Documente Academic
Documente Profesional
Documente Cultură
Developed by: U.S. Coast Guard Leadership Development Center Training Support Branch April 2010
*Leading Others
Effective Communications Influencing Others Respect for Others & Diversity Management Team Building Taking Care of People Mentoring
TABLE OF CONTENTS
Introduction..5 Topic 1.1: Introduction to Leading Others6 Topic 2.1: Effective Communications....19 Topic 3.1: Influencing Others.....29 Topic 4.1: Respect for Others and Diversity Management..37 Topic 5.1: Team Building....48 Topic 6.1: Mentoring...56
Introduction Welcome to the Apprentice Leadership Program, or ALP. The ALP is the first rung on the Leadership Development Continuum and has the potential to anchor a successful Coast Guard career with common language and activities for generations of Coast Guard Junior Enlisted Professionals. This 3-day course is designed to prepare you, as E-3s, for the supervisory duties and responsibilities you will face as Junior Petty Officers, irrespective of the technical rating that you earn in the field.
YOU
INFLUENCING
OTHERS ACHIEVE
GOAL
Leadership requires individuals to develop and possess certain traits that encourage their peers, subordinates, and seniors to do the same. To aid in your career success, the Coast Guard utilizes 28 Leadership Competencies (see page 3 of this ALP Student Guide). The first seven competencies are about Leading Self.
7
Group Exercise
In your assigned small groups, discuss the 1-2 Leading Self competencies supplied by the instructor and discuss what each mean to you individually and as a group. Be prepared to discuss the following questions as a group and brief your answers to the class. What happens if a leader does not embody these qualities, traits or competencies? How do we develop these qualities, traits or competencies?
Responsibility Commitment
Why should you align your values with the Coast Guards? What things can you do on a daily basis to ensure personal health and wellbeing in your ship/office/unit? How do you feel when you are impacted by someone elses behavior? Has your personal conduct ever impacted others?
10
All of you have chosen a career path within the Coast Guard that requires you to gain technical knowledge, skills, and expertise within that field. It is your duty to know the Coast Guards roles and missions and understand what your personal role is in fulfilling those mission tasks. Part of your responsibility is your own personal development within your chosen area of responsibility. What do you think your Advancement Certificate is going to mean or represent to you? Your Certificate of Advancement clearly states the terms of responsibility, authority, and accountability. By accepting advancement in rate, you have expressed a willingness to accept the responsibilities and carry out the delegated authority of your new positions. Coast Guard leaders utilize the regulations and guidelines that govern accountability and responsibility in order to hold others accountable as situations warrant.
11
12
13
Right now, you are only expected to recognize your own strengths and weaknesses and pursue your own self-development.
When we talk about committed individuals we are talking about people who are committed to a charge or trust. Just as you, your peers, subordinates, and seniors are committed to your task and duties as members of the Coast Guard. Compliant individuals are those who conform in fulfilling official requirements or yield when force applied. Many successful executives have learned that motivation for a task comes not from compliance but from commitment. Commitment, like motivation, comes from within. The Coast Guard expects their members to be committed at all times, not just compliant. A member functioning at only 2030% of their capacity is merely compliant; a member who puts forth a level of 80-90% is a committed peak performer. This is who we look for to inspire and motivate others.
100%
14
Scenario/Case Study
Petty Officer DeVito has just transferred from a small boat station to his first choice, a Sector in his home town. During his last year at the station, he spent his off duty time completing the Striker program for Yeoman. He would travel three hours to the Sector for training and supervision from the Yeoman. This training included the review of personnel records, data entry in three different systems for members of his unit, and familiarization of necessary publications and manuals. During his first year at the Sector, Petty Officer DeVito immersed himself in the day-to-day operations of the unit so that he could master the skills required of his new position. In this same time period, Petty Officer DeVito had attended a professional hockey game. During the National Anthem he noticed all of the services were represented with the exception of the Coast Guard. Taking the initiative, Petty Officer DeVito contacted the team to find out if the Coast Guard Color Guard Team had ever been invited. To his surprise, the Coast Guard Color Guard Team had never been considered nor did the hockey team know how to go about contacting them even if the wanted to use them. Prior to being placed on the Sector New York Color Guard, Petty Officer DeVito was a barracks watch stander and volunteered to help the Color Guard, when needed. Petty Officer DeVito requested through the Color Guard Coordinator at the time if it was ok to contact the New York Rangers. Since this was never done before, the coordinator granted his request, thinking that it was a long shot anyway. After two weeks of not hearing anything back, Petty Officer DeVitos phone rang and on the caller ID it said Madison Square Garden. Since that phone call, the Coast Guard Sector Color Guard Team-New York has been used for three years, attending over 25 games, including opening night and playoff games. Petty Officer DeVito is also now in his second year of providing Color Guards for the New York Knicks.
