Heather,

I love your comment that in an engaged team things just happen. What has to be present for things to just happen? Have you ever been in an organization where you felt comfortable to make things happen? Have you been in an organization where you didn’t feel comfortable to make things happen? What made the difference?

Finally, how do…[Read more]

Heather’s responses:

Engagement:
1. Think about your last OPORD. What systems of control do we
commonly use in mission planning? Is there a minimum needed to execute the mission?
I’d argue that the majority of paragraph 3 — Execution — is
mostly a control mechanism by dictating the “who”, “what”, and “when” for
nearly all tasks. For example,…[Read more]

Thanks, I agree there is a need for solid planning in the NG and sometimes it is lacking…

Its true soldiers get paid for working in NG status, it isn’t pro-bono but it isn’t always enough to keep food on the table.  I have many soldiers who lose money when they are on active duty.  They’re proud of their service and are able to balance the t…[Read more]

I always advised juniors that if they are right, to first, make double-sure they are in fact right, and then it does not matter if the said “toxic” leader outranks them, because nothing outranks doing the right thing.

You prevent bottom-up toxicity as well by being transparent, engaged, present and setting the tone for the climate, as an officer…[Read more]

I’d engage the HHC CDR, show the counselings and the plan of action and how that plan of action isn’t working – ensure that counselings have been closed out, as well as any letters of concern. Naturally the HHC 1SG will also be interested in what this person is doing and if there’s any way to improve them/give them a chance to improve.

All your…[Read more]

I’d tell the Soldiers that they are getting paid for the NG, it isn’t pro bono.

I would make “Planning” my #1 priority and my Planners ground-zero for success. Recently I took in training management briefs from NG and was able to provide them with some ideas and feedback to help support their training objectives by planning a realistic,…[Read more]

Brock, great feedback.  I think though that is a component of the Guard 4.0 that gets overlooked we have State and Federal responsibilities.   While an ASMC like mine is going to do pretty much the same mission regardless most other units that will not.

I think you make a great point about quality training driving retention.  However, as an M-d…[Read more]

@Cale,

This has been talked about off and on for the last decade. It’s not a horrible idea, if implemented correctly. When I joined the National Guard in ’99, my unit was part of an “enhanced Brigade,” and we were authorized 60 UTA a year, on top of the 15 day Annual Training. Given, that only equated to 45 days a year, but it’s a great deal more…[Read more]

Bottom line, being a leader is hard. It requires a great deal of time and effort on the parts of leaders to enforce the standard, and ensure any remedial actions or training is complete. It’s part of the reason that so many people who fail to meet the standard are never corrected. But when we do it, the organization gets better and your job gets…[Read more]

Thank you Cale! You brought really good points.

I am definitely looking at the past experience this individual has had and if that has impacted the current lack of knowledge. I am also looking at how I can assist in order for this individual to succeed individually as well as a team. I also looking at daily performance to ensure there is a…[Read more]

Firing an NCOIC is not a small task nor is it easy.  Before you go down this road consider the following:

1) Is the lack of performance because of a lack or motivation or ability?  Do they have the tools and not want to do the job or do they lack the tools?  Collectively we want to “motivate” people to do the job but usually fail to assess if we…[Read more]

I kept the details to a minimum on my post, nonetheless I was quite thorough on my counseling for expectation on NCOIC duties and responsibilities. It seems like this SM is motivated however over the past couple of weeks there has been tasks that have come down and have been turned in late or not done at all. We get 1SG coming in asking for…[Read more]

As a new BN s1, it has been hard living work “on time”. I’ve had days where my husband has called and said “why you still there”…I’ve had other days that I’ve forgotten to eat lunch…

I do try not to bring work home (literally) however, my mind does not stop…I think of what I did not finish for the day, what I still have to do the next day,…[Read more]

Great topic!

@vanezzaospina is absolutely correct. Seek out your counseling if you haven’t received it. In my experience it’s rarely been more than a check the block, “here’s where I think you should go next” sit down, and opportunity for the higher CDR to poor upon you some of the highlights of their own careers. With that said, it gets you…[Read more]