1) Build your team - need to know them a bit and let them know you a bit first before u can do any formal stuff with them.
Harder if you have a large team, cos need alot more time. Alternative would be to have lieutenants to manage sub teams. But you need a hands on approach, cos not pushing or watching your members will allow them to put AIESEC a much lower priority then what they signed up for. It is easy to be a vision casting leader, but 'getting it done' leadership is the kind that is needed for ICX. This is because, ICX can stretch a person, but ppl tend to want to keep within comfort zone, so ICX work gets ignored.
Dun rush this knowing each other period, can do this in conjunction with upskilling and prep, but dun be rushed by things like 'this is supposed to be your key activity period'
Recruit a mix of ppl. Ppl who will most likely stay more than 1 yr in your team (Ppl A) and people who seem to have great salesmanship (Ppl B). - Ppl A need to have potential, are proactive and looks like ICX D material. Ppl B need to be naturals at what they do, but my experience has been you need to rein in these naturals, they tend to be less accountable. Never have a team where only u are the expro!!! Transfer members if you need to. Look for ppl who are entrepreneurial, open minded, good character. In order of importance,
Character
Competence
Chemistry
Have proper one on one time with your team. Lunch, dinner, or a coffee, talk abt them, make a real connection. Hang out. Also have team days, poker nights, dinners, outings etc. Get the expros to organize. Dun neglect your expros!!
Joa
