Interviewer: Good morning, Chief. How are you?
CMSgt Kelley Hoffses: Good morning, how are you?
Interviewer: Good. Um, I have 10 interview questions. I will go down through all those questions and I’m just going to start right into it and the first interview question is: What leadership roles have you held in the state of Maine?
CMSgt Kelley Hoffses: Okay. Strictly in the state of Maine, I have in the military. I’ve held a variety of military positions. Starting probably with public affairs. I was the superintendent there, and prior to that was the office supervisor. And I was the State Command Chief in Maine for a number of years, so you know my military experience I have 37 years next month. And probably all but the first three were in a supervisory capacity. So, I also worked for the state of Maine. As presently the Deputy Director for the Division of Support Enforcement and Recovery. So, prior to that I have 25/26 years now I believe with the state of Maine. I started out as a District Supervisor, and then a Regional Manager. And then I am also a Program Administrator. So, I’ve been a supervisor for of those 25/26 years probably the first seven, I was an agent so after that.
Interviewer: You’ve held, many, you know, you’ve done a lot of a lot of different positions in the state of Maine. I really appreciate your time and doing this interview right now.
I’m just going to go into the different questions that I have with each of this and, and they’re all geared towards leadership, and with your experience and your knowledge of anything that you’d like to share, as being a leader in your organization. The first question it says, with these leadership positions that you’ve held. What valuable knowledge or skills have you learned as a leader that you could educate others with?
CMSgt Kelley Hoffses: I think the biggest lesson for me it has been, you know, throughout the years I’ve learned the most important piece of being a leader is the ability to connect with people. Everything we do boils down to the human connection. So, you really need to know your people and know people and take the time to get to know them, you know, meet them where they’re at and ensure you give them the tools they need for success. You know it’s different for everybody. So, it’s so rewarding to be able to mentor people and give them what they need so they can progress as well.
Interviewer: Absolutely! Question number two: What does leadership mean to you?
CMSgt Kelley Hoffses: To me, you know, it’s really, so we’ve all had good and bad leaders right and we learn from all of them. I think that sometimes people get caught up in, in judging people you know it’s human nature. Really to step back and recognize that people are doing the best they can. And you don’t know what you don’t know. We are all on the same. We’re all here together, we all want the same things. So, I mean to be an effective leader, it really is just going back to meeting people where they’re at. And you know, giving them what they need, you know, and helping mentor them. We all need those people in our life, that will pull us out of our comfort zone, right and that’s hard. Yeah, it’s happened to me again and again I’ve been so blessed throughout the years to do the things I’ve been able to do. But a lot of it is somebody standing there saying hey, you can do this, you know, we get our comfort zones, and we’re happy there, but that’s how you help people grow. Often people see in others what they don’t see in themselves and to me that’s the best part of leadership.
Interviewer: When did you realize you wanted to be a leader in your organization?
CMSgt Kelley Hoffses: So, you know, I don’t think I ever. I don’t ever remember thinking okay I want to be a leader. Um, I think it’s just something that that happens, you know I look back and I think about my path, you know, and how I’ve gotten to where I am today. And it’s like okay, that I’ve just been blessed to have those people in my life that have said. They’ve helped me have motivated me and provided me the mentorship for me to grow. I don’t recall ever saying, I want to be a leader. Do you know what I mean? I know I’m not answering your question probably. Things just have a way of working out the way they’re supposed to. And for me, I’ve just been blessed it seems like everywhere I’ve worked over the years I’ve had a variety of civilian jobs prior to working for the state I’ve always been able to get into a leadership position. I think you know I go back to my parents, my parents really instilled, the whole work ethic. You can be the smartest person in the room, which I’m not. If you don’t have that work ethic. You don’t have anything. You know, you have to be able to work for what you want.
Interviewer: Absolutely.
CMSgt Kelley Hoffses: Yeah, everything boils back to that.
Interviewer: How has your knowledge and experiences helped you lead others in the state of Maine?
