15B

Community, Cooperation, Coordination, Communications, and Coaching (Unit Manager)

Focus on everything as a combination of other four roles, able to connect and negotiate with all type of people, able to identify what's missing in the process and fill in the gap (Unit Manager)

Focus on analysis, offs new ideas and alternatives, identifies and clarifies problems, challenges all concepts, and tends to be a "green" temperament because they are detail-orientated (Unit Manager)

focus on interaction, are not-easily discouraged, serves as a energetic spot of team goals, and serves as well-developed promoters because they typically are a "blue" temperament which means they tend to be positive with self confident attitudes (Unit Manager)

focus on the possibilities, offers fresh perspective, sees the "big picture", willing to solve problems, generates new ideas, and has a "orange" temperament which means they tend to be spontaneous and exciting (Unit Manager)

(C)reators, (A)dvancer, (R)efiners, (E)xecutors, and Flexors (Unit Manager)

An NCO must completely understand and accept _____ before they can influence and motivate others to commit to it (Unit Manager)

A group organized to work together (Unit Manager)

A gathering of persons located together (Unit Manager)

Discipline and accountability

Focus on realization, implements ideas and solutions, follows up on team objectives, meticulous in directions, and tends to be a "gold" temperament because they are assertive and independent (Unit Manager)

Make them feel essential and like they are important part of the team (Unit Manager)

Ensure everyone knows and understands the mission and purpose (Unit Manager)

Ensure members know they are important to the mission (Unit Manager)

Ensure everyone feels like they are part of the team; give feedback early and often (Unit Manager)

Teach others and give positive reinforcement (Unit Manager)

Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, Inattention to Results (Unit Manager)

Impacts willingness for members to open up/share knowledge, feelings, and concerns with one another (Unit Manager)

Lack of trust in one another, fears retaliation or results from speaking up (Unit Manager)

Refusing to trust. Will cast doubt and struggle to commit (Unit Manager)

Fears retaliation and conflict and therefore avoids situations that these occur in -- such as holding one accountable. (Unit Manager)

Members place their individual needs and goals ahead of the team and organization. (Unit Manager)

Forming, Storming, Norming, Performing, Adjourning/Transforming (Unit Manager)

Talent, Expertise, Assessments, Means (Unit Manager)

skills and abilities (Unit Manager)

knowledge and experience (Unit Manager)

Customer surveys, inspections, performance evaluations (Unit Manager)

Resources: equipment, facilities, finances, time, information (Unit Manager)

Suggests leaders perform throughout a gamut of leadership behaviors ranging from active and effective behavior to a more passive and less effective behavior (Unit Manager)

Someone who influences others to achieve a goal. Includes traits like confidence, extraversion, values, beliefs, and ideas regarding how things are and should be. (Unit Manager)

Chooses to follow a leader because of leader's character, abilities, and vision. Possesses a love of learning and passion to apply what they've learned (Unit Manager)

Relative to circumstances, position, or context that surrounds leaders and followers (Unit Manager)

Public recognition, praise, or award (Unit Manager)

Removing UIF and restrictions (Unit Manager)

Applying restrictions, UIF, additional duties (Unit Manager)

Withholding freedoms and liberties, revoking a promotion (Unit Manager)

Development of their subordinates is someone else's problem and demonstrates laziness (Unit Manager)

"if it isn't broke, don't fix it" leadership approach; subordinates will react to this with two typical responses: 1) hiding their inactivity in groups and feeling justified to their laziness 2)Member's pick up the lazy leader's slack (Unit Manager)

Detailed instructions, careful observations, and active supervision (Unit Manager)

Leader sets goals, identifies ways to reach the goals, and supports in meeting expectations. A reward is provided to reinforce demonstrated positive behavior (Unit Manager)

Individual Consideration, Intellectual Stimulation, Inspirational Motivation, Idealized Influence (Unit Manager)

Caring (Unit Manager)

Thinking (Unit Manager)

Charming (Unit Manager)

Influencing (Unit Manager)

For a reward to be appropriate, accepted, and effective, it must fulfill a member's needs (Unit Manager)

Accomplishes something difficult with little to no help (Unit Manager)

Spends time maintaining social relationships and wants to be accepted (Unit Manager)

Prefers positions where they can influence outcomes (Unit Manager)

Sense of meaningfulness, sense of choice, sense of competence, sense of progress (Unit Manager)