ALS Complete Set B
Interpersonal Communication Patterns
Control outward verbal or nonverbal signals that might impede the essential transactions you need to have with your subordinates
_________ to _______ interpersonal communication is often driven by supervisory responsibilities, including setting standards, evaluating performance, and providing effective feedback
Supervisor, Subordiante
Directive
Supervisor-centered. One way communication and supervisor is responsible for determining the nature of problem, best solution, and how to implement solution. used when issue/problem is time sensitive
Autocratic Management
Supervisors and managers do not listen to, or have a receptive attitude towards their subordinates' input or suggestions.
Body
Support Material, Personal Knowledge and Experiences, Common Knowledge, Standard Information, Folk Literature, Commonsense Observations
Support Material
Supporting arguments, sound background data, and facts to authenticate and sustain the validity of the briefing or paper.
An active communication process where you're evaluating or judging subordinate performance and responding either to promote a change in behavior, or to reinforce present performance
feedback
Rehabilitative feedback
feedback done after a subordinate violates a standard or falls below your supervisory line of acceptability
Preventative feedback
feedback done before a subordinate violates a standard or falls below your supervisory line of acceptability
examples of personal situation counseling
financial or marital problems, a death in the family, or family member illness
Stereotypes
fixed or distorted generalization about ALL members of a particular group that share a particular diversity characteristic
Lateral communication
flows across organizational channels. Allows for coordination or integration of all diverse functions within and outside an organization between different individuals, sections, watches or units on the same organizational level.
Narrative writing
focuses on telling a story. This may mean telling a fictional story — one that is made up — or it may mean telling a real-life story. Narrative writing can also take the form of an essay, in which the author will use a personal story to prove a point or state an argument. Also, it helps the author connect with an audience to prove a point, state an argument, or address an important issue.
During an initial EPR feedback session, MSgt Aldo tells SSgt Alexander, "I expect you to know what your job is, how to do it, and to perform it to the best of your ability. Furthermore, I will accept nothing less than ethical behavior at all times and I expect NCOs to accept full responsibility for their actions. Finally, faithfulness, obedience, respectfulness, and initiative are important to me." MSgt Aldo's comments BEST explain _____________. a. powers b. leadership traits c. followership traits
followership traits
the five stages of team building
forming - putting a team together and slowly meeting each other and getting to know the boundaries, storming - the most difficult time where members learn the task at hand might be more difficult than previously thought, norming - member reconcile differences and start delegating and working together, performing - roles are set and agreed upon and the team is functioning well together, adjourning - teams will either adjourn when the task is completed or transform as they move on to other tasks
Advice
"An opinion or recommendation offered as a guide to action or conduct."
Article 7
"Apprehension." As an NCO, the UCMJ authorizes you to apprehend individuals in certain situations. If you truly believe a crime is about to happen, (drinking and driving, fighting, sexual assault, etc.) try and stop it from happening without placing yourself into jeopardy.
Article 92
"Failure to obey an order or regulation." This article covers anyone who 1) has a duty to obey an order; 2) has knowledge of the order and 3) violates or fails to obey the lawful order or regulation.
Article 92 of the UCMJ
"Failure to obey an order or regulation." This article covers anyone who 1) has a duty to obey an order; 2) has knowledge of the order and 3) violates or fails to obey the lawful order or regulation.
Article 91
"Insubordinate conduct toward a warrant officer, noncommissioned officer, or petty officer." This article ensures others obey NCOs' orders and protects NCOs from assault, insult, or disrespect.
Article 91 of the UCMJ
"Insubordinate conduct toward a warrant officer, noncommissioned officer, or petty officer." This article ensures others obey NCOs' orders and protects NCOs from assault, insult, or disrespect. ie) if you are the NCOIC of a section, and an airman is rude, vulgar, or makes inappropriate comments to you or about you, he or she may have violated Article 91.
Perceptions
"Perception is the reception and deception of your conception." In other words, what we observe and experience becomes our "reality" until we are convinced or proven otherwise
deliberate development plan
"To carefully think about and discuss strengths, areas of improvement, current and future roles, and responsibilities with followers for the purpose of creating a detailed plan (or expanding an existing one) that intentionally and methodically develops personal and professional growth over time."
Feedback
"To offer or suggest information or ideas as a reaction from an inquiry."
Teamwork
"Work done by several associates with each doing a part, but all subordinating personal prominence to the efficiency of the whole."
Social Biases
"an inclination [predisposition] of temperament or outlook, a personal and sometimes unreasoned judgment."41 Being socially biased is where one unfairly favors or prefers one person, culture, group, or race to another
Resource Stewardship and Types of Resources
"careful and responsible management of resources under one's control." Personnel - most valuable Financial - required in order to procure the material, information and technology, and warfare resources we need to accomplish our missions Material- (natural) agriculture, air, land, water, wood (man made) clothing, food, office/industrial equipment, plastic, vehicles
Personnel
"most valuable resource," the appropriate amount (and mix) of skilled and qualified individuals provides the workforce necessary for organizations to meet ongoing and future mission requirements.
Perspective
"take" on things based on our position on particular subjects, issues, and matters that relate or are important to us. It is how we mentally view or "see" a situation or the world around us from a particular angle
NCO Authority
"the right to act and command," and is complimented by three legal sources found within the UCMJ: Article 91, Article 92, and Article 7.
Nonjudicial Punishment (NJP)
(aka article 15) works in conjunction with the Uniform Code of Military Justice (UCMJ) to allow an individual to accept punishment in lieu of trial by courts martial.
Adjourning/Transforming
Adjourning takes place as the team begins to break up and individual members move on to other activities. Transforming teams continue to exist, moving from one objective to the next
Adapting
Adjusting your behaviors and other resources based on what you have diagnosed in a way that helps close the gap between the current situation and what you want to achieve
What are some of the consequences of violating the Anti-Deficiency Act?
Administrative and punitive measures to include: suspension from duty without pay or removal from office
Threat
Adversary with the capability and intent to undertake any actions detrimental to the success of program activities or operations
Prejudice
Adverse or unreasonable opinion about a person or group without gathering all the facts and is usually based on deeply held beliefs
Rehabilitative feedback
After a subordinate violates a standard. discuss subordinate weekness before it becomes official part of their record
Tips for Solving Problems
Airmen will not only accept problem solving, they will also seek problem solving opportunities if these four conditions exist: 1. They possess the skills needed to solve the problems that arise in their jobs. 2. They experience success in using those skills. 3. They are rewarded for successfully solving their problems. 4. They do not fear failure
Preparing and Delivering the Communication
All communication consists of an introduction, body and conclusion.
Change Targets
All individuals or groups affected by the change
Unity
All sentences or points discussed support the topic, which, in turn, supports the main point.
Non Judicial Punishment
Allow an individual to accept punishment in lieu of trial by courts martial. Rehab tool, promotes positive behavior changes without court marshall
Continuing Resolution Authority
Allows government to continue operations at a minimum level for a specific amount of time. Funding authority for approximately 80%
Hooking
Taking advantage of opportunities before the interview to get the reporter interested in what you want to talk about. The idea is to entice the interviewer into your agenda.
Off-the-Record
Clearly state which portion of the interview is "off-the-record" to ensure there is no chance of confusion. Be advised, there is always a risk that the reporter will not honor your agreement.
goal setting
ASOM Achievable, Specific, observable, measurable
Proficiency
Ability of a unit to perfrom its mission and it is based on professional, as well as technicial standards of excellence
Power base
Ability to influence, or influence potential
Renewal
Accept change
Confusion
Accept change and grapple for ways to proceed. Anxiety builds
Norming
Accept roles and responsibilities, Collaboration and camaraderie grow, Productivity is high, Members "Agree to Disagree"
Follow-up feedback
Accomplished within 30 days of EPR close out date or when they sign EPR
Editing bullet statements
Accomplishment - ensure single accomplishment is described Impact- ensure impact is described Mechanics - ensure it's mechanically sound, grammatically and structurally
Cut delivery time by eliminating unnecessary steps of priority item
Accomplishment and impact elements are not properly arranged (Cut delivery time - impact) Impact element contains specificity error (Cut delivery time by how much?)
Powerfully organized base's annual blood drive, collecting many units of blood
Accomplishment contains word choice error ("powerfully" doesn't properly modify "organized") Bullet contains punctuation error (comma should be deleted) Impact contains specificity error (many units)
Editing Bullet Statements
Accomplishment, Impact, Mechanics
Before submitting an Enlisted Performance Report for review, MSgt Wilson makes sure the information he uses is correct and truthful. He is careful not to exaggerate the truth or embellish the facts because he believes that falsifying the truth hurts his subordinates, and damages his credibility as a supervisor. MSgt Wilson's actions BEST illustrate ______________ and its impact on his effectiveness. a. Brevity b. Accuracy c. Specificity
Accuracy
ABS
Accuracy, Brevity (short, but clear and concise), specificity
Streamline the Final Product
Accuracy, Brevity, Specificity, Using ABS
List the three attributes of effective bullet statements
Accuracy, Brevity, and Specificity
Always follow use the following when writing accomplishment impact bullets
Accuracy: Don't stretch the truth. Info must be correct. Brevity: Select short, clear words that are descriptive to the readers. Reduce number of unnecessary words. Specificity: Contain detailed facts. Do not estimate or generalize
Major command (MAJCOM) leadership
Acknowledges the objective and message; consistently communicating and/or routing the message to their respective wing's whose missions contribute to the objective.
Identify the five characteristics of a diversity supportive environment where individuals work cohesively in your workplace. List each characteristic and give an example of how each one supports a diverse organization
Act proactively, leadership driven, encourage ownership of initiatives, think inclusively, and mainstream diversity
AIR
Action Impact Result
List the three variations of the accomplishment-impact bullet statement
Action Verb, Modified Verb, and Specific Achievement
Interview Techniques
Hooking, bridging, flagging, and personal credibility
Responding
How you behave in response to the subordinate's verbal and nonverbal messages
What is the purpose of the Budget Execution Review?
Identify funding shortfalls for potential funding at installation level and then levels above the installation level
Lean
Identify waste, focus activities on eliminating it, maximize resources
Task orientation
Importance of resolving the problem to meet your needs
What are the three types of improvement plans?
Improve the job, subordinate or situation
Counseling
Improvement in personal and/or professional areas, by providing guidance and recommendations
Group
Assemblage of persons or objects located or gathered together
What are the six types of resources?
Assigned personnel, financial, material, warfare, information, and technology
Perfomance Standards
Attainable, Specific, Observable, Measureable
Takt time
the available production time divided by customer demand. Takt time precisely matches production with demand.
Counseling
(whether verbal or written) is the first step in the PDP because it encourages two-way communication merely the recording of an infraction. It's a formal way of describing an acceptable behavior so that the receiver cannot fail to understand it.
How does appropriate use of the PDP impact NCO, unit, and mission effectiveness?
- NCOs who use the PDP appropriately demonstrate consistent and fair leadership, which motivates subordinates and builds morale. - Unit: whenever clear standards are established and enforced equally, discipline and morale increase, which increases team work and in turn enhances unit effectiveness. - Mission: The PDP ensures corrections are made quickly and as necessary, thereby
Variability
- This pitfall is evident when evaluations of individuals don't show appropriate differences in performance. This absence of differentiation may be the result of: - Evaluator Leniency—some evaluators tend to give high ratings and are reluctant to give low ratings - Evaluator Strictness—this error occurs when an evaluator's standards are unreasonably high - Central Tendency—this pitfall occurs when evaluators rate everyone as average - Halo Effect—evaluators commit this error when one factor, or possibly a characteristic of the subordinate, influences the evaluation of other factors - Personal Bias—this occurs when evaluators allow their personal likes and dislikes of an individual to influence the evaluation. - Recency—this occurs when evaluations are disproportionately affected by the recent performance of a subordinate - Primacy—this pitfall involves being unduly influenced by the first impression made by the subordinate—first impressions don't always reflect typical performance - Reputation—when evaluators allow past performance to influence current periods, they fall victim to this pitfall. Don't allow a subordinate's reputation as a good, or poor performer to spill over into the present evaluation
Accuracy
A description of how close a measurement is to the true value of the quantity measured.
BLOG(s)
A diary on a web site: usually maintained by an individual with regular entries of commentary intended for public viewing.
Mission
A duty assigned to an individual or unit; a task
Variability
-Evaluator Leniency—some evaluators tend to give high ratings and are reluctant to give low ratings - Evaluator Strictness—this error occurs when an evaluator's standards are unreasonably high - Central Tendency—this pitfall occurs when evaluators rate everyone as average - Halo Effect—evaluators commit this error when one factor, or possibly a characteristic of the subordinate, influences the evaluation of other factors - Personal Bias—this occurs when evaluators allow their personal likes and dislikes of an individual to influence the evaluation. - Recency—this occurs when evaluations are disproportionately affected by the recent performance of a subordinate - Primacy—this pitfall involves being unduly influenced by the first impression made by the subordinate—first impressions don't always reflect typical performance - Reputation—when evaluators allow past performance to influence current periods, they fall victim to this pitfall. Don't allow a subordinate's reputation as a good, or poor performer to spill over into the present evaluation
Define, measure, analyze, improve, control
5 step problem solving, High performance, reliability and value to the end customer.
Eight-Step Problem Solving
1 Clarify and validate problem 2 breakdown the problem/identify performance gaps 3 set improvement targets 4 determine root cause 5 develop countermeasures 6 see countermeasures through 7 confirm results and processes 8 standardize successful practices
Organizational barriers
1) environmental noise, 2) weak communication policies/norms, and 3) autocratic management. Examples are duty schedules, floor layouts, jet engine noise, operations tempo, and improper management.
Barriers to effective communication
1) organizational barriers and 2) psychological barriers
Put the steps for building bullet statements in the correct order
1. Define the accomplishment and impact 2. Check for accuracy, brevity, and specificity 3. Connect the accomplishment and impact elements together
AFSO21's Five Desired Effects
1. Increase productivity of our people: Doing more of the right things with the same or less effort. 2. Increase critical equipment availability rates: All assets available at a greater rate from aircraft, to information technology, to range, space, etc. 3. Improve response time and agility: Quicker response time to the Warfighter. 4. Sustain safe and reliable operations: Reduce injury rates, increase people safety and safe use of materiel assets. 5. Improve energy efficiency: Make energy conservation a consideration in everything we do
AFSO21's Three Levels of Priorities
1. Just Do It : It is an improvement that, when implemented, yields immediate results; energy conversation = turn off lights. no need to ask or tell anyone, just do it. 2. Rapid Improvement Events (RIE) : determine root causes of problems and to eliminate waste, set improvement targets and establish clear performance measures to reach desired effects Four components of a successful RIE are: 1. Strong Leadership 2. Knowledgeable participants 3. Focused Event Scope 4. Implementation Plan and Result Metrics 3. High Value Initiative (HVI) : more complex and involve a cross functional team to ensure that identified improvements are incorporated into the day-to-day operations of an organization; typically require four to six months in order to successfully define and implement the required process changes
What are the two elements of option building?
1.) Define the problem. 2.) Identify possible resources (information, power, time, people, money, etc.) that may be available
Weak Communication Policies
A lack of such structure can create an environment of miscommunication where personnel are unsure of what to communicate, to whom it should be communicated, when it should be communicated, etc.
What is the Anti-Deficiency Act?
A law where congress exercises its constitutional control over the public purse
Obligation
A legal binding agreement between the government and another party. The Air Force has entered a contractual obligation; however, no goods or services have yet been received
Obligation
A legal binding agreement between the government and another party. The Air Force has entered a contractual obligation; however, no goods or services have yet been received.
Policy
A proposed or adopted course or principle of action
Mission Statement
A short sentence or paragraph that describes the organization's essential task(s), purpose, and action containing the elements of who, what, when, where, and why
Mission statement
A short sentence or paragraph that describes the organization's essential task(s), purpose, and action containing the elements of who, what, when, where, and why.
Vision Statement
A statement of what an organization, workcenter, or team would like to achieve and/or look like in the future
Vision statement
A statement of what an organization, workcenter, or team would like to achieve and/or look like in the future.
What is the difference between a supervisor and a rater/reporting official?
A supervisor is that directs the activities of an individual or team. A reporting official/rater is the official in your chain of command that provides performance feedback and initiates performance reports.
Flagging
A technique used to emphasize your message. Use verbal clues such as tone of voice and non-verbally with hand gestures or facial expressions to emphasize a point.
Bridging
A technique used to move from the reporter's agenda to your message. Also, bridging is a way to smoothly transition from the reporter's question to your message.
WEB 2.0
A term coined by O'Reilly Media in 2004 to describe blogs, social networking sites and other Internet-based services that emphasize collaboration and sharing, rather than less interactive publishing
WEB 2.0
A term coined by O'Reilly Media in 2004 to describe blogs, social networking sites and other Internet-based services that emphasize collaboration and sharing, rather than less interactive publishing (Web 1.0)
Security, Accuracy, Propriety, and Policy (SAPP)
AF Core Value of Integrity First ensures your communication will always be truthful, credible and remain within the bounds
Which AFI provides information to process EPRs?
AFI 36-2406
BATNA
Alternative to negotiation, execute independent of opposite. Prepared to execute even if you don't get what you want
Media Engagement
Always follow SAPP: Security - is the communication violating OPSEC? OPSEC's desired affect is to influence the adversary's behavior and actions by protecting friendly operations and activities. - Accuracy - does it tell the right story, does the communication contain facts? - Propriety - is the communication appropriate to the purpose or circumstances of the media engagement based on established standards? (see Interviews Do's and Don'ts later in this Student Guide) - Policy is everyone who is engaging the media adhering to Air Force policy (dress and appearance, military bearing, ethical behavior, etc.).
Morale
Amount of enthusiasm and dedication to a commonly shared goal that unifies a group
Anti-Deficiency Act Violations
An act that results in exceeding limitations [misuse] of funds authorized and appropriated by Congress in support of contract obligations
Anti-Deficiency Act Violations
An act that results in exceeding limitations [misuse] of funds authorized and appropriated by Congress in support of contract obligations.
Best Alternative To a Negotiated Agreement
An alternative to negotiation that you can execute independent of your 'opposite'. It is a solution you are prepared to execute even if you don't get what you want in the negotiation. To formulate a practical BATNA, you must have both the capability (resources) and the will to execute this alternative on your own without any assistance
Best Alternative To a Negotiated Agreement (BATNA)
An alternative to negotiation that you can execute independent of your 'opposite'. It is a solution you are prepared to execute even if you don't get what you want in the negotiation. To formulate a practical BATNA, you must have both the capability (resources) and the will to execute this alternative on your own without any assistance.
Interest
An interest is what you need. It is the underlying reason behind your position
Interest
An interest is what you need. It is the underlying reason behind your position.
Evaluate sources
Analyze, Interpret, Synthesize, Evaluate
What are the four attributes of effective performance standards?
Attainable/achievable, specific, observable, and measureable
In order to evaluate sources you must...
Analyze: ask yourself questions. Why are you reading the material, what questions are you trying to answer. Interpret: Understand the significance of the material to form opinions or beliefs. Synthesize: Put different elements together to draw new conclusions. Evaluate: Make judgments about the work. Relevance: Determining what info you need and if the source meets the need. Reliability: You must determine if the author of the source can be considered reliable. Unity: All sentences or points support the topic. Internal Transitions: ensures your communication is coherent by tying ideas and sentences together. External Transitions: Statements that provide a link between main points.
Unfunded Requirement
Another list identifying mission-essential requirements that exceed projected funding. Again, include a narrative justifying each requirement
Strategic Communication
Applies to every airman. A focused effort by the United States government to create, strengthen, or preserve advancement of interests, policies, or objectives through use of programs, plans, messages, etc. Policies and objectives are determined by the Department of State.
Citing Sources
Appropriately and legally you must document them properly and give credit where credit is due.
AFDD
Art and science of motivating, influencing and directing airmen to understand and accomplish the AF mission
What factors should you consider when diagnosing the developmental needs of Airmen?
Aspirations, personality, self-concept, attitudes, and values
Factors to Consider When Diagnosing the Developmental Needs of Airmen
Aspirations- what an individual hopes to attain or has to desire to accomplish Personality- how an individual usually behaves or thinks Self-Concept- based how an individual may think and feel about their selves and on feedback from external sources Attitudes and Values- when an individual responds positively or negatively to a person, place, thing or situation and values are beliefs that an individual regards as very important
Group
Assemblage of persons located or gathered together
Due to an upcoming mission change, the chief tells TSgt Abel to reclassify the skill level and security clearance of several positions. After a quick check with the manpower office, Abel submits the proper document to request the chief's changes. Several months later, new personnel with the right skills begin arriving just in time to help the squadron begin its new mission. TSgt Abel's submission BEST illustrate use of the __________ and its impact on mission effectiveness. a. Unit Personnel Management Roster b. Authorization Change Request c. Unit Manpower Document
Authorization Change Request
Funded Requirement
Authorized and funded positions needed to accomplish the assigned workload. Funded manpower positions are allocated by category (officer, enlisted, and civilian
Unfunded Requirement
Authorized, but unfunded positions needed to accomplish the assigned workload.
How would you describe the purpose of the Financial Execution Plan?
Balances the available funding while delivering goods and services to customers within the Operations and Maintenance appropriation.
Legitimate
Based on position comes from the leaders title, rank, or assignment in an organization
Attending
Be an active participant and focus your full attention of the subordinate as he/she speaks. combination of watching for nonverbal cues and listening
Closing Skills
Be sure to effectively summarize the highlights of the session, and restate/reinforce the solutions agreed to by you and the subordinate. When you summarize the session, restate the main points of discussion, proposed goals or solutions, task assignments, and any timelines or milestones that were established. Have the subordinate summarize the session to ensure that they understand what needs to be done, and to make corrections if they are off track with what was discussed and agreed upon
In your own words, how does OPSEC play a vital role in protecting the nation?
