@george.l.gurrola – you’re so, so right about not only delivering “bad news” (whether it be training, taskings, or otherwise).   I had a HQ CC who did that, just always delivering the news of something that was late or hot, basically that I’d have to 180 at least a handful of folks.  It became a conditioned response after awhile. Anyway, after h…[Read more]

Does one mode make a difference over another?

Yes, I agree that person or in face is always best!  I usually like to have an face-to-face conversation and will follow-up with an email if the situation warrants it.  I caution to junior officers that you do not always want to deliver “bad news.” Remember, leaders are human beings too and they sho…[Read more]

Include

Paragraph 1: Your current status (professional/marital/etc), expected date of departure from losing unit & date of arrival at gaining unit.

Paragraph 2: Experience/Background

Paragraph 3: Why you are happy to serve at your gaining unit. What you hope to do there to support the team.

Attach: copy of last evaluation, copy of ORB

The…[Read more]

Great points! Your performance in BOLC is one (small) part of what you establish as your professional reputation. What the academic evaluation report (AER) says about that performance tells only one side of that story. What your peers and trainers think about your performance tells another (arguably more important) side. Ideally, both will match…[Read more]

Ray, thanks for the reply! What happens when leaders visions conflict? Is there a negative impact to “pigeon holing” a leader into a manager’s role?

Can you explain the difference between a transactional and transformational style? How common are transformational leaders?

Good question. Your unit’s personnel section starts tracking you on their “gains roster” about the same time you receive your orders. So, it’s safe to send them a note as soon as you can reasonably predict your arrival date. That piece of the letter is important. They want to know who you are, sure. But, for nuts and bolts administrative and…[Read more]

Adam,

Messaging is a key component of leadership, one I admittedly struggle with. Delivering a message that gets my vision across but allows my team the latitude to act. Empowering and supervising, sometimes it feels like I’m on the wrong end of the fulcrum no matter what I do…

My question to you is how did the SCO’s actions change how you lead?

Ray,

I agree completely that management is a crucial skillset for officers. Personally, I always viewed anytime I was on staff or acting as a staff officer I was operating as a manager. Focused on helping the Commander realize their vision.

I think a strength of the officer corps is the balance we attempt to make between time spent in…[Read more]

Great information Jeff

I am a true believer that in order to give constructive criticism/feedback/opinion, you must first be able to receive the same.

It is also getting to know the person you will be talking to that can make a difference. Not two people receive a particular message the same and therefore you must know who your audience is,…[Read more]

Does one mode make a difference over another?

– It does make a difference. Having a face to face interaction is better then an email or even a phone call because you can put a face to a name. Also, being able to see someone’s interaction in person can tell a lot about that individual, their passion, their dislikes their interest are many times…[Read more]