This week:  Chase Perfection and Catch Excellence; A Success Behavior Checklist; Providing Direction, Guidance and Priorities

Welcome to Tuesday Training Podcast…a conversation and collaboration between Army National Guard Recruiters where we can create a culture of excellence, collaborate creativity, and celebrate success….always brings a positive message to improve performance and increase production! 

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.

MISSION MOMENT with CSM (r) Dave Eustice of Military Recruiting Experts (844) 628-7029 [email protected]

All MRE Events and Registration:  https://www.militaryrecruitingexperts.com/event-registration.html

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

PART THREE:  COMPETENCY-BASED LEADERSHIP FOR DIRECT THROUGH STRATEGIC LEVELS

CHAPTER 6:  LEADS Others

• LEADS
• BUILD TRUST
• EXTEND INFLUENCE BEYOND THE CHAIN OF COMMAND
• LEADS BY EXAMPLE
• COMMUNICATES

CHAPTER 7:  DEVELOPS

CREATES A POSITIVE ENVIRONMENT/FOSTERS ESPRIT DE CORPS

SETTING THE CONDITIONS FOR POSITIVE CLIMATE

• Fairness and Inclusiveness
• Learning Environment
• Assessing Climate
• Dealing with Ethics and Climate

BUILDING COHESION AND TRUST

ENCOURAGING INITIATIVE

DEMONSTRATING CARE FOR PEOPLE

PREPARES SELF

BEING PREPARED FOR EXPECTED AND UNEXPECTED CHALLENGES

EXPANDING KNOWLEDGE

DEVELOPING SELF-AWARENESS

CHAPTER 8:  ACHIEVES

GETS RESULTS

PROVIDING DIRECTION, GUIDANCE, AND PRIORITIES

8-6. When tasks are difficult, adaptive leaders identify and account for the capabilities of the team. Some tasks will be routine and require little clarification, while others will present new challenges for the team.  When new tasks are undertaken, leaders are alert to group organization, capabilities, and commitment.

8-7. Leaders should provide frequent feedback as an embedded, natural part of the work. While it is important to have set periods for developmental performance counseling, it is important to provide feedback on a regular basis. Making feedback part of the normal performance of work is a technique leaders use to guide how duties are accomplished.

8-8. Often the most challenging aspect of a leader’s job is to identify and clarify conflicts in followers’ roles and responsibilities. Good communication techniques with backbriefs are useful for identifying conflicts. Leaders should resolve any role differences that may arise as they occur.

8-9. Good guidance depends on understanding how tasks are progressing, so the leader knows if and when to provide clarification. Most workers have a desire to demonstrate competence in their work, so leaders need to be careful that they do not reduce this drive.

8-10. A leader’s primary responsibility is to help organizations operate effectively. They must accomplish the mission, which begins with a well-conceived plan and thorough preparation. Planning is one of the four steps of the operations process. ADRP 5-0 discusses planning, preparation, execution, and assessment.

CHAPTER 9:  LEADERSHIP IN PRACTICE

PART FOUR:  LEADING AT ORGANIZATIONAL AND STRATEGIC LEVELS

CHAPTER 10:  ORGANIZATIONAL LEADERSHIP

CHAPTER 11:  STRATEGIC LEADERSHIP

King Solomon:  If the iron is blunt, and one does not sharpen the edge, he must use more strength, but wisdom helps one to succeed. (Ecclesiastes 10:10 ESV)