CMSgt Kelley Hoffses: I think that it’s, it’s over the years I’ve grown, you know, you have to have people I’ve talked about having somebody to pull you out of your comfort zone, but you also have to have people around you that will call you on your stuff. I’ll call it you know and correct you when you’re wrong and have those direct conversations to be able to pull somebody so you know, this isn’t, this isn’t the way it should be done. You don’t grow if you don’t have the direct conversations with people. So, I mean I don’t I probably didn’t answer your question.
Interviewer: Oh, no, that’s true. No, that’s good. Question number six is: What are the most effective leadership skills that you apply while leading others in your organization? And what is something that you’d want others to be aware of while you’re leading them?
CMSgt Kelley Hoffses: So, I think, for me, the biggest thing is, especially in today’s world is theirs, we are who we are based on our life experiences, you know, growing up, and then the life experience you have and it’s different for everybody. For me, I think it’s empathy, really knowing you know we don’t know what people are going through, and sometimes it is people that are quick to judge people on things, but you know if you step back, and you find out why. So, you know why somebody having an off day, or why somebody something wasn’t done right or whatever it may be but taking the time to find out and talk to people is to me the single most important thing. It’s so true that, you know, people don’t remember everything you say or everything you do, but they really do remember how you make them feel, and you know and getting back and making people feel valued and giving them what they need so they can succeed and showing that you care, really makes a difference in building a solid team, and that’s been my experience.
Interviewer: Absolutely. That’s a good experience, though. That’s good. I like that. I like that example.
CMSgt Kelley Hoffses: Well, good!
Interviewer: No, it’s great no I’m, that’s part of it is trying to see if I’m going to be picking out things that you know like best leadership practices and trying to find a way to display them on the website, you know as good experiences or good leadership practices. But I’m just going to jump right into the next one is this one I did not have it included in on it.
CMSgt Kelley Hoffses: It’s, a wild card.
Interviewer: Yup, it’s a wild card. So, it’s: What leadership traits would you apply while leading others in your organization?
CMSgt Kelley Hoffses: Leadership traits, you know, and it’s another thing to be truly effective and you have to be able to change yours hats. It’s not a constant, one way all the time. I think diversity, and how you lead, you know, so and that’s reading the audience or reading the individual and giving them what they need, there’s a time and place for everything. You know, probably the best if we set clear measurable expectations for people put them in writing give people all the tools training resources and support, they need to do their job. And then of course you know and following up and making sure that they continue to get what they need. I’m constantly asking my supervisor but then everybody that I speak with I said are you getting what you need from me? Because you know, sometimes people either, they’re not comfortable asking. Um. So, they don’t say anything. So, I think it’s up to leaders to be proactive and say ok, are you getting what you need? I want you to be successful and I’m going to give you everything you need, but just because something might not. I’m getting off topic I know. Exactly, you know, somebody is not a good match for a position. You might think you are going to like something then once you get into something it’s really not your passion.
So, I am saying all the time don’t settle. Life is short, we need to be passionate about what we do. So, if you’re not let’s help, I’ll help you find something. It’s fine and it is okay to fail. It is how we learn, it’s how we grow, and we shouldn’t call it fails it’s, they’re teachable moments. So, I think is the traits is just listening and hear them, give them what they need. You know, and the accountability piece needs to come in there. People need that.
Interviewer: Absolutely. I completely agree, no that’s good examples I like the traits I’ve put out there as a piece just because you know everybody is a little bit different and I think, you know, diversity that you mentioned is a great trait as well as listening and I found that kind of common within a lot of the leaders that I’ve spoken with that have done that so I’m just going to be kind of listing a few different traits as a good, positive thing for leading within your organizations and it’ll just be something as a commonality between everybody. Has there been a leader, that has inspired you to be where you are today?
CMSgt Kelley Hoffses: So, you know, not one. There’s been many, you know, it’s, you know, between family.
Probably my number one supporter always been my family always you know the confidence that you can do this and always stand behind me no matter what. And having a support system is so important if you’re going to you know progress in life, you know, to have that cornerstone. As far as a mentor, you know, my dad, probably be my number one mentor, just following and listening to his leadership.
He was in a leadership position. He’s just, he’s wise and he’s probably my number one. There have been several people. I learn from everybody. It’s not like it’s not all people that have, you know, top rank. You know, I learned from everybody airmen and now I work with soldiers and airmen in my present position.
