Embracing Leadership Evolution: Transforming Military Transition with Insights from Simon Sinek

Simon Sinek is a renowned author, motivational speaker, and organizational consultant recognized for his expertise in leadership and management. While Sinek has not served directly in the military, he has extensively collaborated with military organizations and leaders, extracting valuable insights from their experiences and integrating them into his leadership principles. His impactful TED Talks and the publication of "Leaders Eat Last" have reshaped perspectives on leadership in corporate America. Personally introduced to his teachings in 2015, I found them profoundly insightful, altering my approach to leadership as a senior leader in the Marine Corps. Despite the brilliance of his teachings, they are often overlooked by senior military leaders in practice, particularly concerning the transition of service members out of the military. Many leaders need to practice the same principles that corporate entities and leaders in the civilian workforce have adopted. If you are still getting familiar with his work, here is a sample. Trust versus Performance

When service members decide they no longer want to continue service, they are often written off as not invested. Some of those service members are given additional duties or assignments to maximize the remainder of their service to the organization that they are serving. In many cases, opportunities to take advantage of programs such as Skillbridge are not afforded due to a lack of time served. This inadvertent mistake is made in the organization's best interest with little consideration for the individual who has chosen the service. This mistake has lingering effects on the individual and the organization's recruitment efforts. I don't believe commanders do this intentionally, but they focus on the mission and the requirements to ensure force readiness.

There is also an issue with some services denying opportunities to take advantage of a Skillbridge opportunity for failing physical fitness tests or meeting height and weight standards. Some services will only consider a service member's request if those basic standards are met. While I believe in the importance of standards and ensuring they are adhered to, what is the cost to the individual if not afforded the opportunity? Please tell me where the senior leadership intervention was to meet the standard. What is the effect on the individual, their family, and their next venture?

While Simon Sinek's teachings have made significant strides in reshaping perspectives on leadership, it's crucial to acknowledge potential challenges in directly applying these principles within the military framework. The military operates under unique circumstances, characterized by a hierarchical structure, stringent discipline, and mission-driven priorities. These factors often necessitate leadership decisions prioritizing mission success and unit cohesion over individual considerations, which may not always align seamlessly with civilian leadership paradigms. Therefore, while Sinek's insights offer valuable perspectives, their application within the military requires careful adaptation and consideration of military operations' specific demands and constraints. This nuanced approach ensures that leadership principles are effectively integrated without compromising operational effectiveness or readiness.

There are innovative ways to resolve these issues. In my opinion, the burden should be a collaborative one that involves the "Career Planner" at the local unit level assessing a service member's transition readiness annually. This would be a considerable undertaking but also help these same units increase retention, as there would be more attention to what it takes to succeed in post-service life. If we cared for the individual at all levels and were willing to intervene to avoid failure, would the military increase its talent management? Simon has discussed how we would never consider laying off a family member for performance issues. Denying a service member the opportunity to thrive in their post-service life contradicts the culture of what makes service unique. I've included the following video from his Ted Talk for consideration. Why Good Leaders Make you Feel safe

Another proposed solution is to offer a Skillbridge opportunity to all service members in exchange for extended initial enlistment contracts and as a retention tool. A combined effort and an emphasis on the individual's success would further entice the next generation to consider service an option. It will take this type of radical change to affect recruitment and retention positively to avoid a possible draft.

Drawing from my own experience and the guidance I once provided as a senior enlisted leader in the Marine Corps, I realize now, after my retirement, how limited my vision was and how deeply flawed my thinking had been. The military embodies a unique culture understood only by those who have served within its ranks. My years in recruiting have shed light on the cultural challenges service members face and the inadequate consideration given to individuals when transitioning out of the military.

We can do better. Our national security hinges on our ability to address these issues, and our soldiers and citizens deserve nothing less. To those who have worn the uniform or continue to wear it, will you join in supporting the necessary changes, or will you stand by as your fellow countrymen endure unnecessary hardships? Are you an authority or a leader?

Marcus Haney Danny Breck Matt Lasher Stephanie Terro Richard Mabberley Tynissha N. Cromer Katie Jackson Sabrina Wilson Jonathon Frerichs Kao Saeteurn Jeremy Moore Tommy Dimitratos Jorge Santana, MSHRD Garrett Schneider Kyle Thomas Adam Shura Tearani Stockton Owen Frederick Dane Riddle Blair Ragsdale (Carlos) Jose C. Rios CHRISTOPHER INMAN Kevin Schmiegel Weston Lingenfelder Alex Wicks David Granillo JENNIFER MOOSMAN Cassie March Cassadee Dinsmore Thomas Keays Joshua Dominic Prado, MAEd-AET