How do tactical level leaders keep the best officers/NCOs in uniform to become tomorrow's senior leaders?

2014-11-05T01:18:01-05:00

Response by SSG Private RallyPoint Member made Nov 5 at 2014 1:56 AM

2014-11-05T01:56:05-05:00

Sir, great question. There are many things that can be done but the top ones I can think of is 1) holding subordinate leaders accountable (this is why we have so many toxic leaders and criminals who should have been purge a long time ago), 2) allowing NCOs to do their job without micro-managing, and 3) encourage and promote awards based on merit instead of rank.

Response by LTC Yinon Weiss made Nov 5 at 2014 2:34 AM

2014-11-05T02:34:26-05:00

This is really a great question, and narrowing it down to "tactical" leaders makes it very challenging, since the most relevant policy issues are at the General Officer level.

The primary element that I would suggest is that tactical leaders (assuming O-3 through O-5 and E-7 and above) can do is to support the individual career paths of their subordinates... even if that means that the unit will eventually lose them or if the career path differs from what you personally think is best for the service member's "traditional" career track.

I've met plenty of officers who got out not because they didn't want to continue to serve, but because their chain of command wouldn't support their career goals, even though it was a net benefit to the service.

Response by SFC Private RallyPoint Member made Nov 5 at 2014 9:07 AM

2014-11-05T09:07:07-05:00

I feel that a great part of it lay in Evaluations. There are far too many NCO's/Officers getting 1/1 reviews without merit. Just a humble opinion of mine, but a 300 PT test does not make you "among the best" for leadership. Can you motivate a troop to do accomplish a horrible task that they would otherwise not want to do if their life depended on it? Are they accomplishing their additional duties without fail, delay, etc.? Are you an expert in your field, position and the position above yours? Are they being rated on their performance, or the "good ole' boy" system?

As much as it pains me to say, a big part of great leaders leaving the service is substandard, lackluster "leaders" getting praise because they sit at the cool table at lunchtime. First step to fixing an issue is admitting there is one.

Response by LTC Private RallyPoint Member made Nov 5 at 2014 9:19 AM

2014-11-05T09:19:24-05:00

I just read an article the other day about the number one way you can tell that your boss likes you, and that's by simply looking to see if he's ever said "Good job." This thread reminded me of that. You can keep the best around by simply being a genuine leader. Recognize good work. Develop your subordinates. Give them a purpose. Make them enjoy coming to work and they'll keep coming back.
You're not going to be able to keep everyone. Other factors always come into play - family decisions, location, other goals - but you can keep a lot more by giving them a fulfilling place to work for the time that you have them.