Diagnosing The Readiness And Ripeness Model

I pride myself on being a good leader and moving my team forward in accomplishing the mission. However, often times I lose sight of the people and focus solely on the mission. As a leader I have to be able to recognize my teams coping behaviors in order to apply the appropriate stress management strategie. Also it’s essential that I diagnosis the situation to understand what level they're at in the contemporary motivation model to move them forward. Lastly, my ability as a leader hinders on my effective conflict resolution skills by employing the readiness and ripeness concept. My leadership type falls under the transactional leader behavior more specific management by exception active style. I’m very task oriented and believe policies …show more content…
During year three and four I plan on honing my diagnosing, and readiness and ripeness skills. As noncommissioned officers (NCOs) a lot of the time meetings over unit decisions become problematic resulting in a stand still. Using the readiness and ripeness concept I’ll have the ability to move decisions forward as well as managing a positive relationship with my peers. Also it alleviates my supervisor from using positional power; which causes backlash amongst the NCO’s and decreases unit effectiveness. Furthermore using the diagnosing concept I’ll be able to assess situations and provide insight to my peers and supervisor for future changes that not only benefit the unit but the Air Force. I want my peers and supervisor to able to depend on me to lead the organization forward in change and be perceived as a leader that motivates and inspires positive change, not just execute it. As a transformational leader using readiness and ripeness along with diagnosing I’ll maintain transparency, seek constructive feedback, and take ownership of my actions and decisions. Therefore my character and credibility amongst my peers and supervisor will be respected. During the last year of my five year plan I expect to have developed the four I’s of the transformational leader. I’ll be a role model setting the example with my character and exemplifying the core values while using readiness and ripeness for idealized influence. Inspire motivation using the contemporary motivation model to help my team achieve greater accomplishments and gain a sense of personal satisfaction. Instill intellectual stimulation by using the diagnosing concept and challenging my team to be innovative and creative for future improvements. Lastly, by understanding coping behaviors and using appropriate stress management strategies to personalize my mentorship and development of my team increase effectiveness through