Looking back on Module 6, Leadership and Followership I believe ‘Trust’ within the Right to Lead Assessment Model is the most important concept.
When trust is low, in a work center or in a relationship whether it is a subordinate and supervisor (leader) situation or between one peer leading another, it places a veiled "tax" on every interaction. Every communication, interaction, plan, every decision is taxed, bringing down the speed at which work is accomplished and hindering mission effectiveness significantly. Trust is hard to measure; however, my experience is that distrust in a leader doubles the effort of doing a project and triples the time it takes to get things done. For example, one of my previous senior non-commissioned officers had established very little respect from her subordinates. After …show more content…
I will accept that at the beginning the trust others have in me will be purely based off my rank, position and experience in my job and the Air Force. By acknowledging and striving to move beyond this step of trust I will ensure my subordinates see that am I someone who others can trust and follow. I will ensure my decisions are unquestionable. Every interaction I have both directly or indirectly will be to calculated and precise to demonstrate my competence as a leader. Another way I will build trust in my work center is by getting involved. This means coming out from behind the desk and not trying to lead from behind the desk or through telephone calls and emails. I will get involved with my Airmen daily, bolster work center comradery and actively participate in squadron events. I will not assign them a task I would not do or haven’t already done; if need be we I will accomplish the task side by