SFC Private RallyPoint Member 63369 <div class="images-v2-count-0"></div>I ask this because being a senior I assume I have reached the point in my career the rotten apples are weeded out but I am truly wrong for assuming that. My leader may have been promoted congratulations that does not make you a leader. If you do not know your job no matter if your a PVT or SGM be not espect respect. I will give you Military but personal respect is earned.  <br /><br /><p style="margin:0in 0in 10pt;" class="MsoNormal"> </p> 2014-02-24T09:25:38-05:00 SFC Private RallyPoint Member 63369

<div class="images-v2-count-0"></div>I ask this because being a senior I assume I have reached the point in my career the rotten apples are weeded out but I am truly wrong for assuming that. My leader may have been promoted congratulations that does not make you a leader. If you do not know your job no matter if your a PVT or SGM be not espect respect. I will give you Military but personal respect is earned.  <br /><br /><p style="margin:0in 0in 10pt;" class="MsoNormal"> </p>

2014-02-24T09:25:38-05:00 2014-02-24T09:25:38-05:00 SFC Private RallyPoint Member 63370

<div class="images-v2-count-0"></div>Just say, "bless your heart".

2014-02-24T09:28:48-05:00 2014-02-24T09:28:48-05:00 SFC Private RallyPoint Member 63372

<div class="images-v2-count-0"></div>All do respect but (fill in the blank)!

2014-02-24T09:30:50-05:00 2014-02-24T09:30:50-05:00 Maj Chris Nelson 63379

<div class="images-v2-count-0"></div>Unfortinately, all my POS leaders (I have had more than 1) held my career in my hands (EPR/OPR).  SO, I just tried to ensure I was the best I could be and avoid them as much as possible.  I had one that "tried to help" on a surprise tasking late at nite on a friday night...... I respectfully kicked him out of my AO so I could get the job done....told him that if he wanted to watch, feel free, if he wanted to learn the job, that THIS time was not a good option due to the time constraints.....he got the picture....he DID watch, but decided that I was MUCH better at it then he...so he never came for training.

2014-02-24T09:36:01-05:00 2014-02-24T09:36:01-05:00 SGT Ben Keen 63385

<div class="images-v2-count-0"></div>I would hope that with whatever direction you decide to go, it is done behind closed doors and away from other Soldiers within the unit.  I think that if you do it without making it a scene, the leader would be more accepting to your words rather than putting them on blast in front of the formation or something.  

2014-02-24T09:41:29-05:00 2014-02-24T09:41:29-05:00 CPT Aaron Kletzing 63388

<div class="images-v2-count-0"></div>If you have this conversation the right way, I would hope that this leader would take away from it things to improve on or consider changing. &amp;nbsp;But it&#39;s easier said than done, that&#39;s for sure. Never forget that you learn just as much (if not more) from bad leaders as you do good ones.

2014-02-24T09:42:48-05:00 2014-02-24T09:42:48-05:00 SGT(P) Private RallyPoint Member 63491

<div class="images-v2-count-0"></div>Unfortunately, I found it best to just avoid them as much as possible and keep my mouth shut. Often times, they do hold your career in your hands, and even if you are right, it doesn't matter. I'm still trying to figure out how going to their supervisor, when you records of attempting to contact  your supervisor and continually being blown off, you are told you're disrespectful toward them when you report their neglect to their supervisor.<br>

2014-02-24T11:47:51-05:00 2014-02-24T11:47:51-05:00 SSG Private RallyPoint Member 63492

<div class="images-v2-count-0"></div>The moment it affects your mission or Soldiers, I'd pull them off to the side. If it doesn't affect those things.....just another Soldier that I believe is sorry walking around.

2014-02-24T11:48:10-05:00 2014-02-24T11:48:10-05:00 1SG Private RallyPoint Member 63499

<div class="images-v2-count-0"></div><p>SFC Boatwright,</p><p>  This is one of those sticky situations no one likes to be in.  The best thing is to make sure that if your opinion is heard it is only heard among peers or superiors.  The worst thing you could do in this situation is to voice your opinion to someone in the junior ranks.  This not causes desention but, undermines any good decisions this leader makes.  The next best thing you could do in this situation is to employ your Tact at all times regardless how dumb his mistakes can be.  If it is ever a situation where his orders are not moral or legal then you may find yourself having to go to his superior.  In the end, use it as a learning tool and What ever the outcome, use what you learn from him/her and ensure you do the good and dont do the bad.</p>