Because there are many countries and organizations in the world that would like to harm the United States and destroy its influence as a world leader.
November
Beging working their first BER
Propriety
Behaving in a proper manner; obeying rules and customs
Trust
Belief and or evidence that the opposite interactions with you are genuine, sincere and honest
Insist strategy
Believe that obtaining your objective is paramount regardless of the cost to the opposites interests or the relationship. Leave little room for movement. Winner takes all
Aspiration Point
Best each party hopes to get out of a negotiation
Personal trust
Between two people who share the same interests
Program Objective Memorandum (POM)
Biennial memorandum submitted to the Secretary of Defense from each Military Department and Defense agency. It proposes total program requirements for the next six years.
Program Objective Memorandum (POM)
Biennial memorandum submitted to the Secretary of Defense from each Military Department and Defense agency. It proposes total program requirements for the next six years. It includes rationale for planned changes from the approved Future Years Defense Program baseline within the Fiscal Guidance issued by the Secretary of Defense
Program Objective Memorandum
Biennial memorandum submitted to the Secretary of Defense from each Military Department and Defense agency. It proposes total program requirements for the next six years. It includes rationale for planned changes from the approved Future Years Defense Program baseline within the Fiscal Guidance issued by the Secretary of Defense.
What makes up the body?
Body: Where you deliver your message and achieve your objective. Consists of main ideas and supporting arguments. Support Materiel: Back up main points using data and facts. Personal knowledge and Experiences: Can you acknowledge yourself as a source? Common Knowledge: Standard information, no need to acknowledge the source ie) Standard Information: ex. Four season in a year, 365 days in a year, dates of a historical event. No source required even if the information has to be looked up Folk Literature: Myths, Legends, traditions. Requires no source. Commonsense Observation: "something most people know" No source needed.
Process trust
Both parties have faith in a governing institution and believes that it supports their negotiations
What are four types of interview techniques?
Bridging: A technique used to move from a reporters agenda to you own. Hooking: verb; the act of being a *****. Taking advantage of opportunities before an interview to get the reporter interested in what u have to say. Flagging: Technique used to emphasize your message. Tone of voice, hand gestures. Personal Credibility: Use your personal authority, experience to establish your professional credentials
Narrative
Brief Example
Supporting material can also be...
Brief Examples Clarification Support: Make a point easier to understand. Proof Support: Establish something true and factual. Narrative: Include names, dates, and details. Provide effective support. Statistics: Used as proof of a point or assertion. Used to clarify, show relationships, summarize data. Comparison: emphasize relational likeness, focus on similarities. Explanations/Definitions: Used to clarify unfamiliar terms.
Summary
Brief and concise review of all main points and supporting ideas that are critical to achieving your goal.
RA
Budget representative for an organization
Resource Advisors (RA)
Budget representative for an organization
Resource Advisors
Budget representative for an organization. The resource advisor participates actively in resource management, including the planning, programming, budgeting, acquiring, consuming, storing, and disposing of resources. And, is directly responsible to the RCM
Resource Advisors (RA)
Budget representative for an organization. The resource advisor participates actively in resource management, including the planning, programming, budgeting, acquiring, consuming, storing, and disposing of resources. And, is directly responsible to the RCM
Improving subordinate
Build on strengths, tie performance improvement efforts to subordinates personal goals
Improving the subordinate
Build on their strengths, tie performance improvement efforts to personal goals
The ______ ________ you compose for EPRs and award packages can affect how you are perceived by your superiors, your peers, and your subordinates.
Bullet Statements
First Christmas party committee volunteer in his unit
Bullet doesn't contain impact Accomplishment contains a personal pronoun error (his) Bullet doesn't start with an action verb or modified verb
Accomplishment
Bullet statements present accomplishments
Which of the following is NOT a reason the Air Force uses the bullet statement style of writing? Bullet statements present a clear picture of an idea or accomplishment and its impact. Bullet statements allow the writer to concisely deal with specific points. Bullet statements take less time to read. Bullet statements present all achievements in one sentence. Bullet statements allow the writer to communicate more information within a smaller
Bullet statements present all achievements in one sentence (Each bullet should contain only one achievement)
The Nature of Interpersonal Communication
Can be as small as one-to-one interactions between two people, expanded to one-on-two transactions between three people, or even include one person exchanging ideas with a large audience.
Relevancy
Can be categorized as deficiency, distortion or contamination
Resource stewardship
Careful and responsible management of resources under ones control
Forming Stage
Cautiously explore the boundaries of acceptable group behavior. Stage of transition
Secondary dimensions of diversity
Characteristics that can be changed ie) work ethic, income, martial satus, personality
Social Media Guidelines
Classified Info, Stay In Your Lane, Don't Lie, Replace Error with Fact, Not Argument, Use Disclaimers, Admit Mistakes, Use Your Best Judgment, Be Aware of the Image you Present, Avoid The Offensive, Avoid Copyright, Trademarks, Avoid Endorsements, No Impersonations, Link, Don't Be Afraid To Take Calculated Risks, The Enemy Is Engaged, Use Common Sense
You cannot release _________ _______(information that is not available to the public and would not be released under the Freedom of Information Act) except to authorized individuals with the proper security clearance and a need to know.
Classified Information
Social media guidelines
Classified info: Think before you post, don't divulge sensitive material, photos, or videos. Stay in Your Lane: Stick to your AFSC and personal experiences. Don't lie: Credibility is critical. Use Disclaimers: When stating you think make sure others know its your own opinion. Be Aware of the Image You Represent: Properly wear the uniform, be professional. Avoid the Offensive: Don't post any hateful or obscene information. Avoid Copyright: Don't post copyright info unless you have permission from the copyright. Trademarks: Logos, marks, intellectual property. Need permission from the owner. Avoid Endorsements: Don't use the AF name to promote products. No impersonations: do not forge anything, disguise, impersonate or misrepresent your identity Use Common Sense
Leaders Job
Clearly articulate expectations and guidelines to show team members appropriate ways to fulfill expectations
Achievement of the desired objective
Collective effort to reach the desired objective and is the real reason for the teams existence
Summarizing
Combining several of the subordinates thoughts into broader comments. Keep the session on track
Support Material can come from personal knowledge, experiences, and _______________
Common Knowledge
ACR
Commonly used to request increased, decreases, or realignments of manpower requrirements and/or to change attributes on the UMD
What are the three responsibilities of the team leader?
Communication skills, human relations skills, and participation skills
Metaphor
Comparison
What are the four followership traits?
Competence, integrity, loyalty, and initiative
Followership Traits
Competence- knows what the job is, how to do it and does it to the best of their ability Integrity- honest, ethical, responsible Loyalty- supports and enhances effectiveness of leaders Faithfulness- refraining from complaining to others about leadership obedience- willingness to submit to those in positions of authority Respectfulness- respect those in authority and behave in accordance with that attitude Initiative- motivation, determination, perseverance, risk-taking, excelling at tasks
Third way of observing
Completed products or service and talking to customers
Initial feedback
Completed within 60 days of when supervision began. Lays foundation for supervisors to inform their subordinates about standars and expectations
Feedback
Completes the communication process, and perpetuates a further exchange or dialogue. is a reaction to the received message. Promote a change in behavior, or to reinforce present performance.
Diversity
Composite of individual characteristics, experiences, and abilities consistent with the AF core values and AF mission
Abstract words
Concepts not identified with specific objects and could have multiple meanings.
Single Idea Bullets
Concise written statement of a single idea or concept.
Vulnerabilities
Condition where friendly actions provide indicators that may be obtained and accurately evaluated by an adversary in time to provide a basis for effective adversary decision-making.
Sentence Clarity
Confusion often occurs when too many items are combined in a single sentence; when modifiers are crossed; and when numbers (singular, plural), perspectives (1st, 2nd, 3rd person), or times (past, present, future) are mixed up
Connecting the Elements Together
Connecting the accomplishment and impact elements together can be accomplished several ways.
On-the-Record
Consider everything you say "on-the-record." Never say anything you don't want to see printed or broadcasted. The quote is attributed to your name.
Commander actions/ discipline
Considered punishment and must therefor be carried out by a commander. UIF (unfavorable information file) and being placed on a control roster for 6 months (under observation, file held at MPF, last action before non-judicial punishment), Non-judicial punishment (punishment without court hearing, aka, article 15. If article 15 is refused, court action may be necessary)
What are the three characteristics of effective feedback?
Consistent, objective, and sensitive
The communication process
Contains four elements: sender, message, receiver and feedback Poor communication impedes relationships with subordinates and superiors but can also cause mission to suffer
Define Continuous Improvement
Continuous Improvement is the strategic, never-ending, incremental refinement of the way we perform our duties and responsibilities
Primary Dimensions
Gender-Sexual affiliation/orientation, Age-Mental and Physical abilities/qualities, Race-Ethnicity and Culture
four examples of non-verbal communication
Gestures, Facial Expressions, Eye Contact, Body Language
Nonverbal Communication
Gestures, Facial expressions, Eye Contact, Body language
Nonverbal Cues
Gestures, Facial expressions, Eye contact, Body language, Positioning
Relevance
Determining what evaluating sources you need.
Relevance
Determining what you need and determining if the source material meets this need
Discipline
Develop people who are able to control themselves and do what is right all the time
Phases of effective communication
Diagnose Communication Needs Prepare and Deliver communication
The three broad phases you need to work through to ensure effective communication.
Diagnose the communication, prepare the communication, & deliver the message
Effective leaders can use the skills blank, blank and blank (DAC) to ensure mission accomplishment and to develop and inspire others within the unit.
Diagnose, Adapt, Communicate
Pre-Session Activities
Diagnose, Prepare, Determine your approach; Directive, Nondirective, Combined, Setting
What are the three essential leader skills?
Diagnose, adapt, and communicate
Risk
Measure of the potential degree to which critical information and indicators are subject to loss through adversary exploitation.
The Receiver
Obtain messages through reading, listening, observing, and even touching. the target for the sender's message.
SMSgt Lannen, squadron superintendent of civil engineering, forwarded the commander's Physical Training Policy Memorandum to all flight chiefs in the shop. In the email he stated, "Brief the new policy to your subordinates as soon as possible. In addition, make sure that the personnel on leave or TDY are briefed as soon as they return. SMSgt Lannen's action's BEST illustrate ___________. a. Upward Communication b. Downward Communication c. Lateral Communication
Downward Communication
Closure
Obvious ending that provides a sense of finality
Supervisor to Subordinate Interpersonal Communication
Driven by supervisory responsibilities, such as, setting standards, evaluating performance, and providing effective feedback.
AFI 36-2406
EPR process
AF form 910
EPR, section 3 has meets, does not meet etc. section 5 numerical rating system 1 poor, 2 needs improvement, 3 average, 4 above average, 5 truly among the best
Improving the situation
Organizational design, physical layout, resources available to accomplish tasks, work schedule
Unit Manning Document
Organizations structure, and position number
is focused on improvement, in personal and/or professional areas, by providing guidance and recommendations
Counseling
Performing
Creativity is high as members are willing to share ideas without fear of negative criticism and reprisal, Heightened morale and loyalty to the team and its success
The Message
Critical factor when communicating, since not all terms and phrases mean the same thing to all people. It is very beneficial to carefully choose words that will not be misconstrued. Idea, feeling, or information that the sender transfers to his or her audience.
Message
Critical factor when communicating, since not all terms and phrases mean the same thing to all people; consider your vocab, language, paralanguage, phrases, sentence structure, sentence clarity and non verbal cues when communicating the idea, feeling, or information that the sender transfers to his or her audience.
Types of Waste - D.O.W.N.T.I.M.E.
DEFECTS - Defects that cause rework or scrap are a tremendous cost to organizations and have a direct impact on the bottom line. OVERPRODUCTION - Producing an item before it is actually required. WAITING - Whenever goods are not moving or being processed, the waste of waiting occurs. NON-STANDARD OVER PROCESSING - Often termed as "using a bazooka to swat flies," many organizations use expensive high precision equipment where simpler tools would be sufficient. TRANSPORTATION - Moving product(s) between processes is a cost that adds no value to the product. INTELLECT - Not recognizing skill sets people bring to the job. Any failure to fully utilize the time and talents of people. MOTION -Unnecessary movement of data, files, tools, or equipment. Excessive motion to get the job done i.e. (bending, walking, lifting, reaching, etc.). EXCESS INVENTORY - Having more files than can be processed during a specified period of time.
Popular Social Media Sites
DIGG, DELICIOUS, FACEBOOK, MYSPACE, TECHNORATI, TWITTER, YOUTUBE
Assumptions
Declaring something about a situation not supported by fact
Defects
Defects that cause rework or scrap are a tremendous cost to organizations and have a direct impact on the bottom line
Narrative
Defined as an example that provides very effective support.
Proof Support
Defined as establishing something as true and/or factual.
Clarification Support
Defined as making it easier to understand
Comply strategy
Delegate responsiblity to the other person or party. Passive approach to negotiations. Used to preserve relationships between you and other party
Air Force narrative
Deliberately developed story about the Air Force
Plane do check act
Deming Cycle. 4 step model
Personal Power
Derived from the confidence and trust that other people, normally the followers have in the leader. THis is earned and by being the type of leader people follow because they want to
Accomplishment
Describes the person's actions or behavior.
Reliability
Determine if the author has sufficient expertise in the area.
Interpret
Determine the meaning or understand the significance of the elements and how the elements fit into the whole.
Pre-Session Activities
Diagnose- Know why you are conducting the session Prepare (and determine approach)- Determine what approach you will use. Plan your purpose and objective. Directive: Supervisor centered. Uses one way communication, Supervisor is responsible for determining the problem, solution, and how to implement the solution. Nondirective: Subordinate centered. Uses two way communication. Subordinate determined a problem and has developed potential solutions. Supervisor is there to clarify the situation and help the subordinate understand the problem. Combined: Uses both Directive and Nondirective approaches. Supervisor and subordinate have to be on the same page. Uses 2 way communication. Prepare a setting as well: Time/space/location
Phases of Effective Communication
Diagnosing, Preparing and Delivering the Communication, deliver the message.
Options
Different ways to potentially solve a problem or come to a mutual agreement and are often referred to as solutions, choices and alternatives
What are the three methods of observation?
Direct, Indirect, and checking completed products or services
Change Cycles
Directive Change Cycle - changed by external force (ie commander) consists of position power used to change group behavior, then individual behavior, which causes an increase in knowledge, and ultimately a change in attitude; short term effect Participative Change Cycle - implemented when new knowledge is made available to the individual or group; doesn't typically happen in military; most effective on innovators and early adopters
three approaches to counseling
Directive, Non-Directive, and Combined
Information
Directly influences the amount of information that is shared between you and the opposite
Types of Narrative Writing
Disciplinary Writing, Awards and Recognition Writing
Diagnosing
Discovering/ determining the general purpose for communication.
"stay in your lane"
Discuss only issues related to your AFSC or personal experiences.
Stay in your lane
Discussing only issues related to your AFSC or personal experiences.
Traits
Distinguishing qualities or characteristics of a person
The ability to recognize and respond to the needs of various groups within an organization to improve working relationships, productivity, customer satisfaction, and unit and mission effectiveness is
Diversity Awareness
Letter of Reprimand
Document clear violations of standard and is used for more serious offenses
Post Session Activities
Documenting the Session, Follow-Up Actions
Post Session Activities
Documenting the Session: Crucial for follow up and future sessions. Record a summary of the session immediately follow the event so it is fresh in your mind. Follow Up Actions: Finding out if your subordinate is progressing toward resolving the problem or if it has resurfaced. If it does develop a new course of action.
Social Media Guidelines
Don't divulge classified, FOUO (For Official Use Only), or sensitive materials, photos, or video.
Diagnosing
Effective leaders must also master this critical skill in order to make diagnoses in their work centers and with their subordinates as well
Closing
Effectively summarize the highlights of the session, and restate/reinforce the solutions agreed to by both you and the subordinate
What problem solving model does the Air Force currently use?
Eight Step Problem Solving Process
AFPD 36-28
Eligibility requirements and award authorities for decorations and for achievement, service, foreign and unit awards. It describes how to prepare, submit, process and record the various decorations and awards.
Comparisons
Emphasize relational likeness, by making an argument that because objects (event, situations, people, and the like) are comparable in some way, similar actions/results should occur in both situations.
Flagging
Emphasize your message
Earned Authority
Encourages airman to trust you and want to follow you, based on your referent power
August
End of year closeout begins. FWG takes control of all unspent and unobligated funds
Financial Execution Plan
Ensure an equitable distribution of the presidents budget
Internal transitions
Ensure your communication is coherent by tying ideas and sentences together.
FEP
Ensures funds provided in the Presidents Budget are distributed in a manner to ensure AF objectives can be accomplished
organizational barriers to communication?
Environmental noise, weak communication policies/norms, and autocratic management, Examples include: jet engine noise, operations tempo, duty schedules, floor layouts
Proof Support
Establishing something as true and/or factual
Negotiation Strategy Selection
Evade ("Not now, can you come back later?") Comply ("Yes, absolutely, let's do it your way!") Insist ("Take it or Leave it") Settle ("Let's just split the difference and call it a day")
Ratability
Evaluates factors that are unratable
Variability
Evaluation does not show appropriate differences in performance
Ratability
Evaluator attempts to evaluate factors that are essentially unrateable like interest in job, loyalty, and attitude
Personal Situation
Event-oriented, reactive in nature since it occurs after a situation arises
Adjourning/ Transforming
Eventually the team reaches their goal, Teams disassemble and members separate from the team
Encourage ownership initiatives
Everone is committed to carrying out their role in valuing diversity, allowing it to flourish
Business Process Reengineering
Examines aspects of a business and its interactions and attempts to improve the effieiency of underlying processes. Radical changes are possible
Narrative
Example that provides very effective support
Anti-Deficiency Act Violations
Exceedes limitations of funds
Followership
Exceptional followers commit to the action plan of the organization and to the mission, which in turn requires them to understand that mission and concur with its goals.
How to write accomplishment-impact bullets
Extract the Facts: Performance that stands out, trends in performance and training, outstanding achievements, or substandard performance. Build the Structure: Create the bullet statement using extracted information. Accomplishment: Briefly describes the persons actions or behavior. Impact: Results of the persons accomplishment. Streamline the Final Product: Apply critical attributes of Accuracy, Brevity, and Specificity. Accuracy: Don't stretch the truth. Info must be correct. Brevity: Select short, clear words that are descriptive to the readers. Reduce number of unnecessary words. Specificity: Contain detailed facts. Do not estimate or generalize
Writing Accomplishment Impact Bullet Statements
Extract the facts, Build the Structure, Streamline the Final Product
Explain the FAIR Way strategy. List the explanation for each strategy under the correct letter
F- Feedback is giving and receiving information about expectations as well as how to meet those expectations. A- Assistance is making sure workers have what they need to work to their fullest potential. I- Inclusion is making sure everyone has the opportunity to fully participate in the Workplace. R- Respect is recognizing each person's unique value, contributions, and potential to the organization.
January
FWG holds it's first BER. All unfunded request are considered and prioritized
interpersonal communication
Face to face, one way, or multi-directional exchange of verbal messages and nonverbal signals between two or more people for the purpose of gaining a shared meaning.
The body is where you deliver your message and quiz your audience. (True or False)
False
True or False: A topic sentence describes and clarifies the other topic sentences
False
True or False: The mission statement communicates both the purpose and values of the organization.
False
True or False: The statement, "Its prime function is internal - to define the key measure or measures of the organization's success" BEST describes Vision Statement.
False
True/False: Groups are committed to their members' personal growth.
False
True/False: Groups are described as a collection of people assembled and organized to work together.
False
Facial expressions
Fear, surprise, joy, sadness, anger, disgust, etc., are conveyed through brow, eye, and mouth configurations.
Feedback vs counseling
Feedback - Telling a subordinate how they are doing. Evaluating or judging there performance and responding to reinforce or change their behavior Counseling - Provides guidance and recommendations. Helping a subordinate through a tough personal time or setting goals and future plans; mentoring.
FAIR
Feedback, assistance, inclusion, respect
Brevity
First, you should select words (replacing as necessary) that are shortest, clearest, yet most descriptive to the readers. That means that long, confusing words or phrases get swapped out with shorter, clearer, more common terms. Second, you need to reduce the number of unnecessary words
Continuing Resolution Authority (CRA)
Fiscal law authority that allows the government to continue operations at a minimum level for a specific amount of time, usually a few days to a few weeks
Continuing Resolution Authority
Fiscal law authority that allows the government to continue operations at a minimum level for a specific amount of time, usually a few days to a few weeks. This is important for NCOs to know because it usually delays the initial distribution of funds. During CRA, units typically receive funding authority for approximately 80% of the previous year's budget amount. A CRA is needed to prevent agencies from shutting down because without it, agencies have no authority to incur fiscal obligations
Continuing Resolution Authority (CRA)
Fiscal law authority that allows the government to continue operations at a minimum level for a specific amount of time, usually a few days to a few weeks. This is important for NCOs to know because it usually delays the initial distribution of funds. During CRA, units typically receive funding authority for approximately 80% of the previous year's budget amount. A CRA is needed to prevent agencies from shutting down because without it, agencies have no authority to incur fiscal obligations.
Stereotype
Fixed or distorted generalization about all members of a particular group that share a perticular diversity characteristic
Lateral communication
Flow across organizational channels. (Communication between units. Ex age - flight line)
Upward communication
Flow of communication through the chain of command from the lowest organizational position to the highest.