I learn from the young people, the old people, older people I will say, you know and everybody. So, it’s not, I think we need to be we are never done, you are never done learning.
It evolves and things change all the time. So, I think it’s, we’re wise just to keep an open mind with everything. It amazes me today.
The young people are so much further ahead than I was, at that age and I’m like oh my goodness, the technology and everything. So, I definitely am not as experienced with this whole Zoom thing, right. I just think we need to be open to everything.
Interviewer: That’s perfect. That’s a good example. I don’t know, I can’t really say anything else to that. But that, someone in your position. Look at, look at you know people from the bottom up and being able to do that. I think that’s a really great example and it’s what is, probably, what makes you a good diversified, you know leader within the position that you’re in, but no I think that’s a great example. Thank you for sharing that with me.
CMSgt Kelley Hoffses: Well, thank you.
Interviewer: Yep.
What has developed your relationship with these leaders? And how has it impacted you in developing your leadership skills and abilities?
I know you’ve kind of already answered this a little, but is there anything, an experience that you’d like to share, or if not I can just move right to the next question.
CMSgt Kelley Hoffses: You know, I think that a number of experiences. I can’t narrow that down. There’s so many. Like empathy, the empathy, you know that’s been something that’s been spoke about a lot, where I work now you know with the high rates of suicide and sexual harassment, sexual assault, and stuff like that is going on.
I think that sometimes people don’t stop you know, how do we address those things. I mean there’s serious situations and more occurring and how can we make it stop. You know we have all these, you know, trainings in this and that, you know, and is that helping is that effective. Are we really reaching the crowd that needs to hear it and you know the accountability end and there’s so many different things, so you know, I’m getting off topic but for that, listening, just listening to people has really molded me in my experiences.
A lot of great leaders and then some, you know, I’ve learned that you know this isn’t this probably something like, I don’t want to emulate. you know, and, but that’s what makes us. If we were all the same then, then we wouldn’t grow it all.
So, having people deal with things differently, is how we grow. I mean I love it; I love opposing viewpoints and talking to people and saying, hey, educate me out of my opinion. Maybe I’ll educate you out of yours or it will agree to disagree but having the ability to have those relationships with people will help you grow. So, again, it’s just, you know, I probably a number of experiences. So. Sorry.
Interviewer: I like the example. That’s exactly what I’m looking for. It is, I mean you can’t learn from people unless you know them.
You’ve got to be able to work with them exactly what you were just saying you got to learn, learn how to work with people, but also agree to disagree.
I’ve had that mentioned a couple different times, being able to know your people but also knowing people that you don’t and being able to just kind of communicate with them and work with them but also just.
I mean you’re not butting heads, but you’re, it’s, it’s also a point where you can grow from because you can see each other’s perspectives as what you’re saying but then being able to grow and move from those different perspectives, is what is sometimes a learning point. For many people as you as you can see it because you got to be able to move, move on, which is a, you know, a great example, because that’s what, it happens all the time.
CMSgt Kelley Hoffses: And it does, you know, and it’s one of those things to sometimes, you know people, people may get defensive if they take it personally it’s business, it’s business it’s not personal and people can that aside and say it’s not just because I don’t agree with you, doesn’t mean, you know, we should be able to have adult conversations and agree to disagree and grow and, yeah. So, probably enough said on that but you know where I’m going, you know.
Interviewer: Oh yes, absolutely. It was applied to anything with any situation that you, you could it is a, you know, it’s a generic topic that you could apply it towards any type of situation.
CMSgt Kelley Hoffses: Yes, you know, and I think that comes with our own personal self-awareness to, you know, in our own personal, you know, we all have these things that you know the things in your world that you need to work on. You know, I recently had an enlisted form and I said, you know, just to simplify it, I said, you know, we all have our stuff, you know, everybody has their stuff has stuff that they, you know, and as you become self-aware you know you know you need to work on, you know what, you know areas that you may be insecure about.
So, you know we all have our stuff and if you think you don’t have any stuff come see me and I hope you find your stuff, because that’s how you grow you become self-aware you can deal with those things and move on.
