NCOA Reflective Report

Before I came to Kisling Non-Commissioned Officer Academy (NCOA), I thought of myself as a good leader with certain traits and aspects. I believe that if I take care of my airmen, that they’ll take care of me by completing work orders, squadron objectives, or any future events without question. It wasn’t until I attended NCOA, that I was able to put concept names to the leadership traits that I had. For example, I would put aside my self-interest for the good of the work center because I wanted my guys to know that I have their best interest at heart. Which turns out to be part of transformational leader idealized influence. Showing them that I cared about their abilities or the different needs that they had also falls under transform consideration individualized consideration. I …show more content…
I believe that if the environment is a positive one, everything else like standards and mission focus will fall in line. Having a balanced work center climate allows my airmen to focus on the mission but at the same time we can take care of the people. Another concept that can help me keep the environment balanced is by not falling in the loyalty syndrome ethical trap. This allows me to put the regulations and rules first rather than always allowing my subordinates or peers break them. Having everyone in the work center being held accountable for their actions will further strengthen the balanced work center. To ensure that my subordinates or peers are being held accountable I can use the FAIR Way method. Giving feedback to the airmen can help them stay focus on the military rules and regulations. If they lose focus, I can assist them in finding that path again by communicating or disciplining depending on the issue. I can include my peers on the situation at hand so that everyone is on the same page with this airmen or Non-Commissioned Officer (NCO) not abiding by the rules. Lastly, respecting what everyone has to offer like their