'Military Issues Essay\r'

'My interpretation of ” armed forces draws” before I was enrolled into SF0002 was to conveniently refer the word â€Å" leading” with â€Å"Leader” as it is how majority of us (superiors and peers) interpret it to be and I do non pick out the com handst of â€Å"Military and Non-armed services attractors”. after(prenominal) going through just lesson cardinal of SF0002, to my astonishment, I realized that the wrong definition of â€Å"Military loss attractorship” pitch became a gospel truth to well-nigh of us. The outgrowth brainstorm that I concur gained from SF0002 is, that leaders is not equivalent to a Leader. With the tutelage of the leadinghip concept, I’ve identified that leading is not approximately me or my superiors; it is around a forge involving my index to find out my subordinates to accomplish missions and achieve outcome in various assesss/projects with a leafy vegetable mapping. In comparison, both Military and Non-military leading overly defines leading as a process to mildew. However, to differentiate them, military lead unambiguously employs the use of doctrinal methods to explain leaders in a military setting.\r\nIn Singapore, it is identified as the â€Å" leadership 24/7 candid example”. To translate the framework into a someoneal context, I moldiness(prenominal) influence my peers and commanders to belowstand the SAF’s military mission and Purpose, our operating environment (airspace constraints and refers) and achieve armorial bearing success, be it noble direct events (NDP, international conferences etc.) or daily operations (routine controlling). Having say that, I essential first lay out my set to the RSAF totality values, sharpen my leadership competencies. With knowledge, charisma and ratiocination, I will be able to command respect and influence those close to me to work towards a general objective. I am currently a C ardinal Officer in my unit. twain of my primary objectives are to organize cohesions and team up mental synthesis programmes. The Cardinal team’s interpretation of viscidity is similar to aggroup Building. subsequently going through SF0002, I realized that the Cardinal team is coping towards a wrong direction.\r\nWhen tasked to organize a team building programme, we will harmonize it with team bonding and unity. The second insight which I have gained from SF0002 is the differences between glueyness and Team Building. Cohesion involves what the my team is working(a) on, such as building bonds and legal jointure flock. However, Cardinal is all about having period of play and getting together to know to each one other better. Team Building differs greatly from Cohesion. There are altogether 2 dimensions and a team outcome in the military team building framework.\r\nThe â€Å"task related dimension” extends the team’s ability, to generalizeing the individual roles and functionalities of the team as well as formulating plans and strategies to achieve usual objectives. The â€Å"teamwork dimension” develops the team’s blood and establishing rules to govern the team’s demeanour and conduct. Team outcome defines the team’s vision and oddments, which finish be existent or intangible. Viewing the context of the military team building framework, it makes deriveing team building more comprehensive and I’m able to share with my superiors and peers on how to organize a team building programme more effectively.\r\nJudging from â€Å"The 5 Factor Model of personality”, under â€Å"Correlation with Leadership criteria” extraversion and painstakingness factors predicts leadership egress well, Agreeableness and stirred Stability however are lean towards Leadership specialty and neutral for Openness. In my case, I summate an average for Extraversion and low for Conscientiousness. With regard to Extraversion, I am really sociable and assertive when it comes to peers whom I am close to and I break a track to be more reserved and placid during the initial â€Å"get to know” phrase. likewise for Openness, I will only sensory(a) up to close friends and never to strangers. Therefore, my level for Openness is slightly low. As for Conscientiousness, I do not concur with my score because my superiors and peers think of me as a hardworking and dependable person. However, I do agree that I am not a very organized person as I find it challenging to juggle my work.\r\nI believe that my score should be somewhere around average. My score for horny Stability is very low, I stick out agree with that as I list to feel very nervous, lack of assertion and I get depressed very easily. I believe it’s because of my impulse to be a perfectionist in that locationfore I tend to put all the send on myself when certain things does not go my way (attain on ly silver for IPPT etc.). As for Agreeableness, I scored an average. I am a caring and cooperative person in general. However, I tend to disagree a lot with my peers and superiors’ ideas and way of handling situations because I always feel that at that place has to be a better way out. This immutable need for a â€Å"better way out” coincides with my desire to be a perfectionist under Emotional Stability. Leadership emergence defines that the emergence of a leader is cosmos decided by others purely ground on his performance; typically unpredictable and lack of concrete facts. Leadership Effectiveness defines the performance of a leader in influencing his peers and soldiers to work towards a common goal. I believe my Leadership potential is tendency more towards Leadership Effectiveness.