Has anyone read, "Bleeding Talent, How the U.S. Military Mismanages Great Leaders and Why It's Time for a Change"?

CPT Private RallyPoint Member — Wed, 22 Jul 2015 16:43:05 -0400

This book is referred to in an article in Time magazine. I would like to know if anyone has read it and what your thoughts are on it. Now I have a new book on my list to read.
http://nation.time.com/2013/01/21/why-cant-the-u-s-military-grow-better-leaders/

Why Can’t the U.S. Military Grow Better Leaders? | TIME.com

Military personnel policy is equal parts art and science. If it were all science, the Pentagon and its military services would have figured out long ago how to get the most out of each man and woman in uniform, give them rewarding careers, and win wars to boot. The fact that the U.S.

Response by SSgt Alex Robinson made Jul 22 at 2015 4:45 PM

SSgt Alex Robinson — Wed, 22 Jul 2015 16:45:09 -0400

Sadly the military has become political. Our current troops spend less time as war fighters and more time on politically correct nonsense. The smart, effective leaders have made a decision to leave and take their talents where they are appreciated and recognized.

Response by Sgt Aaron Kennedy, MS made Jul 22 at 2015 4:58 PM

Sgt Aaron Kennedy, MS — Wed, 22 Jul 2015 16:58:06 -0400

I have not, but I'll add it to my reading list.

Make sure to tag this post with "Books" so that it pops up under that Group as well!

Response by COL Mikel J. Burroughs made Jul 22 at 2015 5:02 PM

COL Mikel J. Burroughs — Wed, 22 Jul 2015 17:02:21 -0400

CPT Private RallyPoint Member I haven't read it but I did read your article that you linked and Like two of the three premises or changes that the author is recommended. Love the first and third one; I still think the evaluation system he is recommending is not the way to go. Forget the written evaluations and rankings and work on immediate feedback. Through his first option the best and brightest will get the high performance assignments, as long as it isn't run like the Federal Civil Service system we have today. That's another story. That's my quick 3 minutes take on it. I will add that to list of books that I must read going forward. Currently on "American Wife" Love, War, Faith, and Renewal by Taya Kyle (Wife of Chris Kyle) with Jim DeFelice Co-author of American Sniper!

Response by 1SG Private RallyPoint Member made Jul 22 at 2015 5:04 PM

1SG Private RallyPoint Member — Wed, 22 Jul 2015 17:04:41 -0400

CPT C,
Let me know your thoughts when you read it...I'm almost done with my current book!

Response by CSM Charles Hayden made Jul 22 at 2015 5:09 PM

CSM Charles Hayden — Wed, 22 Jul 2015 17:09:38 -0400

Author Tim Kane was a AF Academy graduate, when his branch detailer challenged him about pursuing a career in civy city, he resigned and went into a successful business. On reflection, he surveyed a number of academy graduates and collated the results into an interesting book which denigrates many of the military personnel policies. One RP member ? CPT? participated in the study. The book is available via Apple Books.

Response by CW4 Private RallyPoint Member made Jul 22 at 2015 5:27 PM

CW4 Private RallyPoint Member — Wed, 22 Jul 2015 17:27:33 -0400

Let us know how it is, I'm currently reading a book on credibility.

Response by CPT Private RallyPoint Member made Jul 22 at 2015 6:26 PM

CPT Private RallyPoint Member — Wed, 22 Jul 2015 18:26:57 -0400

This is pretty good. I don't think that a lot of this is feasible. I don't like the various officer having to apply to for positions. If you had a good assignment you would be set for the rest of your career. But there are some positions that few would apply for knowing that they would be limited in their follow on job. And then everyone would want apply for the sexy jobs in Airborne units or jobs in good locations. I don't think this would work.

But the evaluation and promotion process could get revamped. I think the new OER and soon coming NCOER do actually address this. But integrity of person performing the evaluation is still something that we have to address. I think seniority does factor into promotion far too much. If you ever have been told that it is not your time yet then may know what I am talking about.

Response by SSG Private RallyPoint Member made Jul 22 at 2015 6:40 PM

SSG Private RallyPoint Member — Wed, 22 Jul 2015 18:40:08 -0400

I have not but I have read a lot of articles and columns written by Tim Kane and his research nails it on the head. The comparison between civilian and military realms is an interesting comparison in regards to leadership culture and talent management. While the military scores fairly well in leadership culture (development, purpose, values, etc), we score very poorly in talent management. I think most of us can agree that we have either witnessed this trend directly and or have experienced it first-hand.
In response to his research, which really brought focus to the real issues with military management practices, a lot of sound suggestions and feedback were generated. I give a few as examples:
-Local commanders should have more flexibility and authority to remove poorly performing SMs
-There should be an interview and hiring process for most positions of high responsibility. If you want a coveted 1SG or Platoon Leader position, you should have to apply for it and be selected. We can avoid people being put into those positions that don't want the responsibility in the first place.
-Requirements of the job or position you hold or apply for should match up with your skills, training, and performance.
-Military needs to avoid excessive management briefings and meetings. Utilize technological resources as an alternative.
-Promotions should be based more on merit and performance, not seniority.
-Promotions must be based on a more comprehensive review process. The NCOER and ERB are not enough to gauge leadership potential.
-Bonuses should be utilized to reward exceptional work instead of a blunt and broad retention tool. Let performance be rewarded and retention will take care of itself while at the same time retaining top talent.
-Reviews of both NCOs and Officers need to include peers and subordinates. Raters and Senior Raters are rarely able to properly assess an SMs true personality, capability, and merit.

All in all, I think some of these suggestions (if not all of them) are exactly what we need in order to break through the bureaucratic "concrete" and make some of the fundamental changes we need in order to get our military management back on track.

Response by SFC Dennis Yancy made Jul 22 at 2015 8:00 PM

SFC Dennis Yancy — Wed, 22 Jul 2015 20:00:20 -0400

Issue seems to be leadership more interested in thier careers then being leaders.