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Last time we spoke about China's preparations for War. In December 1936, the tension in China reached a boiling point as Nationalist General Chiang Kai-shek was captured by his own commanders, Zhang Xueliang and Yang Hucheng. Disillusioned by Chiang's focus on fighting communists instead of the encroaching Japanese forces, the generals sought a unified response to Japanese aggression. After being held in Xi'an, Chiang reluctantly agreed to collaborate with the Chinese Communist Party, marking a significant shift in strategy against Japan. Amidst the rising chaos, Chiang's government reviewed historical military strategies and prepared for a prolonged conflict. However, they faced challenges, including inadequate supplies and a lack of modern equipment compared to the Japanese. By 1937, China was ill-prepared for war, with Chiang later expressing regret about their military readiness. Despite these setbacks, the alliance formed with the communists laid a foundation for a united Chinese front against the brutalities of the Sino-Japanese War that would follow. #153 Japan Prepares for War Welcome to the Fall and Rise of China Podcast, I am your dutiful host Craig Watson. But, before we start I want to also remind you this podcast is only made possible through the efforts of Kings and Generals over at Youtube. Perhaps you want to learn more about the history of Asia? Kings and Generals have an assortment of episodes on history of asia and much more so go give them a look over on Youtube. So please subscribe to Kings and Generals over at Youtube and to continue helping us produce this content please check out www.patreon.com/kingsandgenerals. If you are still hungry for some more history related content, over on my channel, the Pacific War Channel where I cover the history of China and Japan from the 19th century until the end of the Pacific War. So in the last episode we talked about how China was preparing itself for war, now its time for Japan. Since Japan's invasion of North China, Japanese field armies had promoted a series of autonomous zones in northern China. Officers from the Kwantung Army, skeptical of China's capacity to modernize, believed that the vast region would inevitably fragment into regional factions. This policy effectively maintained a weak and divided China, which served Japan's to defend Manchukuo. However many Japanese military leaders frequently pointed to the threat posed by the KMT's five-year plan, initiated in 1933 with assistance from German military advisors, aimed at modernizing and expanding the national army. To counter what they perceived as a Chinese threat, the field armies advocated for a preemptive war to dismantle Chiang Kai-shek's regime. Any attempt by Tokyo to alter the military's China policy faced vigorous opposition from the Kwantung Army, which, in February 1937, pushed for intensified covert actions to expel the KMT from northern China and supported a preemptive war to secure strategic areas for future operations against the Soviet Union. At a March meeting in Tokyo, staff officers from the China Garrison and Kwantung armies insisted that any concessions to China would be a grave mistake and would likely yield only temporary outcomes. In early spring 1937, Prince Konoe Fumimaro inherited a China policy fraught with competing views, however, there was consensus that China must not distract the empire from its preparations against the USSR. The end goal was clear, but the means to achieve it remained uncertain. The cabinet's approval of the "Fundamentals of National Policy" in August 1936 indicated a need for stability as the army and navy reconfigured Japan's war machine. The challenge lay in aligning long-term strategic goals with practical short-term interests in northern China without upsetting the existing balance of power. Expanding demands propelled the army's contingency planning, which had traditionally focused on safeguarding Japanese interests and the approximately 13,000 Japanese citizens residing in the region. Tokyo typically responded to serious incidents by deploying troops from homeland garrisons to address localized emergencies and then withdrawing them. However, by the mid-1930s, the growing Soviet threat to Manchukuo rendered this doctrine obsolete. Incidents in northern China gained strategic importance as they diverted resources from the Kwantung Army's preparations against the Soviet Union. Disruptions in northern China hindered access to essential raw materials necessary for army modernization and rearmament, while hostile Chinese forces threatened the Kwantung Army's strategic left flank in the event of war with the Soviets. With these considerations in mind, the army revised its operational war plans, assuming that northern China would serve as Japan's strategic rear area for operations against the USSR. In 1911 Japan's plan for general war mandated thirteen divisions to occupy southern Manchuria, capture Beijing, and subsequently occupy Zhejiang and Fujian. Limited contingency operations in northern China required two divisions to secure rail communications from Beijing to the coast. In the weeks following the 1931 Manchurian Incident, the General Staff in Tokyo drafted plans to counter a Sino-Soviet alliance, anticipating a 2 month campaign involving 15-16 divisions, with the majority engaged against the Soviet Red Army. 2 divisions were designated to secure northern China, while smaller units would monitor the Inner Mongolian front to protect Japan's western flank in Manchuria. After further refinement, the General Staff identified three contingencies for China in early 1932: maintaining the traditional mission of safeguarding Japanese interests and citizens with a standard two-division force; ensuring a secure line of communication between the Chinese capital and the sea with the China Garrison Army, which consisted of approximately 1,700 officers and men, reinforced by one division; and, in a worst-case scenario of all-out war, deploying three divisions to reinforce the Kwantung Army, along with 7 additional divisions and 3 cavalry brigades to suppress resistance in northern China and the Shandong Peninsula, while two additional divisions secured key areas in central China. Between 1932-1936, China received less attention as the General Staff focused on the Soviet military buildup in the Far East. Anxiety, stemming from the Soviet buildup in the Far East, was a pervasive concern reflected in the draft rearmament plan submitted to the throne on May 21, 1936, as part of the national budget formulation process. The army proposed countering the Soviet threat by enhancing Japanese strategic mobility in Manchukuo through the renovation and expansion of airfields, ports, roads, and rail infrastructure, and by constructing army air force arsenals, storage depots, and medical facilities. The positioning of Japanese divisions in eastern Manchuria suggested their wartime objectives, with the Kwantung Army relying on a mobile independent mixed brigade composed of armored car and mounted cavalry units stationed in Gongzhuling, central Manchuria, as its immediate response force for contingencies in northern China. Major units were not concentrated in western Manchuria, where they would be expected to deploy before any planned invasion of northern China. Nevertheless, General Staff planners remained vigilant regarding developments in China, where the resurgence of nationalism, Communist movements advancing north of the Yellow River in February 1936, and the spread of anti-Japanese sentiments across northern China raised the specter of limited military operations escalating into full-scale warfare. China's improving military capabilities would likely hinder Japanese forces from accomplishing their objectives. For example, around Shanghai, Chinese defenses were bolstered by extensive, in-depth, and permanent fortifications. In mid-September 1936, the General Staff in Tokyo issued orders to preempt significant outbreaks in northern China by repositioning a division in Manchukuo closer to the boundary. If hostilities broke out, the China Garrison Army, supported by Kwantung Army units, would launch punitive operations against Chinese forces as necessary. Higher headquarters expected local commanders to act swiftly and decisively, employing rapid maneuvers and shock tactics to address outbreaks with minimal force. Given that no alternative responses were considered, Japanese operational planning for northern China relied on an all-or-nothing approach to force deployment, even for minor incidents. Yet, the senior leadership of the army remained deeply divided over its China policy. Influenced by Ishiwara, the General Staff wanted to avoid military actions that could lead to a full-scale war with China, focusing instead on advancing the army's extensive rearmament and modernization program. In contrast, a majority of high-ranking officers in the Army Ministry and General Staff, particularly within the 2nd Operations Section and the Kwantung Army, favored forceful action against China, believing it necessary to quell rising anti-Japanese sentiments. Drawing from past experiences, these officers anticipated that the Chinese would quickly capitulate once hostilities commenced. This lack of a unified military strategy reflected broader disagreements among the army's leadership regarding operations in China. While operational planning called for the permanent occupation of large regions in northern and central China, the General Staff aimed to contain outbreaks to maintain focus on Soviet threats. There was a clear absence of long-term operational planning; instead, the army concentrated on initial battles while relegating planning for prolonged combat operations to contingent circumstances. In summary, the Japanese army preferred to avoid military force to address Chinese issues whenever feasible but was equally unwilling to concede to Chinese demands. Since 1914, Tosui Koryo or “Principles of Command” had served as the foundational doctrine for senior Japanese army commanders and staff officers engaged in combined arms warfare at the corps and army levels. The advent of new weapons, tactics, and organizational changes during World War I compelled all major military forces to reassess their existing military doctrines across strategic, operational, and tactical dimensions. In response, Japan modified the Principles of Command to blend its traditional post-Russo-Japanese War focus on the intangible factors in battle with the newest concepts of modern total war. A revision in 1918 recognized the significance of “recent great advances in materiel” for total warfare, yet it maintained that ultimate victory in battle relied on dedication, patriotism, and selfless service. In the 1920s, the General Staff's Operations Section, led by Major General Araki Sadao, who would become the leader of the Kodoha faction, had produced the most significant and impactful revision of the Principles. A staunch anti-communist and ideologue who valued the intangible elements of combat, Araki appointed Lieutenant Colonel Obata Toshishiro and Captain Suzuki Yorimichi as the principal authors of the manual's rewrite. Obata, a Soviet expert, was strongly influenced by German General Count Alfred von Schlieffen's classic theories of a “war of annihilation,” while Suzuki, the top graduate of the thirtieth Staff College class, shared Araki's focus on “spiritual” or intangible advantages in warfare. Both men were brilliant yet arrogant, working in secrecy to create a doctrine based on what Leonard Humphreys describes as “intense spiritual training” and bayonet-led assaults to counter the opponent's material superiority. The latest version of the Principles of Command preserved the operational concept of rapid Japanese mobile offensive operations, aiming to induce a decisive battle or “kaisen” early in the campaign. It reaffirmed the sokusen sokketsu or “rapid victory' principle of rapid warfare. Attaining these goals relied exclusively on offensive action, with the army expecting commanders at all levels to press forward, defeat enemy units, and capture key territories. The troops were indoctrinated with a spirit of aggression and trained to anticipate certain victory. The emphasis on offensive action was so pronounced that Araki eliminated terms like surrender, retreat, and defense from the manual, believing they negatively affected troop morale. This aggressive mindset also infused the Sento Koryo or “Principles of Operations”, first published in 1929 as a handbook for combined arms warfare tailored for division and regimental commanders. The manual emphasized hand-to-hand combat as the culminating stage of battle, a principle regarded as unchanging in Japanese military doctrine since 1910. Senior commanders were expected to demonstrate initiative in skillfully maneuvering their units to encircle the enemy, setting the stage for climactic assaults with cold steel. Infantry was deemed the primary maneuver force, supported by artillery. To complement rapid infantry advances, the army developed light and mobile artillery. Operationally, encirclement and night attacks were vital components of victory, and even outnumbered units were expected to aggressively envelop enemy flanks. In assaults against fortified positions, units would advance under the cover of darkness, avoiding enemy artillery fire and positioning themselves for dawn attacks that combined firepower with shock action to overwhelm enemy defenses. In encounters with opposing forces, commanders would maneuver to flank the enemy, surround their units, and destroy them. If forced onto the defensive, commanders were expected to seize opportunities for decisive counterattacks to regain the initiative. These high-level operational doctrines were distilled into tactical guidelines in the January 1928 edition of the Infantry Manual or “Hohei Soten”, which saw a provisional revision in May 1937 . Both editions opened with identical introductions emphasizing the necessity for a rapid victory through the overpowering and destruction of enemy forces. Infantry was identified as the primary arm in combined arms warfare, and soldiers were taught to rely on cold steel as fundamental to their attacking spirit. The 1928 Infantry Manual underscored the commander's role in instilling a faith in certain victory or “hissho shinnen”, drawing from the glorious traditions of Japanese military history. The 1928 infantry tactics employed an extended skirmish line with four paces between soldiers. Individual initiative in combat was generally discouraged, except under exceptional circumstances, as success relied on concentrating firepower and manpower on narrow frontages to overwhelm defenders. An infantry company would create a skirmish line featuring two light machine gun squads and four rifle squads, preparing for a bayonet-driven breakthrough of enemy defenses. For the final assault, the infantry company would line up along a 150-yard front, likely facing casualties of up to 50% while breaching the enemy's main defensive line. Historical analysis reveals the shortcomings of these tactics. During World War I, armies constructed extensive, multi-layered defenses, trenches, pillboxes, and strong points, each independent yet all covered by artillery. If assaulting infantry suffered heavy losses breaching the first line, how could they successfully prosecute their assault against multiple defense lines? The 1937 revision elaborated on new tactics to overcome entrenched Soviet defenses, drafted in anticipation of arms and equipment that were either in development or production but not yet available for deployment. This became official doctrine in 1940, but as early as summer 1937, units from the China Garrison Army were field-testing these new tactics. The provisional manual adopted combat team tactics, forming an umbrella-like skirmish formation. This involved a light machine gun team at the forefront with two ammunition bearers flanking it to the rear. Behind the machine gun team were riflemen arranged in a column formation, maintaining six paces between each. The light machine gun provided cover fire as the formation closed in on the enemy for hand-to-hand combat. Increased firepower expanded the assault front to 200 yards. The combination of wider dispersion and night movement aimed to reduce losses from enemy artillery fire while the infantry advanced through successive lines of resistance. Commanders at the platoon level were responsible for leading the final assault into enemy lines, with increased tactical responsibility shifting from platoon to squad leaders, allowing for greater initiative from junior officers and non-commissioned officers. This emphasis on broader dispersal and fluidity on the battlefield required frontline infantry to exhibit aggressiveness and initiative. Contrary to popular belief, the Japanese military did not solely rely on the bayonet or an offensive spirit during engagements with Chinese forces. They effectively employed superior firepower and modern equipment within their combined arms framework, using heavy weapons and artillery to soften enemy positions before launching infantry attacks. Without such firepower, unsupported infantry attacks would have struggled to achieve their objectives. In January 1937, the Imperial Japanese Army consisted of approximately 247,000 officers and men, organized in a structure comprising seventeen standing infantry divisions, four tank regiments, and fifty-four air squadrons equipped with a total of 549 aircraft. The China Garrison Army and the Taiwan Garrison Army each included two infantry regiments, while a separate independent mixed brigade was stationed in Manchuria. Two divisions were permanently based in Korea, with four more assigned on a rotating basis to the Kwantung Army in Manchukuo. The remainder of the forces were stationed in the Japanese home islands. A substantial pool of reservists and partially trained replacements was available to mobilize, enabling the expansion of peacetime units to their wartime strength as needed. Conscription provided the primary source of enlisted manpower for the army, though a handful of young men volunteered for active duty. For conscription purposes, Japan was divided into divisional areas, which were further subdivided into regimental districts responsible for conscription, mobilization, individual activations, and veteran affairs within their jurisdictions. Typically, conscripts served with the regiment associated with their region or prefecture. However, the Imperial Guards regiments in Tokyo selected conscripts from across the nation, as did the Seventh Infantry Division, which recruited from the sparsely populated Hokkaido area and from regular army units stationed in Korea, China, and Taiwan. Draftees from Okinawa Prefecture usually served with Kyushu-based regiments. All males reaching the age of 20 underwent an army-administered pre-induction physical examination conducted between December 1 and January 30 of the following year. This evaluation classified potential conscripts into three categories: A “suitable for active duty”, B1, and B2, while others were deemed unfit for the demands of military life. In 1935, 29.7% of those examined received A classifications, while 41.2% were graded as B1 or B2. Among the 742,422 individuals eligible for conscription in 1937, approximately 170,000 were drafted, amounting to 22.9% of the cohort; this figure had remained relatively consistent since the post-Russo-Japanese War years. Within the conscripted group, 153,000 men were classified as A and an additional 17,000 as B. Conscripts served for two years of active duty, with variations based on their military specialty and any prior civilian military training. After their discharge, they were subject to a lengthy reserve obligation. In total, 470,635 individuals fell into the B category, being otherwise fit for service but excess to the army's active personnel needs. These men were assigned to the First Replacement Pool, where they underwent around 120 days of basic military training, primarily focused on small arms usage and fundamental tactics. Regular officers and NCOs led the training in their respective regimental districts. Following their initial training, the army called these replacements and reservists to active duty annually for several days of refresher training. Army leaders regarded discipline as the cornerstone of military effectiveness. Basic training emphasized the necessity of unquestioning obedience to orders at all levels. Subsequent training focused on fieldcraft, such as utilizing terrain strategically to surprise or encircle the enemy. However, training exercises often lacked diversity due to the limited maneuver areas available in Japan, leading to predictable solutions to field problems. The training regimen was rigorous, merging strict formal discipline and regulated corporal punishment with harsh informal sanctions and unregulated violence from leaders to instill unwavering compliance to orders. As an undergrad taking a course specifically on the Pacific War, it was this variable my professor argued contributed the most to the atrocities performed by the Japanese during WW2. He often described it as a giant pecking order of abuse. The most senior commanders abused, often physically their subordinates, who abused theirs, going through the ranks to the common grunts who had no one else but civilians and the enemy to peck at so to speak. Of course there were a large number of other variables at play, but to understand that you outta join my Patreon Account over at the www.patreon.com/pacificwarchannel , where I made a fan favorite episode on “why the Japanese army performed so many atrocities”. In there I basically hit a big 10 reason list, well in depth, I highly recommend it! As the concept of the “Imperial Army” and the cult of the emperor gained prominence, appeals to imperial symbols and authority bolstered this unquestioning obedience to superiors, who were seen as the conduits of the emperor's will. It was during this period that the term kogun or “imperial army” gained favor over kokugun or “national army”, reflecting a deliberate effort by military authorities to forge a direct connection between the military and the imperial throne. The 1937 Japanese infantry division was structured as a square formation, with a peacetime strength established at approximately 12,000 officers and men organized into two brigades, each comprising about 4,000 personnel, formed from two infantry regiments, about 2,000 men each. The division included a field artillery regiment, an engineer regiment, and a transport battalion as organic units. Each infantry regiment was composed of three battalions, approximately 600 men each, which contained three rifle companies, 160 men each and a weapons platoon. A rifle company consisted of three rifle platoons and one light machine gun platoon. Regiments also included infantry assault gun platoons, and battalions contained a heavy machine gun company. Upon mobilization, a fourth infantry company augmented each battalion, along with reserve fillers, nearly 5,000 personnel assigned as transport and service troops, raising the authorized wartime strength of an infantry division to over 25,000 officers and men. Reforms implemented in 1922 reduced personnel numbers in favor of new and improved weapons and equipment. Among these advancements, the 75 mm Type 90 field artillery piece, which boasted increased range and accuracy, was integrated into the forces in 1930, along with the 105 mm Type 10 howitzer and 75 mm pack mountain artillery which could be disassembled for transport using pack animals. These became standard artillery components for divisions. The emphasis on light, mobile, and smaller-caliber field artillery enabled swift deployment during fast-moving engagements. By minimizing the size of the baggage train, infantry and artillery units could quickly set up off the march formation and maneuver around enemy flanks. Army leaders further streamlined road march formations by eliminating the fourth artillery battery from each regiment, thus sacrificing some firepower for enhanced speed and mobility. Heavier artillery pieces were still used in set-piece battles where mobility was less critical. In a typical 1936 division, the field artillery regiment, equipped with Type 90 field artillery or lighter Type 94 mountain artillery, had thirty-six guns. Training focused on quality rather than quantity, reflecting the conservative doctrine of “one-round-one-hit”. Live-fire training was infrequent due to the scarcity of artillery firing ranges in Japan. Ammunition stockpiles were inadequate for anticipated operational needs; government arsenals produced over 111,000 artillery shells in 1936, which was fewer than one-tenth of the quantities specified in wartime consumption tables. Similar industrial shortcomings also hampered advancements in motorization and armor. Motorization proved costly and relied on foreign supply, presenting challenges given the inferior road networks in Manchuria, northern China, and the Soviet Far East. Military estimates suggested a need for 250,000 trucks to fully motorize the army, a goal beyond the capabilities of the nascent Japanese automotive industry, which produced fewer than 1,000 cars annually until 1933. Japanese tanks, described as “handcrafted, beautifully polished, and hoarded” by Alvin Coox, suffered from shortages similar to heavy artillery and ammunition. The army prioritized light weighing ten tons or less and medium tanks sixteen tons or less due to the necessity of deploying armor overseas, size and weight were crucial for loading and unloading from transport ships. Smaller tanks were also more suitable for the terrains of northern China and Manchuria, as they could traverse unbridged rivers using pontoons or ferries. The Japanese industrial base, however, struggled to mass-produce tanks; by 1939, factories were producing an average of only twenty-eight tanks of all models per month. Consequently, in 1937, foot soldiers remained as reliant on animal transport for mobility as their ancestors had been during the Russo-Japanese War. Despite enjoying technological and material superiority over disorganized Chinese forces, these deficiencies in heavy artillery, armor, and vehicles would prove catastrophic against more formidable opponents. Another significant factor constraining Japanese industry's capacity to produce tanks, trucks, and artillery was the 1936 decision to expand the army's air wing and homeland air defense network. This policy diverted resources, capital, and technology away from the army's ground forces. The nascent Japanese Army Air Force or “JAAF” aimed to support ground operations through reconnaissance, bombing enemy bases, and achieving air superiority. However, direct support for ground operations was limited, and Japanese military planners did not anticipate that aerial bombardment could supplement or replace artillery bombardments. The expanded air arm's strategic mission centered on executing preemptive air strikes against Soviet air bases in the Far East to thwart potential air attacks on Japan. By the mid-1930s, the army had approximately 650 aircraft, roughly 450 of which were operational. The JAAF emphasized rigorous training that prioritized quality over quantity, producing only about 750 pilots annually up until December 1941. Basic flight skills were developed through this training, while specialized tactical instruction was deferred to newly established pilot units. According to logistics doctrine, Japanese maneuver units typically operated within a 120 to 180-mile radius of a railhead to facilitate resupply and reinforcement. A field train transport unit was responsible for moving supplies daily from the railhead to a division control point for distribution. The division established a field depot to manage the transfer of supplies from field transport to company and lower-echelon units. At the depot, transport troops would hand over supplies to a combat train that ferried ammunition, rations, and equipment directly to frontline units. Horse-drawn wagons and pack animals were the primary means of transportation. Each wartime division included a transport battalion, which varied in size from approximately 2,200 to 3,700 personnel, depending on the type of division supported. The division typically carried enough supplies for one day. Upon mobilization, the logistical framework was reinforced with the addition of an ordnance unit, a field hospital, a sanitation unit, and additional field and combat trains. The size of the transport regiment grew from around 1,500 officers and men with over 300 horses to nearly 3,500 troops and more than 2,600 animals. In the battalion, one company generally transported small-arms ammunition while two companies handled artillery shells and two others carried rations; this arrangement was flexible based on operational needs. Pack horses and dray horses were assigned to each company to carry or tow infantry assault artillery, mortars, artillery ammunition, and rations. Infantry soldiers carried minimal rations, approximately two and a half pounds, primarily rice, along with tinned condiments and salt. Consequently, the field train included a field kitchen stocked with fresh vegetables, rice or bread, soy sauce, and pickles. Each evening, a forward echelon train distributed supplies received from the field transport unit to the combat unit's bivouac area. When combat seemed imminent, a section of the transport battalion would move forward to deliver essential combat supplies, ordnance, equipment, medical supplies, directly to frontline units. These units would also handle resupply, medical evacuation, and repair of ordnance and equipment once fighting commenced. On the evening of September 18, 1936, the fifth anniversary of the Manchurian Incident, Chinese troops from the Twenty-Ninth Army clashed with Japanese soldiers from the Seventh Company's rear-guard medical unit at Fengtai. When a Japanese officer arrived on horseback, a Chinese soldier struck his horse, prompting the Chinese troops to retreat to their barracks. Major Ichiki Kiyonao, the battalion commander, ordered an emergency assembly, surrounded the Chinese encampment, and demanded that Chinese authorities surrender the aggressors immediately. To defuse the situation, Major General Kawabe Masakazu, the brigade commander and Ichiki's superior, instructed Regimental Commander Mutaguchi to resolve the incident swiftly. Mutaguchi negotiated an agreement that required the Chinese to apologize, punish those responsible, withdraw from the vicinity of the Japanese barracks, and maintain a distance of two miles. Although Mutaguchi and Ichiki wanted to disarm the Chinese forces, they ultimately complied with Kawabe's wishes and allowed the Chinese to retain their weapons “in the spirit of Bushido.” Later, the Chinese claimed the Japanese had refrained from disarming them due to their fear of the strength and influence of the 29th Army. This insult infuriated Mutaguchi, who vowed not to make any further concessions and promised to eliminate the anti-Japanese provocateurs decisively if another incident occurred. He warned his officers against allowing an “overly tolerant attitude toward the Chinese” to undermine the prestige of the imperial army and emphasized the need for swift, decisive action to prevent such incidents in the future. Tensions were further exacerbated by large-scale Japanese field exercises conducted from late October to early November. These maneuvers, the largest ever executed by Japanese forces in China, mobilized about 6,700 active-duty and reserve troops for a series of complex battle drills, night maneuvers, and tactical field problems. During these exercises, Japanese troops were quartered in Chinese homes. Although local residents were compensated for any damage caused, the exercises nonetheless heightened tensions between the two sides. The fallout from the Suiyuan Fiasco in December 1936, coupled with a tumultuous summer and fall, led to rising anti-Japanese sentiment and prompted Tokyo to caution the Kawabe brigade against actions that might escalate the already precarious situation. In March 1937, during the annual personnel assignments, Ishiwara was promoted to major general and appointed chief of the 1st Department Operations of the General Staff. However, Army Vice Minister Umezu, a hardliner regarding China and a rival of Ishiwara, successfully maneuvered the Hayashi cabinet into approving the command choices for army and navy ministers, overriding Ishiwara's proposals. General Sugiyama Hajime, another hawk on China, replaced the terminally ill General Nakamura Kotaro as army minister shortly after Nakamura's appointment and remained in that position until June 1938. Lieutenant General Imai Kiyoshi, army vice chief of staff and an Ishiwara supporter, was also battling a terminal illness that rendered him largely ineffective during his short five-month tenure from March to August 1937. Imai was expected to play a crucial role in high command because the army chief of staff, Prince Kan'in, had been appointed in 1931 as a figurehead due to internal factions preventing agreement on a candidate. Ishiwara further complicated his conciliatory approach by selecting Colonel Muto Akira, a known hardliner who believed force was the only means to resolve the Japan-China conflict, for the vital position of chief of Operations Section within the General Staff. From Kwantung Army headquarters, Commanding General Ueda Kenkichi and his chief of staff, Lieutenant General Tojo Hideki, advocated for a preemptive war against China to serve the Kwantung Army's interests. In contrast, the China Garrison Army, under Lieutenant General Tashiro and his chief of staff, adopted a more moderate stance, aligning with central headquarters' policy of restraint. The China Garrison Army estimated the 29th Army to consist of 15,000–16,000 troops, with its main strength centered around Peking and an additional 10,000 troops in the surrounding area. Starting in spring 1937, Japanese units began observing tactical indicators suggesting that the Chinese were preparing for war. These indicators included increased guard presence at Peking's gates in June, bolstering units near the Marco Polo Bridge to over two battalions, preparing new fighting positions, digging trenches and constructing concrete pillboxes near the Marco Polo Bridge, infiltrating agents into Japanese maneuver areas for intelligence on night tactical exercises, and heightened strictness among Chinese railroad guards evident since late June. Nevertheless, the Japanese commanders did not view China as a formidable opponent. They believed that Chinese armies would quickly disintegrate due to what they perceived as a lack of fighting spirit and ineffective leadership. By 1937, Japan's national policy was shifting away from the persistent and aggressive efforts of field armies to undermine Chinese political authority in northern China toward a more conciliatory stance. This shift resulted in increased tensions between field armies and the General Staff in Tokyo, leading to substantial fractures among senior officers regarding the “solution” to their so-called China problem. Those tensions broke the camels back that year. I would like to take this time to remind you all that this podcast is only made possible through the efforts of Kings and Generals over at Youtube. Please go subscribe to Kings and Generals over at Youtube and to continue helping us produce this content please check out www.patreon.com/kingsandgenerals. If you are still hungry after that, give my personal channel a look over at The Pacific War Channel at Youtube, it would mean a lot to me. The Japanese grossly underestimated their enemy and their own logistical capabilities. There was to say “too many cooks in the kitchen” of the Japanese military and competing visions ultimately were leading Japan and China into an official full blown war. Japan assumed they could bully China until it was so fragmented it would be a simple matter of grabbing the pieces it liked, that was not to be the case at all.
