USAF and USSF Core Values
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Questions and Answers

What is the primary purpose of establishing expectations?

  • To provide a roadmap for achieving objectives (correct)
  • To summarise the guidelines for establishing expectations
  • To understand the importance of fairness
  • To identify personal biases
  • What is a crucial step in the continuous process of establishing expectations?

  • Observe and identify performance gaps (correct)
  • Provide a link to standards and unit mission
  • Let subordinates get back to work
  • Recalibrate and set new expectations
  • Why is it essential to understand established expectations before clearly communicating your own?

  • To provide a roadmap for achieving objectives (correct)
  • To ensure fairness in thinking
  • To avoid personal biases
  • To identify objectives and goals
  • What is a personal barrier to Wingman and Leader intervention?

    <p>Being introverted or fearful</p> Signup and view all the answers

    What is one of the 3Ds for Wingman and Leader intervention options?

    <p>Direct</p> Signup and view all the answers

    What is the purpose of applying the 3Ds to prevent sexual assault and interpersonal violence?

    <p>To prevent harm and promote a safe environment</p> Signup and view all the answers

    Why is it essential to seek buy-in when establishing expectations?

    <p>To gain commitment and cooperation</p> Signup and view all the answers

    What is an organizational barrier to Wingman and Leader intervention?

    <p>Career impact for self or others</p> Signup and view all the answers

    Why is continuous observation necessary when establishing expectations?

    <p>To identify performance gaps</p> Signup and view all the answers

    What is the benefit of clearly communicating expectations to subordinates?

    <p>It helps subordinates make connections and understand their tasks</p> Signup and view all the answers

    Study Notes

    USAF and USSF Core Values

    • Integrity First: foundation of trust, consists of honesty, courage, accountability, and humility
    • Service Before Self: servant mindset, includes duty, loyalty, and respect
    • Excellence in all we do: continually advance craft, includes mission, discipline, and teamwork
    • USSF Core Values:
      • Character: defend constitution, high moral character, includes integrity, honesty, candor, transparency, and dedication
      • Connections: common purpose, seek diversity, stronger together, includes respect, honesty, authenticity, and teamwork
      • Commitment: pursuit of mastery, leverage diverse strengths of teammates, includes achieving audacious goals, learning from experience, and seeking feedback
      • Courage: do what needs to be done, hold convictions, includes being steadfast, taking smart risks, and sharing thoughts and ideas

    Problem Solving

    • Problem-solving: purposeful act of observing a problem then deciding to solve it, after considering solutions and deciding upon one
    • USAF/USSF Problem-Solving Methods:
      • OODA Loop Model: Observe, Orient, Decide, Act (useful when quick action is needed by single player with limited time)
      • 8-Step Practical Problem-Solving Method (PPSM):
        • Clarify and validate the problem
        • Break down the problem and identify performance gap
        • Set improvement targets
        • Determine root cause
        • Develop countermeasures
        • See countermeasures through
        • Confirm results and process
        • Standardize successful processes

    Followership

    • Five basic styles of followership:
      • Sheep: passive participant & uncritical thinker, simply complies, lacks initiative
      • Yes People: active participant & uncritical thinker, dependent on leadership direction, dangerous if orders contradict standards of behavior
      • Survivors: display qualities of each type of follower, rarely committed, seeks to minimize interpersonal/intellectual risk
      • Alienated: passive participant & critical thinker, independent, capable of high performance, focuses on past negative experiences, criticizes but rarely offers constructive input
      • Effective: active participant & critical thinker, independent, proactive, works well with others, has characteristics such as support, initiative, responsibility, truth-telling, and selflessness

    Military Justice

    • Uniform Code of Military Justice (UCMJ): functions as a military justice system, provides a framework for military courts-martial
    • Manual for Courts-Martial (MCM): provides guidance on military justice procedures
    • Service members' rights within the military justice system:
      • Right to representation by counsel
      • Right to a fair trial
      • Right to appeal
    • Functions of Staff Judge Advocate: provides legal advice, represents Air Force in legal matters, and advises on military justice procedures
    • Functions of Area Defense Counsel: represents USAF/USSF personnel accused of wrongdoing
    • Functions of Special Victims Counsel: advises victims of alleged sexual assault on rights and represents them in certain matters during courts-martial

    Professional and Unprofessional Relationships

    • Professional relationships: preserve proper respect for authority and focus on mission
    • Unprofessional relationships: on or off duty, detract from authority of superiors, and negatively affect morale, good order, and discipline
    • Policy: prohibits relationships that negatively affect unit cohesiveness, including command/supervisory, members of different grades/position, contractor personnel, and close friendships or romantic relationships
    • General and specific prohibitions:
      • Officers: prohibited from engaging in unprofessional relationships with subordinates or those in a subordinate position
      • Effects of unprofessional relationships: undermine respect for authority, create conflicts of interest, and negatively impact unit cohesion

    Establishing Expectations

    • Importance of establishing expectations:
      • Identifies objectives/goals
      • Provides a roadmap for achieving objectives/goals
      • Links to standards and unit mission
    • Guidelines for establishing expectations:
      • Understand the importance of expectations
      • Know when/where needed
      • Clearly communicate and understand expectations
      • Help subordinates make connections
      • Seek buy-in
      • Plan to track activities within each task

    Wingman Intervention

    • Barriers to Wingman and Leader intervention:
      • Personal: introverted, fearful, or embarrassed
      • Relationship: might upset family/friends, breaks unspoken code, pressured to go along
      • Organizational: career impact for self/others, rank/power, retaliation
    • 3Ds for Wingman and Leader intervention options:
      • Direct: directly interact with the people involved
      • Delegate: pull someone else in to help
      • Distract: create a distraction to defuse/divert attention
    • Applying the 3Ds to prevent sexual assault and interpersonal violence:
      • Directly interacting with the people involved to prevent escalation
      • Delegating someone to help diffuse the situation
      • Creating a distraction to divert attention and prevent harm

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    Related Documents

    Mod2_Study_Guide_Week1.docx

    Description

    Learn about the core values of the US Air Force and US Space Force, including Integrity, Service, and Excellence, and their importance to Airmen and Guardians.

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