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Air Education and Training Command. Mentoring: Foundation of the Enlisted Force. Leadership: Getting The Job Done. MSgt Ken Lewis 12 SFS 23 Aug 2002. MSgt Luis Adams 12 CES/CEOIEE. MSgt Jerry Chaplin AETC/LGMTS. I n t e g r i t y - S e r v i c e - E x c e l l e n c e. OVERVIEW.

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slide1

Air Education and Training Command

Mentoring:Foundation of the Enlisted Force

Leadership:Getting The Job Done

MSgt Ken Lewis

12 SFS

23 Aug 2002

MSgt Luis Adams 12 CES/CEOIEE

MSgt Jerry Chaplin AETC/LGMTS

I n t e g r i t y - S e r v i c e - E x c e l l e n c e

overview
OVERVIEW
  • LEADERSHIP KEYS
  • PERSONALITY OF A LEADER
  • LEADER’S INVENTORY
  • MENTORING KEYS
  • MENTORING LEVELS
  • FINDING A MENTOR
  • REASONS TO MENTOR
  • MENTEE DIFFERENCES
  • FINDING A MENTEE
  • SUGGESTIONS FOR MENTORING
  • MENTORING MISTAKES
  • MYTHS AND FEARS
  • MENTORING DEATH
  • CLARIFICATION AND INSTRUCTIONS
leadership keys
It will take a lifetime to learn and apply laws of leadership to your life

Focus time and energy on what makes a positive impact in the lives of people

Learn how to fail... successfully

Leadership is leadership; no matter where you go or what you do

Leadership is influence

Lead best by example

If you are leading and no one is following, you are only going for a walk

If it is lonely at the top, go back and get somebody

Focus on your strengths

Compensate for your weaknesses

Know what referral agencies and resources are available

LEADERSHIP KEYS
personality of a leader
LEADER

DUPLICATES

IS ORIGINAL

DEVELOPS

FOCUSES ON PEOPLE

TRUSTS

LONG RANGE PERSPECTIVE

KNOWS WHAT AND WHY

WATCHES THE HORIZON

ORIGINATES

CHALLENGES IT

HIS OWN PERSON

DOES THE RIGHT THING

MANAGER

ADMINISTERS

A COPY

MAINTAINS

FOCUSES ON SYSTEM/STRUCTURE

CONTROLS

SHORT RANGE VIEW

WANTS HOW AND WHEN

SEES ONLY THE BOTTOM LINE

IMITATES

ACCEPTS THE STATUS QUOE

FOLLOWS THE CROWD

DOES THINGS RIGHT

PERSONALITY OF A LEADER
leader s inventory
LEADER’S INVENTORY
  • Elements: (Critical attributes)
    • Mission: Primary task to perform
    • People: Those who perform the primary task
  • Traits: (Essential to effective leadership)
    • Foundation of distinguishing characteristics to approach
    • leadership situations
    • Integrity, Loyalty, Commitment, Energy, Decisiveness,
    • Selflessness
  • Style:(How you get people to perform)
    • Direct: Tell them to do the task
    • Sell/Coach: Convince them to do the task
    • Participate/Support: Do the task with them
    • Delegate: Have someone else do the task
leader s inventory6
LEADER’S INVENTORY
  • Methods: (Procedures, plans,or systems used)
    • Set goals
    • Provide training and technical guidance
    • Motivate subordinates
    • Reward and punish as needed
    • Maintain channels of communication
  • Principles: (Rules of conduct or ethical behavior)
    • Know yourself: personality, quirks, peeves, etc
    • Know your job: technical competency
    • Set a positive example: walk the talk
    • Accept responsibility: maturity
leader s inventory7
LEADER’S INVENTORY
  • Skills: (Talents and activities)
    • Develop a plan
    • Study leadership
    • Observe other leaders in action
    • Practice leadership
    • Evaluate and adapt your plan
  • Role Model: (What others see in you)
    • Commitment: devotion to duty
    • Integrity: Highest personal and professional standards
    • Mentorship: Counselor or guide
  • Power: (Your relationship with others)
    • Positional: Based on your position
    • Personal: Respect, admiration
leadership and mentorship
LEADERSHIP AND MENTORSHIP

Bridge the gap. Leadership and Mentorship are cousins.

Mentoring can reduce the probability of leadership failure, provide needed accountability, and empower a responsive, potential laborer.

mentoring keys
MENTORING KEYS
  • Mentoring is a relational experience through
  • which one person empowers another by
  • sharing God-given resources Paul Stanley and Robert Clinton, Connection
  • Mentoring is a positive dynamic that enables
  • people to develop potential
    • Is a key to retaining airmen
    • Take a genuine interest in the success of
    • our people
    • It comes from the heart
    • Map out a career path
mentoring levels
MENTORING LEVELS

LEVEL ONE - Impression

(Least Effective)

The leader impresses the followers

  • Little or no relationship
  • Requires only the WILL of the leader
  • Leader must WANT to leave an

impression

mentoring levels11
MENTORING LEVELS

LEVEL TWO - Influence

(Possibly Effective)

The leader influences the followers

  • Some relationship with the followers
  • Requires the WILL of the follower
  • Follower must WANT to be influenced
mentoring levels12
MENTORING LEVELS

LEVEL THREE - Impact

(Most Effective)

  • The leader impacts the followers
  • Requires an intimate RELATIONSHIP
  • Requires the WILL of both
  • Agree to accountability and growth
finding a mentor
FINDING A MENTOR

Are they:

  • Objective, lovingly honest, and balanced source

of feedback for questions?

