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[null,"The Center for Army Leadership has created this Excel workbook as a tool for administering a Situational Judgment Test of leadership skills. This test is for self-development purposes only.  Scores on this SJT should not be taken as a formal evaluation of your leadership skills or as any indication of your fitness to lead.  Rather, this SJT should be used to stimulate your thinking about areas in which you may want to pursue further self-development.  "]
[null,"To access and run the tool:"]
[null,"1.       “Enable Content” if prompted to do so.  "]
[null,"2.       Click the “Start Test” button to begin."]
[null,"3.       A new window will open and that will contain further background information and instructions."]

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["Situation","Question","Answer A","Answer A_ME_Header","Answer A_ME","Answer A_LE_Header","Answer A_LE","Answer B","Answer B_ME_Header","Answer B_ME","Answer B_LE_Header","Answer B_LE","Answer C","Answer C_ME_Header","Answer C_ME","Answer C_LE_Header","Answer C_LE","Answer D","Answer D_ME_Header","Answer D_ME","Answer D_LE_Header","Answer D_LE","Answer E","Answer E_ME_Header","Answer E_ME","Answer E_LE_Header","Answer E_LE","Answer F","Answer F_ME_Header","Answer F_ME","Answer F_LE_Header","Answer F_LE"]
["Situation 1: Developing Subordinates","You are a company commander, and your unit is five months into a 12-month deployment. The current tempo of 24-hour operations is leaving you exhausted, and you notice that you are making mistakes on simple tasks. You feel like you are already overburdening your first sergeant, platoon leaders, platoon sergeants, and senior NCOs. You feel completely overwhelmed. ","Power through it. You'll recover eventually","You indicated \"A\" was the MOST effective response. The best response was \"F\".  \"A\" is the LEAST effective response. You recieve -1 point.","This is actually considered by other leaders to be the least effective approach one could take in this situation.  By powering through the exhaustion, you are ignoring the problem. If left unchecked, the situation can get worse and can lead to a host of negative consequences for you and your subordinates (e.g., health, safety, morale, performance, etc.).  A more effective approach would be to try and prioritize your tasks so that you can focus primarily on those of highest priority and delegate the rest to your subordinates.  This will help you manage your time and workload more effectively.  It will also benefit your subordinates by providing them with the developmental opportunities they need to progress in their careers.  ","You indicated \"A\" was the LEAST effective response. The best response was \"A\". You earned 1 point.","This was seen as the least effective option for this situation because you are ignoring the problem by powering through the exhaustion.  If left unchecked, the situation could get worse and lead to a host of negative consequences for you and your subordinates (e.g., health, safety, morale, performance, etc.).  ","Take some time to sleep.","You indicated \"B\" was the MOST effective response. The best response was \"F\".","This is partially effective because getting the appropriate amount of rest is important for addressing issues with fatigue. However, taking time to sleep was not seen as the most effective option in this situation as it only prolongs the real issues which are a lack of time and too much work. The most effective approach would be to first prioritize your required tasks so that you can focus on your efforts on those of highest priority.  Assign the tasks of lesser importance to your subordinates as developmental opportunities.","You indicated \"B\" was the LEAST effective response. The best response was \"A\".","This is partially ineffective because it only prolongs the real issues which is a lack of time and too much work. However, because getting rest is important to maintaining your health and effectiveness, this is not considered to be the least effect course of action.  The least effective course of action in this scenario would be to try to power through it with the expectation that you will recover eventually. ","Take time alone each day to plan for the next day and regroup.","You indicated \"C\" was the MOST effective response. The best response was \"F\".","This is a partially effective response since taking time alone each day to plan for the next day and regroup will certainly help lessen your exhaustion (at least in part).  However, it is not considered to be the most effective approach as it does not address your underlying issue of feeling overwhelmed. The most effective approach would be to prioritize your tasks so you can focus on the most important ones. You can then assign less important tasks to your subordinates as developmental opportunities.","You indicated \"C\" was the LEAST effective response. The best response was \"A\".","This response is partially ineffective as it does not address your underlying issue of feeling overwhelmed. But because taking some time alone each day to regroup could help (at least partly) with your exhaustion, this is not considered to be the least effective course of action. The least effective course of action in this scenario would be to try to power through it with the expectation that you will recover eventually.  ","Talk to your battalion commander and ask him for help.","You indicated \"D\" was the MOST effective response. The best response was \"F\".","While this is a partially effective response because the battalion commander may assist you in some way, it is not likely, given the high operational tempo and is therefore not considered to be the most effective course of action. The most effective approach would be to prioritize your tasks so you can focus on the most important ones. You can then assign less important tasks to your subordinates as developmental opportunities.","You indicated \"D\" was the LEAST effective response. The best response was \"A\".","This course of action is partially ineffective because while the battalion commander may assist you in some way, it is not likely, given the high operational tempo. However, because the commander may be able to assist you in some way, this is not considered to be the least effective course of action.  The least effective course of action in this scenario would be to try to power through it with the expectation that you will recover eventually.  ","Review your tasks and activities. Note which work strategies seem to work well and where you seem to get bogged down.","You indicated \"E\" was the MOST effective response. The best response was \"F\".","This course of action is partially effective because it is a good start to review your tasks and activities and noting which strategies seem to be working and which are not.  However, it is not the most effective option available given you ultimately need to distribute your workload to alleviate the issue of being exhausted.  The most effective approach would be to prioritize your tasks so you can focus on those that are most important. You can then assign less important tasks to your subordinates as developmental opportunities.","You indicated \"E\" was the LEAST effective response. The best response was \"A\".","This response is partially ineffective as it does not address your underlying issue of feeling overwhelmed.  However, reviewing your tasks and activities and then noting which strategies seem to be working and which are not can be helpful and therefore this is not considered to be the least effective course of action. The least effective course of action in this scenario would be to try to power through it with the expectation that you will recover eventually. ","Prioritize your tasks and provide developmental experiences to junior officers by delegating more of your work downward.","You indicated \"F\" was the MOST effective response. The best response was \"F\". You earned 1 point.","This was considered by other leaders to be the most effective course of action.  Prioritizing your tasks and providing developmental experiences to junior officers by delegating more of your work downward will allow you to manage your time and workload more effectively. An additional benefit to this option is to provide your subordinates with developmental opportunities to grow and progress in their careers. ","You indicated \"F\" was the LEAST effective response. The best response was \"A\". \"F\" is the MOST effective response. You recieve -1 point.","This response is actually the most effective course of action that could be taken in this situation. Prioritizing your tasks and providing developmental experiences to junior officers by delegating more of your work downward will allow you to manage your time and workload more effectively. An additional benefit to this option is to provide your subordinates with developmental opportunities to grow and progress in their careers. The least effective course of action in this scenario would be to try to power through it with the expectation that you will recover eventually.  "]
["Situation 2: Avoiding Favoritism","You are a captain and a member of the battalion staff. Your boss, the battalion Executive Officer, appears to be spending a lot of time with a platoon leader in the battalion, a second lieutenant who is a member of the opposite sex. Just when you convince yourself that nothing is going on, you run into them having dinner together at a restaurant near the unit. You know the Executive Officer is having marital problems and the platoon leader is single.","Tell the battalion commander about your observations.","You indicated \"A\" was the MOST effective response. The best response was \"D\".","This is a partially effective course of action since unit leaders should be made aware of inappropriate relationships. However, it was not seen as the most effective way of handling the situation because bringing the battalion commander into the mix, can potentially escalate a concern that may or may not be valid. The most effective approach would be to address the issue with the Executive Officer and inform him of your observations and concerns about unit members' perceptions of perceived favoritism.","You indicated \"A\" was the LEAST effective response. The best response was \"E\".","This is partially ineffective because bringing the battalion commander into the mix, can potentially escalate a concern that may or may not be valid. As a subordinate you should discuss your concerns with the battalion XO directly so that he is aware of them and how his relationship (real or otherwise) might be impacting the unit’s morale, performance, and motivation.  