A néptáncos lázadó után egy igazi harcos – Muri Enikőre cserélte a NER Tóth Gabit Menczer Tamás: Az összes Harcosok Klubja Facebook-csoport átverés Adatvédelmi hiba Nagy Márton minisztériumában: tévedésből körbeküldtek egy személyes adatokat tartalmazó belső dokumentumot Új adó jöhet: lecsap az EU a Temu és a Shein olcsó csomagjaira Itt a levél: összeálltak Orbán Viktor ellen, elzárnák az uniós pénzcsapot Orbán Viktor unokaöccse 500 milliós osztalékot hozott össze három hónap alatt Jó hír érkezett Paks II kapcsán Bemutatták az új BYD-modellt, amellyel meghódítanák Európát és Magyarországot is 20 ezer euró bátor tényfeltárásért – Az Európai Parlament idén is meghirdette a rangos újságírói díjat Bibliai csoda történik Dél-Koreában: fotókon a kettéváló tengerben vonuló tömeg Veszélyben egy népszerűn GPS-funkció A Real Madrid szemet vetett a Bilbao támadójára Gyűlöletcunami zúdult a liverpooli játékos feleségére, a klub közleményt adott ki Frontos lesz a csütörtök éjjel A további adásainkat keresd a podcast.hirstart.hu oldalunkon.
A néptáncos lázadó után egy igazi harcos – Muri Enikőre cserélte a NER Tóth Gabit Menczer Tamás: Az összes Harcosok Klubja Facebook-csoport átverés Adatvédelmi hiba Nagy Márton minisztériumában: tévedésből körbeküldtek egy személyes adatokat tartalmazó belső dokumentumot Új adó jöhet: lecsap az EU a Temu és a Shein olcsó csomagjaira Itt a levél: összeálltak Orbán Viktor ellen, elzárnák az uniós pénzcsapot Orbán Viktor unokaöccse 500 milliós osztalékot hozott össze három hónap alatt Jó hír érkezett Paks II kapcsán Bemutatták az új BYD-modellt, amellyel meghódítanák Európát és Magyarországot is 20 ezer euró bátor tényfeltárásért – Az Európai Parlament idén is meghirdette a rangos újságírói díjat Bibliai csoda történik Dél-Koreában: fotókon a kettéváló tengerben vonuló tömeg Veszélyben egy népszerűn GPS-funkció A Real Madrid szemet vetett a Bilbao támadójára Gyűlöletcunami zúdult a liverpooli játékos feleségére, a klub közleményt adott ki Frontos lesz a csütörtök éjjel A további adásainkat keresd a podcast.hirstart.hu oldalunkon.
Throughout the war on the Eastern Front, there were two consistent trends. The Red Army battled to learn how to fight and win, while involved in a struggle for its very survival. Butby 1944 it had a leadership that was able to wield it with lethal effect and with far more effective equipment than before. By contrast, the Wehrmacht had commenced a slow process of decline after the invasion of the Soviet Union.Hitler became increasingly unwilling to delegate decision-making to commanders in the field, which had been crucial to earlier success. The long years of fighting had also taken a heavy toll. Thousands of irreplaceable junior officers and NCOs were dead, wounded or prisoners.Renowned Eastern Front expert Prit Buttar expertly brings these contrasting fortunes to life, trends which culminated in the huge battles of Bagration. As this masterful study conclusively shows, in 1944 the Red Army finally puttogether a campaign that utterly destroyed the German Army Group Centre. The Wehrmacht suffered the loss of over 300,000 men killed, wounded or taken prisoner and the Red Army rolled forward across Belarus to the outskirts ofWarsaw. The end of the war was still many months away, and the Germans managed to reconstruct their line on the Eastern Front, but final victory for the Soviet Union was now only a matter of time as a direct consequence of Bagration. About the Author:Prit Buttar studied medicine at Oxford and Londonbefore joining the British Army as a doctor. After leaving the army, he worked as a general practitioner. An established expert on the Eastern Front in 20th-century military history, his most recent titles include the critically acclaimed new history of the siege of Leningrad: To Besiege A City:Leningrad 1941–42 and Hero City: Leningrad 1943–44. He lives in Kirkcudbright, Scotland.
The Joint Readiness Training Center is pleased to present the one-hundredth episode to air on ‘The Crucible - The JRTC Experience.' Hosted by COL Ricky Taylor, the Commander of Ops Group (COG). Today's guests are all seasoned observer-coach-trainers (OCTs) from Task Force Two (IN BN). LTC Andrew “Andy” Smith is the TF Senior for TF-2 (IN BN). MAJ Mackenzie “Macks” Colella is the BN Executive Officer OCT while CPT Ethan Milukas is the BN S-3 Operations Officer OCT is the TF. And SFC Tulio Perez is the BN Fires Support NCO OCT for the TF. This episode offers an in-depth look at battalion-level command and control (C2) during large-scale combat operations (LSCO), with a specific focus on the commander's role in the operations process, staff organization, and command post design. A recurring theme is the challenge of executing the operations process—especially during the military decision making process (MDMP)—in the face of junior staff experience, compressed planning timelines, and insufficient rehearsals. The team identifies four consistent friction points observed at JRTC: commanders not driving the operations process, poor adherence to planning timelines, skipping MDMP steps, and failing to weigh the future operations (FUOPS) effort appropriately. These gaps lead to ineffective plans, lack of synchronization across warfighting functions, and poor transitions in execution. The episode underscores that success begins with deliberate planning, strong commander guidance, and repeated MDMP practice prior to arrival at the CTC. The conversation also explores best practices in building functional, survivable, and synchronized command posts. Our guests emphasize the use of analog products—such as a well-maintained COP and detailed running estimates—to ensure shared understanding across the staff, even in low-bandwidth or degraded environments. Effective command posts feature clear roles, physically separated FUOPS and current operations (CUOPS) sections, and a deliberate battle rhythm that supports decision-making and maintains tempo. The importance of noncommissioned officers (NCOs) is also highlighted, particularly in enforcing standards, ensuring CP survivability, and serving as the common-sense check during planning. The episode concludes with a detailed discussion on running estimates as the connective tissue between planning and execution, advocating for detailed but simple products that enable timely decisions and transitions. The consensus is clear: battalion success in LSCO hinges on disciplined processes, deliberate staff training, and empowering both officers and NCOs to operate confidently in chaos. You can reference JRTC TF-2's Battalion Example Products at: https://tr.ee/zXovtS99IM Part of S01 “The Leader's Laboratory” series. For additional information and insights from this episode, please check-out our Instagram page @the_jrtc_crucible_podcast Be sure to follow us on social media to keep up with the latest warfighting TTPs learned through the crucible that is the Joint Readiness Training Center. Follow us by going to: https://linktr.ee/jrtc and then selecting your preferred podcast format. Again, we'd like to thank our guests for participating. Don't forget to like, subscribe, and review us wherever you listen or watch your podcasts — and be sure to stay tuned for more in the near future. “The Crucible – The JRTC Experience” is a product of the Joint Readiness Training Center.
Throughout the war on the Eastern Front, there were two consistent trends. The Red Army battled to learn how to fight and win, while involved in a struggle for its very survival. But by 1944 it had a leadership that was able to wield it with lethal effect and with far more effective equipment than before. By contrast, the Wehrmacht had commenced a slow process of decline after the invasion of the Soviet Union. Hitler became increasingly unwilling to delegate decision-making to commanders in the field, which had been crucial to earlier success. The long years of fighting had also taken a heavy toll. Thousands of irreplaceable junior officers and NCOs were dead, wounded or prisoners.Today’s guest is Prit Buttar, author of “Bagration 1944: The Great Soviet Offensive.” We look at these trends, which culminated in the huge battles of Bagration. In 1944, the Red Army finally put together a campaign that utterly destroyed the German Army Group Centre. The Wehrmacht suffered the loss of over 300,000 men killed, wounded or taken prisoner and the Red Army rolled forward across Belarus to the outskirts of Warsaw. The end of the war was still many months away, and the Germans managed to reconstruct their line on the Eastern Front, but final victory for the Soviet Union was now only a matter of time as a direct consequence of Bagration.See omnystudio.com/listener for privacy information.
It's time to talk about the Harding Project once again. The project is the Chief of Staff of the Army's (CSA) effort to renew professional publications, strengthen the profession, and ultimately enhance the warfighting capability of the U.S. Army. Jake Larkowich, Deputy Commandant of the U.S. Army War College and associate editor for War Room, stepped into the studio to share a senior leader perspective. He joins Editor-in-Chief, JP Clark, to discuss the importance of putting words to your thoughts. Their conversation focuses on sharing experiences and opinions in writing at the senior leader level, where there is value for both junior officers and NCOs, as well as challenges and benefits to writing for one's contemporaries.
As promised, here's Part 2 with JB. Rob Robinson and JB discuss the importance of leadership in the military and corporate environments, referencing an NCO's letter about soldiers leaving the ranks. Rob, a retired lieutenant colonel, and JB, with 17 years as an infantry officer, emphasize that good leadership is crucial for retaining and developing soldiers. They highlight the role of NCOs as primary instructors and the need for mentorship and training replacements. They also discuss the transition from military to corporate roles, stressing the importance of intent-based leadership, accountability, and continuous improvement. Both agree that effective leadership involves respecting subordinates, fostering trust, and ensuring organizational growth.Link to the Documenthttps://drive.google.com/drive/folders/1oj77XNX3m6FB30U_v5w650dMBHa6KQGeDisclaimer: The content of the "Philosophy From the Front Line" podcast is intended for informational and educational purposes only. The hosts' and guests' views and opinions are their own and do not necessarily reflect those of affiliated organizations or sponsors. This podcast does not offer legal, financial, or professional advice. Listeners are encouraged to consult appropriate professionals before making decisions based on the content presented. "Philosophy From the Front Line" assumes no responsibility or liability for any errors or omissions in the content or actions taken based on the information provided during the podcast episodes. Fair Use Statement: This podcast may contain copyrighted material not specifically authorized by the copyright owner. "Philosophy From the Front Line" is making such material available to educate, inform, and provide commentary under the "Fair Use" provisions of U.S. copyright law (Section 107 of the U.S. Copyright Act). We believe this constitutes a fair use of any such copyrighted material as it is:Used for non-commercial, educational, or research purposes.Critically analyzed, reviewed, or discussed.Used in a transformative way that adds new meaning or message to the original work.If you own any content used and believe it infringes on your copyright, don't hesitate to contact us directly, and we will address the matter promptly.Become a supporter of this podcast: https://www.spreaker.com/podcast/philosophy-from-the-front-line--4319845/support.
In this episode, Rob Shaul speaks with Command Sgt. Maj. Brandon Riley, currently serving as the senior enlisted leader for 3-66 Armor Battalion, 1st Armored Brigade Combat Team, 1st Infantry Division. Riley discusses the real work of a battalion CSM—managing standards and discipline, mentoring company-level leaders, and maintaining unit readiness. He explains the dynamic between officers and NCOs, the balance between garrison and field responsibilities, and the internal pressures of holding a formation together. Riley also reflects on his combat deployments, leadership mistakes, and what two decades in the Army have taught him about accountability, influence, and the role of the senior enlisted. ----more---- Mountain Tactical Institute Home Check out the MTI Athlete Team Apply to be a Paid MTI Athlete MTI's Daily Programming Streams
In episode 48 of the Dirt Logistician, Wagoneer 11A(A) (MSG Robinson), Panther 17A (MSG Bryant) and Tarantula 17B (SFC Kitt) discuss an overview of the roles of NCOs when executing LRPs. Key topics include: Overview of NCO responsibilities in LOGSTATs Responsibilities at LRPs Service Station vs Tailgate Resupply Methods Recommended NCO involvement in planning process
[This blog will always be free to read, but it's also how I pay my bills. If you have suggestions or feedback on how I can earn your paid subscription, shoot me an email: cmclymer@gmail.com. And if this is too big of a commitment, I'm always thankful for a simple cup of coffee.]You may have missed it in the chaos of our current news environment, but this week, the bodies of four American soldiers were pulled out of a peat bog—basically a swamp—in Lithuania about a week after they went missing there while on a training mission.Last week, while a search was still underway for the missing soldiers, Trump was asked in the Oval Office by a reporter about the unfolding crisis and he responded that he didn't know anything about it.Yesterday, the bodies of the four soldiers arrived at Dover Air Force Base in Delaware and were received in a ceremony known as a “dignified transfer,” which is attended by senior government officials and often the sitting president.Last night, it was reported by NBC News that instead of attending the dignified transfer to honor the deceased soldiers, Trump flew to Florida to watch a LIV Golf tournament and attend a reception being hosted at his resort.I understand many of you aren't familiar with dignified transfers and why what Trump has done here is so disgusting and unbecoming and insulting to the memories of these soldiers.During my time in the 3rd U.S. Infantry Regiment (The Old Guard), I was honored to take part in many dignified transfers at the height of our involvement in Iraq and Afghanistan.So, I'll explain:The straight-line distance between Washington, D.C., and Dover, Delaware, is less than 85 miles. It takes a helicopter about 40 to 45 minutes to make the trip. I was 19 years old, and it was my first time riding a helicopter. I barely remember any of it. I was distracted.I was more nervous than I've ever been in my life about what was to come next, and so, as this Black Hawk floated above the earth with my casket team, me the youngest and most junior, I could only think: What if I mess this up? What if I fail? How will I live with myself?That's how it should be in a moment like this. You should be nervous. You should let that sharpen your focus. Because there is no room for error when handling the remains of a service member returning to the United States after they've died. You should strive for perfection.The helicopter landed, and my anxiety spiked.In retrospect, I recall noticing the silence of the rest of the casket team. These were young men, mostly early 20s, loud and boisterous and chests puffed. Now, they were quiet. It was unnerving.When you're a new enlisted soldier in an infantry unit (the FNG) you're treated like you know nothing. Because you don't. Everyone around you is older and vastly more competent and confident. Yet, in this moment, despite having done this before, they were all nervous, too. It was unsettling.We were brought into a holding area near the tarmac on Dover Air Force Base in Delaware, where the remains of service members who have died in a theater of operations arrive on a C-17 transport plane. We rehearsed our steps. And did it again. And then again. No room for error.The plane arrived. The ramp was lowered. The transfer vehicle that would complete the next leg of the journey was parked. Our casket team was positioned. We were now each wearing ceremonial white cotton gloves we had held under the bathroom faucet. Damp gloves have a better grip.We're a casket team, but these are not caskets. They're transfer cases: rectangular aluminum boxes that bear a resemblance to a crate for production equipment. Yet, the dimensions are obvious. Any given civilian would take only a few moments to realize that's for carrying bodies.It's called a "dignified transfer," not a "ceremony," because officials don't want loved ones to feel obligated to be there while in mourning. But it is as highly choreographed as any ceremony, probably more so. It is done as close to perfection as anything the military does.I was positioned in formation with my casket team, and I could see the transfer cases precisely laid out, military dress-right-dress, in the cavernous space of the C-17, each draped with an American flag that had been fastened perfectly. I remember my stomach dropping.There is simply no space for other thoughts. Your full brain capacity is focused on not screwing up. The casket team steps off in crisp, exact steps toward the plane, up the ramp (please, oh God, don't slip), aside the case, lift up ceremonially, face back and down the ramp.During movement, everyone else is saluting: the plane personnel, the OIC (officer in charge), any senior NCOs (noncommissioned officers) and generals, and occasionally, the president. The family is sometimes there. No ceremonial music or talking. All silent, save for the steps of the casket team.You don't see the family during this. You're too focused. There are other distractions. Maybe they forgot, but no one told me there'd be 40-60 pounds of ice in the transfer case to prevent decomposition over the 10-hour plane ride. You can sometimes feel it sloshing around a bit.Some of the transfer cases feel slightly heavier, some slightly lighter. The weight is distributed among six bearers, so it's not a big difference. But then you carry a case that's significantly lighter, and you realize those are the only remains they were able to recover.It probably takes all of 30-40 seconds to carry the transfer case from the plane to the mortuary vehicle, but it feels like the longest walk ever each time. The case is carefully placed in the back of the mortuary vehicle, and the casket team moves away in formation.When it's over and you're on your way back to Washington, you're overcome with a mixture of intense relief that you didn't screw up and profound sobriety over what you've just done and witnessed. I wouldn't call it a good feeling. Maybe a numbed pain.From the outside, the most egalitarian place in America is a military transfer case. They all look exactly the same: an aluminum box covered with the American flag. We didn't know their names, rank, race, ethnicity, gender, religion, sexual orientation — none of it. All the same.Whatever cruel and unfathomable politics had brought all of us to that moment, from the killed service member in the box, to those of us carrying it, to the occasional elected official who attends to pay respects, there were no politics to be found during a dignified transfer.The fallen service members I helped receive and carry during this part of the journey to their final resting place were not "losers" or "suckers" — as Trump has infamously called them. They were selfless and heroic, and I had the honor of being among the first to hold them when they returned home.There are service members and civilians around the world involved in caring for our war fatalities: the mortuary specialists, the casket teams, the family liaisons — so many people who work to ensure that this final act is done with the greatest amount of dignity and honor, seeking perfection.I suppose the one thing we all took for granted is that dignity would always be affirmed by all our civilian leaders to those service members who gave everything. I never would have predicted any official, let alone a sitting president, would insult fallen service members.This is not to say the four American soldiers who died in Lithuania were not honored by a sitting president.On Thursday, when the bodies of the soldiers were being transported to the airport in Vilnius, the capital of Lithuania, thousands of people there lined the streets to pay their respects.Among them was Lithuanian President Gitanas Nauseda, who, apparently, has more respect for our troops than our own commander-in-chief.Charlotte's Web Thoughts is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber. Get full access to Charlotte's Web Thoughts at charlotteclymer.substack.com/subscribe
The Joint Readiness Training Center is pleased to present the ninety-fifth episode to air on ‘The Crucible - The JRTC Experience.' Hosted by the Task Force Senior for the TF Sustainment (BSB / CSSB), LTC Bruce Roett on behalf of the Commander of Ops Group (COG). Today's guests are two seasoned medical professionals with TF Sustainment (BSB / CSSB), CPT Victor Velez and SFC Jason Kohne. CPT Velez is the Senior Medical Operations Officer OCT and SFC Kohne is the Medical Operations NCO OCT. In this episode, we examine the critical role of medical operations during large-scale combat operations (LSCO), emphasizing the complex realities faced by medics in high-intensity environments. The conversation underscores the physical, emotional, and tactical demands placed on Army medical personnel who must operate with minimal rest, high casualty volumes, and limited evacuation windows. The discussion highlights the need for rigorous, realistic pre-deployment training—such as TCCC, paramedic certification, and stress-inducing field exercises like “Gator Top Dog”—to prepare medics for the brutal realities of sustained combat. A key theme is the importance of leader involvement, particularly from NCOs, in building emotional resilience, monitoring burnout, and creating a culture of trust where medics can ask for help and remain mission-effective throughout the fight. The episode also delves into key best practices for organizing and supporting medical operations across echelons. Notable lessons include the effective use of FLA (field litter ambulance) staging forward with infantry battalions, use of Class VIII speedballs during casualty evacuation, and the importance of a synchronized and well-communicated medical concept of support. The team discussed common points of friction such as overuse or underuse of medical transport assets, breakdowns in communications between various medical nodes, and lack of rehearsals between sustainers and combat leaders. Additionally, the discussion covers medical evacuation planning and the importance of maintaining a well-structured casualty evacuation (CASEVAC) process to support prolonged combat engagements. The episode closed with emphasis on integrating joint and partner forces, refining base cluster security measures, and the need for a return to basic soldier skills and medical readiness. Part of S05 “Beans, Bullets, Band-Aids, Batteries, Water, & Fuel” series. For additional information and insights from this episode, please check-out our Instagram page @the_jrtc_crucible_podcast Be sure to follow us on social media to keep up with the latest warfighting TTPs learned through the crucible that is the Joint Readiness Training Center. Follow us by going to: https://linktr.ee/jrtc and then selecting your preferred podcast format. Again, we'd like to thank our guests for participating. Don't forget to like, subscribe, and review us wherever you listen or watch your podcasts — and be sure to stay tuned for more in the near future. “The Crucible – The JRTC Experience” is a product of the Joint Readiness Training Center.
CSM JoAnn Naumann planned on serving one enlistment in the Army to get a clearance and learn a language so she would be competitive for the Foreign Service. 28 years and 14 deployments later she's now the USASOC Command Sergeant Major.We originally got in touch because she appreciated our episode with Alyssa Clark where we talked about ultra marathon running. CSM Naumann recently completed her first fifty miler at fifty years old (at a pace faster than she's required to run on the ACFT two mile, according to the Army). In addition to hearing about her approach to training, we also discussed her experience with embedded human performance teams in special operations, including the challenges around integrating human performance professionals while preserving NCOs' role in physical training leadership. She joined the special operations community before POTFF was established and has watched it evolve over the course of her career.
The Joint Readiness Training Center is pleased to present the ninety-fourth episode to air on ‘The Crucible - The JRTC Experience.' Hosted by COL Ricky Taylor, the Commander of Ops Group (COG). Today's guest is a familiar face on The Crucible, the former Command Sergeant Major of Ops Group (CSMOG), CSM Michael Hall. This episode explores the evolving role of non-commissioned officers (NCOs) in large-scale combat operations (LSCO), with a special emphasis on the sergeant major's critical influence on unit discipline, readiness, and execution. Discussions highlight the transition from counterinsurgency to LSCO, emphasizing how the Army is adapting to the realities of high-intensity warfare. The conversation underscores the importance of disciplined formations, accountability, and a strong combat mindset, which sergeant majors play a central role in fostering. The episode also delves into leadership at echelon, emphasizing the need for NCOs to hold each other accountable and build a culture of excellence through rigorous training and adherence to the fundamentals. A significant portion of the discussion focuses on the involvement of sergeant majors in planning and execution, particularly in mitigating risk, ensuring mission success, and developing junior leaders. The conversation explores how NCOs can better integrate into mission analysis, wargaming, and staff planning to enhance operational effectiveness. Additionally, the importance of battlefield circulation, command presence, and real-time decision-making is emphasized, with insights on how sergeant majors can alleviate command anxiety by identifying and addressing points of friction. The episode concludes with a strong call for NCOs to instill a combat-ready culture through meticulous training, trust-building, and fostering pride in the profession, ensuring formations are prepared for the challenges of LSCO. Part of S02 “If I Would Have Only Known” series. For additional information and insights from this episode, please check-out our Instagram page @the_jrtc_crucible_podcast Be sure to follow us on social media to keep up with the latest warfighting TTPs learned through the crucible that is the Joint Readiness Training Center. Follow us by going to: https://linktr.ee/jrtc and then selecting your preferred podcast format. Again, we'd like to thank our guests for participating. Don't forget to like, subscribe, and review us wherever you listen or watch your podcasts — and be sure to stay tuned for more in the near future. “The Crucible – The JRTC Experience” is a product of the Joint Readiness Training Center.
As the Vietnam War progressed, discipline among US troops began to deteriorate, to the stage where incidents of ‘fragging' – the practice of killing officers and NCOs with grenades – became more widespread, as did the shooting of officers when out on patrol or during contact. This phenomena encapsulates the latter half of the American presence in Vietnam as soldiers refused to engage in operations when there was no discernible objective. Joining to discuss Nixon's Vietnam in this second episode following on from Saturday is Geoffrey Wawro, historian and author of The Vietnam War: A Military History. Geoff talks about the Vietnamese leadership as well as the reduction in troop numbers as Nixon's secret plan is exposed. Geoffrey Wawro Links The Vietnam War: A Military History Aspects of History Links Latest Issue out - Annual Subscription to Aspects of History Magazine only $9.99/£9.99 Ollie on X Aspects of History on Instagram Get in touch: history@aspectsofhistory.com Learn more about your ad choices. Visit podcastchoices.com/adchoices
-CHAPTERS-00:00 Introduction to Leadership and Military Background03:00 The Impact of Military School on Leadership Development05:53 Camaraderie and Teamwork in Military Training08:53 Group Punishment: A Double-Edged Sword12:02 Cultural Differences in Military Operations14:46 Transitioning from Enlisted to Officer18:00 The Importance of NCO and Officer Collaboration20:46 Real-Life Examples of Leadership Challenges24:14 Understanding Different Military Cultures26:50 Personal Experiences in the Military30:06 Leadership Lessons from Military Experiences37:55 The Drive to Succeed39:33 Career Changes and Military Dynamics40:44 Transitioning to Special Forces43:32 Injuries and Career Decisions49:12 Team Dynamics and Professional Jealousy53:22 Selfishness vs. Team Loyalty57:29 Experiences in Bosnia01:03:17 Comparing Bosnia and Afghanistan01:14:31 The Power of Psychological Warfare01:17:28 Evolving Perspectives on Combat and Leadership01:19:46 Navigating Command Decisions in Combat01:29:07 Disillusionment with Higher Command01:34:42 Leadership Lessons from the Pandemic01:39:30 Advice for the Next Generation of Military Leaders01:44:05 Innovating Firearms Training: The Warlock Way-SUMMARY-In this conversation, Travis Worlock shares his extensive military background, discussing the nuances of leadership, the impact of military school on his development, and the importance of camaraderie and teamwork. He reflects on the complexities of group punishment, cultural differences in military operations, and the transition from enlisted to officer roles. Worlock emphasizes the significance of collaboration between NCOs and officers, providing real-life examples of leadership challenges faced during his career. He concludes with insights on personal experiences that shaped his understanding of effective leadership. In this segment of the conversation, Travis Worlock shares his journey through the military, highlighting his determination to succeed and the challenges he faced in transitioning to Special Forces. He discusses the dynamics within military teams, the impact of injuries on his career, and the experiences he had while deployed in Bosnia. The conversation also touches on the complexities of being perceived as an outsider in foreign environments, particularly in relation to the local populations' sentiments towards American forces. In this conversation, Travis Worlock shares his extensive military experience, discussing the psychological aspects of warfare, the evolution of his perspectives on combat and leadership, and the challenges of navigating command decisions. He reflects on disillusionment with higher command, leadership lessons learned during the pandemic, and offers advice for the next generation of military leaders. Additionally, he introduces his innovative approach to firearms training, emphasizing the importance of adapting training methods to real-world scenarios.
