Thursday, January 7, 2010
Wednesday, January 6, 2010
RESPECT OR TO BE LIKED
What is more important as a leader, to be respected or to be liked? Can you have both? It's a difficult rope to walk. Making decisions that become unpopular or misunderstood. Being questioned or talked about but never to your face. In the end as a leader you must choose one or the other.
I have found that respect, although more difficult and less common to obtain, is the best road to travel. A leaders should make consistent and morally founded decisions. A democracy is not required when decisions are made. Sure for "by in" its important to solicit inputs at times, but not necessarily for every decision. There is a risk, however, that when you begin to ask for input and then stop, people will feel slighted. There will be a sense that you no longer trust or value their input. This is unfortunate and those who feel slighted will meditate on this and speak negatively about their leaders.
I can only hope that the decisions I make and the ones I provide input are accepted by my peers and subordinates. The decisions may not be understood, but respected. As long as the decisions don't call into question integrity, honesty, or morals, I believe the decisions are sound. That people can sit back and reflect on a decision and not necessarily agree but accept it and move forward.
I have found that respect, although more difficult and less common to obtain, is the best road to travel. A leaders should make consistent and morally founded decisions. A democracy is not required when decisions are made. Sure for "by in" its important to solicit inputs at times, but not necessarily for every decision. There is a risk, however, that when you begin to ask for input and then stop, people will feel slighted. There will be a sense that you no longer trust or value their input. This is unfortunate and those who feel slighted will meditate on this and speak negatively about their leaders.
I can only hope that the decisions I make and the ones I provide input are accepted by my peers and subordinates. The decisions may not be understood, but respected. As long as the decisions don't call into question integrity, honesty, or morals, I believe the decisions are sound. That people can sit back and reflect on a decision and not necessarily agree but accept it and move forward.
Monday, December 28, 2009
How To Leave A Post
Here's an instructional video on leaving a post on this blog. Just right click on the link and select "Open in New Tab" or words to that affect.
http://www.screencast.com/users/usncmc/folders/Jing/media/44704962-003f-47d1-b3b3-0e231a62e08e
http://www.screencast.com/users/usncmc/folders/Jing/media/44704962-003f-47d1-b3b3-0e231a62e08e
Thursday, December 17, 2009
THE VALUE OF DIRECTION
News Flash: Without leading Sailors will go in a various directions. I'm sure this is true in any organization.
I spend two hours this morning with a small group of Sailors who I don't think have received any direction or instruction in years. Nor have they had an advocate or anyone to hear their concerns. With a bit of listening, some tweaking, and information flowing, work is not beginning with positive changes.
Too often senior enlisted Sailors (ie, Chief Petty Officers) think by not directing their Leading Petty Officer (LPO's) thinking they are "giving them a chance to lead." In fact, LPO's are set up for failure. We don't teach this in CPO Induction but yet, somewhere along the way, these CPO's are taught it's micromanagement. This could not be further from the truth. In fact, I need CPO's to begin when Sailors are E5's to teach and train how to be leaders. Then when the E5 is an E6/LPO they have a jump start on simple things like work plans and anticipating needs. Not to mention how to get information to flow up the chain of command. Unfortunately, too often I see LPO's promoted to CPO and never knowing how to really lead. Sad but true.
I spend two hours this morning with a small group of Sailors who I don't think have received any direction or instruction in years. Nor have they had an advocate or anyone to hear their concerns. With a bit of listening, some tweaking, and information flowing, work is not beginning with positive changes.
Too often senior enlisted Sailors (ie, Chief Petty Officers) think by not directing their Leading Petty Officer (LPO's) thinking they are "giving them a chance to lead." In fact, LPO's are set up for failure. We don't teach this in CPO Induction but yet, somewhere along the way, these CPO's are taught it's micromanagement. This could not be further from the truth. In fact, I need CPO's to begin when Sailors are E5's to teach and train how to be leaders. Then when the E5 is an E6/LPO they have a jump start on simple things like work plans and anticipating needs. Not to mention how to get information to flow up the chain of command. Unfortunately, too often I see LPO's promoted to CPO and never knowing how to really lead. Sad but true.
Saturday, December 12, 2009
COMMAND GET TOGETHERS
Our Christmas Party took place a couple nights ago. This annual event provides a venue for everyone and their family to come together in a semi-formal fashion to eat and celebrate another year gone by. Ninety percent of the money raised throughout the year by Morale Welfare and Recreation (MWR) is spent on this event. The food runs fifteen to twenty thousand dollars and another five to eight thousand for prizes. The venue changes from year to year. This time we held the party at Harrah's Rincon Casino in Valley Center. Not my kind of place but for the Sailors whose average age is around 23, it worked great.
