leadership roles by ssgt burns. chesty puller rank structure a set chain of command that provides...
TRANSCRIPT
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LEADERSHIP ROLES
BY SSGT BURNS
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CHESTY PULLER
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RANK STRUCTURE
• A SET CHAIN OF COMMAND THAT PROVIDES THE WHO IS IN CHARGE STRUCTURE REQUIRED TO GET THINGS DONE
• INDIVIDUAL AUTHORITY THAT ALLOWS AUTHORITY TO BE GIVEN TO INDIVIDUALS AT THE ORGANIZATIONAL LEVEL WHICH GETS THINGS GOING AND THINGS DONE
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• STANDARDIZED ORGANIZATIONAL STRUCTURE THAT PROVIDES A SET OR BASE ORGANIZATION THAT ALLOWS PERSONNEL TO MOVE FROM BILLET TO BILLET
• LINES OF COMMUNICATION THAT ESTABLISHES THE WHO NEEDS TO KNOW FOR THE DECISION MAKING PROCESS IN THE CHAIN OF COMMAND
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• DECENTRALIZED EXECUTION THAT ALLOWS EXECUTION OF ORDERS AT THE LOWEST ORGANIZATIONAL LEVEL DIRECTLY AFFECTED BY THE DECISION/ACTION
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ROLE
• THE TWO MAJOR ROLES THAT A MARINE IS EXPECTED TO FULFILL ARE INSTITUTIONAL ( HIS ROLE AS A MARINE PROFESSIONAL) AND ORGANIZATIONAL ( HOW HE FUNCTIONS IN HIS ROLE IN HIS UNIT)
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INSTITUTIONAL ROLE
• AN AMERICAN FIGHTING MAN IN THE CORPS
• A MARINE SERVING IN HIS ROLE AS EITHER AN ENLISTED MAN OR OFFICER
• A MARINE SERVING IN HIS SPECIFIC RANK
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• A MARINE SERVING IN HIS MOS
• A MARINE SERVING AS A ROLE MODEL—AS AN EXAMPLE FOR OTHER COMBINING ALL OF THE ABOVE
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• THE LEADERSHIP TRAITS AND PRINCIPLES ARE EXAMPLES OF INSTITUTIONAL BEHAVIORAL IDEALS AND GOALS FOR MARINES
• SERVICE TO COUNTRY THOUGH MISSION ACCOMPLISHMENT
• TO BE BE PREPARED TO INFLICT DEATH OR INJURY TO AN ENEMY DURING WAR
• ADHERENCE TO THE CODE OF CONDUCT
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ORGANIZATIONAL ROLE
• THESE ROLES INCLUDE ADDITIONAL EXPECTED BEHAVIOR THAT GOES WITH A SPECIFIC UNIT, SUCH AS A MEMBER OF A DISBURSING BRANCH, RECONNAISANCE BATTALION, OR AN AVIATION MAINTENENANCE SECTION
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• ENABLE THE INDIVIDUAL TO IDENTIFY WITH THE UNIT
• SET THE ORGANIZATION APART AND GIVE IT A SPECIAL NATURE
• MAY REQUIRE THE INDIVIDUAL TO ADOPT SPECIAL CUSTOMS, A DIFFERENT MANNOR OF DRESS, AND A GENERAL PERSONALITY CHARACTERISTIC
