LEADER INFLUENCE Flashcards
FELLOWERSHIP
SERVICE FOR ANOTHER, PROVIDES FEEDBACK, GIVES ADVICE,SELF MANAGEMENT….
LEADERSHIP IS
A PROCESS NOT A POSITION
FEEDBACK
TO OFFER OR SUGGEST INFO AS A REACTION FROM AN INQUIRY
ADVICE
A RECOMMENDATION OFFERED AS GUIDE TO ACTION OR CONDUCT
AS A FOLLOWER
CONTROL EMOTIONS, OFFER SOLUTIONS, RECOGNIZE THE IMPORTANCE OF STANDARDS, USE OF THE CHAIN OF COMMAND
FIVE AREAS ESSENTIAL FOR LEADERSHIP DEVELOPMENT
SELF-AWARENESS, VALUES AND PRINCIPLES, MOTIVATIONS, SUPPORT TEAM, INTEGRATED/BALANCE LIFE = TRUE NORTH
SELF-AWARENESS
LEADERSHIP BEGINS WITH SELF AWRENESS
VALUES AND PRINCIPLES
YOU MUST KNOW YOUR DEEPY HELD VALUES
SUPPORT TEAM
FAMILY, CO WORKERS, MENTORS
INTEGRATED LIFE
FAMILY PERSONAL PROFESSIONAL
DAC
DIAGNOSING, ADAPT, COMMUNICATE
DIAGNOSING
THE STEP A LEADER TAKES TO DETERMINE WHAT IS GOING ON IN AN ORGANIZATION-PEOPLE AND ENVIRONMENT
ADAPTING
ADJUSTING YOUR APPROACH ON HOW TO ACT ON WHAT YOU LEARNED FROM YOUR DIAGNOSE
COMMUNICATING
ENSURE THAT THEY UNDERSTAND WHAT YOU ARE COMMUNICATING
DEVELOPING AIRMAN NEEDS
ASPIRATIONS, PERSONALITY, SELF-CONCEPT, SELF-EFFICIENCY AND LOCUS OF CONTROL, ATTITUDES AND VALUES
DELIBERATE DEVELOPMENT PLAN
DELIBERATE, DEVELOP, PLAN
-SHOULD INCLUDE THINGS THAT HELP FILL CURRENT AND FUTURE JOBS AND ROLES
LEADERSHIP POWER
IS THE MOST POWERFUL TOOLS WE HAVE FOR INFLUENCING OTHERS
POSITION POWER
REWARD, LIGAMENT, COERCIVE, CONNECTING
CONNECTION POWER
PERCEPTION OF THE LEADERS ASSOCIATION WITH PEOPLE OF INFLUENCE INSIDE OR OUTSIDE THE ORG
REWARD POWER
FROM PATS ON THE BACK TO FORMAL RECOGNITION, OVERLY USED CAN MAKE PEOPLE NO LONGER MOTVATED BY REWARDS
LEGITIMATE POWER
COMES FROM LEADERS TITLE, ROLE, OR POSITION W/IN THE ORG ITSELF-ONLY ONE THAT DOES NOT CHANGE
PERSONAL POWER
REFERENT POWER, INFORMATION POWER, EXPERT POWER
REFERENT POWER
HOW MUCH PEOPLE LIKE YOU
INFORMATION POWER
BASED ON ACCESS TO INFORMATION THAT MAY NOT BE AVAILABLE TO OTHERS
EXPERT POWER
INFLUENCE THROUGH THEIR, EDUCATION, EXPERIENCE AND JOB KNOWLEDGE
MOTIVATION
CAN BE INTRINSIC AND EXTRINSIC
MOTIVATION LEVELS
MEMBERSHIP LEVEL
PERFORMANCE LEVEL
INVOLVEMENT LEVEL
MEMBERSHIP LEVEL
GIVE TIME TO ORG BECAUSE THEY HAVE TO, COMPLAINTS ARE SELF CENTERED.
ONLY RECEIVES SYSTEM LEVEL AWARD
PERFORMANCE LEVEL
GIVE MORE THAN JUST THE STANDARD, BRING PROBLEMS TO PEOPLES ATTENTION BUT DONT ALWAYS PROVIDE SOLUTION
REWARDS - SYSTEM, SUPERVISORY
INVOLVEMENT LEVEL
MOTIVATION COMES FROM WITHIN , IDENTIFY PROBLEMS AND PRODUCE SOLUTIONS
REWARDS RECEIVED-SYSTEM , SUPERVISORY , PERSONAL
REWARDS
SYSTEM LEVEL
SUPERVISORY
PERSONAL
SYSTEM LEVEL REWARD
THINGS YOU RECIEV JUST FOR BEING A PART OF THE ORG
SUPERVISORY REWARD
IR, PROMOTIONS, BONUS PAY PRAISE SPECIAL ASIGNMENTS
PERSONAL REWARD
DON NOT REQUIRE OTHERS TO REWARD THERE EFFORTS
LEADERS DEVELOPING AIRMAN
DAC
LEADERSHIP POWERS
POSITION POWER
PERSONAL POWER
POSITION POWER HAS
COERCIVE, CONNECTION, REWARD, LEGITIMATE
PERSONAL POWER HAS
REFERENT, INFORMATION, EXPERT
FIVE ESSENTIAL QUALITIES OF EFFECTIVE FOLOWERSHIP
SIICC
SELF MANAGEMENT COMMITTED COMPETENT INTEGRITY INITIATIVE
HOW DO YOU GET FROM PERFORMANCE TO INVOLVEMENT
CAN NOT MOTIVATE PEOPLE BUT CAN TRY GIVE THEM THE RIGHT TYPE OF ENVIRONMENT
TRUE NORTH
IS OUR FIVE AREAS ESSENTIAL FOR PERSONAL AND PROFESSIONAL DEVELOPMENT
COERCIVE POWER
FORCE OR FEAR, PUNISHMENT FOR NOT PERFORMING
MOVE SOMEONE FROM MEMBERSHIP TO PERFORMANCE
USE A POSITIVE REWARD FOR POSITIVE BEHAVIOR