2014-02-24T11:58:17-05:00 2014-02-24T11:58:17-05:00 SSG(P) Private RallyPoint Member 63505

<div class="images-v2-count-0"></div><p>I would say the best way to approach this issue is "point direct" to the source of the problem. That is to say, pull the leader aside and have a conversation with him/her and tell them in a tactful manner that their leadership methods/approach is not conducive to the day-to-day routine in your AO. If the leader in question is affecting morale in a such a way that troops are becoming insubordinate or the leader's actions/inactions are creating a hostile work environment then the leader should be told as such.  </p><p>It is a delicate situation when the leader you're dealing with outranks you so obviously the need for appropriate military decorum is a must, but don't allow a leader no matter what their rank to create an environment that breeds discontent. </p>

2014-02-24T12:16:08-05:00 2014-02-24T12:16:08-05:00 SSG(P) Private RallyPoint Member 63506

<div class="images-v2-count-0"></div><img src="https://d26horl2n8pviu.cloudfront.net/ranks/images/000/000/007/small/%20%5Blogin%20to%20see%5D%20_armyssg.png?%20%5Blogin%20to%20see%5D%20"><div class="clear"></div><div class="clear"></div><div id="response_63505" class="response_body"><div id="collapsed_content_63505"><br /><p>I would say the best way to approach this issue is "point direct" to the source of the problem. That is to say, pull the leader aside and have a conversation with him/her and tell them in a tactful manner that their leadership methods/approach is not conducive to the day-to-day routine in your AO. If the leader in question is affecting morale in a such a way that troops are becoming insubordinate or the leader's actions/inactions are creating a hostile work environment then the leader should be told as such. </p><br /><p>It is a delicate situation when the leader you're dealing with outranks you so obviously the need for appropriate military decorum is a must, but don't allow a leader no matter what their rank to create an environment that breeds discontent. </p><br /></div></div>

2014-02-24T12:17:10-05:00 2014-02-24T12:17:10-05:00 SFC Private RallyPoint Member 63508

<div class="images-v2-count-0"></div>I think this is one of those situations that everyone will unfortunately experience at some point in their careers.  In my experience, the first thing you have to do is realize that you don't get to pick your boss, and you need to figure out a way to work with them.  Avoidance and/ or disrespect are not appropriate in any situation, so the best way would be to discuss any provlems in private with your supervisor.  This won't solve everything, but as your supervisor, they are supposed to counsel you.  You can use this opportunity to ask them what their expectations are and the intent behind those expectations.  I have found that, even with the most unruly leaders, if you discuss your differences in a professional and constructive way, they are usually receptive and willing to work with you.  It almost always requires some give and take, but there should be some compromise that you can both agree on.

2014-02-24T12:20:22-05:00 2014-02-24T12:20:22-05:00 MSG Private RallyPoint Member 63513

<div class="images-v2-count-0"></div>"YOU ARE THE WORST LEADER I'VE EVER EXPERIENCED IN MY CAREER" Copy and paste that in an email to them. I am joking. No need to tell them just learn from their mistakes and that will make you a better leader yourself. 

2014-02-24T12:25:14-05:00 2014-02-24T12:25:14-05:00 CW5 Private RallyPoint Member 63549

<div class="images-v2-count-0"></div>SFC Boatwright,<br><br>Document your issues and you will most likely see a trend. Use the trend of issues to build your case. Follow-up the case with a memorandum for record and ensure you highlight a few things: Issue#1, Discussion, Recommendation; Issue#2, Discussion, Recommendation, etc..Then use that memorandum as talking points to create a one-on-one active dialogue with the leader; ensure he or she receives a copy of the MFR at the time of the conversation. I believe this is one of the best ways to inform a leader that they may need some improvements.<br><br>Very Respectfully,<br>CW3 Jones<br>

2014-02-24T13:37:30-05:00 2014-02-24T13:37:30-05:00 SGT Private RallyPoint Member 63795

<div class="images-v2-count-0"></div>Again, personal issues with you and your leader should stay that way. Keep it respectful, tactful, and hopefully if the individual is worth his salt, he will see your points as valid and reasonable.<div><br></div><div>But the minute it starts effecting your Soldiers or over all mission readiness and capability, start a paper trail with your MFRs. If it continues, then take it up the Chain. I have never had to experience this before, however, I am pretty positive things can come to a resolution quite quickly. No one, including yourself, wants to have their career torpedoed because of bad blood...and Im sure the officer will take a step back unless their head is so big it starves the room of oxygen. Then, refer back to step 1. </div>

