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How To Write A Reflective Essay On Coast Guard

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The five weeks I spent at Chief Petty Officer Academy (CPOA) have been very beneficial for me. I reviewed many publications which placed the Coast Guard’s future focus into prospective and the curriculum kept my interest the entire time. The three classes that resonated with me the most were Facilitative Leadership, Diversity & Leadership, and Coaching & Counseling because they brought out a deeper understanding of tools I was missing in my leadership style. I know by refining these leadership techniques, I will become a better leader for my unit and The United States Coast Guard. The first leadership class that resonated with me was facilitative leadership. In the facilitative leadership class, I learned how to maximize the collective intelligence of individuals in a group to determine the correct course of action by developing a template for action, and then in taking the steps formulated for progress. I will implement this tool in my morale meetings by encouraging, and generating participative discussion. I will manage contrasting perspectives, and opinions that might result in conflict among members of the morale committee more effectively. The meeting process will be designed to accomplish a wide range of goals, and …show more content…

As a middle management leader I feel more empowered, and accountable for diversity and inclusion. I plan on using diversity of perspective, opinion, and experience as a tool to develop innovative ideas to improve our unit’s cutter training model. This will help us to reach a broader range of the generation’s workforce. The attribute of the unit’s diversity will celebrate every quality we possess and increase our access to amazing talents, and ability as a way to bring everyone together. The third leadership class technique I will utilize in the office is coaching and

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I have been a supervisor for almost five years and luckily had good mentors, like Michael Scott, to help me along the way. Each one of the three supervisory techniques are important and a most have for any supervisor at any company. When I got my first leadership position I was told to always use effective communication with both to my subordinates and superiors, ensure my office has great morale, and always train someone to do your job because one day you won’t be here

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Furthermore, I was able to relate and appreciate Chiefs in all ratings of the Coast Guard. I learned that all Chiefs, regardless of rate, face the same challenges as I have been experiencing as an IT. I have expanded my Chief network and grasp better understanding of the Chief mess. Chiefs in the Coast Guard play an important role in aligning unit vision and guiding principles towards shared Coast Guard’s Vision and Mission. It was a humble experience to see Navy Chiefs and Air Force Master Sergeants.

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My experience at MMI provides a challenging curriculum that has taught me how to prioritize my time and achieve success during stressful times. By instilling this essential skill before I enter the Academy, I will be well prepared to balance college classes, military duties, and athletics without compromising my academic and leadership performances. With these skills learned during my three week initial orientation at the Academy and nine-month academic study at MMI, I am confident I can effectively support my future classmates this summer through the obstacles of SWAB Summer and the rigors of the Academy. My classmates and Scholars will build a strong foundation of success at the Academy that will both be recognized and maintained. As a future member of the Coast Guard Academy Class of 2022, it is my personal objective that our class upholds the tradition of academic excellence at the

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According to my Leadership Practices Inventory (LPO)/360 feedback, I need to more actively seek out challenging opportunities that test my skills and abilities. First and foremost, I will personally implement the Coast Guard’s Individual Development Plan and reevaluate my goals. This will highlight completed goals, realign my sight if it veered from previous incomplete objectives and illuminate changes to my goals, allowing me to refocus my efforts on new and more challenging directions. Furthermore, to effectively combat my struggling to find challenges to my skills and abilities, I must insert myself into more duties, searching for elements outside of my comfort zone. I already maintain a teachable attitude and a willingness to explore, but my time remains critical and demanded by many existing projects.

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They have been committed to making sure that their practices meet the Diversity Maturity Model (DMM), a standard created by Robert Stevens, the former CEO of Lockheed Martin back in 2004. The Diversity Maturity Model was first implemented as a tool to help aid in the hiring process. Stevens was faced with the fact nearly three-quarters of the organization’s employees would be retiring within the decade (Dutt, 2006). With such a large amount of employees leaving in a short time period, Stevens needed to come up with a plan to hire employees while still meeting the company’s vast diversity

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As a senior enlisted member we must never miss an opportunity to learn a new skill set that will help us lead, develop and inspire our junior members. At the Chief Petty Officers Academy(CPOA) you are given a chance to accomplish this task. Some of the lessons that I have learned the most about or built on existing knowledge included the wellness lessons the leadership challenge LPI 360 and the class staff ride. The wellness lesson impacted my life and gave me new options to recover from injuries. I have always been a fit individual

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The readiness assessment determined specific goals for each employee, so we will use this feedback to guide the training that will be provided. We would then give the employees a list of fifteen questions that ask the employee to rank his or her knowledge or feelings about diversity. The first part of this diversity training will last for half a day, for two days in a row. This diversity training should not feel like a burden to the employees, so this will help them be able to be productive in both their job and in this new educational experience as they learn more about diversity. A technique we will use to begin this diversity training is introducing different case studies to the group, and evaluating how they respond.

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