Posted on Oct 12, 2014
What would you recommend to the Chief of Staff on how to improve the Army at no cost?
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I was doing professional reading and came across a question from a now retired COL who would ask his Senior NCOs. He would use this to improve the units in his command. Below is the situation he would put his SNCOs in.
"Suppose the Chief of Staff of the Army asked you what he could do to improve the combat effectiveness of the Army without requiring more money or more soldiers what would you say?"
What would you recommend or develop? How would you improve the Army? Seeing how the funding in the Army is getting smaller we should still try to improve our combat effectiveness and our overall professionalism. It doesn't have to be just about fighting wars. It can be about the Army or Military as a whole. If you have an idea have you tried to implement at your level? Why did that come out?
*Bonus question-Who was the retired COL that asked this or the book it was in?
"Suppose the Chief of Staff of the Army asked you what he could do to improve the combat effectiveness of the Army without requiring more money or more soldiers what would you say?"
What would you recommend or develop? How would you improve the Army? Seeing how the funding in the Army is getting smaller we should still try to improve our combat effectiveness and our overall professionalism. It doesn't have to be just about fighting wars. It can be about the Army or Military as a whole. If you have an idea have you tried to implement at your level? Why did that come out?
*Bonus question-Who was the retired COL that asked this or the book it was in?
Leadership
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Edited 9 y ago
Posted >1 y ago
Responses: 22
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Give me one day. ONE DAY...where I can chapter out anyone who has been a drag on the United States Military. The drug user who never makes it to his chapter appointments and stays in the Army 3 months infecting more people with his poison. The malingerer who has been on a 3B profile for 500 days, but can play basketball on a weekend team. The constant discipline problem. Give me one day and I will create addition by subtraction. I will free up the leaders of my unit to do their jobs instead of holding the hands of grown men and women who refuse to do their jobs.
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SFC (Join to see)
Sir I could not agree more, I have been held up by Soldiers that always find a way to stay in but do not have what it takes. I'm a computer and network guy so the Soldiers I need are the ones with at least a little commonsense, but the ones the Army gives me are the high school drop out with a GT score of 60 who i cant kick out for just being dumb. Or the one that figures out a way of beating the paperwork to stay in even when the need to evict is there. As a young Soldier I thought the standards were there for a reason and they are. Just to get my MOS I needed a GT of 110 or higher and it's still in writing now, so how do I get people with a 60-90 coming to me now as a NCO?
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CW2 (Join to see)
Sir, I would definitely have to agree with you. This will definitely improve the Army at no cost. I'd even give you the $3 in paper you'd spend to cover the cost. You alway have been a smart man, able to see the pain and suffering in advance & do everything you can to prevent it and correct down the line.
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1SG David Lopez
Although I agree with the previous comments, I like to take a positive role in training and educating our Soldiers. Back in the day when I was a young Hoo-Ah, we had this training concept called "Sergeant's Time." This being either Team Leader (E-5) Sergeant or (E-6) SSG conducting relavent and challenging training for his/her Soldiers. This was valuable training that not only benifited the Soldiers, but also benefited the Trainers (The SGT/SSG) in many ways. It also gave the Sergeants an opportunity to task a squared away Soldier to present a block of instruction. It allows the first line supervisor dedicated time to train Soldiers on what they feel is necessary at their level and respecting the needs of the Soldiers. I can't tell you how valuable this Sergeant's Training used to be, I hope that it is still a priority in the U.S. Army.
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Give the BUCK NCO his/her power back. Too many times the E5 is ignored by both younger enlisted and Senior NCOs. I've also seen the COC jumped when it comes to corrective training given out by Sergeants/E5's.
That team Sergeant should know his subs and actually care about each soldier they are responsible for. I'm also sure they know which type of corrective training will have the most desired outcome.
Having weak or ineffective middle managers can overwhelm the seniors which will lead to micromanagement.
That team Sergeant should know his subs and actually care about each soldier they are responsible for. I'm also sure they know which type of corrective training will have the most desired outcome.
Having weak or ineffective middle managers can overwhelm the seniors which will lead to micromanagement.
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1SG (Join to see)
I agree, and have experienced it first hand when I was with an instructor unit. This unit was very top heavy, which is no surprise because it's a good place to retire out of. However, the junior instructors (no member below E-5 in the unit), got all the crap detail. I felt like a private E-5 half the time.
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Reinforce that being a soldier in today's Army is a sacrifice AND a privilege just like it has been for more than 200 years. Let the troops know that they are a part of it beyond the uniform and that means something!
Focus on Resilience and looking for strengths just as much as we find what is wrong. Build the ranks based on the values of a strong nation instead of individual gain.
Re-simplify communication up and down the chain. Things just seemed to be simpler 20 years ago when it came to getting the information we needed. Find the KISS method once again and re-instill it.
Focus on Resilience and looking for strengths just as much as we find what is wrong. Build the ranks based on the values of a strong nation instead of individual gain.
Re-simplify communication up and down the chain. Things just seemed to be simpler 20 years ago when it came to getting the information we needed. Find the KISS method once again and re-instill it.
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CW5 Jim Steddum
Communication is very important and we do not teach the concept nor embrace its use as a system.
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