Sitting down with the subject matter experts on getting selected for training as a Green Beret. CSM Strong and SGM Almonte talk about physical fitness, intelligence, and character. They share preparation guidance that will give candidates the best possible chance of success; these two NCOs exemplify the quiet professional every Green Beret should aspire to become.Preparation handbook:https://www.goarmysof.army.mil/Portals/100/Documents/USAJFKSWCS%20SF%20Prep%20Manual.pdf?ver=b5Y4cCheXzm4z44sO0JVtg%3d%3d
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In this episode Brian Hancock talks with Kurt Dykstra and Joshua Weikart to discuss the 38 Golf Program, the Functional Specialty Team Construct, and the recent Functional Specialty Team Symposium. Major Dykstra and Captain Weikert, welcome to the show. Thank you very much. Wonderful to be here. --- One CA is a product of the civil affairs association and brings in current or former military personnel, diplomats, development officers, and field agents to discuss their experiences on the ground with the people and leadership of a partner nation. We aim to inspire anyone interested in working in the "last three feet" of U.S. foreign relations. To contact the show, email us at CApodcasting@gmail.com or look us up on the Civil Affairs Association website at www civilaffairsassoc.org --- Special thanks to Art Music for a sample from the song "January | Instrumental Background Music." Retrieved from: https://www.youtube.com/watch?v=2E0orz_C33I --- Transcript 00:00:03 INTRODUCTION Welcome to the 1CA Podcast. This is your host, Jack Gaines. 1CA is a product of the Civil Affairs Association and brings in people who are current or former military, diplomats, development officers, and field agents to discuss their experiences on ground with a partner nation's people and leadership. Our goal is to inspire anyone interested in working the last three feet of foreign relations. To contact the show, email us at capodcasting@gmail.com or look us up on the Civil Affairs Association website at www.civilaffairsassoc.org. I'll have those in the show notes. 00:00:39 BRIAN HANCOCK I'm Lieutenant Colonel Brian Hancock, and I will be your host for this session. Today, we have with us Major Kurt Dykstra and Joshua Weikert and Joshua Weikert and Captain Joshua Weikert to discuss the 38 golf program and the recent Functional Specialty Team Symposium. Major Dykstra and Captain Weikert, welcome to the show. Thanks very much. Wonderful to be here. Thank you, sir. 00:01:26 BRIAN HANCOCK A quick disclaimer while we're here that the remarks of myself and the participants are solely ours. All right, gentlemen, let's jump into it. From the beginning, what attracted you to U.S. Army civil affairs? Well, I can start that answer. So I'm a bit older, as you might have gathered from my bio. 00:01:43 KURT DYKSTRA a bit older, as you might have gathered from my bio. And at various points in my adult life, I had thought about entering into military service. And for one reason or another, It just didn't happen. And it was always a great regret in my life that I had not served and saw it as something that I wish I would have done. And then about four or so years ago, I got a call from a friend of a friend who at the time was a major who was recruiting for this new golf program. And we really didn't know each other, but we sort of had moved in similar circles and knew the same people and those sorts of things. And my wife and I were hiking the Appalachian Trail and I was having breakfast one morning and got a phone call from Colonel Koinga, as he retells the story, I think within an hour or two, I said something like, sounds good to me, let's do it. Of course, I did talk with my wife and those sorts of things, but that's my pathway in and a bit unique perhaps, but I think a story that has some resonance with many of the other gulfs, particularly those who were not prior service, that this was fulfilling an opportunity that they had, that they had wished that they had taken earlier, which was to serve the country through the military. 00:02:51 BRIAN HANCOCK the country through the military. Well, first of all, Kurt, you're not that old. You look very young and healthy to me. And so you're doing something right. So good for you. I'm thrilled that you have chosen to give both the Army and civil affairs a chance. We definitely need the type of skills that you bring to the table. Now, let me turn to you, Captain Weicker. Tell me a little bit about your journey getting here. Well, I was a prior service soldier. 00:03:16 JOSHUA WEIKERT prior service soldier. Also being the pre -law advisor at my university, I had a pre -law student who was interested in the Army JAG program. And she had asked me to look into direct commissioning programs in the Army in general, knowing that I was a veteran and had some experience in this area. And I stumbled across the 38 Gulf page on the Army Talent Management website. And it was such an immediately obvious fit because I teach politics, but I also do politics. I work for the House of Representatives. And for that matter, when I go out looking for faculty members to hire, I like looking for people who are practitioners as well as being scholars. And this really dovetailed very nicely into that model. And it struck me as something with a very clear need. It also struck me as something that, especially as we think about lessons learned from Iraq and Afghanistan and 20 years of deployments, that this was an area where the Army could really bone up its skills and get more into capacity building both within our formations and also the places where we operate. So it struck me as something that was both important and extremely interesting. 00:04:13 BRIAN HANCOCK Well, very glad that you're here. The background that you both have in politics and helping. do governance on an almost daily basis. It makes me wonder, how would we train something like transitional governance? This is one of our core capabilities. I don't know if the program does things like that. I think there's a big future for us in this area. And both of you have the background to help us move in that direction. Well, in the early 2000s, 00:04:44 JOSHUA WEIKERT the DOD had... conducted a review of all the civil administration and civil affairs tasks that were out there that the Army engages in. And they came up with a list of something like 1 ,400 different tasks. And they combed through this list and started identifying things that are not currently met. So where are the areas where the Army needs help? And out of that derived these 18 skill identifiers within the 38 Gulf program, covering a broad range of civil skills. And these include things like... finance, education, and border security, and law, regulation, and policy, and this cultural heritage and property protection. And the goal of the program is essentially to enhance a commander's ability to operate in a stable civil environment, to foresee and address any likely challenges that should crop up, so that commanders can focus on accomplishing their primary image. 00:05:33 KURT DYKSTRA AND JOSHUA WEIKERT Yeah, if I might jump in a little bit on that as well, either read the book or see the movie Monuments Men, then that gives you a little bit of a sense. In World War II, The U .S. were heading across Western Europe. They needed help to identify certain things, whether it's art, whether it's the significance of structures. And those are skills that the Army just didn't have. So the George Clooney's of the world, who at the time were art historians and museum curators, were brought into the Army's orbit to assist in those tasks. And that's kind of the history of the program that goes way back when, and then it was recently restarted in many ways and broadened as Captain Weigert. has been describing. So in some ways, I describe our role as consultants with specific civilian side expertise that the Army simply does not have to assist the Army to be able to do things that it otherwise might not be able to do. So we get called upon to assist in some of those areas that are more specialized than what the Army generally might have. And in other ways, like other civil affairs officers, you know, we're kind of the Army's diplomatic corps. So it's really those combinations, but the Gulf program specifically brings a very specific and in -depth civilian skill set to be used for Army purposes. 00:06:47 BRIAN HANCOCK set to be used for Army purposes. It sounds a little bit similar to some of the specialists we have with surgeons and lawyers, but also different at the same time. When we were deployed in Iraq and Afghanistan, we definitely could have used these capabilities in all of these special functional areas. The Department of State tries their best to fill that gap, but the reality is that they're a relatively small organization that isn't necessarily equipped to go to non -permissive environments for extended periods of time. So for transitional governments, I think the heavy lift tends to fall on the military, and you really can't rebuild a government without trying to rebuild the economy and those other threads that tie into that tapestry. I'm very excited for the future with you guys on board. One of the initial challenges is that there wasn't necessarily a clear career progression through every rank for these soldiers. They couldn't follow the 38 Alpha career progression. Has that been relooked at? We do have a quasi -path through your military education. 00:07:57 JOSHUA WEIKERT a quasi -path through your military education. We do not yet have a basic officer leadership course, though we are currently piggybacking on Medical Services Bullock down here at Fort Sam. which is actually where they both are right now. But my understanding is that a 38 golf at CA Bullock course is in development, and I volunteered some of my time doing some of the course materials for that. And of course, we do have the civil affairs captain's course as well as an option. Beyond that, I'm not certain at all. But for Major Dykstra, if he has more information on that. 00:08:26 KURT DYKSTRA AND JOSHUA WEIKERT Much of this has been like jazz. There's been a certain underlying beat that's there, and there's a lot of improvisation that happens along the way. And Captain Weikert is exactly correct that we do DCC largely with the JAG DCC. And then we sort of peg on BOLIC, either AG or AMED, and AMED seems to be the preferred course right now. And to me, this is an area for improvement. We've gone through two school experiences without having any sort of direct training for what it is that we do. And that feels to me like an area that we can improve upon. And I think that is in process, as Captain Weikert mentioned with. With large organizations, particularly the U.S. Army, all that sort of thing takes time. Yeah, it does. But I do think that as the program matures, as there are more people within it for longer periods of time, a lot of the questions about career path and specifics along those lines, frankly, either be worked out by doctrine or they'll be worked out by the process of having people going through these programs and through the ranks and getting OERs and those kinds of things. So I'm not as concerned about that. A ladder piece is what I think that it would be beneficial for the golf program to have better formal education laid out sooner as we see with most other MOCs. 00:09:37 BRIAN HANCOCK other MOCs. It makes sense to me. It is clever, though, to piggyback on a professional MOS. Many reservists have a similar challenge who aren't 38 golfs because a lot of the professional military education that we funnel through. is geared towards combat arms. And of course, for reserve soldiers, what we do is largely support. But in terms of professional military education, understanding some of these other professions like medicine and pieces of logistics and information operations, professional military education historically has not been geared to advance the tradecraft of those individuals. So I think there's a larger movement within the Army at large, though, to create more specialized training. Unlike the Marine Corps, where they have fewer MOSs and folks have to be a little bit more of a generalist, the fact that we have so many specialty MOSs in the Army, I think, lends itself to the ability to stand up individual branches that can run its own training. And within the functional specialties of the 38 golf program, you might even need an entire course dedicated. to each of those functional areas because they're really quite different. 38 golfs are contained within the functional specialty team construct, like the building where they live within a civil affairs unit. Some folks tend to conflate the 38 golf program with the functional specialty team, not the same. But let's take it a step further. Since the functional specialty team which houses the 38 golf program is a military unit, It, of course, has non -commissioned officers in it as well as officers. Three of us happen to be officers, but non -commissioned officers are very important for us to get things done in the Army. What right now is the role of the non -commissioned officer within functional specialty teams? And gentlemen, where do you see that going? Go ahead, Captain Martin. I think that's exactly right. 00:11:40 JOSHUA WEIKERT right. And in addition, the just traditional roles that NCOs play in almost any unit in formation in terms of like training plan development and... upward input and things like that. I think the role of NCOs is all the more valuable and important in an FXFB section that includes a significant number of direct commission officers. You need that reinforcing experience even more in that set. And also, as we found out at the symposium in April, many of we had NCOs in attendance, and many of these NCOs are themselves fairly accomplished within their careers on the civilian side. So they have SI. contributions to make as well. So they're an essential part of this formation. 00:12:19 KURT DYKSTRA AND JOSHUA WEIKERT Yeah. One of our NCOs was a lawyer of 35 plus years, had done really remarkable things in the civilian side. So the idea that I, as a newly commissioned officer, would come in as the experienced person on the civilian side and he was more experienced on the Army side was true on the one hand, but it also was so much more than that because his civilian expertise was also first rate and really quite impressive. 00:12:41 BRIAN HANCOCK first rate and really quite impressive. That's amazing. And I don't know if the functional specialty teams will select for that type of talent. It certainly exists, at least within the Army Reserve. We're very skill -rich. That is exciting to me. Now, prior to the establishment of the 38 golf program, who was manning the functional specialty teams? 00:13:03 JOSHUA WEIKERT There is great talent in our formations already. So we had, for example, veterinarians. We had public health practitioners. and people that have civil affairs and what we now think of as sort of 38 Gulf skill sets. With the 38 Gulf program, you have subject matter experts who can get a little further into the weeds in areas where we don't have as much expertise. If someone came up to a practicing JAG lawyer and said, look, we need to design a judiciary system because we're about to massively disrupt the civil administration of this country, they're going to be in the ballpark. They understand courts and civil and criminal procedure and things like that. but they might clearly consider things that I would think of in terms of governmental engineering around separation of powers, how those are selected. And that is what I think 38 Gulfs add to that functional specialty. It lets us accomplish a lot more within the same formation. That makes sense to me. 00:13:51 KURT DYKSTRA AND JOSHUA WEIKERT Yeah, I completely agree with that. And clearly the civil affairs units and the FXSPs in particular were doing tremendous work prior to the visioning of the 38 Gulf program. In many cases, it seems as though it might be because of the particular and unique skill sets of those officers and NCOs. I think the Gulf program is trying to actually more systematically identify and bring into the Army persons who have depth to skill. 00:14:17 BRIAN HANCOCK to skill. What I'm hearing is that 38 Gulfs bring out more capability and apply it to the often very complex civil social problems that we work on in the civil affairs community. I read a fair amount of peer -reviewed literature, and I can tell you from that standpoint, since the 38 Gulfs have entered the community, I've seen a lot more peer -reviewed literature coming out. So I think there definitely is some effect from this program, and I'm really excited to see where it's going to lead. Now, at the end of April, the 304th Civil Affairs Brigade, which is commanded by Colonel Toby Humphries, convened the first -ever functional specialty team symposium. How did that come about? What's the history there? Colonel Daniel Fletcher is the FXSP chief of the drill fourth. 00:15:03 KURT DYKSTRA AND JOSHUA WEIKERT chief of the drill fourth. So I was as green as they come. And Colonel Fletcher, he was incredibly helpful and kind to me to help me figure out some things. And through that, he learned that there was an onboarding and utility gap of how are we supposed to use these golfs? And he asked around up and down the chain in other units and found out that lots of people were having the same kind of question. So this, I think, was the impetus that he had then to say, well, let's get some people together to talk about some of these issues and see if we can't find solutions to some of these challenges. And then he and our CEO, Colonel Humphreys, talked. And Colonel Humphreys was, as I'm told, immediately enthusiastically on board for this effort. And then through lots of laboring hours and the work of many good officers and NCOs, we put together this symposium. It was a really rich learning experience, let alone a great networking opportunity. 00:16:01 BRIAN HANCOCK That sounds amazing. I almost wish I had been there. I know one of my mentors, Colonel Bradford Hughes, was there, and probably some of his team as well. What were some of the topics you guys discussed, and did you come to any conclusions or lessons learned that you'd like to share with the community? We had essentially three large chunks. 00:16:19 JOSHUA WEIKERT three large chunks. One was around organization and operations of 38 golfs and ethics SP sections. One was around training and doctrine. And then we specifically also discussed recruitment and personnel and lengthy discussions around accessions and initial onboarding. And we covered a lot of ground in three days. The white paper that is just about ready to be disseminated details the findings and does make some recommendations. But I think far more important than any particular recommendation that came out of it was the fact that we were able to draw all these discussions into one place and one location at one time. I have to believe, greatly increases the likelihood that they are ultimately acted upon because we were able to draw from everyone's best practices and identify where our collective gaps were. And as we sort of pass this up to USKPOC and the command level, this is something that is going to be a little more valuable simply because we were able to reach consensus on even just our concerns. 00:17:17 KURT DYKSTRA AND JOSHUA WEIKERT Exactly. It was a tremendously rich experience and a breadth of topics. And you mentioned Colonel Hughes. And he and his team have, I think, sort of set the pace for many of the KCOMs in terms of how they're using gulps in particular. And so I was a bit familiar with him through the literature and through various email types of things, but I'd never really talked with him before. Unfortunately, he couldn't be there in person, so he was presented by a team. But then got the chance to meet him this summer in Madison, Wisconsin, at a training event at the University of Wisconsin. And you want to talk about officers who are... just stellar in terms of their knowledge, but also stellar in terms of character and quality of person. Carl Hughes is right up there as well. So it was just an incredible experience to learn from other KCOMs and to understand history and some of the doctrine issues that arise and to identify road bumps or landmines and avoid them or fix them. But a really great experience that I think was appreciated by all who attended. 00:18:17 JOSHUA WEIKERT all who attended. One of the things that came out of the symposium for me in terms of like genuinely new things that I learned, is that at one point there was the establishment of this Institute for Military Support to Governance, which was formed specifically to identify and support reservists with civilian acquired skills that were applicable to these functional areas. And it sounds like it was a forerunner in many ways to what we think of as the 38 Gulf program today. And it still exists, at least as far as we can tell, absolutely unclear what current status is. But this is something that came up several times during the symposium, is that that could be something that could function as a vehicle to address some of the coordinating. challenges we face and maybe even some of the accessions on board be challenged. And it will just remain to be seen if that's something we can vitalize or revitalize. I love the way you're thinking. 00:19:01 KURT DYKSTRA AND JOSHUA WEIKERT Sir, this is part of the benefit of having an academic like Captain Weikert in the planning team. He thinks institutionally and thinks strategically in terms of the doctrine aspect of things. It's not just operational or tactical. The other thing I would mention is Captain Weikert mentioned The white paper from the symposium is soon to be published, but there was an article in the latest edition of The Shield that gives a more thinner or more popular description of what the symposium did and what it accomplished and who was there. So I would encourage any listener who is at least somewhat curious about the symposium to check out The Shield article and then be able to look out for the upcoming white paper. 00:19:40 BRIAN HANCOCK Let me ask you, gentlemen, a test question now that I've got you both warmed up and unsuspecting here. Field manual, three -tack, five -step, civil affairs operations, our Bible, recently updated. It added this new task of civil network development and engagement, or CNDE, which in itself is pretty complicated because we're talking about mapping and engaging interrelated complex adaptive systems. Okay, so mathematically, at least, it's already very complicated. Now, considering how deep the expertise is, within the 38 Gulf community, I would suspect that those folks with those credentials in those communities are probably in a very good position to advance civil network development engagement within their specialty areas. Now let's talk about that concept within the broader Army concept. We're all professionals at this level of our career. How are we as an institution, in your opinion, measuring the strength of the professional networks that we are bringing with us, which are an asset for both civilian and the military? How could we include the strength of someone's network as, say, part of their promotion or board packages? Do you have any thoughts how the Army as an institution could take a better measure? of our professional networks and ability to leverage them to achieve commander's effects. I can say that it did come up at the symposium among that group of 38 Golfs and FXSP members in attendance that this was an essential part of just understanding what our own capabilities were and how do we track and map where everyone lands in terms of their skill sets. 00:21:13 JOSHUA WEIKERT that it did come up at the symposium among that group of 38 Golfs and FXSP members in attendance that this was an essential part of just understanding what our own capabilities were and how do we track and map where everyone lands in terms of their skill sets. So it was something of general interest at the symposium, and it also came up in the context of how we developed training. for 38 golfs and for civil affairs units more generally. And those efforts are likely to be ongoing. But in terms of how to do it, I think it should be relatively straightforward because we already have some of these things sort of populated in the soldier talent profile at HRC, for example. And if we simply adapt that and augment it to specifically identify for civil skills and civil networks, it shouldn't be too challenging to at least get that on paper. Now, how you operationalize that and put it to work is a more challenging question, obviously. 00:22:03 KURT DYKSTRA But it does seem to me as though there is a lot of ad hoc -ness to the way this is happening so far. The point and purpose of the Gulf program is to really get into uniform persons with skills that the Army was lacking. And if we simply have them but don't know about them and don't utilize them and leverage them and execute on them, then maybe to put it in a more concrete way, if we're simply relying upon, I know a guy or I know a gal who has that experience and they happen to be over there. in the 352, well, that's better than not having that information. But it's not really how you want to be running a program like this. Better to have a much more institutionalized, formalized means of understanding networks so that we can affect the broad array of a civil society. Because as we all understand, if a civil society breaks down, it's not just one thing that needs to be addressed. It's about 175 things that need to be addressed. in order for civil society to work. So there's still work to be done there, but I am heartened by the fact that the Gulf community is a robust one intrapersonally and continuing to be more so. And these topics of more institutionalizing that kind of knowledge is absolutely on the topic of conversation for many people who are thinking more seriously about how to do that. 00:23:18 BRIAN HANCOCK people who are thinking more seriously about how to do that. I love the fact that this community is actually thinking about these difficult questions that not only affect the army, but... affect the force as a whole and strategically affect our ability to compete and deter, ideally avoiding conflict altogether. And these are things that we have to understand. What networks, how do we invest in them? How do we, if necessary, appropriate them to steer the world away from costly conflict? That is something that needs more attention, 00:23:49 JOSHUA WEIKERT more attention, is there is a very, very, very robust peace mission for 38 Gulf. And I think it's important to remember, too, as we think about how we exploit these talents. For example, the same way our conservationists and cultural property protection folks have a partnership with the Smithsonian, we would want to see that within every skill identifier, that institutional partner becomes a potential warehouse of understanding what their aside people can do and how they can contribute as well. So I think at present, it is very interpersonal, and it's great that we do have that network of folks. But I also think that that is something that will get augmented once we have everything built out to its fullest expression. Carty, do you have a thought on that? 00:24:26 KURT DYKSTRA I was just going to say that we want to be in a spot to have those networks built out and an understanding of the places in which we operate before any hostilities break out. These things are happening and they're happening because of the good work of a whole lot of people, but the program is still pretty young. So we're still gaining our legs and still building it out. And with the kind of caliber of people we have in uniform now through this program, I have no doubt that the future is really, 00:24:50 BRIAN HANCOCK have no doubt that the future is really, really bright. That's wonderful to hear. The Army has done conflict for a long time, right? This idea of competition is still somewhat new to us, so we're not going to expect overnight our doctrine and schooling to change to be able to help us secure that win in competition. But I'm seeing encouraging signs, and I know we're going to head in that direction, and I really believe the 38 Golfs are going to have a very big role as we look to maximize our return on investment and competition, ideally avoiding conflict altogether. Now, at the symposium, I imagine maybe behind closed doors, a very professional and upfront group who's not afraid to talk about challenges. Within those conversations, what... at present, do you see as the single greatest challenge that needs to be overcome within the 38 Golf community? And what are your suggestions to do so? I'll say one thing. 00:25:52 KURT DYKSTRA To a person who was there, yes, there were some frustrations or constructive criticism ideas, but there was not a person in that room who was not enthusiastic about the program and grateful to be a part of it. So I think part of the challenge in a twofold piece, and both of these things have to do with the program being relatively new. The first one I would say is the accession process and the identification process. How does someone go from never having worn a uniform in the history of their life to commissioning? And how does that process work? And how long does it take for that to happen? Part of the challenge that we see, and I think it's getting better, I was maybe second class of Gulfs that came in, is that it was an on -again, off -again process for close to two years. And if we are trying to identify highly skilled, highly talented, highly experienced civilian personnel to come into uniform, a two -year process is problematic. 00:26:51 BRIAN HANCOCK is problematic. It's strange to me because my recruiter had me in boots before I left his office. And that was actually part of the discussion. 00:26:59 KURT DYKSTRA AND that was actually part of the discussion. In so many other areas, Army recruiting is really, really strong, and there's a clearly established path that you do. And because of the newness and kind of quirkiness of this program, there's less of that, and we're sort of building the ship as we're sailing. Yesterday in the hotel here at Fort Sam, I met a thoracic surgeon who was newly commissioned. And some of those areas that maybe have experience with highly skilled civilian practitioners. coming newly into the Army that have paths that are a bit more developed than what the golf program is. So again, I think it has gotten much better, but it takes time. 00:27:36 JOSHUA WEIKERT time. I think as the program grows and we sort of meet our staffing benchmarks and as we get more practice and more reps in the process, I do believe a lot of this will hire. I think it will as well. The other thing I would say is having the ability for a civil affairs bullet to come into play. 00:27:49 KURT DYKSTRA having the ability for a civil affairs bullet to come into play. We latched on with mainly the JAG officers for GCC and there's... a lot that's great about that, especially as a lawyer. It was very strange. So there were about 100 of us in our Bolick class. All but five of us, I think, were JAG officers. But I was the lawyer who wasn't the JAG. And I was the old guy. So it was really, it was a fascinating couple of months and a lot of fun. But we were sort of sitting along the side as they were talking lots of things about JAG school and what happened next for them. And then to be at AMED Bolick, again, it's a similar sort of thing. And there's, especially for someone new to the Army like me, being around people in the Army is invaluable, regardless of whether it's directly related to my MOS or not. But at some point, it would be helpful to get some specialized training about what it is that the Army expects me to do, apart from the civilian experience that I bring to the table. 00:28:45 JOSHUA WEIKERT In terms of challenges within 38 Gulf, I also find that, organizationally speaking, is how we connect 38 Gulfs with commanders and missions. Because at present, we are relying on these informal networks to pass information along about we need six Delta to go to Poland in two weeks. Who's available? You know, things like that. That's always going to be inefficient, for one thing. We realize a little too much on that ad hoc communications network. And it also means that commanders can't go looking for 38 Gulfs either. So what I think will have to happen sooner or later is having some kind of centralized. repository of mission and or task information that 38 Gulfs can go to and look at ongoing missions or missions in planning. And at the same time, some kind of searchable database where commanders can go find those people. And there are institutions and organizations that have this set up in existence. So it's not something we need to reinvent. It's just something we need to consolidate because it is just very unlikely that every formation in a civil affairs unit will happen to have the right people for their region and their missions. We need to be better to get good information down to every individual 38 golf and up to every commander. And that's just going to take time and awareness to them. 00:29:51 BRIAN HANCOCK time and awareness to them. That makes perfect sense. So that would help you grow in your skill set and mature your capability as well for everyone's benefit. Totally sold on that. And I think in time, as you mentioned, that's probably going to be developed and roll out. We've talked a lot about the 38 golf program today. Very exciting. I think certainly the best thing that's happened to civil affairs in decades. And I believe over time it'll be one of the best things that's ever happened to the Army and to the military at large. Very exciting. Those in the audience who are listening, who are interested in learning more and perhaps going through that application process, which will shrink in time, of course, what are those steps they need to take? If someone raised their hand and says, sign me up to 38 Golf, what do they do? 00:30:44 JOSHUA WEIKERT the Army and Hound Management website. If you just Google 38 Gulf Army, I believe the first tip that you'll see. And it's been built out over the past three years, adding more context, more information about the steps. But it essentially begins with laying out the basic requirements for the program, which is at least a master's degree in a relevant SI field, and at least professional experience in that as well. Once you've cleared those hurdles, you're then looking at developing your packet, and it does provide good guidance on that. I have already fielded some inquiries from interested NCOs and officers, and there are also some groups that you find on LinkedIn and Signal as well that are very active in discussing this process and how it's going. 00:31:18 BRIAN HANCOCK it's going. Professional football teams don't just recruit from their neighborhood. They go all over the place to get the right specialties, to put them together in the right combination for the right missions and matchups. I love the way you're thinking about putting something together like that. I've honestly felt that... As an institution, one of the things that we should do a little bit better job with in general is knowledge management within the military. If you have deep subject matter expertise, if it's in a very tight area like tech support, they have knowledge bases that you can search. We don't have a lot of tools like that, and we spend a lot of our money on human capital who are producing intellectual property, some of which is lost when a unit rips out or when there isn't a good continuity plan. And of course, the deep knowledge that you're describing, we definitely need a better way to collect, analyze, maintain, and make that accessible. So thinking about 38 Gulfs, and it was described as a consultancy within the Army. 00:32:12 JOSHUA WEIKERT it was described as a consultancy within the Army. So essentially, a staff officer or commander pauses and says, wait, how do I fill in the blank? That should trigger a call at an RFI down to some kind of 38 Gulf to fill that need. Yeah, and two more comments on that. One, this isn't unique to the Army. 00:32:29 KURT DYKSTRA AND JOSHUA WEIKERT to the Army. Any organization of any size will sort of talk about knowledge walking out the door. So this is not a unique situation to the Army, though, of course, it's magnified given the size, scale, and scope of what the U .S. Army does. The second thing I would say is, and this was part of the discussion at the symposium, the Colonel Hughes panel, what the 351st does is they house all of their goals at the KCOM level, as opposed to embedding them in brigades or battalions. And that way... Whether it's the ultimate solution or whether it's a matter of a way to actually get their arms around it, they have a sense as to what their capacity is within the 351st because they're all at the KCOM level and can understand that, oh, we have this issue of an agricultural thing happening in the Philippines. Wonderful. We know who we can send to help out on that mission. As things continue to get better, and they clearly have gotten better. But as this program is longer and more experienced and has more people in it and more knowledge shared through it, I fully expect that the process will get better and the knowledge that we're able to share in social life. 00:33:31 BRIAN HANCOCK I definitely think it will. We're approaching our time for the show. I wanted to give you a few last minutes for each of you. Do you have any final thoughts that you would like to share with the community? First of all, thanks for having us on, 00:33:46 KURT DYKSTRA AND JOSHUA WEIKERT on, sir. It's been a real treat to be able to talk with you. In addition to the great resources that Captain Weikert mentioned, feel free to reach out to us if you have questions on the golf program. We may not have all the answers, but we can probably be a good conduit into the network to help get you the answers, or at least the right people who would have the answers. So happy to field any phone calls or emails about the golf program. Awesome. 00:34:07 JOSHUA WEIKERT And I would just say to anyone who's currently in the pipeline or is thinking about applying or has recently commissioned and is very sort of new to the process, patience is the key. I know it seems like it's taking forever. It has gotten better with every iteration. It seems like the sort of processing time is getting smaller and smaller and all these things. So just hang in there and it does reach a conclusion eventually. 00:34:26 BRIAN HANCOCK a conclusion eventually. Well, thank you both very much, Major Dijkstra and Captain Weikert for coming on the show. That concludes this issue of 1CA Podcast. 00:34:37 Close Thanks for listening. If you get a chance, please like and subscribe and rate the show on your favorite podcast platform. Also, if you're interested in coming on the show or hosting an episode, email us at capodcasting@gmail.com. I'll have the email and CA Association website in the show notes. And now, most importantly, to those currently out in the field, working with a partner nation's people or leadership to forward U.S. relations, thank you all for what you're doing. This is Jack, your host. Stay tuned for more great episodes. One CA Podcast.
