Leadership Tools

o develop the leadership qualities of Marines to enable them to assume progressively greater responsibilities in the Marine Corps and society.

is not, comrades,

personal development , subordinate

ensure their subordinates are comfortable in asking for advice and assistance not only in military matters but for personal problems as well.

that support an individual's growth and ability to assume greater responsibilities.

is a directed task that is led by the senior Marine in a relationship. •performed both formally and informally and requires two-way communication. Whether formal or informal •Establishes goals and expectations of performance •Focuses on the past performance of the junior Marine and how to maintain or improve it in the future •Transmits guidance and direction •Communicates established standards •Helps the junior Marine achieve the highest possible level of performance

•will prevent surprises during proficiency and conduct marking periods and provides a means to assist Marine leaders and their Marines to continuously improve individual performance. •This process establishes effective means of communication and understanding between senior and junior, improving Marine Corps readiness. •Are regularly scheduled and conducted. •Occur with each Marine for which the leader is directly responsible. •Establish standards of performance expected to improve unit readiness and individual development.

generally an informal process by which the coach (someone with more experience) provides the coached (someone with less experience) with assistance in learning how to better accomplish a task. Coaching is: •Designed to improve a Marine's ability to accomplish a task or complete an event •Part of daily operations •The most common form of leadership interaction as it occurs at every level and in every condition where an individual Marine provides another, or group of others, with the benefit of his or her experience.

a less formal process than coaching and counseling and provides the Marine with a greater depth of knowledge, experience, or maturity as a result of the guidance of the mentor. Mentoring: •Is a voluntary, developmental relationship between an experienced person and one of lesser experience •Is characterized by mutual trust and respect •Often occurs outside the chain of command •Can be Initiated by either the senior or the junior •Typically endures beyond a single tour of duty the cornerstone of General LeJeune's "teacher/scholar" model of interaction between senior and junior Marines.

•Helps or guides in developing a subordinate Marine's maturity and can be viewed as a career advisor •Provides shared experiences to help younger Marines frame their perception of their chosen profession •Provides Marines with insight from experiences beyond their own

is typically the most formal. •is less structured and occurs daily. •is voluntary and less formal

•Is a voluntary and informal relationship •Often occurs outside the chain of command •May be initiated by either senior or subordinate •Endures beyond a tour of duty •Is an important source of encouragement and perspective

30 days

30 days.

90 days, 6 months

90, 180

•Strengthening unit cohesion •Cultivating each Marines potential •Instilling the core values •Establishing mutual understanding, implicit communications, and climates of trust

Separate and clearly distinguished from one another

Our core values to be firmly established throughout each Marine's leadership development.

the individual Marine.

Counseling, which ensures Marines are on track for success to be both technically and professionally competent. •Coaching, which ensures Marines continue toward increasing their personal development and that of their subordinate Marines. •Mentoring, which is an important source of encouragement and perspective, providing depth to the experiences of being a Marine.

serve to perpetuate values and ethos of the Marine Corps. Consistent counseling, coaching, and mentoring provide the foundation upon which honor, courage, and commitment are instilled throughout a Marine's leadership development.

Mentoring

Coaching

Counseling

Encouraged, perspective

it focuses on the critical details it corrects errors on the spot it prevents negative learning

• It is integral within daily operations. • Feedback is continuously provided on an informal basis. • Developmental goals are set, documented, and communicated. • With the focus on development vice performance, coaching is not part of a Marine's evaluation.

Daily operational jobs and tasks.

Prevents negative learning improves speed provides immediate feedback

Build stronger skills, abilities, and unit cohesion Accept responsibility for their performance Create and sustain their own development opportunities

On-the-job performance

True

Corrects errors on the spot, Provides help when needed, Focuses on critical details

Collaboration, Respect

Gain insight's into their individual developmental needs

Feedback should be used to provide praise for a job well done or to provide constructive corrective feedback Feedback should be done in a positive manner aimed at developing the individual first and the skills second.

Mentoring typically endures beyond a single tour of duty. Mentoring is a voluntary, developmental relationship between an experienced person and one of lesser experience Mentoring Is characterized by mutual trust and respect

Coaching provide Marines the opportunity to create and sustain their own developmental opportunities; accept responsibility for their performance; and build stronger skills, abilities, and unit cohesion

Mutual trust and respect

One - on - one

imperative to manage the expectations of the Marine. Every Marine wants to know where they stand and what is expected of them. Counseling is the tool that establishes these expectations and articulates how well the individual Marine meets them. Counseling: •Establishes the seniors expectations •Establishes the billets within the unit assigned to the Marine •Establishes goals to be met before next scheduled counseling •Prevents against surprises on performance evaluations

on improving performance, which increases unit readiness and effectiveness. Counseling: •Is used to develop Marines to their highest potential •Involves two-way communication •Merges personal and organizational values •Supports and reinforces good performance •Identifies and corrects deficiencies

Formal initial counseling session

Means of directing attention to improving performance

•Is always formal in nature. •Conducted at set periodic timelines by the chain of command to document performance and uncorrected deficiencies. •Focuses primarily on observed past performance

the deficiency remains uncorrected and the desired standard is not maintained.

To develop a Marine to their highest potential

directive, non-directive, and collaborative.

With the directive approach, the senior carries the ball, analyzing the situation, developing a solution or a plan for improvement, and telling the junior what to do. This approach is "senior centered." The senior is open and frank about influencing the junior to be one kind of person rather than another. When questioning is used with directive counseling, closed-ended questions will be asked to elicit yes or no responses.

With the nondirective counseling approach, the senior asks open-ended questions, listens, and draws the junior out. The senior helps the junior to analyze the situation and to develop the solution or plan for improvement. This approach is "junior centered." The junior is encouraged to talk, to be trouble free, and to have a clear mind while the senior helps the junior, mostly by listening. The goal of the nondirective approach is to help the junior become more mature and to develop personal resources. The junior "owns" the problem and the solution.

The non-directive type

•Acknowledges good performance and/or adherence to expected standards •Can be formal during 30 day counseling or informal verbal accolade •Example: Marine receives praise for outstanding inspection results

the senior uses non-direct collaboration before directing the solution.

is normally the result of a failed expectation. A failed expectation requires immediate correction and compliance. Negative counseling is usually informal and directive in nature, but can be formal. Negative counseling does not always result in an adverse performance evaluation, unless the failed expectation remains uncorrected.

Nondirective; positive

Reinforcing; correcting

Negative; positive

Negative

False