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DJ,
Forget trying to use Share Point, NMCI is incompatible at this time.
All old data/experience is good to retain. Some of the best lessons in leadership are taught by bad example. When I went through TBS I though only one of 4 SPCs ( USMC Capt.s) was worth anything and what was going on. I later found out that this was a deliberate policy, assign a very bi-modal officer quality. Show the new 2ndLt.s both good and bad with a large split. We learned.
I have very little experience dealing with sub types but have worked w/black shoes. The black shoes were/are very unreceptive to criticism that would be considered mild by USN air standards, let alone USMC aviation, where de-briefs get a little more “pointed”.
The start from the top is classic. I have had CGs that blew up and refused to believe the safety survey results pointing to them as the number one de-grader. I have had others that made it a point of going to happy hours and mix in, not just the O’ club. The latter would go around and ask about recent events, with no repercussions unless he hadn’t been purposely informed correctly (someone deliberately blocking or “wordsmithing” the incident). They would insure there were no repercussions.
Maybe call the Naval Safety Center and start using their formats for incidents. Commands are id’d.
True confessions and NATOPS trivia (don’t know what your equivalent would be) with beer in a competitive atmosphere are actually pretty good motivators.
My previous tour both the CO and XO of a MWSS left Okinawa w/in a day of each other due to a variety of reasons. I had to learn a number of new areas (various logistics and combat engineering, etc) past the consumer level very quickly. This in addition to addressing the standard leadership issues was interesting as I had aviation and ground backgrounds w/no CSS or staff experience. Leading different groups of servicemen requires different approaches depending on who you’re leading.
My surgeon was a former sub bubba who went on to being a doc. In talking to him I came away with the distinct impression that there multiple cultural permutations inside the sub force just as there is in aviation and ground communities. My view is that a leader takes these differences into account (read panzer attacks) and act accordingly.
Looking for one “simple solution technical solution”, data base, etc. is wrong. It is hardest for leaders to view themselves as part of the problem and requiring the most work to fix. This self appraisal is hard but one must ask the question if they are worthy of leading these men and women and what can I do better to lead them, my career be damned? Your career may take hit depending on the next level or two of command but that is of no concern.
S/F, FOG
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