Thus leadership is:Leading people

Influencing people Commanding people Guiding people

Justice Judgment Dependability Initiative Decisiveness Tact Integrity Enthusiasm Bearing Unselfishness Courage Knowledge Loyalty Endurance

I want both of you to. . .

In an autocratic leadership style, the person in charge has total authority and control over decision making. By virtue of their position and job responsibilities, they not only control the efforts of the team, but monitor them for completion often under close scrutiny

Good fits for Autocratic Leadership: Military Manufacturing Construction

Let's work together to solve this. . .

The democratic leadership style is a very open and collegial style of running a team. Ideas move freely amongst the group and are discussed openly. Everyone is given a seat at the table, and discussion is relatively free-flowing.

You two take care of the problem while I go. . .

Leadership style where subordinates are not directly supervised and instead must function on own and prove their worth through accomplishments. No specific supervisory criteria must be met

Leader
You must have an honest understanding of who you are, what you know, and what you can do. Also, note that it is the followers, not the leader or someone else who determines if the leader is successful. If they do not trust or lack confidence in their leader, then they will be uninspired. To be successful you have to convince your followers, not yourself or your superiors, that you are worthy of being followed.

Followers
Different people require different styles of leadership. For example, a new hire requires more supervision than an experienced employee. A person who lacks motivation requires a different approach than one with a high degree of motivation. You must know your people!

Communication
You lead through two-way communication. Much of it is nonverbal.

Situation All situations are different. What you do in one situation will not always work in another. You must use your judgment to decide the best course of action and the leadership style needed for each situation.

BE KNOW DO
BE a professional. Examples: Be loyal to the organization, perform selfless service, take personal responsibility. BE a professional who possess good character traits. Examples: Honesty, competence, candor, commitment, integrity, courage, straightforwardness, imagination. KNOW the four factors of leadership follower, leader, communication, situation. KNOW yourself. Examples: strengths and weakness of your character, knowledge, and skills. KNOW human nature. Examples: Human needs, emotions, and how people respond to stress. KNOW your job. Examples: be proficient and be able to train others in their tasks. KNOW your organization. Examples: where to go for help, its climate and culture, who the unofficial leaders are. DO provide direction. Examples: goal setting, problem solving, decision making, planning. DO implement. Examples: communicating, coordinating, supervising, evaluating. DO motivate. Examples: develop morale and esprit de corps in the organization, train, coach, counsel.

This self-survey will provide you with feedback as to your feelings of leading others. Rate yourself on a scale of 1 to 5, with 5 being a definite YES and 1 being a definite NO. Be honest about your answers as this survey is only for you own self-assessment. Circle the number which you feel most closely represents your feelings about the task: NO YES - 1 2 3 4 5 - I enjoy working on teams.

- 1 2 3 4 5 - I am able to speak clearly to others.

- 1 2 3 4 5 - I enjoy relating to others on an interpersonal basis. - 1 2 3 4 5 - I am good at planning. - 1 2 3 4 5 - I can interpret rules and regulations. - 1 2 3 4 5 - I feel comfortable asking others for advice. - 1 2 3 4 5 - I enjoy collecting and analyzing data.

NO YES - 1 2 3 4 5 - I am good at solving problems.

- 1 2 3 4 5 - I am comfortable writing memos to others. - 1 2 3 4 5 - I can delegate work to others. - 1 2 3 4 5 - I am effective at handling employee complaints. - 1 2 3 4 5 - Giving directions is comfortable for me.

- 1 2 3 4 5 - I know how to develop goals and carry them out.

- 1 2 3 4 5 - I am comfortable at implementing new techniques. - 1 2 3 4 5 - I enjoy appraising performance and giving feedback. - 1 2 3 4 5 - If I made an mistake, I would admit it and correct it. - 1 2 3 4 5 - I am able to resolve conflict in the workplace.

NO YES - 1 2 3 4 5 - I believe in diversity in the workplace.

- 1 - 1 2 3 2 3 4 4 5 5 - I thrive on change. - One of my greatest desires is to become a leader.

Scoring Score the survey by adding the numbers that you circled: ________ A score of fifty or higher indicates a desire to become a leader and a perceived ability to perform the tasks required of a leader.

A score of fifty or less indicators a general dislike of wanting to become a leader or a perceived inability to perform the tasks required of a leader.

Steps for Conducting the AAR

An AAR may be formal or informal. Both follow the same format and involve the exchange of observations and ideas. However, formal ones are normally more structured and require planning. While informal ones are conducted anywhere, anytime, in order to provide quick learning lessons.