The least effective course of action would be to raise the situation at staff call, without providing specific names. It is your responsibility to ensure that any feedback provided to your senior leader is done in a professional and private manner to minimize any unnecessary attention to the parties involved.","Ask your mentor, a battalion commander of another battalion, for advice on how to handle the situation.","You indicated \"B\" was the MOST effective response. The best response was \"D\".","Asking your mentor, a battalion commander from another battalion for advice on the situation was considered to be a partially effective approach under these circumstances since she may have experienced a similar dilemma in the past and could potentially offer useful advice.  However, this is not considered to be the most effective course action because as a leader, you have an obligation to provide frank and honest feedback to your senior leader when they make decisions that could impact the unit in a negative way. In this case, the suspected inappropriate relationship (real or otherwise) could be perceived by the rest of the unit as favoritism which could lead to morale, performance, and motivational problems.  The most effective course of action would be to discuss your concerns with the battalion XO directly so that he is aware of them and how his relationship (real or otherwise) might be impacting the unit’s morale, performance, and motivation.   ","You indicated \"B\" was the LEAST effective response. The best response was \"E\".","This is partially ineffective because this avoids your obligation as a subordinate leader to provide frank and honest feedback to your senior leader when they make decisions that could impact the unit in a negative way. Nevertheless, asking your mentor, a battalion commander from another battalion for advice on the situation could yield some valuable insight on how handle the situation tactfully and therefore this is not considered to be the least effective course of action.  As a leader, a more effective way of handling the issue would be to discuss your concerns directly with the battalion XO. The least effective course of action would be to raise the situation at staff call, without providing specific names. It is your responsibility to ensure that any feedback provided to your senior leader is done in a professional and private manner to minimize any unnecessary attention to the parties involved.","Share your observations with the platoon leader's commander, who is your friend and peer.","You indicated \"C\" was the MOST effective response. The best response was \"D\".","This option is partially effective. Approaching the platoon leader’s commander could be an effective means of addressing the situation as it is often easier to speak to a peer than a senior about sensitive topics; especially when that person is your boss.  However, the platoon leader does not hold the power in the relationship. Only the battalion XO is in a position of authority to be able to address any perceptions of favoritism and therefore any solution to the problem should be done through him.  In addition, by bringing the platoon leader’s commander into the mix, you are potentially escalating a concern that may or may not be valid. The most effective course of action in this scenario would be to first tell the XO about your observations and that you are concerned about unit members' perceptions of perceived favoritism. ","You indicated \"C\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective course of action because the platoon leader does not hold the power in the relationship. Only the battalion XO is in a position of authority to be able to address any perceptions of favoritism and therefore any solution to the problem should be done through him.  In addition, by bringing the platoon leader’s commander into the mix, you are potentially escalating a concern that may or may not be valid. It is often easier to speak with a friend and peer about dilemma’s you are experiencing and you could leave names out of the conversation until you discuss your observations with the XO. Therefore this is not considered to be the least effective course of action.  The least effective course of action would be to raise the situation at staff call, without providing specific names. It is your responsibility to ensure that any feedback provided to your senior leader is done in a professional and private manner to minimize any unnecessary attention to the parties involved.","Tell the Executive Officer about your observations and that you are concerned about unit members' perceptions of perceived favoritism. ","You indicated \"D\" was the MOST effective response. The best response was \"D\".  You earned 1 point.","This is the most effective course of action in this scenario. As a subordinate leader, you have an obligation to provide clear and candid feedback to your seniors when they make decisions that could result in unintended negative consequences for a unit. In this case, the platoon leader’s observed relationship with the XO (real or otherwise) could be perceived by the rest of the platoon as favoritism which in turn could lead to morale, performance, and motivational issues.","You indicated \"D\" was the LEAST effective response. The best response was \"E\". \"D\" is the MOST effective response. You recieve -1 point.","This response is actually considered to be the most effective course of action. As a subordinate leader, you have an obligation to provide clear and candid feedback to your seniors when they make decisions that could result in unintended negative consequences for a unit. In this case, the platoon leader’s observed relationship with the XO (real or otherwise) could be perceived by the rest of the unit as favoritism which in turn could lead to morale, performance, and motivational issues.","Raise the situation at staff call, without providing specific names. ","You indicated \"E\" was the MOST effective response. The best response was \"D\". \"E\" is the LEAST effective response. You recieve -1 point.","This response is actually considered to be the least effective action.  