As a wholly new organization, to deliver its ambitious mission, AEN has strategically planned to get itself fully established and officially start to implement programs within 7 months. Its work to be done for each month from February to August in 2017 is as displayed in the following timeline ——

February

  • Recruit an HR Manager, a Newsletter Manager, and 3-5 interns for AEN’s Newsletter Section.
  • Search for credible CBOs that have a proven track of dedicated work for the community, and establish the partnership with them.

March

  • Recruit 3-5 interns for AEN’s Intercultural Communication Section, headed by the Intercultural Communication Manager.
  • AEN’s Newsletter Section kicks off its work on the 1st AEN newsletter, led by the Newsletter Manager.
  • Continue searching for credible CBOs, and establish the partnership with them.

April

  • Recruit an Organizational Learning Manager and 3-5 interns for AEN’s Organizational Learning Section.
  • AEN’s Intercultural Communication Section begins its work by training the interns and staff in intercultural communication, negotiation and conflict intermediation. The contents of the training are supposed to cover both theories and practical methods (Participants in the training session will have a chance to tailor their communication skills and styles through face-to-face communication with an array of African locals via Skype).
  • AEN’s Newsletter Section continues its work on the 1st AEN quarterly newsletter.
  • Continue searching for credible CBOs, and establish the partnership with them.

May

  • Recruit 5-10 board advisors, who are willing to periodically contribute their professional expertise to AEN’s growth.
  • AEN’s Organizational Learning Section begins its work by training the interns and staff in strategic management and organizational improvement in both theoretical and practical aspects.
  • AEN’s Intercultural Communication Section designs the intercultural training workshops as well as counseling strategies, targeting the CBO leaders and global youth.
  • AEN’s Newsletter Section continues its work on the 1st AEN quarterly newsletter.
  • Continue searching for credible CBOs, and establish the partnership with them.

June

  • AEN’s Organizational Learning Section designs the program implementation strategies and work plans, targeting the CBO leaders and global youth. The strategies and work plans should ultimately help the CBOs improve their work methods and deliver better outcomes (which must be measurable).
  • AEN’s Intercultural Communication Section pilots, revises and finalizes the intercultural training workshops as well as counseling strategies designed in the preceding month.
  • AEN’s Newsletter Section releases and distributes the 1st AEN quarterly newsletter, and starts working on the second AEN quarterly newsletter.
  • Continue searching for credible CBOs, and establish the partnership with them.

July

  • AEN’s Organizational Learning Section pilots, revises and finalizes the program implementation strategies and work plans designed in the preceding month.
  • AEN’s Intercultural Communication Section continues the work to pilot, revise and finalize the intercultural training workshops as well as counseling strategies designed in May.
  • AEN’s Newsletter Section continues its work on the 2nd AEN quarterly newsletter.
  • Continue searching for credible CBOs, and establish the partnership with them.

August

  • AEN’s teams in Intercultural Communication and Organizational Learning communicate with each other and come up with work methods and strategic plans for the two teams to work together seamlessly.
  • AEN’s Newsletter Section continues its work on the 2nd AEN quarterly newsletter.
  • Continue searching for credible CBOs, and establish the partnership with them.

The above work plan can be visualized in the chart below:


Starting from September 2017, AEN is expected to sort applications from young people around the world who are willing to volunteer for a CBO in Africa and select the right candidates. Built upon the previous work, the AEN team is supposed to be fully capable of working effectively with the global young talents and the African CBO leaders, to handle its own program implementation, and to help the international youth and the local CBO staff in Africa collaborate with and learn from each other. Ultimately AEN is to bridge communication gaps between African CBOs and global youth, achieving manifold social ends via AEN’s unique educational approach that integrates intercultural communication, organization learning, and newsletter distribution.

Rome was not built in a day, and it was started from a humble beginning. While AEN envisions its partner CBOs would come from different corners of Africa in the near future, right now it highly focuses on the partnership development with organizations in Uganda and Kenya. CBOs from other African countries are very welcome to reach out and get connected with AEN, but at this stage, AEN would like to flesh out the partnership with these organizations only when time and resources are ready for it.