The United States Army invaded Europe in 1944 and has never left. America's forward projection of its military was instrumental in the stabilization of Europe and the establishment of the world order that has existed since the end of World War II. A critical piece of American power is US Army Europe-Africa; a command responsible for over 37,000 soldiers, 104 countries, 10 units and 9 garrisons. Over 70,000 US military personnel operate across Europe and Africa in either permanent positions or deployed in support of national security objectives. To explain why US Army Europe-Africa is so important, Fran Racioppi sat down with Command Sergeant Major Jeremiah Inman, the command's senior enlisted advisor. Sergeant Major Inman breaks down the command's mission to deter aggression and provide stability in some of the world's most complicated and dynamic regions. He explains the magnitude of the command's responsibilities; and also shares his biggest leadership lessons learned from his time in Ranger Regiment and how they prepared him to lead no matter the challenge. Join our conversation from the bunkers of Pointe Du Hoc in Normandy, France. Follow us on social media, read the full episode on our website, then head over to our YouTube channel or your favorite podcast platform for all our D-Day Coverage including our first documentary Unknown Heroes: Behind Enemy Lines at D-Day, the story of Operation Jedburgh.HIGHLIGHTS0:00 Introduction1:42 Welcome to Pointe Du Hoc3:20 The mission of US Army Europe-Africa4:10 Guidance to the force4:40 Joint exercises5:00 The differences between Europe and Africa6:22 Supporting Ukraine7:23 Developing young NCOs8:49 USAREUR-AF Lines of Effort12:02 The Next Fight12:52 The role of the Combat Training Centers14:23 Special Operations & conventional force integration14:47 Sergeant Major's lessons learned16:30 Daily Habits for successQUOTES“Our vision is to get up, show up and be ready to assist our partners. Continue to train and maintain that combat readiness in the event we do have to get into something.”“If we can continue to train and work with our allies and partners now, when we do have to fight, we'll already have those sets and reps and be a much more lethal force.”“The young NCOs now are so much smarter than I'll ever be.”“We're only empowered if our officers empower us.”“We just got to be ready for anything. You don't know what that next fight is.”“Colonel Ralph Puckett's like ‘I didn't go to ranger school to be better than the next guy, I went to ranger school to be better than myself.'”“When you show up, show up. Be present. Get after it. 100% and then some.”“Physical training, marksmanship, battle drills, medical training. Then we added developing leaders of character. I think that's kind of how I've been my entire career, is after those five aspects.”The Jedburgh Podcast and the Jedburgh Media Channel are official programs of the Green Beret Foundation.
“Thinking Inside the Box – The Gauntlet”, part of the NTC Warrior Chronicles, brings you interviews with the United States Army's experts in combined arms maneuver, the Observer Coach Trainers (OC/Ts) of Operations Group, at the National Training Center (NTC), Fort Irwin, California. In this episode, host Col. Ethan Diven, the 31st Commander of Operations Group sits down with 2nd Armored Brigade Combat Team, 1st Cavalry Division to discuss training after the successful conclusion of The National Training Center Rotation 25-02. Command Sgt. Maj. Eddy Perez, Brigade Sgt. Maj. and 1st Sgt. Robert B. Mills, 8th Brigade Engineer Battalion, HHC share insights on what it was like to fight at the NTC, masking the brigade, what they are most proud of, how they overcame shortfalls, what surprised them and how they are going to utilize the training here in home station training. Recommended Resources: Operations Group milsuite page https://www.milsuite.mil/book/groups/ntc-operations-group (CAC Required) To stay
Special guests CSM Jason Duncan and SFC Marcel Blood join the NCOJ Podcast to discuss how the war in Ukraine allows our NCOs the opportunity to analyze challenges faced by Ukrainian, military and their attempts to adapt and overcome in combat.
-CHAPTERS- 00:00 Introduction to Special Forces Training 05:44 The Officer Perspective on Special Forces 12:32 The Enlisted Perspective and NCO Roles 16:34 The Significance of the Green Beret 21:16 Trust and Responsibility in Special Forces 22:45 Training the Next Generation of Warriors 26:19 Instilling Humility in Special Forces 30:04 Pathway to Becoming a Green Beret 31:32 The Pathway to Becoming a Green Beret 36:44 Understanding Officer and Enlisted Roles 42:05 Cross-Training and Team Dynamics 44:56 Real-World Applications of Training 50:47 Adapting Training for Future Threats 55:52 The Call to Serve in Special Forces 59:46 END SCENE -SUMMARY- In this episode of the DTD podcast, the command team from the First Special Warfare Training Group discusses the rigorous selection and training processes for Special Forces soldiers. They delve into the qualities sought in both officers and enlisted personnel, the importance of trust and responsibility in operations, and the evolving landscape of global military engagement. The conversation highlights the unique challenges faced by the next generation of Green Berets and the critical role of training in preparing them for real-world missions. -TAKEAWAYS- Special Forces soldiers are selected for their leadership and adaptability. The officer's role is to plan and lead in dynamic situations. NCOs drive training and operational culture within teams. Trust is paramount in Special Forces operations. The landscape of military engagement is constantly changing. Training focuses on building relationships with partner forces. The pathway to becoming a Green Beret is rigorous and demanding. Cross-training is essential for team effectiveness. Humility and teamwork are core values in Special Forces. The future of training must adapt to new threats and technologies.
The United States Army Special Forces command teams are composed of a commissioned officer, a warrant officer and senior non-commissioned officer. A model has evolved over time and is tributed with being a key component to success on the battlefield of yesterday and today.To break down just Army Special Forces balances strategy, experience and teamwork, Creator and Host Fran Racioppi sat down with Command Sergeant Major Dave Waldo and Command Chief Warrant Officer Felix Mosqueda; two of the three senior-most leaders of First Special Forces Command. From atop the Normandy Resistance Monument in Saint Marie Dumont, we broke down what it means to be a Green Beret and how the mission has evolved from the Jedburgh Teams of D-Day to today's Operational Detachments. CSM Waldo and Chief Mosqueda shared their priorities and vision for Army Special Forces, how the regiment is adapting in the post Global War on Terror environment, the misconception of the Special Forces mission and how they are tackling the recruiting and manning challenges needed for the next battlefield; whether that be against a peer, near peer or terrorist adversary. Check out our conversation from the birthplace of modern Special Forces; then head over to our YouTube channel or your favorite podcast platform to catch all our coverage from the 80th Anniversary of D-Day. And don't miss our first documentary, Unknown Heroes: Behind Enemy Lines at D-Day, the story of Operation Jedburgh available now only on YouTube.Highlights0:00 Introduction3:18 Welcome to the Normandy Resistance Monument7:19 Commissioned Officers, NCOs and Warrant Officers11:23 Preparing the Regiment 13:57 Solving the recruiting challenge16:56 Are changes coming to the structure of Special Forces?18:56 Lessons from GWOT24:14 Defining the next fight26:02 Current SF culture30:23 Vision for the Regiment34:29 The New Uniforms35:32 Foundations to success40:13 Football predictions Quotes“They knew they had no choice. There was no can. There was no try. Hope was not a course action. It was only must.” If it's important to my boss, it's important to me. If it's cool to my boss, it's fascinating to me.” “Make no mistake about it. And to our adversaries who are listening to this. We are absolutely the top of the mountain.” “Are we meeting the numbers? No.” “Always do more with less. We're able to do that because of our training pipeline.” “We have to focus on all the missions because every part of the world is set up differently.” “First contact should not be human contact. It should be some sort of tech or robotic.” “Our adversaries are brilliant. They're also lethal. But do they love each other the way that our folks do?”“If you build good command teams it never gets lonely at the top.” The Jedburgh Podcast and the Jedburgh Media Channel are an official program of The Green Beret Foundation. Learn more on The Jedburgh Podcast Website. Subscribe to us and follow @jedburghpodcast on all social media. Watch the full video version on YouTube.
Discover the intricate dance of leadership and camaraderie within the Marine Corps as we sit down with Top Le, the senior enlisted leader from Company H, MCSB. Listen to tales of navigating various assignments, including SIOC instructor duty and recruiting, and balancing the dual responsibilities of independent mission execution and leading a team of 48 Marines. Our guest shares how previous professional relationships, like the one with his commanding officer, ease transitions and foster growth, both personally and within the organization. This episode promises to reveal the nuances of leadership and the impact of mentorship on shaping future Marine Corps leaders. As we journey through the complex layers of balancing foundational Marine Corps skills with specialized intelligence roles, you'll learn how communication emerges as a critical tool. Our conversation tackles the tension between maintaining traditional customs and embracing necessary change, illustrated by the resistance to altering a cherished military tradition. Through personal anecdotes, our guest provides insight into the evolving roles of senior enlisted leaders and the importance of preserving the integrity of military service while fostering young talent in a modernizing force. Finally, we explore the adaptability of the Marine Corps in the information age. From heartwarming stories of heroism that extend beyond the battlefield to exciting new initiatives like the "Fighting Smart" docu-series, this episode underscores the timeless values of courage, duty, and readiness. Uncover the significance of storytelling and communication in the development of future leaders and gain an understanding of how strategic deployments are shaping the Corps in the modern era. Join us for an episode that celebrates the essence of Marine Corps values and leadership. Fortitudine, Sammy Castro
While a cadet at the Air Force Academy, Jason Kim '99 experienced the “pedestal effect” and learned the importance of curiosity, compassion, trust and mutual respect. SUMMARY Jason Kim, a USFA class of '99 and CEO of Firefly Aerospace, discussed his leadership journey and experiences. He emphasized the importance of curiosity, compassion, and mutual respect in leadership. Jason shared his upbringing in Richardson, Texas, and his parents' influence. He recounted his time at the Air Force Academy, highlighting the humbling experience of being among top cadets and the value of building trust. Jason detailed his career path, including roles at Boeing, Raytheon, and Northrop Grumman, and his MBA from UCLA. He stressed the importance of giving back to the Air Force Academy and the Space Force. OUR FAVORITE QUOTES "I think just being curious and being an active listener and asking questions and listening to other people, sometimes people want to vent, or sometimes people want to just be heard or have a voice, or some, most of the time, people just have good ideas." "And so I would just say, just be curious, what did I miss? Did you miss something? Did we both miss something? If you get all those great ideas and you share it amongst different people from different backgrounds and walks of life, you don't miss as much, you know, and you're just bet off better off, you'll have a better solution." "Building that trust, you know, with your your your teams, that's extremely empowering and motivating when you trust someone else, and they trust you, and you can go much, much further when you build that trust up." "We got this drilled into us, and we didn't even know at the time how important it was. But you know, building that trust, you know, with your your your teams, that's extremely empowering and motivating when you trust someone else, and they trust you, and you can go much, much further when you build that trust up." "And then the last thing I would say is, I think we were one of the first classes that had non commissioned officers alongside with AOCs that were there to teach us about mutual respect, about mutual respect between officers and non commissioned officers. And I think that went a long ways for for all of us, because, you know, once we went to the real Air Force, you know, we were going to lead a lot of officers and NCOs, and getting that kind of exposure early on was helpful, but also learning about mutual respect, that's something that is extremely important in any work setting that you're in." SHARE THIS EPISODE FACEBOOK | LINKEDIN CHAPTERS 00:00: Introduction and Background 02:24: Welcome to Long Leu Leadership 07:42: Early Inspirations and Motivations 10:56: Discovering the Air Force Academy 16:00: Memorable Experiences at the Academy 23:26: Leadership Lessons Learned 26:32: Leadership: Curiosity, Compassion, and Mutual Respect 28:14: Startup Journey: Taking Risks and Minimizing Regrets 30:07: Leadership Lessons: MBA and Personal Growth 32:05: Startup Experience: Joining and Growing a Company 36:18: Family and Risk-Taking: Lessons from Parents 39:36: Hidden Talent: Drawing and Painting 45:36: Giving Back: Involvement with the Air Force Academy Foundation 51:30: Impact of the Air Force Academy: Building Resilience and Confidence TAKEAWAYS Growing up in Texas with immigrant parents instilled a strong work ethic and a desire to give back to the country in Jason Kim. Inspired by the space shuttle program and the Gulf War, Jason decided to pursue a career in the military. At the Air Force Academy, Jason experienced the pedestal effect and learned the importance of curiosity, compassion, trust, and mutual respect in leadership. Jason's academic and extracurricular experiences at the Academy helped shape his leadership skills and provided him with lifelong friendships. His parents and role models like Colonel Ellison Onizuka influenced his decision to join the Air Force and give back to the country. Curiosity, compassion, and mutual respect are essential qualities in leadership. Taking risks and minimizing regrets can lead to personal and professional growth. Giving back and supporting future generations is important. The Air Force Academy provides valuable experiences and lifelong friendships. Learning multiple languages and exploring different cultures can broaden perspectives. The Academy's challenging environment builds resilience and confidence. ABOUT JASON KIM '99 Mr. Jason Kim '99 is a member of the Air Force Academy Foundation Board of Directors. He is also CEO for Firefly Aerospace. Jason's career includes his work in the satellite and national security space for Boeing Raytheon and Northrop Grumman. While in the Air Force, he served as a program manager for the Space Superiority Systems program and Reconnaissance Systems Program offices. He has served on the boards of the National Defense industrial Association and space enterprise consortium formation Committee. He began his Air Force career as a cadet, having graduated with a degree in electrical engineering, followed by a master's in electrical engineering from AFET and then an MBA from the University of California, Anderson School of Management. CONNECT WITH JASON LinkedIn ABOUT LONG BLUE LEADERSHIP Long Blue Leadership drops every two weeks on Tuesdays and is available on Apple Podcasts, TuneIn + Alexa, Spotify and all your favorite podcast platforms. Search @AirForceGrads on your favorite social channels for Long Blue Leadership news and updates! SPEAKERS Guest: Mr. Jason Kim '99 | Lt. Col. (Ret.) Naviere Walkewicz '99 Naviere Walkewicz 00:01 Our guest today is Mr. Jason Kim USAFA class of '99 and a member of the Air Force Academy Foundation Board of Directors. Jason's career includes his work in the satellite and national security space for Boeing, Raytheon and Northrop Grumman. While in the Air Force, he served as a program manager for the Space Superiority Systems and Reconnaissance Systems program offices. He has served on the boards of the National Defense Industrial Association and Space Enterprise Consortium Formation Committee. He began his Air Force career as a cadet, having graduated with a degree in electrical engineering, followed by a master's in electrical engineering from AFET and then an MBA from the University of California Anderson School of Management. We'll discuss Jason's life before, during and after the Academy, and we'll ask him to share a unique talent. We'll end with his advice for those striving to become leaders and those already in leadership positions, endeavoring toward excellence. Jason, welcome to Long Blue Leadership, my friend, my classmate. Thank you for being here today. Jason Kim 01:04 Thank you for having me, and thanks for using my call sign. Naviere Walkewicz 01:09 You're welcome. I know we want it to catch on so everyone knows now. Well, as we do in this, this is such a wonderful opportunity for our listeners to get to know you, and we like to go back and so for us, we're talking, you know, closer to 30 something years ago, right, when you were young. Jason, tell us about what life was like before the Academy was even in your in your line of sight. Jason Kim 01:31 So, I grew up in Richardson, Texas. It's a suburb north of Dallas, and if you've been to Dallas, it's a metropolitan city, and but it's a little bit country as well. And so yes, I grew up with cowboy boots. I grew up with a belt buckle, you know, driving a pickup truck, all those kinds of things. But I'd listen to all kinds of music. So, judging by my call sign, you know, rap music, R&B, but also some country as well. And my parents were first-generation immigrants from South Korea, and so I really saw how hard they worked, you know, learning a different language, buying a house, doing all that in their late 30s and 40s and raising three children. I'm the youngest of three boys, and so I'm very, you know, grateful for what my parents did for us three boys. My dad was an electrician on oil rigs and was in the oil and gas industry, and that's why we ended up in Texas. And I'd see him travel away for a month at a time, and then come back home for a month to places like Venezuela and United Arab Emirates and Gulf of Mexico and all kinds of places. And so, you know, I heard stories of travel and just everything he was doing. So, we'll get to this later, but he was definitely an inspiration early on for me, and he always, you know, was very grateful for being a naturalized citizen and allowing our family to grow up in the U.S. and get an education. And so, he always kind of inspired me to give back to the country, and always do good things for the community as well. And so that's where I kind of got those roots. And, you know, also being the youngest of three boys, my older brothers were seven and nine years older than me and so you can imagine I was the little kid that they would bring along to school or, you know, meeting with friends. And so, I learned the good things from them and emulated the good things, but then the bad things, the mistakes that they made, I tried to avoid that. So, I kind of got it easy watching them. And so, I owe a lot to them coaching me and mentoring me as I grew up, and then being in Texas, of course, what did I play sports in, I played football. And I would say that a lot of the leadership skills that I got early on came from football, and a lot of the work ethic came from football — the teammates, the collaboration, the strategy. Texas football is pretty legit, and so I got to watch tape, I got to lift weights, practice. All those things that Tom Brady says in his Hall of Fame speech I resonate with now, I didn't end up like Tom Brady, but I resonate with what he said, all those early mornings, waking up, you know, training, all the hard work. It really taught me a lot of good lessons. And, you know, I still kind of have a lot of that work ethic because of, you know, playing football, and a lot of the team and collaboration came from collaborating with 10 other football players trying to score a touchdown, or keep others from scoring a touchdown. And also, a big reason why I'm a big college football fan, so I'm really happy to see your son play for the Falcons, and I'm going to be rooting for him and the rest of the Falcons, as well as my other alma mater, UCLA, so I'll be at those games as well. Naviere Walkewicz 05:55 That is awesome. I mean, I'm almost developing a visual of young Jason and his two older brothers and his mom and dad. And what a story. I mean, I think about, you know, just first off, the confidence, resilience and grit of your parents, right? And then you're seeing this, and you're growing up in a household. So, what, as the youngest? I mean, I think, like you said, you were able to kind of see what to avoid, what pitfalls to avoid, and how to kind of navigate that. Well, when did the military kind of come into the picture? Was that something that your older brothers participated in through school? How were you introduced into that side of the world? Jason Kim 06:32 Yeah so, I would say it kind of goes along with some inspirational people in my life. You know, growing up in Texas, the Space Shuttle program was a big deal. And I think you and I were 8 years old when the space shuttle Challenger event happened, and one of the astronauts that was a hero among all the astronauts on that mission was Col. Ellison Onizuka, and he made a career in the Air Force. He was a test pilot, graduated with his Ph.D., I believe, and became an astronaut, and really gave his life in many ways, to for science and for the Air Force. And so, seeing someone like that that also kind of looked like me was a good role model for me at an early age. And so that kind of got me interested in the Air Force and the Shuttle program. And then, you know, I think you and I remember when we're young, 1991 before we went to the Academy, you know, the Gulf War, and we saw on TV for this first time, all this shock and awe and Gen. Schwarzkopf and Colin Powell, and all the strategy that was used. The technology. You know, you heard about the second offset strategy with those F-117 Nighthawks, and all the flares that you would see that night. And it really just made an impression on me. It got me kind of excited about the military and all the technology that's involved. And also, you know, kind of got me into thinking about being a pilot someday. And again, you know, my dad always saying, “Hey, give back, Jason. You know, this country has given a lot to our family. Give back.” I kind of got that motivation to go into the military. And then, you know, I think we also had family friends that had some people that went to the academies, whether it's the Naval Academy or others, and got to learn a little bit from them what was it like to go to the Academy? And these were really good role models as well. So, I got with my liaison officer, which was a really great liaison officer, got me involved with what I needed to do to get more information. And went to the summer scientific seminar and spent a week on the campus and got to learn what it was like to be a cadet, somewhat. Yeah, it was actually fun. But, you know, meeting people, meeting the upperclassmen, and they were all super nice at the time. And I also, it turns out, I met my future roommate there, and we were, yeah, we met at the summer scientific seminar. And so, lo and behold, when I go into basic cadet training, I see him there. I'm like, “Oh my gosh, you were there at the same time as me!” So it was a really great experience, and that kind of solidified it for me that I wanted to go the Air Force Academy. Naviere Walkewicz 09:56 So, I mean, you had some great role models to kind of facilitate some of that interest. There was a lot of things happening in the country that, you know, we both were, were very familiar with, and it created some feelings of pride and wanting to give back. Were you always thinking about the Air Force Academy because of those motivations, or were you thinking other service academies as well? Jason Kim 10:16 I think I had my heart set on the Air Force Academy. You know, I don't know if I said before, but you know, my parents had me late, later in life, and so since I was the baby of the family, by the time I got to the age of going to college, my parents were retirement age, and I was not going to put them through what they did for my older brothers, which was room, tuition, board, and all that stuff that they had to work hard to pay for. I wanted to get a scholarship somehow. And this was a way to give back to the country, get a scholarship, get a great education. Plus, you know, I applied to all the service academies. But, you know, you'll, you'll hear this later, but I wasn't the best swimmer, so I wasn't going to go to the Naval Academy. West Point was foreign to me. I just didn't know enough about the Army, and I wanted to be a pilot. So, I thought, “Hey, the Air Force Academy is the best way to do that.” Naviere Walkewicz 11:17 Awesome. So, you had a great ALO (pronounced AY-low and is an Academy Liaison Officer) you know, you kind of went through the process, which, in itself, is quite a process, as we remember. And so how did you find out? When did you find out you received an appointment to the Air Force Academy? Jason Kim 11:31 That was, oh, that was, you know, I've had a lot of great moments in my life, so it's, that's reaching far back. I just remember that I was super happy. You know, it was Congressman Sam Johnson of the 3rd District of Texas that, you know, gave me the nomination. He was actually an Air Force pilot and a Vietnam POW. He since passed away. But, you know, getting a nomination from a legend like that was very much an honor. You know, I also got a senatorial nomination to go to the Naval Academy, but not knowing any better, as the 18-year-old, or whatever I was, 17-year-old, I was like, “Sorry, Senator, I'm going to the Air Force Academy. Thank you very much. I'm not going to the Naval Academy.” So I was very set on going to the Air Force Academy. I was very, very happy, because it was hard to get in. I mean, one of the challenges I had as a fairly big football player in high school was the, you know, the test that you have to physical fitness tests you have to take to get into the Air Force Academy. So, you had to do all the pull ups and the runs and all that stuff. And I had to cut weight, and it really took me waking up every morning, just going through the routine of practicing all those things, and eventually got enough confidence to pass the physical fitness test and all the other things you got to go through. So, it was very rewarding to get to the point where I got in. Naviere Walkewicz 13:15 That is awesome. And I can see that drive, I mean, just from your family instilled in you to get to be like you said, confident, ready to go. That's no surprise at all. So, talk about at the Academy, we know a little about your roommate. You met him in summer scientific seminar. What was your Academy experience like? Jason Kim 13:35 I remember Day 1 because there are two funny things that happened. One, somehow I got lucky, and I got paired up with a NCO, enlisted person, who I wish I remembered his name. He didn't end up staying after Basic Cadet Training, so I lost touch. But what he did for me was amazing, because he already knew the drill. He was like, “Jason, you don't know how to wear BDUs, but this is how you do it. This is how you put the blouses on.” How did I luck out? I had somebody that knew what to do and was teaching me how to do it from Day 1. So very, very much grateful to that individual. I wish I could have kept in touch with him. The second funny thing is, we all had name badges. And you know, my name badge, for some reason, it said Jun Kim. And I was like, OK, that's my last name, and it's June, I think. So it makes sense. And then everybody, all the upperclassmen, were like, “Is your name Jun Kim?” I was like, “Yes, yes, sir. My name is Kim,” and I thought it was the month. But it turns out they accidentally switched my nametag with another Cadet named Jun Kim. Yeah, and so he was wearing my Jason Kim, and so, on Day 1, you know, it was very confusing, and that got me into a lot of trouble. They're like, “Do you know…,” all the things you could think of, I was getting all those kinds of comments. And so, it was quite the memorable experience. It's like, it's hard enough being a new doolie and trying to figure it out. But then when you have those kinds of incidents, it's like, it makes it even more confusing, but it was memorable. Naviere Walkewicz 15:33 Oh, that's awesome. I can, literally picture this. Jason Kim 15:37 That was Day 1, and then, you know, life as a cadet. They warn you of this. They warn you of the pedestal effect, where you're in high school, you're top of your game, and top of your class and you varsity letter and all that stuff. But when you get to the Academy, oh, boy, was I humbled. I mean, there were people that were smarter than me, more athletic than me, you know, better in every way. And so, I just felt very average. And in retrospect, there's nothing wrong with that, right? But just being around 1,500 cadets, you know they just were the best of the best from wherever they were. It was very, very humbling, but also rewarding, because I got to meet people from different states. I'd go on spring break to California for the first time, because I'd make friends with people that were from Northern California or Los Angeles. So, I got to meet a lot of lifelong friends that have been my support group for my entire life, you know. And every time I get together with my friends from the Academy, it's just like it was old times. It just, it's hard to explain, but you know what I'm talking about, and… Naviere Walkewicz 17:02 I do. It just feels like time didn't pass. Jason Kim 17:05 That's right. Some of us, like yourself, look like you do from those days. Some of us aged a little bit differently, like myself, but yeah, it was a great experience. Now, if you remember our year — our year was the first year that had the increased level of the internet and so that got a lot of people in trouble. Because, you know, “What's this internet? What do you do with it?” What we got in trouble for in my class was we played a lot of online games, you know, in first-person kind of games. So, I remember there was a game called Quake, and it was a lot