Started by Holding Pattern, November 27, 2019, 09:17:42 pm
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Quote from: etodd on November 27, 2019, 09:31:29 pmAll your ideas are good. And would work in a perfect environment where you have several members in a Squadron that actually desire to move up in ranks and be a Squadron Commander or higher one day.But sometimes you could have a really great group of folks who love doing all the jobs and get things done, but without many who have the desire or time, to be a Commander. So someone gets "volunteered". And they do the best they can. How do you fix that type of situation, until some date in the future you have an Administrator type to join up who wants to move up the ladder?
Quote from: arajca on November 27, 2019, 10:31:29 pmI mentioned this here before, but I think it bears repeating - when the national Conference was in Denver, I brought up the lack of leadership training for seniors during the open session of the NB. I was basically told CAP doesn't have a problem with leadership training for senior members and SLS and CLC were sufficient.
Quote from: NIN on November 27, 2019, 10:38:45 pmGeez, tl;dr please
Quote from: OldGuy on November 27, 2019, 10:43:31 pmAmen! Can someone please send this to the BOG and NHQ CC?
Quote from: PHall on November 27, 2019, 11:48:55 pmI have had the pleasure to serve under all three types of commanders you've listed. The good, the indifferent and the bad. So it's not just CAP.
Quote from: PHall on November 27, 2019, 11:41:51 pmQuote from: OldGuy on November 27, 2019, 10:43:31 pmAmen! Can someone please send this to the BOG and NHQ CC?What makes you think they haven't seen it already?
Quote from: Ned on November 27, 2019, 11:57:10 pmAnd after thinking about it a great deal, I don't really see a path forward for that.
Quote from: Ned on November 27, 2019, 11:57:10 pmMost CAP leaders lead in technical areas like aviation, logistics, PA, IT or any of the other important specialties. And our existing PD system does a pretty good job in prepping such intermediate and staff leaders.But for actual multi-mission commanders and other senior leaders, not so much. And after thinking about it a great deal, I don't really see a path forward for that.
Quote from: JohhnyD on November 28, 2019, 03:40:19 amQuote from: Ned on November 27, 2019, 11:57:10 pmAnd after thinking about it a great deal, I don't really see a path forward for that.What are your thoughts regards the comments by the OP about local unit CC selection and training?
Quote from: Fester on November 29, 2019, 07:31:24 amMan, that OP was a long read. I will be honest in that I did not read it all. But after skimming it....You are absolutely right that an indifferent or poor leader can ruin an organization of any size. Unit, Wing, NHQ. I also saw someone state that the job of CC can be between 3-15 hours a week. I have a unit of almost 75. I'd be happy if I only spent 3-15 hours per week on my CAP job. Most weeks, you can almost double that high number.
QuoteI don't agree with the idea of having a summary conversation after every module of OBC with the CC. See my above point about how much time some of us spend in this job for the reason why.
QuoteBut here's the biggest issue I've seen in my 8 years spread out over 3 decades. I have seen FAR too many CC selections which were in an "Oh, [mess], the CC is leaving. We gotta pick someone fast!" or "We don't really have anyone qualified, but Soccer Mom SM is willing to give it a shot!" situation. When I applied for and was given command of my unit, there really wasn't anyone else wanting the job. I'd only been a SM for about a year at that point and wasn't really that active due to my work schedule. Luckily, I had the lessons learned from 6 years in the CP which taught me leadership lessons I still use today.... both within CAP and in my career. I also "knew my way around" CAP - where to find the regs, how to read them, how to use eServices, how to find information on the PROPER way to run a unit. A lot of the CC's I've seen selected in my day are usually quite new to CAP and haven't really gone through much of the PD and they haven't had a CC who taught them how to find all of this information out there. What I think needs to be developed is something similar to the UCC that a new CC can complete as soon as they are appointed or even before that - BUT ON THEIR OWN TIME AND TOTALLY ONLINE. Now, I haven't done UCC yet so I'm not sure exactly how it's built, but the feedback I've heard is that it's basically a rehash of Level 1 info and SLS info with some CLC info mixed in. I think that does very little to prepare a new CC for success.I think the UCC I envision should be not only some instruction on Leadership and Ethics as mentioned by others, but I think it should be a "nuts and bolts" course. What are my meetings supposed to be like? How should they be scheduled? How do I do everything I need to do in eServices? What reports do I need to complete and when? THESE are the types of PRACTICAL issues I think we need to do a better job of addressing for new CC's. Especially when so many CC's that are being selected don't have that hands-on CAP experience time that we should.Just my $.02.
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