15
16
17
Quiz
Match items in Column A to definitions in Column B. Column A 1. Accountability & Responsibility behavior _____ 2. Followership _____ 3. Self-Awareness & Learning Column B a. Assessing ones personal behavior and accepting feedback to confirm personal strengths and identify areas or improvement. b. Being self-motivated, resultsoriented, and accountable for ones performance. c. Maintaining personal Programs that include physical mental, and spiritual wellbeing. d. Using knowledge, skills, and expertise to effectively organize prioritize tasks. e. Taking ownership in effectively organizing and prioritizing assigned tasks. f. Developing and maintaining an understanding of Honor, Respect, and Devotion to Duty. g. Seeking and accepting the command, guidance, or leadership of others. of others.
_____ 4. Aligning Values _____ 5. Health & Well-Being _____ 6. Personal Conduct _____ 7. Technical Proficiency _____
18
8. Initiative, accountability, responsibility, and critical thinking are all characteristics of ___________________.
19
20
Feedback The most common cause of ineffective communication is the failure of the sender to request feedback from the receiver. Feedback is the element of communication that confirms the message has been received and understood. In most written forms of communication, some reply is required. Oral communication via electronic means usually requires only a verbal repeat of the message followed by roger, understood, or ayeaye.
21
Communication Elements
Good communication is difficult. The key is to focus on understanding and improving communication. There are three key elements to good communication; verbal elements (actual words), vocal elements (tone of voice and speech), and visual elements (body language). Verbal communication, or our choice of words, has the least impact on faceto-face communication. Vocal qualities such intonation, resonance, rhythm, pitch, volume, inflection, and clarity can make a direct impact on the receipt of the message. Our voice can convey much more than just words. We may be saying all the right things, but actually sending something else to our receiver. What someone hears might not be what we are sending. It is not unusual for our visual and vocal elements to sometimes send conflicting and more or less intense messages. The visual element is basically our body language or what people see. Body language describes human interaction, excluding written and spoken words. It is anything that can be seen by the other person. Because gestures express
22
more than words, you must be that much more aware of your body/facial projections and those of your shipmates. Your eyes are also an important part of the communication process because they are the principal receivers of nonverbal communication. The amount of eye contact projects a wide range of nonverbal messages.
Group Exercise
As a group, lets talk about how we inadvertently shut down communications. We are going to create a list based on your ideas. _______________________________________________________ _______________________________________________________ _______________________________________________________ _______________________________________________________ _______________________________________________________ _______________________________________________________ The things listed here are referred to as barriers to communication. If these are truly things that shut down communication, what can we do to eliminate them? What is the advantage of removing as many barriers as possible?
23
Physical barriers to effective communication include: distance, noise and distraction. Distance is considered a physical barrier because if the receiver is far away from the person speaking he/she may only be able to pick up bits and pieces of the conversation.
24
we can become tense or even angry. How closely we allow others to come and still feel comfortable is one measure of our relationship to them.
L.E.A.P.S.
Has anyone been to some form of Law Enforcement training and remembers the acronym L.E.A.P.S.? LISTEN: To what the person is saying. EMPATHIZE: Acknowledge and understand the emotions they are expressing. ASK questions: To get more information.
25
PARAPHRASE: In your own words repeat what the person is saying to check your understanding. SUMMARIZE: Restate the situation with all the facts to clarify the role, problem or behavior.
L.E.A.P.S. , continued
What does this all mean? Listening takes time and you must take time to listen. Good listening requires you to temporarily suspend all unrelated thoughts and have your mind be a blank canvas. In order to an effective listener, you have to learn to manage distracting thoughts within your own mind. If we become good listeners, can we eliminate some of the barriers we discussed earlier?
