NCO Academy Course 15 Set B Vol 1/2

Terms in this set (346)

NCOs with emotional flexibility have the ability to change their approach to dealing with their own and others' emotions. An emotionally flexible leader is comfortable with the process of transition, including the grieving, complaining, and resistance. The following methods help develop and improve emotional flexibility.
Support systems: Look to mentors, friends, supervisors or trusted peers, family members, and others to serve as your support system in times of change. Encourage subordinates to do the same.
Feedback: Provide prompt feedback, both positive and negative, to employees. This gives you practice in dealing with the emotional reactions of others while facing your own emotions, or resistance, or both. Remember to always be specific and avoid using vague responses, not giving an answer or feedback in many cases IS STILL FEEDBACK!
Decisiveness: When faced with a tough decision such as implementing an unpopular decision (change), be clear, make decisions, and act decisively. Doing it may be difficult, but doing otherwise harms the organization and avoids reality.
Avoid bulldozing change: Effectively manage others' resistance to change by explaining, answering questions, and patiently listening to concerns.
Motivation: Find ways to motivate. Consistently interact with staff in a way that is motivating and encouraging.
Triage: Confront problem employees. Move quickly to address them. Otherwise, you hurt morale, foster resentment, and stifle change.
Listen: Learn to use effective listening skills to gain clarification from others. This helps identify resistance and concerns while modeling preferred behavior.
Collaborate: Involve others in the beginning stages of an initiative. This way you are more likely to take into account other people's concerns, as well as their ideas. It also helps gain their commitment.
Change your approach: Get comfortable using a broad range of methods and techniques so that you can adjust your style to changing situations.
Face reality: Adapt to changing situations with realism, openness, and optimism.
The following methods are ways you can develop or improve dispositional flexibility:
Be genuine: Leading change by example requires honesty and authenticity. Understand your own reaction to change so that you can be straightforward with others.
Accept change as positive: Find ways to see the benefits of change, not just for the organization, but also for yourself, your coworkers, and subordinates.
Adapt your plans: Accept that you cannot know or control everything. Be prepared to shift according to changing external pressures or internal dynamics.
Cast a wide net: Involve key people in the design and implementation of change. This requires building good networks and relationships as a matter of course.
Rehearse: Give yourself a chance to practice new skills and new behaviors, or to learn about a new situation. Rehearsing can quickly make the unfamiliar familiar.
Immerse yourself in the new environment: Jump right in and meet the people and learn the ropes in a new situation. Join activities, take a tour, and invite people for lunch or coffee.
Be a mentor or coach: Make it a practice to mentor and teach employees. This allows you to set clear expectations and guide employees in how to meet those expectations. It also provides a venue in which to deal effectively with resistant employees.
Pay attention to life beyond work: Shifting between work, family, and other interests and obligations is a form of adaptability. Attend to life and work issues, and use the interaction as opportunities to practice flexibility.
Seek feedback: Keep a clear perspective on what you are doing. Find ways to receive feedback (both positive and negative) from a variety of sources.
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