Millennials and NetGens differ from preceding generations when it comes to responding to power and influencing tactics. It can be very difficult in a high-tempo, military environment for a leader not to apply the “Take the Hill” approach – especially when most orders are given as a reactionary measure. Millennials identify with soft tactics, such as team building and inspiration. However, inspirational appeals must be viewed as genuine and in line with the leader’s own personal ethos. If it is not than the appeal will be seen as ingenuine and promptly dismissed by the subordinate. They are susceptible to appeals of inspiration to include the possibility of impacting the unit, making a difference, and changing the world. NetGens, on the other
However, it’s that ambiguity that allows different types of personalities to thrive as leaders. From soft-spoken to loud and booming, from conceptual thinkers to detailed planners, leaders have varied greatly in character and leadership styles.3 Today our Air Force has the most educated and skilled Airmen that its ever had. Technologically-advanced Millennials make up more of the Air Force today than any other generation and they are industrious, free-thinking, and keenly perceptive. It is essential that leaders be sincere with their subordinates as people can easily distinguish between genuine concern and manufactured emotion. As stated by James M. Kouzes and Barry Z. Posner who surveyed thousands of people on what they want in their leaders, the results were
Kopser, Joseph, and Allen Trujillo. "People will Be What They Can See: a Case Study in Leadership." The Cavalry & Armor Journal, January-March 2014.
General Colin Powell displays the transformation leadership qualities of Inspirational Motivation. He provides “energy and direction that fuels the actions of followers.” His model of effective leadership requires “pushing the vision down to every level of the organization.” The most important role is ens...
“I know what I said. Now, tell me what you heard.” BG Angela Salinas stated to ensure clarity and accuracy. Creative thinking is often applied by leaders in the military today. Tanya Biank explored 4 distinct leaders across the military branches of service from the ranks of Sergeant to Brigadier General in her book Undaunted. Providing an analysis of the leadership principles and concepts illustrated in this book seemed ideal as I was gifted this book by my mentor, General (Retired) Carter F. Ham. I was able to witness this amazing leader personally illustrate the following principles; creative thinking, critical thinking, power and influence, and building teams.
Gary Erickson, founder of Clif Bar Inc., has an open and innovative style of leadership that fits very distinctly with one of the generations of workers defined by Zemke in the text. While the “Veterans” and “Baby Boomers” are much too prone to tradition and routine and the “Nexters” are far too young and undeveloped as a group, the qualities of a “Gen-Xer” fall directly in line with Erickson’s leadership style. In the text, Zemke describes Gen Xers as “entrepreneurial” and being “more committed to their vocation than to any specific organization” (155). Gen Xers are also said to seek balance between life and work, and they do not define leadership in terms of meetings and vision statements. They would rather leaders make work environments
...and respectful of authority (Summers, A.L., 2011). The millennial generation will respond to an environment which will allow for recognition for the work performed accurately and will comply with policies outlined by the FCC since they are driven by making a difference. Ann evolving her style to situational leadership coupled with a mentoring program will help the student workers develop portable skills while developing strategic alliances through the mentoring program with the third and fourth year students.
HBO’s series “Band Of Brothers” involves analysis of effective leadership and what qualities make for an effective leader. Despite having several similarities including serving in the same unit, holding leadership roles and suffering from some sort of trauma several of these leaders serve as foils for each other. By analyzing the differences between Captain Winters, Sergeant Lipton and Lieutenant Dike an argument can be made to decide what qualities make the most effective and ineffective leader. By looking at what the leader does, what the leader says and what others say about the leader the series determines what does and does not make a good leader in a military setting.
The purpose of this memorandum is to outline my view point on leadership. As a Drill Sergeant, it is my responsibility to transform civilians into well discipline, physically fit, and competent scouts. I am entrusted to uphold the Army standards, live the Army Values and Warrior Ethos, and instill Esprit de corps.
