Org. Climate
Long-term, ingrained ideologies, values, and norms.
Foundational beliefs and established traditions.
Example: ALWAYS WITH HONOR
Organizational Culture
-Focuses on the present
-Defines the organization's purpose and what it does
-Answers the "what" and "who"
-Guides daily operations and decision-making
Mission Statement
4 stages of team growth
Forming
Storming
Norming
Performing
Know WHY the expectations are being set.
Understand the importance
-Absence of action or leadership; avoids making decisions.
-Disconnected from the mission and fails to follow up.
-Does not develop subordinates.
-An approach of non-leadership that should be avoided.
Laissez-Faire (The "Hands-Off" Leader)
Short-term, adjustable attitudes and perceptions.
Current moods, feelings, and a product of the culture.
Example: How personnel currently and collectively feel about wearing those reflective belts within the dorms in PTU.
Organizational Climate
-Focuses on the future
-Describes the organization's long-term aspirations
-Answers the "why" and "how"
-Provides inspiration, hope, and a sense of direction
Vision Statement
Team members determine their roles and transition from individual to member status.
Forming
Recognize it's a continuous cycle: establish, observe performance, and adjust expectations as needed.
Know When and Where
-Focuses on exchanges between leaders and followers.
-Seeks to maintain stability and achieve goals through a system of rewards and corrective actions.
Includes three behaviors:
-Contingent Reward (CR)
-Management by Exception-Active (MBE-A)
-Management by Exception-Passive (MBE-P)
Transactional Leadership
Safeguard troops from harm, eliminate hazards, control risks through proper training and safety protocols.
SWOT
Strengths, Weaknesses, Opportunities, Threats.
Conflict arises as members resist collaboration and argue over team actions; this is the most difficult stage.
Storming
Ensure expectations are simple and easily understood; know what your own boss expects first.
Link your expectations to those of senior leadership and the overall mission.
Include the team in the process, set achievable goals, maintain a positive tone, and show trust to foster ownership.
Plan how to monitor activities by outlining steps, setting milestones, tracking progress, and capturing results.
Communicate Clearly
Help Subordinates Connect
Seek Buy-In
Track Progress
-Involves creating personal relationships to motivate and inspire followers.
-Attentive to follower's needs, helps them reach their fullest potential.
Includes four behaviors:
-Idealized Influence (II)
-Inspirational Motivation (IM)
-Intellectual Stimulation (IS)
-Individual Consideration (IC)
Transformational Leadership
Foster respect, openness, and trust; encourage calculated risks without fear of failure or harsh repercussions.
Uphold a "zero tolerance" policy for harassment and sexual assault.
Emotional Safety
Describe techniques for encouraging continued action towards a vision.
Articulate the Vision
Get Their Attention & Frame Meaning
Enable Action
Reinforce Action & Celebrate Success
Cohesiveness and commitment are established, conflict is reduced, and team norms are set.
The team becomes proficient, solves problems, and members accept each other's strengths and weaknesses.
Norming
Performing
Summarize the guidelines for establishing expectations
-Understand Importance
-Know When & Where
-Communicate Clearly
-Help Subordinates Connect
-Seek Buy-In
-Track Progress
Sets expectations and provides rewards when they are met.
Constantly monitors for deviations from standards and corrects them immediately.
Waits for problems to arise before intervening.
CR
MBE-A
MBE-P
Describe how to positively change an organizational climate.
Address Your Unit
Inspire Action
Focus on the Little Things
A strategic planning tool to identify priorities and make decisions.
-Reveals positive forces to leverage and potential problems to address.
-Assesses internal factors (Strengths, Weaknesses) and external factors (Opportunities, Threats).
-Helps prioritize initiatives and allocate resources effectively.
Provides a foundation for creating a tangible action plan.
SWOT Purpose
SWOT Function
Describe leader and follower actions that contribute to effective teams.
Forming Stage ("Director")
Storming Stage ("Coach")
Norming Stage ("Collaborator")
Performing Stage ("Visionary")
Describe the importance of establishing expectations
Identify Goals: To clarify objectives for the team.
Provide Roadmap
Link to Mission
Reduce Stress
Foster Connection
Drive Success
Acts as a positive role model; "walking the talk".
Inspires and motivates with a shared vision; "talking the talk".
Stimulates creative thinking and challenges old ways of doing things.
Acts as a coach or mentor, focusing on subordinate development.
II
IM
IS
IC