By raising the issue in such an anonymous manner it avoids dealing with the problem directly and presents your concerns in such a way that the battalion XO and the platoon leader might not even recognize that they are the ones being discussed.  As a subordinate leader, it is your responsibility to ensure that any feedback provided to your senior leader is done in a professional and private manner so as to minimize any unnecessary attention to the parties involved.","You indicated \"E\" was the LEAST effective response. The best response was \"E\".  You earned 1 point.","This is the least effective course of action. By raising the issue in such an anonymous manner it avoids dealing with the problem directly and presents your concerns in such a way that the battalion XO and the platoon leader might not even recognize that they are the ones being discussed.  As a subordinate leader, it is your responsibility to ensure that any feedback provided to your senior leader is done in a professional and private manner so as to minimize any unnecessary attention to the parties involved.","Casually speak with the platoon leader about your observations and your concerns with regard to unit perceptions.","You indicated \"F\" was the MOST effective response. The best response was \"D\".","This is partially effective because approaching the platoon leader can be an effective means of addressing the situation.  This might seem like a good approach given that it is often easier to speak to a subordinate than a senior about sensitive topics; especially when that person is your boss.  However, the platoon leader does not hold the power in the relationship. Only the XO is in a position of authority to be able to address any perceptions of favoritism and any solution to the problem should be achieved through him. For this reason this course of action is not the most effective response.   The most effective approach would be to address the issue with the Executive Officer and inform him of your observations and concerns about unit members' perceptions of perceived favoritism.","You indicated \"F\" was the LEAST effective response. The best response was \"E\".","This option is partially ineffective because the platoon leader does not hold the power in the relationship. Only the XO is in a position of authority to be able to address any perceptions of favoritism and any solution to the problem should be achieved through him.   The least effective course of action would be to raise the situation at staff call, without providing specific names. It is your responsibility to ensure that any feedback provided to your senior leader is done in a professional and private manner to minimize any unnecessary attention to the parties involved."]
["Situation 3: Prioritizing Tasks to Facilitate Mission Accomplishment","Your company is executing its annual training plan to prepare for a rotation at Joint Readiness Training Center (JRTC) in six months. However, the battalion staff has recently issued a number of fragmentary orders (FRAGO) identifying multiple administrative tasks that need to be completed within the next few months. To accomplish the tasks by their respective suspense dates, you will need to re-work your training plan, and there is a strong possibility that your Soldiers will not be fully prepared for JRTC.  ","Extend the duty day in order to accomplish the extra tasks. Good leadership remains flexible to changing demands.","You indicated \"A\" was the MOST effective response. The best response was \"D\".","While this approach could is partially effective for addressing your concerns about completing both your preparations for JRTC and the administrative tasks that have been identified.  However, it was not seen as the most effective course of for this situation because by increasing the workday you run the risk of reducing morale within the company. As a leader it is important for you to balance your mission and your Soldiers well-being. A more effective course of action would be to speak with the S-3 and Executive Officer about your training plan, and work with them to prioritize which tasks truly need to be completed.","You indicated \"A\" was the LEAST effective response. The best response was \"E\".","This course of action is partially ineffective because by increasing the workday you run the risk of reducing morale within the company. Because this approach can address your concerns about completing both your preparations for JRTC and the administrative tasks that have been identified, it is not considered to be the least effective course of action.  The least effective response would be to extend duty day and interfere with your troops’ family-lives. This would spur discontent and decrease morale leading up to the JRTC rotation. As a leader, it is important for you to balance your mission and your Soldiers well-being. ","Maintain focus on the training plan. Try to address each administrative issue immediately before its deadline.","You indicated \"B\" was the MOST effective response. The best response was \"D\".","This approach is partially effective because it can work in the short term, however it is not sustainable and will eventually impact your Soldiers’ readiness as you end up re-working your training plan. The most effective approach would be to speak with the S-3 and Executive Officer about your training plan, and work with them to prioritize which tasks truly need to be completed.","You indicated \"B\" was the LEAST effective response. The best response was \"E\".","This approach is partially ineffective because it is not sustainable in the long run and will eventually impact your Soldiers readiness as you struggle to re-work your training schedule. It does allow you to address near-term tasks and thus is not considered to be the least effective course of action.  