common EB Days/GN Days. Create a networking culture in the LC Realize SOL campaign nationwide, mostly in specialized LCs Open LC Cahul, Moldova Continue doing CEEDs with LC Balti, Moldova Create Exchange 75% by PBOXes Focus in Project Contest on PBOX Creation Concentrate projects activity on PBOXes Continue the PBOX Culture.

Lack of PBOXes No efficient LC

Realize a term plan, that will be divided in Quarterly

Planning>Tracki ng>Evaluation

plans, that will be divided in Monthly Planning Set LC Priority on each quarter/month Set FA priority, considering the LC Team Priority Track and Evaluate by a Realized*Ratio=Score Process

7. Please outline 3 external opportunities for your LC and the key strategies to take advantage of. Also you should mention 3 threats in order to face it.

Opportunities for LC Galati

LC Odessa, UKR Partnership Exchange recognized as practice in faculties
Started at IC2010, it will improve in term 11-12 Communicate at processes and tools level Realize an Exchange Partnership Realize CEED Cooperation Plan

Promote through teachers Create a PBOX special for this opportunity By assessment on students and platform, present by mail and faculty webpage internships suited for each category of student. Use it for constantly connecting to students Use it for promoting every core project(PBOX, Recruitment Realize activities for student development that can be financed Improve the relationship with CCS and DJT to continue having their support and on obtaining grants

Youth Center in Faculty Campus

Threats for LC Galati

Economic Situation Companies not interested in Exchange Lack of ICX Knowledge and Culture
Regarding grants, capitalize on the fact: The Year of Volunteering Keep 2% as a priority Keep Institutions close to the LC Realize L+ activities that can generate revenues Get companies to know AIESEC from the inside Realize sampling for LGP Companies Create a TN Corporate PBOX Ask for help from the regional/national network Ask the help of BOA Alumni ICX sub-commission LD specially created for ICX

E. Functional Questions LCP Local Committee President

1. Starting from our reality and forecasted results for the term 10-11, outline your strategies in order to increase the quality and quantity of the AIESEC Experience in the context of 11-12. Key Factors that will contribute to @XP: Improving X+L Leadership Development LC Strong Culture Based on team unity LC Culture Based on TEAM Unity: Continue and improve the strong Culture LC Galati has Continue doing LMS for Vision/Values/Principle Creating Create a common term direction for the LC TEAM Continue having the EB Team and LC TEAM in the same boat. Leadership Development: Offer diverse palette of L opportunities Continue having Imagine Leadership Create a development plan for OCPs and TLs Create a development plan for VPs Implement coaching for all middle-management positions Create MDP(Management Development Plan) Improving X+L: Creating Local CPS for our Leaders Implement Exchange mind-set in the middle-management coaching system Bring back Exchange as a top 1 priority for AIESEC Galati Implement Reintegration Plan for EPs For L after X cases, we will keep a constant communication while the EP is in X and realize coaching/mentoring towards Leadership opportunity taking Recommend X opportunity at EB Future Candidates

2. Make a general analysis of AIESEC Galati performance in the current year both national and local. ICX OGX X+L L Positions Members Plan Q2 Q3 2 12 Re 2 5 Plan 1 8 Re 2 6 Plan 1 3 Re 1 2 Plan 16 10 Re 14 13 Plan 90 59 Re 86 44

Q4-15nov Total Achievement Rate

3 17

2 9

3 12

3 11

3 7

3 6

4 30

4 31

44 63

43 57,6

52,94%

91,66 %

85,7%

103,3%

91,42%

We had an overall achievement rate of 85,004% As expected the area that lacked performance was ICX Regarding L positions, there was an under-planning problem There was a considerably growth on Members MOS, considering 09-10

National Analysis: LC Galati is on the 8th place on National Network, with 20 overall Exchange Regarding X+L, AIESEC Galati is on 6th place, with 6 X+L. LC Galati is also, on 6th place regarding L positions. On number of members, LC Galati is also on the middle, on 7th place, with 75mbs On quality index, LC Galati is happily on the 2nd place, with 83.4 As a final conclusion, AIESEC Galati in the national level was generally at the middle of the standings table, having an immense potential of growing in the next terms! 3. Starting from the current reality of AIESEC Galati outline a set of initiatives in order to capitalize on our strong points and to improve our weak points for the term of 11-12. As I said, the initiatives for the next year, that will capitalize on the strong points: X+L Growth Incoming Exchange Both the LDs will mostly increase the X and X+L part of MOSes, and the L and MBs part will be accomplished by Exchange Work and Performance. More information on initiative, see Section D., question 2.

4. Taking into account the current relations with our stakeholders and the market in Galati, what should the role and contribution of AIESEC Galati be looking on 5year perspective and also downscaling in for the term of 11-12? 2011-2012

Market
Students

Role

Contribution

Corporate/NonCorp.