Group Exercise
This exercise is used to develop skills of communication by active and effective listening. You will be broken into groups of three and provided with a current topic such as music, entertainment, sports, or movies. If your group has a topic of its own they would like to discuss, please present it to the instructor. Each group selects a speaker, a listener, and a referee. The selected topic is discussed by the speaker who, without interruption explains his/her feelings on the topic. After the speaker has finished, the listener summarizes, without notes, what was said by the speaker on the subject. Following this segment, the speaker and the referee can correct or amplify any item stated by the listener. Note that the referee is the only person allowed to use notes. After approximately 5-7 minutes of discussion, select a new topic and reverse the roles, using the same procedure. This will be repeated again, allowing each person in the group to have the speaker role.
26
27
Quiz
1. What are the five major elements involved in the communication process?
2. Which element in the communication process is the source of communication? 3. Which element in the communication process interprets the meaning of the message? 4. List the three key elements used to focus on understanding and improving communication. 5. What three types of barriers prevent effective communication?
28
29
Introduction
Motivation is the force within an individual that accounts for the level, direction, and persistence of effort expended. Understanding what drives certain people will expand your abilities as a leader. Using that knowledge will increase your ability to influence others and enable you to be a more effective leader. Upon becoming a Petty Officer, you can help your people see how their performance, in meeting the needs of the command, can satisfy their own needs. Why is motivation important? How does motivation affect performance? What motivates you? What are your goals? Have you ever helped someone else achieve his/her goals?
Influence
Websters online dictionary defines influence as: The act or power of producing an effect without apparent exertion of force or direct exercise of command. Coast Guards definition of Leadership:
30
YOU
INFLUENCING
OTHERS ACHIEVE
GOAL
Motivators
Motivation is defined as: The amount of energy or effort one is willing to put forth to achieve a goal. An individuals needs are the basis for action; needs motivate individuals. So it can be said that motivation is a total process that is determined by the interaction of human needs, the situation, and a combination of personal and group needs. These needs that motivate us can be divided into two basic types of motivators, External and Internal. Things leaders do to encourage people to accomplish what the organization wants them to do, external motivators, can be positive or negative, and usually have a short-term impact. These motivators do not necessarily promote productivity and actually may reduce the effectiveness of the organization over time. For example, positive motivators such as rewards and recognition constitute the majority of extrinsic motivators. Rewards, such as early liberty are important and helpful in the short term, but do not sustain productivity in the long term unless the complemented by intrinsic motivational factors. Recognition, whether formal or informal, official or unofficial, creates a climate where people feel good about themselves and their contribution to their team.
31
On the other hand, when you attempt to rule with fear and punishment, you may frequently motivate people to get the job done, but organizational effectiveness may be greatly reduced due to the debilitating effects of fear, stress, and anxiety over time.
What type of external motivators have you experienced or witnessed thus far in the Coast Guard?
Motivators, continued
Internal or intrinsic motivation is something that is developed within the individual and motivates them to high performance (e.g., pride in workmanship and a sense of achievement). Internal motivation sets up individuals for success. Internal motivation occurs when you recognize needs, and create or recognize opportunities to satisfy these needs, and actually grow. A members internal drive created by intrinsic motivators acts as a model for others to emulate. Internal motivators tend to be long term and provide the highest sense of motivated attitude. So, when you involve your team in decisions, you can install a sense of ownership, and people will support what they help to create. What type of internal motivators have you experienced thus far in the Coast Guard?
Group Exercise/Discussion
Based on this discussion, what are some of the things that motivate you? What makes you do the things you do? What motivates you in your personal life?
32
What motivates you in your professional life? Lets list them by internal and external motivation. _____________________________________________________________ _____________________________________________________________ _____________________________________________________________ _____________________________________________________________ _____________________________________________________________ _____________________________________________________________
Case Study
When she was 8 years old, Maria Delgado began cooking with her mother. In her family, cooking was a way to not only feed your family, but express your love for them. In the family tradition, Marias mother taught and handed down recipes that had been in the family for generations. Cooking became a passion for Maria and she loved to plan, prepare, and serve meals for her entire extended family. When she graduated high school at 18, Maria knew she wanted to have a career in food service, but was unsure of which route to take. A reputable culinary school was out of the question. Marias parents could not afford to send her there. Maria did not want to go heavily in debt at such a young age with school loans. Maria talked to her high school guidance counselor who recommended one of the military service branches as an alternative. Maria did her research on each of the branches, and then made the decision to join the Coast Guard as a Food Service Specialist (FS) A School. At A school, Maria loved learning new dishes and the more formal prepping and cooking techniques required of all FS personnel in the galley. Upon her A school graduation, FS3 Delgado received orders to the Coast Guard Cutter DALLAS. FS3 Delgado was thrown into a patrol and all the new requirements of reporting to a Coast Guard cutter. At first, FS3 Delgado was excited to use her new skills, working to establish herself in the galley and with her new shipmates.
