I believe through experience and relationships, I will become a better NCO and can lead by example. By having goals and striving to do better, your subordinates and people around you will aspire to be like you and take notice of your achievements. This is what makes a great leader. My personal leadership philosophy incorporates all of these values and experiences. The Army values are the core to my leadership principles which are shaped with my own personal experiences and goals.
The United States Marine Corps (USMC) develops 14 leadership traits, these are the foundation and guidelines used by Marines in order to create and develop invincible warriors. However, some of these leadership traits have been losing significance among many sergeants. One of the leadership traits that lack the most amongst sergeants is “Initiative” due to micromanagement by senior leadership and technology.
position, however, the strain between the ranks compounded. In his book Company Commander, historian Charles B. MacDonald described his experience as a newly commissioned captain to a combat-experienced regiment during the Battle of the Bulge. Early in the campaign, after his first engagement as the company’s commander, MacDonald recalled, “I wondered what the men of my headquarters group thought of me as a company commander now? Had I been a complete failure? Had I done anything correctly? Was my fear as noticeable as I imagined it must have been?” His feeling of inadequacy subsided for a time, only to re-emerge further in his story. After being wounded and rotating back to a hospital for treatment and recovery, MacDonald again found himself a replacement commander, this time to a different company. MacDonald detailed several instances throughout Company Commander where he internally second-guessed himself after giving a particular order. Personal turmoil pepper his account of the campaign, and provide a glimpse into the mindset of a young, inexperienced officer during a tumultuous time.
Many seem to over emphasize the many privileges gained as an officer and seem to completely overlook the ever more important duties that should be the true motivators. I must ensure to maintain this mindset. I must also remember to put “people first”. (Department of Defense, 1988) This will be a cornerstone in every decision I make.
I understand this more after reading my LPI 360 assessment. Although, the feedback was mostly positive I have identified ways to become a better more valuable leader. In the numbers portion I received pretty low scores in finding ways to celebrate accomplishments and overtly praising subordinates for their hard work. This resonated with me because I have felt unappreciated before and I d o not want my subordinates to think what they are doing is not important or appreciated. Other tools I will use to try different leadership approaches will include the DiSC and MBTI survey.
Introduction In this leadership assessment, I will provide leadership analysis and background information on my personal experience with a bad leader. I will constructively critique a bad leader I have worked for by providing valid and well-reasoned opinions on their leadership style. I will also present a clear and concise description of what makes someone a bad leader and how they can improve. Leadership Analysis “If your actions inspire others to dream more, learn more, do more and become more, you are a leader.”
Army Doctrine Publication 6-22 (2012) says," A leader stewards the profession to maintain professional standards and effective capabilities for the future" (pg.8). These are standards constantly refined and implemented throughout the force. This part of the vision allows for those trusted leaders of character to exemplify what it truly means to be an NCO and continue its legacy while simultaneously building upon it. Self-development is the key to this line of effort. Through the established means of competitive boards, expert action badges from challenging courses, and the gaining of character development along the way.
Petty Officer Gavin is a knowledgeable and versatile Sailor whose team work has been invaluable to the command. He consistently takes on demanding assignments and completes them with exceptional results. His outstanding leadership, managerial skills and high level of professional competence have contributed significantly to the unit's high state of readiness.
Leadership Philosophy Chief Petty Officers owe to their organizations a sound understanding of leadership. Senior Enlisted Leaders (SEL’s) are retained in the military primarily to serve as leaders who effectively maximize the efforts of others so the Navy and Coast Guard can achieve its goals. Effective leaders in the chief’s mess set the tone and are visible amongst the command while constantly leading by example. This paper will explain the author’s leadership philosophy, refer to several influential leaders throughout his career, and incorporate three leadership behaviors from the Leadership Practices Inventory (LPI) feedback. Leadership Influences
As a result of being in this position of leadership I have learned responsibility and leadership skills.
During my time serving with the U.S. Navy I was in the role of war time and peacetime as a Corpsman and as a Physician Assistant. I share my personal experience with you as I feel this gives me a unique ability to determine another person’s ability to not only know when and how to be a leader but to also be a follower. In addition, as a Physician Assistant the bar to achieve and follow is significantly higher than that of some of our colleagues. Clearly Mr. Johnson has dedicated his life to serving others in controlled and uncontrolled environments without questioning the mission or his role.
It is easy to doubt your abilities and it is immensely helpful to have understanding, relatable friends/coworkers to turn to. I hope to be just like the returning RAs my starting year: open-minded, optimistic, reliable, honest, and determined. Being mindful of the needs I had, and adjusting to theirs, is important to me. “Lead by example” is my favorite type of leadership, because I feel that it is so effective. It means to be confident in your own values and decisions to lead without having to worry about teaching to others orally.
1. With the high and rising cost of healthcare, the Coast Guard is doing a great disservice to its members by not proactively promoting health and wellness before possible risk factors evolve into serious and costly health conditions. The Coast Guard has health focused programs implemented such as the Weight and Body Fat Standards Program, Health Promotion Program, and Personal Fitness Plan. However, Reference (a) announced the elimination of all Health Promotion Manager (HPM) billets and no longer requires the duties of the Unit Health Promotion Coordinator (UHPC) in regions where the Regional HPM has been reassigned.
Displaying leadership, service, and character is, to me, very important. I have shown leader ship in many different ways throughout my life, one example being in the classroom. When there are table discussions I usually lead the group and try to make sure that everyone in that group has a chance to talk, government class has been a great example. Mr. Furlong gives us time to talk out controversial topics, and I help direct people at my table share what their views are with out belittlement by actively listening and responding in a positive way. Also when I respond to someone's thoughts and opinions I try to remain as open minded to their views because they are not always parallel.
One of my new goals is to be more assertive, from now on I am going to put in balance my needs and other people’s needs. I have to use more the competing behavior from TKI, which means leaving the introversion on the side, be more outspoken, and defending more my ideas. Furthermore, I will start interacting more with the human inside my team members. I have enough tools to be a leader that generates empathy.