Leadershit.docx

**MANAGEMENT MODULE** Management is [the process of Planning, Organizing, Leading, and Controlling an organization's resources to achieve specific goals.] It involves. **Planning**: Setting objectives and [determining the best course of action to achieve them.] **Organizing**: [Structuring reso...

**MANAGEMENT MODULE** Management is [the process of Planning, Organizing, Leading, and Controlling an organization's resources to achieve specific goals.] It involves. **Planning**: Setting objectives and [determining the best course of action to achieve them.] **Organizing**: [Structuring resources and tasks to implement plans effectively.] **Leading/Directing**: [Motivating and directing employees to work towards organizational goals]. **Controlling**: [Monitoring performance, comparing with objectives, and making adjustments as needed.] **Staffing**: [Recruiting, selecting, and developing employees to ensure the right personnel are in place.] Leadership and Management are distinct but related concepts, with most experts agreeing that leadership is a component or function of management rather than the reverse. Management as a Broader Concept - Leadership, while important, is one part of management. Leadership as a Function of Management - Leadership involves guiding, influencing, and motivating people. Complementary but Different - leadership is part of management, not all managers are effective leaders Key Differences Between Managers and Leaders Managers concentrate on managing systems, [processes, and daily operations]. Leaders, on the other hand, focus on inspiring and motivating people. Leaders set the direction and inspire others to follow. Managers are responsible for executing plans Are All Managers Leaders? No, not all managers are leaders. Managers may be skilled at organizing and planning but might lack the ability to inspire and motivate their teams. While managers focus on systems and efficiency, leaders focus on vision, change, and inspiration. The POLC framework, [encompassing Planning,] [Organizing, Leading, and Controlling], is a fundamental management model applicable to various organizations, including the military. **Planning** involves setting objectives and determining strategies to achieve them. In the military, [this includes strategic, operational, and tactical planning.] **Organizing** entails [structuring resources and activities in a way that efficiently achieves the set objectives.] **Leading** involves [guiding, motivating, and directing personnel to achieve organizational goals.] **Controlling** involves [monitoring progress, evaluating results, and making necessary adjustments to ensure that goals are met]. **Staffing** [focuses on recruiting, training, and retaining qualified individuals within the organization.] It ensures that the organization has the human capital necessary to meet its goals. **The POLC framework** [provides a structured approach to management within military organizations.] **Human Behavior in Organization and Management Theories** Human Behavior in Organizations refers to the [study of how individuals and groups act within an organization. Understanding human behavior is critical for effective management.] **Theories of Motivation** **Maslow\'s Hierarchy of Needs** Overview: Abraham Maslow [proposed that human needs are arranged in a hierarchy], with basic physiological needs at the bottom and self-actualization at the top. Self-Actualization, Self esteem, social, safety, physiological. **Herzberg's Two-Factor Theory** Overview: Frederick Herzberg identified two factors influencing motivation: [hygiene factors (which can prevent dissatisfaction) and motivators (which can enhance satisfaction).] **McGregor's Theory X and Theory Y** Overview: Douglas McGregor [described two contrasting views of workers: Theory X (workers are inherently lazy) and Theory Y (workers are self-motivated and seek responsibility).] **Vroom's Expectancy Theory** Overview: Victor Vroom's [theory suggests that individuals are motivated to act based on the expected outcomes of their actions]. **Management Tools and Time Management** **SWOT Analysis (Strengths, Weaknesses, Opportunities, Threats)** A strategic planning tool used to identify and analyze the internal and external factors that can impact an organization or mission. Strengths are internal attributes that contribute positively to the organization\'s performance,while Weaknesses are internal factors that limit success. Strengths: Assess key performance indicators (KPIs) such as profitability, market share, and operational efficiency. Weaknesses: Identify operational inefficiencies, financial constraints, and any gaps in workforce skills. Opportunities refer to external factors the organization can exploit for growth, while Threats areexternal risks that could harm performance. Opportunities: Analyze market trends, industry growth, and consumer preferences. Threats: Assess external risks like competitive pressure, economic downturns, and political or legal changes. **PEST Analysis (Political, Economic, Social, Technological)** A framework used to [analyze the external macroenvironmental factors that can affect an organization.] **Balanced Scorecard** A performance measurement tool that provides a comprehensive view of an organization by tracking financial and non-financial metrics across four perspectives: financial, customer, internal processes, and learning and growth. **Six Sigma** A data-driven methodology aimed at reducing defects and improving