A number of weeks ago, I asked readers for feedback about the blog through an online survey. I greatly appreciate your time and for sharing your honest thoughts. The #1 piece of feedback centered on practical application, how to materialize the ideas shared through each blog post. Many claimed they appreciated the amount of application found in the posts; others voiced a desire for even more. Message received; this post is strictly application and I will continue to maintain appropriate doses of practical application as I continue to write. Again, thanks for the feedback!
In the US Army, there is an unpopular, but necessary unit duty called Staff Duty. For those not familiar, this 24-hour shift encompasses non-commissioned officers (NCOs) and junior officers serving as the unit commander’s representative for any issue that arises during their tour of duty. This duty is shared by the junior and mid-level leaders within the organization, where most NCOs and officers complete a staff duty tour once every month to quarter. Responsibilities include receiving and escorting VIPs, receiving and managing notices to Soldiers from external agencies (such as the Red Cross), inspecting the unit areas for good order and discipline, managing any emergency that occurs that day (such as barracks maintenance emergencies), and anything else the commander deems necessary. Other military services have a similar duty, such as the Navy’s officer on watch. At the United States Military Academy (USMA), my current assignment, cadet sophomores fulfill this duty for each cadet company, known as the Cadet in Charge of Quarters (CCQ).
Often, this duty is viewed as a check-the-block event, where you conduct your duties, try and stay awake and engaged during your shift, and count the hours until your replacement arrives. However, I’ve come to realize that there is a lot of potential to incorporate leader development into staff duty-like shift assignments. Especially as a current Tactical Officer of USMA cadets, where I get limited touchpoints with cadets each day, I wanted to incorporate some form of leader development into this typically monotonous task. Continue reading → 4 Questions to Make Your Organization and People Better