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THIS WEEK: To Do List; Feeling of Accomplishment; Compliance vs Commitment; Credibility
Welcome to Tuesday Training Podcast…a conversation and collaboration between Army National Guard Recruiters.
This week, because of your efforts, lives will be changed, legacies will be started and generations will be impacted. What you do matters…..you make a difference.
Leadership Lesson ADRP 6-22
PART ONE: THE BASIS OF LEADERSHIP
CHAPTER 1: FUNDAMENTALS OF LEADERSHIP
CHAPTER 2: ROLES AND LEVELS OF LEADERSHIP
PART TWO: THE ARMY LEADER: PERSON OF CHARACTER, PRESENCE, AND INTELLECT
CHAPTER 3: CHARACTER
CHAPTER 4: PRESENCE
CHAPTER 5: INTELLECT
Basics of an Army Leader’s Intellect
- Mental Agility
- Sound Judgement
- Interpersonal Tact
- Recognizing Diversity
- Self-Control
- Emotional Factors
- Balance
- Stability
- Expertise
- Tactical Knowledge
- Technical Knowledge
- Joint Knowledge
- Cultural and Geopolitical Knowledge
PART THREE: COMPETENCY-BASED LEADERSHIP FOR DIRECT THROUGH STRATEGIC LEVELS
CHAPTER 6: LEADS
USING COMPLIANCE AND COMMITMENT
6-3. Compliance is appropriate for short-term, immediate requirements and for situations with little risk tolerance. Compliance methods are appropriate for leaders to use with others who are relatively unfamiliar with the tasks or unwilling or unable to commit fully to the request. If a task has little time for delay, and there is not a great need for a subordinate to understand why the request occurs, then compliance is an acceptable approach. Compliance is not particularly effective when a leader’s greatest aim is to create initiative and high esteem within the team.
6-4. Commitment generally produces longer lasting and broader effects. Whereas compliance only affects a follower’s behavior, commitment reaches deeper—changing attitudes, beliefs, and behavior. For example, when a leader builds responsibility among followers, they will likely demonstrate more initiative, personal involvement, and creativity. Commitment grows from an individual’s desire to gain a sense of control and develop self-worth by contributing to the organization. Depending on the influence objective, leaders can strengthen commitment by reinforcing followers’ identification with the nation (loyalty), the Army (professionalism), the unit or organization (selfless service), the leadership in a unit (respect), and to the job (duty).
CHAPTER 7: DEVELOPS
CHAPTER 8: ACHIEVES
CHAPTER 9: LEADERSHIP IN PRACTICE
PART FOUR: LEADING AT ORGANIZATIONAL AND STRATEGIC LEVELS
CHAPTER 10: ORGANIZATIONAL LEADERSHIP
CHAPTER 11: STRATEGIC LEADERSHIP
CRAFT DEVELOPMENT
SECRETS OF QUESTION BASED SELLING by TOM FREESE
Make sure you have listened to my interview with Tom Freese, Episode 126.
Chapter 7 Review: Leveraging Curiosity
DIAGNOSTIC QUESTIONS TO BUILD CREDIBILITY
START WITH BIG PICTURE
Life can be confusing when you look down the road with all of the options that are available to students. When you look at life after high school are you thinking education or working right away?
OFFER PROSPECTS A CHOICE
This is important when you don’t yet have their full attention or their trust.
VARIETY IS IMPORTANT
ASK INTELLIGENT QUESTIONS- EXPERT QUESTIONS
Seek out great recruiters and find out what questions they ask.
Compile a list and memorize them.
BE CAREFUL NOT TO QUALIFY TOO EARLY
HOTLINE: Leave voicemail to share ideas, celebrate success, solve a common problem, ask a question, correct an error 307-202-8031
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