of us just playing together in our in our dorm rooms and spending a little bit too much time on that. And then I remember other video games, like Goldeneye on Nintendo, and it just sucked so much time out of our days that, in retrospect, it's like, “What were we doing?” So, I guess you could say we were kind of old-school video gamers back in the day. Naviere Walkewicz 18:20 It's funny. I was just going to ask you, we knew that you were getting into electrical engineering. What else were you doing? So, it sounds like it wasn't football, but it was Nintendo. Jason Kim 18:30 I really loved sports. So, I loved taking all the intramural sports and the classes like golf and tennis, and I got into rugby for a little bit, for a minute, which I really enjoyed, but it's not a very forgiving sport, so that didn't last that long. But, you know, I think just the camaraderie you get playing sports like that was fun, and I think from the academic side, you know, I did go into electrical engineering, so I did all the nerdy stuff. That's probably why we didn't cross paths. Also, you probably weren't at the robotics competitions that we were doing, because that's really nerdy. But we got into doing little Roomba robot construction before Roombas existed, and we created our own Pac Man, you know, handheld games from scratch using a box of parts and processors. And my senior design project was pretty interesting. My classmate and I decided to make a digital karaoke machine. You know, using everything we learned from electrical engineering and apply it to something fun. I just remember us just trying to make the most of it with our friends and our classmates, and trying to make it fun, because it could be a lot. I took a lot of semester credit hours my freshman year. I just remember something like 22-plus credit hours. It was just a lot, and you really needed a way to recharge. And so those were some of the ways. But of course, the skiing was amazing. You know, being so close in proximity to all the ski resorts, like Breckenridge and Copper Mountain and Vail — all those great places. So those were always fun things to do. I had my first bowl of pho in Denver. Naviere Walkewicz 20:49 In Denver? Jason Kim 20:52 I remember that vividly. I went to one of my first concerts, Smashing Pumpkins at the Nuggets center. And then I got to go to Red Rocks. So, there was a lot of cultural things that I got to be a part of, too. Naviere Walkewicz 21:09 I love that. So some of the things that you expressed, and I think this is great for our listeners, because, you know, sometimes some of some of our guests have been very, I don't say tunnel vision, but there's very, like, one track they've been really dedicated to, like one aspect. You know, obviously we have to do military, academic and, you know, physical fitness, athleticism, but there's kind of one track that they really hone in on. It seems like you really kind of experienced a lot, and through all of that, I might ask, what were some of the leadership lessons you picked up and learning about yourself, because you kind of talked about that pedestal effect, right? You were really kind of high coming from high school, and then you came to the Academy, and you kind of had to rediscover yourself in a different way. And it looked like you did that. What did you learn? Jason Kim 21:53 Yeah, so some of the leadership things that I would say, that I got exposed to — and it made me kind of think about it and much later in life, kind of reinforce it — was just to be curious. A lot of times as leaders, you can jump to conclusions but I think one technique that is very helpful, no matter what industry you're in, is just be curious. You know, when you have employees, you could hold folks accountable but be curious about it. Ask the right questions. “Is everything OK? Do you have enough support? Do you have the tools, training to do what you need to? How's your family life?” That kind of stuff. So, I think you could be very curious and compassionate and graceful in terms of leadership, and that's partly learning from good leaders, but also bad leaders that didn't do that. So, I think you got to see both sides as a cadet, and you always want to pick the good leaders and emulate the good behaviors and leave out the bad. So that's one thing I would say. You know, we got this drilled into us, and we didn't even know at the time how important it was. But building that trust with your teams — that's extremely empowering and motivating when you trust someone else, and they trust you, and you can go much, much further when you build that trust up. And then the last thing I would say is, I think we were one of the first classes that had noncommissioned officers alongside with AOCs (Air Officer Commanding) that were there to teach us about mutual respect, about mutual respect between officers and noncommissioned officers. And I think that went a long ways for all of us, because once we went to the real Air Force, we were going to lead a lot of officers and NCOs and getting that kind of exposure early on was helpful. But also learning about mutual respect — that's something that is extremely important in any work setting that you're in. So those are kind of three examples of leadership, things that I would say I remember from the Academy that are also still important today. Naviere Walkewicz 24:35 I think that's wonderful. Maybe you'll even share an example where you saw either curiosity, compassion or mutual respect really play a role in your professional or personal life after the Academy, but before we get there, I remember you talking about wanting to maybe get into space, right? The astronaut program, be a pilot. How did that all shape out? Because you were an electrical engineer, and then what? Jason Kim 24:58 So, I really wanted to be a pilot. And for some reason, I really liked the C-17, the Globemaster. And I think it's because it was a fly-by-wire kind of system. It was a stick, but it was like more of a commercial airline-kind of transport plane. So, it was a blend of — fighter pilots use sticks but it was still kind of an air mobility command-kind of system. But, you know, unfortunately, my eyesight, my color deficiency, just didn't allow me to go into that track. So, I really just leaned on and doubled down on my electrical engineering background and got to go to Wright-Patterson Air Force Base as my first assignment. And there I was an engineer-slash-project-manager working on uncrewed aerial vehicles before they became popular. So, things like the Global Hawk and the Predator, UAVs, those were things that I was getting exposed to, and I got to put payloads on. If you remember, in the 1999 timeframe, there were Hellfire missiles put on the Predator. I was there when that was happening. And so, it was just very, very amazing to see all that happen before my eyes. I got to work on the U2 and put payloads on the U2 and other very important missions. And I think that exposed me to the real Air Force. Even though I wasn't flying, I got exposed to assets that actually went into the theater and were very valuable. And then from there, I got assigned to L.A. Air Force Base, and finally got to live out my dream of living in Los Angeles, and was assigned to the Space Superiority Material Wing, and that's where we were acquiring satellites and ground systems to help protect our freedom in space. And so, I learned a lot about space there and ground systems. And, you know, after several years working there, I decided I wanted to go into industry. And so, I did two things. I went to a large aerospace company and became a program manager there. You know, now, in charge of designing and building these satellites. So I went part time to UCLA to get my fully employed MBA, just knowing that I wasn't going to know everything about industry. I wasn't going to know everything about how to be part of a company, and so I wanted to kind of learn more about that side of the industry by getting an MBA. Unbeknownst to me, the MBA wasn't just about company operations and finances, it was actually about leadership. And so, I got a lot of leadership lessons from my MBA program as well. So, it gave me a lot of confidence. And what I mean by that is confidence in just going with your gut, taking risks, getting into high-risk, high-reward situations. And it's because I learned about, the company financials, the underpinnings of a company. I learned about entrepreneurism, what it what it's like to start up a company or operate a company or go through different case studies of how to turn around a company. I learned a lot about accounting and how important and valuable that is. But then most of all, I learned a lot from my classmates. And there were people from the Hollywood industry or investment banking or the medical industry. So, it was really great to learn from my classmates. It got me to conference level where I was like, “Hey, what am I doing at this company? I want to take a risk and go to a startup company.” And I did. I took that leap of faith, and that's where our first, you know, joined Millennium Space Systems, which was a small startup company when it was 20 people. But it was something that I guess I go back to the Air Force Academy where, you know, there's that quote in the Eagle and Fledgling statue that says, “Man's flight through life is sustained by the power of his knowledge.” That kind of always stuck with me and it's one of those things where, when you join a startup company, and you help grow it, and eventually we sold the company to Boeing, you learn so much. I mean, I had five different hats, you know, and I had to learn about finance, program management, business development, engineering, integration and test, all that stuff, mission operations — you learn all those things by doing, and no one will ever be able to take that knowledge away. You just, you just get it for life. Naviere Walkewicz 30:34 Wow, there's, there's so much that, I mean, you covered such a span, because I'm imagining, you know, maybe I don't want to call — maybe “gift” is not the right word, but not being able to be a pilot might have been something that opened up obviously these opportunities for you in ways that you could not have even foreseen. So, I actually wanted to go back to that really quick and just ask, how did you, how did you kind of re-change your thoughts or shape your mindset to, “OK, well, it's not that. So, what's next?” And how did you handle that? Because I think some of our listeners find themselves in situations where, “Well, if I do all these things, then it will lead to this.” But sometimes there are things outside of your control that even if you do all the things, you can't get there. Jason Kim 31:20 Well, I think, first of all, I'll always be a fan of pilots and aviators and all these fighters and bombers and transport airplanes — I definitely bleed blue still to this day. So, I definitely appreciate all of our classmates that have sacrificed so much to fly in the Air Force and defend us. That's kind of my mindset is, “What can I do to still contribute to the mission to national security?” And so as long as that was kind of my guide-star, I was fine, because I knew that I was contributing to the mission in some way, whether it be acquiring platforms and putting payloads on those platforms to go support our classmates, or today, you know, designing and building systems and operating systems that end up helping national security. It's really the mindset of, “What can I do to help and make a difference, to help defend our country?” So that's how my mindset shifted, because it takes all of us to contribute what we each contribute to make these missions work. And so that's kind of where my head was at. Naviere Walkewicz 32:50 I think that's fantastic advice. And there's this theme that's been woven since you talked about your parents, and I think it's this, you know, looking forward and investing in yourself and educating yourself. And so along this path, you've done those things. You're also a family man. When did that kind of come to fruition and how does your family feel about when you joining startups and taking risks and doing some of these things? Jason Kim 33:16 It goes back to my dad. He gave me a lot of great advice when he was still around, and one of the advice was just sharing his regrets. You know, a lot of people thought he was my grandfather because he had me so late. Really,there's something to be said about that. He was very wise. He had a lot of experience in life, and he had global experience and had seen so many different hardships and overcome them. And he would always say, “Hey, I wish I would have taken, you know, that risk and left my company and joined my other co-workers to go start up that other company.” That actually happened. He had co-workers that ended up starting up a different old drilling company in Texas, and he thought it was too much risk at the time. He regrets that, because obviously those people that went over at the time they did, they did well for themselves. So he would tell me stories like that, and really all that wisdom he would just try to share with me from a young age. And it's hard to admit, but at some point in your, all of our lives, we start to realize how right our parents were sometimes, and so, you know, a lot of the risk taking that I'm doing, that I have done, stems from advice that my dad gave me. It's like, “Hey, go for it. Take the risks. Don't have those regrets.” And so, I think I have lived my life in that manner — just minimize the regrets and take some risk and take calculated risk and really be confident with yourself and double down on yourself. So, yeah, absolutely. Naviere Walkewicz 35:12 I love that. And your family obviously doubles down on — yeah. Jason Kim 35:16 I mean, I had kids late in life. I really enjoy spending time with my kids. That's how I recharge. You know, I've got a son that's turning 9 this month, and a daughter that turned 6 a couple months ago, and just watching them grow up and be curious and learn and ask questions and try different things out. You know, we try not to push things on our kids, and I'm the same way. I'm not trying to push anything on my kids, but I do want to give them a lot of opportunities that I wish I had, and just expose them to those opportunities, because you just never know which one takes off and which one really resonates with them. And so that's kind of my mindset right now is, “How can I give my son and daughter as many opportunities as possible so that they could figure it out on their own what they want to do,” right? Naviere Walkewicz 36:09 Well, even the words that you used, you kind of talked about some of those lessons that you took away as a cadet, and you are seeing it in your children, with the way that they ask questions and the way that they explore. So, I think you have kind of taken those and pass it into your legacy line. I do want to ask a question, because we always find it fascinating when we learn more about our guests. So, do you have a hidden talent that you might share with our listeners? Jason Kim 36:35 I do. I wish I could say it's something that is so fascinating. But really, it's just some something that I could — I could draw and paint really well, and it was something that I just noticed when I was very young. You know, I learned from my older brothers, and they were pretty good at it, too, but I learned at an earlier age than them, and so I've always been able to sketch and draw realistic pictures. When I was younger, drawing Lamborghinis. Because I always wanteda Lamborghini Countach. They don't make those cars in the price points that I would like, so I don't have one today. But I was always drawing things. And, you know, recently, I started painting as well, and it was crazy. I had never done oil painting before, and when I had my first child, my son, whatever got into me, I just picked up a brush and painted a picture of him, and it actually looks like him. And we did a side by side, like picture of him smiling, and the painting of him smiling. It definitely captures his essence, because I never got training or anything. And so, I would say that's my hidden talent. It was even hidden for me. And, you know, it's just amazing — just go for it. Just go do it. And that's one of the things that I would recommend to people that are wanting to go the Air Force Academy is just get out of your comfort zone and do as many things as you can early on, even before going to the Academy. You know, learn different languages. Just learn as much as you can. Learn lifetime sports. Take lessons of swimming or golf or tennis — all those kind of things. Just do as much as you can, because you'll get busy when you're at the Air Force Academy and you'll have less time to do all the things you want to do. But even when you're in industry and you're working, you don't have as much time to go do that kind of stuff. And you may not think you have a lot of time during junior high or high school, but you do, and you should take advantage of just learning as much as you can, and you'll appreciate it later in life when you go travel to Paris or travel to different places like Thailand or, you know, Japan. You know, if you learn those languages, you can explore those places even more in a way that you know is more enriching, and that gets me to that's what I want to do more of, is travel, travel globally with my family. I think that's something that I want to expose my kids to. And a lot of times you grow up in the United States and you start thinking, “Hey, there's only one way to think about stuff.” But when you travel — and I got to travel for work to Paris a couple years — it opened my eyes. It opened my eyes to a different world and how other people think and dress and go about their daily lives. I've also gotten to London recently for work, and that was eye opening as well, and been to Southeast Asia as well. So, it's just fascinating to go to this these different places and learn the cultures and talk the languages and meet the people. It's very enriching. Naviere Walkewicz So how many languages do you speak? Jason Kim So, I grew up learning Korean so I can speak a little bit of Korean. I obviously took Spanish because I grew up in Texas, and that Spanish is a very valuable language in Texas, even in California. And because I took Spanish, you know, when I get to the Air Force Academy, what do they do? They said, “Hey, we don't want you to take Spanish. We want you to be the handful of people that takes Arabic.” So, I got the privilege to take Arabic. I got volunteered into it, and it was very, very difficult for me, because I just had no background in it. I struggled with it. But the silver lining is that I learned about a new culture, and I learned about how to write right to left and, you know, just a new language and new foods that go along with it, too. So I really appreciated that. In hindsight, at the time I didn't think it was that easy, but in hindsight, I wish I would have done more and kept the fluency in it, because learning a different language means you can talk to a different group of people, and you can learn more or teach each other new things. So, it just opens a lot of doors. Naviere Walkewicz 42:02 So, the experiences you've had, both from the Academy and the languages and throughout your career, both professionally as well. It's personally, what's something that you've taken back from those experiences that you might share with a listener that maybe hasn't had that kind of exposure, that they can bring to the leadership table. And how do you use that at yours? Jason Kim 42:20 I think it just goes back to what it touched on before, is just the curiosity. Just always be curious. You know, I think Ted Lasso had it right. Just be curious, right? If you had just asked questions about, “Hey, did you throw darts when you were younger?” Oh, if you would have known that you would have known that Ted lasso was really good at darts. I think just being curious and being an active listener and asking questions and listening to other people, sometimes people want to vent, or sometimes people want to just be heard or have a voice, or, most of the time, people just have good ideas. And you know, it's all about, “Hey, did I miss something? Did you miss something? Did we both miss something?” If you get all those great ideas and you share it amongst different people from different backgrounds and walks of life, you don't miss as much and you're just better off, you'll have a better solution. And in my industry, you have a better design, you have a better result, performance result. And so, I would just say, just be curious. Naviere Walkewicz 43:29 What did your road back to the Academy look like? You know, now you're part of a board of (USAFA) Foundation directors, and so you talked about learning from your dad and your mom, always about giving back. So, I have to think that's probably been part of was in the back of your mind. But how did that all come together? Jason Kim 43:44 You know, I had no road map to do the job that I'm in right now. I never anticipated doing this job, and I also didn't anticipate being on the board of directors for the Air Force Academy Foundation. But I had folks reach out from, you know, the Air Force Academy Foundation, and ask me, “Hey, do you know what we do? You're a big football fan. Are you aware there's a Falcon Stadium renovation?” And I was like, “No, tell me more.” And with that first visit, I actually donated right away, I was like, “I'm on board. Sign me up. I want to donate to this because I believe in it.” You know, Falcon Stadium was where we graduated, right? It's such a memorable place. We saw a lot of football games there. And so, it means so much. So, I was all about donating to that cause. And then I would say that the second time around, when the same person came back and said, just to check up on me — he had mentioned, “Hey, there's this foundation, and they're looking for someone that has a space background, and you have a space background. So, are you interested in potentially coming to a board meeting?” When I went and attended the board meeting as a guest, I just stared around the room, and I was just in awe, because there was Paul Kaminski, who's, to me, is one of my role models in terms of all that he's done for the country and continues to do for the country. And he was on the academic committee. And so, of course, I wanted to join the academic committee. I saw Gen. Eberhardt. I saw Gen. Born, and there were just so many amazing people, Paul Madera, that I was just in awe. And, you know, from that respect, I was like, “Sign me up. I want to be a part of this.” And I saw them and how much they cared about the Academy and the cadets and making sure that the Academy kind of stayed relevant and was giving the cadets the best education that they can to compete with the Stanfords and MITs and the Harvards, I really saw a good cause, and then the fact that they were interested in my space background. I said, “Yeah, I definitely want to be part of whatever I could do to contribute to the Air Force Academy, to graduate not only people that are going to go to the Air Force, but also to the Space Force.” And so that's something I hope to contribute to is maybe someday a future space education center at the Air Force Academy, so that the cadets could get a great education and be future leaders in the Space Force as well. Naviere Walkewicz 46:53 Well, it certainly makes a difference. And I think I remember seeing you at that first board meeting that you participated in. I was so excited to see you. That was like, oh, '99s in the house. So that was wonderful. Yes, well, I have two questions left. The first one is, really, I want to just ask you, because we've covered so much, and you've given such wonderful, I think, advice and just perspective. But is there anything that I didn't ask you that you had wanted to, you know, talk about today? Jason Kim 47:20 You know, I think at the end of the day, going through the Air Force Academy is extremely challenging, but after you graduate, and after you go through life experiences, all the hardships, the challenges, what I've realized is going through the Academy kind of helped me overcome what I had to overcome in my adult life and in my industry life. We didn't like it at the time but breaking you down and then building you back up and making you get up back again every time you fall down, gives you life lessons and a confidence in yourself that you can kind of do anything that you put your mind to. I really believe that the Air Force Academy kind of helped me overcome a lot of different hardships in my life. You don't really realize that going through it, but later in life, I appreciate the fact that I went there and getting through there actually gave me the confidence that I could get back up and be OK and keep growing and continuously learn and get better and improve. So that's kind of something that I could attribute to the Air Force Academy. Naviere Walkewicz 48:49 Oh, that is awesome. And, I mean, and it's obviously taken you to new heights. Leading a corporation is no small feat. So, one of the things we really like to do is make sure we kind of hear the takeaways, from you to our listeners. So, it's really kind of a message to them. But before we do that and get your final thoughts, I just wanted to offer a note of thanks to our listeners for being here on the Long Blue Leadership. The podcast drops every two weeks on Tuesdays and is available on all your favorite podcast apps. Be sure to send us your thoughts and comments at socialmedia@usafa.org, and listen to past episodes at longblueleadership.org So, Jason, I want to come back to you now, because I hope that gave you a little bit of time to think about what is the message you'd like to share to our listeners. And our listeners are far and wide. We have those aspiring to go to the Academy, we have family members of cadets, and we have graduates all alike. What would you like to share when you think about kind of your experiences in the realm of leadership? Jason Kim 49:48 To them, I think the Air Force Academy is a great place to graduate from. It's really hard to get through. So, be really proud of your sons and daughters that are going through it and persevering, and it really is a great experience for them. For those that are prospective students: You're going to get to do things that you never could do anywhere else. You know, jump out of planes fly gliders, eventually go into the Air Force or Space Force. And then for graduates, we've made so many lifelong friends, and we've made so many memories. It's something we can all do is give back, whether it's — go march back from Jacks Valley, or go to the reunion this year for our 25th reunion for the class of '99, or go to some football games. The Foundation has plenty of great, noble causes to donate to, because it's all about that Long Blue Line. We want the next set of cadets to get an even better experience in education than we did. We want to keep it going. Naviere Walkewicz 51:12 It is always a pleasure to not only hear your voice, but today, I got to see you as well. That just brings me such joy, and I can't wait until our reunion, just in a couple of months as well. Thank you so much for your time today, Jason, it's been amazing. Lil' Kim, thank you. Bye. KEYWORDS Jason Kim, Firefly Aerospace, Air Force Academy, immigrant parents, work ethic, space shuttle program, Gulf War, military career, pedestal effect, curiosity, compassion, trust, mutual respect, leadership, CEO, curiosity, compassion, mutual respect, electrical engineering, startup, satellites, taking risks, giving back The Long Blue Line Podcast Network is presented by the U.S. Air Force Academy Association and Foundation
The Joint Readiness Training Center is pleased to present the seventieth episode to air on ‘The Crucible - The JRTC Experience.' Hosted by the former Commander of Ops Group (COG), COL Matthew Hardman. Today's guests are two seasoned Observer-Coach-Trainers, CPT Whitney Strong and CPT Joshua Kent. This episode is special because it is a compilation of their insights when they first arrived at the Joint Readiness Training Center as well as now towards the end of their assignment. CPT Whitney Strong is an engineer platoon and company OCT for TF-5 (BDE Engineer BN). CPT Joshua Kent is the lead OCT an administrative / logistics ops center OCT for TF Sustainment (BSB / CSSB / DSSB). In this episode we discuss the lessons learned from company grade officer perspective in preparation for conducting large scale combat operations across multiple domains. Specifically, we focus at large scale combat operations executed at the platoon, company, and battalion echelons, offering perspectives on a variety of topics including combined arms maneuver, transparent battlefield, fires, and contested logistics as well as emerging technologies employment. We routinely get asked: What's the daily life of an OCT? Why should you consider becoming a member of the JRTC? And lastly, who are we looking for? Well, we hope that between this episode and the attached information will go a long way to answer those questions. Please checkout https://www.youtube.com/post/UgkxeuSwJpaS87pCLAAK2gAn9DQ4HASwF6iO for more info. Why Join the Joint Readiness Training Center, Operations Group Team? Become an expert in Large Scale Combat Operations and Combined Arms Maneuver across multiple domains. Directly influence the combat readiness of 8-10x Brigade Combat Teams each year. Influence Army Doctrine and emerging TTPs through integration with Centers of Excellence, TRADOC, and CAC. Opportunities to observe units and leaders one level up; prepare for your next operational assignment. Opportunities to attend military schools and earn a Master's degree through Northwestern State University. Predictable schedule locked one year out, with two dedicated block leave periods each year, and monthly four-day weekend opportunities. Who Are We Hiring? OCTs within the Task Forces: Post KD MAJs (IN, FA, EN, LG, AV) to serve as BN S3 and XO OCTs Post KD CPTs/1SGs (IN, FA, EN, LG, AV) to serve as CO OCTs Post KD Signal, Intel Officers and NCOs to serve as BN Staff OCTs Individuals with BDE experience to serve as BDE OCTs for all MOSs on the BDE Staff. TF Zulu or Plans/Exercise Maneuver Control: Post KD Officers and NCOs of all MOSs on a DIV Staff to serve as HICON and EXCON for the rotation. Part of S02 “If I Would Have Only Known” series. For additional information and insights from this episode, please check-out our Instagram page @the_jrtc_crucible_podcast Be sure to follow us on social media to keep up with the latest warfighting TTPs learned through the crucible that is the Joint Readiness Training Center. Follow us by going to: https://linktr.ee/jrtc and then selecting your preferred podcast format. Again, we'd like to thank our guests for participating. Don't forget to like, subscribe, and review us wherever you listen or watch your podcasts — and be sure to stay tuned for more in the near future. “The Crucible – The JRTC Experience” is a product of the Joint Readiness Training Center.
