I am searching for prioritizing leadership in drill teams?
363245
well, I too am a JROTC cadet and when you prioritize things which means you put things in order of coarse. When your Drill team sees that the one put in charge is in control they are willing to work harder to acheive much more. "when they see your in control, they know their in control." leaders lead from example.
1045423
Have a good agenda, stick to it and invite the right players to the meeting. Thank people for attending.\n\nFollow up with minutes and actions
12733
If this is the only bad thing they have done I would just let it slide. If your leadership is routinely making poor decisions you can contact the the Brig CO or CSM (anonomously if you prefer). If Brigade does nothing then you can take it up to Division. I'm just an ROTC cadet and I don't really know whats going on in your Unit but that is the standard precedure for taking action. I would first contact your platoon or company leadership and address the problem to your superiors. A CO or senior NCO can't fix what they don't know about.\n\nBeing an ROTC cadet I don't have a lot of real world experience. I only answered your question because I am almost 100% sure no one else would have. This is why I would recommend talking with someone in your unit who has had a lot of time in the service. See a Platoon Sergeant or the First Sergeant for some feedback, their job as NCOs is to take care of their soldiers.
510639
Put in a suggestion box and have a staff meeting to introduce the box to everyone.Then tell them you are wanting to improve the teams work environment and would like every ones input.People are shy so put the box some where it is easy to get to but out of prying eyes.\nGive them a voice with out the confrontation.You might be able to find what the problem is and other ways to help your team work better and boost morale.Good luck don't be too hard on yourself just look at your own boss he didn't do much to help you.So be a good boss and find out what you team needs!!
473717
This may not help you a lot, but it shows these type issues have been around for a looong time.  And the thing about rotating people around as a band-aid to "help" isn't new either lol :)\n\nThis is a GREAT quote ......\n\n"We trained hard, but it seemed that everytime we were beginning to form into teams, we would be reorganized.  I was to learn later in life that we tend to meet any new situation by reorganizing; and a wonderful method it can be for creating the illusion of progress while producing confusion, ineffieiency and demoralization."\n\nPetronius Arbiter, 210 BC\n\nOBSERVATION.... I have never been directly involved in personnel&#92;staffing or strategic marketing and business focus issues but, as a past internal ISO 9001 program administrator for a multinational corporation, I have observed essentially the same symptomatic patterns as described by the first and third responder.  But... I would add this, some of the same patterns and phenomena can be triggered whether organizational change is needed, or, has recently been implemented.  This somewhat supports the comment from Citizen Arbiter. Go figure.
727275
http://www.leadnet.org/allthingsln/brainbombs/bb2.asp\nhttp://www.leadership.missouri.edu/\nhttp://leadership.spps.org/
1030738
The coach is there to lead you, but what is really important is teamwork. If your team really wants to win, talk to each other, communicate what strategy you should use to win the game.
665938
http://www.montana.edu/~wwwcommd/leadstyle.htm
340787
hey there you want to be a heroen on your speach talk from your heart not from your mind. people make mistakes when they talk from their mind. to help you finding what a leadership looks like and what a kind of team you should develop wath a movie called BRAVE HEART to understand leadership and REMEMBER THE TITANS to understand team. i think it will give you a clue on what you will talk about.\nbut for the future if you need to improve on your skill contact me\neskeww2000@yahoo.com
145256
Follow the basic of Management Concept (POLC)\n\nP - Planning\nThis is where you plan your roadmap, where is your company leading to? how can you improve your products or services?\n\nO - Organize\nThis is where you should execute the activities that have been planned, don't delay anything unless you have to. keep this in mind, "Strike the hammer while the iron is hot.", if theres things to be done, do it while the heat is on. dont do it when the subject gone stale.\n\nL - Lead\nBe a role model, to yourself and others. create certain boundaries in the office. be strict to your subordinates, when theres a job to be done, finish it.\n\nC - Control\nMake sure your resources are sufficient and accurate, do not have surplus or shortage of resources.\n\nI hope this answer is ok =)
599302
What exactly are you looking for? Have you tried www.BrigadeQuartermasters.com? I introduced my husband to it before he deployed and he got some pretty neat and useful stuff. Oh, he's FA too (3/7)!!! Good Luck!!!
