NCOs
New Soldiers
Counseling,
Counseling, Counseling! Usually, first verbal then written then UCMJ. I have witnessed the goodness in it. It holds
them accountable, either they fix themselves or process UCMJ and or
separation. Now, if you know a "Sergeant" (Not an NCO) who
whines about their Soldier's and is too lazy to counsel them, that
"Sergeant" needs counseling and mentorship.
Additionally, you will need the support of the Chain of Command to be
successful cleaning your organization. Believe me, when a Joker finds
out their G.I. Bill is at stake, they tend to clean up. Lot's of paperwork to get in the Army, lot's of paperwork to get out, no going around it.
So are young troopers getting promoted at a fast rate? Have they not been given an opportunity to be put in a leadership role before pinning those SGT stripes on? I just hope that there are enough of us old soldiers who can snap these new soldiers back in line.
The second part in this dilemma is leadership. I talk to everyone with respect. I am usually easy going; however, if there is a line crossed (rarely) but it's corrected. Leadership must enforce standards, must align those individual goals into organizational goals. Finally, leaders must learn to stop operating at the bottom of the leadership pole "positional leadership." Leaders must understand rank is the last method of influence used to control your subordinates. A leader once explained this theory to me in the best way. Rank is like concealed weapons in a fight when it comes to conflicts with subordinates. if I out rank you I'm holding the gun and you have a knife. What are you going to do shoot them? How about explain to them, you may want to put the weapon down because it's not going to end well for you. You already hold the upper hand, no need to walk around with your chest poked out.
In summary, Soldiers must learn to be professional at all times. Leaders must use proper influence methods to correct undesirable behavior.
I've said this in previous post, the D.o.D wants intelligent, and more capable people in the force. The problem is these type of people have a high sense of self pride, and low tolerance for inefficiency. These type of people do not like being micro managed, and have difficulties with unjustified trust. They have grown up thinking it is them vs. the world, and that is a hard ideal to break.
What many people are taking as disrespect is a knee jerk reaction to an enviroment that is filled with inefficiencies, and having to trust that others will do for you. When they feel as though you are not doing for them they want to do it for themselves.
Also, respect is earned not given, always remember people might have to follow you, but they don't have to respect you or your method, they just have to get things done. Mentoring, and explaining the process, allow people to explore their way of doing things, and teach them after they fail why they failed, so they understand why you have a certain method, but on the other hand be open to changing your method and rewarding them when they create a better system.
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