The document summarizes the evolution of The AIESEC Way, which is AIESEC's guide for its purpose, vision, and values. It traces the development of The AIESEC Way from its origins after World War 2 to the present day. Key points discussed include AIESEC shifting its focus from skills development to leadership development, updating its statements to better reflect its current approach of engaging and developing every young person in the world, and revising its values and vision statements over the years to unite its global membership.

1. The AIESEC Way is the members‘ guide that explains what is the purpose of our
WHATHOWWHY
The AIESEC Way is explained through the Golden Circle model which provides
The goal of this document is not for members to try and memorise all words or concepts. This
document you should only glance through. It will not solve all your problems or answer all of your
REMINDER:
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2. Second World War by a group ofyoung
people from Europe (Belgium, Denmark,
Finland, France, Netherlands, Norway, and
Sweden). Our fundamentals were shaped
Since then, the world has been changing
faster than ever before. We believe that
and they must learn to adapt quickly and
solve problems. This is whyAIESEC strives
for Peace & Fulfilment of Humankind´s
In today’s context, ‘Peace’ does not
necessarily mean only avoiding war. Peace
can symbolize a world that does not have
conflicts that arise from cultural, religious,
or other aspects of differences in
humanity. Peace can also symbolize being
in harmonywith yourself. AIESEC strives
to build a world where people can work
towards their own understanding of
understanding the views of others.
Through “Fulfilment of Humankind’s
where people can be the best version of
themselves.
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3. Complex and
Interconnected World
Uncertain
World
Declining Trust in
Formal Leaders
explore and develop their leadership
sphere theywould choose.
We place our confidence in youth because
they have the passion, dynamism and
entrepreneurial spirit that are needed to
shape the future. They have the
responsibility to improve tomorrow by
choosing who theywill be today.
Our Unique Leadership Development Model
AIESEC’s leadership development model seeks to prepare youth to take a stand on what they
This is the leadership that we believe in and develop.
Empowering Others
Develops & empowers other people
Engages with others to achieve a bigger purpose
Adapts and shows resilience in the face of challenges
Takes risks when needed
SelfAware
Understands and lives personal values
Focuses on strengths over weaknesses
Explores one’s passions
Believes in their ability to make a difference in the world
Interested in the world issues
Enjoys taking responsibility for improving the world
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4. Cross-Cultural Exchanges
AIESEC provides an opportunity foryoung people to work orvolunteer abroad in non-familiar
environments. This allows them to step outside their comfort zone and expand their worldview, while
connected world.
Team Experiences
AIESEC members work in teams to create and manage these cross-cultural exchange experiences. This
provides an opportunity for our members to live powerful team experiences and develop their own
Inner and OuterJourney
framework AIESEC provides in every experience, enabling young people to learn the most from every
that what someone learns from any experience will staywith them forever.
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5. WHAT WE ENVISION:
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6. OurValues
Striving For Excellence
to deliver the highest quality performance in everything we do.
Some examples of living this value:
fulfil our commitments and conduct ourselves in a way aligned with
what we envision
Some examples of living this value:
We communicate openly and honestlywith all stakeholders.
AIESEC.
Some examples of living this value:
We celebrate ourvictories by sharing our achievements.
of others.
Some examples of living this value:
We encourage and delegate responsibility to the new members ofAIESEC in
We empower members to deliver exchange experiences.
Living Diversity
Some examples of living this value:
We interact with members from a large range of countries and territories at
global conferences and living the cross-cultural exchange experience.
experiences.
Some examples of living this value:
future years.
We support each other and we build on what has been done in the past.
To shape our culture we keep in mind to:
Engage and align our
stakeholders with ourvalues
Confront contradictory behavior
that goes against ourvalues
Reinforce ourvalues constantly
We create a dynamic and welcoming environment through the active
and
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7. Global
global network that takes ownership to make the world a
AIESEC does not have a pre-defined or officially accepted
Independent
bodies in its work, sustainability or decision-making. As an
them.
Not-For-Profit
resources sustainably to generate more impact rather than
making profit for shareholders.
Youth-Run
AIESEC is completely run byyoung people - the majority of
whom are students and recent graduates.
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8. Appendix 1: Our Leadership Development Model and Inner and OuterJourney
fundamentals, which enable life-long leadership journey of young person.
The Inner and OuterJourney concept grew out of a “new models of leadership”
discussion held with the World Economic Forum. Based on research of the best
leadership experiences provided byAIESEC, the following elements describe what
people go through during theirAIESEC experience(s) and what helps them learn
and develop the most.
for everyone.”
Self-aware: “I know what I am good at, what’s
important to me, and what I am passionate
about. I am constantly exploring what I want
to achieve in my life.”
to challenges. I am flexible and I am always
fall I always stand back up.”
Empower others: “I am able to communicate
ideas clearly, engage in meaningful
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9. Impact
Individual responsibility
Taking individual responsibilitywith clear goals is a first step in the outer journey of leadership
development
Challenging role and environment
Your role and surrounding environment push you to leave your comfort zone, enabling you to
learn.
different types of stakeholders (boss-customer-colleague, AIESEC-company-NGO, etc.)
Reflect on your experience
Support system
In the outer journey there should be some support system for the inner journey. It can be a
mentor, coach, buddy, etc. A support system can be provided byAIESEC or any other external
stakeholder.