2014-02-24T21:15:02-05:00 2014-02-24T21:15:02-05:00 LT Private RallyPoint Member 63803

<div class="images-v2-count-0"></div>Will telling them they are a horrible leader help your unit?  I cannot imagine many situations where it would be beneficial. Speaking from an officer perspective, if my Senior NCO were to say that to me, it would erode trust between us. On my end, because I would feel as if I failed as a leader and on their end because they spoke it which makes it from thought to an actual presence in the workplace.  Personally, I'd recommend you discuss where you see faults and problems and provide meaningful recommendations to improve.  It is not your place to question your leaders, it is your place to help them accomplish the mission. If that means you have to personally mentor them, albeit in a very respectful way, to make them more productive for your team, then recognize it as a challenge and find a way to make it happen.  In the end your leader, yourself and your unit will be better because you choose to fix the problem instead of identifying it and hoping someone else does something about it.  Best of luck on this one.  Standing by for PM if you want to get into more detail and discuss solutions. V/R, Rolando

2014-02-24T21:24:46-05:00 2014-02-24T21:24:46-05:00 SSgt Private RallyPoint Member 63826

<div class="images-v2-count-0"></div>You being a SFC have made it pretty far and you have experience that leads you to feel the way you do.   That said,  try a diplomatic approach.   Get to know him better and by that not just only the military stuff but more personal things like his family and favorite teams.

2014-02-24T21:47:46-05:00 2014-02-24T21:47:46-05:00 SSG Ralph Watkins 63866

<div class="images-v2-count-0"></div>We had a 1SG we all hated.  Our command hated him too but they weren't quite at the point of relieving him.  It wasn't until we were out in the field &amp; his driver decided to drive off an embankment in a quest to kill himself &amp; the 1SG that the command finally relieved the 1SG.  I think that was a little too direct of a way though.  The good thing is was the new 1SG was awesome.

2014-02-24T22:13:47-05:00 2014-02-24T22:13:47-05:00 Capt Ed Yong 63897

<div class="images-v2-count-0"></div>When your leader asks for feedback, be tactful.  Otherwise, you become a "whiner."  It's like that in the outside world.  You don't confront your boss on your boss' leadership style even under the guise of "with all due respect."  When you have an exit survey from a job, you highlight the good instead of burning bridges.  Sometimes bosses leadership styles mismatch the needs of their subordinates.  When mismatches occur frustrations occur.  Subordinates can help shape their leaders without confrontation about them being bad.  Shape your questions to play to the leader's strengths.

2014-02-24T22:32:44-05:00 2014-02-24T22:32:44-05:00 CW2 Geoff Lachance 63901

<div class="images-v2-count-0"></div>As long as you use the military traits - bearing, courage, decisiveness, initiative, judgement, justice, and above all TACT!<div><br></div><div>Should be no problem!!!   LOL!</div><div><br></div><div><br></div>

2014-02-24T22:34:16-05:00 2014-02-24T22:34:16-05:00 SPC James Bailey 64025

<div class="images-v2-count-0"></div>we all wish there was a polite way of doing everything in the army. I don't think negative leadership opinions is one of those qualifying fields unfortunately

2014-02-25T02:47:04-05:00 2014-02-25T02:47:04-05:00 GySgt Private RallyPoint Member 64118

<div class="images-v2-count-0"></div>Through action by seeking other leadership for guidance without disruption in the proper us of the chain of command.  The'll eventually get it and it will hit them hard when it comes down for your promotion and you ask their peer to promote you.

