Set B Flashcards
Define change management
Proactively coordinated and structured period of transition from situation A to B using a systemic approach that addresses planning for change
Change management
NCO Responsibility
To embrace support and explain change regardless of the level of supervision
Roles in change process
Change sponsors
Change agents
Change targets
Change sponsors
Responsible for initiating change
Power to determine why when and how
Change agents
Responsible for implementing change
Proactive coordination of transition using a systemic approach
Plan implement monitor and control
Change targets
Those who undergo change
Jenssens model of change
Comfort
Denial
Confusion
Renewal
Mayos 4 levels of change
Knowledge. Easiest to change
Attitude. Difficult to change because they are emotionally driven
Individual behavior. Time consuming and habits stand in the way
Group behavior. difficult due to old habits and traditions
Directive and participative change
Directive change. Positional power implemented by an authority figure
Participative change. Personal power. Implemented when new knowledge is made available to the group
3 phases in change process
Unfreezing
Changing
Refreezing
Define unfreezing
To motivate and help get ready for change
Most neglected stage
Deal with resistance to change
Define changing
Movement from the old way to the new way
Monitor change as it occurs
Pay attention to those affected
Adjust as necessary to keep moving forward
Define refreezing
Locking in new procedures until permanent
Evaluate results of change
Refreezing
Techniques to stabilize a work center after change
Burn the bridges. Prevent ways back to old way
Evidence stream. Provide team information that change was successful
Institutionalization. Formal systems
New challenges. Keep team stimulated
Rationalization. Keep consistent
Socialization. Build team into structures
Individual reactions to change
Innovator
Early adopter
Early majority
Late majority
Laggards
Innovator
Immediately embrace new ideas. Big picture thinkers
Early adopters
Social.
Opinion leaders.
Effectively spread ideas because they are respected
Early majority
Mainstream thinking.
Get involved after something is successful
Late majority
Hampered by feelings of insecurity
Skeptics
Look for guarantees
Laggards
Less educated or informed
Close minded
Last to accept change
1st quarter
Oct Nov Dec
25% of budget
2nd quarter
Jan Feb Mar
50% of budget
3 quarter
Apr May June
75% Of budget
4 quarter
100 percent of budget spent
FY ends 30 sept at midnight
New FY begins 1 October
15 sept congress approves budget for new FY
IDDP process
Identify
Differentiate
Determine
Predict
Identify
Find the lesson principal
Differentiate
Was it used appropriately or inappropriately
Determine
The correct course of action
Predict
What the outcome will be
Culture
Values and beliefs
Inherited from your heritage
Heritage
Passed down
Airmanship
Core values
Resiliency
Oath of enlistment
Profession of arms
Warrior ethos
Military drill
Discipline
Teamwork
Confidence
Pride
Alertness
Attention to detail
Esprit de corps
P2
Progressive professionalism
2 concepts that support p2
DDR
Direction. Purpose
Discipline. Hold people accountable
Recognition. Can be positive or negative
Hardiness of spirit
Called to action. Reactive
Warrior ethos
Resiliency. Includes hardiness of spirit
2 types of courage
Physical. Jumping in front of a bullet
Moral. Raising the flag when the right thing is not being done
Warrior ethos vs resiliency
Warrior ethos. Push through
Resiliency. Bounce back
Primary and secondary dimensions
Primary. You can’t change. Skin color sex
Secondary. U can change. Religion
FAIR WAY
Feedback. To give feedback
Assistance. To get the job done. Resources
Inclusion. Includes everyone. No favorites
Respect. Beliefs their views their cultures
Affirmative action vs EO
Affirmative action. Diverse work space. Disabled employees women and minority’s
EO. Mandatory lawful
Group
Team
A group of people with no mission
Work towards the same purpose. Has a mission
What makes up a mission
Task and purpose
C. A. R. E.
Creator. Comes up with the way
Advancer. Pushes it forward
Refiner. Makes it better
Executor. Gets it done
Flexer. Does it all
Stages of team development
Forming. Ice breaker. No productivity
Storming. Fight to figure out their roles. Very low production
Norming. Accepting roles higher productivity
Preforming. Getting it done. Production is high
Adjourning and transforming
Low context culture
High context culture
Low. Task oriented. American culture
High. People oriented. Asian household
5 qualities of followership
Self management. Trust to work
Commitment. Buy in
Competence. Self capable
Integrity. Do the right thing
Initiative. Self motivated
Advice vs Feedback
Advice. Recommendation
Feedback. Judging after the fact. Comes second
4 styles of leadership
Authoritative. Low on people high on task
Country club. High people low task
Impoverished. Low people low task
Team leader. High on people high on task
4 types of positional power
Coercive. Provide consequences
Connection. Who you know
Reward. Days off
Legitimate. Title rank office held
UMD
Unit manning document. No names has the space
UPMR
Unit power management roster. Face with space
ACR
Authorized change request. Changes the UMD
4 types of ethical traps
Ethical irrelativeness. Decisions based on beliefs not the rules
Loyalty traps. Decisions based on respect not the rules
Worry over image. Decision based on reputation
Drive for success. Winning at all cost disregard the rules
Feedback vs Counseling
Feedback. Judging
Counseling. Helping
3 types of feedback
Directive. I talk u listen
Non directive. I listen an talk
Combined. Both talk. Takes the longest
Discipline model
Prevention. Set the standard
Correction. Progressive discipline process. LOA line of acceptability. Not punishment
Punishment commanders only
How do u determine the severity of discipline
LOA. LINE OF ACCEPTABILITY
3 steps in the Wing man process
ACE
ASK
CARE
ESCORT
Methods for identifying substance abusers
Self identification
Commander referrals
Medical identification
Substance related incident
Drug testing
Stress
Bodies reaction to external demands
Positive stress
Negative stress
Eustress. Having a baby. Promotion
Distress. Deadlines. Bad news
2 stress factors
Organizational
Individual
4 ways to manage stress
Time management
Exercise
Social support
Relaxation techniques
Combat stress
PTSD
Combat stress. Happens during combat
PTSD. Is the after effect
3 stages of workplace violence
Shock
Impact
Reconciliation
Learning
The process that changes the way people think feel or behave.
Auditory learners
Use hearing to process information
Auditory learners characteristics
Prefer to hear information
Difficulty following written directions
Difficulty reading and writing
May not look speaker in the eye
Visual learners
Like to see what they are learning
Visual learner characteristic
Need to see it to learn it
Strong sense of color
Has artistic ability
Difficulty with spoken directions
Trouble following lectures
Misinterpret words
Tactile learners
They like to do things they learn. Need to touch and feel things
Tactile learners characteristics
Hands on learning
Put things together without directions
Difficulty sitting still
Learns better when involved
May be coordinated or have athletic ability
Critical thinking
The art of Analyzing and evaluating thinking with a view to improve it
