Mentorship In Military

A good leader in the United States Army is made-up of several different essential characteristics. As soon to become leaders in our profession, is our individual responsibility to know, understand and apply these characteristics in the way we conduct ourselves every day. Because we are the role models for soldiers to follow not only in our job but also in our personal life. Stewardship of the Army profession in one of these mayor characteristics of a good leader in our career. Being a steward of the profession, focuses in three mayor traits: character, competence and commitment.

In this report I will be going over the importance of training and education within the military, and how they both play very important roles to not only leaders, but the service members within our ranks. The military is constantly training and, we train as we fight. However, before soldiers train, they must be well educated in all areas in which they will be training. Proper education is the key to proper training. I will also discuss the importance of becoming better educated while serving in the military, as it will make transitioning back into the

In a film we saw recently, one of the speakers, Dr. John Houghton was speaking on socialization. One remark he made, to the effect that what we, as individuals, become is based on what chances we are given and what we learn (Research Methods, 1996), was considered so important that it was repeated again at the end of the film. His statement fits perfectly with the topic of this study: the re-socialization of young men into the warrior society of the United States Marine Corps. Unlike the recruiting efforts of the other services, which seem to focus on what you have to gain by serving with them, the Marine Corps’ recruiting philosophy has always been one of challenging; giving young men the chance to prove that they have what it

New soldiers first mentors should be there sponsors. The unit sponsor is responsible to guide his or her new soldier through their first and second year of military service. Each sponsors way of engaging with their soldier will be different, however the results should be the same, which is making sure that there soldier has every tool to be a successful. The sponsor will be the point of contact for questions relating military schools, promotions, and any other issues that my come up. If units continue to not delegate a sponsors for soldiers they will not be successful moving forward, however if units have good sponsors that are willing to mentor new soldier then these soldiers have the potential to be great

My general goal for the year includes training the next generation of cadets. I also have some specific goals I will complete during the upcoming term. First, I think mentorship between cadets needs to step up and play an active role in week to week activities. Even though the 130th has an outstanding group of cadet leaders currently, many newer cadets seem to lack the interest or understanding to take the next step in their leadership journey; mentorship will assist in providing novice cadets with the necessary tools and encouragement to succeed. Secondly, giving cadets personalised classes through more leadership classes. Providing grade related tips from experienced cadets showcases another way to engage cadets and it would be great if the

Veteran’s today face many challenges as they seek civilian jobs, according to the Bureau of Labor Statistics 2014 report more than 190,000 of the 2.8 million Gulf War II Veterans cannot find work, USMAP could help resolve this issue (Watson, 2014). Senior Enlisted Leaders need to understand the advantages USMAP in order to provide transitioning service members from active duty to civilian life. This paper will provide the background information, discussion, and recommendation for the increased use of USMAP.

I did not know much about the military, but I knew that the Marine Corps was the most difficult and within it, Reconnaissance was the most demanding. I also knew that the harder the job the more rewarding it would be, my desire to seek the toughest challenges always paid off in the end. With the work ethic my parents instilled in me, I knew I would succeed. In my 24-year Marines Corps career as a Recon Marine, I have had the opportunity to learn, lead, and teach Marines of various caliber and rank. As a senior Staff Non-Commissioned Officer my days of performing at the team level are behind me, but I am always learning. I now rely on the young professionals I work with to teach me the latest technical and tactical procedures; this further allows me to establish confidence with our senior Commanders. My introduction to the highly educated Marine Officers in the Amphibious Reconnaissance profession has been an eye opening experience. By working with them on a daily basis, these extremely smart and academically proficient professional men and women have shown me that I too have what it takes to achieve success at an institution of higher learning. My experiences teaching and mentoring young Marines, my work developing a non-profit organization targeted at providing financial and moral support to veterans during their most critically vulnerable point:

I didn’t tell my parents anything regarding my Reg board. I think this was mostly because I don’t want them to think that I’m a ‘failure’. My biggest goal in going to college was to become more independent. I don’t think I did this as well as I could’ve, and maybe relying on others more would’ve given me better results. But to tell my parents about Respect Mentorship or my hours would make me a disappointment to them.

Leadership development in the military is critical to its mission and objectives. Understanding and embracing leadership will foster an agile culture and facilitate attainment of strategic goals. People desire quality leadership to assist with achieving their goals, albeit personal or professional development. Having a clear vision and the motivation to perform at high-levels influences others to work synergistically together to achieve organizational goals. Insomuch, employees value being treated respectfully, fairly, and ethically. Leaders serve people best when they help them develop their own initiative and good judgment, enable them to grow, and help them become better contributors.

All the questions raised are pertinent in getting into the nitty-gritty whether or not Richard ought to have had he’s Training Coordinator enroll him into the course in question. As regards to whether or not I checked he’s training history? Yes, of course, I did. Richard completed all the prerequisites leading to LFM except Creating a Development Plan in eLMS FAA30200674.

Imagine you are eighteen, just graduated high school. You decide to enlist into the United States Army. It is your first time away from home, your first real job outside of a summer job. This is your first time away from home, everything you grew up to know, your friends and family. This is the case with many newly enlisted Soldiers. The Army is their first real world experience away from home and the feeling can be overwhelming. Not only do they need to figure out how to be a Soldier but also an adult, a functioning member of society. So what do they do? They will rely on the guidance and experience of another, a Mentor.

I think one aspect of the mentorship that is not well addressed in the telementoring relationship is the security of the recruitment of the mentors. Many times when you do various things online, there is a sense of security dealing with children that you have to be very careful about (Siegle et al, 2007, pg. 533). In telementoring, you have to recruit but unless you meet the mentor in person and complete the full evaluation, it still could be an issue in the long term because you can tell a great deal of information while talking with someone and not just reading a paper application. A way to assist this dilemma is making all students and mentors take an Internet safety course about what information is to be shared.

One thing I believe is a necessity in growing up is having a mentor. Having a mentor is, not only, beneficial for the mentee but also the mentor. Being a mentor is a learning experience for everyone participating, it helps people grow as a person and friendships are created when a bond if formed. Some people might think it's a waste of time for a child or that it'll never work out for a troubled delinquent but based on the research I've done, I have proven them wrong. Through-out this paper I will provide the pros and cons of mentoring and how they affect both mentor and mentee. To back up my proposal that mentoring is supporting, I will supply examples to answer the question: Is mentoring really important?

Solutions to coaching and mentoring a large UK-based customer facing organisation over a two year period and beyond

As part of my introduction, I would like to mention that my research project is about mentoring where I have chosen ‘questioning’ as my strategy. In this report, I will discuss in detail about my ‘Mentoring through Questioning’, which is a key for my research project report. Here, I will cover the project’s context in which it was set, my aims and focus of the project, my justification on why I have chosen mentoring through questioning and the types of questions being used during this project, in support of the relevant literature. And then eventually, I will mention about the interactive sessions between a mentor and mentee, the reflection or the perspectives, specifying the self-analysis as well as the required feedback from mentee as part of the research strategy. Later, I will conclude this report by mentioning about the effectiveness of mentoring sessions and the future actions planned for my skills development.