Organisation that Become an AIESEC Member enables students to have Go in Exchange internships Projects that can help my pers. and prof. development Professional organisation Have a trainee that can bring a change Involve in youth development in my company/NGO by projects

enabling an international experience 2016-2017

Market
Students

Role
First choice organisation for Exchange and Leadership Opp. First choice organisation that can bring Leadership and Internationalism in Society

Contribution
Become an AIESEC Mb Go in X in my @XP Be a youth leader Become partner on a high impact youth project/program Have an international youth leader in my company, as intern

Corporate/NonCorp.

5. Make an analysis of AIESEC in Galati in terms of strengths, weaknesses, opportunities and threats.

SWOT LC Galati 10-11

AIESEC Members go in X Free accomodation and food for trainees SEV Acreditation Problems with ORI No VP ICX No GTTC Transition culture Members are not interested in X department Members are alocated in too many OCs 2 OCPs were demitted for incompetence reasons Low number of delegates at LPM Low qualitative assessment No OCP team culture Low number of full members besides EB No preparation plan for OCPs No financial parteners MoSes for 10-11 are not achieved No EVS Grant obtained Only 2 PBOXes Wake-Up Call without trainees

STRONG

2 offices Partenerships with the faculties on X Growth of the retention rate AIESEC Galati is more vizible online 2 obtained grants Good relationships with the Economics Faculty Free phone from Orange Realized X thru projects Excelence Scholarship from Alumni Number of 2% forms 2 LMS in 2010 AIESEC Olympics Exchange culture in the LC High number of content partners

WEAK

OPPORTUNITIES

Strong LC Culture BOA Alumni Strong LC Culture Parteners on logistics Good relations with DJT Good relations with NGOs First PBox in AIESEC Galati Event partner Imagine leadership - qualitative leadership conference Minorities involved in Global Village Full members & OCP meeting every 2 weeks Alumni Support Good relationships with our partners BOA Corporate X program is recognized as an official internship in faculties Partenerships with Erasmus Youth Center in the faculty campus EVS LC Cahul, Moldova Opening LC Odessa, Ukraine Partnership Good Image at authorities City Hall Support

Economical situation in Galati

THREATS

Students are not interested in extracurricular activities Members can leave in interhships through faculty Lack of GN Activity Companies do not see the relevance of Excchange

6. Evaluate yourself in terms of leadership skills and ability to transmit or apply them, highlighting your strengths and weaknesses. Management Skills: Its common knowledge that Good Leadership has at its base Good Management. I consider myself to have good management skills that help me on realizing performance by good organization of workload. Thinking Out of the Box: I consider myself to be a creative person that its oriented on out of the box solutions. This is a strong point because it reduces the time of finding and applying a relevant solution, but is a weak point because out of the box thinking is not always fully understandable by team members. Delegative:

This characteristic has its benefits on participative leadership, because it realizes a better and faster Team Trust Forming and, on the long level, it helps on the Team Development. Right Person doing the Right Thing: I tend to get (or form) specialists in every team that I lead, and I feel very comfortable if every LC TEAM member has a proper JD with clear specifications on each task. Each member of the TEAM it will be attributed the work fitted to its level of inclination, motivation and preparation. Enthusiast: In most of the things that I do, I show enthusiasm and passion in my work. I consider that enthusiasm is a must-have characteristic for an LCP because enthusiasm is contagious to all the LC TEAM. Even so, enthusiasm can be a weak points at certain times, because it can be tiring for the Team Members. 7. How do you see the development of an EB team which is comprised only of experienced AIESEC members, so that results are given through a high performing team? The EB Team development will consist of three main things: Coaching Personal Evaluation Planning>Tracking>Evaluation Coaching: The best coaching system is based on the coachee initiative. Starting from that premise, my involvement in the coaching system will be minimal. As an LCP I will set expectations with each EB Member, and set the level of help that he needs for itself to find a coach, to do coaching, etc. Personal Evaluation: Considering that we have BOA Alumni on sub-commissions, we will use this key advantage for the personal evaluation. Each EB Member will have at least one member of BOA that will constantly keep him informed with his area activity and his personal activity as a VP. Furthermore, the BOA Member will quarterly evaluate the EB Member in terms of: Competencies, Personal Goal Achievement. The follow-up is an evaluation report, in which it will be specified the Level of Competency Development, Score for Personal Goals Achievement and, the most important, a set of future action steps that need to be taken furthermore for a continuous development. Planning>Tracking>Evaluation: This is more an EB Management Process than helps the EB Development Process. The LC Planning that we have on term will be divided per months. At the beginning of each month, we will set the LC Priorities, and afterwards each EB Member will set his area priorities, considering the LC Priorities. The Tracking will be done weekly in percentage realized of each task and the Evaluation will be done considering: Percentage Realized of each objective, and Ratio Prioritized Percentage and a General Score on Area and LC.

