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Why me?
After successfully influencing 2 NTT soldiers (own Dept) to withdraw their decision & see them transition from totally threadders to fully committed, BHQ saw something that might have a positive effect on the then 11% NTT rate in Bn.
Before leaving it was at 1%.
After successfully influencing 2 NTT soldiers (own Dept) to withdraw their decision & see them transition from totally threadders to fully committed, BHQ saw something that might have a positive effect on the then 11% NTT rate in Bn.
Before leaving it was at 1%.
I was moved from my Dept to a more central office, somewhere with heavy footfall (to grab passers by, more on this later).
I could close the door for confidentiality (important).
My coffee machine was the nuts as well (not so important!)
I could close the door for confidentiality (important).
My coffee machine was the nuts as well (not so important!)
Note: I had a code -
NEVER try to CONVINCE a withdrawal.
I only ever influenced positive thinking about their experiences/future/CPD/attitude.
ALWAYS support their interests in a genuine way (whether leaving or staying). They'll thank you for it.
#TopTip
NEVER try to CONVINCE a withdrawal.
I only ever influenced positive thinking about their experiences/future/CPD/attitude.
ALWAYS support their interests in a genuine way (whether leaving or staying). They'll thank you for it.
#TopTip
If adamant on NTT, that's totally fine.
Force it and they'll dig their heels in. Worse yet they'll chin off Reserves too
What they need is max personal development.Have they used the #ArmySkillsOffer for everything available AND mapped their trade quals across?
Support them.
Force it and they'll dig their heels in. Worse yet they'll chin off Reserves too
What they need is max personal development.Have they used the #ArmySkillsOffer for everything available AND mapped their trade quals across?
Support them.
You'd be surprised how many NTT soldiers reconsider their decision when met with support instead of gnarling teeth. 12 months is a long time to go absolutely firm.
Treat them like shit = vote with their feet.
Treat them like shit = vote with their feet.
I interviewed all current NTTs, then I started grabbing ANYBODY thereafter.
Passers by? Grabbed 'em
People staring into a phone screen? Grabbed.
Walking to get milk? Me too.
(Not in a needy way, you need rapport)
Just lift rocks & get answers to questions.
Passers by? Grabbed 'em
People staring into a phone screen? Grabbed.
Walking to get milk? Me too.
(Not in a needy way, you need rapport)
Just lift rocks & get answers to questions.
I implore you; ASK UNCOMFORTABLE QUESTIONS. Commanders, I'm talking 2 you too
What barriers are you experiencing to success?
What pisses you off?
What isn't working?
-Stop forcing them to be 'constructive' for every criticism & you may well uncover more than you bargained.
What barriers are you experiencing to success?
What pisses you off?
What isn't working?
-Stop forcing them to be 'constructive' for every criticism & you may well uncover more than you bargained.
I did just that, logged over 70 discussions within a month to look for a trend.
I found four overwhelmingly common areas:
Leadership
Attitude
Climate & culture
Personal Growth
I found four overwhelmingly common areas:
Leadership
Attitude
Climate & culture
Personal Growth
LEADERSHIP
You absolutely have to challenge inappropriate leadership behaviours - regardless or rank - this DEFINITELY helps influence positive changes.
I had to think wayyyy to hard about my angle. The enemy is outside the perimeter fence.
You absolutely have to challenge inappropriate leadership behaviours - regardless or rank - this DEFINITELY helps influence positive changes.
I had to think wayyyy to hard about my angle. The enemy is outside the perimeter fence.
Some things that grind on SP:
Fixed mindets
Laborious processes & practices
Leaders who are, er, shitheads
Thinking respect is a given. It really isn't.
Leaders who kiss up & stamp down
Leaders who aren't committed to their subordinates
Trivial, tasks to keep them 'busy'
Fixed mindets
Laborious processes & practices
Leaders who are, er, shitheads
Thinking respect is a given. It really isn't.
