2. When first presented with this assignment, I was a little apprehensive. Who do I send it to? How many requests do I send out? I can’t send it to so and so I angered them last week. An anonymous survey starts rolling around in my head and what kind of feedback am I going to get back. People can say anything they want, and I got a little apprehensive about the whole thing. Then I started thinking: This is a good thing as areas for improvement will always be present. Overall I was satisfied with the results. My three lowest scores and areas to improve and how, were discovered in three of the five leadership practices.
3. Challenge the Process – Searches outside the formal boundaries of his/her organization for innovative ways to improve what we do. From a Yeoman (YN) standpoint this one is ...
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... conduct and attitude. Our job and duty as a senior leader is to maintain these standards, but we often fall short. Too many senior enlisted are overweight; their uniform doesn’t fit properly or it’s put together without care. Junior enlisted see this and can fall under the impression of, if the Chief can do it, so can I. We talked many times this past week about setting the example, but that needs to be done 24 hours a day, 7 days a week. That may be hard for some to deal with, but it’s what needs to be done to be a positive influence on anyone we come in contact with because being a leader is a full time assignment. Being a compelling force for others to emulate due to our authority and technical competence is what being a senior leader is about; competence leads to trust, trust leads to confidence, confidence leads to influence and influence is leadership.
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