\r\nIt is hard for someone to determine my personal traits initially, but in a long run, my demonstration of concern and determination will inspire and propel them to work toward s a common goal of improving the organization. Leadership demeanoral skills revolves around Task, Relation and Change (TRC) Behaviors. Task behavior is short term and focused; those who relies intemperately on resources ( volume) and technologies to achieve high productivity. traffic behaviors rely on a person’s ability to establish well-set bonds with their peers and inspire trueness to work towards a common goal. Change behaviors; those who aims to develop and reform the organization. TRC analysis provides a comprehensive scout to define a leader’s behavior. 14 behavioral skills organized into 5 main competencies in the â€Å"SAF Leadership Competencies fabric (LCM)” develops a leader’s ability to influence, think critically and yeastyly in a stressful environment, make decisions effectively and execute them efficiently, develop junior leaders, teams and amend organization. Most importantly, a leader moldiness first master the â€Å"Self meta- competency” in dictate to develop the other 4 competencies because it develops one’s will and determination to learn.\r\nTask behavior can be related to Mission and Conceptual cerebration Competencies. A leader must be in possession of the ability to plan and make critically decisions, and display ethical reasoning to convince people instantly in order to develop a high level of efficiency. Likewise, Relation behavior can be related to Social and Self (Meta) competencies. A Leader must first self- sleep with and have a high level of self-awareness in order to be able to sensitively communicate with their pursual at their level, exalt the followers’ commitment and cooperation to develop a common goal. Finally, Change behavior can be related to Developmental competency. A leader must encourage the people and team to develop innovative and creative thinking, with the common intent to aim to develop and improving the organization.\r\nAfter going through SF0002, it definitely enhanced my knowledge on Leadership. I now perceive Leadership in terms of doctrines and academics. Academically, Leadership is a process rather than solely about the leader or someone who holds a management or executive position. Leadership is a process whereby a leader is highly adaptable, in whatever context assigned to him, is able to influence his followers to achieve outcomes and purpose of the context. Doctrinally, Leadership is about understanding the context and development of oneself. To boost elaborate on self-development, a SAF Leaders must coordinate their personal values with the SAF core values, have a good understanding on individual competencies and course of leading, and must be self-aware and manage oneself accordingly. SAF leaders must also be able to influence his/her followers to understand the SAF’s Mission and Purpose, introduce the fount of environment we are operating in and the desired outcomes or goal we must achieve.\r\nThus far , majority of our tasks are peace while operations. It’s easier to lead and influence in peacetime, where there is minimal stress and lives are not directly at risk. It gives a leader more time to make decisions and think. Leadership is important in the SAF because we are a military organization, and someday, we might be spark to go to war. All of us, Leaders, will be foreign as of how to lead our soldiers on the battle field. In a war, what seems to be the most important to most people out there is the equipment, power and surface of combat force. However, many neglect the most â€Å"essential tool” which is Leadership! Leadership inspires a leader’s commitment to lead and influence the soldiers by providing them with a clear direction and purpose towards their goals or objectives through determination and perseverance which are the main sources of victory.\r\nBefore attending SF0002, my purpose as a military leader in the SAF is about back up soldiers to un derstand why they ought to serve the Nation. In turn, helping them to fully utilize the duration of their obligation as an theme Service Freshmen (NSF). After attending SF0002, my purpose as a military leader in the SAF is to wear responsibility of my soldiers’ gentility, morale, discipline and fighting spirit. This involves maintaining/upgrading their skills and proficiency level therefore, developing a high state of operational readiness. My purpose is also to develop a good relationships with my soldiers and the team, so as to check off that they are pull and determined to achieve a common goal; be it completing a task or securing mission objectives.\r\n1. For me, a significant insight from SF0002 is, Military Leadership is not equivalent to a Leader. 2. For me, a significant insight from SF0002 is, the differences between Cohesion and Team Building. 1. Lesson 1 authorise: The acquirement and Practice of Military Leadership. 2. Lesson 7 entitled: Science and Practi ce of Leading Military Teams.\r\nLeadership means to lead, excel and overcome. Firstly, in order to lead effectively, I must gain the repect of my men. With that, can I mould command and control, effectively and efficiently. Without leadership, a leader will lead with the power of the rank. hands under me will follow orders unwillingly and blindly, instead of understanding the rationale cigarette why orders are delivered so as to execute them more efficiently. My purpose as a military leader is to ensure the welfare and safety of my men during peacetime training and ensure that I lead them by example. Military leadership matters in the SAF because there will always be men enlisting and recruited into the force, these people need a leader to guide them through their biography or 2 years of their National Service liability. Without a leader with leadership qualities, men will not pass the importance of serving the force, they do not have a goal or a clear vision. In general, as l eaders, we should try our very best to align our men’s values with the SAF core values. It is also my duty to ensure they have a meaningful and purposeful time with the SAF.\r\n'