Lateral communication
Flows across organizational channels
Folk Literature
Folklore, myths, legends and traditions,
How might you gather information for a job description?
Gather information for a job description from: • Your knowledge of the job • Career Field Education and Training Plan (CFETP) • Specialty Training Standard (STS) • Job Qualification Standard (JQS) found in most OJT records • Knowledge from people currently performing the job
Cost center
Gathers and distributes cost data
_________ actions need to focus on finding out if your subordinate is progressing towards resolving his/her problem, and whether or not the problem has resurfaced later on down the road
Follow-up
Accuracy
For anything to be "accurate" it must be "correct."
Denial
Forced to confront external change
Financial Execution Plan
Formally called Financial Plan or Fin Plan, the basic purpose of the FEP submission is to ensure an equitable distribution of the President's Budget (PB) for the next fiscal year (budget year) consistent with accomplishing Air Force program objectives. The FEP is the main vehicle for distributing anticipated funding (direct & reimbursable) in an equitable manner. All organizational levels contribute their corporate knowledge and expertise
Financial Execution Plan (FEP)
Formally called Financial Plan or Fin Plan, the basic purpose of the FEP submission is to ensure an equitable distribution of the President's Budget (PB) for the next fiscal year (budget year) consistent with accomplishing Air Force program objectives. The FEP is the main vehicle for distributing anticipated funding (direct & reimbursable) in an equitable manner. All organizational levels contribute their corporate knowledge and expertise
Stages of team development
Forming: being a group/becoming acquainted Storming: Figuring out what they are doing and how and their place/minimal camaraderie - need to focus on objective for success Norming: high productivity; working together/compromising; accept the team, team ground rules, roles and other members. Preforming: getting it done; high sense of moral and loyalty Adjourning: done with the group; moves onto other things once objective is met Transforming: moving from one objective to the next as a team, focusing on next mission
Standards
Foundation for expectations. Morals, ethics or habits established by an authority, custom or an individual as acceptable behavior
Position Power
From your position within the organization and is given or delegated to you by your superiors
Engagement
Fulfill our obligation to provide truthful, timely, and accurate information about military activities and personnel, consistent with security guidelines, which enhances public trust and support for our AF.
Organization Structure
Functionality of organizations, specifically activation, inactivation, redesignation and reorginization
Funded Requirement
Funded manpower positions are allocated by category
What is the difference between a funded and unfunded position?
Funded requirements are authorized and funded positions needed to accomplish the assigned workload. Unfunded requirements are authorized but unfunded positions needed to accomplish the assigned workload
O&M
Funding for training, R&D, weapon system procurement, cilitary construction projects, and overseas contingency expences. Day to day
Leading through Feedback, Assistance, Inclusion, and Respect (the FAIR Way)
Giving Feedback- giving and receiving information about expectations. Offering Assistance - making sure workers have what they need to work to their fullest potential Assuring Inclusion - everyone has the opportunity to fully participate in the workplace. Giving Respect - recognizing each person's unique value, contributions, and potential to the organization.
Opening
Greet the subordinate properly as he/she enters the room
Team
Group organized to work together
Late majority
Hampered by feelings of insecurity and skepticism, looking for guarantees before getting involved
Excess Inventory
Having more files than can be processed during a specified period of time
Interaction of individuals
Heart of the process
Interview Techniques
Hooking, Bridging, Flagging, Personal Credibility
Cooperative Negotiation Strategy
High interests in both people and task orientations. Mutually satisfying outcome
Information power
His/her perceived access to important data and useful information, like reenlistment information or promotion statistics
Information power (from matching knowledge check)
His/her perceived access to important data and useful information, like reenlistment information or promotion statistics.
Expert power
His/her special knowledge or skills related to the job
Expert power (from matching knowledge check)
His/her special knowledge or skills related to the job.
List the three variations of the accomplishment-impact bullet statement.
In most performance related documents (i.e., performance reports, award submissions, etc.), the Action Verb and Modified Verb variations are predominantly used, whereas the Specific Achievement variation is used sparingly.
Position
In negotiations, a position is what you want, not necessarily what you need. It is your vision of your best possible outcome. A negotiating position is not based on haphazard thought. It should be based on carefully developed interests and desired outcomes
Position
In negotiations, a position is what you want, not necessarily what you need. It is your vision of your best possible outcome. A negotiating position is not based on haphazard thought. It should be based on carefully developed interests and desired outcomes.
Action Verb
In the action verb variation of the accomplishment-impact bullet, the accomplishment element begins with a strong action verb and ends with an expressly stated impact element
Modified Verb
In the modified verb variation of the accomplishment-impact bullet, the accomplishment element begins with a modifier, such as an adverb, in front of the action verb and ends with an expressly stated impact element.
Specific Achievement
In the specific achievement variation of the accomplishment-impact bullet, the accomplishment element may begin with a noun, verb, or modifier. Specific achievement bullets may not contain a separate impact statement; the impact is not explicitly stated but implied.
Six Sigma
Increases effiency by statistical process control. 3.4 defects per million opportunities. 5 step problem solving method
SSgt Tolley is writing a performance report on SrA Folk, one of his customer service representatives. Tolley received information from Folk's shift leader, reviewed Folk's training records, and even spoke to some of his customers. Finally, he looked at Folk's quality assurance inspection results. Using all this information, he proceeded to compose the performance report. SSgt Tolley's actions BEST illustrate ________ and their impact on NCO effectiveness. a. Direct and Indirect Observation b. Direct Observation and Checking Completed Products c. Indirect Observation and Checking Completed Products
Indirect Observation and Checking Completed Products
Legitimate
Influence based on position comes from the leader's title, rank, or assignment in an organization; it is called legitimate power
Legitimate power
Influence based on position; it comes from the leader's title, rank, or assignment in an organization
Legitimate power (from matching knowledge check)
Influence based on position; it comes from the leader's title, rank, or assignment in an organization.
Laggards
Influence no one, less educated and uninformed closed minded and afraid of change
Environmental Noise
Originates from many things and the flood of constant sounds can render communication ineffective.
Initial, Mid-Term, and Follow-up Feedback
Initial: 60 days Mid-term: Half way between begin and closeout Follow-up: must be accomplished within 30 days of the EPR close out date
Change Sponsors
Initiate change because they have the power and authority to determine why, when, and how changes will occur
Reactions to Change
Innovators are a small percentage of the population—those who immediately embrace new ideas Early adopters are usually social and opinion leaders who are often popular, educated, and able to see a competitive advantage in adopting new ideas early Early majority makes up one of the largest groups of people, providing an important link in the change process because they tend to represent mainstream thinking; deliberate before adopting new ideas Late majority is the other large group in the middle of the curve; insecurity and skepticism, which prevent them from taking risks Laggards are the last people to embrace new ideas, and they influence no one! They are usually less educated and uninformed, which tends to make them close-minded and afraid of change.
Written projects
Integration and citation
Spoken Projects
Integration and qualification
Phrases
Other countries and different cultures occasionally use different terms to describe the same thing
Act Proactively
Intergrate diversity into everyday thinking and action
What makes up the introduction?
Introduction: Consists of an attention step (introducing yourself), purpose step (address your purpose for communication), and a motivation/hook (Why the audience needs to listen, how they can use info. Make the audience want to listen). Overview: Clues the audience in on the structure of the communication. What point you start with and what point you end with. Transitions: Smooth connection between major points.
Introduction
Introductory Statement, Purpose Statement, Motivation (Hook), Overview, Transitions
Accomplishment-impact bullets
Is a concise written statement of a person's single accomplishment and it impact on the unit's mission, organization, etc..
Folk Literature
Is popularly known and cannot be traced to a particular writer.
Directive Change Cycle
It begins with change imposed upon the group or organization. As the group is forced to comply, individual behavior is affected through compliance within the group.
Six "S"
It focuses on achieving visual order, organization, cleanliness, and standardization
Overview
It gives clues to the structure of the communication (main points), tells the audience where you will begin (main point 1) and end (main point X), and tells how you're going to accomplish your purpose.
Just Do It
It is an improvement that, when implemented, yields immediate results
Purpose Statement
It must be well focused because it provides the underlying theme for the rest of your communication and addresses your reason for communicating. Does three things, narrows, assertion, and inform.
Feedback
It not only completes the communication process, but also perpetuates a further exchange or dialogue.
2nd Quarter of Budget Cycle
January - Resource advisors submits 1st BER; Cost Centers submit inpurt for next FY's Financial Execution Plan (FEP) March/April - 50% budget obligated and/or spent
Common pitfalls
Judgment- Subjective vs objective Subjective- Personal bias Objective- Facts based Ratability Relevancy Variability
4th Quarter of Budget Cycle
July/August - End of FY; Close out begins and runs until midnight 30 Sept Sept 15th - Congress approves next FY budget
What are the three levels of AFSO21 priorities?
Just Do It, Rapid Improvement Event, High Value Initiative
Testimony Rules
Keep testimony as brief as possible. Use testimony in context. Integrate testimony fully. Give credit where credit is due even if you paraphrase or summarize.
Message Development
Key bits of information you want your audience to know, in a form the media can use.
List four ways you can play a role in Strategic Communication.
Know the Air Force Message, Tell the Air Force Story, Tell what I do and how it supports my wing's mission and policy, Stay in my lane
Nondirective
Subordinate-centered. Two way communication. Subordinate has determined a problem and developed potential solutions. Supervisors role is effective questioning
Levels of Change
Knowledge- reading a book, article; learning something new and changing their mind (easiest form of change) Attitude- difficult to change as they are emotionally charged ( - or +) Individual behavior - significantly more difficult/time consuming; putting knowledge and attitude into action as a behavior; habits can be deeply rooted; hard to change Group behavior - changing people with the idea of "we've always done it this way" is deeply ingrained; hardest one to change
One way Communication/ discipline
LOA (admonishment, more severe than LOC), LOR (reprimand, more severe than LOA, used for clear and serious infractions)
Two way communication/ discipline
LOC (letter of counseling)
Early majority
Largest groups of people, represent mainstream thinking. Deliberate for some time. Not opinion leaders. Get involved after something has become big or successful
Rapid Improvement Events
Last a week or more. Strong leadership, knowledgeable participants, focused scope, implementation plan
Diagnosing the situation
Leader must understand what is going on in their work center now and what the expectation is for the future
Coercive
Leaders ability to enforce dicipline-the perception followers have of your ability to take action by counseling, giving administrative paperwork or recommending punishment
Leadership
Leaders ensure mission accomplishment by effectively leading people; this is a task that leaders at all levels are accountable for
AFSO21 problem solving
Lean: A systematic approach to identify waste, focus activities on eliminating it, and maximize (or make available) resources to satisfy other requirements Six Sigma: relies on a repeatable 5-step problem solving method to project management and problem solving Theory of Constraints: philosophy and methodology for addressing logical thinking, scheduling and controlling resources and measuring performance Business Process Reengineering: Major and sometimes radical changes are sometimes associated with business process reengineering
Equal Opportunity
Legal and regulatory madates prohibiting discrimination based on race, color, sex, national origin, religion, age, disablility, and reprisal
Obligation
Legal binding agreement between the government and another party
Admonishments and Reprimands
Letter of Admonishment (LOA) is more severe than a LOC. It's used to document clear violations of standard. A Letter of Reprimand (LOR) is more severe than a LOA. It's also used to document clear violations of standard and is used for more serious offenses.
Disciplinary Writing
Letters of Counseling, Admonishment and Reprimand
Disciplinary Writing
Letters of Counseling, Admonishment and Reprimand - used to correct or reinforce a particular behavior tells a story about subordinates performance and behavior
Character
Sum of traits
Conclusion
Summary, Restatement of Purpose/Re-motivation, Closure
Communicating
Listening, explaining instructions, justifying recommendations and decisions, selling ideas, and providing feedback are just a few of the skills leaders need to be effective
Communicating
Listening, explaining instructions, justifying recommendations and decisions, selling ideas, and providing feedback are just a few of the skills leaders need to be effective.
Control Roster
Listing maintained by MPF special actions of military members who on or off-duty conduct requires special attention or observation
Forming
Little or no conflict, Minimum shared feelings and feedback, Minimum shared feelings and feedback
Theory of constraints
Logical thinking scheduling and controlling resources and measuring performance
Espirit de corps
Loyalty to, pride in, and enthusiam for a unit shown by it's members
ways to document counseling sessions
MFR, Counseling, admonishment, reprimands, LOC, LOA, LOR, AF FORM 174 counseling form
Restatement of Purpose/Re-motivation
Make a recommendation—tell the audience what you want them to do with the information. Restate your position and make a final appeal to the audience.
Evaluate
Make judgments about the work
Assistance
Making sure workers have what they need to work to their fullest potential
Team Leader Role
Manage team, calling and facilitating meetings, assigning admin details, and organizing all team activities
List at least three reasons for taking time to become acquainted with subordinates?
Match personal interests with job, predict employee responses to planned change, increase flow of employees' suggestions, basis for influencing group members, and basis for personal counseling
3rd Quarter of Budget Cycle
May - Cost Centers updated/revised BER second BER occurs June/July - 75% of budget obligated and/or spent
Specific Achievement
May not contain a separate impact statement; the impact is not explicitly stated but implied. These types of bullets are primarily used to describe professional development or personal attainment.
Enlisted Evaluation System
Meaningful feedback to subordinates on what's expected, long-term performance, best qualified enlisted personnel
Norming Stage
Members reconcile competing loyalties and responsibilities; there is an attitude change. High Productivity
Perspectives
Mentally view or see a situation or the world around us from a particular angle
Body language
Messages sent through body posture (slouching, sitting erectly, lounging, crossed arms, etc.), and behaviors (stomping a foot, pointing a finger, shaking the head, clicking or tapping a pen, etc.).
AF FM 931
Midterm Feedback
Mid term feedback
Midway through reporting period, typically 6 month. Inform them how well they have been meeting standards established during initial feedback
Quickly developed procedures to resolve staffing issues resulting in completion of the project on schedule This is an example of which variation of the accomplishment-impact bullet statement.
Modified Verb
BLANK performance on a regular basis makes it easy to provide feedback to subordinates in a timely manner, prevents many problems, and catches others before they get out of hand.
Monitoring
Standards
Morals ethics or habits established by an authority, custom or individual as acceptable behavior.
Lack of Common Core of Experience
Most common of all language barriers between the sender and receiver
Storming
Most difficult stage, Disputes and arguments occur, Members acknowledge the purpose and goal of the team, Stress and anxiety increase
Interpersonal communication
Most effective method for developing personal awareness of diversity dynamics that exist within our organizations
Late Majority
Most people in this category are hampered by feelings of insecurity and skepticism
Personnel
Most valuable resource
Transportation
Moving product(s) between processes is a cost that adds no value to the product
Positioning
Proximity or distance between sender and receiver (which may vary as the conversation progresses), and the arrangement of their respective positions (standing, sitting, facing head-on, side-by-side, etc.
How does the inappropriate use of the PDP impact NCO, unit, and mission effectiveness?
NCOs who use the PDP inappropriately demonstrate inconsistent and unfair leadership, which de-motivates subordinates and tears down morale. - Unit: whenever standards are not clear or enforced equally, discipline and morale decrease, which decreases team work and in turn hinder unit effectiveness. - Mission: If airmen are not held to standards/the PDP is not used, those who carry all the weight while "slackers" get away with goofing off start to lose motivation, so nobody is getting the job done. - Mission: If the PDP is used too lightly (i.e.; repeated LOCs for identical violations) it loses effectiveness, proving airmen can continue not meeting standards, which hinders the mission - Mission: If the PDP is used with too heavy of a hand, Airmen are afraid to make mistakes/do not communicate with their leadership and either make more mistakes by not asking questions or they lose motivation to perform for fear or making mistakes and being overly disciplined/punished
______ ________focuses on telling a story. This may mean telling a fictional story — one that is made up — or it may mean telling a real-life story. Narrative writing can also take the form of an essay, in which the author will use a personal story to prove a point or state an argument. Also, it helps the author connect with an audience to prove a point, state an argument, or address an important issue.
Narrative writing
Follow-up actions
Need to focus on finding out if your subordinate is progressing towards resolving his/her problem, and whether or not the problem has resurfaced later on down the road.
Negotiation
Negotiation is a communication process involving two or more people/groups where: the parties have a degree of difference in positions, interests, goals, values or beliefs.
Negotiation
Negotiation is a communication process involving two or more people/groups where: 1. the parties have a degree of difference in positions, interests, goals, values or beliefs. 2. the parties strive to reach agreement on issues or course of action.
Continuous Improvement
Never-ending incremental refinement of the way we perform our duties and responsibilities
Regression of team development
New member New goal Team schedule Unresolved conflict
The Nature of Interpersonal Communication
Nonverbal Communication, Perceptions, Interpersonal Communication Patterns
Intellect
Not recognizing skill sets people bring to the job. Any failure to fully utilize the time and talents of people
What is the purpose of OPSEC?
OPSEC Purpose: To reduce the vulnerability of Air Force Missions by preventing adversaries from obtaining and exploiting critical information. Critical Information: Specific facts about friendly intentions, capabilities, and activities. Threats: Adversary with capability and intent to undertake actions detrimental to AF operations. Vulnerabilities: Friendly actions provide indicators or tips that may benefit adversaries. Risk: Degree to which information is subject to loss through adversary exploitation.
Security
OPSEC's desired affect is to influence the adversary's behavior and actions by protecting friendly operations and activities.
Direct Observation
Observing your subordinates performance with your eyes
The Receiver
Obtain messages through reading, listening, observing and even touching. is the target for the sender's message.
All good conclusions include what three elements?
Summary, restatement of purpose and/or re-motivation, and closure.
First Quarter of Budget Cycle
October- Funds allocated downward - actual funds or continuing resolution authority (CRA) - Create FY Spend Plan November - Cost Centers begin working 1st Budget Execution review (aka unfunded requests) December - 25% budget obligated and/or spent
Department of Defense (DoD)
Offers advice and input regarding the objective, the DOS makes the final determination of what the objective (and message) will entail, the audience to communicate to, and the communication medium (teleconference, newspaper, press release, etc.) to use.
Non-Standard Over Processing
Often termed as "using a bazooka to swat flies," many organizations use expensive high precision equipment where simpler tools would be sufficient
Non-standard Over Processing
Often termed as "using a bazooka to swat flies," many organizations use expensive high precision equipment where simpler tools would be sufficient
Relevancy
Omit essential elements of the job from consideration, undue weight to an insolated incident, include factors that don't contribute to performance
What are the three types of interviews?
On the Record: Assume everything you say is on the record. Background: Allow you to provide context to stories, express emphasis on key aspects, and report the story accurately Off the Record: Clearly state what information is off the record so there is no chance of confusion.
Types of Interviews
On-the-Record, Background, Off-the-Record
Personality
One of the greatest qualities of America and our Air Force is the diversity of the people who make them up.
Social Biases
One unfairly favors or prefers one person, culture, group, or race to another
Team dynamics
Ongoing process involving interaction of individuals within a team to achieve the desired objective
Conducting the Session
Opening, Attending, Responding, Resolving, Closing
Conducting the session
Opening: Greet them and state the purpose of the session. Attending: Be an active participant and focus all your attention on the subordinate. Responding: refer to what you say, how you say it, and how you behave. Try to avoid impulsive responses. Provide thoughtful and considerate responses. Or just tell them to **** off or drop dead. Questioning: Open ended questions the encourage you subordinate to disclose, clarify, and examine the problem. Reflecting: Paraphrasing the subordinates content and stating it back to them. Summarizing: Combining several of the subordinates thoughts into broader comments. Silence: Gives the subordinate time to think about an answer. Try not to break wind and/or shit yourself during this process as it may distract the subordinate. Resolving: Supervisor prompts subordinate to generate solutions to their problems and reach their goals. This shows they are taking ownership and are willing to fix the problem. Closing: Last opportunity to make sure the session is successful. Summarize the highlights of the session and reinforce the solutions agreed upon.
Advice
Opinion or recommendation offered as a guide to action or conduct
Helping Relationship
Optimal supervisor-subordinate relationship where both parties trust each other and subordinate knows the supervisor is there to assist
Article 92
Orders given must be followed. orders must be legal
What are the four Air Force manpower competencies?
Organization structure, Program Allocation and Control, Requirements Determination, and Performance Management
Reflecting
Paraphrasing the subordinates specific content and feelings, and then restating it back to them
Team Member Role
Participant, one who actively participates
Which change cycle relies on personal power?
Participative
Negotiation
Parties have a degree of difference in positions, interests, goals, values or beliefs
Microblogging
Passive broadcast medium in the form of blogging.
Evade strategy
Passive, unassertive strategy where you do not have any motivation to work your expectations or meet their expectations
Collusion
People cooperate with others, knowingly or unknowingly, to reinforce the behaviors that prevent others from fully entering into the workplace culture
AF Form 931, section 3 and section 4 options
Performance feedback worksheet, 3. job duties in bullet form 4. select Does not meet, meets, above average, clearly exceeds for duties, fitness, standards etc
When telling a story, what are the two narratives?
Personal Narrative: Story about your experiences in the Air Force. Air Force Narrative: Deliberately developed story about the Air Force.
two types of feedback
Personal Situation, Professional Growth
Two categories of counseling
Personal Situation- event oriented; occurs after a situation arises. ie) Financial or marital problems. Professional Growth- Planning for professional short and long term goals.
Subjectivity
Personal bias or opinion
Referent
Personal charisma, enhanced by the relationships you have with your subordinates
Psychological Barriers
Personality, Values, Language
psychological barriers to communication?
Personality, values, and language. Examples include: morals, religious beliefs, personal biases, group identification, self-image, gender, age, race, etc.
