It is critical for an organization to have systems to evaluate and give feedback on how their employees are performing. Feedback must be centered around skills that an employee has been trained on and based on the desired outcomes of the organization. The feedback needs to not only consider the training, but take into account the mission, vision and goals to ensure the employee understands their specific job. “Hear counsel, receive instruction, and accept correction, that you may be wise in the time to come” (Proverbs, 19:20, AMP). This paper will discuss how the Mississippi Army National Guard (MSARNG) can utilize and incorporate feedback strategies in the organization to help promote leadership development.
Feedback
In order for any plan to be effective, everyone involved must understand the criteria that will be used when evaluating its success or failure. Feedback and correction is done to help the employee, not to condemn or criticize (Proverbs, 3:12, KJV). It must also be done in a timely manner so that a change can be implemented quickly if the plan is not working for the organization. All employees must be willing to give appropriate feedback and understand the importance of giving an honest opinion when participating. Any employee who does not want to participate needs to be counseled on why
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(See Appendix D) A SWOT analysis is an assessment of a person or organization on how they can become effective in their current role in the organization. As a leader, a SWOT analysis can help with assessing present qualities in leadership and things that may need to be changed over time with some work. We should “do our best to present yourself to God as one approved, a worker who does not need to be ashamed and who correctly handles the word of truth” (2 Timothy, 2:15,
Natural born leaders are almost nonexistent in today’s military. Military members have to complete numerous leadership classes as you progress through the military ranks whether you are an enlisted or as an officer. There are many attributes that people would have to possess to be considered a great leader. Some of those attributes include honesty, respect, trustworthy, and enthusiasm just to name a few. There have been many leaders I have worked with or for over my past 19 years in the Army. One of the most important one would have to be honesty. Honesty is important because if the people that work for you cannot believe what you tell them, they will never trust you or support you. Employees can make or break their supervisor. If they do not like or trust the manager they will not respect them and they will only do the least amount possible. When your employees believe that, you value their opinion and their work ethic. Like you and trust, you they will do anything you ask of them. Whether the decision is right or wrong it is a decision, a leader never want to leave their subordinat...
The SWOT analysis is a method used to evaluate the attributes (of a particular company) that will support the firm's effort in achieving their goals as well as the attributes that will weaken the company.
On a warm San Diego night in May of 1988, not smart enough to know whether I should be scared or excited, I embarked on my military career standing atop yellow footprints neatly painted on the asphalt. As an eighteen year-old kid entering recruit training, the finer points of leadership, at any level, had not yet piqued my curiosity. The drill instructors who supervised my training placed far different leadership expectations on me than what I will face as a colonel in the Air Force. Having learned a lot, good and bad, along the way, I realize that I must adapt to make good decisions and effectively lead at the senior level. Dr. Gene Kamena’s Right to Lead Assessment Model (RLAM) provides a handy, visual means to think about leadership, and assess how one can grow as a leader. Using the RLAM, I can concentrate xxxxxx My current leadership skills and abilities have enabled me to thrive at the tactical and operational level; however, in order to succeed
A SWOT analysis is an acronym that stands for Strengths, Weaknesses, Opportunities, and Threats. SWOT is a planning evaluation used by businesses and organizations.
When then leader measures what was supposed to happen with what actually happened, the leader and involved personnel will then find out if the job was completed to standard. Also the leader needs to know from the personnel involved, what to keep doing and what can be done different to get those same or better results. All feedback should be honest and factual. This is the information that the leader will use to makes thing better; to make the operation run more smoothly. All of this defines the most successful and impactful Army leaders.