The least effective course of action would be to tell the battalion commander that your Soldiers will be over-worked by the administrative tasks. ","Identify which tasks can be incorporated into your training schedule and which ones cannot.","You indicated \"C\" was the MOST effective response. The best response was \"D\".","While considering ways of incorporating tasks into your training schedule can be a good approach, this was not considered to be the most effective course of action because you can’t make a unilateral decision to ignore tasks that you think don’t fit. The most effective course of action would be to speak with the S-3 and XO about your training plan, and work with them to prioritize which tasks truly need to be completed.","You indicated \"C\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective course of action because ignoring certain tasks that don’t fit into your training schedule is not a good idea since you don’t know how important those tasks might be to the battalion.  However, this was not considered to be the least effective approach in this situation because you are at least trying to incorporate tasks that do fit into your training schedule. The least effective course of action would be to tell the battalion commander that your Soldiers will be over-worked by the administrative tasks. ","Speak with the S-3 and Executive Officer about your training plan, and work with them to prioritize which tasks truly need to be completed. ","You indicated \"D\" was the MOST effective response. The best response was \"D\".  You earned 1 point.","This is the most effective course of action. By prioritizing which task truly need to be completed, you are able to meet the needs of battalion while still accomplishing your own training objectives.","You indicated \"D\" was the LEAST effective response. The best response was \"E\". \"D\" is the MOST effective response. You recieve -1 point.","This course of action is actually considered to be the most effective for this situation. By prioritizing which tasks truly need to be completed, you are able to meet the needs of battalion while still accomplishing your own training objectives. The least effective course of action would be to tell the battalion commander that your Soldiers will be over-worked by the administrative tasks.","Professionally, and with subtlety, tell the battalion commander that your Soldiers will be over-worked by the administrative tasks.","You indicated \"E\" was the MOST effective response. The best response was \"D\". \"E\" is the LEAST effective response. You recieve -1 point.","This course of action is actually considered to be the least effective for this situation. By telling the battalion commander that you are overworked, you are telling him that you can’t manage your own affairs.  A good leader is able to prioritize tasks in order to accomplish the mission. Therefore, a more effective approach would be to speak with the S-3 and XO about your training plan, and work with them to prioritize which tasks truly need to be completed.  This would allow you to meet the needs of battalion while still accomplishing your own training objectives.","You indicated \"E\" was the LEAST effective response. The best response was \"E\".  You earned 1 point.","This is the least effective course of action. By telling the battalion commander that you are overworked, you are telling him that you can’t manage your own affairs.  A good leader is able to prioritize tasks in order to accomplish the mission.","Ask the battalion to provide personnel support in order to meet the deadlines.","You indicated \"F\" was the MOST effective response. The best response was \"D\".","This is a partially effective course of action because there is a possibility of getting additional support to meet the deadlines.  However, this was not considered to be the most effective approach in this situation because as a leader it is important for you to be able to successfully prioritize tasks for mission accomplishment. By asking battalion for support you are showing them that you don’t know how to do this. A better course of action would be to speak with the S-3 and XO about your training plan, and work with them to prioritize which tasks truly need to be completed.  This would allow you to meet the needs of battalion while still accomplishing your own training objectives.","You indicated \"F\" was the LEAST effective response. The best response was \"E\".","While not the least effective, this is a partially ineffective response because as a leader it is important for you to be able to successfully prioritize tasks for mission accomplishment. By asking battalion for support you are showing them that you don’t know how to do this. However, because there is a chance you will get additional support, this is not considered to be the least effective course of action.  The least effective course of action would be to tell the battalion commander that your Soldiers will be over-worked by the administrative tasks."]