8. What type of leadership do you think AIESEC in Galati needs for 2011-2012? AIESEC in Galati needs modest leadership for 11-12. The LC needs a leadership body that its able to continue the hard work invested in 10-11 term, by understanding the importance of separating professional from personal acting and posture. Considering the fact that we already have a half-term already planned in terms of objectives and major activities, for the first Q of the term we need only to apply Participative Leadership with MBT (Management by Task). After that, depending on the area, we need to slowly change to MBO (Management by Objectives) so the members will develop by practice and mistakes. In order to have Participative Leadership, the turning point will consist of converting the LC activity to Project Based Work, instead of Department Activities Work, in this way we will be delivering full responsibility for some MoS-es, at certain times, to our members. 9. What is your strategy regarding BOA Alumni and BOA Company for the year 2011-2012? For the term 11-12, we need to continue the BOA Alumni strategy that started this year in order for it to achieve its desired performance. So, we will continue with: BOA Alumni meetings 2 times per year: o After LPM, for checking up the plan for the next 12 months, and for checking the mid-year performance o After LCC, for checking up the whole term performance of the Old EB and for setting goals and expectations for BOA Alumni organized on sub-commissions Regarding BOA Company strategy, considering the fact that we dont have a BOA Corporate Governance Body, and considering that the year 2010 represented a failure at BOA Corporate, in 2011 we are going to pick 2 or 3 partners from the LGP and try to keep them at our side for the whole time, so they will understand AIESEC and AIESEC Strategies. Basically for the term 11-12 there will a new BOA Corporate + Alumni witch will be mainly consisted of Alumni and 2 or 3 partners from LGP. 10. What is your strategy regarding AIESEC Galati culture for the year 20112012 taking into consideration this years culture? See question 3 from section D. General Questions.

F. Personal Questions
1. If you are to think at your special strengths that nobody can equal you within a team, which could they be?

I dont usually think of myself as a hero with super powers, but there is one skill that makes me feel special, and that is: the capacity of being organized and strategic. I think that, in a team, I am the person that tends to organize even the smallest of details in order for them to get working for the final goal that the team has. Of course, the weakness for this special strength is that it can become, at certain points in time, a control-freak ability that can constrain the other team members. 2. What is the quality you appreciate the most at the people you work with? At the people I work with I appreciate the most if they are responsible. I have a tendency to set pretty high expectations to the people around me, especially on the responsibility competency, because I think that AIESEC Members are more responsible than the ordinary student, because of the opportunities they take in their AIESEC XP. 3. Can you tell us one thing that youve done in your life and you are most proud of? Why is that? Maybe it will sound like a clich, but the thing that I am most proud of is that I joined AIESEC. It was and still is the most important decision that I take every day, to continue doing volunteer work for AIESEC in Galati. I am very proud of that because it changed my life, and made me understand the power of volunteer work for society. 4. Please illustrate your personal vision on your life. Last summer I had a goal setting meeting with our CEEDer from France Mathias Corlay, and thats when I created a Vision Statement, and that was: Enjoy achieving skill points. Its the only way to get to the last level. Well maybe it isnt the best professional way to say it, but the vision statement had to be strongly personal, and original. What it means is the fact that I want to constantly improve on my areas of interest, to be like a sponge of information and opportunities in order to constantly develop myself. Now to be more specific, my general vision on life is a simple one: To be happy. And, considering the fact that every persons happiness is unique, my happiness is sustained by two main things: Professional Goals, and Personal Goals. On the professional side: 1. as a medium term objective is: To work on the Project Management Area in the next 6 years, time needed to acquire enough experience in order to >> 2. fulfill my long term objective: To manage the family business in 10 years from now. 5. How do you see your work in AIESEC this year will guide you to achieve your vision? This year I was VP Projects for EB 10-11 in AIESEC Galati, and it helped me a lot in learning and activating more in the PM Area. Mainly, this year was the turning point in my life-vision, and Im proud to say it was a good year for me.

G. Summary

GALATI POWER!
Ciprian Rosca running for LCP 11-12 in AIESEC Galati!
I am now finishing my 2nd year of the AIESEC Galati Experience, and I know for sure that it was the best decision in my life. I learned and experienced so many things that I couldnt experience them elsewhere. When I finished high-school, my friends were asking me where I am going to leave for college; and I stayed right here in my beloved Galati. Now, I am finishing faculty and finishing my term as VP Projects 10-11, and Marlena was asking me: Do you really want to stay in this city for another year? And I said: I do. The thing is that now I know why I never leaved this city: to finish all the business here, and then move to another, higher level. But first, lets fulfil our job here. In the next year, AIESEC Galati will not grow on every aspect and process, because this is, not only impossible, but unhealthy. AIESEC Galati will be known as the LC TEAM that achieved performance on Exchange and Exchange+Leadership.

X+L

Culture of Exchange
Working efficiently for one common Goal

AIESEC Galati Culture: Ambition, Commitment, Sincerity