Agility, Adaptability and Innovation: the Art of the Counter-Punch

[Stan]

Hey Ken !

The AWC shouldn't be a step too far but it probably is -- that doesn't mean NCOES couldn't stand a whole lot of tweaking and strengthening. We almost deliberately tend to create under performers.

OCS should be tweaked to allow non-degreed attendance. Give those graduates two or three years service as a LT then send the promising ones to get a degree. Those who don't rate a degree can go back to their prior rank or depart. Tough? Maybe -- it's a tough job...

Most of our PLC for potential promotees is just weak. No pressure other than getting that degree (most already had an AA and were well into a BA). I think it's great that all of us could read and write, but that's about where it ended (at least for me, with little challenges other than eating at the chow hall).

Plenty of ways to make up the shortfall in Officers some see impending due to the societal changes in the world and the US. We also need to think of ways to employ all the SSGs that the reenlistment hump is going to produce against the drawdown in enlistments that is occurring and is likely to worsen.

Or, we could reduce the number of officers. The way we do it now, designed to provide a mobilization pool by by overstaffing Officer jobs is really sort of inefficient and, in its own way, is as tough on Officers as throwing out underperformers.

The E-6 issues were indeed a problem for most of us (SNCOs). I approve of the 12-year mark and they go. Some just were not making the grade and sailing to E-7 (and retirement) was wrong. We did however slight some good performers back in 81 and 82. Drawdowns were tough, but it was the right decision in our ranks. Today's E-6 is far better for it, some really good junior NCOs !

Being a Platoon leader is good training (and an Armored Cavalry Platoon Leader is the best combined arms training one can get) but NCOs can lead platoons quite effectively. The French (who have their strengths) traditionally have two of their four platoons per company led by NCOs (or used to, not sure what they're doing since they stopped conscription). The rather successful German Army in WW II had NCO PL.

Maybe what we've always done needs a look.

Now that would be Agility...
.

The French still do run nearly half the Company with SNCOs. It's not only logical, it's more effecient and permits the Officers to concentrate on more demanding issues. The Germans make far better use of their NCO corps today; they fly and almost command helo squadrons as one example. Their initial training may have been just as expensive as a Warrant Officer's, but in the end their pay is far less.

I don't think we've set the 'bar' too high, but we've neglected to look within our current ranks for talent when filling slots.

[Ken White]

...
The E-6 issues were indeed a problem for most of us (SNCOs). I approve of the 12-year mark and they go. Some just were not making the grade and sailing to E-7 (and retirement) was wrong. We did however slight some good performers back in 81 and 82. Drawdowns were tough, but it was the right decision in our ranks. Today's E-6 is far better for it, some really good junior NCOs !

Agreed. There are some really sharp kids out there and they're far better trained than in my day. Though I think they are still undertrained when one considers the rather awesome capability...

Also agree on the time spenders but I would suggest that we took the 'easy to manage' approach on how to get rid of the marginally competent. We just applied the old 1865 infantry basis of issue to rank allocations and we need to look at that. I've seen a lot of Motor sergeants who were absolutely super mechanics and were awesomely competent technically -- but had no clue how to run a Platoon and really didn't want to. Same applies to most technical fields. Organization can have some odd and unexpected effects.

"The French still do run nearly half the Company with SNCOs. It's not only logical, it's more effecient and permits the Officers to concentrate on more demanding issues. The Germans make far better use of their NCO corps today; they fly and almost command helo squadrons as one example. Their initial training may have been just as expensive as a Warrant Officer's, but in the end their pay is far less.

True, the Germans also use their senior NCOs as the 'battle captain' at Co level and charge them with being the trainers (while the Co Cdr still has the leadership role and responsibilities in both domains). We're slowly converting PSGs and 1SGs from beans and bullets to trainers and tactical / technical advisers to their bosses, that needs to be accelerated and embedded. Wouldn't hurt to lower the TIS norms.

I don't think we've set the 'bar' too high, but we've neglected to look within our current ranks for talent when filling slots.

Agreed -- why ain't we in charge???

[Stan]

I've seen a lot of Motor sergeants who were absolutely super mechanics and were awesomely competent technically -- but had no clue how to run a Platoon and really didn't want to. Same applies to most technical fields. Organization can have some odd and unexpected effects.

I was a motor sergeant as an E-5 in an E-7 slot with everything from a M151 to a M110.

I get your point though.

I think Tom's frist day in Africa with me was, to say the least, odd and unexpected

[Ken White]

I was a motor sergeant as an E-5 in an E-7 slot with everything from a M151 to a M110.

old, old dudes, not a young hard charging buck Sergeant performing well above his pay grade -- you're the kinda guy that saved those old dudes...

I get your point though.

Good. Uh, ummm. Er, uh. Yeah. Uh -- what was my point...

I think Tom's frist day in Africa with me was, to say the least, odd and unexpected

Hey, any guy that would take his wife and kids to a fun in the sun vacation in Abuja probably deserved a little odd stuff...