What motivates someone to dedicate nearly four decades to military medicine? Join us for an enlightening conversation with BG Bill Soliz, who shares his journey from a combat medic in 1987 to his recent promotion to BG in 2024. Learn about the significant milestones in his career, from his experiences with the 82nd Airborne Division to his prestigious role as a Physician Assistant at the White House. BG Soliz offers invaluable insights into the evolving roles of combat medics and Physician Assistants (PAs) and the transformative impact of initiatives like the Prolonged Care Augmentation Detachment. Discover how advancements in battlefield medical practices have reshaped military medicine over the past two decades. BG Soliz discusses the importance of paramedic training and emerging technologies like freeze-dried plasma in enhancing medic capabilities. Gain a deeper understanding of the unique challenges faced in the Indo-Pacific region and the critical role of partnerships and training with allies to maintain combat readiness. This episode is a treasure trove of practical advice for aspiring military PAs, emphasizing the need for shadowing active duty and civilian PAs to fully grasp the demands of the profession. Get inspired by BG Soliz's leadership wisdom and his commitment to mentoring the next generation of military medical professionals. He introduces the acronym REST—Read, Exercise, Sleep, and Think—as a framework for personal well-being and thoughtful decision-making. With a focus on authentic leadership and aligning personal and professional goals, this episode offers a comprehensive look at the legacy and future of military medicine. Whether you're a military medical professional or simply interested in the field, this episode promises to broaden your perspective and provide actionable insights. Chapters: (00:04) Military Medicine (09:22) Evolution of Combat Medic Roles (17:56) Advancing Combat Medic Capabilities (23:27) Developing Leadership and Medical Capabilities (32:00) Military Medic Training and Advice (35:45) Military Medicine Leadership and Legacy Chapter Summaries: (00:04) Military Medicine BG Soliz shares his journey as a PA in the military, discussing its evolution and future in the Indo-Pacific region. (09:22) Evolution of Combat Medic Roles Shadowing active duty or civilian PAs, being a soldier first, and serving as a PA at the White House. (17:56) Advancing Combat Medic Capabilities Evolution of battlefield medical practices, role of medics, advancements in technology, and challenges in Indo-Pacific region. (23:27) Developing Leadership and Medical Capabilities Partnering with diverse allies in the Indo-Pacific region, including exchange programs and the Prolonged Care Augmentation Detachment, and celebrating the first active-duty Army physician assistant promoted to BG. (32:00) Military Medic Training and Advice Nature's unique demands on military clinicians, operational credentialing, continuous learning, and time management for deployment. (35:45) Military Medicine Leadership and Legacy REST method promotes balance and self-care through Read, Exercise, Sleep, and Think, while emphasizing authenticity and mentoring for personal and professional growth. Take Home Messages: Leadership and Mentorship in Military Medicine: The episode underscores the importance of leadership and mentorship in the military medical field. Emphasizing hands-on experience and shadowing active-duty or civilian Physician Assistants (PAs), the guest highlights the critical roles of being a soldier first, training medics, taking care of the battalion's health, and advising commanders. These leadership lessons from the battlefield shape both clinical decision-making and tactical responsibilities. Innovative Medical Programs and Training: The conversation reveals the evolution and significance of specialized military medical programs like the Inner Service Physician Assistant Program (IPAP) and the Tactical Medical Officer (TMO) program. These initiatives have been instrumental in training and equipping military medics and PAs with the skills needed to provide top-notch medical care in diverse and challenging environments. Advancements in Battlefield Medicine: The episode delves into the advancements in battlefield medical practices over the last two decades, including paramedic training and emerging technologies like freeze-dried plasma. These innovations have significantly enhanced the capabilities of combat medics, enabling them to provide better care in austere and high-stress conditions. Strategic Partnerships and Training with Allies: The discussion highlights the importance of international partnerships and training with allied nations, especially in the expansive Indo-Pacific region. Building interoperability at the hospital level, sharing equipment, and training medical personnel are essential for ensuring readiness and effective medical care during large-scale combat operations Personal Well-being and Continuous Learning: The guest shares a personal philosophy for maintaining well-being and effectiveness, encapsulated in the acronym REST (Read, Exercise, Sleep, and Think). This approach emphasizes the need for balance, self-care, and continuous learning. Additionally, the importance of authenticity and mentoring junior officers and NCOs to align their personal and professional goals is highlighted, fostering a legacy of service and dedication. Episode Keywords: Military Medicine, Physician Assistant, Combat Medic, Army, Leadership, Training, Indo-Pacific, Prolonged Care Augmentation Detachment, Battlefield, Paramedic, Tactical Medical Officer, Freeze-dried Plasma, Interoperability, Deployment, Representation, State Licensure, Continuous Learning, Time Management, Personal Well-being, Reflection, Authenticity, Mentoring, Legacy Hashtags: #wardocs #military #medicine #podcast #MilMed #MedEd #MilitaryMedicine #CombatMedics #Leadership #ArmyHealthcare #BillSoliz #InnovationInMedicine #ProlongedCare #IndoPacificStrategy #TacticalMedicine #WarDocsPodcast Honoring the Legacy and Preserving the History of Military Medicine The WarDocs Mission is to honor the legacy, preserve the oral history, and showcase career opportunities, unique expeditionary experiences, and achievements of Military Medicine. We foster patriotism and pride in Who we are, What we do, and, most importantly, How we serve Our Patients, the DoD, and Our Nation. Find out more and join Team WarDocs at https://www.wardocspodcast.com/ Check our list of previous guest episodes at https://www.wardocspodcast.com/our-guests Subscribe and Like our Videos on our YouTube Channel: https://www.youtube.com/@wardocspodcast Listen to the “What We Are For” Episode 47. https://bit.ly/3r87Afm WarDocs- The Military Medicine Podcast is a Non-Profit, Tax-exempt-501(c)(3) Veteran Run Organization run by volunteers. All donations are tax-deductible and go to honoring and preserving the history, experiences, successes, and lessons learned in Military Medicine. A tax receipt will be sent to you. WARDOCS documents the experiences, contributions, and innovations of all military medicine Services, ranks, and Corps who are affectionately called "Docs" as a sign of respect, trust, and confidence on and off the battlefield,demonstrating dedication to the medical care of fellow comrades in arms. Follow Us on Social Media Twitter: @wardocspodcast Facebook: WarDocs Podcast Instagram: @wardocspodcast LinkedIn: WarDocs-The Military Medicine Podcast YouTube Channel: https://www.youtube.com/@wardocspodcast
The Joint Readiness Training Center is pleased to present the sixty-fifth episode to air on ‘The Crucible - The JRTC Experience.' Hosted by the Commander of Ops Group (COG), COL Matthew Hardman. Today's guest is the Sergeant Major of the Army, SMA Michael Weimer. SMA Michael Weimer was sworn in as the 17th Sergeant Major of the Army on Aug. 4, 2023. His previous assignment was serving as the Command Sergeant Major for U.S. Army Special Operations Command at Fort Liberty, North Carolina. Throughout his career he has served in a variety of positions from team member to Command Sergeant Major of Special Operations Joint Task Force Afghanistan, to Command Senior Enlisted Leader of U.S. Special Operations Command Central. As the Sergeant Major of the Army, SMA Weimer is the Army chief of staff's personal adviser on matters affecting the enlisted force. He devotes the majority of his time traveling throughout the Army to observe training and interact with Soldiers and their Families. SMA Weimer is the public face of the U.S. Army's Noncommissioned Officer Corps, representing the NCO Corps to the American people in the media and through business and community engagements. In this episode we discuss warfighting and preparing leaders to lead troops in combat with the US Army's most senior enlisted soldier, SMA Weimer. Army leaders must be true masters in the art of war, embodying action with confidence and resolve. While warfare is inherently a profession of deep thought, it also requires individuals who excel in the fundamentals and leaders who are experts in their craft. Non-commissioned officers are the backbone of the US Army and thus are responsible for ensuring their troops are ready for war. They do this through rigorous, realistic, and relevant training, which generates forces ready to win America's wars. It is imperative that Army leaders, particularly our NCOs, understand the gravity of their responsibility to the soldiers they lead in combat, recognizing that their most critical resource is human lives. Training programs should be designed progressively, building upon previous training and should include multi-echelon opportunities to train at all levels concurrently. Home-station must incorporate the “fog of war,” stress, and the clash of opposing wills as seen at the Combat Training Centers. Part of S01 “The Leader's Laboratory” series. Don't forget to check-out the SMA's social media pages, their handles are ‘US Army' on Facebook, ‘US Army SMA' on X, and ‘US Army SMA' on Instagram. For additional information and insights from this episode, please check-out our Instagram page @the_jrtc_crucible_podcast Be sure to follow us on social media to keep up with the latest warfighting TTPs learned through the crucible that is the Joint Readiness Training Center. Follow us by going to: https://linktr.ee/jrtc and then selecting your preferred podcast format. Again, we'd like to thank our guests for participating. Don't forget to like, subscribe, and review us wherever you listen or watch your podcasts — and be sure to stay tuned for more in the near future. “The Crucible – The JRTC Experience” is a product of the Joint Readiness Training Center.
It's time to talk about the Harding Project once again. The project is the Chief of Staff of the Army's (CSA) effort to renew professional publications, strengthen the profession, and ultimately enhance the warfighting capability of the U.S. Army. Jake Larkowich, Deputy Commandant of the U.S. Army War College and associate editor for War Room, stepped into the studio to share a senior leader perspective. He joins Editor-in-Chief, JP Clark, to discuss the importance of putting words to your thoughts. Their conversation focuses on sharing experiences and opinions in writing at the senior leader level, where there is value for both junior officers and NCOs, as well as challenges and benefits to writing for one's contemporaries.
It's not every day you get to interview your boss's boss's boss. We review the main mission of the U.S. Army John F. Kennedy Special Warfare Center and School, how the organization has continued to evolve and uphold standards through the past two years, and what is on the horizon. About the guests:Brigadier General Guillaume “Will” Beaurpere has served for the last two years as the Commanding General of the U.S. Army John F. Kennedy Special Warfare Center and School, the Special Operations Center of Excellence. He previously served as the Deputy Commanding General for Operations at Army Space and Missile Defense Command; and before that as Commanding General for Special Operations Joint Task Force-Operation Inherent Resolve. Command Sergeant Major Lionel A. Strong is a native of Fort Myers, Florida and enlisted in the United States Army July 9, 1998 as a 63B Light-Wheel Vehicle Mechanic. Upon completion of Basic Training and Advanced Individual Training, Command Sgt. Maj. Strong was assigned to Schofield Barracks Hawaii from December 1998 thru March 2001. Command Sgt. Maj. Strong attended Special Forces Assessment and Selection in September 2000 and the Special Forces Qualification Course from June 2001 through December 2002.Chief Warrant Officer 5 Gary Ostrander was the Command Chief Warrant Officer for 2nd Special Warfare Training Group (Airborne) at the U.S. Army John F. Kennedy Special Warfare Center and School from 2021 to 2023. He most recently served as chief operations warrant at the 1st Special Forces Command (Airborne) from 2020 to 2021.For more about the command team, visit: https://www.swcs.mil/About-Us/Command-Group/ About the hosts:Maj. Ashley "Ash" Holzmann is an experienced Psychological Operations Officer serving in the re-established PSYWAR School at the United States Army JFK Special Warfare Center and School.Sgt. Maj. Derek Riley is one of the most experienced Civil Affairs Noncommissioned Officers in the Army Special Operations Regiment. He has incredible deployment experience and serves within the Civil Affairs Proponent at the United States Army JFK Special Warfare Center and School. From the episode:The CG mentioned "continuous transformation"; you can read more about the Army's efforts here:https://www.army.mil/article/275040/army_futures_command_general_lays_out_continuous_transformation_planFM 3-0: Operations:https://armypubs.army.mil/epubs/DR_pubs/DR_a/ARN36290-FM_3-0-000-WEB-2.pdfThe tenants of Army modernization:https://www.ausa.org/publications/tenets-army-modernizationThe re-establishment of the PSYWAR School and PSYOP Commandant:https://taskandpurpose.com/news/army-psywar-school/The establishment of the Irregular Warfare Academy:https://smallwarsjournal.com/blog/special-warfare-magazine-january-2024-psywar-school-and-irregular-warfare-academyInformation Advantage:https://www.army.mil/article/271932/army_publishes_first_doctrinal_manual_dedicated_to_informationIf you want to learn more about the Robotics Unmanned Systems Integrator Course (RUSIC), check out our episode covering the course: https://pineland-underground.simplecast.com/episodes/rusic-NNFqsUWnThe Joint Special Operations Medical Training Center (JSOMTC), previously known as Special Warfare Medical Group (SWMG):https://www.swcs.mil/Schools/SWMG-A/The SWCS Language Center is the 2nd largest in the DoD:https://www.army.mil/article/275805/starting_from_beginning_part_3_second_largest_language_school_in_dod_strengthen_foreign_partnershipsMoving the Total Army School System's 6th Brigade to Fort Liberty and co-locating them with SWCS:https://www.swcs.mil/SWCS-2030/SWCS's Heritage Week is an annual event:https://www.army.mil/article/275724/swcs_celebrates_2nd_annual_heritage_week_honoring_past_present_futureSWCS partnered with National Defense University's College of International Security Affairs (CISA), and the Irregular Warfare Center to host the Spring Symposium Irregular Warfare (IW) Forum in May:https://www.dvidshub.net/news/471706/do-you-do-with-idea-swcs-cisa-co-host-irregular-warfare-forumThe SWCS Newcomer's Guide mentioned information about CAC-SOD:https://www.swcs.mil/Portals/111/NewcomersGuide.pdfNational Defense University, a fully funded Master's program for officers (which is Intermediate Level Education qualifying) and NCOs:https://cisa.ndu.edu/jsoma/ Army Special Operations Recruiting:SOF Recruiting Page (soc.mil)https://www.soc.mil/USASOCHQ/recruiting.html GoArmySOF Site:https://www.goarmysof.army.mil/ The Official Podcast of the United States Army Special Warfare Center and School!USAJFKSWCS selects and trains all Army Special Forces, Civil Affairs, and Psychological Operations soldiers. Please visit our website at: https://www.swcs.milBe sure to check us out and follow us at:https://www.facebook.com/jfkcenterandschoolhttps://www.instagram.com/u.s.armyswcs/https://www.youtube.com/c/USAJFKSWCS/videosPlease like, subscribe, and leave a review! And if you enjoyed this, become a member of the underground by sharing with at least one other person. Word-of-mouth is how movements like this spread.
Today on the Ether we have the Nucleus Council of Scientists having a discussion in the lab. You'll hear from Crypto Guru, Rekt Tammy, whale mom, and more! Recorded on May 22nd 2024. Make sure to check out the newest tracks from Finn and the RAC FM gang over at ImaginetheSmell.org! The majority of the music at the end of these spaces can be found streaming over on Spotify, and the rest of the streaming platforms. Thank you to everyone in the community who supports TerraSpaces.
How would Trent fix officers (and how will Peaches avoid being fired after the episode)? Find out with this one. Up next? We will fix NCOs, too. Make sure to catch this episode by becoming a member of our YouTube channel. Exclusive content, early access, discounts on merch- everything you need on your journey. We have multiple tiers from Development to Pipeline to Team tier, with perks at each level that are focused specifically on you and your success. Join this channel to get access to perks:https://www.youtube.com/channel/UC9aFBBZoBcQk8UUN_pO7nDA/joinChapters00:00 Introduction and Officer Accessions02:02 The 18X Program and Green Berets04:17 The Proposal: Enlisted First, Warrant Officers, and Officer Selection06:07 Restructuring Enlisted Ranks and Eliminating Chiefs08:20 Discussion on Leadership and Rank Structure21:26 Unintended Consequences of Leadership and Officer Intentions25:18 Enlisted-Officer Gap and Education Levels27:20 Sponsor Promotion28:41 Conclusion and Sponsor Promotion28:50 Bougie Drinking Habits29:01 Enlisted Officer Debate30:00 Revisiting Enlisted Pay31:24 The Role of Service Academies32:05 Removing Duty, Honor, and Country33:09 The Importance of Service and Duty34:24 Colonel Nathan R. Jessup35:07 Decisions Made Without Understanding36:25 The Value of Dive School37:24 Diving in Humanitarian and Operational Missions38:04 The Unique Access of Air Force Spec Ops39:47 The Divide Created by Social Media and Media43:48 The Lack of Focus on Squadrons44:21 Accountability and Getting Rid of Ineffective Leaders46:01 The Need for Clear Responsibilities and Standards48:24 The Need for Change and Feedback51:28 The Role of Chiefs and Senior Officers54:23 The Need for Flexibility in Career Progression55:15 Promotion and Training OpportunitiesCollabs:Ones Ready - OnesReady.com 18A Fitness - Promo Code: 1ReadyAlpha Brew Coffee Company - Promo Code: ONESREADYATACLete - Follow the URL (no promo code): ATACLeteCardoMax - Promo Code: ONESREADYDread River - Promo Code: ONESREADY Eberlestock - Promo Code: OR10Hoist - Promo Code: ONESREADYTrench Coffee Company - Promo Code: ONESREADYThe content provided is for informational purposes only and does not constitute legal advice. The host, guests, and affiliated entities do not guarantee the accuracy or completeness of the information provided. The use of this podcast does not create an attorney-client relationship, and the podcast is not liable for any damages resulting from its use. Any mention of products or individuals does not consti...
In this episode, we discuss: *Mr. Smith joining 3rd Battalion, 5th Marines, in Vietnam and assuming command of his platoon *His staff NCOs, especially SSgt Richard Jackson and Gunnery Sergeant Alan Sora, and other Marines and Sailors who deeply influenced him *Coping with the loss of subordinate leaders and advice on dealing with such losses *Combat decision-making *The challenges of returning home from war and transitioning to the civilian sector *The Ken Burns' documentary series The Vietnam War *The US strategy in Vietnam *The role veterans played in building and expanding FedEx *The cutting-edge technologies FedEx has used, emerging technologies, and the future of warfare *The central role of logistics in war *Leading FedEx through the Arab Oil Embargo Crisis of 1973 and advice for leaders dealing with crises *How Mr. Smith's approach to leadership has evolved *The value of reading for leaders Links The Grunt Padre: Father Vincent Robert Capodanno, Vietnam, 1966-1967 by Father Daniel L. Mode https://a.co/d/aCfeUeQ The Vietnam War: A Film by Ken Burns https://www.amazon.com/gp/video/detail/B0753XH4H2/ref=atv_dp_share_cu_r For Country and Corps: The Life of General Oliver P. Smith by Gail B. Shisler https://a.co/d/7IWlQ8l Dereliction of Duty: Johnson, McNamara, the Joint Chiefs of Staff, and the Lies that Led to Vietnam by H.R. McMaster https://a.co/d/1xKTIl1 Call Sign: Chaos by James Mattis and Bing West https://a.co/d/08lP0kg Sapiens by Yuval Noah Harari https://a.co/d/7rsFs5g --- Support this podcast: https://podcasters.spotify.com/pod/show/damien-oconnell/support
Today on the Ether we have the Nucleus Council of Scientists having a discussion with the PixeLions. You'll hear from swiftwol, Llewyn, Crypto___Scotty, keeks, mr-t|Ark Protocol, conspiracy culture nft, and more! Recorded on March 21st 2024. Make sure to check out the newest tracks from Finn and the RAC FM gang over at ImaginetheSmell.org! The majority of the music at the end of these spaces can be found streaming over on Spotify, and the rest of the streaming platforms. Thank you to everyone in the community who supports TerraSpaces.
Today on the Ether we have the Nucleus Council of Scientists having a discussion with the Galactic Mining Club. You'll hear from C. ₿utt, and more! Recorded on March 13th 2024. Make sure to check out the newest tracks from Finn and the RAC FM gang over at ImaginetheSmell.org! The majority of the music at the end of these spaces can be found streaming over on Spotify, and the rest of the streaming platforms. Thank you to everyone in the community who supports TerraSpaces.
Today we have assembled some of the best NCOs from the early days of SBIRS at Buckley AFB, CO. Guests include CMSgt (Ret) Robert Cherry, SMSgt (Ret) Derick Lucas, SMSgt (Ret) Jake Wall, MSgt (Ret) Ron Denmon, MSgt (Ret) Kevin Dunaway, MSgt (Ret) Mike Johns, and TSgt (Ret) Kevin Balcom. Come relive the majesty of the Mission Control Station as we talk about the service members and events that shaped SBIRS!