["Situation 4: Leading and Influencing Subordinates","You are conducting mounted patrols within your sector when an improvised explosive device (IED) detonates on the lead vehicle. From your location in the patrol, you cannot see what occurred. Your rear vehicle has also just reported receiving small arms fire. You want to move out of the kill zone, but the lead vehicle is not moving. After a period of no radio contact, the driver of the lead vehicle radios back, cursing and upset, that the passenger and gunner are likely dead.","Quickly remind the Soldiers that you've done battle drills to prepare for this type of event. They know what to do.","You indicated \"A\" was the MOST effective response. The best response was \"B\".","This course of action is partially effective. While it is good to remind them to remember their training, this situation requires less ambiguous guidance and therefore this is not considered to be the most effective course of action. The most effective course of action would be for you to demonstrate composure, concern for, and confidence in your Soldier. Given the emotional state of the driver of the lead vehicle, you should check to see that he is able to stay in the fight.  Your goal is to get out of the kill zone so you need to establish that the driver of the lead vehicle is able to continue driving.  This both checks to see that he is still able to function and also reminds him that he needs to get his vehicle moving.  ","You indicated \"A\" was the LEAST effective response. The best response was \"F\". ","This is a partially ineffective course of action because it provides ambiguous guidance without checking to see if the driver of the lead vehicle is still capable of driving.  However because it demonstrates confidence in your Soldiers’ abilities it is not considered to be the least effective response.  The least effective course of action would be to send someone from your vehicle to determine what has happened in the lead vehicle. By doing so, you are putting your Soldiers at risk. Once outside their vehicles, they are not protected against small arms fire so additional casualties could occur.","Ask the lead vehicle driver if he is able to continue driving. Emphasize that you're confident that he can do so.","You indicated \"B\" was the MOST effective response. The best response was \"B\".  You earned 1 point.","This is the most effective course of action.  This course of action it will confirm if the lead driver is still capable of driving and effectively tells him that is what he needs to do. In addition, by checking to see if the driver still capable you are demonstrating a concern for his well-being.  Therefore, this is an efficient way of confirming the driver is still capable while informing him that you are confident he can continue driving.  ","You indicated \"B\" was the LEAST effective response. The best response was \"F\".  \"B\" is the MOST effective response. You recieve -1 point.","This is actually considered to be the most effective course of action because it will confirm if the lead driver is still capable of driving and effectively tells him what he needs to do. In addition, by checking to see if the driver is still capable, you are demonstrating a concern for his well-being.  Therefore, this is an efficient way of confirming the driver is still capable while informing him that you are confident he can continue driving.  The least effective course of action would be to send someone from your vehicle to determine what has happened in the lead vehicle. By doing so, you are putting your Soldiers at risk. Once outside their vehicles, they are not protected against small arms fire so additional casualties could occur.","Let the lead driver know that he continues to expose the element to danger.","You indicated \"C\" was the MOST effective response. The best response was \"B\".","This is a somewhat effective course of action because you are communicating with the driver of the lead vehicle. However, this course of action is not considered to be the most effective since the driver is most likely very aware that everyone is in danger and reminding him of this will only increase his stress levels. The most effective course of action would be to confirm the lead driver was still able to drive and if so, advise him to do so.  ","You indicated \"C\" was the LEAST effective response. The best response was \"F\".  \"C\" is the MOST effective response. You recieve -1 point.","This is a partially ineffective course of action because it only highlights problems and offers no solutions. In addition, the lead driver is likely aware that everyone is in danger and reminding him of this will likely increase his stress levels. In addition, you are doing nothing to confirm the driver is alright. The least effective course of action would be to send someone from your vehicle to determine what has happened in the lead vehicle. By doing so, you are putting your Soldiers at risk. Once outside their vehicles, they are not protected against small arms fire so additional casualties could occur.","Yell over the radio to the driver to get his vehicle moving now or there will be other casualties.","You indicated \"D\" was the MOST effective response. The best response was \"B\".","This was not considered to be the most effective approach in this situation because the lead driver’s vehicle might be inoperable or the lead driver might be too injured to drive. It also does nothing to focus the Soldier on the task at hand. The Soldier might freeze or panic which could lead to additional problems.  A more effective option would be to try and calm the driver down while finding out if he can still drive and then getting everyone out of the kill zone.","You indicated \"D\" was the LEAST effective response. The best response was \"F\".","This option is partially ineffective because the lead driver’s vehicle might be inoperable or the lead driver might be too injured to drive. It also does nothing to focus the Soldier on the task at hand. The Soldier might freeze or panic which could lead to additional problems.  