Interviewer: You can grow from there. Moving into the next question with that with being self-aware, but also being able to inspire others have, have you inspired, this is a spontaneous question that I added in, just to try to help keep, keep you on your toes a little, maybe, by my advisor: Have you inspired others while leading them in your organization? And how did you recognize this, and what did you do in the situation to continue to inspire that person further?
CMSgt Kelley Hoffses: So, this is one of my favorite parts of being a leader, it’s so rewarding to help people to recognize that somebody has potential and given them the tools and given them guidelines what they need to do, or you know, helping them out. You don’t want to give people all the answers you know because they’re your answers and it might not be for them but to guide them and have them succeed. I’ve had several people both, you know, within the state of Maine and also militarily that I encouraged you know in, you know, they’re encouraged that they enhance their leadership skills, you know, often people have that core, those core personality traits that they’re going to be successful, no matter what they do, you know, and then getting to that leadership level and you’ve seen me back up you’ve seen people that are natural born leaders, and just seem to be this people gravitate to them.
And a lot of that is who they are, you know, but you can build on those things, and you can pull people out of their comfort zone. I’ve had several, you know I had one, the one that sticks out in my mind was a young, young woman that she and this is with my state job. She was hired as a temporary on a temporary position, and she had never worked before. And she, you know, using her phone she was doing a lot of things that you just don’t do in a workplace.
So, and she wore evening ware I mean it was it was a long story short I pulled her in and, you know, we ended up having to let her go after a while because we I was like okay these are the things you need to do. She ended up writing back to me and coming to see me and thanking me and said that no one had ever spent the time teaching her, how to act in a workplace that she had a new job and it all this stuff and it was really good we headed off to lunch after and we stayed in touch. So, it’s been it’s, it was a huge success at the at the moment that happened she wasn’t happy, but it often happens that people don’t have those direct conversations with people.
They spend more time talking about them than to them. You know they don’t address the problem fully. Not as the behavior doesn’t change. It’s like, you have to be able to have those conversations with people and just, it’s not about being mean it’s just about saying hey, I’m here to help you. So, I got off topic again.
Interviewer: No, no, absolutely. I think you’re right on topic.
CMSgt Kelley Hoffses: Those types of situations because people often don’t know, you know, and I tell my boss that you know hey, if I get, I need you to get me back. You know, these, this is because you don’t always go back in expected to be the leader, you don’t ask permission to do things, you take the bull by the horns, so to speak.
Interviewer: You can’t grow from others unless you get unless you’re able to communicate with them. And that’s great, that you pulled somebody off, you know, and you talked to them and, then you ended up. No, that’s a perfect example. I appreciate you sharing that.
I know I’m, I like it, some people some people do that and then some people don’t. You know that’s what makes the difference between different people of how they lead and manage, and I think that’s a good experience. I’m glad you shared that.
CMSgt Kelley Hoffses: But I have to tell you, Erika so it’s because it’s one of those you can’t really be effective if you don’t if you can’t have those direct conversations, they are so important.
And there’s, they’re not hard to do. If you get to know your people get to know you know you work with people all the time. But and you get to know them, then it’s easy to recognize if something’s not right, or rather than only talking to them than either they did something wrong, or, you know, developing those relationships is key. And if you can be effective, you have to have those direct conversations. I guess what I’m trying to get at. I need more caffeine this morning.
Interviewer: Now, I think I’ve had a few I am working on my third or fourth cup after the Zoom issues. But I figured it out. No direct conversations are important, because some people don’t like to do them, they’ll try to avoid them, or they’ll just try to do different things just because they don’t want to talk to you, but it is hard to do.
Because some people don’t want to talk to you and they don’t want to be, they, you know, you don’t want to take something the wrong way but you can only do it if the, you know, both of the people would like to have the direct conversations because you don’t want to come off the wrong way or you don’t want anything but you know as you in the leadership position you are you initiate that and then you do that which is how you’re leading. I think that’s a great example and people in your positions that’s what you got to do. Because you’re teaching them you know you’re, you’re leading them, you know your inspiring them.
And it sounds like you did you inspire the woman further because you know you set her back but then afterwards, she thanked you.
CMSgt Kelley Hoffses: Yeah. It was good, yup.
Interviewer: Yeah.