What I notice more and more each passing year is our Christmas Party becoming a "Holiday Party." The military is really a microcosm of society. As society modifies their views on Christmas so does the military. Many of us refuse to follow suit and to us it will always be a Christmas Party. But my side of the tracks is getting smaller and smaller.
We do have other command events like picnics during the year. About twice a year we have a picnic with bbq and some sporting event like softball. But families tend not to appear for these (although they are invited). The picnics occur during the week around noon time. So we work for a few hours, change clothes, then have some fun. After a few hours everyone heads home for the day. The picnics only cost a few hundred dollars and provide a good way to blow off some steam.
What I notice more and more each passing year is our Christmas Party becoming a "Holiday Party." The military is really a microcosm of society. As society modifies their views on Christmas so does the military. Many of us refuse to follow suit and to us it will always be a Christmas Party. But my side of the tracks is getting smaller and smaller.
We do have other command events like picnics during the year. About twice a year we have a picnic with bbq and some sporting event like softball. But families tend not to appear for these (although they are invited). The picnics occur during the week around noon time. So we work for a few hours, change clothes, then have some fun. After a few hours everyone heads home for the day. The picnics only cost a few hundred dollars and provide a good way to blow off some steam.
Tuesday, December 8, 2009
VALUE OF PEOPLE
In the civilian sector business goals are designed to attract consumers to purchase a product. Whether its a restaurant, department store, convenience store, etc, they all have one common interest -- to make money. Hours and an unknown amount of money is spent on advertising and research to determine what will attract the consumer. If no one patronizes an establishment then no money will be made and the business will fold. Therefore, to business, consumers will dictate the product to purchase so the business can survive.
The military is similar in that people to our the greatest commodity. In fact, people are both consumers and products. Without people to volunteer to serve, there would be no military. The product offered is not tangible like a widget. The product is an ideal. Something beyond ones self. Sure it's nice to receive money for college and healthcare, but without the people in which to invest these items, we'd speak a different language.
And not just any people will do. No, we are somewhat finicky about who we chose and what standards we are willing to accept. So when we do find the "right match" it's important that we strive to treat them fairly and respectfully. I'm not talking about cow-towing to them or accepting insubordination, but simply about respect and professionalism. It's a two way street.
For an example. I just completed debriefing 115 Sailors on their annual progress evaluation. I joined the Commanding Officer, Department Head, and their Leading Chief Petty Officer to offer comments to the Sailor on their past years performance and suggestions on their future. This took six to eight minutes per Sailor times 115. In fact, for 17 of these Sailors, the CO and I flew to Japan to debrief Sailors! It's a huge investment in both time and resources but the dividends are priceless. The Sailors know that we care and know our expectations.
In a world where business is trying to keep their best and often encourage more hard work with little to no increase in pay, small personal sacrifices like described above does not have a monetary value. But it will demonstrate to the Sailor (employee) a degree of gratefulness from a superior and in return the recipient will more than likely continue to produce and perhaps increase productivity. Either way both win!
The military is similar in that people to our the greatest commodity. In fact, people are both consumers and products. Without people to volunteer to serve, there would be no military. The product offered is not tangible like a widget. The product is an ideal. Something beyond ones self. Sure it's nice to receive money for college and healthcare, but without the people in which to invest these items, we'd speak a different language.
And not just any people will do. No, we are somewhat finicky about who we chose and what standards we are willing to accept. So when we do find the "right match" it's important that we strive to treat them fairly and respectfully. I'm not talking about cow-towing to them or accepting insubordination, but simply about respect and professionalism. It's a two way street.
For an example. I just completed debriefing 115 Sailors on their annual progress evaluation. I joined the Commanding Officer, Department Head, and their Leading Chief Petty Officer to offer comments to the Sailor on their past years performance and suggestions on their future. This took six to eight minutes per Sailor times 115. In fact, for 17 of these Sailors, the CO and I flew to Japan to debrief Sailors! It's a huge investment in both time and resources but the dividends are priceless. The Sailors know that we care and know our expectations.
In a world where business is trying to keep their best and often encourage more hard work with little to no increase in pay, small personal sacrifices like described above does not have a monetary value. But it will demonstrate to the Sailor (employee) a degree of gratefulness from a superior and in return the recipient will more than likely continue to produce and perhaps increase productivity. Either way both win!
Monday, December 7, 2009
Subscribe to:
Posts (Atom)