Material
Physical goods that are required by our personnel to complete their assigned duties
Ratability
Pitfalls in this area occur when an evaluator attempts to evaluate factors that are essentially unratable, like interest in the job, loyalty, and attitude
Social Networking
Place to share information and interact with the public and with Airmen from all over the world.
Plan-Do-Check-Act (PDCA) Cycle (aka Deming cycle)
Plan - Recognize an opportunity and plan a change Do - Test the change by carrying out a small-scale study Check - Review the test, analyze the results and identify what you've learned Act - Take action based on what you learned in the check step. If the change did not work, go through the cycle again with a different plan. If you were successful, incorporate what you learned from the test into wider changes.
PDCA
Plan, Do, Check, Act
Cost Center Manager
Regulates the daily use of work hours, supplies, equipment, and services in producing or doing things. Also, continually monitors the relationship between resources used and products produced to allow for informed resource realignments
Professional Growth
Planning for individual and professional short-and long-term goals. Proactive
What are the two types of power?
Position and personal
Connection
Power source falls under the who you know and can quickly erode and lead to unethical situation if leaders use it as a primary source
three components of interpersonal communication skills
Pre-session, Session, Post-Session
Bullet statements
Present a clear picture of an idea or accomplishment and its impact. Allow the writer to concisely deal with specific points. Take less time to read and allow the writer to communicate more information within a smaller space
Cost Center Manager (CCM)
Regulates the daily use of work hours, supplies, equipment, and services in producing or doing things. Also, continually monitors the relationship between resources used and products produced to allow for informed resource realignments
Anti-Deficiency Act
Prevents over obligating or overspending
Characteristics that we usually cannot voluntarily change are
Primary
High Value Initiative
Produce significant returs against key AF challenges, involves cross functional team. Requires six to eight months
Overproduction
Producing an item before it is actually required
List the purposes of the EES?
Productivity, Promotions, and Force Management
What manpower competency covers the Unit Manpower Document?
Program Allocation and Control
Performance Management
Programs that increase workforce efficiency and organization cost effectiveness
Anti-Deficiency Act
Prohibits from involving the government in a contract or obligation for the payment of money before an appropriation is made unless authorized by law. Prohibits against over obligating or overspending an appropriation
Anti-Deficiency Act
Prohibits from involving the government in a contract or obligation for the payment of money before an appropriation is made unless authorized by law. Prohibits against over obligating or overspending an appropriation.
Statistics
Proof of a particular point or assertion. They're also used to clarify, to show relationships, and to summarize large collections of data.
Program Objective Memorandum
Proposes total program requirements for the next 6 years
Transitions
Provide a smooth connection between major thoughts (main points) and link minor points and ideas together.
UIF
Provides commanders with an offical repository of substantiated derogatory data concerning an AF member's personal conduct and duty performance
Synthesize
Put different elements together to form a new whole; to draw conclusions about the relationships and implication.
Checking Completed Products or Services
Quality Check
Responding
Questioning, Reflecting, Summarizing, Silence
Just do it
Quick fix to a process. Does not involve formal process reviews, teams or an improvement events. Yields immediate results
Directive Change Cycle
Quite simply, this is change imposed by some external force, such as a commander, superintendent, or supervisor. It begins with change imposed upon the group or organization.
Testimony
Quote
May
RA finalized the units BER
Ratability
Rate unratable things, interest in job, loyalty
Statistics
Ratio examples
Books
Real life support materials.
October
Receives funding authorizations
Accurate reporting of performance is critical to ensuring that outstanding performers receive appropriate _________
Recognition
Diversity Awareness
Recognize and respond to needs of various groups within an organization to improve working relationships
Unfreezing
Recognize the need for change, create a felt need for change. Deal with resistance
Opposite
Recognizes the idea that you lack agreement. Might be your subordinate, supervisor/chain of command
Letter of Counseling
Recording of an infraction. Its a formal way of describing an acceptable behavior so the receiver cannot fail to understand. Goal is to help individual
OPSEC
Reduce the vulnerability of Air Force missions from successful adversary collection and exploitation of critical information.
Paralanguage
Refers to the way we say things, and is just as important as the actual words we speak.
Cost center manager
Regulates daily use of work hours, supplies, equipment and services in producing or doing things
June
Should have either spent or obligated 75% of budget
Cost Center Manager (CCM)
Regulates the daily use of work hours, supplies, equipment, and services in producing or doing things; monitors the relationship between resources used and products produced to allow for informed resource realignments
Indirect Observation
Relying on someone else to provide you with informaiton
What is a conclusion and its contents?
Reminds the audience of points discussed, how they can benefit, and that the communication is over. Provides a sense of finality. Summary: Brief review of main points and supporting ideas. Never contain new information Restatement of Purpose/Re-motivation- ties back to the motivation used in the introduction Closure- signals the paper is over "brings it full circle"
Concrete words
Represent actual things/objects
Financial
Required in order to procure the material, info and technology
Combined
Requires supervisor and subordinate to be on same page, work together and have two way communication
Change Agents
Responsible for determining the best way to implement a change and implementing it
The Sender
Responsible for selecting and arranging (encoding) symbols, words, sounds, or gestures in such a way to create an accurate message in the receiver's mind and/or meet the audience's needs. the originator of the communication process
Impact
Results of the accomplishment and it may be either expressly stated or implied (for specific achievement bullets only!).
BER
Review cycle conducted twice during the fiscal year to indentify, validate, prioritize and request additional resources for unfunded requirements. allow commanders reprogram funds
NCO Authority
Right to act and command and is complimented by 3 legal sources
March
Should have spent or obligated 50% of their budget
July
Should have spent or obligated all but 25% of their budget
ABS (also known as "the critical attributes of bullet statements")
Should help you make some "sweeping" changes to all the bullet statements you write.
Characteristics that can be changed are known as
Secondary
SAPP
Security - Opsec, Accuracy- Telling the story correctly, Propriety-politeness, respect, decency, Policy - laws, DOS
SAPP
Security, Accuracy, Propriety, Policy (Integrity First Core value)
Settle
Seek resolution to a situation but see little chance for you to really get it your way. Opens not with a demand, but soft offer. Get something but not what you really need. Quick negotiation but rarely a optimal outcome
Individual Behavior
Seem to be significantly more difficult and time consuming than other levels
Milestones Associated with Budgeting Process
Significant events in the budgeting process. (CRA, BER, End-of-Quarter, Close-out, etc.)
What are the five leadership traits?
Selflessness, loyalty, integrity, commitment, and decisiveness
Leadership Traits
Selflessness- sacrificing personal wans and needs to greater cause Loyalty- faithfulness to superiors, subordinates and peers; maintaining allegiance, showing strong sense of duty Integrity- total commitment to the highest personal and professional standards with honesty, sincerity, ethics and fairness Commitment- complete devotion to duty, total dedication to US, USAF, unit and comrades Energy- enthusiasm, motivation to take the initiative Decisiveness- willingness to make decisions, act on them and accept responsibility for those decisions
Feedback
Senders should continually seek input that verifies the receiver's grasp or understanding of message communicated. two forms - verbal and nonverbal. Verbal feedback is the receiver expressing feedback to a certain message with words. Nonverbal feedback is the receiver expressing feedback to a certain message with body language or facial expressions Feedback is a reaction to the received message
External transitions
Sentences or statements used to provide a link between main points within your communication.
Analyze
Separate the reading into parts or elements.
Takt time
Sets pace of production to match the rate of customer demand and becomes the heartbeat of the system
Mission Statement
Short sentence or paragraph that describes the organizations essential task(s), purpose, and action containing the elements of the 5 W's
Personal Narrative
Short story about your experiences in the Air Force
Improvement plans
Shortfalls may not always be the subordinates fault consider three avenues when trying to improve subordinates performance: improving the subordinate, improving the job and improving the situation
December
Should have either spent or obligated 25% of their budget
When diagnosing, what areas does a leader look at?
Situation, people, and environment
Innovators
Small percentage, immediately embrace new ideas. Venturesome, educated, and more willing to take risks. Big picture
Why is it important to monitor the plan?
So you can adjust the plan as necessary
SSgt Burnham tells his coworker, "I wish I was still deployed. At least the leadership of that joint unit understood the differences in personalities and the strengths and weaknesses of members from our sister services. No matter how difficult the mission, they were aware of our emotions and feelings and despite the cultural differences, they always found a way to respect individual characteristics and to tap into what each person brought to the mission. Their approach not only ensured mission success, it improved our appreciation for one another and enhanced my understanding of others' values and beliefs." SSgt Burnham's joint unit BEST illustrates ___________ impact on mission effectiveness. a. all four elements of the FAIR Way and their b. Social Sensitivity and its c. Socio-Behavioral Tendencies and their
Social Sensitivity and its
Early adopters
Social and opinion leaders. Often popular, educated and effective in spreading acceptance of new ideas
Timelines Associated with Budgeting Process
Submission deadlines associated with quarterly and annual budget requirements
September
Wing is attempting to use all unspent or unobligated funds
Influence
Something leaders should strive to gain from their subordinates
Common Sense Observation
Something people must know
Critical Information
Specific facts about friendly intentions, capabilities, and activities vitally needed by adversaries for them to plan and act effectively, so as to guarantee failure or unacceptable consequences for friendly mission accomplishment.
Common Knowledge
Standard information, folk literature and commonsense observations knowledge.
Vision Statement
Statement of what an organization, workcenter, or team would like to achieve an/or look in the future. Inspiration and framework
Change Management
Structured approach to change in individuals, teams, organizations, and societies that enables the transition from a current state to a desired futre state
Adjouring/Transforming Stage
Team begins to break up and individual members move on to other activites
Performing Stage
Team has settled it's individual relationships and expections, creativity is high. Productivity remains high. If a new person joins team, the team will go back to the forming stage
Team member roles and responsibilities
Team leader- Manage the team, calling and facilitate meetings, assign admin details, organize team activities Team member- share knowledge, participate, carry out assignments, support team efforts, seek challenges Responsibilities- communication, human relations, participation
Storming Stage
Team member want to know the goals and objectives. Usually where tensions build
Bridging
Technique used to move from the reporter's agenda to your message
Narrative writing
Telling a story. Author connect with an audience to prove a point, state an argument, or address an important issue
Motivation (Hook)
Tells WHY the audience needs to listen, HOW they can use the information, and makes the audience WANT to listen.
Team Leader
There is one individual that is responsible for projecting and articulating the vision, mission, expectations, and guidelines. That is the person who "has to see the future, chart the course, lay the plans, architect the team and spawn creativity."
Eight-Step Problem Solving
The Air Force has adopted a standard Eight-Step Problem Solving model to progress from assessment of current operations to measuring results after improvements are made. It is used in everything from rapid improvement events to larger reengineering efforts or complex problems
are the ones that accomplish the mission. Without Airmen there is no mission.
The Airmen
AFH 33-337
The Tongue and Quill
Resolving
The ability of a supervisor to prompt their subordinate to generate solutions to their problems and reach goals
Zone of Possible Agreement
The area between each party's aspiration point and reservation point. It is also called the 'bargaining range.'
Zone of Possible Agreement (ZOPA)
The area between each party's aspiration point and reservation point. It is also called the 'bargaining range.'
ZOPA
The area between each partys aspiration point and reservation point, called bargaining range
Aspiration point
The best each party hopes to get out of a negotiated agreement
Aspiration Point
The best each party hopes to get out of a negotiated agreement.
Personal Leadership Development Plan
The final PLDP consists of four parts: -- Part I: Personal Values -- Part II: Leadership Vision Statement- visualizing self as leader -- Part III: Strengths and Improvement Areas - areas you excel and areas of weakness -- Part IV: Development Action Plan - Specifics (what, when, why and how) Measurable - how are you going to know if you met goal? Acceptable - can you do it? Realistic - will plan work? Timeframe - how long is it going to take you?
The Enlisted Evaluation System has three purposes:
The first is establish performance standards and expectations for rates, provide feedback on how well the rate is meeting those expectations, and to provide direction on how to better meet those established standards and expectations. The second purpose is to provide a reliable, long-term, cumulative record of performance and promotion potential based on that performance. The third purpose is to provide senior NCO evaluation boards, the Weighted Airman Promotion System (WAPS), and other personnel managers with sound information to assist in identifying the best-qualified enlisted personnel for promotion, as well as other personnel management decisions.8 The fourth purpose is to document in the permanent record any substantiated allegation of a sex-related offense against an Airman, regardless of grade, that results in conviction by courts-martial, non-judicial punishment, or other punitive administrative action. See UCMJ Articles 120, and 120c for specific information.
Rapid Improvement Event
These events usually last a week or more and apply a series of problem solving steps to determine root causes of problems and to eliminate waste, set improvement targets and establish clear performance measures to reach desired effects
High Value Initiative
These initiatives produce significant returns against key Air Force challenges. These processes are more complex and involve a cross functional team to ensure that identified improvements are incorporated into the day-to-day operations of an organization
Hooking
The idea is to entice the interviewer into your agenda
Impact
The impact element describes the results of the accomplishment and it may be either expressly stated or implied (for specific achievement bullets only!). The impact element is vital to describing the relative importance of the action.
Conclusion
The last element of good communication
Coercive power
The leader's ability to enforce discipline—the perception followers have of your ability to take action by counseling, giving administrative paperwork (LOC, LOR, etc.), recommending punishment, etc.
Coercive power (from matching knowledge check)
The leader's ability to enforce discipline—the perception followers have of your ability to take action by counseling, giving administrative paperwork (LOC, LOR, etc.), recommending punishment, etc.
Introductory Statement
The most effective way to begin any briefing is by letting your audiences know who you are.
Cost Center
The organization that gathers and distributes cost data
Cost Center (CC)
The organization that gathers and distributes cost data
Opposite
The person or group with whom you are engaged in negotiations. Sometimes called the negotiation partner, the opposite recognizes the idea that you lack agreement and must negotiate to solve a problem or reach an agreement. As an NCO, your 'opposite' might be your subordinate, supervisor/chain of command, peer, etc
Opposite
The person or group with whom you are engaged in negotiations. Sometimes called the negotiation partner, the opposite recognizes the idea that you lack agreement and must negotiate to solve a problem or reach an agreement. As an NCO, your 'opposite' might be your subordinate, supervisor/chain of command, peer, etc.
Referent power
The personal charisma or likeability characteristics (trust, confidence, etc.) that a person has
Referent power (from matching knowledge check)
The personal charisma or likeability characteristics (trust, confidence, etc.) that a person has.
Interpersonal Communication skills process consists of
The pre-session, session, and post-session, and the steps/skills that make up those elements.
Discipline
The purpose of discipline is to develop people who are able to control themselves and do what is right all the time, every time.
Mission
The task together with the purpose that clearly indicates the action to be taken and the reason therefore
location, space, and time
The three most critical factors to consider in selecting and preparing the setting
Ambiguous Terms
These words and/or phrases have different meanings to different people.
Laggards
They are usually less educated and uninformed
Early Adopters
They are very effective in spreading acceptance of new ideas because they garner the respect of their peers who look to them for guidance
Early Majority
They tend to represent mainstream thinking
Program Allocation and Control
This competency centers on the Unit Manpower Document (UMD), funded and unfunded position requirements - Any change to the UMD requires a formal Authorization Change Request (ACR - commonly used to request increases, decreases, or realignments of manpower requirements and/or to change attributes on the UMD), signed by the appropriate commander
Operations and Maintenance
This includes funding for mobilization, recruiting, training, administration, and service-wide activities, civilian salaries, operating and maintaining an installation, environmental restoration, and a myriad of other costs associated with day-to-day Air Force operations
AFI 36-2803
This instruction implements the requirements of Department of Defense (DoD) Instruction (DoDI) 1348.33, Military Awards Program, and Air Force Policy Directive (AFPD) 36-28, Awards and Decorations Program.
AFI 36-2406
This instruction provides procedures for implementing Air Force (AF) Evaluation Systems policy for the Officer Evaluation System (OES) and Enlisted Evaluation System (EES). It describes how to prepare, submit, and manage forms required by this Air Force Instruction (AFI).
Citation(written)
This is a reference to a book, article, webpage, or other published item with sufficient detail to identify the item uniquely.
Diagnosing
This is discovering/determining the general purpose for the communication
Diagnosing
This is discovering/determining the general purpose for the communication. It involves selecting and/or narrowing down the topic, or specific objective, by analyzing the audience, and defining the parameters.
Integration(written)
This is the inclusion of the source directly into the text.
Financial
This is the resource that is required in order to procure the material, information and technology, and warfare resources we need to accomplish our missions
Confusion
This is where we accept the change and begin to grapple for ways to proceed from the known to the unknown. When you enter the confusion stage, anxiety builds and we store this energy while we are deciding whether to invest in the change
Integration(spoken)
This lets the listening audience know where you obtained your information.
AFMAN 33-326
This manual implements Air Force Policy Directive (AFPD) 33-3, Information Management, and states the procedures for preparing communications in both manual and automated environments. This publication applies to individuals at all levels who prepare official Air Force (AF) communications, including Air National Guard (ANG) units and Air Force Reserve Command.
Relevancy
This pitfall creeps into evaluations when you omit essential elements of the job from consideration, when you give undue weight to an isolated incident, or when you include factors that don't contribute to performance. Relevancy errors can be categorized as deficiency, distortion, or contamination.
Connection
This power source falls under the "who you know" category and can quickly erode and lead to unethical situations if leaders use it as a primary source of influence
Connection power
This power source falls under the "who you know" category and can quickly erode and lead to unethical situations if leaders use it as a primary source of influence
Connection power (from matching knowledge check)
This power source falls under the "who you know" category and can quickly erode and lead to unethical situations if leaders use it as a primary source of influence
Innovators
Those who immediately embrace new ideas
SBT
Thought processes we employ to help us make sense of the world we live in, define who we are, how we act respond to situations and treat others
Setting
Time, Space, and Location
discipline
Training, correction, or following established standards
Good introductions include and Attention Step, Purpose Statement, Motivation/Hook and Overview. (True or False)
True
Task Orientation
a negative task orientation means that you do not wish to resolve the situation at this time or not at all. positive task orientation means that you are very motivated to resolve a problem or respond to a critical situation
Teams out perform groups because of the synergistic effect
True
Supervisors
a person of any rank that directs the activities of an individual or team and is usually responsible for the productivity of that team.
True or False: Mission Statements and Vision Statements perform two distinctly different jobs.
True
True/False: Collective efforts toward a shared goal help distinguish teams from groups.
True
True/False: Teams outperform groups because of the synergistic effect.
True
Article 7 of the UCMJ
UCMJ authorizes you to apprehend individuals in certain situations. If you truly believe a crime is about to happen, (drinking and driving, fighting, sexual assault, etc.) try and stop it from happening without placing yourself into jeopardy.
Strategic communication
Understand and engage key audiences to create, strengthen, or preserve conditions favorable for the advancement of United States Government interests, policies, and objectives through the use of coordinated programs, plans, themes, messages, and products synchronized with the actions of all instruments of national power.
Perceptions
Understanding how you tend to assign meaning to words or react to certain issues or situations gives you an advantage.
Diagnosing
Understanding the subordinates and work centers Diagnosing Situations- leader must understand what is going on in their work center now and what the expectation is for the future. Diagnosing People- to get the whole picture, look at morale, esprit de corps ( loyalty to, pride in and enthusiasm shown by members to unit), discipline and proficiency Diagnosing Environment- These conditions tend to either aid or hinder people's efforts to accomplish their jobs; are all resources available to accomplish mission? are leaders establishing directions, priorities and policies?
The Phases of Change
Unfreezing, Changing, and Refreezing
The phases of change
Unfreezing: Recognize the need for change; know how you're going to make the change; sell the importance of the change and its effects; understand and deal with the resistance to change; use open and honest communication; effort to help those that are resistant <- people will directly effect this outcome Change: involves actually modifying technology, tasks, structure, or people; monitor changes and adjustments; support those struggling with change Refreezing: new procedures must become permanent part of daily operations; did you obtain desired results
Program allocation and Control
Unit manpower document, funded and unfunded position requirements
Motion
Unnecessary movement of data, files, tools, or equipment. Excessive motion to get the job done i.e. (bending, walking, lifting, reaching, etc.)
Downward communication
Upper level of management and filters down through the chain of command.
Downward communication
Upper level of management and filters down through the chain of command. (communication can vary- letters, e-mails, meetings, etc.)
The three channels of communication
Upward, Downward, and Lateral.
Six "S"
Use in immediate work center, focuses on achieving visual order, organization, cleanliness, and standardization. Outcomes:DIscipline, less waste, self maintaining workplace
Gestures
Use of hands to show emphasis, transition, enumeration, etc. Sometimes accompanied by tonal inflections, pauses, or other nonverbal behaviors.
Sentence Structure
Use proper English grammar to correctly arrange and express your thoughts in the form of sentences
Progressive Discipline Process (PDP)
Use the least force necessary to modify a behavior; deciding level of discipline
Personal Credibility
Use your personal authority, experience and establish your professional credentials.
What are Bullet Statements and the two types of statements
Used in performance reports and award nominations. Clear and to the point. Single Idea Bullet: A concise written statement of a single idea or concept. Accomplishment-Impact Bullets: A concise written statement of a persons single accomplishment and its impact on the units mission, organization, etc. Used in EPR reports.
Letter of Admonishment
Used to document clear violations of standard
Definition
Used to explain or clarify
Plagiarism
Using someone else's writing as if it were your own.
Plagiarism
Using someone else's writing as if it were your own. This serious offense can lead to severe professional and legal consequences.
Direct Quote
Using words exactly as they appear or were said.
Paraphrase
Using your own words to restate what the author said.
