1. Leadership to me is not just a title or a person in a position, but is the level of influence a person has on others. It is behaviors that a person exude that—whether intentional or not, have an impact on others. As a position, leadership and a leader has the responsibility to guide and accomplish a particular mission, and as a person, a leader must have an influence in order to be affective. I define leadership as a trait, along with an ability to influence others. Leadership should be a positive influence, as everyone has the ability to be influential; a positive leader should inspire others through example and encourage others to be their best in and out of uniform— to excel in all areas of their lives. A leader builds trust around those …show more content…
As a leader, I believe in giving my team members the tools, training, and resources they need, and allowing them the space to explore and determine how to accomplish a task. I don't believe in micro-managing the process; instead, I believe in making opportunities for my members to learn, and be a source of guidance as they move through their career, as it is as much their own accomplishment as it is ours as a team. I value action and results-- I take a corporate vision and take action to get us there. I communicate the big picture that serves the greater mission of the Coast Guard, and I weave that vision into how I inspire my team so they know, even the everyday jobs are important, and that everyone plays a pivotal role on the team; no role or job is too small, and no one person is not part of a …show more content…
My philosophy as I step into a leadership role is that I am working for my team. They are the engine that runs the organization and each individual's experience creates the organization culture as a whole. As a leader, I guide with a sense of optimism-- attracting and retaining the best talent is one of the greatest assets to our organization. When we have the best talent, we foster their career goals, strengthen their skills, and encourage them with genuine and constructive feedback and encouragement. Negative feedback is necessary at times, but only to course correct and to teach, never to embarrass or discourage. Antagonizing team members is only a short lived solution to fixing problems-- because I believe that most people want to do their best work if given the right tools. Therefore, genuine positive feedback that is well earned should not be held back by a leader, and should be shared, embraced, and celebrated as a