VP @ Productable | Innovation in mission teams and orgs | law, leadership, design | Marine reservist
#pmeoftheday, from someone everyone should be following. And say it with me now, please: What does the reg say? Why? And — if I may be so bold, and only when necessary — who has the power to change it?
Bringing Innovation to Army Recruiting | People Analytics | Data Science | Author | Intrapreneur
When we look at anything we do in the talent management space that needs changing, we have to start with two questions. 1️⃣ What does the regulation say? And 2️⃣ Why? Someone took the awful amount of time it takes to update a regulation to put something there for a reason, and it’s important to know what it is. Our regulations for career progression outline specific jobs as developmental opportunities necessary to create or exercise the skills we need in leaders. As we learn more about how assessments can show what skills people actually have when, and how to map out skill-based career trajectories, we are changing those progressions. But these regs say nothing about having to physically move people. Or that they can’t do back to back assignments at the same location. Or that they can’t do the job remotely if (and this is the important part) the work doesn’t require daily face to face or physical work (that crew chief or flight mechanic needs to be on the flight line - at least until AR and robotics catch up to where you can replace hydraulic fluid from your living room). We need to challenge the thinking that people must move for career progression if the data do not support it. So why do we need to physically move people if they can do the jobs they need to do and want to stabilize on the same installation, if there are jobs available or if they can be done remotely? It’s an unnecessary cost to the Soldier, the Army, and the taxpayer. One commenter suggested that it showed commitment, to move when others opt out. Personally, I find that deeply problematic. I want to reduce the tradeoff that our service members have to make between their families and service whenever possible, because if we keep the ones who will trade off their family’s needs for their career, can we trust them to take care of their Soldiers? I want to hear your opinions. How do we tackle this problem? #ArmyTalentManagement #FutureOfWork https://lnkd.in/eQQc3qwi
Tara Janu
1w
Okay, I'll go first with my meager 2¢. In many industries, remote workers have to at least reside in the same state or region for legal reasons (taxes usually). But you are correct, and I've stomped my feet about it since 2020. If the job can be done successfully in a remote environment, just let them.
SAMS Student @ US Marine Corps | Design-Scrum Facilitator | Lean Six Sigma | Joint Operations
1wExcellent line of questions… “every rule must fight for its life…. Or we will kill it”