Discrimination
Visible act, or consideration to act in favor of or against a person or thing based on the group
The Message
Vocabulary, Language, Paralanguage, Phrases, Sentence Structure, Sentence Clarity, and Nonverbal Cues
Communication skills to consider when sending a message
Vocabulary- speak with common and concrete words Language- Follow standard conventions, don't swear or make unprofessional/inappropriate remarks Paralanguage- how you say things... tone, rate, quality, diction (pronunciation, articulation), rhythm, volume and fluency Phrases- use phrases your receiver understands Sentence Structure- use proper grammar, full sentences Sentence Clarity- ^ same idea as above, speak in the proper person, singular vs plural, past, present and future tenses Nonverbal cues- gestures (hands, paralanguages, facial expressions, eye contact, body language (show good posture, don't cross your arms, don't guard glove), behaviors (don't stomp your foot, click your pen) positioning yourself at a good angle/range of receiver Understanding the receivers you communicate with is another critical element of effective interpersonal communication.
Affirmative Action
Voluntary or mandated programs developed for the purpose of overcoming imbalances in the workforce that affect designated groups, such as members of minority groups, women, veterans, and people with diabilites
Psychological Barriers
Way people think, reason, or feel.
Process Trust
We trust that these processes promote outcomes that are justified (fair and impartial), legal, and ethically moral for both parties
Four basic patterns of thinking - Questions to ask yourself
What is going on? clarification Why did this happen? cause and effect Which course of action should we take? choices to make What lies ahead? what might happen in an hour, day or month based on this decision
Perception
What is perceived to exist
Interest
What you need. Underlying reason behind your position
Position
What you want, based on carefully developed interests and desired outcomes
Attitude
When an individual responds positively or negatively to a person
Nonverbal Cues
When paralanguage and words sharply contradict one another
Waiting
Whenever goods are not moving or being processed, the waste of waiting occurs
Body
Where you deliver your message and achieve your objective (inform, motivate, persuade, etc.).
Disciplinary Writing
Where you have to "tell the story" of your subordinate's performance.
Trusting relationship
Willing to consider the opposites needs and desires during negotiations as well as sharing information with the expectation of receiving these actions of trust in return
Secondary Dimensions
Work Ethic-Personality, Income-Educational Background, Marital Status-Language abilities, Experience-Strengths, Religious and Philosophical Beliefs-Temperaments
Organizational barriers
Work situations or to the working environment. Examples: duty schedules, floor layouts, jet engine noise.
The Enlisted Evaluation System (EES) Training Guide
Writing effective EPRs comes down to one thing: Using hard-hitting, fact-filled words with impact that paint an accurate picture of the ratee in the mind of the reader.
Testimonials
Written or spoken statements that endorsement or censure a person, place or things.
two examples telling why it is important to tell the Air Force story
You have a responsibility to be an ambassador for the Air Force, to give the American public accurate and relevant information.
TSgt Rivera, the NCOIC of Air Freight Management asks SSgt Graves, "Do you know why it takes so long to get our expedited cargo inspected?" SSgt Graves replies, "Apparently, the inspection team doesn't like their new government vehicle and would rather walk to each aircraft on the flightline." Frustrated Rivera says, "That's ridiculous! So instead of recognizing the need for a vehicle, they would rather walk around the flightline, causing our freight and aircraft to wait." TSgt Rivera immediately contacts the inspection team and instructs them to use their assigned vehicle. The inspection team's actions BEST illustrate _______ impact on mission effectiveness. a. a category of waste and its b. the phases of change management and their c. the PDCA Cycle for problem solving and its
a category of waste and its
Interpersonal Communication
a face to face, one way, or multi-directional exchange of verbal messages and nonverbal signals between two or more people for the purpose of gaining a shared meaning.
obligation
a legal binding agreement
Reservation point
Your 'bottom line' in negotiation. It is the point you will absolutely not got over...your limit
Reservation Point
Your 'bottom line' in negotiation. It is the point you will absolutely not got over...your limit.
Reward power
Your ability to provide rewards—the perception the followers have of your ability to reward their actions by giving or recommending letters of appreciation, 3-day passes, medals, etc.
Reward power (from matching knowledge check)
Your ability to provide rewards—the perception the followers have of your ability to reward their actions by giving or recommending letters of appreciation, 3-day passes, medals, etc.
Qualification(spoken)
Your audience will not have the benefit of a citation page so qualification is the only way to indicate the validity of your material.
Reservation Point
Your bottom line in negotiation
Plan
a method of achieving an end; a detailed program
phases of effective communication
diagnose (determine audience and what and how you should communicate), prepare (introduction, body, conclusion), deliver
3. SSgt Maramba decided to reward one of his subordinates so he requested a Décor 6. He reviewed past performance reports for information to complete the decoration citation. Once the Décor 6 and the citation were completed, he forwarded them to CSS for review. After making several corrections to the document, the CSS forwarded it to the commander who promptly approved the decoration. SSgt Maramba's _____________ will MOST likely ______________ his subordinate's effectiveness. a. effective use of types of narrative writing; enhance b. ineffective use of types of narrative writing; hinder c. effective use of bullet statements; enhance d. ineffective use of bullet statements; hinder
a.
Best Alternative To a Negotiated Agreement (BATNA)
alternative to negotiation that you can execute independent of your 'opposite'; solution you are prepared to execute even if you don't get what you want in the negotiation; formulate a practical BATNA, you must have both the capability (resources) and the will to execute this alternative on your own without any assistance
bullet statement
an accurate, brief, and specific bottom line of an idea or of a single accomplishment with its associated impact
team dynamics
an ongoing process involving interaction of individuals within a team to achieve the desired objective
1. TSgt Rivera, the NCOIC of Air Freight Management asks SSgt Graves, "Do you know why it takes so long to get our expedited cargo inspected?" SSgt Graves replies, "Apparently, the inspection team doesn't like their new government vehicle and would rather walk to each aircraft on the flightline." Frustrated Rivera says, "That's ridiculous! So instead of recognizing the need for a vehicle, they would rather walk around the flightline, causing our freight and aircraft to wait." TSgt Rivera immediately contacts the inspection team and instructs them to use their assigned vehicle. The inspection team's actions BEST illustrate _______ impact on mission effectiveness. a. a category of waste and its b. the phases of change management and their c. the PDCA Cycle for problem solving and its
a. CORRECT: According to the Continuous Improvement chapter, there are eight types of waste. Waiting is one type of waste, which is whenever goods are not moving, or being processed. The inspection team's actions best illustrate this concept as evidenced by the expedited cargo waiting for inspection and inspectors are waiting on a vehicle to conduct their inspection.
1. After noticing an unusual change in SrA Dent's behavior, SSgt Wilson decides to meet with him to discuss his observations. Hoping to keep the session centered on Dent and to eliminate distractions, he reserves a small conference room for two hours with permission to use it longer if needed. He then jots down a few questions to help him open the session and establish rapport with Dent. The scenario BEST illustrates an NCO accomplishing ________________. a. pre-session activities only b. pre-session and session activities c. pre-session, session, and post-session activities
a. CORRECT: According to the Interpersonal Communication chapter, pre-session activities include Diagnose (know why you are conducting this session) and Prepare (determine approach and prepare the environment). SSgt Wilson diagnosed as evidenced by the statement, "noticing an unusual change in Dent's behavior." He determined his approach as evidenced by the statement, "hoping to keep the session centered on Dent" and he prepared the environment as evidenced by the statement, "eliminate distractions, he reserves a small conference room for two hours with permission to use it longer"
4. During a feedback session with SrA Wiley, MSgt Campbell says, "Your coworkers and I have fielded too many calls from your creditors complaining about missed payments. You and I discussed personal financial responsibility during your initial feedback. Your actions have impacted this work center; therefore, to prevent further disruption, I expect you to take care of this situation. Let's discuss your options." After working through an action plan together, Campbell tells Wiley, "I think you have the potential, but this matter needs to be handled." MSgt Campbell's _________ will MOST likely _________ SrA Wiley's effectiveness. a. appropriate use of rehabilitative feedback; enhance b. inappropriate use of rehabilitative feedback; hinder c. appropriate use of preventative feedback; enhance d. inappropriate use of preventative feedback; hinder
a. CORRECT: According to the Performance Evaluation chapter, it is appropriate to use rehabilitative feedback when subordinates violate a standard or fall below the line of acceptability. In this scenario, SrA Wiley is having financial problems (several vendors have called complaining about your missed payments) that are impacting his duty performance (productivity decreases and you are rude to your teammates). MSgt Campbell should use rehabilitative feedback to bring Wiley's behavior back within acceptable boundaries and enhance Wiley's effectiveness.
1. During A1C Hall's initial feedback, SSgt Irvin says, "When working the customer service desk, answer all phone calls before the third ring, politely identify yourself and this unit, and offer assistance to each caller. Furthermore, because our nation and other countries consider us professionals, we must strive for excellence in everything we do. Finally, if you fail to meet my expectations or to comply with all directives, you can expect a swift response from me." SSgt Irvin's actions BEST illustrate _____________. a. standards and discipline b. the Air Force Core Values c. use of earned authority
a. CORRECT: SSgt Cooper's actions best illustrate standards and discipline, which according to the Standards and Discipline chapter, includes preventive and corrective discipline. Preventive discipline stops a problem from happening before it starts. Examples of preventive discipline are initial feedbacks, safety briefings, etc. Standards form the foundation for expectations and discipline and they must be achievable/ attainable (answer phone calls), specific (before the third ring), observable (before third ring...), and measurable: quality (politely).
2. After failing their Operational Readiness Inspection (ORI), SSgt Shire must prepare her work center for the re-inspection. After taking into account the experience of the Airmen she has available to help, she calls a team meeting and opens it by saying, "We only have a few weeks left before the re-inspection and a passing score is absolutely necessary. Therefore, I have created a plan to review every item on the ORI checklist. To accomplish this, I have assigned you to teams to work specific sections of the checklist." Shire closed the meeting, answered a few questions, and reconciled a heated debate among the Airmen. Shortly after, she overhears a few Senior Airmen complaining about their assigned tasks. SSgt Shire's ____________, will MOST likely ___________ her effectiveness. a. consideration of the who, stakes, and situation; enhance b. disregard for the who, stakes, and situation; hinder c. use of all her personal and position powers; enhance d. misuse of all her personal and position powers; hinder
a. CORRECT: SSgt Shire's consideration of the Who, the Stakes, and the Situation will most likely enhance her effectiveness. According to the Introduction to Negotiating chapter, the 'Who' refers to people you are you dealing with. The 'Stakes' are what you stand to gain or lose...important/trivial. The 'Situation' refers to the criticality of the situation (time-sensitive, life threatening, etc.) SSgt Shire considered the 'Who' as indicated by the statement, "After taking into account the experience of the Airmen she has available to help..." She considered the 'Stakes' as indicated by the statement, "...a passing score is absolutely necessary." She considered the 'Situation' as indicated by the statement, "We only have a few weeks left before the re-inspection..."
SSgt Bolden plans to hold a meeting with his work section about the low morale that has been bringing down the mission lately. Up until last month, everyone enjoyed coming to work and doing his or her best on the job. Bolden thinks about it and realizes the change in everyone's demeanor must be from the new commander. Bolden realizes he must do something soon before the morale takes a deeper plummet, so he decides to hold the meeting to let his people know he is always concerned about them and their welfare. SSgt Bolden's _____________ will MOST likely ______________ his effectiveness. a. inappropriate use of resolving; decrease b. appropriate use of resolving; increase c. appropriate use of diagnosing; increase d. inappropriate use of diagnosing; decrease
appropriate use of diagnosing; increase
1. After another local village is mistakenly attacked, a reporter approaches SSgt Tubble with questions regarding the faulty targeting systems used on today's rocket systems. Tubble responds, "Although I may not work directly with munitions, I am confident in our weapons system technologies; further, I support all efforts that provide our enemies a miserable death." Within days the paper releases comments; Twitter, Facebook, and similar sites explode with hate mail toward the USAF and temporarily interrupt the mission. SSgt Tubble's comments BEST illustrate ineffective ______ and its impact on mission effectiveness. a. media engagement b. use of social media guidelines c. strategic communication
a. CORRECT: This is ineffective media engagement because, according to the Culture of Engagement portion of the Supervisory Communication lesson, SSgt Tubble's statement violates two of the "do's" which include discussing only matters of which you have direct knowledge of and avoid repeating or using "color words" that may have a negative connotation such as "massacre", "scandal", "deaths", "corruption", etc. These induce overly strong, emotional reactions and may be counterproductive to your objectives
1. A1C Ivey asks SSgt Johnson, "What is the best way to write a talking paper. SSgt Johnson replies "Make sure you use bullet statements that are concise with one concept that serves a purpose. This will help keep you on track while you're writing." SSgt Johnson's comments BEST explain the ____________. a. single idea bullet statement b. specific achievement bullet statement c. accomplishment impact bullet statement
a. CORRECT: This scenario best illustrates the single idea bullet. According to the Supervisory Writing chapter, the single idea bullet is a concise written statement of a single idea or concept that is typically used for Talking Papers, Point Papers, and Bullet Background Papers
2. During a mid-term performance feedback session, TSgt Finn reminds SSgt Rafferty, "As I've said in the past, faithfulness to peers, subordinates, and to me is important. So is your enthusiasm and motivation for taking the initiative. I appreciate your willingness to make decisions, act on them, and accept responsibility for your decisions. Your actions seem to prompt your subordinates to always support the unit's mission with passion." This scenario BEST illustrates _____________ and their impact on unit effectiveness. a. leadership traits b. followership traits c. leadership powers
a. CORRECT: This scenario is about leadership traits, which according to the Leader Influence chapter, include among others: loyalty (faithfulness to peers, subordinates, and to me), energy (enthusiasm and motivation for taking the initiative), and decisiveness (willingness to make decisions, etc.)
List four ways you can play a role in Strategic Communication:
a. Know the Air Force Message b. Tell the Air Force Story c. Tell what I do and how it supports my wing's mission and policy d. Stay in my lane
Adaptability
ability to adjust to changed, unexpected or ambiguous situations by actively seeking information and by demonstrating openness and support of different and innovative change ideas
Influence and two basic sources of a leader's influence
ability to affect/impact behaviors Position power Personal power
P-Power
ability to affect/impact behaviors through personal and positional power
Diversity Awareness
ability to recognize and respond to the needs of various groups within an organization to improve working relationships, productivity, customer satisfaction, and unit and mission effectiveness. (diverse groups: contractors, ncos, sncos, airmen, officers, majcoms)
Language barriers
abstractions, ambiguous terms, and lack of common core experience.
norming
accept roles and responsibilities, collaboration and camaraderie grow, productivity is high, members agree to disagree
epr bullets
accomplishment and impact with action verbs
attributes of effective bullet statement
accuracy, brevity, and specificity
Diversity Supportive
act proactively - orgs know value of diversity leadership driven- top down management endorses and active champions orgs diversity initiatives encourage ownership of initiatives- everyone in org values diversity think inclusively - everyone is considered valuable member of org mainstream diversity- make diversity part of every effort, process and procedure
characteristics of a cohesive group
act proactively, leadership driven, encourage ownership of initiatives, think inclusively, and mainstream diversity
accomplishment bullet statements
action verb, modified verb, specific achievment
job description
activities oriented not results oriented. tells what to do, not how, or how well. maybe result in only doing what is in description
Improving the job
address necessity and appropriateness of tasks and job design; are mission essential, eliminate unnecessary tasks job rotations- keeps them from being bored and giving opportunity for growth job enlargement- give wide range of tasks job enrichment- offer high level motivators more responsibility, freedom and autonomy
progressive discipline
administering discipline appropriate to the infraction
Prejudices
adverse or unreasonable opinion about a person or group without [gathering] all the facts and is usually based on deeply held beliefs
Standard Work
agreed upon set of work procedures that: effectively combine people, materiel, and machines to maintain quality, efficiency, safety, and predictability
Opposite
aka negotiation partner; person or group with whom you are engaged in negotiations; recognizes the idea that you lack agreement and must negotiate to solve a problem or reach an agreement
unity
all sentences or points discussed support the topic and main point
Background Interview
allows you to provide context to stories, ensure the proper emphasis is placed on key aspects, and stories are accurately reported.
essential leader skills
diagnose, adapt, and communicate
methods of observation
direct, indirect, and checking completed products or services
MSgt Berry, evaluations section NCOIC, says to SSgt Renzi, "Fix our problems with the overdue EPRs ASAP!" Renzi tells her airman, SrA Embry, " We've been told to fix the EPR process, and here's how we're going to do it...call together all the unit EPR monitors, solicit their ideas and opinions, cut the waste, and standardize the process. MSgt Berry's ___________ will MOST likely ___________ mission effectiveness. a. inappropriate use of directive change; hinder b. appropriate use of directive change; enhance c. inappropriate use of participative change; hinder d. appropriate use of participative change; enhance
appropriate use of directive change; enhance
TSgt Smith is writing performance reports on two Airmen. Although he cannot actually observe the Airmen working because they work on another shift, he reviews their completed work and occasionally asks their shift supervisor for feedback on their performance. In the final report, he leaves out factors that do not contribute to performance, ignores nonessential elements of the job, and is careful not to give undue weight to isolated incidents. TSgt Smith's __________ will MOST likely __________ his effectiveness. a. inappropriate use of evaluation principles; hinder b. appropriate use of evaluation principles; enhance c. inappropriate use of performance feedback; hinder d. appropriate use of performance feedback; enhance
appropriate use of evaluation principles; enhance
During a feedback session with SrA Wiley, MSgt Campbell says, "Your coworkers and I have fielded too many calls from your creditors complaining about missed payments. You and I discussed personal financial responsibility during your initial feedback. Your actions have impacted this work center; therefore, to prevent further disruption, I expect you to take care of this situation. Let's discuss your options." After working through an action plan together, Campbell tells Wiley, "I think you have the potential, but this matter needs to be handled." MSgt Campbell's _________ will MOST likely _________ SrA Wiley's effectiveness. a. appropriate use of rehabilitative feedback; enhance b. inappropriate use of rehabilitative feedback; hinder c. appropriate use of preventative feedback; enhance d. inappropriate use of preventative feedback; hinder
appropriate use of rehabilitative feedback; enhance
Supervisor
are a person of any rank that directs the activities of an individual or team and is usually responsible for the productivity of that team
Innovators
are a small percentage of the population—those who immediately embrace new ideas. They are usually venturesome, educated, and more willing to take risks than the rest of the population. Innovators are "big picture" thinkers who see potential and imagine possibility in almost anything, and are able to put both into action
Job Descriptions
are activities-oriented rather than results-oriented. an excellent starting place in developing performance expectations
Performance Standard
are mandatory requirements the subordinate must meet that aren't clearly identified in the job description
Standards
are morals, ethics, or habits established by an authority, custom, or an individual as acceptable behavior
Definitions
are primarily used to explain or clarify unfamiliar terms, jargon, processes, or to establish a common core of experience.
The two roles associated with teams
are team leader and team member
Standards
are the foundation for expectations. Standards are "morals, ethics, or habits established by an authority, custom, or an individual as acceptable behavior."
Laggards
are the last people to embrace new ideas, and they influence no one! They are usually less educated and uninformed, which tends to make them close-minded and afraid of change. They rely mainly on neighbors and friends as their main sources of information, and have no desire for new ideas or personal success
Reporting official
are the official in your chain of command designated by management to provide performance feedback and initiate performance reports
Change targets
are the people affected by the change
Change agents
are the people responsible for implementing the change
Socio-behavioral Tendencies
are the thought processes we employ to help us make sense of the world we live in. Influenced by our beliefs and values, they define who we are, how we act, respond to situations, and treat others
Early Adopters
are usually social and opinion leaders who are often popular, educated, and able to see a competitive advantage in adopting new ideas early. They are very effective in spreading acceptance of new ideas because they garner the respect of their peers who look to them for guidance
Zone of Possible Agreement (ZOPA)
area between each party's aspiration point and reservation point. It is also called the 'bargaining range.'
attributes of performance standards
asom, attainable, specific, observable, and measurable
factors to consider when diagnosing airmens needs
aspirations, personality, self-concept, attitudes and values
types of resources
assigned personnel, financial, material, warfare, information, and technology
good introductions include
attention step, purpose statement, motivation/hook, and overview
5. Which of the following is NOT a reason the Air Force uses the bullet statement style of writing? a. Bullet statements present a clear picture of an idea or accomplishment and its impact. b. Bullet statements allow the writer to concisely deal with specific points. c. Bullet statements take less time to read d. Bullet statements present all achievements in one sentence. e. Bullet statements allow the writer to communicate more information within a smaller space.
b
As a leader, understanding ______ will help to maximize individual/unit performance and allow your Airmen to reach their highest potential.
diversity
three most critical factors to consider in selecting and preparing the setting
location, space, and time
3. TSgt Smith is writing performance reports on two Airmen. Although he cannot actually observe the Airmen working because they work on another shift, he reviews their completed work and occasionally asks their shift supervisor for feedback on their performance. In the final report, he leaves out factors that do not contribute to performance, ignores nonessential elements of the job, and is careful not to give undue weight to isolated incidents. TSgt Smith's __________ will MOST likely __________ his effectiveness. a. inappropriate use of evaluation principles; hinder b. appropriate use of evaluation principles; enhance c. inappropriate use of performance feedback; hinder d. appropriate use of performance feedback; enhance
b. CORRECT: According to the Performance Evaluation chapter, Evaluation Principles include Methods of Monitoring (Direct, Indirect, Observing a Completed Product/Service) and Common Pitfalls (relevancy errors: factors that do not contribute to performance, nonessential elements of the job, and undue weight elements). TSgt Smith monitors his Airmen's performance as evidence by the statements "...reviews their completed work" and "discusses their performance with their shift supervisor." Smith also writes EPRs that do not include factors that do not contribute to performance and nonessential elements of the job nor give undue weight to isolated incidents. All of these actions are appropriate and will MOST likely enhance, not hinder Smith's effectiveness.