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AFFECTS ON YOUR ROLE
• YOUR UNDERSTANDING OF WHAT ROLE YOU SHOULD PLAY
• YOUR SUBORDINATES EXPECTATIONS
• YOUR INSTITUTIONAL AND ORGANIZATIONAL ROLES
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SUBORDINATES EXPECTATIONS
• HONEST, JUST AND FAIR TREATMENT
• A CLIMATE OF TRUST AND CONFIDENCE
• LOYALTY
• THE BEST IN LEADERSHIP
• DEMANDS ON THEM COMMENSURATE WITH THEIR CAPABILITIES
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LEADERS EXPECTATIONS
• BE RESPONSIBLE AND USE INITIATIVE
• DISPLAY LOYAL BEHAVIOR TO SENIORS, OBEDIENT SERVICE TO SENIORS’ ORDERS
• USE THEIR ABILITIES FOR THE GOOD OF THE MISSION
• TAKE ACTION EVEN THOUGH COMPLETE INFORMATION MAY NOT BE AVAILABLE
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READ APPENDIX A
THE STRATEGIC CORPORAL:
LEADERSHIP IN THE THREE BLOCK WAR
BY GEN CHARLES C. KRULAK
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INTERRELATIONSHIPS OF THE LEADERSHIP RANK
STRUCTURE• OUR DAY-TO-DAY CONTACT WITH
ONE ANOTHER AS PROFESSIONAL MARINES CROSSES BOTH UNIT AND ORGANIZATIONAL BOUNDARIES AND INCLUDES DIRECT AND INDIRECT CONTACT DURING BUSINESS, SOCIAL, OR OTHER NON-SOCIAL ACTIVITIES
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THE FUNCTION AND INTERACTION OF MARINES
• THE PRIMARY INTERRELATIONSHIP IS BASED ON YOUR ORGANIZATIONAL ROLE
• WITHIN THIS ROLE YOU ARE A SENIOR, A PEER, AND A SUBORDINATE
• EFFECTIVENESS OF THESE ROLES IS THE RESULT OF YOUR ABILITY TO FUNCTION AS A LINK IN THE CHAIN OF COMMAND
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• AS A SUBORDINATE YOU PROVIDE COMMUNICATION DOWN TO YOUR SUBORDINATES ON UNIT GOALS AND OBJECTIVES, DISSEMINATE INFORMATION ON POLICIES, AND INTERPRET CHANGES
• AS THE SENIOR YOU PROVIDE COMMUNICATION UPWARD TO SENIORS ON YOUR SUBORDINATES’ REQUIREMENTS FOR RESOURCES TO ACCOMPLISH THEIR MISSION, THEIR GOALS, AND THEIR WELFARE
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IMPACT FOR INDIVIDUAL RESPONSIBILITY FAILURE
• HE LOSES HIS CREDIBILITY• HIS OVERALL PRESTIGE, RESPECT, TRUST,
AND CONFIDENCE AND THAT OF THE MARINE CORPS IS DAMAGED
• HE SETS A POOR EXAMPLE FOR SENIORS, PEERS, AND SUBORDINATES
• HIS FAILURE MAY REINFORE LOWER STANDARDS
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FAILURE IN THE ORGANIZATIONAL ROLE
• HE MAY BEGUILTY OF ALL THOSE ITEMS PREVIOUSLY LISTED UNDER INSTITUTIONAL ROLE
• HE MAY DISRUPT THE NORMAL FUNCTIONING OF THE CHAIN OF COMMAND AND COMMUNICATION FLOW.