What are the top five characteristics great leaders share? Academy graduates, Alison '15 and Paul '16 Yang, discuss that answer — and more! ----more----SUMMARY Alison '15 and Paul '15 Yang discuss their backgrounds, experiences at the Air Force Academy, transition to the corporate world, and key qualities of successful leaders. Their leadership lessons and takeaways? The importance of caring about people, having humility, being resilient, managing stakeholders, and leading through change. LEARN. ENGAGE. LEAD! Read Veterans in Leadership: How Military Careers Can Shape Corporate Success including the contributions of Alison and Paul Yang. DOWNLOAD THE VETERANS IN LEADERSHIP PDF HERE | SPENCERSTUART.COM OUR FAVORITE QUOTES - "Care about people, whether that's, you know, asking about how their day was to participate in the flightline and solving everyday problems." - Paul Yang - "You have the humility to set yourself aside. You have a leg up, which enables you to have teams that perform under pressure and operate well through change." - Alison Yang - "I truly did [enjoy the YC advice]. I think sometimes Alison is very good at telling you what you need to hear." - Paul Yang - "Folks that come out of the military have no quit. If when we asked him to expand that out, he talked about how, when someone is asked whether or not they're willing to potentially make the ultimate sacrifice for this country, any other ask following that, in and out of the military becomes, I don't want to say easy, but it's going to fall short of it, right." - Paul Yang - "Care about people. And if you care about people, your interpersonal skills are likely decent, you have the humility to set yourself aside, you have a leg up on stakeholder management, which enables you to have teams that perform under pressure and operate well through change." - Alison Yang SHARE THIS EPISODE FACEBOOK | LINKEDIN | TWITTER | EMAIL CHAPTERS 00:00 Introduction and Background 03:47 Childhood and Influences 07:04 High School and Leadership 10:51 Air Force Academy Experience 14:47 Career Choices: Maintenance Officer and Intelligence 20:30 Leadership Skills from the Military 24:03 Transitioning to the Corporate World 29:40 Transitioning as a Couple 35:13 Mistakes and Lessons Learned 46:23 Key Qualities of Successful Leaders 53:20 Advice for Future Leaders 58:02 Closing Remarks and Contact Information 59:05 How They Met 01:00:09 First Impressions 01:01:52 Working Together 01:02:52 Thoughts on Wise Advice OUR FAVORITE TAKEAWAYS - Caring about people is a key quality of successful leaders. - Humility and resilience are important traits for leaders. - Effective stakeholder management and leading through change are crucial skills. - Transitioning from the military to the corporate world requires support and networking. - Continuous learning and self-improvement are essential for leadership development. BIOS Alison Yang '16 I lead the delivery of global executive searches for US industrial companies and specialize in engineered products, distribution, and aerospace & defense. Spencer Stuart is the world's leading leadership advisory firm. Founded in 1956 and privately owned, we are the adviser of choice among organizations seeking guidance and counsel on senior leadership needs. We work with clients across a range of industries, from the world's largest companies to medium-sized businesses, entrepreneurial startups and nonprofit organizations. Spencer Stuart today has 56 offices in 30 countries. Our global reach, leadership in CEO and senior executive searches, and status as the premier firm for board counsel give us unparalleled access to the world's top executive talent. CONNECT WITH ALISON - Copy and image credit: www.linkedin.com Paul Yang '15 Spencer Stuart is one of the world's leading executive search consulting firms. Founded in 1956 and privately owned, we are the advisor of choice among organizations seeking guidance and counsel on senior leadership needs. We work with clients across a range of industries, from the world's largest companies to medium-sized businesses, entrepreneurial startups and nonprofit organizations. Through 56 offices in 30 countries and a broad range of practice groups, our global reach, leadership in CEO and senior executive searches, and status as the premier firm for board counsel give us unparalleled access to the world's top executive talent. CONNECT WITH PAUL - Copy and image credit: www.linkedin.com LEARN MORE ABOUT SPENCER STUART ABOUT LONG BLUE LEADERSHIP Long Blue Leadership drops every two weeks on Tuesdays and is available on Apple Podcasts, TuneIn + Alexa, Spotify and all your favorite podcast platforms. Search @AirForceGrads on your favorite social channels for Long Blue Leadership news and updates! FULL TRANSCRIPT SPEAKERS Our Host is Dr. Doug Lindsay '92 | Our Guests are Alison '15 and Paul '16 Yang Paul Yang 00:08 It's real lives and young airmen and enlisted folks that you're put in charge of, and really making a true impact in people's lives on a day to day basis. Alison Yang 00:16 The one theme, if we could say, captures all of this, is care about people. Paul Yang 00:24 Whether that's, you know, asking about how their day was to supporting flightline and solving everyday problems. Alison Yang 00:31 You have the humility to set yourself aside. You have a leg up, which enables you to have teams that perform under pressure and operate well through change. And it's also the difference between having people who just get the job done because they have to versus the people who get the job done because they want to. They believe in you. Doug Lindsay 01:19 My guests today are Allison and Paul Yang, USAFA class of 2015 and 2016, respectively. Allison and Paul are a married couple based in the Washington, DC area and both work at Spencer Stewart, a global executive search and leadership advisory firm as associates in executive search. Both served in the Air Force with distinction winding up their careers in 2022 as officers in intelligence and maintenance leading large teams. They are accomplished students of leadership and writers, which is how we met Allison and Paul. The pair recently contributed to an article on veterans and leadership in a Spencer Stewart publication. The article featured profiles of 10 prominent CEOs, three of whom are USAFA graduates and currently lead United Airlines, McAfee and Johnstone Supply. We'll spend the next few minutes getting to know Allison and Paul, and we'll talk about their work with Spencer Stewart. Then we'll focus on the top five qualities they believe make the best leaders. And finally, we'll ask them to share one or two bits of advice they would give to those who want to be leaders and leaders who want to become even better. Joining us from the DC area, Allison and Paul, welcome to the Long Blue Leadership podcast. Alison Yang 02:31 Thanks, Doug. We're happy to be here. Paul Yang 02:32 Hey, Doug, happy to be here as well. Doug Lindsay 02:34 Glad to have you. As we get started, if you don't mind, would you give us a little bit of a backstory on your lives as children before you got to the Academy? What was that like? And what was your growing up experience like? Paul Yang 02:46 Sure, I could start. So I come from an immigrant family. My parents moved to the United States in 1993. When I was about two and a half years old, they moved to Queens, New York. My mom was a pharmacist and my dad was a truck driver. And so it was an interesting sort of startup story is what I'd like to call it. In the sense that I spent my weekends teaching my parents the English that I had learned during school and spent the weekend doing that for my parents. It was also a little bit of a challenging household as well. Maybe it's a little too much. But my dad was a bit of an alcoholic. A lot of stress growing up in this country and not knowing the language and trying to navigate it being in a completely different environment. So that led to sometimes an unsafe environment, but heavily influenced how I operate and how I think, being a problem solver paying, attention to detail, facing adversity, etc. Alison Yang 03:44 I had a bit of a different childhood. I had what you would describe as an all-American childhood. My mom was a first grade teacher, my dad was an Air Force officer and had two younger brothers close in age. We were all best friends, all loved sports and we had to be best friends because we moved every few years or so but that really taught me how to be resilient, how to adapt to a lot of change in life. And I ended up growing this love for people. I loved meeting new people everywhere I went. I know sometimes it can go the other way where you hate moving. But for some reason I really clung on to that. Doug Lindsay 04:20 So very different kind of origin stories there. But with those kinds of influences, and Paul, you mentioned that some of the challenges you had with that home dynamic and but also, Alison moving around a little bit. How did that translate into wanting to go to the Academy and doing that kind of opportunity? Was that something that's always kind of part of who you were? Alison, you said you like people and was that just part of that idea of service? Or how did that all come to be? Alison Yang 04:47 Yeah, sure. I think I'd always been a very outgoing kid always driven to be an achiever. So, this passion for people, I would say it especially started in high school and I prided myself on knowing everyone in the in the class so I was class president. And you know, I was friends with the dorks and was friends with the popular kids. And my proudest moment in high school was actually, I was a benchwarmer on the varsity basketball team. And I was voted captain of my varsity basketball team. So, I would go up against, you know, the star player on the opposing team. I'd come off the bench, flip the coin and go sit back down on the bench, you know, it's sort of like a Rudy story. They throw me in the last few minutes of the game. But anyway, really proud of that. And then also saw the service aspect from my dad, and then saw a lot of women in leadership and knew that that's something I could totally do that I would love to do that I'd love a challenge. And so yeah, I would definitely say that all stemmed from my childhood. Paul Yang 05:51 And then for me, I'd say my parents really encouraged me to kind of go out there and learn what's out there and get involved as much as I can. We kind of had this rule where in the house, we would speak Korean. But then when you're outside of the house, you're speaking English all the time. Which is interesting, you know, because my parents wanted to learn the learn the language and get familiar with it. But that made that basically kind of ingrained in me this idea that there's this whole world of knowledge out there, and there's all these things to do, especially being in a brand new country. So, throughout my childhood and growing up, I spent a lot of time getting involved in different clubs, in different sports, just because I wasn't familiar with it and be because I wanted to learn it and figure it out. So, I did a varying range of things. I did Model UN, I tried out the robotics club. I wasn't very good at it, but I tried it, I can say that, and a couple of different sports. That influenced me when I got to the Academy because I tried out for a sport that I never played before. And I ended up playing the whole, season, which is, you know, pretty interesting. And it was a great, great time to do that. But I, didn't really know that the Air Force Academy existed. I just kind of knew, hey, I want to give back to this country. I want to give, I want to be able to serve, I want to be able to give back. And so I always knew I wanted to give, join the military. And I guess that's what kind of led me down the path of going to the academy and listed first out of high school. And I was really, really fortunate and lucky to be surrounded by some key mentors of mine that told me that this place called this the Air Force Academy existed in Colorado Springs. You should apply. So much so that they were like, “Hey, don't have to work until you finish your application”, you know. So, I was very fortunate to have those folks that champion me, again, kind of further shaped my view of leadership later on in life. Doug Lindsay 07:52 And then Allison for you in terms of the Academy itself, was it something you were familiar with? Because of your dad? How did you come to know about the Academy? Alison Yang 08:02 And so yeah, he was not an Academy grad. So, for me, I, you know, my junior year of high school was considering the options. And I heard about the Air Force Academy, knew about it from my dad, who had friends who had gone to the Academy, and I've stepped into the Junior ROTC in my high school and said, “Hey, I'd love like a pamphlet on the Air Force Academy”. And they're like, “Sit down”, you know, “what sports are you in?” I was like, “What? “Whoa, I just want a pamphlet”. But, but anyway, that sort of started the process. And once I started the application process, which is, as a lot of listeners know, it's just an intensive application process, and you feel like you've achieved something when you submit it. So, I was really excited, you know, to have that opportunity. And yeah, I just, I knew it was right for me, especially as someone who was an achiever. Doug Lindsay 08:54 So, what was that like when you got here then? So, you kind of very accomplished in high school, a lot of activity really busy. And then you kind of… that meets reality, when you actually kind of get here on in-processing and do that. What was that? Like, once you kind of got here in terms of that? Was it confirming or affirming of what you were doing? Or, were there some questions about, “What did I get myself into?” Alison Yang 09:16 I loved it. And I had watched a lot of videos about basic training. But I have a really funny story. In my in-processing day, I was ready to conquer it, you know, got through all the screaming on the footprints. And I was like, I just got to make it to my room and I'll have some roommates and I can commiserate. We can do this together. And I get to my dorm room. And my two roommates one of them wouldn't speak to me. She was too nervous to talk. The other one had started hyperventilating. And she couldn't calm down. And so I will say both of them are incredible officers still in the Air Force today. Both made it through but in that moment, I said to myself, I'm gonna have to do this. This is gonna be me. We're gonna, you know and so it was a little bit of a reality check once I got to that moment. Paul Yang 10:03 Yeah, for me, I would say I-day in-processing and basic training at the Academy felt in an odd way familiar, right, because I had gone through enlisted basic training. And then I went to the prep school and went through basic training there. So by the time it came around, I kind of knew, Okay, I'm gonna get yelled at, they're gonna break us down and go through this whole process. But I felt this need or this kind of calling to help my other classmates, because many of which were coming, many of whom were coming straight out of high school. And so even as simple as rolling socks, and cleaning your room, and hospital corners, those are things that I would say I've been doing every day, right, once you get out of basic training, but something I was familiar with at the very least. And so that desire to kind of share what I had known, even if it's something as simple as rolling socks, and folding your t-shirts in the right way to meet the measurements, I figured, you know, this is something that I know this is something that could be helpful in some way, shape or form. Let me go ahead and share that. And so my whole like early stages, or the early days at the Academy, that's what I felt called to do. Sharing that knowledge. Doug Lindsay 11:14 Both of you (had) different kind of unique experiences as you work through the 47 months of the Academy, right? You're exposed to these new things. What would you say are kind of the couple of maybe crucible moments or the important moments or impacts that the Academy had on you during that time in terms of your development, not just as a person, but as a leader? Paul Yang 11:37 I had never played a game of soccer in my in my entire life. Maybe it's because I grew up in New York, and there's not many fields. Maybe that's the reason why but I never played it. And so when I got this was during the prep school, when I got to the prep school, one of my buddies and my unit, or my squadron said, “Hey, you should try out for this team. You seem athletic, you'd like to run, why don't you come out to the field and try it out.” I did. And I enjoyed it. I didn't know how to kick a soccer ball the right way. But I knew how to run. And I knew that I was competitive and sort of headstrong in that way. So, I would say that was a highlight. And I got lucky because the person that would be starting in the position that I was in as left back ended up getting injured. And so I found myself in this situation of okay, I basically know how to play this sport. I can listen, I can listen to my coach's advice. But I have now I found myself in a starting position. I wasn't again, one repeat, like I wasn't very good. But I felt like what an opportunity to be able to play this sport at this level, having never played it before. And the Academy, certainly, you know, only a place like that, where you're given an opportunity like that, right? So that was like a pretty big moment, for me. A very proud moment. Maybe like a low-light for me, it was about halfway through the Academy, I was going through some personal things that I maybe lost sight of and I let it affect my academics, particularly one class, and I ended up failing a course. And at the end of the semester is you know, when you fail the course you go through the board process and you kind of go through, hey, you're gonna make it through. And I almost got disenrolled and I had my act advisor, someone you may know, Doug, but he really championed me. And he said, “Hey, it's okay, this these things happen”. Kind of brought me back down to earth and went through the board process ended up obviously not getting disenrolled. But it was a big, it was a big, tough pill for me to swallow of, hey, there are things in life that you need to focus on and make sure they're squared away and good to go. And ensure that it doesn't leak into other areas of your life is particularly if if there are high stakes involved, right, like enrollment at the Air Force Academy. Yeah. Doug Lindsay 13:57 And I think that's an important part, right? Because that we tend to focus on maybe the positives, right? And we don't realize that without those kind of crucible moments, those kind of lower points that, you know, that helps frame out who we are, our perspective and who knows that opportunity. It sounds like it kind of change your trajectory a little bit about kind of reassessing. What am I doing here? What do I really want to get out of it? Right? Paul Yang 14:19 Yeah, certainly a while I certainly cared more about academics after the fact. But it was it was a good lesson of, hey, this is real, you know, and I think to your point of, sometimes you could be flying high and in a really good place and you don't realize these little areas of your life that may be taking a toll and maybe require your attention and I think it's a good leadership theme as well. Of their different areas. It takes a lot of bandwidth. And so, making sure you take the time to take a step back and a lot your effort and your capacity in the areas that require it so that you are healthy and you're good to go. So that you can be present. Doug Lindsay 15:01 Had a similar experience one of my semesters, my first semester sophomore year, I came in at a 2.0. And it was really close enough to the sun, so to speak, that that was my crucible moment. I'm like, that was a real evaluation moment for me to go. Okay, I need to, I need to do some things differently if I want to keep making this happen. Allison, how about you maybe some high and low point for you as well? Alison Yang 15:25 Yeah, one of my favorite things about the Air Force Academy is just the incredible opportunities that it affords cadets so, I did the jump program, I did an immersion trip to Poland, I did a language trip to Morocco, a DC trip for a history class, I was on the lacrosse team and got to travel all over the place, marched in an Inauguration Day parade. So, all of those were just incredible moments. I would say the biggest thing that had an impact on my leadership is I was able to be the cadet squadron commander, my senior year. I'll say that peer leadership is the hardest thing. And I think that being a cadet, anything, you know, as a leader of cadets is harder than any officer leadership position I had, probably because there's, you know, formal structure within the military, there's, there's a natural chain of command, but when you're leading your peers, you know, you have to live with them every day too. So, it's a total exercise in dealing with people interpersonal skills. You know, in your, it was the greatest leadership gift I think the Academy afforded me. And then the low-light for me. So, I was the wing Command Chief, which was, you know, the top junior position, my junior year, and I did something called Weiss Advice. My last name was Weiss at the time, and I would go up on the staff tower, and I would give everyone morning advice at 6:00 a.m. before their breakfast, you know, something like, “Be a good friend today”. You know, you never know what your team your teammate is going through. This was at a time where there was social media that was allowed, and people could, you know, talk chat about whatever going on at the Academy. And I would say about half the wing was indifferent, a quarter loved the Weiss advice, and a quarter hated the Weiss Advice. And so, I got that direct feedback. And so, it was a great lesson to me that not everyone's going to love everything that you do. And especially as a person who really, who loves people who wants to be friends with everyone, learning that sometimes as a leader, you have to make tough decisions, or you have to do things that maybe not everyone will be on board with. But that was a, you know, it was a great lesson for me at that time that I carried on throughout my officer career. Doug Lindsay 17:54 Taking those experiences you had at the Academy, how did that translate into saying, “Hey, I want to be a maintenance officer. I want to be an Intel officer?”. Alison Yang 18:02 Yeah, and for me, I loved my political science and international relations classes. And that drew me into an interest in the intelligence field and just really synthesizing data about the world, understanding what drives our adversaries what motivates people again, and then ultimately, you know, proposing solutions actionable solutions to leaders to make decisions. So really enabling operations, which I loved, it would get me as close to operations as possible without actually flying in a plane. I tried power flight. Threw up every time so I knew that being a pilot was not for me. But yeah, just that foundation in my classes actually at the Academy drew me into intelligence. Paul Yang 18:49 Well, I chose to be a maintenance officer. I put that as my top choice. Early in my first year, when we were putting in our preferences, I was thinking through okay, what's the career field where that'll provide me sort of the best opportunity to do exactly what I enjoy doing, which is championing others in solving problems. And obviously, by me gravitating towards leadership opportunities and learning about the world kind of pointed me towards the direction of maintenance because I knew that maintenance is a tough leadership environment, especially as a brand new lieutenant, you're kind of thrown in there, leading dozens plus people and there's a lot of problems to solve from the operational side and so okay, this is I think this is where I belong. I spoke to a number of different maintenance officers at the time there were AOCs some academic instructors as well. And so I knew okay, this is this is where I want to go and I thoroughly enjoyed it. I love the environment of being a thrown into somewhere where there's high stakes, it's on, it's on you and your team to figure something out. And it's real lives and real young airmen and enlisted folks that you're put in charge of and being able to be there relying on senior NCOs. And really making a true impact in people's lives on a day-to-day basis for the better, whether that's, you know, asking about how their day was to champion them because they need time off and managing their schedule to make sure that they have what they need to be best supported to, to support in the flightline and solving everyday problems. We don't have to go too much into the details there. But it's a tough group all dapper operationally. And I gravitated towards that. Doug Lindsay 20:45 And I do want to ask a question about how you all got together. So, class of 2015 class of 2016, both at the academy at the at the same time, and now and you're married. So, can you tell us a little bit about how that started or how you met? Alison Yang 21:00 I first remember meeting Paul, when he walked into an interview that I was holding, for my second in command as I was a cadet squadron commander, so I was looking for my superintendent and Paul interviewed for that role was the first time I had met him. I was dating someone else at the time. So, I had no romantic interest in him. But that was the first time I remember meeting him and I hired him. So, he worked with me for a semester. And then we became great friends after that. Paul Yang 21:31 I think we had talked about earlier when Allison at six at six o'clock in the morning was sharing Weiss Advice up on the staff tower, before breakfast, when everyone's just trying to make it through the day. I learned obviously from a distance, and I had a lot of respect for her. I obviously still have a ton of respect for her now. And then when I found out that I was moving into 30, and I was applying to be her superintendent, I was like, “Wow, I would love to get to know this individual. And I'd love even more so to work for her”. So, there's kind of his running joke where our relationship started with Alison being my boss, and she still is today. Very much so and so that's sort of like our, our founding story, if you will. Doug Lindsay 22:19 And then Paul, a question for you. So, the Weiss Advice that Alison talked about, what was your reaction sitting in, in Mitchell Hall hearing that that information? Paul Yang 22:29 I personally enjoyed it. I think “Al” (short for Alison) had mentioned that maybe like, maybe a quarter of the people really, really enjoyed it. But I truly did. I think sometimes Al is very good at telling you what you need to hear. And certainly in our, in our marriage. And so, I really appreciated that even at the early waking morning hours of the day, that Allison was getting up there and saying some true hard things, like, “Be a friend. Support somebody. Be there for one another. If you have a tough test, at the end of the day, you'll be done with it”. I mean, just like simple things like that might not sound like a lot at the surface level. But it really hits home because it's just real. And it's true. And it's and it's honest. And so, to answer your question bluntly, I loved it. Doug Lindsay 23:20 The Academy and the experiences that you've kind of talked a little about really spring-boarded you in those careers, because you obviously had success early on in maintenance and intel. What was it that you think you got out of the Academy that really kind of helped set the stage for you there? Alison Yang 23:35 I think I would go back to the whole peer leadership thing, the fact that I had already been leading, you know, leading people honestly, as a senior and then went straight into, you know, my job as an Intel officer, I was leading a floor of 75 airmen at DGS Ops Center, and it was just awesome. I just had all these people around me, I knew how to interact with people I knew, you know. And then you even have an operational mission then so then it just becomes even more important. And I think that really set the stage. I mean, all of the character and leadership development that were taught at the Air Force Academy, all of that becomes second nature. You know, that's nothing that we have to learn at that point and, and being that kind of leader for people I think really helped me spring-board as just a second lieutenant into a successful intel career. Paul Yang 24:34 The wealth of resources that the Air Force Academy has, even if it's just walking down the hallway, and talking to your AOC, who had spent probably 10 plus years in a specific career field and knows people in other career fields. And so, the networking aspect that the Air Force Academy provides is huge and being able to literally just walk down the hallway or maybe it's your instructor for one of your classes that came out of a curriculum to teach at the Air Force Academy. So, utilizing that network, and just knowing the wealth of knowledge and resources there has been huge. Doug Lindsay 25:11 It's just always interesting to me to see the path that people choose. Because I certainly had my path and I found my way through. But it's just very interesting how personal that is, even though we all kind of go through a similar process, how we personalize that it's just really, I think, interesting as part of our journeys. And so, you're on active duty, you're having a lot of success, and then both decide to transition to something different. So can you talk to me a little bit about what that transition was like in terms of kind of getting into the space that you're in now kind of more the leader development space with, with where you're at right now. Paul Yang 25:46 So, we decided to transition out at the same time, which, by the way, many of our colleagues and close friends thought we were crazy to be separating at the same time, due to the sheer amount of risk there. But you know, we took a leap of faith, we attended a career conference through a junior military officer, hiring and transitioning company. And when we attended this conference, Allison and I, we really kind of focused on the company culture, and the mission of the company. That's because we're coming out of the military, you know, we naturally gravitate towards companies that had a clear and defined mission orientation or goal, something that is founded on a clear values that aligned with the things that we felt we aligned with. And so, we both came across specially actually, we were, when we attended a career conference, they told us, you know, don't really lead with, hey, you guys are married. Because we were actually interviewed with very similar companies. And there was a decent amount of overlap, they told us to attend as individuals, rack and stack them in your in your brain individually and see where the alignment is with location with career fields and in different areas. And we came across an executive search firm, Spencer Stewart, and we just absolutely head over heels fell in love with the company culture and the type of work that it is, and it's certainly aligned, I guess I'll just speak for myself in this area, but it'll align with how I think and, and how I approach my day to day, which is championing the people, giving people a chance and solving problems. And so being in executive search, that's essentially what you get to do. You're helping your clients solve problems. And in this case, it would be leadership gaps, whether it's succession planning, maybe someone's retiring, etc. And you're talking to people about potential candidates for a role that maybe otherwise wouldn't have landed on their, on their radar in the past. And so being able to learn their story, figure out what their career goals are. And if there's an alignment with where they are trying to go with an opportunity to that a company can offer a great, let's talk about it. Alison Yang 28:04 I agree, everything that Paul says is accurate. And maybe just to answer just the beginning of your question, why we made the decision. So we were both hard charging on active duty and really loved the service. For us, we just had decided, okay, we're going to be in a position where one of us will have to deploy the other will have to go back to teach. If we had this, we could see our career paths taking a divergent, you know, path, I guess you'd say. And so, we decided, let's just see what else is out there. And let's see what we can do. Paul had some experience that you know, from his dad and the business experience he's had in this country. For me, brand new, had no, you know, didn't even know what corporate life was like. And I said, “If not now, then when?”, and we made the leap and, and everything Paul said about Spencer Stuart so we joined. The culture is incredible. And we've really enjoyed our time so far in the year and a half we've been here. Doug Lindsay 29:02 What was it that really kind of helped you kind of land successfully on the other side, because we know sometimes people struggle a little bit there sometimes in terms of what do I want to do? Paul Yang 29:12 We were doing it together. And so, we naturally just had someone across the dinner table championing each other and going through the same experience together. And so being able to talk through ideas, talk through all the different scenarios and just having an ear that would listen was really, really helpful for us. And I wouldn't say that's, that's the only way but just having a partner through that, I think kind of tells a broader story of making sure that you surround yourself with folks around you that that have been through something like this before, or, or is going through it and being able to talk through things and act as a sounding board was really helpful for us. Alison Yang 30:00 We are also huge proponents of transition companies, especially for junior military officers, we would have had no idea and we partnered with Cameron Brooks, spent a whole year in their program. They helped us translate our military skills into corporate speak, helped us with resumes. And then we had about 20 different companies that were aligned to our experiences that we would have never thought we would be qualified for. And if it were not for a program like that, I'm not sure we would have known and not only that, we had all these different industries we can compare. So, Paul and I got to say, “Alright, do we want to do manufacturing? Do we want to do banking? You know, do we want to be in professional services?” And we ultimately chose that incredible experience overall. Doug Lindsay 30:47 Any regrets? No, that's great. Alison Yang None. Paul Yang 30:50 No, no regrets. Doug Lindsay 30:52 You talked about executive search and doing some of that. Can you walk us through a little bit what that looks like? Paul Yang 30:57 At our firm where we're in executive search. And so that's actually a world we didn't know existed prior to going into the career conference and starting in this firm, but, but basically, we help large, mid to large sized companies on the public side and, and then on the private side, as well, we help leaders sort of make career moves, or we help clients solve their internal succession and leadership planning. What that looks like on a day to day basis, just to kind of maybe break it down, is a lot of calls a lot of internal and external conversations where you're running projects or searches internally, and just making sure we're following the process. And we're making sure we're managing things internally hitting all the dates for the deliverables. And then externally, lots of meetings with clients providing updates on market feedback, it also is probably the bulk of the amount of time that we spend is having conversations with potential candidates to make sure that we go through the full assessment process and doing our full due diligence to ensure that the folks that we would be potentially putting forth on a search on an opportunity are aligned well, yeah. Alison Yang 32:16 And then Paul and I are both in different practices within the firm. So, I'm in the industrial practice, which means that I help recruit, assess and place executives in any domain within industrial so that could be oil and gas. That could be you know, manufactured products, engineered products, aerospace and defense distribution at large. It could be anything within the industrial sector, anywhere from a vice president level up to CEO. Paul Yang 32:50 And I'm in, I'm in more of a functional practice, we call it financial officer practice, or basically CFOs. So, most of my work is basically, all of my work is with finance executives. So, CFOs and key deputies, and that's since it's functional. I basically spent a lot of my time across many different industries, because I think CFO-speak is pretty transferable from, from one company to another, from one industry to another, with the exception of a few that are just, they're different. But so, I guess that's like the difference between a focused industry versus a functional practice. Doug Lindsay 33:32 What you talked about, that idea of being able to connect with people with influence championing others, solving problems. It sounds like you've kind of found your space on the other side in terms of what it is that you really enjoy kind of what your purpose is, is that fair to say? Alison Yang 33:48 Absolutely, yes, yes. And it's one of the reasons why we, why we love it so much is we really feel that we've landed in a place where we can utilize all these skills. And also, when we're assessing talent, one reason that it's just great at being you know, having been a leader in the military is that when these executives are talking to us about change, management, change leadership within the