Operation Blue Santa

1. West Point Leadership Project Operation Blue Santa By: Sherry Mitchell

2. West Point Leadership Model • IDENTIFY • ANALYZE • RESPOND • ASSESS

3. What West Point Leadership Theories apply? • Transformational Leadership • Job Redesign • Position/Personal Power ALL WPLP Theories apply.

4. Transformational Leadership ~ implies that you will motivate followers to forsake self-interests for the advancement of the organizational goals. The leader obtains this through three elements: • Charisma; • Individualized consideration; • Intellectual stimulation.

5. Charisma ~ is the sense the leader is capable of seeing what is currently important as well as having the vision to anticipate the future.

6. Individualized Consideration ~ means more than saying you care, it’s showing a deep heart felt desire to contribute to the growth and well-being of others.

7. Intellectual Stimulation ~ is the leader’s ability to encourage their followers to re-think and re-evaluate ritualized ways of doing business.

8. Transformational Leaders Display behaviors such as: • Develop and Communicate a vision; • Use unconventional strategies; • Communicate high expectation and confidence; • Show concern for individuals; • Demonstrate self-sacrifice.

9. Job Re-Design ~ positions that employees make internal, intellectual and emotional assessments about their job.

10. Job Re-Design • Skill Variety ~ does person possess needed skill? ~ does it require too many different skills? ~ does it have enough unique skills? • Task Identity • ~ does the employee believe the job is do-able? • ~ does it have a clearly defined outcome? • ~ does employee understand parameters of the job?

11. Job Re-Design ~ continued • Task Significance ~ does the employee believe the job is important to the organization? ~ It is too important? • Autonomy ~ does employee believe he/she has freedom/latitude in the job? ~ Is there too much or too little freedom/latitude?

12. Job Re-Design~ continued • Feedback ~ does employee receive regular, meaningful evaluation on his/her performance? ~ who administers the feedback? (supervisor, peer, job itself?)

13. West Point Leadership Model • IDENTIFY • ANALYZE • RESOND • ASSESS

14. SOCIAL POWER ~ is the Leader’s ability to influence followers There are five types of social power: • Legitimate • Reward • Coercive • Expert • Referent

15. Position Social Power • Legitimate Power ~ comes from rank, position, or job. It is inherent to that job.

16. Position Social Power • Reward ~ leader can influence others based on his/her authority to issue pay incentives, choice assignments, commendations and other rewards.

17. Position Social Power ~ continued • Coercive ~ followers obey the leader because of his/her ability to impose sanctions and punishments.

18. Personal Social Power • Expert – followers follow the leader based on his/her creditability and knowledge. It means followers will do the assignment even when they don’t understand or like it--- but will perform the task with conviction because they trust the leader’s judgment and expertise.

19. Personal Social Power • Referent ~ leaders are revered as role models, a mentor or a coach. They are well liked and admired by their followers. Followers usually go beyond the call of duty for their leader.

20. West Point Leadership Model • IDENTIFY • ANALYZE • RESPOND • ASSESS

21. RESPOND • Volunteers are unclear of their assignment when they come to the warehouse to volunteer. • Train volunteers on work assignments before entering the warehouse. • Describe in detail the assignment for each station. • Explain consequences of mishandling toys. • Explain sorting gifts for Delivery Day. • Detail procedure in making deliveries.

22. RESPOND • Volunteers are not sure “who” the “LEADERS” are at the warehouse to ask questions if needed. • Have all APD staff wear OBS clothing to clearly identify them as OBS staff. • Have the “Point of Contact” person in charge of a particular station wear a “White” OBS cap that reads “LEAD STAFF.” • Have an “INFO BOOTH” in front of the warehouse wear “Point of Contact” person can be housed.

23. RESPOND • Volunteers are not informed of the “VALUE” they possess as a contributor to the OBS process. • Show visual icon of the monetary value volunteers represent. • Nominate volunteers for “Caught You Caring” award for their service. • Nominate volunteers for “Volunteer of the Week.” • Recognize volunteers during Annual Volunteer Recognition banquet. • Volunteer Coordinator submit proposal to the Mayor to honor outstanding volunteers during “National Volunteer Week.”

24. WEST POINT LEADERSHIP MODEL • IDENTIFY • ANALYZE • RESPOND • ASSESS

25. ASSESS ~ Evaluate Your Actions • Volunteers should be thoroughly trained before going to the warehouse floor. • Leader will observe performance of volunteers working and pay close attention to see if volunteers are utilizing “Lead Staff.” • Leader will converse with “Lead Staff” periodically to see if instructions are being carried out. • Leader can appoint APD staff to verify compliance and have staff ask volunteer for feedback.

26. ASSESS ~Evaluate Your Actions • Volunteers will be able to identify “Leaders” by the white OBS “Lead Staff” caps. • Leader will periodically walk the warehouse floor to check to see if volunteers are utilizing “Lead staff.” • Leader will remind “Lead Staff” to employ job re-design tools to assist volunteers. • Leader will remind volunteers to ask questions of “Lead Staff”to ensure clarity of assignments.

27. ASSESS ~ Evaluate Your Actions • Volunteers will be recognized weekly for outstanding accomplishment. • Volunteer Coordinator will monitor the volunteer’s achievement via volunteer time sheets. • Supervisor of VC will monitor VC’s diligence in recognizing volunteers. • Volunteer Coordinator will solicit help from APD staff in recognizing volunteers.

28. YOU ARE THE GIFT !!! GIVE YOURSELF AWAY !!!