2. MSgt Berry, evaluations section NCOIC, says to SSgt Renzi, "Fix our problems with the overdue EPRs ASAP!" Renzi tells her airman, SrA Embry, " We've been told to fix the EPR process, and here's how we're going to do it...call together all the unit EPR monitors, solicit their ideas and opinions, cut the waste, and standardize the process. MSgt Berry's ___________ will MOST likely ___________ mission effectiveness. a. inappropriate use of directive change; hinder b. appropriate use of directive change; enhance c. inappropriate use of participative change; hinder d. appropriate use of participative change; enhance
b. CORRECT: In this situation, MSgt Berry used directive change appropriately, because according to the Continuous Improvement chapter, this type should be used when, 1) change must be implemented quickly and 2) subordinate input is not required or sought. MSgt Berry's actions will most likely enhance the mission because the change is necessary to prevent mission failure.
2. While on her favorite blog site, SrA Allen, a former model, uploads a picture taken during a recent interview. In the photograph, she is wearing a tight "I Love NY" t-shirt with her ABU pants. Within days, she receives hundreds of positive responses to her post. SrA Allen' actions _____ and will MOST likely have a ________ impact on public perception. a. comply with social media guidelines; positive b. violate social media guidelines; negative c. comply with interview do's and don'ts; positive d. violate interview do's and don'ts; negative
b. CORRECT: SrA Allen violated social media guidelines, which according to the Culture of Engagement portion of the Supervisory Communication lesson, prohibit posting photos showing improper wear of the uniform. Because military members are on duty 24/7, 365 days a year, this violation of good order and discipline could negatively impact the public's perception of the military's professionalism.
1. Due to an upcoming mission change, the chief tells TSgt Abel to reclassify the skill level and security clearance of several positions. After a quick check with the manpower office, Abel submits the proper document to request the chief's changes. Several months later, new personnel with the right skills begin arriving just in time to help the squadron begin its new mission. TSgt Abel's submission BEST illustrate use of the __________ and its impact on mission effectiveness. a. Unit Personnel Management Roster b. Authorization Change Request c. Unit Manpower Document
b. CORRECT: TSgt Abel used the Authorization Change Request (ACR), which according to the Resource Stewardship lesson, "is a document used to change (reclassify) attributes of positions listed on the Unit Manpower Document when there is a change in mission."
1. SSgt Burnham tells his coworker, "I wish I was still deployed. At least the leadership of that joint unit understood the differences in personalities and the strengths and weaknesses of members from our sister services. No matter how difficult the mission, they were aware of our emotions and feelings and despite the cultural differences, they always found a way to respect individual characteristics and to tap into what each person brought to the mission. Their approach not only ensured mission success, it improved our appreciation for one another and enhanced my understanding of others' values and beliefs." SSgt Burnham's joint unit BEST illustrates ___________ impact on mission effectiveness. a. all four elements of the FAIR Way and their b. Social Sensitivity and its c. Socio-Behavioral Tendencies and their
b. CORRECT: The scenario best illustrates Social Sensitivity, which, according to the Diversity chapter, is genuinely internalizing the essence of diversity and seeking ways to incorporate diversity in behaviors, daily routines, and operations. It includes developing a keen awareness and understanding of others' emotions, feelings, personality, temperaments, strengths, cultural differences, values, and beliefs in order to better understand the individual characteristics of who we work with, what each person brings to the mission, and to improve our appreciation and respect for one another.
3. MSgt Ottmo noticed that some of his crew members were relying on their memorization of procedures instead of following technical orders. Despite engine runs and planes launching, he holds a meeting on the flight line to address the problem. After the meeting several people expressed frustration because they barely heard anything MSgt Ottmo said." MSgt Ottmo's ____________ will MOST likely _________ mission effectiveness. a. understanding of organizational barriers; enhance b. misunderstanding of organizational barriers; hinder c. understanding of psychological barriers; enhance d. misunderstanding of psychological barriers; hinder
b. CORRECT: This scenario best illustrate MSgt Ottmos's misunderstanding of organizational barriers. According to the communicator skills chapter organizational barriers are: duty schedules, floor layouts, jet engine noise (...Despite engine runs and planes launching, he holds a meeting on the flight line to address the problem..... several people expressed frustration because they barely heard), operations tempo, and improper management.
2. Before submitting an Enlisted Performance Report for review, MSgt Wilson makes sure the information he uses is correct and truthful. He is careful not to exaggerate the truth or embellish the facts because he believes that falsifying the truth hurts his subordinates, and damages his credibility as a supervisor. MSgt Wilson's actions BEST illustrate ______________ and its impact on his effectiveness. a. Brevity b. Accuracy c. Specificity
b. CORRECT: This scenario best illustrates accuracy. According to the Supervisory Writing chapter, "For anything to be "accurate" it must be "correct." People who have the most trouble with accuracy are those who try to stretch the truth. Mild exaggeration or embellishment of the facts is poison and is only a half-step away from outright lying and falsifying the facts."
2. SMSgt Lannen, squadron superintendent of civil engineering, forwarded the commander's Physical Training Policy Memorandum to all flight chiefs in the shop. In the email he stated, "Brief the new policy to your subordinates as soon as possible. In addition, make sure that the personnel on leave or TDY are briefed as soon as they return. SMSgt Lannen's action's BEST illustrate ___________. a. Upward Communication b. Downward Communication c. Lateral Communication
b. CORRECT: This scenario best illustrates downward communication which according to the Communication Skills Chapter normally begins with the organization's upper level of management and filters down through the chain of command (SMSgt Lannen, squadron superintendent of civil engineering, forwarded the commander's Physical Training Policy Memorandum to all flight chiefs in the shop).
1. SSgt Granger tells his students, "Whenever you deliver your message, you must ensure your communication is effective. You do this by determining the purpose of communication, preparing the communication, and lastly, deliver the message. SSgt Granger's comments BEST explain the _____________. a. communication process b. phases of effective communication c. barriers to communication
b. CORRECT: This scenario best illustrates the phases of effective communication, According to the Communication Skills chapter there are three broad phases which are diagnose the communication(determine the general purpose), prepare the communication, and lastly deliver the message..
- Quickly developed procedures to resolve staffing issues resulting in completion of the project on schedule. This is an example of which variation of the accomplishment-impact bullet statement. a. Action verb b. Modified verb c. Specific achievement.
b. modified verb
T-trust
basis for any relationship; defined as your belief and/or evidence that the opposite's interactions with you are genuine, sincere, and honest
Attending
be an active participant and focus your full attention of the subordinate as he/she speaks
Action verb variation of accomplishment-impact bullet
begins with a strong action verb and ends with an expressly stated impact element.
Aspiration Point
best each party hopes to get out of a negotiated agreement
program objective memorandum
biennial memorandum submitted to the secretary of defense from each military department and defense agency
resource advisors
budget representative for an organization
followership traits
competence, integrity, loyalty, and initiative
Diversity
composite of individual characteristics, experiences, and abilities consistent with the Air Force Core Values and the Air Force Mission
Abstract words
concepts not identified with specific objects and could have multiple meanings.
2. SSgt Bose, the new NCOIC of Pharmacy Services, grows tired of her Airmen complaining about their section's outdated equipment. Realizing she has several unknown, unfunded requirements, she submits a request for funds to the unit's resource advisor (RA) in October. Since Bose's request is so thorough, the RA makes one minor change, and then submits the request to the wing's Budget Execution Review committee in January. The resource advisor's ____________ will MOST likely ____________mission effectiveness. a. appropriate use of the financial execution plan; enhance b. inappropriate use of the financial execution plan; hinder c. understanding of the budget cycle; enhance d. misunderstanding of the budget cycle; hinder
c. CORRECT: According to the Resource Stewardship lesson, the first Budget Execution Review (BER) occurs during the 2nd Quarter (typically January) of the Budget Cycle. The resource advisor (RA) clearly understands the budget cycle as evidenced by her waiting until the 2nd Quarter of the Budget Cycle to submit SSgt Bose's request for funds. According to the Budget Cycle, Cost Centers begin working the 1st BER (aka unknown, unfunded requests) in October for submission by the RA in January. Therefore, the RA's actions will most likely result in the pharmacy receiving the funds necessary to purchase new equipment.
2. SSgt Vera is concerned about her subordinate, A1C Jackson. When he first arrived to the unit, he was an eager self-starter and had plenty of questions during his initial feedback to make sure he understood his supervisor's line of acceptability. However, last week Jackson failed to complete his assignments by the deadline, causing production to fall. Vera waits and hopes he will self-correct. Today, Jackson missed another important deadline. Fed up, Vera issues Jackson a letter of admonishment. SSgt Vera's _____________ will MOST likely ______________ her effectiveness. a. inappropriate use of punishment; decrease b. appropriate use of punishment; increase c. inappropriate use of PDP; decrease d. appropriate use of PDP; increase
c. CORRECT: According to the Standards and Discipline chapter, counseling is the first step of the PDP. SSgt McCarty should have started with either a verbal counseling or an LOC the first time Anderson failed to meet standards (failed to complete assignments). Although supervisors have flexibility for what level of PDP a supervisor can start with, counseling should still be the first step in situations that are not exceptionally severe. A1C Anderson will probably become distrusting of his supervisor and the mission will likely suffer due to the deteriorated relationship.
1. During an initial EPR feedback session, MSgt Aldo tells SSgt Alexander, "I expect you to know what your job is, how to do it, and to perform it to the best of your ability. Furthermore, I will accept nothing less than ethical behavior at all times and I expect NCOs to accept full responsibility for their actions. Finally, faithfulness, obedience, respectfulness, and initiative are important to me." MSgt Aldo's comments BEST explain _____________. a. powers b. leadership traits c. followership traits
c. CORRECT: MSgt Aldo's comments best explain followership traits which, according to the Leader Influence chapter, include competence (know what your job is, how to do it, and to perform it), integrity (ethical behavior...accept full responsibility for their actions), loyalty (faithfulness, obedience, and respectfulness), and initiative.
2. SSgt Bolden plans to hold a meeting with his work section about the low morale that has been bringing down the mission lately. Up until last month, everyone enjoyed coming to work and doing his or her best on the job. Bolden thinks about it and realizes the change in everyone's demeanor must be from the new commander. Bolden realizes he must do something soon before the morale takes a deeper plummet, so he decides to hold the meeting to let his people know he is always concerned about them and their welfare. SSgt Bolden's _____________ will MOST likely ______________ his effectiveness. a. inappropriate use of resolving; decrease b. appropriate use of resolving; increase c. appropriate use of diagnosing; increase d. inappropriate use of diagnosing; decrease
c. CORRECT: SSgt Bolden appropriately used diagnosing, as evidenced by "...thinks about it and realizes the change in everyone's demeanor." According to the Interpersonal Communication chapter, diagnosing is "knowing why you're conducting the session."
2. SSgt Tolley is writing a performance report on SrA Folk, one of his customer service representatives. Tolley received information from Folk's shift leader, reviewed Folk's training records, and even spoke to some of his customers. Finally, he looked at Folk's quality assurance inspection results. Using all this information, he proceeded to compose the performance report. SSgt Tolley's actions BEST illustrate ________ and their impact on NCO effectiveness. a. Direct and Indirect Observation b. Direct Observation and Checking Completed Products c. Indirect Observation and Checking Completed Products
c. CORRECT: SSgt Tolley uses both indirect observation and checking a completed product. According to the Performance Evaluation chapter, indirect observation involves relying on someone else to provide you with information about how your subordinate is performing (received information from Folk's shift leader). Checking a completed product involves reviewing products or services and talking to customers who received the product or service. It also includes staff assistance visits and assessments (QA inspection results).
1. During a training session, one of the Airmen asks, "Why do we need to know this?" SrA Amide says, "First, accurate record keeping provides a reliable, long-term, cumulative record of performance and potential based on that performance. Second, good record keeping also provides sound information to assist leadership in identifying the best-qualified enlisted personnel for various tasks and assignments. Finally, we can use the information to provide meaningful feedback to subordinates on what's expected of them and how to meet those expectations." SrA Amide's comments BEST explain ________________. a. steps for evaluating performance b. steps for developing improvement plans c. purposes of the enlisted evaluation system
c. CORRECT: SrA Amide's comments explain the three purposes of the Enlisted Evaluation System, which according to the Performance Evaluation chapter, include 1) provide meaningful feedback to subordinates on what's expected of them, advice on how well they're meeting those expectations, and on how to better meet those expectations; 2) provide a reliable, long-term, cumulative record of performance and potential based on that performance; and 3) provide sound information to assist in identifying the best-qualified enlisted personnel
Guidelines
describe the ways in which actions should (and should not) be accomplished
guidelines
describe the ways in which actions should or should not be accomplished
Vision statement
describes what an organization, work center, or team would like to achieve and or look like in the future
2. As the new NCOIC, TSgt Milton reviews customer surveys and immediately calls a work center meeting. "This morning I will share my expectations for this team and discuss how we can assist one another," says Milton. "I also need to know what you need and expect from me that will help you accomplish your responsibilities more effectively. For example, do you need equipment, additional training, or help with a personal matter?" Cautiously SrA Brady asks, "I get the impression that you think our section is in need of drastic improvement. Is this true?" Milton replies, "Not exactly. I simply believe that there is a lot of untapped potential within this team." TSgt Milton's ________ will MOST likely ________ unit effectiveness. a. appropriate use of Socio-Behavioral Tendencies; enhance b. inappropriate use of Socio-Behavioral Tendencies; hinder c. effective use of the FAIR Way; enhance d. ineffective use of the FAIR Way; hinder
c. CORRECT: TSgt Milton's effective use of the FAIR Way will MOST likely enhance unit effectiveness. According to the Diversity chapter, the FAIR Way includes Feedback (giving/receiving) about expectations, how to meet them, and discovering what subordinates need (equipment/training/resources). Assistance is making sure workers have what they need and its encouraging workers to assist one another. Inclusion is making sure everyone has the opportunity to participate fully in the workplace. Respect is recognizing each person's unique value, contributions, and potential to the organization.
1. TSgt West contacts the Vehicle Distribution Flight and says, "I would like to request a large truck to haul away some old office equipment." The dispatcher on duty, SSgt Freeman replies, "I have one truck available, but you would need to return it by noon today so I can support another high-priority request." West says, "That won't work. I'll need it for at least two days." After some thought Freeman says, "Could you wait until tomorrow? That way I could use the vehicle to support this other requirement and you can use it for the rest of the week." West tells Freeman, "I understand the position you're in and will gladly stop by in the morning to sign out the truck." This scenario BEST illustrates the use of the _____________ strategy for negotiating and its impact of NCO effectiveness. a. settle b. comply c. cooperate
c. CORRECT: TSgt West and SSgt Freeman cooperate which, according to the Introduction to Negotiating chapter, is useful when a party desires to achieve a mutually satisfying outcome while simultaneously managing the relationship. SSgt Freeman attempts to achieve a mutually satisfying outcome as evidence by the statements, "Could you wait until tomorrow? That way I could use the vehicle to support this other requirement (Freeman's need) and allows you to use it for the rest of the week (West's need)." West, in-turn, acknowledges the challenge Freeman is facing (supporting West and a high-priority request) and agrees to his offer, which supports not only the tasks at hand but the relationship as well.
1. While reading his newcomer's orientation package, SSgt Rooney sees the statement, "In order to become the best public affairs office in the military, we need to advance public understanding of the military, share information with the public, and represent the interests of military journalists by instilling tradition, knowledge, and leadership in our journalists." This statement BEST illustrates a _____________. a. team mission statement and team roles and responsibilities b. team vision statement and team dynamics c. team mission and vision statement
c. CORRECT: The statement illustrates a team mission and vision statement. According to the Team Leader chapter, a mission statement defines the "where and what" work centers, units, wings, etc. accomplish on a daily basis. A vision statement considers what the organization wants to be (a preferred end state). It can provide the "how well" when it comes to accomplishing one's mission.
2. As his team considers potential solutions for solving a long-term problem SSgt Clive hears SrA Staple say to A1C Lew, "Initially, I acted like your scheduling idea was too simplistic, but the truth is I was jealous because I didn't think of it. It's actually a great idea and I think we should try it right away." Lew responds, "Thanks, I appreciate your honesty and I am glad we're able work out our differences." SSgt Clive chimes in with, "I think your cooperation will keep all of us from working 12-hour shifts and by continuing to develop your relationship, you are setting a good example for our new team members." If this team remains in the ____stage, then its productivity will MOST likely ________. a. storming; slowly increase b. storming; remain low c. norming; remain high d. norming; slowly decrease
c. CORRECT: The team is in the Norming Stage during which, according to the Team Leader chapter, is the stage when attitudes change (...idea was too simplistic...actually a great idea team) 'norms' are accepted, relationships become more cooperative (...your cooperation will keep all of us) and members reconcile disputes (...able work out our differences). During this stage, productivity is high.
relevancy
can be categorized as deficiency, distortion or contamination
followership
capacity to follow a leader
BLOG(s)
comes from the term web log (also called Weblog). A diary on a web site: usually maintained by an individual with regular entries of commentary intended for public viewing.
3 responsibilities of the team leader and a team member
communication skills, HR skills, and participation skills
After failing their Operational Readiness Inspection (ORI), SSgt Shire must prepare her work center for the re-inspection. After taking into account the experience of the Airmen she has available to help, she calls a team meeting and opens it by saying, "We only have a few weeks left before the re-inspection and a passing score is absolutely necessary. Therefore, I have created a plan to review every item on the ORI checklist. To accomplish this, I have assigned you to teams to work specific sections of the checklist." Shire closed the meeting, answered a few questions, and reconciled a heated debate among the Airmen. Shortly after, she overhears a few Senior Airmen complaining about their assigned tasks. SSgt Shire's ____________, will MOST likely ___________ her effectiveness. a. consideration of the who, stakes, and situation; enhance b. disregard for the who, stakes, and situation; hinder c. use of all her personal and position powers; enhance d. misuse of all her personal and position powers; hinder
consideration of the who, stakes, and situation; enhance
characteristics of effective feedback
consistent, objective, and sensitive
Combined Approach
consists of components of both the directive and nondirective approaches. It requires the supervisor and subordinate to be on the same page and work together to set goals or determine solutions, therefore two-way communication is needed/desired
Specificity
contain detailed facts
in jansens model
content, denial, confusion, renewal. renewal is when people accept the change
TSgt West contacts the Vehicle Distribution Flight and says, "I would like to request a large truck to haul away some old office equipment." The dispatcher on duty, SSgt Freeman replies, "I have one truck available, but you would need to return it by noon today so I can support another high-priority request." West says, "That won't work. I'll need it for at least two days." After some thought Freeman says, "Could you wait until tomorrow? That way I could use the vehicle to support this other requirement and you can use it for the rest of the week." West tells Freeman, "I understand the position you're in and will gladly stop by in the morning to sign out the truck." This scenario BEST illustrates the use of the _____________ strategy for negotiating and its impact of NCO effectiveness. a. settle b. comply c. cooperate
cooperate
performing
creativity is high without fear of criticism, eventually the team reaches their goal, heightened morale and loyalty to the team and its success
Relevancy
creeps into evaluations when you omit essential elements of the job from consideration, when you give undue weight to an isolated incident, or when you include factors that don't contribute to performance
vision statement
describes what an organization, work center, or team would like to achieve and/or look like in the future
Social sensitivity
develop keen awareness and understanding of others' emotions, feelings, personality, temperaments, strengths, cultural differences, values, beliefs, etc.
Improving the Situation
devise improvement plan that will address organizational design, facility, resources to accomplish tasks, work schedules, personal supervisory methods
3. SSgt Cordell tells his team, "I know the task before you is going to take a lot of overtime. It will require personal sacrifice on your part; however, I believe you are up to the challenge so expect a one-day pass when it's all finished." SSgt Cordell's use of ______ power will MOST likely__________ unit effectiveness. a. personal; hinder b. personal; enhance c. position; hinder d. position; enhance
d. CORRECT: According to the Leader Influence chapter, position power includes legitimate, reward, coercive, and connection and is derived from the position within the organization. In this situation, SSgt Cordell uses his position as team leader to promise a reward (one-day pass). The promise of a reward (effective use of position power) will most likely increase subordinate commitment levels, which in turn will enhance unit effectiveness.
Insist ("Take it or Leave it")
declared with demand that leaves little room for movement/compromise; "winner takes all" T- no trust, not needed or valued; strategy is how much you win, not if you win I- don't need / trust their information; you have all info needed for decision P- requires overwhelming power; need sufficient power to execute agreement O- trust is low, power is high, no valuable info; negotiating with self for preferred solution to meet interests and ignore other party
order of building a bullet statement
define accomplishment and impact, check for accuracy, brevity, and specificity, then connect the accomplishment and impact elements together
What is NCO authority? Where does it come from?
defined as "the right to act and command," and comes from two legal sources: Article 91 of the UCMJ (Insubordinate conduct toward a warrant officer, noncommissioned officer, or petty officer), and Article 92 of the UCMJ (Failure to obey an order or regulation).
Personal Power
derived from the confidence and trust that other people, normally the followers, have in the leader consists of: referent- personal charisma or likeability characteristics (trust, confidence, etc.) that a person has expert- his/her special knowledge or skills related to the job (being the go-to guy) information power- power is his/her perceived access to important data and useful information, like reenlistment information or promotion statistics
Position power
derived from your position within the organization and is given or delegated to you by your superiors four powers that affect the amount of positional influence a leader has: legitimate- comes from the leader's title, rank, or assignment in an organization connection- falls under the "who you know" category and can quickly erode and lead to unethical situations if leaders use it as a primary source of coercive- leader's ability to enforce discipline (holding people accountable reward- perception the followers have of your ability to reward their actions
Mission statements
describe the organizations essential task(s), purpose, and action and contain the elements of who, what, when, where, and why.
Expectations
describe the particular standards to which actions must be performed to accomplish the mission
expectations
describe the particular standards to which actions must be performed to accomplish the mission
Interviewing do's and don'ts
do's- short, simple and specific statements, respond and stop; discuss matters you have direct knowledge in; you don't have to tell everything you know; I don't know is ok; take a second to think; Don'ts: Don't mirror hostile interviewers, Don't answer with just yes or no, don't pretend to be perfect, don't use acronyms, don't lie or dodge questions.
interpersonal communication
face to face, one way, multi directional exchange of messages.
As the new NCOIC, TSgt Milton reviews customer surveys and immediately calls a work center meeting. "This morning I will share my expectations for this team and discuss how we can assist one another," says Milton. "I also need to know what you need and expect from me that will help you accomplish your responsibilities more effectively. For example, do you need equipment, additional training, or help with a personal matter?" Cautiously SrA Brady asks, "I get the impression that you think our section is in need of drastic improvement. Is this true?" Milton replies, "Not exactly. I simply believe that there is a lot of untapped potential within this team." TSgt Milton's ________ will MOST likely ________ unit effectiveness. a. appropriate use of Socio-Behavioral Tendencies; enhance b. inappropriate use of Socio-Behavioral Tendencies; hinder c. effective use of the FAIR Way; enhance d. ineffective use of the FAIR Way; hinder
effective use of the FAIR Way; enhance
SSgt Maramba decided to reward one of his subordinates so he requested a Décor 6. He reviewed past performance reports for information to complete the decoration citation. Once the Décor 6 and the citation were completed, he forwarded them to CSS for review. After making several corrections to the document, the CSS forwarded it to the commander who promptly approved the decoration. SSgt Maramba's _____________ will MOST likely ______________ his subordinate's effectiveness. a. effective use of types of narrative writing; enhance b. ineffective use of types of narrative writing; hinder c. effective use of bullet statements; enhance d. ineffective use of bullet statements; hinder
effective use of types of narrative writing; enhance
Closing
effectively summarize the highlights of the session, and restate/reinforce the solutions agreed to by both you and the subordinate
problem solving model
eight step problem solving process
Diversity-Supportive Organization
embraces all aspects of diversity and exhibits the following five characteristics: Act Proactively, Leadership Driven, Encourage Ownership of Initiatives, Think Inclusively, Mainstream Diversity
Comparisons
emphasize relational likeness, by making an argument that because objects (event, situations, people, and the like) are comparable in some way, similar actions/results should occur in both situations.
IFO
employs core military capabilities of psychological operations (PSYOP), OPSEC, military deception (MILDEC), counterintelligence (CI) operations, public affairs (PA) operations, and counterpropaganda operations to affect behaviors, protect operations, and communicate commander's intent and project accurate information to achieve desired effects across the battle space.
Social Sensitivity
enables the power and benefits of diversity to thrive
financial execution plan
ensure an equitable distribution of the presidents budget for the next fiscal year consistent with the AF program objectives. balances the available funding while delivering goods and services to customers within the operations and maintenanve appropriation
a leaders primary responsibility
ensuring organizational effectiveness and success
Personal Trust
established between two people who share the same interests
ratability
evaluates factors that are unratable
Anti deficiency act violations
exceeding limitations of funds authorized by congress in support of contract obligations. congress exercises its constitutional control over the public purse
Stages of Change (Janssen's Model of Change)
four stages of change: Comfort: where things are routine and we are comfortable, satisfied, and calm Denial: we are forced to confront external change; more we resist change or procrastinate, the more stress we inevitably experience Confusion: where we accept the change and begin to grapple for ways to proceed from the known to the unknown Renewal: where we accept the change; you don't have to like it but you can still accept it
funded -vs- unfunded position
funded - authorized and funded position needed to finish the workload. unfunded - authorized but unfunded
cost center
gathers and distributes cost data
non-verbal communication
gestures, facial expression, eye contact, body language
Enlisted Evaluation System - EES and its purpose
gives meaningful feedback, provide reliable long-term cumulative record of performance, provide senior NCO evaluation board WAPS information to assist in identifying the best-qualifying the best enlisted personnel and document in the permanent record any substantiated allegation of a sex-related offense against an Airman
continuing resolution act
government continues operations at a minimum level for a specific amount of time, until funding is figured out
Opening
greet the subordinate properly as he/she enters the room
late majority
hampered by feelings of insecurity and skepticism
Internal transitions
help ensure your communication is coherent by tying ideas and sentences together.
ABS Attributes
help you make some "sweeping" changes to all the bullet statements you write
The specific interpersonal skills you develop will help you maintain a ________ ________ in all of your supervisor-subordinate interactions
helping relationship
Perspectives
how we mentally view or "see" a situation or the world around us from a particular angle.
Responding
how you behave in response to the subordinate's verbal and nonverbal messages
budget execution review
id funding shortfalls for potential funding at installation level and then levels above the installation level
TIPO
identifies how trust influences your use of information, power affects the way you develop, and how well you develop, options or solutions to solve or resolve a current problem, conflict, or situation
innovaters
immediately embrace new ideas
improvement plans
improve the job, subordinate or situation
2. SSgt Vera is concerned about her subordinate, A1C Jackson. When he first arrived to the unit, he was an eager self-starter and had plenty of questions during his initial feedback to make sure he understood his supervisor's line of acceptability. However, last week Jackson failed to complete his assignments by the deadline, causing production to fall. Vera waits and hopes he will self-correct. Today, Jackson missed another important deadline. Fed up, Vera issues Jackson a letter of admonishment. SSgt Vera's _____________ will MOST likely ______________ her effectiveness. a. inappropriate use of punishment; decrease b. appropriate use of punishment; increase c. inappropriate use of PDP; decrease d. appropriate use of PDP; increase
inappropriate use of PDP; decrease
Communication Process
includes four elements: sender, message, receiver, and feedback.
Professional growth counseling
includes planning for individual and professional short- and long-term goals
legitimate power
influence based on position, title, rank, or assignment
preventive discipline
initial feedback, safety briefing, rewards
What are some examples of preventive discipline?
initial feedbacks, safety briefings, rewards, and training/education. Preventive measures are important because they emphasize communication of standards, two-way communication, and encouraging each person to do his/her best
Change Sponsors
initiate change because they have the power and authority to determine why, when, and how changes will occur
change sponsor
initiates change
The change sponsor
initiates the change
Organizational Change Request (OCR)
instrument used to activate, inactivate, redesignate, or reorganize organizations
Negotiation Preferences and Styles Chart (NPSC)
interest-based business model for negotiations and converted to a practical model for military negotiations and problem- solving; task and people oriented
Adapting
involves adjusting your behaviors and other resources based on what you have diagnosed in a way that helps close the gap between the current situation and what you want to achieve
Direct Observation
involves observing your subordinate's performance with your own eyes
Indirect Observation
involves relying on someone else to provide you with information about how your subordinate is performing
Prejudices
is "[the creation] of an adverse or unreasonable opinion about a person or group without [gathering] all the facts and is usually based on deeply held beliefs."
Leadership
is "the art and science of motivating, influencing, and directing Airmen to understand and accomplish the mission."
Stereotypes
is a "fixed or distorted generalization about ALL members of a particular group that share a particular diversity characteristic
Diversity
is a composite of individual characteristics, experiences, and abilities consistent with the Air Force Core Values and the Air Force Mission
Accomplishment-Impact Bullet
is a concise written statement of a person's single accomplishment and it impact on the unit's mission, organization
Single Idea Bullet
is a concise written statement of a single idea or concept
OPSEC vulnerability
is a condition where friendly actions provide indicators that may be obtained and accurately evaluated by an adversary in time to provide a basis for effective adversary decision-making.
Air Force narrative
is a deliberately developed story about the Air Force
Mission
is a duty assigned to an individual or unit; a task
Interpersonal Communication
is a face to face, one way, or multi-directional exchange of verbal messages and nonverbal signals between two or more people for the purpose of gaining a shared meaning.
Strategic communication
is a focused United States Government effort to understand and engage key audiences to create, strengthen, or preserve conditions favorable for the advancement of United States Government interests, policies, and objectives through the use of coordinated programs, plans, themes, messages, and products synchronized with the actions of all instruments of national power.
Progressive Discipline Process
is a foundational tool to use with wisdom and discretion. When an airman's performance falls below the standard/line of acceptability (LOA) you must apply the PDP (see Figure 6) to ensure compliance and maintain discipline.
Team
is a group organized to work together
Control Roster
is a listing, maintained by Military Personnel Flight Special Actions, of military members whose on or off-duty conduct requires special attention or observation
OPSEC risk
is a measure of the potential degree to which critical information and indicators are subject to loss through adversary exploitation.
OPSEC
is a military capability within Information Operations (IO).
What is the purpose of the progressive discipline process?
is a model for administering discipline appropriate to the infraction, and its purpose is to help supervisors enforce standards consistently and equally, as well as provide a method for achieving maximum results with minimum force necessary.
Microblogging
is a passive broadcast medium in the form of blogging. A microblog differs from a traditional blog in that its content is typically much smaller, in both actual size and aggregate file size.
Social networking
is a place to share information and interact with the public and with Airmen from all over the world.
Feedback
is a reaction to the received message.
Budget Execution Review
is a review cycle conducted twice during the fiscal year to identify, validate, prioritize, and request additional resources for unfunded requirements. The BER is the annual two-part process where funding shortfalls are reviewed for potential funding at installation level and then levels above the installation level
Six Sigma
is a strategy that increases efficiency by statistical process control
Lean
is a systematic approach to identify waste, focus activities on eliminating it, and maximize (or make available) resources to satisfy other requirements
Rater
is a term that can be used interchangeably with the term reporting official
Plan-Do-Check-Act Cycle
is also referred to as the Deming cycle. It is a four-step model for solving problems and carrying out change
bullet statement
is an accurate, brief, and specific "bottom line" of an idea or of a single accomplishment with its associated impact.
threat
is an adversary with the capability and intent to undertake any actions detrimental to the success of program activities or operations. The primary sources to obtain threat information are your local intelligence and counterintelligence organizations.
Group
is an assemblage of persons (or objects) located or gathered together
Performance Feedback
is an on-going communication process where you evaluate subordinate performance and respond in an effort to either promote a change in behavior, or to reinforce present performance
Team Dynamics
is an ongoing process involving interaction of individuals within a team to achieve the desired objective
NCO Authority
is defined as "the right to act and command," and is complimented by three legal sources found within the UCMJ: Article 91, Article 92, and Article 7.
Mission
is defined as the task, together with the purpose
Trust as it pertains to TIPO
is defined as your belief and/or evidence that the opposite's interactions with you are genuine, sincere, and honest
Personal Power
is derived from confidence and trust others have in the leader and is earned
Personal Power
is derived from the confidence and trust that other people, normally the followers, have in the leader
Position Power
is derived from your position within the organization and is given or delegated to you by your superiors
Personal Situation
is event related counseling
Feedback
is giving and receiving information about expectations. It also includes information on how to meet expectations
Information
is his/her perceived access to important data and useful information, like reenlistment information or promotion statistics
Expert
is his/her special knowledge or skills related to the job
Participative Change Cycle
is implemented when new knowledge is made available to the individual or group
Participative Change Cycle
is implemented when new knowledge is made available to the individual or group.
Inclusion
is making sure everyone has the opportunity to fully participate in the workplace
Assistance
is making sure workers have what they need to work to their fullest potential
Letter of Counseling
is merely the recording of an infraction. It's a formal way of describing an acceptable behavior so that the receiver cannot fail to understand it
Letter of Reprimand
is more severe than a LOA. It's also used to document clear violations of standard and is used for more serious offenses
Letter of Admonishment
is more severe than a LOC. It's used to document clear violations of standard
Helping Relationship
is one where both parties trust each other and the subordinate knows the supervisor is there to assist. It takes consistent commitment, honesty, and respect to build this type of trusting relationship
Respect
is recognizing each person's unique value, contributions, and potential to the organization
The sender
is responsible for selecting and arranging (encoding) symbols, words, sounds, or gestures in such a way to create an accurate message in the receiver's mind and/or meet the audience's needs.
Critical information
is specific facts about friendly intentions, capabilities, and activities vitally needed by adversaries for them to plan and act effectively, so as to guarantee failure or unacceptable consequences for friendly mission accomplishment.
Non-Directive Approach
is subordinate-centered and uses two-way communication. In this approach, the subordinate has determined a problem exists and developed potential solutions
Strategic Communication
is successfully influencing a particular audience.
Directive Approach
is supervisor-centered. Typically, this approach uses one-way communication and the supervisor is responsible for determining the nature of the problem, the best solution, and how to implement the solution
Job Rotation
is systematically moving subordinates from one job to another within the entire range of possible tasks
Followership
is the "capacity to follow a leader."
Resource Stewardship
is the "careful and responsible management of resources under one's control."
Takt time
is the available production time divided by customer demand. Takt time precisely matches production with demand
Upward communication
is the flow of communication through the chain of command from the lowest organizational position to the highest.
The message
is the idea, feeling, or information that the sender transfers to his or her audience.
IO
is the integrated employment of three operational elements: influence operations (IFO), electronic warfare operations, and network warfare operations. aims to influence, disrupt, corrupt, or usurp adversarial human or automated decision-making while protecting our own.
Coercive
is the leader's ability to enforce discipline—the perception followers have of your ability to take action by counseling, giving administrative paperwork
The sender
is the originator of the communication process.
Late Majority
is the other large group in the middle of the curve. Most people in this category are hampered by feelings of insecurity and skepticism, which prevent them from taking risks. As a result, members of the late majority usually wait too long to adopt change by looking for guarantees before getting involved
Referent
is the personal charisma or likeability characteristics (trust, confidence, etc.) that a person has
Continuous Improvement
is the strategic, never-ending, incremental refinement of the way we perform our duties and responsibilities
The receiver
is the target for the sender's message
Rehabilitative Feedback
is the type of feedback done after a subordinate violates a standard or falls below your supervisory line of acceptability
Rehabilitative feedback
is the type of feedback done after a subordinate violates a standard or falls below your supervisory line of acceptability.
Preventative Feedback
is the type of feedback done before a subordinate violates a standard or falls below your supervisory line of acceptability
Preventative feedback
is the type of feedback done before a subordinate violates a standard or falls below your supervisory line of acceptability.
Discrimination
is the visible act, or consideration to act, in favor of or against a person or thing based on the group, class, or category to which that person or thing belongs to rather than on individual merit or value
Legitimate Power
is typically associated with one's rank, position, or level of authority; legitimate power affords you the right to accomplish a task, issue an order, or insist an action based on your position or authority
personalized letters
is used to write to an individual on a private matter for praise, condolence, sponsorship, etc.
The Mission
is whatever the unit, or person is responsible to do; the task to get done
Assumptions
is when we take the liberty of declaring something about a situation, item, or someone else that is not supported by fact
Storming
is where team members want to know the goals and objectives. It is as if members jump in the water and, thinking they are about to drown, start to thrash about
Reward
is your ability to provide rewards—the perception the followers have of your ability to reward their actions by giving or recommending letters of appreciation, 3-day passes, medals, etc.
Mid-term Feedback
is your opportunity to evaluate your subordinate's performance midway through the evaluation period, and inform him/her of how well he/she has been meeting the standards established during the initial feedback
afso21 priorities
just do it, rapid improvement event, high value initiative
AFSO21 - Air Force Smart Ops for the 21st Century
key to success is a culture where all AF employees think about process improvements and feel empowered to communicate with their chain of command or change agent;
your role in strategic comm
know the AF message, tell the AF story, what I do and how it supports the wings mission and policy, stay in my lane
What is the supervisor's role in punishment?
know your Airman well enough to advise the commander on appropriate punishment based on past performance and future potential and current (and future) family and financial situations. Support the commander's decision, even if you do not agree with it. Also to monitor and support the airman as he or she goes through the punishment process.
supervisors role in punishment
know your airman both personally and professionally, support commanders decision, support your airman
Info for a job description
knowledge of the job, career field education and training plan, specialty training standard, job qualification stand found in most ojt records, knowledge from people currently performing the job
Initial Feedback
lays the foundation for supervisors to inform their subordinates about standards and expectations
Ensuring organizational effectiveness and success is a
leader's primary responsibility
During a mid-term performance feedback session, TSgt Finn reminds SSgt Rafferty, "As I've said in the past, faithfulness to peers, subordinates, and to me is important. So is your enthusiasm and motivation for taking the initiative. I appreciate your willingness to make decisions, act on them, and accept responsibility for your decisions. Your actions seem to prompt your subordinates to always support the unit's mission with passion." This scenario BEST illustrates _____________ and their impact on unit effectiveness. a. leadership traits b. followership traits c. leadership powers
leadership traits
laggards
less educated and uninformed
I-Information
level of trust in the opposite and the information presented will influence the negotiating style you choose to use which will determine the amount of power you will need to select and the execution of your negotiating strategy
Control Roster
listing, maintained by Military Personnel Flight Special Actions, of military members whose on or off-duty conduct requires special attention or observation.
forming
little or no conflict, minimum shared feelings and feedback, minimum shared feelings and feedback
Messages
made up of both verbal and nonverbal components. it has the greatest potential for misunderstanding, misinterpretation, and therefore can have a positive or negative impact on interpersonal communication.
Unity means all sentences or points discussed support the topic, which, in turn supports the ___________
main point
early majority
mainstream thinking
Team Member
make up the bulk of the team. They are usually functional experts in their respective areas and bring a wealth of ideas to the team. Their contributions to the success of the team's goals and objectives can never be underestimated
Early Majority
makes up one of the largest groups of people, providing an important link in the change process because they tend to represent mainstream thinking. They slowly follow with calculated willingness to adopt innovations, and they tend to deliberate for some time before completely adopting new ideas. Unlike the early adopters, the early majority are seldom looked to as opinion leaders because they tend to get involved only after something has become big or successful
reasons for becoming acquainted with subordinates
match personal interest with job, predict responses, influence
Specific Achievement variation of accomplishment impact bullet
may begin with a noun, verb, or modifier; may not contain a separate impact statement; the impact is not explicitly stated but implied; usually used for professional development/personal attainment
Attending Skills
means being an active participant and focusing your full attention of the subordinate as he/she speaks. It is a combination of watching for nonverbal cues and listening to words. You will need to make a conscious effort to maintain eye contact with the subordinate so you can observe his/her gestures, body posture, and other nonverbal cues. It's imperative that you show, through body posture, gestures, and verbal/nonverbal cues that you're receptive to what the subordinate is saying so that he/she will remain actively involved in the session.
Stay in your lane
means discussing only issues related to your AFSC or personal experiences.
Outside your Lane
means that it is outside of their responsibility. It's meant to tell others to mind your own business.
Outside of your lane
means that it is outside of your responsibility. If you engage the media outside your lane, then it could have a huge negative impact on your professional career, national security, the Air Force mission, and the public's perception of the Air Force and the military.
After another local village is mistakenly attacked, a reporter approaches SSgt Tubble with questions regarding the faulty targeting systems used on today's rocket systems. Tubble responds, "Although I may not work directly with munitions, I am confident in our weapons system technologies; further, I support all efforts that provide our enemies a miserable death." Within days the paper releases comments; Twitter, Facebook, and similar sites explode with hate mail toward the USAF and temporarily interrupt the mission. SSgt Tubble's comments BEST illustrate ineffective ______ and its impact on mission effectiveness. a. media engagement b. use of social media guidelines c. strategic communication
media engagement
Norming
members reconcile competing loyalties and responsibilities; there is an attitude change. They accept the team, team ground rules (or "norms"), their roles on the team, and the individuality of fellow members
mfr
memo for record, used for verbal counseling,
MSgt Ottmo noticed that some of his crew members were relying on their memorization of procedures instead of following technical orders. Despite engine runs and planes launching, he holds a meeting on the flight line to address the problem. After the meeting several people expressed frustration because they barely heard anything MSgt Ottmo said." MSgt Ottmo's ____________ will MOST likely _________ mission effectiveness. a. understanding of organizational barriers; enhance b. misunderstanding of organizational barriers; hinder c. understanding of psychological barriers; enhance d. misunderstanding of psychological barriers; hinder
misunderstanding of organizational barriers; hinder
standards
morals ethics, or habits established by an authority
storming
most difficult stage, disputes and arguments occur, members acknowledge the purpose and goal of the team, stress and anxiety increase
social media guidlines
never divulge classified info, stay in your lane on your subject area, don't lie, give your opinion
organizational barriers to communication
noise, policies, management
Downward communication
normally begins with the organization's upper level of management and filters down through the chain of command via memos, letters, meetings, phone calls, etc
Affirmative Action
refers to voluntary or mandated programs developed for the purpose of overcoming imbalances in the workforce that affect designated groups, such as members of minority groups, women, veterans, and people with disabilities
Modified verb variation of accomplishment-impact bullet
the accomplishment element begins with a modifier, such as an adverb, in front of the action verb and ends with an expressly stated impact element (usually an -ly word)
As his team considers potential solutions for solving a long-term problem SSgt Clive hears SrA Staple say to A1C Lew, "Initially, I acted like your scheduling idea was too simplistic, but the truth is I was jealous because I didn't think of it. It's actually a great idea and I think we should try it right away." Lew responds, "Thanks, I appreciate your honesty and I am glad we're able work out our differences." SSgt Clive chimes in with, "I think your cooperation will keep all of us from working 12-hour shifts and by continuing to develop your relationship, you are setting a good example for our new team members." If this team remains in the ____stage, then its productivity will MOST likely ________. a. storming; slowly increase b. storming; remain low c. norming; remain high d. norming; slowly decrease
norming; remain high
Distorted evaluations
occur when they are unduly influenced by a single event
Collusion
occurs when people cooperate with others, knowingly or unknowingly, to reinforce the behaviors that prevent others from fully entering into the workplace culture
Collusion
occurs when people cooperate with others, knowingly or unknowingly, to reinforce the behaviors that prevent others from fully entering into the workplace culture. It can take the form of silence (neither supporting nor defending the right to inclusion of a certain person or group), denial (ignoring the existence of problems), or active participation (assisting others to reinforce exclusion)
Autocratic Management
occurs when supervisors and managers do not listen to, or have a receptive attitude towards their subordinates' input or suggestions. The supervisor implies both the suggestion, and the individual making it, are not valuable.