2014-02-25T10:15:00-05:00 2014-02-25T10:15:00-05:00 CPT Private RallyPoint Member 64128

<div class="images-v2-count-0"></div><br /><br /><p style="margin:0in 0in 10pt;" class="MsoNormal">I was in school with another CPT who asked me if I thought<br />he was a good leader.  I asked him if he<br />was driving home from this course. He replied that he was. I said “Great! Get<br />your car up to about 65 or 75mph, roll down the window, rip the bars from your chest<br />and throw them out as far as you can.” Sure it would be littering but I think<br />his future soldiers would thank him for it.</p><br /><br /><p style="margin:0in 0in 10pt;" class="MsoNormal">If that doesn’t work or they are not a peer suggest that<br />they try to take on some additional duty that would get them in front of the BN<br />or higher.  Maybe they are just not good<br />with troops. Maybe they would be happier planning the Brigade Ball or a Dining<br />in.  </p><br /><br />

2014-02-25T10:48:39-05:00 2014-02-25T10:48:39-05:00 MAJ Private RallyPoint Member 111977

<div class="images-v2-count-0"></div>Best of luck with future leaders!

2014-04-26T12:15:05-04:00 2014-04-26T12:15:05-04:00 SPC James Mcneil 273769

<div class="images-v2-count-0"></div>At the risk of offending, I have to ask the question of why you feel the need to say so. It may be true, but just because it's true doesn't mean it needs to be said. Especially considering the fact that by your own words, this person outranks you.<br /><br />I had a sergeant tell me one time that because he outranked me, what he said was right, and what I said was wrong. He said, "I could tell you that you're wearing pink, and because I outrank you, you're wearing pink."<br /><br />There are so many things I wanted to say, but I couldn't. It was a toxic environment at best. I hope the best for you, and I hope you can find the excellent leadership you deserve.

2014-10-11T13:55:39-04:00 2014-10-11T13:55:39-04:00 MSG Private RallyPoint Member 316945

<div class="images-v2-count-0"></div>Let your performance do the talking. My old PSG always use to say, "Rank has it's problems". Some people don't know how to handle their rank or position. My best advice to you is show them how it's done.

2014-11-08T12:45:01-05:00 2014-11-08T12:45:01-05:00 MSgt Michael Durkee 406519

<div class="images-v2-count-0"></div>Hmmmm, we've all heard the "Sir, with all due respect" lead in :D Then again, that usually goes over like a fart in church.

