NCOA Unit Manager – 1 Team Building

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According to Dwight D. Eisenhower, what is Leadership?
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“Leadership is the art of getting someone else to do something you want done because he wants to do it.”
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Name 8 things Unit Managers do.
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They are committed to the profession of arms, apply management concepts in all situations, provide ethical guidance, manage human and physical resources, adhere to core values, understand human behavior, mold their Airmen into a cohesive team, and oversee numerous programs.
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What is the difference between a group and a team?
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A group is an assemblage of persons (or objects) located or gathered together. A team is a group organized to work together.
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What are 6 words that could describe teams?
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Unified, cohesive, collaborative, solidarity, joint, and coalition.
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In order to work together, a group must first be what?
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Organized.
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Teams adopt and work towards what?
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A common objective.
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Members of a team appreciate that their own (individual) success is determined by what?
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The collective performance of everyone on the team.
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What 5 things can indicate team spirit?
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Increased productivity, High morale during high ops tempo, Willingness to help fellow teammates, Strong identity/camaraderie, Little to no negative conflict, and Differences resolved through compromise or collaboration.
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Regarding teams, what does AFI 36-2618 say that NCO’s must do?
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The Enlisted Force Structure states that NCOs must “Lead and develop subordinates and exercise effective followership in mission accomplishment.They must “lead and manage teams while maintaining the highest level of readiness to ensure mission success.”
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What is the Air Force Mission?
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“Fly, fight and win…in air, space, and cyberspace.”
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What is a Mission?
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Mission is the task, together with the purpose, that clearly indicates the action to be taken and the reason therefore… duty assigned to an individual or unit; a task.
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What is a Mission Statement?
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One method used to assist in guiding personnel
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What are the 4 roles that are typically found on teams?
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CARE – Creator, Advancer, Refiner, and Executor.
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Describe the Creator role on a team.
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Creators focus on the possibilities. They generate new ideas and fresh concepts. They prefer to live in a world of possibilities. Creators look for activities that are unstructured or abstract, and they thrive on innovation and unique solutions. Creators are good at reframing a problem and looking for outside the box solutions.
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What are 5 things that describe Creators?
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Spontaneous, enthusiastic, optimistic, able to see the “big picture”, and willing to solve problems.
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Describe the Advancer role on a team.
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Advancers focus on the interaction. They communicate new ideas and carry them forward. Advancers manage the human component of any solution and enjoy whipping up enthusiasm for a project. Advancers recognize ideas and new directions in their early stages and develop ways to promote them. Advancers use insightful planning based on past experiences and successful methods to “advance” ideas towards implementation.
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What are 5 things that describe Advancers?
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Positive, self-confident, energetic support of team goals, persistent, and not easily discouraged.
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Describe the Refiner role on a team.
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Refiners focus on the analysis, and challenge all concepts. Refiners use a methodical process to analyze things to detect possible flaws and identify potential problems. Refiners are good at reviewing and modifying ideas, or coming up with new ideas to ensure successful implementation. Refiners use logic and a systematic approach to redesign a solution.
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What are 5 things that describe Refiners?
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Analytical, detail-oriented, able to identify and clarify problems, experts in specifics, and act as practical “sounding boards” to validate ideas.
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Describe the Executor role on a team.
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Executors focus on the realization. They follow up on team objectives and implement ideas and solutions. Executors deliver results. The Executor focuses on ensuring the implementation process proceeds in an orderly manner, based on a well-thought-out plan, and strives for achieving high-quality results. Executors enjoy the task and responsibility of final implementation, and pride themselves on their ability.
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What are 5 things that describe Executors?
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Assertive, independent, keepers of high standards, meticulous in following directions, and willing to implement ideas.
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What is one role that MAY be present on teams?
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Flexers can focus on everything. They are a combination of the other four roles, and have an equal preference for most or all of the roles.
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What are 4 things that describe Flexers.
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Able to connect and negotiate with all types of people, tolerant and understand different members of the team, able to identify what is missing in the process, and willing to offer suggestions to improve the process.
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What happens where there are no Creators? Advancers? Refiners? Executors? Flexers?
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No Creators, no new concepts. No advancers, ideas stall or don’t come to light. No refiners, ideas are not thought through properly. No Executors, no implementation. No Flexers, there are gaps in the team.
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Should team leadership be given to someone because of their unique role on the team?
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No, even if their role keeps them in the forefront, that does not make them the leader.
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Define and describe the P.E.P. cycle.
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The P.E.P Cycle is a Panic-Elation-Panic cycle. Panic happens when a new idea is needed, Elation happens when a good idea is thought of, and Panic again happens when it looks like the idea might not work out.
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What is the “Z” Process?
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Ideas often bounce back and forth among the Creators, Advancers, and Refiners in what’s called the “Z” Process.
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What is the definition of Team Dynamics?
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Team Dynamics is an ongoing process involving interaction of individuals within a team to move toward or away from achieving the desired objective.
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What are the 5 C’s of a team?
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Community, Cooperation, Coordination, Communication, and Coaching.
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What are the 5 common dysfunctions of a team?
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Absence of trust, Fear of conflict, Lack of commitment, Avoidance of accountability, and Inattention to results.
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What are the 5 stages of team progression?
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Forming, Storming, Norming, Performing, and Adjourning.
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Describe the Forming stage of team progression.
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When teams begin forming, members will cautiously explore the boundaries of acceptable group behavior. This stage transitions people from individual to member status. Establishing (Forming) a team usually appears unstructured and quite chaotic. During this stage, everyone is polite and on their best behavior as group members become acquainted with one other. Conflict usually does not occur during the Forming stage.
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Describe the Storming stage of team progression.
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Storming is considered the most difficult stage for a team. Members acknowledge what the intent or goal is, and also when members realize the difficulty of the task. Members begin to argue and debate about what the team should do next. Some team members may attempt to convince others to “side” with them. Conflict escalates, and team leads are encouraged to clearly define the team’s goals and objectives.
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Describe the Norming stage of team progression.
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Members reconcile disputes, “agree to disagree,” and abandon negative and unproductive energy. They accept the team, and emotional conflict is held to a minimum. Previously competitive relationships become more cooperative, and team members now have more time to work the task at hand. Productivity is high in the Norming stage.
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Describe the Performing stage of team progression.
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There is heightened morale and loyalty to the team, and members work together to diagnose problems. Creativity is high as members are willing to share ideas without fear of negative criticism and reprisal. Productivity remains high as the team makes steady progress.
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Describe the Adjourning and Transforming stage of team progression.
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Adjourning teams break apart once the task has been accomplished, while Transforming teams just move on to the next objective.
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What are 4 possible causes of team regression?
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A new team member, a new goal, change in the team schedule, and unresolved conflict.
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What 4 things should be considered when creating a team performance assessment?
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T.E.A.M. – Talents, Expertise, Assessments, and Means.

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