Thomas N. Barnes Center for Enlisted Education (U.S.) United States. Department of the Air Force. (2012b). Ethical Leadership (LM01). Maxwell-Gunter Annex, AL: Department of the Air Force.
Put into another form, “[The Marines] pour forth with the poignant power of superb human beings doing what they believe is truly righteous. There is grace and magnetism in the way these clean-cut kids hurl themselves out of planes, surge through forbidding terrain and leap with awesome fortitude over one barricade after another. The ads use sophisticated psychology to lure today 's peace-loving young adults into our "humanitarian" military.” (Kronstadt, 2014). It’s through these images and power attached to words and amazing propaganda that gets youth to dive into the world of war with the Marines. The ad under analysis, tells the recruit they will get to “walk with honor”, “command with resolve” and “take your place among the most elite warriors on earth”. They get to ‘take their place’, saying it as though they already have their place, as if the place is waiting for them. The ad also highlights the that the Marines are the more elite warriors on earth, the word warrior itself is captivating. Warriors are seen as the best of the best when it comes to fighting, adding on to the that the elite warriors, projects a view of the ultimate, best fighters there could ever be – and for a lot of people, that is beyond exciting. The ad is also illuminating the fact that they will ‘command with resolve’, meaning they will become firm and determined as a leader. The Marines will give them the skillset and knowledge to be able to command and hold people’s lives in their hands by training and lead them into battles – even though that word is not touched upon in any advertisement. The “walk with honour” has already been highlighted in this essay, but it is important to note that honour, patriotism, freedom and democracy are all tied together in...
ADRP 6-22: Army Leadership; Chapter 10: Organizational Leadership, HQ, Department of the Army, Washington, D.C, 10 September 2012
The history of Lieutenant General Lewis B. “Chesty” Puller is not well known outside of the U.S. Marine Corps, but as the most decorated marine in history his legend will live on and continue to inspire the marines of tomorrow. The enlisted corps has idolized him, frequently encouraging one another to do that last push up when motivated by fellow marines saying “Do one for Chesty!” The purpose of this essay is to demonstrate that Chesty, using current day leadership theories, was a visionary and ethical leader who exemplified the characteristics that our nation’s military needed during World War II and still needs today. I will explain how he embodied some principles of Full Range Leadership Development that are taught today. Then I will describe how he demonstrated his ethical leadership through combat actions when faced with general military ethics situations. Finally, I will examine how my own leadership abilities, though noncombat focused, compare to how Chesty led his marines. Let’s begin by exploring the visionary leadership that Lt Gen Puller exhibited.
What often is overlooked is that the demands on today’s leaders have become incredibly complex broad in scope. Contemporary society is less responsive to the appeal of great man leaders and is less willing to play a docile follower role,...
During Generation Xers formative years, “investigations called into question many major organizations including the U.S. presidency, military, organized religion, and corporations” (Fore, 2013). As a result, this generation generally had little confidence in institutions and instead placed more faith in themselves. At home, Generation Xers became “‘latchkey children’”, who came home from school without a parent or adult supervision, and their mothers now worked outside the home. They were responsible for themselves, and often became dependent on video games and television sets, which resulted in them being characterized as “independent and resourceful” (Fore, 2013). At work, Generation Xers relied on themselves and their peers to accomplish goals, and did not put much hope in companies or organizations. Unlike Veterans, Generation Xers disliked traditional hierarchy, challenged authority, and expected their leaders to demonstrate competence and fairness, as well as embrace a participative and diverse workplace (Fore, 2013). Similar to the Millennial generation, Generation Xers placed a stronger focus on their personal lives much more than the generations before them. “They were likely to stay with one company throughout their career as long as it did not interfere with their private lives” (Gilley & Waddell, 2015). This lack of organizational loyalty is often attributed to
The Army spends a great deal of time making followers into leaders and leaders into followers by utilizing several levels of training throughout their military career. This training allows a Soldier to perfect the knowledge and skills required to be an effective leader in every aspect of their job. ...