Using this feedback constructively, will allow me the ability to better utilize my subordinates and continue to become a stronger leader. I always want to remember, “I don’t know what I don’t know!” This feedback will help me become more aware of those things that are unknown to me. Furthermore, by becoming more self-aware and knowing my peers, subordinates, and leaders will give me the insight to know when to empower my “Airmen” or when to step into a follower role with a
The case study provides good examples of a commander working to develop his leaders. LTC Fullerton first scheduled interviews with his primary staff and senior NCOs to identify their skills, strengths, and weaknesses. Fullerton noted during the interview with MSG Regan that he had gaps in technical expertise regarding the battalion’s mission and made a note to address it in his personal leader development program. This is one example of how a commander ...
As a military officer, we need to continuously improve ours leadership align with the development of knowledge and technology so it will be effective. With this reflection on leadership has made me aware of my weaknesses and I am more prepare to improve my leadership skills so I can confident to take on my leadership tour.
According to Coker (2015), “feedback is considered essential for motor skill acquisition as it assists in guiding the learner in modifying subsequent movement attempts” (p. 31). I believe this is partially in line with Knowledge of Performance (KP) because KP is about the nature of the movement pattern itself and it does not necessarily tell about success in terms of goal achievement (Schmidt & Lee, 2014).
Most recently, this leader took a personality survey which was administered by Culture Index Inc. Culture Index is a hiring and managing process that helps identify top-tier talent, motivate and manage new talent, and match resources with long-term organizational goals (Culture Index, 2016). Culture Index measure four areas of construct which include A=Autonomy, B=Social Ability, C=Pace, and D=Conformity. The results come out in a graph like report and where ever the graph is on each of the construct determines if the individual is high in these areas or low in these areas.
A SWOT analysis is a measure tool to summarize a company’s internal and external aspects. By measuring the company’s strengths, weaknesses, opportunities and threats and looking for improving solutions by using the strengths and opportunities to improve on the weaknesses and take the necessary actions concerning any threats a company can survive in today’s world market.
As an officer in the United States Army, it has been imperative for me to understand every facet of leadership and why it remains important to be an effective leader. During this course, I have learned some valuable lessons about myself as a leader and how I can improve on my leadership ability in the future. The journal entries along with the understanding of available leadership theories have been an integral part of my learning during this course. For all of the journals and assessments that I completed, I feel it has given me a good understanding of my current leadership status and my future potential as a leader. All of the specific assessments looked at several areas in regards to leadership; these assessments covered several separate focus areas and identified my overall strengths and weaknesses as a leader. Over the course of this paper I will briefly discuss each one of these assessments and journal entries as they pertained to me and my leadership.
Kaplan-Leiserson, E. (2005). Integrated leadership a new model from experts in human performance improvement. American Society for Training & Development, 59(7), 12-13. Retrieved from http://web.b.ebscohost.com.ezproxy.cu-portland.edu/ehost/pdfviewer/pdfviewer?sid=b971418c-9582-4ec1-948a-d0289c44cd81@sessionmgr115&vid=8&hid=117
The commander is arguably the most experienced leader in the organization. His value of leader development will influence the rest of the Soldier’s value of leader development accordingly. The commander is responsible for ensuring the unit has a leader development program and that it is nested with everyday training. His vision for the unit’s leader development program will shape how the S3 incorporates the development program into the unit’s training plan. The commander must establish a climate that values leader development by being open to constructive criticism and recommendations from subordinates. LTC Fullerton quickly implemented this technique in the first week of his command and demonstrated it during his first meeting with MAJ Kane. Fullerton asked Kane for his view on things and how to improve the battalion. The commander must invest time in getting to know his subordinates and their needs as well. A one size fits all leader development program might get the leaders as an aggregate to a certain point, but after that the commander will need to identify subordinate strengths and weaknesses in order to continue to develop those leaders for the future. A great example of this from the L204 case study was LTC Fullerton moving the BN S4 LT Cunningham to become the Company XO for CPT Benizi. As explained above the commander’s role in leader development really seeps into every aspect of the organization. He is responsible for setting the climate, ensuring the S3 is incorporating into the training calendar, developing relationships t...
Feedback is a type of communication that we give or get. Sometimes, feedback is called "criticism," but this seriously limits its meaning.