2015-01-07T15:48:00-05:00 2015-01-07T15:48:00-05:00 SSgt Boyd Herrst 4833095

<div class="images-v2-count-0"></div>It was early into my first years as an Airman(A1C) in the Reserve Wing/Group that I was a member of. We were in the kitchen and I observed a SSGT. Giving another AMN “Holy Heck” over something he did or failed to do. I did not know that he did it before or that I cared if he did so .. Later in the Chief’s office (I went with him because I thought that he needed ‘morale support’). One of the first things Chief asked me was why was I there and I told him and he asked me/told me to wait outside.. after that he heard the SSGT.tell his side of the story... and then the AMN told his side.. Chief was respectful and heard the Airman out.. then I was asked in/told to get my keister in by the SSGT. (I had noticed Chief didn’t like the way SSGT said that.. so I might have some points on my side).. I told what I had observed... Tge Airman had opened the box and it was when he picked it up from the edges of the box that the middle center opened down and beets went everywhere.. right off he got in the Airman’s sitrep.. about what he let happen... I caught on to what happened(<br />The last meal we had beets, s’body got crazy and opened all the beets and dumped them back in the box instead of a steamer tray. And into the cooler rack until needed.. I only open what’s needed to get going.. beets are not a highly requested item at our facility.. So I had minimal to put back to the freezer or cooler.. some came Indiv froze in 2-1/2 -3 lb bags.. boxes. My way they stayed in their bags/box.. so even if bottom of box open, they didn’t go all over.). These were not done on my crew, so s’thing like this could/might be expected.? The Airman didn’t know... should he had made sure ? <br />Prob’ly yes.. regardless, Sarge didn’t need to treat him the way he did.. I had been an NCO in ROTC and maybe if the cadet had messed up, I didn’t get in their <br />act the way Sarge did. I made it a teaching moment for all. Yes there are times we don’t have those minutes, they be too valuable.. best deal is to clean up the mess and move on and see if there is more. We can straighten out the ramifications later.. I told Sarge there in front of Chief and the AMN that wasn’t the type of behavior I nor others needed to observe. It was not a good example of leadership to show others. I looked up to him as a leader/mentor and that he let others and myself down . I don’t know if that way was ever the worst I ever seen, I had not been in service long enough. I’m sure there would be others.... maybe? .. <br />We went out of there and back to work.. <br /> Later, Chief and another Sr. NCO got me on the side before I went off shift and had a discussion.. How it isn’t like ROTC but I had valient points......It lasted about a hour into my time. .. actually the Reserve’s time. My off duty time.. I wouldn’t find out until next drill that i’d been put on another recomposes shift.. (a mix of AMN and NCOs from both crews except the Sarge I had on the previous crew.. We had a SSGT who had just joined us from Grissom in Indiana who joined Reserves after coming off Active duty.. I was going to be his 1st Cook (in civilian sided that be sous chef in a medium to high end Restaurant. So the next month, I showed up and the new crew leader was present.. <br /> We went over our cook board and who Would do what . We got all the duties figured out and got the meal done and served...very few complications.. We had R beef carved on the serving line and all went well.. We’d had about 900 or so to cook and serve for.. after a few drills he asked me how old I was.. I asked him will he replace me when he finds out? .... 17 I told him and later my story how I had been apprenticed to my Gr.Aunt in her Restaurant for 3 years(1st yr. was unofficial and not recognized by the Culinary certifying board(later it would be..) “So why you join the Reserves A1C HERRST?” Serve my Country, See the. World, more education, Work with the best in the Air Force Reserves and later the Active AF.. we developed a good working relationship which is needed in any work environment.. We got another transfer in from somewhere.. he’d been in <br />Air Guard before.. for 4 years and 4 years Regular AF before that.. he was good, had kind of a ego problem.. the other transfer in not so much.. Both transfers had more time than I did . The one was good, neat, somewhat professional in what he done. The other guy was kind of a slob.. a work-in-progress.. i’ll Leave it there.. One day Sarge and I would have discussion with him.. hopefully sooner than later ! I was just an A1C then but I could work circles around the the 2d guy.. I was neater and more professional in how did my work. That was told to me by my Senior evaluators.. A CMSGT and MSGT. and a <br />Captain.. I had helped to cater a dinner for a retiring General Officer and he wrote a nice endorsement based on what the Chief and MSGT told him. But he made it clear it was based on their own observation and not his. But. He trusted their opinion, so that’s satisfying to know. <br />Later when I was in the A.D. Force, those senior to me read my my endorsements and I knew I had a heavy requirement on my shoulders and back.. As for that Reserve General I valued his endorsement as much even though he admitted he based it on the MSGT and CMSGT. There were many times when I wanted to say s’thing and held back and revised it or just didn’t say because of the weight from them others on my shoulders. .. <br />some would never know why I didn’t say<br />What I thought.. maybe until much later.. <br />That’s prob’ly what kept me out of trouble when a few dozen cuss words I wanted to say got swallowed beforehand . Had a incident one time and I held it back we got the sitrep straightened out/ cleaned up... <br />We had some Top Rd roast sliced and put in the service pan with the Aus jus and they knew it was going to be sliced and served on the line.. The good part was the line had not opened yet so we got the pan in the warmer box. a little later I got slammed and that pan in all the confusion got slipped out and I put the mest on the plates as if I had just cut it. It had gotten more done but that’s how those that got it had wanted it that way.. so it worked out. I had them cut some more in back and put the aus jus over it and wrap it... and we did if again later and the line moved smoothly.. After the line was done we were congratulated on how smooth it went. Those that made that 1st “mistake” were standing there but I wasn’t going to let them call me pug on it and I made sure they got recognized for their intuitive idea.. (and what goes around comes around). &lt;~ Chief saw what I did and commented on that I recognized those personnel for their intuitiveness and didn’t steal credit for it. <br /> He reflected that in my perf. report.,too. <br />We had been consistently cleaning and wiping as the meal moved forward and when done we had little to do. The 2d shift was progressing on their eve meal and setting their plan to incorporate our <br />Entree L/Os and support L/os&lt;~(Of which there was not much left of) . We finished wiping, putting away and egressed our way out.. The work attitude of the #2 <br />Transfer changed for the better as we got him to slow a little and do a more pro job in panning entrees and support items. I even started drawing compliments from him.. so I could see he seen I was trying to help him be a part of our smooth team. <br />We got to laughing together more even if there was a 2stripe divide in our ranks.. <br />(Some seemed to think there has to be a divide,I do too when there is work to be done. A cohesiveness needs:/can be had where we can get along and have a good time achieving the means to an end when doing the entrees and supporting food items.

2019-07-21T09:25:52-04:00 2019-07-21T09:25:52-04:00 2014-02-24T09:25:38-05:00