33
After a while, FS3 Delgado began to feel the pressure placed on her as a new FS3 on a cutter; cooking for 200 shipmates, the hectic pace, duty rotation, and PQS. After her first patrol, FS3 Delgado began to doubt herself and her choice to join the Coast Guard. She no longer found cooking enjoyable and was feeling overwhelmed and frustrated. What was worse is that she began to have verbal confrontations with co-workers, show up late to her work shifts, and was overheard grumbling about her duties. Additionally, her supervisor noted that FS3s food quality had become poor and she could often be found in tears if something did not go her way.
34
situations are all different, the right communication technique depends on the situation. Building a trusting relationship with others will enhance communication, as well as your ability to influence others. Leaders set the example, good or bad, with every action taken, and word spoken, on or off duty. Through words and personal example, leaders communicate purpose, direction, and motivation.
http://www.nytimes.com/1986/02/18/science/influencing-others-skillsare-identified.html
Quiz
1. Which type of motivator do leaders use to encourage people to accomplish what the organization wants them to do?
2.
3.
If a leader wants to promote productivity and effectiveness with longterm results, which type of motivator should he/she use?
5. Give an example of how you have been externally/extrinsically motivated in the Coast Guard? 6. Give an example of how you were internally/intrinsically motivated in the Coast Guard?
36
7. What is the Coast Guards definition of leadership? 8. Motivation is defined as The amount of ___________ or __________ one is willing to put forth to achieve a __________. 9. As a Petty Officer name two ways you will be responsible to influence others? 10. Identify two personnel goals, and your motivation for each?
37
Group Exercise
What does diversity mean to you as an individual? What does diversity mean to you as a group? _____________________________________________________________ _____________________________________________________________
38
39
Civilian and Auxiliary, your commitment to excellence is apparent every day, in every mission, across the country, around the world, against all threats, and all hazards. I am personally committed to ensuring our Coast Guard provides an environment that values and embraces the contributions and potential of every member of our diverse workforce. Our core values of Honor, Respect and Devotion to Duty are fundamental to our individual and collective success. Live them every day. -USCG Commandant
What Diversity is
You will also notice that the categories go far beyond race or gender. There is a lot of discussion surrounding race and gender because these particular dimensions seem to have a lot of emotion surrounding them but it is important to remember that these are only two dimensions of diversity. There is much that binds together the people in this room, and those similarities are important in diversity, too. Many people think managing diversity is the same thing as Equal Employment Opportunity (EEO) and/or affirmative action. In fact, these are all completely different.
40
Affirmative Action: Affirmative Action states that positive steps need to be taken because of past discrimination to level the playing field for all people. It is a concept, not a law, and it is definitely the subject of much debate. As we just discussed, diversity is simply the mix of similarities and differences each of us brings to the workplace. Unfortunately, those who do not have a clear understanding of these terms try to use them interchangeably.
Diversity Management
Diversity Management is the process of creating and maintaining a positive environment where the differences of all personnel are recognized, understood, and valued, so that all can reach their full potential and maximize their contributions to the United States Coast Guard. Our ability to attract, develop, retain, and deploy a quality, diverse workforce is the key to the Coast Guards success - it must be a top priority for everyone. We must draw on the strength of our differences and similarities to: 1. Create a positive work environment. 2. Promote personal and professional development. 3. Empower all people to reach their full potential. 4. Attract talent that reflects America. 5. Remove barriers that hinder progress.
41
42
recruitment, selection, assignment, retention, training, or general treatment of any member of the Coast Guard.