organization, we don't know it conceptually, we know it practically from our time in service. So, we know if they're just blowing smoke, or, you know, so we found that very valuable and, and it's really cool. I mean, I think, and this is part of you alluded to our veterans article, we're just having access to folks like Scott Kirby, Greg Johnson, who know of these search firms, because that's how, you know, that's how they hire people, basically. So, it's been really neat, not only just being able to practice something that we love, but then also be able to talk to really incredible people. Doug Lindsay 34:53 Yeah, and you hit on that piece of being able to not just talk about it, but kind of share your experiences. They're being able to kind of really understand, you know, at different levels in terms of what it is that they're looking for, what that means, what change management actually looks like in a large organization. Because even though you may not have been at the, at the geo level instituting those challenges you were at the implementation level of much of that change, and, and what that looks like. And I think that gives a different credibility of being able to say, hey, yeah, kind of been there, done that and talk about it that way, whether it's a CFO or industrial or whatever that is, right? Paul Yang Absolutely. Doug Lindsay 34:53 With that in mind, what are some of the challenges or mistakes that you see leaders making today, just kind of curious in what you're seeing, and what you can talk about, and then we'll kind of talk about maybe some more of the effective things on the other side? Paul Yang 35:45 Maybe it'll be trends, or sometimes things that kind of speak out to us as being on the search side. So, one of the things that I know that if an individual jumps from one company to another company too frequently, and I think that that could be that could mean a lot of things, right? It could mean that an individual was, you know, kind of in an ecosystem of a private equity firm, and they're buying and selling companies and moving from one company to another, which is fine, and you can speak to that. But if it's not in that situation, then it sort of signals that someone maybe hasn't done their full due diligence on an opportunity before, before taking on that role. And so that's something that I would say doesn't usually reflect too positively. And my advice, I think like springing from that would be, it has been, we've talked to plenty of folks that were where this happens, where maybe they land, they find themselves in a situation, or in a company that they might not like or a specific role that they might not like, it doesn't mean that they'd have to leave the company, right? It's not like it doesn't mean that there aren't other things that they can try. And so, my advice from that particular mistake would be see what else is out there within that company. Because the consistency of moving from one, one scope of responsibilities to another within the same company, I think reflects a lot more positively than, hey, I was there for eight months, and I didn't like and I left. A better story would be, I was there for about a year, I wasn't enjoying my job. I tried, I moved here within this part of the company and that's where I really found my passion for x. And then expanding from there… Alison Yang 37:35 Maybe some other ones that we see, people getting experience outside of their respective functions. So, as they move up within organizations, you know, Paul's got a better example of this with finance, maybe you can go into that. Paul Yang 37:53 Yeah, so being I think this is just the product of being in the in a functional practice where one is basically talking to a lot of different CFOs and varying in varying different industries, but finding, I think, has this history of maybe being a little bit siloed so, not the case anymore, right? Where you have folks that maybe start out as an accountant, right, or maybe started in a big professional services firm, and they work their way through accounting and audit, etc. I think the best ones are the ones that maybe expand beyond just their specific functions. So, with that, what I mean by that is, maybe this is someone that is that has an accounting background but takes the time to learn other aspects and areas of the business beyond what they see behind the numbers on finance. So in like a manufacturing organization, that would mean getting close to the business, getting close to the manufacturing floor, getting close to the product, and getting close to the product and really understanding, touching, feeling and seeing the product that their business is manufacturing. Because then it really helps that particular individual really translate what the what the numbers they are working through and managing and what that really means to their client or customer base. And those that are being that are better able to speak to that I have found that are the ones that tend to be more operationally oriented, the ones that can speak more about the business and not just finance. Alison Yang 39:30 Another big mistake that we see maybe the biggest mistake is burning bridges. And you hear that at the Academy, “Never burn a bridge”. With an executive search, we extensively vet people for our clients. So even people that look phenomenal on paper or people who show up to an interview and they have an incredible interview. Great results on paper. If you've if you've got colleagues or peers or bosses that you have, have, you know, have a bad reputation with that, we will find it, we will hear it. And, and so it all comes back to being a person of character, you know, and we see that does burn people sometimes. And you also see things that the mistakes that leaders make when it comes to interviewing for jobs, which is not being prepared, you know, not presenting in a professional manner. We've had people show up late to board meetings and been completely taken off the list as a possible candidate. So, you see all of those things. Doug Lindsay 40:30 Alison, you had mentioned something about character and being a person of character with that, are you seeing a more interest in that area as you're going through your executive search in terms of not just about what it is that you do, but it's kind of how you're showing up? Because you both mentioned the idea of not being siloed, being broader about that understanding, jumping around kind of the footprints that you're leaving behind? Or are burning bridges, that kind of speaks to that idea of character? So, sounds like that that's resonating more with folks. Is that fair to say? Alison Yang 41:02 Yes. Absolutely. And I wondered that when I went into corporate America, if we would see these companies that we work with these client companies, you know, would they focus on? Are they looking for people who can just drive results within a company, and I'm telling you, more often than not, we have calls where most of it is, we're looking for someone who knows how to lead people, they're gonna have to come in here and in, you know, do a lot of change management, in some cases, and to revamp the entire team. You hear that quite a lot. And it's also something we really value at Spencer Stuart. At this firm, we screen for character, that's one of our four, the four things we screen for when we assess people. So yes, there's quite an emphasis on it. Paul Yang 41:50 And it's often, and I would add that when it comes to just pure, I'll just speak about the practice that I'm in, but like pure finance capability, especially in like a public company, right? Like that is it's all public. So, you can see like the public filings, you could look at their 10-K and look at their proxy and see their company performance and ensure that that performance is there. And it's measurable. But more often than not, what we'll find is someone that could be that maybe potentially be a high performer based off of just pure numbers and pure historical performance, will maybe meet members of the board or meet, maybe meet other members of the team in which they'd be working with on a day to day basis. And the feedback would be, “Hey, not someone that we can see ourselves getting along with and working with on a day to day basis. Or not someone I just can feel a connection or something like that”. And that usually just means that they're good, they're good finance professional, or they're good at what they do. But not really sure that this is someone that they would, you know, that would inspire others of the company. And so, to Allison's point, I think at the end of the day, there will always be like an underlying, like baseline of capabilities. But what brings someone to the next level is, is one's character. Doug Lindsay 43:07 I kind of transitioned this a little bit to the article that you all worked on, where you look at the top CEOs. And you're, that idea of what kind of sets him apart. I know that the article focuses a lot on the kind of the veterans and leadership, but what is it that you're seeing that you're starting to go, “Here are kind of maybe the top three, four, or five things that we're seeing that really make those effective leaders different than everybody else.”? Alison Yang 43:31 I can talk to the first two, and then Paul can talk to the last three. So, kind of tying into that article, you'll see that I'll just say broad brush. The one thing, and it's what we've talked about most of this podcast, is just interpersonal skills, how much of an importance that that is. And it's not groundbreaking, but it's very real. And it underpins most, if not all other qualities that, you know, that these top performing CEOs all have. And so, the first one that that was also highlighted in the article is a team first mentality. So, it's about as simple as it gets. It's, you know, having a team with you, like, can you bring the team along? Like is the team a part of, the part of your mission and your story? And sometimes when we talk to people, if they're all about themselves, or if they can't describe how their team, you know, how they've impacted their team, or how they brought the team along? You know, it's very obvious and very clear, and it's not. There's a lot of culture change that happens in these organizations. And if you can't have a team first mentality, that won't necessarily happen. So that would be the first one. The second is humility. Being able to understand that you're not the smartest person in the room, but having the strength to make a decision when you need to, but also making sure you're valuing all opinions and doing that so humilities the second one. Paul Yang 45:01 Another one, this is actually something that Scott Kirby, the CEO of United Airlines, that he had mentioned when we spoke to him as we're working towards our article, but he basically, he talked about how folks that come out of the military have “no quit”. You know, if when we asked him to expand that out, he talked about how, when someone is asked whether or not they're willing to potentially make the ultimate sacrifice for this country, any other ask following that, in and out of the military becomes, I don't want to say easy, but it's going to fall short of it, right? And so, there's this idea of being resilient and understanding how to perform under pressure when there are high stakes. And so I think that would be the key third thing. There are qualities being resilient in tough times, and knowing how to perform under pressure, when the stakes are high, then the next one is maybe stakeholder management. I think it's a very common thing that we would hear both in the military and out of the military, understanding and having the ability to work with a variety of different people. And I think it kind of goes to that point of being broader than just what your function is, understanding what one decision does to the rest of the organization in the organization and how it affects others around others around you. In the military, there's so much like, connectivity between maybe like the squadron or flight or group or wing level that it naturally just happens, but out in the corporate world I think sometimes you can get siloed, when you might not see like the direct translation of how decisions are affected other people. So being able to understand who are the, in both internal and external stakeholders is, is important. I think the fifth one, Allison already talked about the change management. That's, I don't even want to say it's like a, like a common phrase, because it's almost accepted, or it's almost like, what's the phrase I'm looking for here, it's almost like you have to have it. You know, in today's day and age where there is so much change, things are moving faster than ever before, especially with AI and just incredible technologies that are out there. It's a very fast moving world. And so being able to understand that that's happening, and being able to understand how that will how that translates internal to internally to one's organization is important. Alison Yang 47:39 When it comes to change management as well, one of the key questions we ask are the people we assess is, “Where was the business when you came in?” And, “What have you achieved since then?” So, it's since that where was it? Where is it now? And how did you do it? And so that's one of the ways that we assess for change management. Doug Lindsay 47:59 What I'm encouraged about is that those are all things that I can get actually better on understanding humility. It may be difficult to kind of step back and do that. But each one of those five are things that I think you can actually get better on, right, you can sit or invest some time in and go, I'm not where I want to be. But I can do that. Is that fair to say? Paul Yang 48:19 Yes, no one is perfect in any of these areas. It takes practice and it takes time. And often-times, we'd be speaking with folks, or we're on the phone or in a meeting, where we realized someone will maybe have that introspection to look back and say, “Okay, this is an area that I'm not good at, maybe it's team building”. And they maybe they're 15-20 years in their career, and they're like, “You know what, I need more experience building a team. What's an opportunity at this company, in my respective company, where I have the opportunity to do that?”, and then seeking that out and putting it into practice is a key thing of just understanding, maybe it just kind of stems from the humility piece of, I'm not the best at everything. And there's all these areas that I need to improve on. But to your point, Doug, these are all things that that can be practiced in real time. Doug Lindsay 49:10 As you are assessing them, and as you're looking at it, whether it be from the industrial side, or the CFO, are you finding that these leaders are receptive to the feedback that you're giving them in terms of maybe some of those areas where they're, where they're not where they need to be? Are you seeing an openness and a willingness to lean in and learn about that? Alison Yang 49:30 It's interesting, you say that, because if when they are open to hearing it, they're showing humility, you know, you assess that just in the way that they interact with you as a person, you know, are they too busy for you? Are they you know, we do often get people ask us questions, you know, “How can I be better?” I mean, you talk to executives all day, you know, what, you know, how can I be better how, you know, what, how do I present myself better, et cetera? I think, you know, if you meet a real stinker then they, it's probably they're probably not going to be as receptive to things like that. But that's just my experience. Paul Yang 50:08 There are candidates for particular roles. You know, on any given day, there's a there's a high volume, right? So, what that means is not everybody's going to be able to get the job that they that they want. And that's just the fact of life. And so, the ones that come back and say, “Hey, I know I was a finalist, or maybe I wasn't a finalist, what feedback do you have for me? How could I have done better?” Speaking to Allison's point about being having that level are having that ounce of humility to say, “Okay, I didn't get this, but there's got to be a reason why. What are those areas? Is it the team building? Is it, did I not share enough about change management? Did I not, you know, talk about certain results, or maybe it was how I presented myself and showed up to the meeting”. They asked for that feedback. And I think that also has to do with our firm and being in our company, because we have the agency and both our clients and our candidates put that trust in us. And they look to us for that advice. And we'll be transparent a because we have to be because they need it. And it's all about uplifting others and providing the feedback to others so that they can get to where they're trying to go. Doug Lindsay 51:15 That whole idea of humility, just kind of really resonating. I do a lot of executive coaching and there's a really fundamental difference when someone shows up wanting to learn and you know, “Hey, this is wrong. That, you know, that's not, that's not how I really am”. And so that kind of that humility to be able to sit back and go, “What is this information telling me that's going to help me as a as a leader?” Paul Yang 51:35 Maybe I'll start by saying if you're currently a cadet working towards graduation, or you're an alumni and already graduated, you, you're likely already a leader, and probably a good one. And so maybe that's like a good baseline to start. But Al and I, we kind of went back and forth thinking about this one and trying to figure out how do we distill both our personal individual personal lives, our combined military experience and our combined experience in the corporate world and executive search. And we thought about a little bit further, and I'll let Al share here. Alison Yang 52:15 We're a little bit like a broken record here. But the one theme, if we could say, captures all of this is care about people. And if you care about people, your interpersonal skills are likely decent, you have the humility to set yourself aside, you have a leg up on stakeholder management, which enables you to have teams that perform under pressure and operate well through change. And it's also the difference between having people who just get the job done because they have to versus the people who get the job done because they want to. They believe in you. And they believe in the mission. And so, if you are good at caring about people, if you just care about people in general, you'll get there. And that's, that would be our advice. Doug Lindsay 53:04 If folks want to find out more about what you're doing, or about the article that we referred to in the podcast, where can they go to find out that information? Paul Yang 53:13 Simply just go to spencerstuart.com. That's our firm's website. It'll clearly outline different intellectual capital pieces that we've written as a firm in the past, and it's historical as well. So, we'll provide insights on certain industries and certain functional areas in terms of trends or things that we see. And then also tell you how our firm is broken down as well. So, if there's a particular industry that you're interested in learning about, it'll point you in the right direction in terms of folks that work in that specific practice, or if you want to reach Alison and I individually to talk to us about the work that we do, feel free to find us on on LinkedIn. Doug Lindsay 53:55 Thank you all for your insights and the work that you're doing in terms of helping to continue to mold and develop leaders and getting them into the right locations. And we appreciate you being on the long leadership podcast today. Alison and Paul Yang Thanks so much. KEYWORDS Academy, leadership, company, Air Force Academy, people, leaders, Alison, speak, championing, talk, work, Paul, executive, day, started, understanding, search, meet, good, knew The Long Blue Line Podcast Network is presented by the U.S. Air Force Academy Association and Foundation
Two Junior NCOs from the British Army talk about their experiences of the Armoured Close Recce course in Warminster back in December 2023. In recording this, I was struck by the professionalism with which these two young soldiers handled themselves. Accutely aware of their own inexperience, their own failings, as well as the legacy they had to live up to. Their lack of fear in confronting these challenges marked – to me – a huge humility in them, and a self assurance in their abilities and their instructors. Kudos to the senior NCO team at Warminster for delivering to junior NCOs the kind of discipline, freedoms and confidence that means they are the envy of many other militaries. This is not something create overnight – it takes a culture of excellence, of focused determination, and of belief in the next generation. And they seem to have all that in spades.
In the Air Force Special Warfare pipeline and beyond, you will be wholly immersed in training every day you show up to work. So, how do we design training? What's the science behind how we train? We brought on Dr. Preston Cline, founder of the Mission Critical Team Institute (MCTI), to discuss the importance of cultivating and developing instructors in the military. He highlights the challenges of transitioning from operator to instructor and emphasizes the need for humility, curiosity, and empathy in training. Preston also addresses the cultural challenges within the Air Force and the importance of validating instructors with scientific data. He emphasizes the value of repetition and experience in instruction and the need for job creation and cultivation of NCOs throughout their careers. Additionally, he discusses the impact of the hard life on special operators and the need for honest conversations about long-term effects. The conversation explores the challenges and opportunities for senior NCOs in providing value and influencing change within the military institution. It emphasizes the importance of flexibility, communication, and understanding the language of officers to accomplish meaningful outcomes. The discussion also highlights the need for humility, continuous learning, and maintaining a sense of humor throughout one's career. The chapters cover topics such as the challenges of providing value as a senior NCO, working with officers, solving problems for one up and one down, the importance of trust, learning from mistakes as an instructor, and taking responsibility for the hard path.Make sure to follow everything that Dr. Preston Cline is doing through his project, Mission Critical Team Institute over at https://missioncti.com/# and make sure to check out his podcast, the MCTI TeamCast everywhere you can download your podcasts!Chapters00:00 Introduction and Background of Mission Critical Team Institute01:03 The Commonalities Between Wilderness Guides and Special Operations07:37 Adapting to Change and Developing the Next Generation09:00 The Challenges of Transitioning from Operator to Instructor10:40 The Role of Leadership in Developing Instructors22:15 The moral challenge of fighting a 12 year old cancer patient 22:34 The Challenge of Burnout and the Value of Each Interaction27:38 The Evolution of Tactics and the Importance of FleCollabs:Ones Ready - OnesReady.com 18A Fitness - Promo Code: 1ReadyAlpha Brew Coffee Company - Promo Code: ONESREADYATACLete - Follow the URL (no promo code): ATACLeteCardoMax - Promo Code: ONESREADYDread River - Promo Code: ONESREADY Eberlestock - Promo Code: OR10Hoist - Promo Code: ONESREADYTrench Coffee Company - Promo Code: ONESREADYThe content provided is for informational purposes only and does not constitute legal advice. The host, guests, and affiliated entities do not guarantee the accuracy or completeness of the information provided. The use of this podcast does not create an attorney-client relationship, and the podcast is not liable for any damages resulting from its use. Any mention of products or individuals does not consti...
On this week's episode we're headed across the pond. WO2 Steve Turner is a Quartermaster Sergeant Instructor in the British Royal Army Physical Training Corps, and he's here to help us understand how the British Army approaches physical fitness. If you're in the US military, it's worth noting up front that Warrant Officers in the British Army are not quite the same as ours. He's much more like what we would call a Sergeant Major. The topics we covered include everything from how NCOs can take on full time roles as physical training instructors to how they've recently updated their testing to (as listeners have come to expect from us) a discussion of how their soldiers are fed. Their new Role Fitness Test Soldier is quite similar to our ACFT, they have just started implementing something called EDGE, which parallels our H2F, and although we discuss plenty of differences between our approaches there are clearly some similar challenges and valuable lessons we can learn from their model. This document provides descriptions of the various fitness tests British soldiers take at different points in their career, depending on their occupation. You can find an excellent hype reel that will have you ready to go try out for the RAPTC here. If you're ready to try out, here's an overview of the selection process for RAPTCIs.
Welcome back to the Ones Ready Team Room! This week, Aaron and Peaches talk with TACP Legend Tim "Chachi" Pachasa. Chief Pachasa has a storied career and has focused on developing future leaders long after he decided to hang up the Active Duty uniform. Chachi, a military veteran, shares his experiences and introduces the Pachasa 8 leadership philosophy, emphasizing the importance of understanding and caring for the human side of leadership. He discusses military leadership evolution, NCOs' role in caring for the human condition, and the success of the nine-line system in close air support. Chachi also highlights the significance of levity in the warrior mindset and the impact of self-care advocate Dr. Janelle McCauley. The conversation concludes with a call to assume righteous intent in interactions with others, emphasizing perspective and understanding.We hope you get as much out of this episode as we all did! Chapters00:00 Introduction and Background09:08 Missing the War and Redemption15:37 Leadership Development and the Pachasa 819:34 Cape Lead and the Importance of Caring26:11 Evolution of Military Leadership and Standards34:22 Connecting Airmen to the Mission37:40 The Importance of Perspective38:56 The Role of NCOs in Caring for the Human Condition40:27 Disagreement vs. Conflict41:47 The Need for Disagreement and Conflict Resolution43:09 The Importance of Open-Mindedness and Disagreement45:18 Creating Safe Spaces for Different Perspectives46:26 The Success of the Nine-Line System47:35 The Evolution of Close Air Support49:28 Expanding the Definition of Warriors51:09 The Value of Cyber Warriors52:05 The Importance of Kinetic and Non-Kinetic Effects53:11 Creating Spaces for Different Types of Warriors54:40 The Importance of Levity in the Warrior Mindset55:29 The Impact of Dr. Janelle McCauley58:43 The Importance of Self-Care and Putting on Your Oxygen Mask First01:00:36 Taking a Step Back and Assuming Righteous IntentCollabs:Ones Ready - OnesReady.com 18A Fitness - Promo Code: 1ReadyAlpha Brew Coffee Company - Promo Code: ONESREADYATACLete - Follow the URL (no promo code): ATACLeteCardoMax - Promo Code: ONESREADYDread River - Promo Code: ONESREADY Eberlestock - Promo Code: OR10Hoist - Promo Code: ONESREADYTrench Coffee Company - Promo Code: ONESREADYThe content provided is for informational purposes only and does not constitute legal advice. The host, guests, and affiliated entities do not guarantee the accuracy or completeness of the information provided. The use of this podcast does not create an attorney-client relationship, and the podcast is not liable for any damages resulting from its use. Any mention of products or individuals does not consti...
Planning aficionado Colonel (R) Kevin Benson joins Colonel Lavin and Master Sergeant Barham to discuss unique planning topics such as the red-teaming concept, capstone moments as a planner, the mind of a planner, war as it relates to policy, the value of NCOs in the planning process, as well as his book recommendations.
You're only as good as what you did today. Acquiring and maintaining a competitive mindset will make you better at everything you do. In this episode, we bring back an older episode that includes several US Army special forces NCOs and a USAF pararescueman to discuss the topic of competitive excellence. _______________ Please leave us a review on Apple/Spotify Podcasts: Apple: https://podcasts.apple.com/us/podcast/mentors-for-military-podcast/id1072421783 Spotify: https://open.spotify.com/show/3w4RiZBxBS8EDy6cuOlbUl #GreenBeret #specialoperations #competitivemindset #mentors4mil #mentorsformilitary Mentors4mil Links: Instagram: https://www.instagram.com/Mentors4mil Patreon Support: https://www.patreon.com/join/Mentors4mil Intro music "Long Way Down" by Silence & Light is used with permission. Show Disclaimer: https://mentorsformilitary.com/disclaimer/
RR The Wire 2100Z November 07, 2023PRECEDENCE: ROUTINE RRDTG: 210007Z NOV 23ICOD: 200007Z NOV 23CONTROLS: Public ReleaseQQQQBLUF: US, RUSSIA WITHDRAW FROM CFE TREATY. NASHVILLE SHOOTER MANIFESTO REVEALS SECURITY RISKS. -----BEGIN TEARLINE------International Events-European Front: The US and Russia have both withdrawn from the Treaty on Conventional Armed Forces in Europe (CFE). This treaty (among other things) limited the number of troops in the European Theater, in an attempt to provide a barrier to massive troop deployments that may escalate diplomatic tensions. AC: This is a serious deterioration of the diplomatic situation between the US/NATO and Russia.Middle East Front: A tentative evacuation corridor has been opened along the width of Salah al-Din Road, linking Gaza City with southern Gaza. The IDF has been allowing limited groups of civilians south along this road during limited hours. However, both Hamas and the IDF continue to conduct strikes along this road, making the humanitarian corridor extremely unsafe. So far, it is unclear as to if any UN or ICRC vehicles have attempted to use this corridor yet, which would indicate the safety of this route. Despite this uncertainty many Palestinians try to make their way south, while many more remain in place in Gaza City.-HomeFront-USA: The US military continues to prepare for war. Recruiting jobs continue to be heavily pressed on service members, amid the continuance of the years-long recruiting crisis. Ad campaigns for the military have suddenly dropped DEI initiatives, focusing on the traditional demographic for recruiting efforts. Limited reporting also indicates the DoD has expanded eligibility for CAO programs to include junior officers, warrant officers, and senior NCOs. This is the program that notifies next of kin in the event of a mass casualty or a LSCO. AC: Expanding eligibility of this program indicates either a severe staffing shortage, or the preparation for major casualties, but likely is a combination of both factors.TN: The Nashville shooter's manifesto was leaked to independent journalists. Though the content of the leak is incomplete so far, and referenced a 10 minute “video tape” that has not been revealed, the motive of the shooter remains extraordinarily clear. The FBI and all LE involved with the case still maintain that the motive of the shooter is unclear. The Nashville PD is currently investigating the source of the leak and Google, Reddit, and Meta have heavily censored the documents themselves.-Analyst Comments-Operationally, the Nashville shooter's manifesto is worth examination as it directly lists specific motivations for the attack, which are critical Indications and Warnings for other attacks. The shooter meticulously detailed specific items, possessions, ideology, and physical attributes of people who were selected to be targets. The shooter also directly stated hesitance to commit the attack if security was present, and included a check for security personnel in the pre-attack checklist. If LE had released this document immediately, these plans would have given critical insight into the mind and threat profile of similar killers, which may have aided victims of potential copycat attacks, and allowed security personnel to fill gaps in security plans. As is, this document was withheld from the public beyond the scope of LE investigative secrecy for political reasons. The Nashville PD and the FBI directly lied to the public and feigned ignorance of the motive for the attack, concealing security vulnerabilities and targeting information that could have been exploited (and may have been exploited) by other shooters. No LE notice or memo was released warning citizens of these attack vectors, security gaps, or target selection criteria.-----END TEARLINE-----Analyst: S2AEND REPORTNNNN
In today's episode, we have a special guest, Steven Foust, who has found success in teaching non-commissioned officers (NCOs) in the Army to get promoted. Steven has developed a membership program that not only provides valuable resources and training to NCOs but also manages to be efficient and low maintenance. As your host, I'll also be sharing my own experiences with online courses and the tools that have helped me along the way. Get ready to learn from Steven's expertise and discover new strategies for creating and managing your online course. Let's jump right in!
Our series on the NCOSE dirty dozen list continues! Today we talk about Kik! Trigger warning, this one contains some disturbing stuffNCOSE articleIf you want a speaker in your school, email liz@savethekids.org and we will get you hooked up! OR fill out the form below.Link to speaker formMake sure to check us out on Instagram!@savethekidsincIf you want to support STK, use on of the affiliate links bellow for GABB and Pinwheel phones (STK approved and safe for kids)https://www.pinwheel.com/?via=lizhttps://gabbwireless.com/ - code STKSupport the show
Our series on the NCOSE dirty dozen list continues! Today we pull back the curtain on instagram!NCOSE articleIf you want a speaker in your school, email liz@savethekids.org and we will get you hooked up! OR fill out the form below.Link to speaker formMake sure to check us out on Instagram!@savethekidsincIf you want to support STK, use on of the affiliate links bellow for GABB and Pinwheel phones (STK approved and safe for kids)https://www.pinwheel.com/?via=lizhttps://gabbwireless.com/ - code STKSupport the show
Our series on the NCOSE dirty dozen list continues! It's time to expose Ebay! NCOSE articleIf you want a speaker in your school, email liz@savethekids.org and we will get you hooked up! OR fill out the form below.Link to speaker formMake sure to check us out on Instagram!@savethekidsincIf you want to support STK, use on of the affiliate links bellow for GABB and Pinwheel phones (STK approved and safe for kids)https://www.pinwheel.com/?via=lizhttps://gabbwireless.com/ - code STKSupport the showSupport the show
United States Air Force Colonel Russell "Bones" Cook is a Wing Commander and helicopter pilot with a lot of knowledge, experience, and wisdom to share. Col Cook commands the largest A-10 and Rescue force in a single geographical location at Moody AFB, Georgia. Peaches, Trent and Aaron cover a lot of ground with Col Cook and there is a ton of knowledge dropped in this one, whether you are already in or thinking about joining. Thanks very much to Col Cook for taking the time to come on and update us on everything in the United States Air Force! 00:00 - 18A Fitness code 1READY and Greymangear.com code ONESREADY03:55 - Col Russel "Bones" Cook, 23rd Wing Commander and the Next Fight11:30 - The importance of NCOs and how to win a fight in the new world - Lead Wing Concept27:00 - Aaron's Riot Act to the Viewers/Listeners - The Kill Chain, Stealth War, and Operational Imperatives29:30 - Rescue TTP's, the enabler mission, training for the next fight 31:30 - Pushing the limits to ready the force “Mission and Family”38:30 - Risk aversion in the military and Peaches says a statement as a question47:30 - Changes in the Air Force moving towards orders50:20 - What does the Air Force look for in potential 60 pilots and Bones' adviceDon't forget to subscribe to the Podcast on your favorite player! http://bit.ly/2OG2OlfHave a question? Email us at info@onesready.comFollow us on Instagram http://bit.ly/2OeNoFIAs always, THANK YOU for your support, we truly appreciate it.#podcast #military #pilot The views and opinions expressed by the OnesReady team and any guests are those of the team and themselves and do not reflect the official policy or position of the DoD. Any content our Podcast guests, bloggers, sponsors, or authors provide is their opinion. It is not intended to malign the DoD, any religion, ethnic group, club, organization, company, individual, or anyone.Collabs:18A Fitness - Promo Code: 1ReadyAlpha Brew Coffee Company - Promo Code: ONESREADYATAC Fitness - Promo Code: ONESREADYCardoMax - Promo Code: ONESREADYEberlestock - Promo Code: OR10Hoist - Promo Code: ONESREADYStrike Force Energy - Promo Code: ONESREADYTrench Coffee Company - Promo Code: ONESREADYGrey Man Gear - Promo Code: ONESREADY The content provided is for informational purposes only and does not constitute legal advice. The host, guests, and affiliated entities do not guarantee the accuracy or completeness of the information provided. The use of this podcast does not create an attorney-client relationship, and the podcast is not liable for any damages resulting from its use. Any mention of products or individuals does not constitute an endorsement. All content is protected by intellectual property laws. By accessing or using this you agree to these terms and conditions.
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