Job Enlargement
occurs when you give an individual a wider range of tasks
Job Enrichment
occurs when you offer someone more high-level motivators like more responsibility, freedom, or autonomy
Performance Feedback
on-going communication process where you evaluate subordinate performance and respond in an effort to either promote a change in behavior, or to reinforce present performance.
primary dimensions of diversity
one we are all most familiar with and includes characteristics that are relevant to who we are and that cannot be voluntarily altered (usually). ie) gender, age, race, sexual orientation, etc
AF manpower competencies
organization structure, program allocation and control, requirements determination, and performance management
The most common barriers to effective communication
organizational barriers and psychological barriers
mission statement
organizations essential tasks, purpose and action, and elements of who what where when and why
Deficient evaluations
overlook important elements of the job
what change cycle relies on personal power?
participative
change agent
people responsible for the change
informational power
perceived access to important data and useful information
The two categories of trust
personal and process
referent power
personal charisma or likeability characteristics that a person has
support material can come from
personal knowledge, experiences, and common knowledge
psychological barriers to communication
personality, values, language
SSgt Granger tells his students, "Whenever you deliver your message, you must ensure your communication is effective. You do this by determining the purpose of communication, preparing the communication, and lastly, deliver the message. SSgt Granger's comments BEST explain the _____________. a. communication process b. phases of effective communication c. barriers to communication
phases of effective communication
examples of professional growth counseling
planning for upgrade training or continued education, discussing possibilities of applying for special duty assignments, or retraining
SSgt Cordell tells his team, "I know the task before you is going to take a lot of overtime. It will require personal sacrifice on your part; however, I believe you are up to the challenge so expect a one-day pass when it's all finished." SSgt Cordell's use of ______ power will MOST likely__________ unit effectiveness. a. personal; hinder b. personal; enhance c. position; hinder d. position; enhance
position; enhance
After noticing an unusual change in SrA Dent's behavior, SSgt Wilson decides to meet with him to discuss his observations. Hoping to keep the session centered on Dent and to eliminate distractions, he reserves a small conference room for two hours with permission to use it longer if needed. He then jots down a few questions to help him open the session and establish rapport with Dent. The scenario BEST illustrates an NCO accomplishing ________________. a. pre-session activities only b. pre-session and session activities c. pre-session, session, and post-session activities
pre-session activities only
Developing interpersonal communication skills
pre-session, session, and post-session, and the steps/skills that make up those elements.
components of interpersonal communication skills
pre-session, session, post-session
diversity awareness
the ability to respond or recognize the needs of various groups to improve the organization
Comply ("Yes, absolutely, let's do it your way!")
preferred when preserving the relationship between you and the other party; more assertive party gets what they want and you, as the compliant side, give up whatever is at stake or gives in to the opposite T- great if you desire to continue building trust I- opposite trusts info, you trust opposite info P- you have little power or power is perceived as legitimate by opposite = negotiating strategy is limited OR high trust, no power = poor outcome OR sufficient power but need to devote to more pressing tasks O-lop-sided in favor of the opposite; quick to comply may be seen as weakness; evaluate long term impact before complying
Bullet Statements
present a clear picture of an idea or accomplishment and its impact. allow the writer to concisely deal with specific points. take less time to read and allow the writer to communicate more information within a smaller space
anti deficiency act
prevents involving the government is a contract for payment before appropriation is made
Statistics
primarily used as proof of a particular point or assertion.
characteristics we cant voluntarily change
primary
Primary vs secondary diversity
primary - cannot change (age, sex, race) secondary - can change (work ethnic, values)
purpose of EES
productivity, promotions, and force management
which manpower competency covers the unit manpower document?
program allocation and control
PDP
progressive discipline process. use the least force necessary to modify behavior. two way communication, one way communication, commander involvement.
TIPO Model
pronounced "typo"; identifies how trust influences your use of information, power affects the way you develop, and how well you develop, options or solutions to solve or resolve a current problem, conflict, or situation
Article 91
protects insubordinate actions towards NCOs, warrant officers, and petty officers. protect from insult, assault, etc
Unfavorable Information File
provides commanders with an official repository of substantiated derogatory data concerning an Air Force member's personal conduct and duty performance
Unfavorable information file
provides commanders with an official repository of substantiated derogatory data concerning an Air Force member's personal conduct and duty performance.
introduction statement
purpose statement (narrow the subject, state opinion, and then identify purpose of the communication, persuade or inform), motivation or hook (why they should listen, what they can do with the info, want to listen), Overview, transition
During a training session, one of the Airmen asks, "Why do we need to know this?" SrA Amide says, "First, accurate record keeping provides a reliable, long-term, cumulative record of performance and potential based on that performance. Second, good record keeping also provides sound information to assist leadership in identifying the best-qualified enlisted personnel for various tasks and assignments. Finally, we can use the information to provide meaningful feedback to subordinates on what's expected of them and how to meet those expectations." SrA Amide's comments BEST explain ________________. a. steps for evaluating performance b. steps for developing improvement plans c. purposes of the enlisted evaluation system
purposes of the enlisted evaluation system
supervising pitfalls
ratability - evaluating factors that are unrateable, Relevancy - things that are not relevant (deficient overlook important aspects, distorted over influenced by single event, contaminated evaluating factors that do not contribute to performance), Variability - leniency too easy, strictness, central/average, halo affect by one factor, personal bias, recency, primacy or first impression, reputation
af form 174
record of individual counseling (loc letterhead)
Resolving Skills
refer to the ability of a supervisor to prompt their subordinate to generate solutions to their problems and reach goals. It is important that subordinates generate the solutions because it shows that they are taking ownership and are willing to fix the problem/situation
Responding Skills
refer to what you say, how you say it, and how you behave in response to the subordinate's verbal and nonverbal messages
Financial Execution Plan (FEP)
refers to a product formally called the Financial Plan or Fin Plan. The FEP ensures an equitable distribution of the President's Budget (PB) for the next fiscal year (budget year) consistent with accomplishing Air Force program objectives and is the main vehicle for distributing anticipated funding (direct & reimbursable) in an equitable manner
Change Targets
refers to all individuals or groups affected by the change
Equal Opportunity
refers to legal and regulatory mandates prohibiting discrimination based on race, color, sex, national origin, religion, age, disability, and reprisal
Equal opportunity
refers to legal and regulatory mandates prohibiting discrimination based on race, color, sex, national origin, religion, age, disability, and reprisal. It also covers other distinctions, such as harassment, and reasonable accommodation
Paralanguage
refers to the way we say things, and is just as important as the actual words we speak. Includes tone, rate, quality, diction, rhythm, volume, and fluency
In the action verb variation of the accomplishment-impact bullet
the accomplishment element begins with a strong action verb and ends with an expressly stated impact element
Cooperate ("Let's work together and come up with an even better idea") Cooperative Negotiation Strategy (CNS)
reflects high interests in both people and task orientations; achieve a mutually satisfying outcome while simultaneously managing the relationship; suspending judgments to work together T- great deal of trust I- info is shared freely; personal trust and process trust P- willing to share power O- works best when parties deliver multiple options; "our way" instead of "my way"
cost center manager
regulates the daily use of work hours, supplies, equipment, and services in producing or doing things
What is an Organizational Barriers and what are the common barriers?
relate specifically to work situations or to the working environment Environmental Noise: Workplace noise from machinery, people, ect. Weak Communication Policies: Lack of structure when communicating (Upward, Downward, Lateral) can cause miscommunication. Unsure of who, when, or what to communicate. Autocratic Management: Occurs when supervisors and managers do not listen to, or have respect for their subordinates input or suggestions.
What is a psychological barrier and what are the common barriers?
relate to the way people think, reason or feel Personality: People develop different personalities- when conflicting personalities clash communication suffers. Values: When people with different value systems work together communication barriers can form. Language: Present written and oral barriers. Abstract Words: Concepts not defined with specific objects and could have multiple meanings. Concrete words: represent actual things/objects. Ambiguous Terms: Words or phrases that have different meanings to different people. Lack of common core experience: listen, understand others and their experiences and values, don't put them down, don't be egotistic
Concrete words
represent actual things/objects.
Being Socially Sensitive
requires all Airmen to develop keen awareness and understanding of others' emotions, feelings, personality, temperaments, strengths, cultural differences, values, and beliefs
socially sensitive
requires all airmen to develop keen awareness and understanding of others emotions, feelings, personality, temper and strengths
Change Agents
responsible for determining the best way to implement a change and then actually implementing it
Sender
responsible for selecting and arranging (encoding) symbols, words, sounds or gestures in such a way to create an accurate message in the receivers mind and or meet the audience needs originator of the communication process
Corrective Discipline
restores discipline and/or improves performance. These are the measures you take once someone falls below standards and you must return him or her to the level of acceptability (the standard.)
Contaminated evaluations
result from attempting to evaluate factors that don't contribute to performance
Budget Execution Review (BER)
review cycle conducted twice during the fiscal year to identify, validate, prioritize, and request additional resources for unfunded requirements; formal process that allow commanders to internally reprogram funds or identify and justify high priority unfunded requirements and prioritize (rack and stack) for the next higher level
Comfort stage
routine, satisfied, and calm
combined approach to interpersonal communication
same page, both directive and non-directive
characteristics that can be changed
secondary
SAPP
security, accuracy, propriety(respect), policy
Brevity
select words that are shortest, clearest, yet most descriptive to the readers. reduce the number of unnecessary words
leadership traits
selflessness, loyalty, integrity, commitment, and decisiveness
4 components of communication
sender, receiver, message, and feedback
elements of the communication process
sender, receiver, message, and feedback
External transitions
sentences or statements used to provide a link between main points within your communication.
Enlisted Performance Report - EPR
show persons potential to handle increased responsibility
milestones associated with budgeting process
significant events in the budgeting process
A1C Ivey asks SSgt Johnson, "What is the best way to write a talking paper. SSgt Johnson replies "Make sure you use bullet statements that are concise with one concept that serves a purpose. This will help keep you on track while you're writing." SSgt Johnson's comments BEST explain the ____________. a. single idea bullet statement b. specific achievement bullet statement c. accomplishment impact bullet statement
single idea bullet statement
when diagnosing, what areas does a leader look at
situation, people, and environment
expert power
special knowledge or skills
Forming
stage of transition from individual to member status, and of testing the leader's guidance both formally and informally. everyone is on his or her best behavior and group members become acquainted with each other. Every team begins with this initial stage of team development.
Comfort
stage where things are routine and we are comfortable, satisfied, and calm
leadership
the art and science of motivating, influencing, and direction airmen to understand and accomplish the mission
1. During A1C Hall's initial feedback, SSgt Irvin says, "When working the customer service desk, answer all phone calls before the third ring, politely identify yourself and this unit, and offer assistance to each caller. Furthermore, because our nation and other countries consider us professionals, we must strive for excellence in everything we do. Finally, if you fail to meet my expectations or to comply with all directives, you can expect a swift response from me." SSgt Irvin's actions BEST illustrate _____________. a. standards and discipline b. the Air Force Core Values c. use of earned authority
standards and discipline
Preventative Discipline
stops a problem from happening before it starts. Examples of preventive discipline are: initial feedbacks, safety briefings before three-day weekends, rewards, and training/education.
six sigma
strategy that increases efficiency by stats process control
Change Management
structured approach to change in individuals, teams, organizations and societies that enables the transition from a current state to a desired future state
timelines associated with budgeting process
submission deadlines associated with quarterly and annual budget requirements
non-directive approach to interpersonal communication
subordinate centered, allowed to suggest changes and problem solving
conclusion includes
summary, restatement of purpose, remotivation, and closure
supervisor -vs- rater
super directs activities of an individual team, rater provides feedback
directive approach to interpersonal communication
supervisor centered, supervisor ids problem and solution
lean
systematic approach to id waste, focus activities on eliminating it, and maximize resources
two roles of teams
team leader, team member
While reading his newcomer's orientation package, SSgt Rooney sees the statement, "In order to become the best public affairs office in the military, we need to advance public understanding of the military, share information with the public, and represent the interests of military journalists by instilling tradition, knowledge, and leadership in our journalists." This statement BEST illustrates a _____________. a. team mission statement and team roles and responsibilities b. team vision statement and team dynamics c. team mission and vision statement
team mission and vision statement
adjourning
teams disassemble and members separate from the team
Resolving
the ability of a supervisor to prompt their subordinate to generate solutions to their problems and reach goals
AFI 36-2618
the enlisted force structure
coercive power
the leaders ability to enforce discipline, the perception followers have of your ability to take action by counseling, give loc lor loa
approach
the method used in dealing with or affecting something
Direct observations
the most popular way of monitoring performance. It involves observing your subordinate's performance with your own eyes
Reporting officials/Rater
the official in your chain of command designated by management to provide performance feedback and initiate performance reports.
The helping relationship
the optimal supervisor-subordinate relationship is when both parties trust each other and the subordinate knows the supervisor is there to assist. Results should come from collaboration toward a mutually agreed outcome.
Expectations
the particular standard to which the actions must be performed to accomplish the mission.
change targets
the people affected by the change
Material
the physical goods that are required by our personnel to complete their assigned duties
method
the procedures and techniques characteristic of a particular discipline or field of knowledge
NCO authority
the right to act and command. article 91 and 92 of the UCMJ
article 7
the right to apprehend an individual who doesn't follow orders and is in direct position to commit a crime (fighting, sexual assault)
Continuous Improvement
the strategic, never-ending, incremental refinement of the way we perform our duties and responsibilities
continuous improvement
the strategic, never-ending, incremental refinement of the way we perform our duties and responsibilities
Mission
the task and the purpose
Performing
the team has settled its individual relationships and expectations. There is a sense of high morale, team loyalty and trust. Members begin diagnosing and solving problems, brainstorming, and choosing and implementing changes; creativity is high
Discrimination
the visible act, or consideration to act, in favor of or against a person or thing based on the group, class, or category to which that person or thing belongs to rather than on individual merit or value
Socio-behavioral tendencies (SBT's)
thought processes we employ to help us make sense of the world we live in. Influenced by our beliefs and values, they define who we are, how we act, respond to situations, and treat others. Socials biases, assumptions, stereotypes, perceptions, perspectives, collusion
why is it important to monitor the plan?
to adjust to the plan as necessary
Develop
to create or produce especially by deliberate effort over time; to expand by a process of growth
The goal of engagement
to fulfill our obligation to provide truthful, timely, and accurate information about military activities and personnel, consistent with security guidelines, which enhances public trust and support for our AF.
purpose of OPSEC
to reduce the vulnerability of Air Force missions from successful adversary collection and exploitation of critical information.
Deliberate
to think about or discuss issues and decisions carefully
discipline
training, correction, or following standards
Collective efforts toward a shared goal help distinguish teams from groups.
true
Indirect observations
type of monitoring involves relying on someone else to provide you with information about how your subordinate is performing
afi 36-2907
uif program
Interest
underlying reason behind your position
strategic communication
understand and engage key audiences, in order to, create , strengthen, or preserve conditions favorable to the US
SSgt Bose, the new NCOIC of Pharmacy Services, grows tired of her Airmen complaining about their section's outdated equipment. Realizing she has several unknown, unfunded requirements, she submits a request for funds to the unit's resource advisor (RA) in October. Since Bose's request is so thorough, the RA makes one minor change, and then submits the request to the wing's Budget Execution Review committee in January. The resource advisor's ____________ will MOST likely ____________mission effectiveness. a. appropriate use of the financial execution plan; enhance b. inappropriate use of the financial execution plan; hinder c. understanding of the budget cycle; enhance d. misunderstanding of the budget cycle; hinder
understanding of the budget cycle; enhance
3 levels of communication
up, down, lateral
channels of communication
up, down, lateral
Flow of Communication
upward, downward, and laterally
topic sentence will always go at the beginning of a paragraph
use the because test. say because before each sentence to see if it satisfies the topic sentence.
Discipline
used to develop people who are able to control themselves and do what is right all the time
Define, Measure, Analyze, Improve, Control (DMAIC) methodology
used when a product or process is in existence that is not meeting customer specification or is not performing adequately. 1. Define: First define the improvement opportunity, develop an improvement project plan, define the process and evaluate the process. This can include conducting a Failure Modes and Effects Analysis (FMEA), and identifying critical parameters. 2. Measure: Measure the existing process and identify the process capability requirement. 3. Analyze: Process is analyzed to determine its capability. Data is analyzed to identify opportunities for improvement and to develop plans for improving the process. The steps in this phase include root cause analysis, updating the FMEA, developing an improvement plan, and determining the path forward. 4. Improve: The plan that was developed in the analyze phase is implemented. The results of the change are evaluated and conclusions are drawn as to its effectiveness. This can lead to documenting changes and updating new instructions and procedures. 5. Control: Control plans are developed to ensure the process is institutionalized and to ensure the new process continues to be measured and evaluated. This can include implementing process audit plans, data collection plans and plans of action for out of control conditions, if they occur.
O-Options
uses the foundation of trust and the elements of information and power to develop options; different ways to potentially solve a problem or come to a mutual agreement and are often referred to as solutions, choices, and alternatives requires two elements: 1) define the problem that needs solving 2) identify possible resources (information, power, time, people, money, etc.) that may be available
groups
usually formed without consideration to each persons skill set
early adoptors
very effective in spreading acceptance of new ideas
While on her favorite blog site, SrA Allen, a former model, uploads a picture taken during a recent interview. In the photograph, she is wearing a tight "I Love NY" t-shirt with her ABU pants. Within days, she receives hundreds of positive responses to her post. SrA Allen' actions _____ and will MOST likely have a ________ impact on public perception. a. comply with social media guidelines; positive b. violate social media guidelines; negative c. comply with interview do's and don'ts; positive d. violate interview do's and don'ts; negative
violate social media guidelines; negative
The Who, the Stakes, and the Situation
vital information you must 'arm' yourself with going into a negotiations environment; "who" - who are you dealing with, what approach should you take? Stakes - what do you stand to lose or gain, is it critical? Situation - how critical is the situation, critical/time sensitive vs not
Affirmative Action- AA
voluntary or mandated programs developed for the purpose of overcoming imbalances in the workforce that affect designated groups, such as members of minority groups, women, veterans, and people with disabilities
Guidelines
ways in which expectations should (and should not) be accomplished.
Perceptions
what we observe and experience becomes our "reality" until we are convinced or proven otherwise.
Position
what you want, not necessarily what you need; vision of your best possible outcome; based on carefully developed interests and desired outcomes
autocratic mgmt
when a manager doesn't listen or take value in the suggestions of subordinates
Denial
when we are forced to confront external change. We believe if we deny change, we will have less stress...yet the opposite is actually true
Assumptions
when we take the liberty of declaring something about a situation, item, or someone else that is not supported by fact
Settle ("Let's just split the difference and call it a day")
when you seek resolution/see little chance for winning/don't want to give in; minimally satisfy both sides T- certain amount of trust needed; sometimes found via third party I- perceive opposite is giving reasonably accurate info; back and forth bargaining P- power is even; both parties to exercise some control over the process O- determine what you need, establish wiggle room for what would settle (aspiration point) and worst you'd agree to (reservation point); between AP and RP is bargaining range (ZOPA)
Follow-up Feedback
when your subordinate signs the EPR. During this session, discuss with him/her how well he/she has performed during the evaluation period, the resulting EPR, and establish expectations for the new evaluation period
Social bias
where one unfairly favors or prefers one person, culture, group, or race to another.
Renewal
where we accept the change. We may not like the change but we've accepted it
connection power
who you know, can erode and lead to unethical situations if primary source of influence
Evade ("Not now, can you come back later?")
works if the issue at hand is totally unimportant to you, if you have higher priorities, or you lack the energy and drive to tackle the problem. T- trust is low; opposite doesn't seem willing to work with you I- too little info, not motivated to get more, don't trust info you have P- you have little to no effective power O- you need resources; good strategy if you can change conditions do the road into better options
What are some ways to document counseling sessions?
would be through using MFRs to document verbal corrections, counseling, admonishments, and reprimands, Letter of Counseling, Letter of Admonishment, Letter of Reprimand, or AF Form 174 (AF Counseling Form).
Testimonials
written or spoken statements that endorsement or censure a person, place or things.
Opening Skills
you will need to greet the subordinate properly as he/she enters the room. You will also need to establish an appropriate rapport with the subordinate. Then you will need to state clearly the purpose/objective for the session. an unclear purpose/objective can cause you to conduct an unfocused session that doesn't address the problem and wastes time
Monitoring
you'll have to observe your subordinates' performance, collect examples of their work, and take note of their behaviors and the impact of those behaviors. Monitor the tasks your subordinates perform regularly and those they perform only periodically
rewards power
your ability to provide rewards
People Orientation
• Family, takes less negotiating • Friends; a bit more • Strangers, much more first variable, people orientation, are those relationships that exist between us and others