quality by identifying and eliminating causes of errors and minimizing variability in processes. **Lean Management** A methodology focused on maximizing value by eliminating waste and optimizing processes. **Management Tools** Management tools are essential in military settings for strategic planning, operational efficiency, and achieving mission success. **Time Management** Time management is the process of organizing and planning how to divide your time between different activities (Mancini, 2003). **Eisenhower Matrix** **Setting SMART Goals** Goals should be Specific, Measurable, Achievable, Relevant, and Time-bound (Doran, 1981). **SPECIFIC** Definition: Clearly define what you want to achieve. **Measurable** Definition: [Determine how you will measure] **Achievable** Definition: [Ensure that the goal is realistic based on your current abilities and resources.] **Relevant** Definition: [Align the goal with your broader] [objectives and responsibilities.] **Time-bound** Definition: [Set a deadline to achieve the goal.] **Planning and Scheduling** Planning and scheduling involve [outlining what tasks need to be completed, determining their priority, and allocating time for them over a specific period (daily, weekly, or monthly)]. It focuses on organizing tasks in a way that aligns with your goals and deadlines (Allen, 2001). **Time Blocking** Time blocking is a [technique where you allocate specific blocks of time to particular tasks] or types of work**.** **The Pomodoro Technique** The Pomodoro Technique is a [time management method developed by Francesco Cirillo] in the late 1980s. The technique is designed [to improve focus and productivity by breaking work into intervals, typically 25 minutes long], separated by short breaks. **LEADERSHIP MODULE** LEADERSHIP STYLE - is the [specific manner or pattern of behavior that a leader consistently exhibits] LEADERSHIP APPROACH - a [broad framework or philosophy that guides a leader\'s overall perspective] and behavior in managing people and situations **STYLE VS APPROACH** Leadership style is how a leader behaves, while leadership approach is why a leader behaves. **SIGNIFICANCE** 1.Mission Success 2.Team Cohesion 3.Decision-Making 4.Ethical Leadership 5.Personal and Professional Development **CLASSICAL LEADERSHIP STYLES** [Focuses on control and direction and approaches team members hierarchically.] **AUTHORITARIAN** [This style is characterized by a high level of control and direction from the leader. Leaders make all the decisions] **DEMOCRATIC** [This style is characterized by a more collaborative approach to decision-making. Leaders involve team members] **LAISSEZ-FAIREfocu** [This style is characterized by a hands-off approach to leadership. Leaders give team members a great deal of autonomy and provide little direction.] **MODERN LEADERSHIP STYLES** [Focuses on motivation and inspiration] and approaches team members collaboratively. **TRANSACTIONAL** This style is characterized by leaders who focus on [exchanging rewards and punishments] to motivate their team members. Transactional leaders set clear expectations **SERVANT** This style is characterized by [leaders who focus on serving their team members and helping them to achieve their goals.] Servant leaders are humble, empathetic, and committed **TRANSFORMATIONAL** This style is characterized by [leaders who are able to inspire and motivate their team members to achieve great things.] Transformational leaders create a shared vision for the future **STYLES AND APPROACHES** **CLASSICAL LEADERSHIP APPROACHES** Focuses on personal characteristics, behaviors and specific situation. **TRAIT-BASED** This approach focuses on the personal traits and characteristics that make effective leaders. **BEHAVIORAL** This approach focuses on the specific behaviors that effective leaders exhibit. **CONTINGENCY/SITUATIONAL** This approach focuses on the importance of matching the leader\'s style to the situation. **MODERN LEADERSHIP APPROACHES** Focuses on genuineness, collaboration, and responsiveness. **AUTHENTIC** This approach focuses on the importance of being genuine and authentic as a leader. Authentic leaders are honest, transparent, and true to themselves. **SHARED** This approach focuses on the idea that leadership should be shared among team members. **ADAPTIVE** This approach focuses on the importance of being adaptable and responsive to change. **Emotional Intelligence in the Workplace** What is an emotion? -- subjective experiences that arise spontaneously and unconsciously in response to the environment around us. Physical reaction and feeling **HOW DO EMOTIONS AFFECT A PERSON?** Emotion has a substantial influence on the cognitive processes in humans, including perception, attention, learning, memory, reasoning, and problem solving. **What is Emotional Intelligence?