43
Scenario(s)
When you think about the members of your unit, what assumptions do you automatically make? _____________________________________________________________ _____________________________________________________________ Here are some things to think about: How many people at your unit are single parents? We need to realize that what happens in your work affects your life, and what happens in your life
44
affects your work. We have more and more USCG members who are single parents; some by design, some not by design. Let me tell you about a very talented second class Petty Officer who is a single parent. She had aspirations of attending OCS, loved the USCG, and was great at what she did. She was assigned to a 110 and took her daughter with her. She was living in leased housing, and because 110s get underway, made arrangements for her sister to come and live with her while attending college. That way, when the Petty Officer was underway, her sister could take care of the baby.
Scenario(s), continued
Does that sound like a good plan? She was going to meet her obligations to the USCG, and the baby would be taken care of. But do you know what happened? The Housing Officer said that her sister could not live in leased housing because she was not in the USCG. Is that a law? No, its policy. Unfortunately, by the time the Housing Officer decided that it was okay, the Petty Officer had already made the decision to leave the USCG. We lost an extremely talented young woman because the needs of our diverse workforce were not fully considered. The Petty Officer was not trying to pull a fast one on the military. She was just trying to meet her obligations. Now the ship is without a second class Petty Officer, and the USCGs workforce is one member less.
Discrimination
Discrimination is defined as any action prohibited by law, Executive Order, regulation, or policy in which members of a category or group of individuals are treated differently from members of another category or group.
45
It is the USCGs policy to provide its military members equal opportunity training during their military service and access to the rights, responsibilities, and privileges of such service, regardless of: Race Color Religion Gender National Origin Participation in EO-related activities
The USCG is a diverse force not only in people, but missions too. Diversity occurs every day in the USCG.
Exercise
Take a few minutes to write down an example of our service supporting a member with an unusual /diverse situation. Or if you cant think of a positive example, what about a negative example? Someone who had to leave our service because of circumstances in their personal life that our service could not support. _____________________________________________________________ _____________________________________________________________ _____________________________________________________________ _____________________________________________________________
Quiz
1. Diversity is_________________________. 2. Why is Diversity Management important to the Coast Guard? 3. Diversity is NOT ___________________ and/or ________________. 4. Name the three levels of Diversity Management involvement. 5. What is the goal of the Commandants Equal Opportunity Policy? 6. Who should you contact about an Equal Opportunity concern or issue? 7. In his diversity policy statement, the Commandant challenged each CG member to do five things. What are those five things?
47
9. What is discrimination?
10. According to policy, military members will receive equal opportunity regardless of what?
48
Each method has advantages and disadvantages and is specific to the situation at hand. Lets take a few minutes to look at each.
Trust is not a fact; rather it is a sense of confidence that develops over time. The main elements of trust include a belief in a persons character and competence. Mutual trust requires members of a team to believe they can depend on each other to achieve a common purpose. Trust is a critical ingredient for creating and maintaining a high level of performance within a team. Trust requires time and effort to develop and can quickly be lost. How does communication play a role in developing trust?
Group Exercise
In your small groups, you have been assigned two or three of the following ingredients for building or invoking trust. Working within your groups, please describe each of your assigned ingredients and discuss why it is important to build and maintain trust. Ingredients for invoking trust: Clear team goals Improvement Plan Action Plan Well-defined roles Helpful team behaviors Well-defined decision procedures Balanced Participation Ground rules Awareness of group process Scientific approach Pay attention to your people Make team feel valued Develop a sense of belonging Give team members a cause
50
You have approximately 10 minutes to discuss your ingredients within your group and then each group will brief to the class their findings.
51
Group Exercise
Working in your assigned group, discuss one of the stages identified by Dr. Tuckman, and its impact on a group/teams performance. You have approximately 10 minutes to discuss and then each group will brief to the class their findings. _____________________________________________________________
52
Create positive atmosphere Assign straight-forward, simple tasks Be sensitive to members need for direction Open up conflict Move toward negotiation and consensus Get members to assume more tasks responsibly Let team assign own tasks Encourage team to review own goals and progress Listen and facilitate Participate, consult, inspire Be involved in tasks as needed Keep communications and information flowing Reinforce and celebrate achievement Provide new vision Followership
54
Participating equally Being able to give and receive constructive criticism Be able to negotiate Value others opinions Followership
If team members utilize and develop these skills, they can greatly assist the team in becoming effective.