Set personal goals
goals for what you want to gain from the experience.
Understand your personal values
By living the experience and going through inner journeyyou realize the fundamental things
about yourself – yourvalues and how they impact your everyday life.
Reinvent yourself
Capturing the learning from this experience to use it in the future; Understanding your ‘new self.
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10. 2
THE AIESEC WAY has evolved through the years of its existence.
AIESEC after the Second World War:
AIESEC in 1964:
of students”.
AIESEC in 1978:
effect various economic environments”.
TO THIS END AIESEC:
AIESEC in 1989:
VISION:
PURPOSE: To contribute to the development of our countries and their people with an
Offering people the opportunity to interact with their social and economic environment at
AIESEC in 1999:
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11. called AIESEC 2005. It was created and used byThe Rae Group at IPM 1999 to help the AI team
process of defining and agreeing upon those values was planned to be done later.
WHAT WE ENVISION:
OUR IMPACT:
THE WAYWE DO IT:
learning of our members and other stakeholders.
AIESEC members mainly run the process for other university students. FewAIESEC members
Our members are just the engine that makes the process happen and not necessarily
AIESEC in 2000:
South Africa we ran through a process for doing this and also explored what we needed to do to
results. At that moment the challenge that we had in front of us was to act upon that agreement
ideals – through agreeing upon OUR VALUES and simplifying THE WAYWE DO IT statement –
WHAT WE ENVISION:
OUR IMPACT:
THE WAYWE DO IT:
learning of our members and other stakeholders.
By developing individuals, we contribute to the development of our communities with
an overriding commitment to international co-operation and understanding.
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12. OUR VALUES:
:
:
fulfil our commitments and conduct ourselves in a way that is true to our ideals.
Living Diversity: We seek to learn from the different ways of life and opinions represented in
individual.
E :
Striving for Excellence: We aim to deliver the highest quality performance in everything we
:
AIESEC in 2005:
The most recent global discussion about revising THE AIESEC WAY content started in 2004 and
different viewpoints, it symbolised increased unity and common vision among the membership
students and indirect service to society by providing it with capable future leaders without
considering the formal development of its members as those future leaders. The ‘AIESEC
– this needed to be reflected in THE AIESEC WAY statements. As well, the fact that AIESEC
impact in societywas not clear.
By re-discussing THE AIESEC WAY, it was aimed to:
the world.
the ‘AIESEC Experience’ as the essence of what we do stated in THE WAYWE DO IT.
AIESEC in 2008:
The RAE Group, we have been using a language that is property of the consultancy firm due to
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13. In order to handle the property of this consultancy company properly, and find our way to
supported us in the process of defining something that we think suits the unique needs of
AIESEC. In this context THE AIESEC WAYwas born. THE AIESEC WAY describes not only
we have forAIESEC in 2010. The OUR IMPACT statement as well as our GLOBAL DESCRIPTOR
AIESEC in 2015: The Most Recent Revision of the AIESEC Way
changes were implemented (the AIESEC experience changed to being program-based and the
focus switched to leadership development in every experience we provide). It became necessary
refresh the AIESEC Way. The AIESEC waywas changed based on the trends of current
and Develop everyyoung person in the world”. This significantly changed our approach toward
The AIESEC Way: Current version
Why?
How?
We place our confidence in youth, who hold the keys to
others.
What?
We enable young people to develop their leadership
challenging environments. We do this through
Imagine what will happen to the world once we engage
and develop everyyoung person? This possibility drives
us as we strive to achieve what we envision: Peace and
Fulfillment of Humankind’s potential.
Who we are
ethnic, or social origin.
The AIESEC Way: 2008
What is AIESEC ?
world issues, leadership and management. AIESEC does not
discriminate on the basis of race, colour, gender, sexual
What we envision
Our impact
impact in society.
The Way We Do It
AIESEC provides its members with an integrated development
This is important for the organization as it unifies
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14. THE AIESEC WAY there are three more elements
that support us in describing AIESEC. These three elements are:
1. English is the sole official language ofAIESEC.
globally.
The external world message is clear: skills are just not enough. There is no leadership without ethics. AIESEC strives
the world lies in AIESEC’s ability to create, for each and every member, a steering wheel that will shape his/her
AIESEC’s ethical process is a deep and steady move to make the AIESEC Experience the gateway to the values-driven
Ethics adopted by the global plenary at IPM 2007 in Egypt was a key event in THE AIESEC WAY to develop ethical
leaders.
The purpose of the AIESEC CODE OF ETHICS is to:
Open the gateway for what is needed for impact on the individuals that live an AIESEC EXPERIENCE.
The AIESEC CODE OF ETHICS is about the ethical principles we all adhere to, and the enforcement mechanisms to
align them with OUR VALUES.
The AIESEC CODE OF ETHICS
,
Daria Aksenova (AI/Russia)
REFRESHED I N 2015 BY:
Katarzyna Kuchnowska (AI/Mexico)
Miroslava Lišková (Czech Republic) Danial Mazhar Shafi (Canada)
Rui Correia (Mozambique) Taha Khazri (Morocco)Kar-Men Lim (Singapore)
Designed by: Aaron Mack (USA)
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