Individual Study and Reflection Even if we know little about what goes on in the human brain, we do know some

of the mental processes involved in learning. It is human nature that people do not want to be spoon-fed conclusions made by others. They want to be provided with the relevant information and the opportunity to build their own bigpicture understanding, in order to draw these conclusions themselves. People do this through exploration, interaction and dialogue. Celemi applies the "learning spiral" a basic framework for a solution's flow. This ensures that participants will reach their "Aha!" moments that will lead them to appropriate conclusions and actions. Team Experiences The Team aspect of our Learning Environment has a two objectives. To add value to AIESEC in expanding our organizational capacity and results. To provide team members an opportunity to apply their learning & gain some desired experiences, skills, networks and practical knowledge in their area of interest. Teams are the basis of our current organizational structure . Essentially, from the first to the last step of an individuals experience in AIESEC is taken within a team. Teams also bring to light the critical aspect of learning by doing. Our teams need to be the hub of enterprise in the organization, where we move away from the current rigidity of structures and create space for innovation and activity on the basis of an individual interest. Learning Circles AIESEC Learning Circles are local learning communities. They are formed by local and international AIESECers who share a common interest in gaining experience, knowledge and networks in a common sector or topic. The Learning Circles are not static or formal structures. They re-arrange themselves around the content that is being experienced, discussed and the other individuals participating. Learning Circles can have different focuses- they can be groups of mixed experience, or they may be generations of members from a similar level. People may be part of more than one and attendance is based on interest. Longer-term structures can be established based on interest and commitment, e.g. a weekly casual meeting around a LN topic. This process can be facilitated by a more experienced member especially for a Learning Circle of a generation of Introduction Stage AIESECers. More experienced groups may require only rotating or shared facilitation.

Conferences and Seminars AIESEC holds over 350 national & international conferences every year! These conferences currently serve as a major organizational activity support. At many of these conferences, and in many local events, AIESEC invites speakers to challenge us with their understanding and perspective. This expertise, whether from alumni, partners or members themselves, provide great opportunities for our membership to gain high quality information and to engage our stakeholders in our learning environment. We also need to reach out & create extensive opportunities for our membership to participate in external conferences & seminars organized by partner or other organizations. This would go a long way in broadening the perspective of our membership & would allow them to look at things, which are currently outside the realms of AIESECs operations. Mentoring Our lives are spent in understanding ourselves! Mentorship is most important in this process. The key to the process is to remove the individual from his/her comfort zone enough to help them gain objectivity over themselves but not to scare the individual off. Often a team manager is not in the position, or capable of this type of leadership and an external mentor must be sought. All AIESEC members should be educated on the principles of effective mentoring. Mentoring pairs may form between members of varying experience, with Alumni and Partners. Whether they are the more experienced mentor or the actor, AIESEC should always help shape the content and process of mentoring. One of the most challenging and rewarding experiences in AIESEC is being responsible to support the development of another individual. You must take this responsibility seriously and treasure it. Investment in and the development of excellent people is fundamental to the success of our organisation and the future of our world. Virtual Spaces The different elements 1. AIESEC.net Communities Information Sharing AIESEC.net Library Resource Sharing AIESEC.net Forums Virtual Discussion & Perspective Sharing 2. Blogs Personal reflection & experience sharing 3. AIESEC.net & AIESEConnect Building & keeping networks (to be available in the near future) 4. Other opportunities & information available on the World Wide Web