  • Open and transparent with their own struggles?
  • Modeling their teachings?
  • Chief cheerleader or chief critic?
  • Teaching AND answering questions?
  • Successful in your eyes?
  • Open to two-way communication/learning?
  • Want to see you develop and succeed?
slide14

REASONS TO MENTOR

  • Instill values in your mentees
  • Develop their leadership skills
  • Open their minds to greater possibilities
  • Increase their self-image through your willingness to invest time
  • Counsel them on life’s critical issues
slide15

REASONS TO MENTOR

  • Encourage service and a giving mentality (you model this by mentoring)
  • Decrease self-centeredness (for all involved)
  • Strengthen your relationship
  • Increase value of your life by leaving a legacy
  • Paul and Timothy vs. Saul and David
slide16

MENTEE DIFFERENCES

WOMEN

  • Feelings
  • Relationships
  • Talking
  • Detail
  • Empathy
  • Holistic

MEN

  • Thinking
  • Results
  • Doing
  • Big Picture
  • Problem Solving
  • Categorical

Knowing this information may help improve 80% of the mishaps incur as you meet with the same sex.

finding a mentee
FINDING A MENTEE
  • Can you believe 100% in this person?
  • Do you naturally enjoy talking with them?
  • Will you be able to give without reservation?
  • Will you love them as a brother or sister?
  • Do you admire their potential as a leader?
  • Is this person teachable…eager to learn?
  • Does this person admire you?
  • Is this person self-motivated even though

not always confident?

slide18

SUGGESTIONS FOR MENTORING

  • Focus on your mentees--be specific for them
  • Try to make the sessions as interesting as possible for your mentees, but don’t be surprised or discouraged if they don’t communicate great excitement
  • If teaching, read at least a week ahead--that will give you time to digest the material and focus on current situations that could be useful
  • Prepare in advance--some optional experiences will require planning
  • Think through each session before it begins
slide19

SUGGESTIONS FOR MENTORING

  • Let your mentees discover as much as possible through questions and discussion as opposed to merely “telling” them everything
  • If your schedule require missing a session, reschedule as soon as possible--show mentees you value the time together
  • A casual atmosphere is a good idea-over a meal
  • Meeting times will vary--start and end on time

--punctuality is a strong leadership value

  • Maintain confidentiality with things your mentees say

--you might be surprised at their sensitivity to hearing their remarks surface from some other source--if you have multiple mentees, encourage them to keep confidence as well

slide20

MENTORING MISTAKES

  • Failure to start
  • Thinking they must be a master of principles before they can share them
  • Unwillingness to make mentoring a high priority so time is not regularly scheduled
  • Thinking sessions must occur in a formal or academic setting
  • Failure to think specifically about their mentees
slide21

MENTORING MISTAKES

  • Using parental authority in a heavy-handed way when mentoring their own children
  • Unwillingness to be transparent and vulnerable
  • Making the session longer than interest span of their mentees
  • Turning the session into a lecture or a sermon rather than a quality exchange
  • Expecting to see immediate and/or unrealistic changes in their mentees
slide22

MENTORING MYTHS & FEARS

1. I do not have; time, ability, etc

2. I am too; old, busy, etc

3. I have to be; perfect, more organized

4. I do not have the right; personality, gifts

5. I do not have enough; money, know-how

6. I am afraid that; no one would want me

7. As a mentor I must be able to;

teach, understand the next generation…

slide23

MENTORING DEATH

  • Talk over you head or out of you league--if you do not know, admit it and refer the question or situation
  • Inappropriate Relationships
  • Secret rendezvous
  • Opposite sex
  • Your agenda, not theirs
slide24

CLARIFICATIONS AND INSTRUCTIONS

  • Use a wide variety of options to keep experiences fresh and exciting
  • Feelings of fear and inadequacy are normal, learn together
  • The best mentoring relies heavily on the natural relationship and exchange between mentor and mentee
  • When mentoring more than one person at a time, assure sessions are equally valid either for single or multiple mentees
  • If you mentor more than one, forming groups similar in age and interests may help
slide25

CLARIFICATIONS AND INSTRUCTIONS

  • “Ancient Wisdom” has a place--let the Word do the work
  • Personal experiences are valuable and better than reading other’s successes
  • Be willing to admit past mistakes and lessons learned--knowledge NOT experience is the best way to learn
  • Encourage mentees that mistakes are not the end, they are steps to growth
  • Be accountable for everything you do and say
summary
SUMMARY
  • LEADERSHIP KEYS
  • PERSONALITY OF A LEADER
  • LEADER’S INVENTORY
  • MENTORING KEYS
  • MENTORING LEVELS
  • FINDING A MENTOR
  • REASONS TO MENTOR
  • MENTEE DIFFERENCES
  • FINDING A MENTEE
  • SUGGESTIONS FOR MENTORING
  • MENTORING MISTAKES
  • MYTHS AND FEARS
  • MENTORING DEATH
  • CLARIFICATION AND INSTRUCTIONS
the end
THE END

… or just the beginning?