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Civil Air Patrol Earhart Study Guide
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Criticism of 360- degree feedback ✔✔With multiple people contributing it will be time consuming
Needs highly trained coaches to facilitate
Inspection ✔✔A quality inspection
Project manger examines the deliverables to see if they meet the standard
Schedules ✔✔By recording how much was required to complete various tasks and comparing the data against the schedule
Parliamentary procedure ✔✔A code of rules and ethics working together in a group
Recognition programs ✔✔A loyalty mindset
Investing in your customers will deliver return
Copy writing ✔✔Place the key points right up front
Limited paragraphs to just one idea
Choose simple direct words
Avoid jargon
Write shirt sentences
Respect the world wide audience
Talk to your audience
PDB
President's daily brief ✔✔The ultimate briefing
Reader friendly formatting ✔✔Use headings and sub headings
Use bulleted and numbered lists
Highlight critical info
Write clear links
Types of briefings ✔✔Informational briefings
Advocacy briefings
Crossed arms
Eye rolling
5 basic strategy of BATNA ✔✔1. Evade strategy
- Comply strategy
- Insist strategy
- Settle strategy
- Cooperative negotiating strategy
Characteristics of indirect leadership ✔✔2 way communicate is mire difficult for indirect leaders
The indirect leader and follower are less likely to know each other personally
The number of followers increases
Fewer short term issues are resolved by indirect leaders
Spontaneous actions and reactions are impossible
The indirect leader is faced with pro lens out if his control
Developing a job description ✔✔Joint authorship
Job functions
profirmsnce standard
Key people in a project ✔✔The project sponsor
The project manger
assistant project manger
Stakeholder
Customers
Teachable moments ✔✔An unplanned opportunity enabling a leader to emphasize a principle that someone has been trying to learn
Multiple perspective ✔✔The boss isn't the only one heard in the feedback loop subordinates, peers, customers, and supervisors contribute their perspective on the participates overall performance
Management by objective
MBO ✔✔a respected process for setting goals that cascades down into objectives which in turn become metrics for the teams overall sucsess
Organization ✔✔Is a body of individuals working under a defined system of rules, assignments, procedures, and relationship designed to achieve individual goals and objectives
Key points for managing conflict ✔✔Describe
Explore and consider
Map dimensions of the conflict
Evaluate
Analyze
Allow
Reframe
Develop
Develop
Achieve
Six steps to speaking up against every day bigotry ✔✔Be ready
Identify the behavior
Appeal to principle
Set limits
Find an ally/ be an ally
Be vigilant
anatomy of briefings ✔✔Introduction
body
Closing
Quorum and basic meeting sequence ✔✔The quorum
Order of business
Guidelines for new business
Voting format
Mission statement
Questions that get to your inner core ✔✔Who are we what does it imply
What are the basic needs we exist to meet
What do we do to meet those needs
What are our values
What makes us unique
Ethical decision making ✔✔Stop think define the problem
Get the facts
Brainstorm and list your options
Weigh your options
Consider your values
Describe and act
Re evaluate the decision
Organization ✔✔The way you put something toogether
Resilience ✔✔The ability to bounce back and recover from adversity
Racial desegregation ✔✔The over turning of laws that had required people of different races to live separately
Stress ✔✔The bodies response to change
Concession ✔✔When one part yields a right or a benefit in hopes that the other will yield an equivalent right or benefit
Denial ✔✔When the leader refuses to acknowledge the conflict exists
Methods of managing conflict ✔✔Avoidance
Denial
Suppression and smoothing
Compromise
Zero sum game
Mediation
Laissez faire ✔✔French meaning hands off
No leadership
Suppression and smoothing ✔✔A two pronged approach act of taking ones own unit
The zero sum game ✔✔Sees conflict in only win/ lose terms
Leaps of abtruction ✔✔Occurs when we leap o generalizations without testing them
Prevents teams from exploring tough problems in depth
Defense mechanisms ✔✔Behaviors people se o deal with anxiety, stress, or pressure. our natural and offend unconscious reaction to emotional pain
Ex. Displacement
Projection
Rationalization
Intellectualization
Denial
Suppression
Withdrawal
Roles of team members ✔✔Learning teams that work in seprate and even the same department within an organization should encourage each other to work in cooperation
Milgrm experiment ✔✔How much pain will an ordinary person inflict on another simply because they were told to do so
63% are willing to carry this experiment to the end
Obedience to authority is a powerful motivater
Personal vision ✔✔Specific destination, a pictured of a desired future
Classical conditioning ✔✔Is to simplistic a method to motivate people to pursued a goal
Putpose ✔✔A sense of why he is alive
Individualized consideration ✔✔Leaders who are supportive of followers listens closely to them and acknowledges their unique needs
Active management by exception
MEB ✔✔A leader watches followers closely to observe mistakes and violations of rules then corrects the wrong
Rationalization ✔✔When someone devises reassuring or self serving explanations for their behavior
Volunteer service ✔✔its about selflessness its about the difference between giving and taking
Integrity first ✔✔The willingness to do what is tight even when no one is looking
Cornerstone of military service
Appeal to tradition ✔✔This fallacy makes the assumption that the older ideas are better and that the leaders job is to prevent change
Extrinsic rewards ✔✔Are motives that work out side of you
they drive you to act because you receive something tangible in return
Intrinsic rewards ✔✔Are motivators that work within you
They drive you to do something because how it makes you feel
Facilitators ✔✔A process focused not content focused
Circumscribe ✔✔To restrict within certain limits
Egalitarian ✔✔Related to principle that all people are equal and deserve equal rights ad opportunities
Allocate ✔✔To separate for particular purpose
Motivation ✔✔Is the reason flan action motivation is that whiĉ gives purpose and direction to a behavior
Command intent ✔✔Is the leaders concise expression of purpose
Describes the end state
Weak analogy ✔✔Its apples and oranges
The fallacy of weak analogy arises because no matter how similar two things are they aren't exactly alike
Trust ✔✔It is the cornerstone of supervision
There are many reasons for people to fall short of a standard
Choose the right time ✔✔Constructive discipline must take place when the problem behavior instill fresh in the followers and leaders mind
The trusting and fair supervison ✔✔Trust
Fairness
The need for wisdom
Supervise ✔✔To observe and direct people in the fulfillment of the mission
Providing direct feedback ✔✔To be effective feedback it needs to be positive, constructive, and specific
Finding the bottom line ✔✔Through the bottom line approach a coach helps the coachee express the problem in one or tow Simple sentences the idea is that the problem cannot be overcome until the trainee is able to define it in everyday language
Benchmarking ✔✔The process of examining the competitors best practice and then trying to beat those measures
The support staff ✔✔The group of specialists who provide administrative, financial, logistical, and other support to the mission areas of the organization
Hierarchy ✔✔A system or organization in which people or groups are ranked one above the other according to status or authority
Tom peters ✔✔To be a great leader you have to know how to thrive on chaos
The staff ✔✔The second grouping
The staff doesn't directly accomplish organizational missions but provides technical and administrative support to the line that does
The technostructure ✔✔Gurus
The group of specialists that help standardize the organization
