Transition into a Direct Leadership Position

Question 1

6 PHASES of transitioning into a Direct Leadership Position:

Answer 1

1. Preparation
2. First Day
3. Initial Assessment
4. Alignment and Team Building
5. Establishing Routines
6. Sustaining

Question 2

7 methods and considerations during PREPARATION phase of transitioning to direct leadership:

Answer 2

1. Gain Understanding of the Organization (determine stakeholders)
2. Develop a Transition Plan (Army Leaders Transition Handbook) Unit focused….not personal
3. Conduct a Self-Assessment
4. Produce Initial Leader Transition Documents
5. Complete Mandatory Leader Transition Events/Requirements (Commander courses, Commander Climate Survey)
6. Prepare for Change of Command (officer)/ Change of Responsibility (senior NCO) Ceremony
7. Complete Installation In-Processing Requirements

Question 3

a ___ is anyone who affects, or can be affected, by an organization’s actions.

Answer 3

stakeholder

Question 4

Examples of INTERNAL Key Stakeholders:

Answer 4

• Superiors
• Chain of Command
• Peers
• Staff
• Subordinates

Question 5

Examples of EXTERNAL Key Stakeholders:

Answer 5

• Installation or Garrison
• Branch and technical POCs
• Supported Units

Question 6

What is MSAF? (pertaining to leadership)

Answer 6

Multi-Source Assessment and Feedback

Question 7

What is CAL? (pertaining to leadership)

Answer 7

Center for Army Leadership

Question 8

What are the 3 Self-Readiness factors?

Answer 8

1. Physical fitness
2. Technical and Tactical Competency
3. Administrative skills

Question 9

Examples of “Initial Leader Transition Documents”:

Answer 9

• Leadership statement
• Calendar Items (first 90 days)
• Initial Counseling forms
• Vision or Focus
• Philosophy
• In-Brief
• Performance Objectives

Question 10

___ is a brigade-level and higher term. ___ is a battalion-level and below term. Both are a conceptual image of the desired future for the organization.

Answer 10

vision, focus

Question 11

2 important steps on your FIRST DAY phase:

Answer 11

1. Execute Chain of Command/Responsibility ceremony
2. Establish First day priorities
   - who to meet, what, where, etc (not too many)
   - update contact info

Question 12

4 key tasks of INITIAL ASSESSMENT (not CHANGE) phase:

Answer 12

(first 30 days)

1. Expedite learning to assess the organization and your subordinates (in-briefs)
2. Build credibility as the new leader (take notes)
3. Determine Preliminary findings and Initial assessment (strengths and weaknesses, culture)
4. Validate Preliminary Findings and initial assessment (challenge findings)

Question 13

6 steps to “Organizational environment and team building” Phase

Answer 13

1. Review and develop organizational alignment- vision, mission, goals, and objectives
2. Establish Key Milestones- SMART(T)
3. Secure Quick Wins and short-term victories that were Identified earlier (shower heads)
4. Consider Organizational Redesign (discuss with team first)
5. Build the Team
6. Establish a sense of urgency (set tempo for unit)

Question 14

SMART(T): (pertaining to milestones)

Answer 14

Specific
Measurable
Attainable (confirm)
Relevant (keep them interested)
Time-bound (deadline, do we have time?)
Tangible (make it as realistic as possible)

Question 15

5 steps to “Establishing Routines” Phase

Answer 15

1. Establish Routine Meetings
2. Initiate Organizational Communication Plan (Microsoft teams)
3. Build and sustain Knowledge Management systems (store info)
4. Build Coalitions internally and externally (make connections)
5. Eliminate Needless constraints (delegate, TIME!)

Question 16

2 steps to “Sustaining” phase:

Answer 16

1. Manage Organizational systems and operations

2. Facilitate the next transition