Quiz
1. A group of two or more people working together to accomplish common goals is called a ______. 2. One key to success in any organization is the effective use of its _________.
55
3. The three common decision making methods used by the Coast Guard are: a. b. c. 4. Which decision making method involves a group approach to the situation? _______________________________________________ 5. _______is a critical ingredient for creating and maintaining a high level of performance within a Team. 6. _______________ is vital to building and maintaining trust. 7. What are the four stages of Tuckmans team development model? a. b. c. d. 8. In the ____________ stage of group development, members solve problems as a cohesive group. 9. During the _____________ stage of group development, group members begin to think in terms of a team and work through obstacles. 10. ________________ support each others efforts, participate equally, and are willing to listen to each others thoughts and ideas.
56
STATE resources of the mentor program. STATE the benefits of a formal mentoring process STATE the steps to become a mentor/mentee
57
the opportunity to ask questions, share concerns, and observe a more experienced professional. Investing time and effort in the cultivation of a mentorship program is a win-win situation for all involved. It enhances the happiness, job satisfaction, and effectiveness of both mentors and mentees; and organization they work for is able to reach its goals, while empowering its people. GROUP EXERCISE Break into 3-4 small groups and using the easel charts, list all the mentortype relationships you have had prior to the Coast Guard. As a group, answer the following questions: What made this a mentoring relationship? What did these individuals teach you? What were some of the characteristics of these relationships?
Mentoring
So far, everyone here has been able to identify a person (mentor) that was able to help them at some point in their lives. Maybe this person helped you get through a difficult situation or was beneficial in helping you to achieve a goal. Now lets talk about the mentoring processes that occur within the Coast Guard.
58
What is mentoring and how is that different than teaching? We have all had teachers, and some have been mentors, but what makes them mentors? Mentors not only teach, but offer: Resources Values Insight Perspectives Advice Lessons learned
Types of Mentoring
Mentoring can take various forms. The different types of mentoring include: Formal Informal Situational Supervisory
Formal mentoring is a relationship that has an agreed to beginning and end, a method for no fault termination, a formal matching of the mentor and mentee, and agreed upon goals, objectives and checkpoints. Informal mentoring typically occurs when a mentee seeks out a mentor for career advice. It can also be initiated by the mentor who reaches out to a mentee whom they believe would benefit from advice and experience. These relationships tend to grow over time and can be very effective and rewarding.
60
The last type of mentoring is known as Supervisory mentoring. It is expected that all supervisors in the Coast Guard will provide this type of mentoring to their subordinates. The Individual Development Plan (IDP) is a tool that the supervisor can use to help them. The IDP outlines expectations for coaching and feedback. Most frequently this type of mentoring is informal and relates to day-to-day guidance about the current job. As leaders, supervisors should encourage mentoring, and encourage their subordinate to seek other sources when they (the supervisor) are not the subject matter experts.
Mentoring Resources
COMDTINST 5350.24 (series), Coast Guard Mentoring On-Line Mentoring Training Course
Program
61
http://www.uscg.mil/ http://www.uscg.mil/leadership/comp.asp
Group Exercise
In your small groups, discuss specific ways in which a mentor would be beneficial, the type of mentoring it would be, and how you plan on beginning the mentoring process. Each group will have approximately 10 minutes to discuss and then will brief the class. _____________________________________________________________ _____________________________________________________________ _____________________________________________________________
Optional Exercise
62
As a Petty Officer, ENGAGE in the Coast Guard mentoring programs as a mentor/mentee IAW Commandants Mentoring Program. Directions: Use the form provided in your Individual Development Plan (IDP), and identify areas in your life where mentoring would benefit you in achieving your goals, write them down and decide the type of mentoring, and how you plan on seeking out mentors to assist you in your goals.
Quiz
1. Define the mentor program/relationship.
63
2. Name the four types of mentoring discussed in the lesson. 3. Which type of mentoring program would benefit a new PO3 with the goal of a successful 20-year career in his/her rating? 4. Which type of mentoring program would benefit a PO2 wanting to ask for a tour at sea for his/her next assignment but unsure how this would fit with his/her family goals of having children within the next two years? 5. Who benefits from a mentoring program? 6. List two resources for information on participating in a mentor program.
64
65