CMSgt Kelley Hoffses: I’ve several of those, you know like that where people are appreciative know.
Interviewer: Yeah, they look back on it.
CMSgt Kelley Hoffses: Yup, exactly.
Interviewer: And they would be, definitely. They look back and be appreciative of of what you did and that’s, um, yeah. I don’t know if there’s anything else I can say. Actually, I did have one, question number 12 just moving into the next one it says: Do you have any advice on how to best lead others moving forward into the 21st century?
CMSgt Kelley Hoffses: You know, and I would step back to, you know, empathy, and really just to reiterate, a lot of that is taking the time to know people, you know, and really give people give people what they need. You know it because everybody we’re all different some people need.
Everybody’s motivated in different ways. Some people need, you know, direct supervision and some others work better if they don’t have. They don’t need it, because they’re their self-starters and, you know, so just being able to recognize that you have to adjust your leadership style to each person.
You really do.
And it’s not you know, you always, I grew up with that you need to treat everybody the same always be consistent and you do need to be consistent and, and how your overall perspective on things, but how you deal with people individually is what matters is what’s going to motivate them to improve themselves, and to give so, you’re both getting what you need.
Interviewer: No, completely agree, but that that’s what the trick is right there.
Do that and being able to do it on the spot. It’s hard but as you grow, I can learn, learn from people like you I can help fit some, you know, do that a little bit more as I as I grow and then also being able to share this information with others.
But yeah, you definitely have to be able to do that on the spot, being able to switch from different people and different situations and I think that’s what makes you. That’s what makes you a good leader is being able to recognize that.
CMSgt Kelley Hoffses: Yes, I totally agree.
Interviewer: Recognize your people by knowing them. It’s hard.
CMSgt Kelley Hoffses: Yes, and people appreciate that, if you step back and look at the three things that seem to come up. Every time it’s issues, and just about any organization, the ones I’ve been you know with the state of Maine and also with the military is recognition.
Sometimes why, let me back up communication is number one. We talk again and again about how communication is an issue, and you know we need to do better in that area. But then it’s still sometimes there’s an issue. It is in different areas for different people. So how do we impress upon people, and on leaders and on young leaders, the importance of communication.
It’s so important communication recognition. Sometimes we don’t we don’t always do a good job of saying, hey, it’s those little things that matter, hey you’re doing a good job.
Just taking the time to talk to somebody, you know, we get so caught up in our competing priorities, we’re all busy, we are you know between juggling your military commitments and for those that are DSG their civilian commitments, and your family, and mean sometimes people just so, and they don’t hit the pause button. Hit your pause button step back and do what’s important, get to know people. And then the third piece was accountability. People really, they might not say it, but people want accountability and then we did a survey, and it came out.
People want accountability.
They might not, you know sometimes in a group setting. If you know, how can I put this. People look at it as a negative thing and it’s really, it’s not a negative thing, you know. I want to be held accountable if I’m not doing what I should be doing with my job.
I need to know about it, so I can course correct, and you know and get in the battle rhythm of doing what I should be doing, rather than if nobody says anything to me I’m going to continue on the path I’m on that I won’t be as effective as I could be, or, you know, people spend time talking about you instead of talking to you.
Interviewer: No, absolutely, it is it’s a lot easier to talk about it than to do it,
CMSgt Kelley Hoffses: It is, but it gets easier. It really does get easier. You know, and people. Yeah.
Interviewer: No, I like that those are great, that’s a great example, you know, communication, getting to know your people and accountability, you got to be able to know.
You got to be able to know your people, but you get all three of those, kind of inter, they intertwine with each other, you can’t have one without, without the other. If you want to be an effective leader.
CMSgt Kelley Hoffses: And its true, you know, recognizing people is so huge. It’s important. Showing people that they are valued because they really are. I mean everybody is such an important component of the team everyone has a place. So, Erika, I applaud your efforts for doing this I think it is a great project.
Interviewer: Yes, thank you, I really appreciate your time Chief.
CMSgt Kelley Hoffses: Hey, no problem, anything you need.
Interviewer: Yes, I will send you the link.
CMSgt Kelley Hoffses: Ok, thank you. You have a great day.
Interviewer: Yes, Thank you!