I’ve a dialogue between two gentlemen in this thread about personal relationships. I did not vote personal relationships as a preferred means of talent management. While I do understand how personal relationships can be important is discovering and developing talent, from my foxhole I feel that’s on a person-to-person basis. When I think personal relationships I think of interactions that take place OUTSIDE the workplace, not only in it. The parties involved get to know each other well beyond the uniform. I feel this is the ultimate goal of mentorship. However, being that I am a introvert building personal relationships in the Army have not been easy. I definitely see them around me, but I’m not involved in those relationships. I do feel like personal relationships can overshadow good performers who definitely deserve to serve at areas of increased responsibility. Leaders should attempt to get to know those around, especially their direct subordinates or those who they rate, for better talent managing on their part. I have no concrete proof, however, I do feel that I may have been overlooked due to the abundance of personal relationships. No one engages me about my life outside the Army, much less what I do day-to-day IN the Army. I do understand that it IS a two-way street, but I’m not going to necessarily put in 75% when the person is only giving 25% and is not really helping me win (or care to see me win).