In the Guard and Reserves, counseling comes down to preparation before drill.  There isn’t enough time to do the mandated counseling (e.g. APFT/HT-WT failures, MND noncompliance, AWOLs, etc.), let alone the solid, developmental counseling that is needed to develop subordinates.  Leaders in the reserve components need to not only put in the time pr…[Read more]

In the Guard and Reserves, counseling comes down to preparation before drill.  There isn’t enough time to do the mandated counseling (e.g. APFT/HT-WT failures, MND noncompliance, AWOLs, etc.), let alone the solid, developmental counseling that is needed to develop subordinates.  Leaders in the reserve components need to not only put in the time pr…[Read more]

In the Guard and Reserves, counseling comes down to preparation before drill.  There isn’t enough time to do the mandated counseling (e.g. APFT/HT-WT failures, MND noncompliance, AWOLs, etc.), let alone the solid, developmental counseling that is needed to develop subordinates.  Leaders in the reserve components need to not only put in the time pr…[Read more]

In the Guard and Reserves, counseling comes down to preparation before drill.  There isn’t enough time to do the mandated counseling (e.g. APFT/HT-WT failures, MND noncompliance, AWOLs, etc.), let alone the solid, developmental counseling that is needed to develop subordinates.

Leaders need to not only put in the time preparing good c…[Read more]

@patrick-d-moore1 , absolutely great points! I was talking to my BN S4 NCOIC today about a FLIPL that’s going down right now, and she had some advice I think fits here: Counseling!

Commanders who counsel their Supply SGTs, who give them direction and limits; who tell the supply SGTs that everything will be hand receipted, states what they are…[Read more]

Vanezza, nathan.a.wike’s answer is excellent.

I will ADD this: understand your boss’ intent and execute that first in all things. occasionally ask for intent, but you will see it in orders, and just be able to read him or her. Most of my sit-downs with senior raters have been job interviews.

If you are INTERVIEWING for a position (or future p…[Read more]

Vanezza, nathan.a.wike’s answer is excellent.

I will ADD this: understand your boss’ intent and execute that first in all things. occasionally ask for intent, but you will see it in orders, and just be able to read him or her. Most of my sit-downs with senior raters have been job interviews.

If you are INTERVIEWING for a position (or future p…[Read more]

Vanezza, nathan.a.wike’s answer is excellent. I will add this to it: understand your boss’ intent and execute that first in all things that come down. occasionally ask for the intent, but after a while you will see it in orders, and just be able to read him or her.

Vanezza,

Your first question should be what their rating profile looks like. That is, how many officers of the same grade have they rated, and for how long. If they are honest, they should tell you whether or not they have room in the profile to award a MQ, or if there are those of longer tenure who they are saving them for (this happens – I do…[Read more]

Vanezza,

Your first question should be what their rating profile looks like. That is, how many officers of the same grade have they rated, and for how long. If they are honest, they should tell you whether or not they have room in the profile to award a MQ, or if there are those of longer tenure who they are saving them for (this happens – and I…[Read more]