507227
I can't think of any websites off the top of my head.  Try to google it.  What I have found that helps with teambuilding exercises is there are a TON of books that feature exercises to use for different types of teams depending on what you are trying to accomplish.  And essentially, this is free because I have found these books at university libraries.  \n\nLook up Dyer.  That is the last name of a researcher/professor whose specialization is Teambuilding.  I can't remember his first name.  I want to say that it's William but don't quote me.
509460
Provide team leadership and coaching\nCreate an environment oriented to trust, open communication, creative thinking, and cohesive team effort\n\n\nProvide the team with a vision of the project objectives\n\n\nMotivate and inspire team members\n\n\nLead by setting a good example (role model) - behavior consistent with words\n\n\nCoach and help develop team members; help resolve dysfunctional behavior\n\n\nFacilitate problem solving and collaboration\n\n\nStrive for team consensus and win-win agreements\n\n\nEnsure discussions and decisions lead toward closure\n\n\nMaintain healthy group dynamics\n\n\nIntervene when necessary to aid the group in resolving issues\n\n\nAssure that the team members have the necessary education and training to effectively participate on the team\n\n\nEncourage creativity, risk-taking, and constant improvement\n\n\nRecognize and celebrate team and team member accomplishments and exceptional performance \nFocus the team on the tasks at hand or the internal and external customer requirements\nCoordinate with internal and external customers as necessary\n\n\nFamiliarize the team with the customer needs, specifications, design targets, the development process, design standards, techniques and tools to support task performance\n\n\nAssure that the team addresses all relevant issues within the specifications and various standards\n\n\nProvide necessary business information\n\n\nServe as meeting manager or chairman\n\n\nInitiate sub-groups or sub-teams as appropriate to resolve issues and perform tasks in parallel\n\n\nEnsure deliverables are prepared to satisfy the project requirements, cost and schedule\n\n\nHelp keep the team focused and on track \nCoordinate team logistics\nWork with functional managers and the team sponsor to obtain necessary resources to support the team's requirements\n\n\nObtain and coordinate space, furniture, equipment, and communication lines for team members\n\n\nEstablish meeting times, places and agendas\n\n\nCoordinate the review, presentation and release of design layouts, drawings, analysis and other documentation\n\n\nCoordinates meetings with the product committee, project manager and functional management to discuss project impediments, needed resources or issues/delays in completing the task \nCommunicate team status, task accomplishment, and direction\nProvide status reporting of team activities against the program plan or schedule\n\n\nKeep the project manager and product committee informed of task accomplishment, issues and status\n\n\nServe as a focal point to communicate and resolve interface and integration issues with other teams\n\n\nEscalate issues which cannot be resolved by the team\n\n\nProvide guidance to the team based on management direction
1037876
Everyone on the team needs to have a vision of the outcome and work together to achieve that.  There needs to be reward for all involved for everyone to have the vision. Communication is key. Each team member needs to be kept informed at all times as to how the mission is going and assistance needs to be available at all times as well.  As long as there is a goal and a reason for everyone to work together as a team, clearly defined tasks, and help for those who need it, the team will succeed at whatever they set out to do.
101022
Marine Corps Leadership Traits\n\nJudgement\nJustice \nDependability \nIntegrity \nDecisiveness \nTact \nInitiative \nEndurance \nBearing \nUnselfishness \nCourage \nKnowledge \nLoyalty \nEnthusiasm
97855
I manage a team and, assuming that the level of talent is about equal,\nI look for kids who are hard workers, good listeners, hustlers and give a great effort. Hope you do well!
1031909
Based on my training experience, the conflict is present because teams typically do not get time to develop.  There are 4 stages of team development that happen.\n1.  Forming:  gathering, poilite, courtious approact to task.\n2.  Storming:  the need to establish roles is present, and conflict is a natural and necessary component that occurs.\n3.  Norming:  group/team norms established on approach to task, communication styles, etc. and group members begin to value one another.\n4.  Performing:  The ultimate stage of a team where peformance is key, approach to task, duties, and roles established and each member know the strengths of one another.  Communication styles are in the open, and the team truly performs.\n\nIt takes time to get there.  Conflict is natural...be aware of it, and focus on the tasks, while valuing each team members contributions.  \n\nI hope this helps!