** Ability to recognize and understand emotions Our IQ usually refers to our intellectual ability Our emotional quotient (EQ) generally refers to our ability to sense emotion in ourselves and in other people. SELF AWARENESS EI Competency Framework Self awareness - Understanding yourself. SELF MANAGEMENT - knowing how to manage your emotions and behaviors SOCIAL AWARENESS - ability to understand others RELATIONSHIP MANAGEMENT - how you manage relationship with others **The Military Organization** Military organizations have a hierarchical structure where authority and responsibility flow from higher ranking officers to lower-ranking officers and NCOs This structure is known as the chain of command This structure ensures clear lines of authority, accountability, and efficient decision making **Senior and Junior Officers Relationship** The relationship between senior and junior officers is hierarchical and mentorship based **Common Chain of Command Violations** bypassing their immediate superior junior officer attempting to give orders to individuals who are not under their direct command, Refusing to follow lawful orders Failing to report incidents, problems, or concerns through the established chain of command RANK Military personnel are assigned ranks based on their level of experience, skills, and responsibilities Position The specific role or position a senior military officer holds within the organization can greatly affect their authority **Expectations of Senior Officers to Junior Officers** Adherence to Chain of Command Junior officers are expected to respect and follow the established chain of command, Senior officers expect junior officers to possess a solid understanding of military tactics, Junior officers are expected to maintain a high level of physical fitness to meet the physical demands of military operations Senior officers expect junior officers to demonstrate discipline, obey orders promptly, and uphold military **Conflicts Between Senior and Junior Officers** **Generation Gap** Differences in age, experience, and perspectives can lead to conflicts between senior officers, who may have traditional or conservative views, and junior officers, who may have different ideas influenced by modern trends and technology **Authority and Autonomy** Junior officers may desire more autonomy in decision making and execution of tasks, which can clash with the senior officers\' desire to maintain control and exercise their authority **Promotions and Career Advancement** Competition for promotions and career advancement can create conflicts between senior and junior officers **Command Styles** Differences in leadership styles and approaches can lead to clashes between senior and junior officers, especially if there is a lack of effective communication and understanding of expectations Professional Competence Conflicts may arise if junior officers feel their skills and capabilities are not recognized **Ethical and Moral Issues** Disagreements related to ethical and moral decisions, such as adherence to human rights standards **Workload and Work Life Balance** Differences in workload expectations and work life balance can cause conflicts **Case Study Writing** The Art of Documenting Stories and Narratives Professionally and Academically A process or record of research in which detailed consideration is given to the development of a particular person, group, or situation over a period of time. The general purpose of a case study is to: Describe an individual situation Identify the key issues of the case Analyze the case using relevant theoretical concepts from your unit or discipline; Recommend a course of action for that particular case PARTS OF A CASE STUDY 1.Executive Summary 2.Background 3.Statement of the Problem 4.Analysis (Analytical Methods) ✓Facts ✓Assumptions ✓Possible COAs ✓Best COAs 5\. Conclusion 6\. Recommendations 7\. References **EXECUTIVE SUMMARY** Provides a concise overview of the entire document, allowing readers to quickly grasp the key points and findings without needing to read the full report. BACKGROUND Provides the necessary context for understanding the case study. It includes relevant historical information, the setting, and any significant events or developments that led to the current situation. STATEMENT OF THE PROBLEM Defines the main issue or challenge that the case study addresses. This section is crucial as it sets the focus for the analysis. ANALYSIS This section outlines the methodology and steps taken to analyze the problem. It includes gathering and examining data, considering different perspectives, and developing potential solutions. FACTS This sub-section presents all the relevant data and information that is TRUE about the case. ASSUMPTIONS Assumptions are the underlying beliefs or conditions that are taken as true for the purposes of the case study. **SWOT Analysis** **5 Whys Analysis** **Fishbone Diagram** **Problem Tree Analysis** POSSIBLE COAS (COURSES OF ACTION) This sub-section outlines all potential solutions or strategies to address the problem. BEST COA From the list of possible courses of action, this sub-section identifies the most viable options. CONCLUSION The conclusion summarizes the findings of the case study. It restates the problem, discusses the analysis, and highlights the key insights gained. RECOMMENDATIONS The recommendations section provides actionable suggestions based on the conclusions of the case study. **COACHING AND MENTORING** COACHING - Is a conversation, a dialogue, whereby a coach and a coachee interacts in a dynamic exchange to achieve goals, enhance performance and move the coachee forward to greater success. MENTORING - a relationship in which a more experienced colleague shares his greater knowledge to support the development of an inexperienced member of staff. **SITUATIONAL LEADERSHIP** Situational Leadership® means adapting your leadership style to each unique situation or task to meet the needs of the team or team members. The Situational Leadership model have four leadership styles. Each of these may be used, depending on the Performance Readiness of the team or team member performing a task. 1\. S1 -- TELLING 2\. S2-- SELLING 3\. S3 -- PARTICIPATING 4\. S4 -- DELEGATING S1 - TELLING Telling, or directing, is useful when a team or team member [requires close supervision and regular guidance.] S2 - SELLING Selling, or persuading, is [useful when a team or team member is unable but they are willing to perform the task.] S3 - PARTICIPATING Participating, or sharing, is [useful when a team or team member has the ability required to perform the task but lacks confidence or is unwilling.] S4 - DELEGATING This style is characterized by a [less involved, hands-off approach to leadership.] ELEMENTS OF SITUATIONAL LEADERSHIP **CONSIDER THE RELATIONSHIP** Leaders need to consider the relationship between the leaders and the members of the group. Social and interpersonal factors can play a role in determining which approach is best. **CONSIDER THE TASK** The leader needs to consider the task itself. Tasks can range from simple to complex, but the leader needs to have a clear idea of exactly what the task entails **CONSIDER THE LEVEL OF AUTHORITY** The level of authority the leader has over group members should also be considered. Some leaders have power conferred by the position itself, such as the capacity to fire, hire, reward, or reprimand subordinates. **CONSIDER THE LEVEL OF MATURITY** As the Hersey-Blanchard model suggests, leaders need to consider the level of maturity of each individual group member. The maturity level is a measure of an individual\'s ability to complete a task, as well as their willingness to complete the task. UNABLE AND INSECURE OR UNWILLING (RI) These are developing team [members who may not yet have the specific skill set required for a task, and are insecure or unwilling.] UNABLE BUT CONFIDENT OR WILLING (R2) These are team members [who may have some skills but not at the level required to be successful in performing a task.] They also aren't fully engaged in the mission. ABLE BUT INSECURE OR UNWILLING (R3) These team members are [highly skilled and sometimes have more expertise than the leader in their field. However, they may be experiencing a lack of confidence] ABLE AND CONFIDENT AND SECURE(R4) These developed team members [are highly skilled, often more so than the leader], and they have a high level of confidence and commitment. The leadership style that best supports this situation is delegation (S4). **QUALITIES OF A SITUATIONAL LEADER** **FLEXIBILITY** A situational leader pays close attention to the changing needs of the team, task, and organization. **ACTIVE LISTENER** To understand what's going on and meet their team's needs, a situational leader must leverage their active listening skills. **A CLEAR SENSE OF DIRECTION** Situational leaders must be effective at providing the level of support and direction team members need. **THE ABILITY TO ENCOURAGE PARTICIPATION** Situational leaders engage in behaviors that create psychological safety. They provide opportunities for team members to share their thoughts, experiences, and input. **COACHING SKILLS** To be most effective, situational leaders need to develop their ability to coach at a wide range of developmental levels. Filipino Leadership Context 1. Environmental Historical 2. Political Economic Social Security & Defense Evolving Contingencies Technological **PAF LEADERDEVELOPMENT FRAMEWORK** **AFP CORE VALUES** **Honor** - clear consciousness of personal dignity and self-worth **Service** - obedience to order and chain of command **Patriotism** - loyalty to Constitution, Country, and People **PAF CORE VALUES** Integrity - moral uprightness and incorruptibility Service above Self - duties and responsibilities over individual desires Teamwork - mutual cooperation and unity Excellence - non-stop desire for unceasing enhancement Professionalism - single-mindedly and decisively execute mandated mission, functions, and tasks **PILLARS OF LEADER DEVELOPMENT** Foundational/ Pre-entry Training Philippine Military Academy (PMA); Philippine Air Force Officer Candidate School (PAFOCS); Philippine Air Force Basic Military School (PAFBMS); and Reserve Officer Training Course (ROTC). Professional Military Education/ Career Courses BAFOC, SOC, GSC BNCOC, ANCOC, SMC CPBC, CPBSC, CPASC **Field and Operational Experience** **Other Institution Learning** -**Self-Directed Learning** Coaching and Mentoring -**DOMAINS OF LEADERSHIP** **LEVELS OF LEADERSHIP** **Foundational** \- knowing oneself, identify roles in the organization, have a clear vision and mission, become a follower and eventually a leader **Tactical** 1. direct application of leadership principles to attain defined tasks in realizing operational level objectives **Operational** -links the strategic and tactical Strategic \- shape the organization by shaping force structure, distributing resources, communicating mission and vision, and preparing for future goals **COMPETENCY LEVELS** **Basic** \- focused on learning and developing a foundational skill set **Proficient** \- performance of supervisory functions **Advanced** \- consistently able to assist, consult, assess and lead others in the application of a competency LEADERSHIP BASELINE **New Kind of Responsibility** **Create a Solid Foundation** Your Purpose as a leader - A starting point when defining your purpose is being clear on the contribution you want to make. Your Footprint as a leader - It is through your footprints that you have the opportunity to experience the actual value of your work as a leader. **The Choice of being a leader** The choice of being a leader will be quite a change for everyone.