Leaders who kiss up & stamp down
Leaders who aren't committed to their subordinates
Trivial, tasks to keep them 'busy'
If you find commonality in this area, what is your Unit doing within the domain? ...Cadres and sport? 
Set up:
L.ship book club
Rank-agnostic discussions
@Army_Leadership Speaker Series Livestreams
L.Ship essay competitions
informal L.ship development (CAL Homepage)
Set up:
L.ship book club
Rank-agnostic discussions
@Army_Leadership Speaker Series Livestreams
L.Ship essay competitions
informal L.ship development (CAL Homepage)
And monthly one-pagers.
Are your CAL Activists engaging with emerging content? Are you empowering, encouraging, and exploiting them?
Set up anything you can think of that will get ALL RANKS to think, read, write, and discuss Leadership.
Your imagination really is your limit.
Are your CAL Activists engaging with emerging content? Are you empowering, encouraging, and exploiting them?
Set up anything you can think of that will get ALL RANKS to think, read, write, and discuss Leadership.
Your imagination really is your limit.
ATTITUDE
This works both ways.
Often, NTT SP are holding onto 'negativity'.
They might be reminded that it works BOTH WAYS.
Many a time have I been brutally honest with them by asking 'are you being a dick tho?' Spoken or rhetorical answers can provide penny-drop moments.
This works both ways.
Often, NTT SP are holding onto 'negativity'.
They might be reminded that it works BOTH WAYS.
Many a time have I been brutally honest with them by asking 'are you being a dick tho?' Spoken or rhetorical answers can provide penny-drop moments.
CLIMATE & CULTURE
This is a tough one & it will depend entirely on the mission/structure/purpose etc of the Unit.
Some Units require heightened levels of Command & Control, others are free to exercise Mission Command. And this matters.
...Your SP need to feel safe regardless.
This is a tough one & it will depend entirely on the mission/structure/purpose etc of the Unit.
Some Units require heightened levels of Command & Control, others are free to exercise Mission Command. And this matters.
...Your SP need to feel safe regardless.
PERSONAL DEVELOPMENT
Here's the thing. Pitchforks at the ready - growth equals retention.
"increasing their chances of a good transition, has the effect of encouraging them to stay rather than cause a rush to the gates" (Lord Ashcroft KPMG PC, 2014)
Here's the thing. Pitchforks at the ready - growth equals retention.
"increasing their chances of a good transition, has the effect of encouraging them to stay rather than cause a rush to the gates" (Lord Ashcroft KPMG PC, 2014)
If you believe that increasing SP qualifications will encourage them to seek employment I encourage you to reflect on this.
Do your SP know about ELC, SLC, Army Skills Offer, Defence Academy Cses, Distance Learning, MOOCs?
Are they effectively using them?
Are you letting em?
Do your SP know about ELC, SLC, Army Skills Offer, Defence Academy Cses, Distance Learning, MOOCs?
Are they effectively using them?
Are you letting em?
One last thing within growth; please, please, please stop sending your subordinates to play volleyball by default!
It's fun. I get it. Are you asking them the right questions about their growth?
Influence a perpetual growth culture in all areas. Not just sport.
It's fun. I get it. Are you asking them the right questions about their growth?
Influence a perpetual growth culture in all areas. Not just sport.
The IDev Homepage is bursting at the seems with opportunities for SP to grow themselves, for leaders to grow their subordinates.
It is incumbent on leaders to lead by example - show the way. Don't be that guy who cruises for 20 years then thrashes it out in the final stretch.
It is incumbent on leaders to lead by example - show the way. Don't be that guy who cruises for 20 years then thrashes it out in the final stretch.
By no means is this exhaustive. Simply my experience blurted out in an overlong thread...
For me, the difference is commitment over compliance - a willingness to ask difficult questions whilst being the best ambassador possible for what it is you're trying to influence.
For me, the difference is commitment over compliance - a willingness to ask difficult questions whilst being the best ambassador possible for what it is you're trying to influence.