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• TO SOME DEGREE ALL MARINES ARE INVLVED IN PLANNING, ORGANIZING, COORDINATING, DIRECTING, AND CONTROLLING
• HARDEST THING TO UNDERSTAND IS HOW WE FIT INTO THE SYSTEM AND WHAT ARE OUR ACTUALL DUTIES AND RESPONSIBILITIES
• WHAT IS EXPECTED OF ME
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TASK AND DUTIES(OFFICERS)
• GENERAL OFFICERS- PROVIDE LONG RANGE GOALS AND OBJECTIVES, GENERAL GUIDANCE, AND ACQUIRE THE RESOURCES NECESSARY TO ACCOMPLISH THEM
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• FIELD GRADE OFFICERS – DEVELOP THE PLANS AND POLICIES TO ACHIEVE THE GOALS AND OBJECTIVES WITHIN THE GUIDANCE, ASSIGN MISSIONS TO UNITS, AND ALLOCATE THE RESOURCES
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• COMPANY GRADE OFFICERS- IMPLEMENT AND EXECUTE THE PLANS AND THEIR ASSIGNED MISSION TO ACCOMPLISH THE GOALS AND OBJECTIVES UTILIZING THE RESOURCES PROVIDED
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• OFFICERS EXERCISE COMMAND
• ARE ACCOUNTABLE FOR MISSION ACCOMPLISHMENT
• ACCOUNTABLE FOR UNIT READINESS AND PERFORMANCE
• SET STANDARDS FOR UNIT PERFORMANCE
• DELEGATE AUTHORITY
• ADMINISTER PUNISHMENT UNDER THE UCMJ
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• ARE RESPONSIBLE FOR THE DEVELOPMENT AND TRAINING OF OFFICERS, SNCO’S, AND NCO SUBORDINATES
• ESTABLISH AND MAINTAIN PROFESSIONAL STANDARDS FOR THE OFFICER CORPS
• EXPECTED TO SUPPORT SUBORDINATES
• RESPONSIBLE FOR THE PROMOTION SYSTEM FOR ALL MARINES
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TASKS AND DUTIES(NCO’S)
• THE COMPLEMENTARY RELATIONSHIP AND MUTUAL RESPECT BETWEEN THE COMMISSIONED OFFICERS AND NONCOMMISSIONED OFFICER IS BASED ON TRADITIONAL, FUNCTIONAL, AND LEGAL REASONS
• MANY TASKS AND DUTIES ARE OVERLAPPING AND MUST BE SHARED TO SOME DEGREE.
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• NCO’S TRAIN SUBORDINATES IN THEIR MOS AND BASIC MILITARY SKILLS
• ACCOUNTABLE FOR THE ACTIONS OF THEIR MEN
• ENFORCE STANDARDS• ENSURE SUPERVISION• ASSIST IN PERSONAL AND PROFESSIONAL
DEVELOPMENT• PROVIDE COMMUNICATION LINK
BETWEEN THE INDIVIDUAL AND ORGANIZATION
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• PLAN AND CONDUCT THE ROUTINE AND DAY-TO-DAY UNIT OPERATION WITHIN THE GUIDELINES ESTABLISHED
• MAINTAIN APPEARANCE AND CONDITION OF UNIT BILLETING
• MAINTAIN READINESS, SERVICEABILITY, AND ACCOUNTABILITY
• SUPPORT AND FOLLOW POLICIES ESTABLISHED
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ROLES AND RESPONSIBILITES
(PEERS)• SUPPORT AND HELP EACH OTHER
• COMPETE IN SPIRIT OF ENHANCING ESPIRT AND MISSION ACCOMPLISHMENT
• EXERT A POSITIVE INFLUENCE ON YOUR COMMRADES
• SET A GOOD EXAMPLE
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MAINTAIN PROFESSIONAL WORKING RELATIONSHIPS
BETWEEN RANKS• UNDERSTAND YOUR ROLE• KNOW THE ROLES OF SENIORS, PEERS
AND SUBORDINATES• ENSURE YOUR SUBORDINATES KNOW
AND UNDERSTAND THEIR ROLES AND THE ROLES AROUND THEM
• GIVE THEM THE NECESSARY RESOURCES AND FREEDOM OF ACTION
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• INSIST THAT THEY ACCOMPLISH THEIR ASSIGNED DUTIES
• ADHERE TO THE STANDARDS OF THE CORPS AND REQUIRE ALL OTHERS TO DO THE SAME
• DELEGATE THE NECESSARY AUTHORITY FOR SUBORDINATES TO ACCOMPLISH THEIR GOALS
• PROVIDE SUBORDINATES WITH FEEDBACK ON HOW WELL THEIR DOING
• PRAISE IN PUBLIC, SCORN IN PRIVATE• MAINTAIN OPEN COMMUNICATION LINES
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QUESTIONS