1. Air Education and Training Command I n t e g r i t y - S e r v i c e - E x c e l l e n c e Sustaining the Combat Capability of America’s Air Force Holm Center Training Manual (ATM) UNCLASSIFIED

2. 2 Overview Rationale Mutual Respect Five Principles of Mutual Respect

3. 3 Rationale The HCTM is the Commander’s definition of how all supervision and training is conducted in AFROTC and serves as a set of guidelines for behavior that apply in working with a subordinate. Purpose: strengthen mutual respect between supervisor and subordinate “Beginning-to-end” approach to developing a successful environment for leadership. The HCTM is not a “cookbook”; you are not guaranteed success as a leader if you follow its ideas in proper sequence.

4. 4 Mutual Respect Respect given out, as well as received It is important to understand how to gain and provide mutual respect There are two ways of showing respect: Commitment or loyalty (Moral authority) Fear or obligation (Legal authority)

5. 5 Mutual Respect Guidelines for earning mutual respect – DO THIS Set the example Avoid sarcasm No profanity Consistent corrections Be serious Inappropriate Training – DON’T DO THIS Physical maltreatment Physical contact Verbal maltreatment Maltraining

6. 6 Five Principles of Mutual Respect EXPECTATIONS SKILLS FEEDBACK CONSEQUENCES GROWTH

7. 7 Five Principles of Mutual Respect EXPECTATIONS

8. 8 How to Set & Meet Expectations Supervisor’s Responsiblities: Introduce Yourself Clearly state your position Give and receive feedback Show your commitment to the program Explain the rationale behind the task and be POSITIVE! Subordinate’s Responsibilities: Recognize and respect authority Comply with standards which the supervisor will enforce Provide maximum effort

9. 9 Five Principles of Mutual Respect EXPECTATIONS SKILLS

10. 10 Skills Modeling Techniques Leading by example Show them, don’t tell them Supervisors…play to your subordinate’s skills Develop their weak areas

11. 11 Five Principles of Mutual Respect EXPECTATIONS SKILLS FEEDBACK

12. 12 Feedback Essential in leadership development Is both positive and negative Must be continuous Can be formal or informal Is very important during growth Impacts future performance Impacts self-esteem Takes a lot of effort from you

13. 13 Rules For Feedback Immediate Feedback As soon as realistically possible No labeling “Wimp”, “dirtbag”, “geek”….NOT OKAY Proper person Don’t lump subordinates together or generalize Uniquely specific The more specific, the more likely the positive change... Talk about the behavior Put emotions aside and address the behavior + Always end on a positive note (even if the feedback was negative)

14. 14 Five Principles of Mutual Respect EXPECTATIONS SKILLS FEEDBACK CONSEQUENCES

15. 15 How to Apply Consequences Immediate Consistent Consequence tied to behavior Progressive build-up Meaningful to the subordinate

16. 16 Five Principles of Mutual Respect EXPECTATIONS SKILLS FEEDBACK CONSEQUENCES GROWTH

17. 17 How to Promote Growth Build subordinate’s self-esteem levels…How? Positive feedback Public praise Success opportunities Focusing on strengths Don’t decrease self-esteem…Avoid: Comparing to peers Setting up for failure Labeling Public ridicule

18. 18 “The Air Force’s real strength lies in its people. The mission is not done by machines, it is done by people. The best weapons are of little value without trained and motivated people to operate and support them. Those of us in leadership positions have a special responsibility to develop and support the high quality people who will lead the Air Force in the 21 st century.” ~ General Charles Gabriel

19. 19 Summary Rationale Mutual Respect Five Principles of Mutual Respect

20. Sustaining the Combat Capability of America’s Air Force I n t e g r i t y - S e r v i c e - E x c e l l e n c e QUESTIONS?