Skip Navigation
Sun Jul 13, 2014
 
Army OneSource
Army OneSource
Army OneSource
Commander's Page Online Training
Volunteer Tools ARMYBook
My AOS Page Services Locator

Question & Answer Listing

Select a Question & Answer entry to see a list of service providers.

Personal Development -- Question & Answer Listing  
Viewing 1-10 of 22 Knowledge Entries
Page 1 of 3 Next 10 Knowledge Entries >
Go to page:  
Question / Answer

Question:
As a mentor, what can I do to I get my mentee to solve his/her own problems?

Answer:
One of the objectives of most mentor-mentee relationships is for the mentees to become a more confident, self-reliant individuals, who feel empowered to individually solve problems on their own and take on higher-level leadership positions. This is accomplished through the advice, support, encouragement, and relating of experiences given by the mentor. Mentors should not solve mentees problems for them, but give them the tools they need to solve them on their own. Demonstrate trust to build their confidence and encourage them to take on new challenges – no matter how big or small they are. These are just a few ideas. Check with the references provided for more information on this subject.

Question:
How can I get my staff to embrace different communication tools such as email instead of telephone calls and video teleconferencing instead of on-site meetings?

Answer:
Introducing change of any kind in an organization can often be met with skepticism and other difficulties, but it’s very important for most business to keep up with technological advances. One suggestion for gaining more support from your staff members is to include them in the change process. It might help to appoint members of your staff to do the research on some of the new tools you would like to implement. Encourage them to use and improve their technical skills by providing training and demonstrating to them how these skills and new tools can benefit them as well as increase efficiency in the organization. Learn more about adapting to change and/or communication skills from the references provided.

Question:
How dependent upon the continued development of volunteers is a volunteer organization?

Answer:
If an organization is run primarily by volunteers, then it is very dependent upon the continued development of its volunteers' skills. Even if the organization is run primarily by paid personnel, it is wise to include ways to develop your volunteers. Offer opportunities for volunteer development that support the dynamic needs of the organization.

Question:
How do corporate mentoring programs benefit the organization?

Answer:
Corporate mentoring programs can be a very effective and inexpensive way to enhance individual’s on-the-job training and personal growth. Mentors can ease the learning curve and adjustment period associated with new employees. They can also help develop and groom employees for higher positions in the organization. Mentoring programs send an important message to employees that the organization values their personal and professional development, which can help with a company’s efforts to recruit and retain personnel. Mentoring programs benefit both the workforce and the organization. Learn more about corporate mentoring programs through some of the resources listed.

Question:
How do social influences affect one’s personal values?

Answer:
Personal values refer to the principles that define you as an individual such as honesty, reliability, and trust, determine how you interact with people. A person’s values are developed over time and are influenced by the values taught and shown by their parents, educators, clergymen, friends, and other members of society. Social influences can affect one’s personal values if the individual feels pressured by others (whether real or imaginative) to change his/her behavior, values, beliefs, attitudes and perceptions. An individual’s values may be altered if he/she feels compelled to change to match the responses or actions of others in order to gain social approval or to maintain a certain self-image. Learn more about personal values through the references listed.

Question:
How do you deal with uncertainty in decision-making?

Answer:
There are many different things you can do to deal with uncertainty in decision-making. Many of them depend on the type of decision you are trying to make. For example, you may be able to use some form of statistical analysis to cope with uncertainty. In many cases, you may need to rely on your own instincts. Gather facts (and figures, if numerical or financial information apply) about the problem at hand and enlist the help of other subject matter experts, if possible. Use the information you have available to you, along with your own experience to make decisions when dealing with uncertainty. Refer to some of the other resources listed for more information about dealing with uncertainty.

Question:
How important is it to have a formal orientation process for volunteers new to our organization?

Answer:
The process of orientation is critical to the organization's ability to attract, develop, and retain a volunteer workforce. Each volunteer should have a position description that includes but is not limited to the position title, supervisor, duties, training, qualifications, time requirement, length of commitment, and evaluation process. Share the mission, vision, goals, objectives and strategies of the organization, with new volunteers as part of their orientation process. It is important for volunteers to have a clear understanding of the organization’s mission and how their efforts will contribute to meeting the organization’s goals.

Question:
How much training do I need to provide to volunteers who help out in my organizations?

Answer:
Volunteers should be given whatever training is necessary to allow them to do their volunteer work. In some cases, you may have volunteers receiving the same type of training that your paid employees receive - whether it can be formal training or informal. It is also important to provide follow-up training to volunteers, either to enhance the skills they are using for their current position or perhaps professional development training to allow them to move on to other positions in your organization. Providing adequate training to your volunteers, as well as your paid workforce, is important to your organization's success and important to the morale of the people in it.

Question:
How should strategic leaders measure their success in their organization?

Answer:
There are many answers to this question, but the important point here is that strategic leaders (any leader, actually) should develop a method to measure his/her success. Strategic leaders are the individuals in an organization who have long-term vision and who have a key role in developing the organization's goals. Their success is typically associated with how well the organization does in reaching these goals. The tools used to measure the organization's progress in achieving these goals can also be used to measure the strategic leader's success. Other ways to measure a leader's success include surveying the members in the organization on the "corporate climate" in which they work. A leader’s success is also dependent on how well he/she manages the organization's resources (money, time, people, etc.). Learn more about effective leadership and organizational management using some of the references listed here.

Question:
If my staff seems content in their current jobs, is it really necessary to provide additional training?

Answer:
Training and developing group members is a major responsibility of the leader of an organization, even if they are content in their current positions. Provide opportunities for growth, whether it is training to improve working conditions for your employees (such as diversity training, safety classes, or annual security procedure briefings), training to help them improve their work performance, or classes to help them advance to more responsible jobs. It is important to provide these opportunities to your employees, not only for their own job satisfaction, but also to keep your organization competitive. One of the greatest contributions a leader can make is to develop leadership at all levels of the organization to ensure its continued existence.
Viewing 1-10 of 22 Knowledge Entries
Page 1 of 3 Next 10 Knowledge Entries >
Go to page:  

Full Website
This site may not be optimized
for a mobile browsing experience.
OK
Please don't show me this again: