UNCLASSIFIED Air Education and Training Command Sustaining the Combat Capability of America’s Air Force Holm Center Training Manual (ATM) Integrity - Service - Excellence UNCLASSIFIED Overview • Rationale • Mutual Respect • Five Principles of Mutual Respect 2 Rationale • The HCTM is the Commander’s definition of how all supervision and training is conducted in AFROTC and serves as a set of guidelines for behavior that apply in working with a subordinate. • Purpose: strengthen mutual respect between supervisor and subordinate • “Beginning-to-end” approach to developing a successful environment for leadership. • The HCTM is not a “cookbook”; you are not guaranteed success as a leader if you follow its ideas in proper sequence. 3 Mutual Respect • Respect given out, as well as received • It is important to understand how to gain and provide mutual respect • There are two ways of showing respect: • Commitment or loyalty (Moral authority) • Fear or obligation (Legal authority) 4 Mutual Respect • Guidelines for earning mutual respect – DO THIS • Set the example • Avoid sarcasm • No profanity • Consistent corrections • Be serious • Inappropriate Training – DON’T DO THIS • Physical maltreatment • Physical contact • Verbal maltreatment • Maltraining 5 Five Principles of Mutual Respect GROWTH CONSEQUENCES FEEDBACK SKILLS EXPECTATIONS 6 Five Principles of Mutual Respect EXPECTATIONS 7 How to Set & Meet Expectations • Supervisor’s Responsiblities: • • • • • Introduce Yourself Clearly state your position Give and receive feedback Show your commitment to the program Explain the rationale behind the task and be POSITIVE! • Subordinate’s Responsibilities: • Recognize and respect authority • Comply with standards which the supervisor will enforce • Provide maximum effort 8 Five Principles of Mutual Respect SKILLS EXPECTATIONS 9 Skills • Modeling Techniques • Leading by example • Show them, don’t tell them • Supervisors…play to your subordinate’s skills • Develop their weak areas 10 Five Principles of Mutual Respect FEEDBACK SKILLS EXPECTATIONS 11 Feedback • Essential in leadership development • Is both positive and negative • Must be continuous • Can be formal or informal • Is very important during growth • Impacts future performance • Impacts self-esteem • Takes a lot of effort from you 12 Rules For Feedback • Immediate Feedback • As soon as realistically possible • No labeling • “Wimp”, “dirtbag”, “geek”….NOT OKAY • Proper person • Don’t lump subordinates together or generalize • Uniquely specific • The more specific, the more likely the positive change... • Talk about the behavior • Put emotions aside and address the behavior • + • Always end on a positive note (even if the feedback was negative) 13 Five Principles of Mutual Respect CONSEQUENCES FEEDBACK SKILLS EXPECTATIONS 14 How to Apply Consequences • Immediate • Consistent • Consequence tied to behavior • Progressive build-up • Meaningful to the subordinate 15 Five Principles of Mutual Respect GROWTH CONSEQUENCES FEEDBACK SKILLS EXPECTATIONS 16 How to Promote Growth • Build subordinate’s self-esteem levels…How? • • • • Positive feedback Public praise Success opportunities Focusing on strengths • Don’t decrease self-esteem…Avoid: • • • • Comparing to peers Setting up for failure Labeling Public ridicule 17 “The Air Force’s real strength lies in its people. The mission is not done by machines, it is done by people. The best weapons are of little value without trained and motivated people to operate and support them. Those of us in leadership positions have a special responsibility to develop and support the high quality people who will lead the Air Force in the 21st century.” ~ General Charles Gabriel 18 Summary • Rationale • Mutual Respect • Five Principles of Mutual Respect 19 Sustaining the Combat Capability of America’s Air Force QUESTIONS? Integrity - Service - Excellence