The least effective course of action would be to send someone from your vehicle to determine what has happened in the lead vehicle. By doing so, you are putting your Soldiers at risk. Once outside their vehicles, they are not protected against small arms fire so additional casualties could occur.","Authorize your gunners to engage any possible IED triggermen or shooters while you determine what to do next.","You indicated \"E\" was the MOST effective response. The best response was \"B\".","This is a partially effective course of action because it could potentially buy you time to check on the driver and work out a solution, however, this is not considered to be the most effective course of action since you should first check if the driver is able to perform his duty. If so, then the first course of action would be to get the convoy moving rather than trying to engage combatants. The most effective course of action is to confirm the driver is still capable of performing his duty while informing him he that you are confident he can continue driving.","You indicated \"E\" was the LEAST effective response. The best response was \"F\".","Because your first action should be to check on the status of the lead driver and truck this is an ineffective response. However, because it could potentially buy you time to check on the driver and work out a solution it is not considered to be the least effective course of action. The least effective course of action would be to send someone from your vehicle to determine what has happened in the lead vehicle. By doing so, you are putting your Soldiers at risk. Once outside their vehicles, they are not protected against small arms fire so additional casualties could occur.","Send someone from your vehicle to determine what has happened in the lead vehicle.","You indicated \"F\" was the MOST effective response. The best response was \"B\". \"F\" is the LEAST effective response. You recieve -1 point.","In fact, this course of action is seen as the least effective approach as you are putting your Soldiers at risk. Once outside their vehicles, they are not protected against small arms fire so additional casualties could occur. The most effective option would be to have your Soldiers remain in their vehicles while you try to calm the lead driver down and see if he can still drive his vehicle so you can get everyone out of the kill zone as fast as possible.","You indicated \"F\" was the LEAST effective response. The best response was \"F\". You earned 1 point.","This was considered to be the least effective approach in this situation because you are putting your Soldiers at risk. Once outside their vehicles, they are not protected against small arms fire so additional casualties could occur. "]
["Situation 5: Facilitating Team Cohesion","You are a new platoon leader. A private recently assigned to your unit is having trouble fitting in with other Soldiers, does not meet height/weight requirements, and is somewhat awkward in interpersonal communications. However, this soldier has excelled in the technical aspects of his job so far. While walking through the hallway, you overhear two newly-promoted sergeants talking about the private and making fun of his weight and mannerisms. The private is not present, but other junior enlisted Soldiers are nearby and begin laughing. Many of them look at you to see your reaction to the comments.  ","Reprimand the two sergeants in the hallway in front of the other Soldiers.","You indicated \"A\" was the MOST effective response. The best response was \"C\".","While this is partially effective because reprimanding the sergeants in public might help to get your point across to the other Soldiers, this was not seen as the most effective approach in this situation because it embarrasses them in front of their subordinates and undermines their ability to lead effectively.  The most effective approach would be to pull the two sergeants aside and explain to them that their new rank comes with new behavioral requirements and expectations, including respecting others and acting professionally at all times.","You indicated \"A\" was the LEAST effective response. The best response was \"B\". ","This is partially ineffective because you are addressing their behavior. The least effective course of action would be to pretend that you did not hear the comments and keep walking. By pretending to not hear the comments you are saying to your leaders that this kind of behavior is acceptable within the unit. If left unchecked, it could lead to morale and cohesion issues down the line.  ","Pretend you did not hear the comments and keep walking","You indicated \"B\" was the MOST effective response. The best response was \"C\".  \"B\" is the MOST effective response. You recieve -1 point.","This course of action is seen as the least effective. By pretending to not hear the comments you are saying to your leaders that this kind of behavior is acceptable within the unit. If left unchecked, it could lead to morale and cohesion issues down the line.  The most effective approach would be to pull the two sergeants aside in private and explain to them that their new rank comes with new behavioral requirements and expectations, including respecting others and acting professionally at all times.","You indicated \"B\" was the LEAST effective response. The best response was \"B\".  You earned 1 point.","This option was considered to be the least effective approach in this situation because you are doing nothing. By pretending to not hear the comments you are essentially saying to your leaders that this kind of behavior is acceptable within the unit. If left unchecked, it could lead to morale and cohesion issues down the line.  ","Lead the two sergeants to a location out of view of the other Soldiers; once there, explain to them that their new rank comes with new behavioral requirements and expectations, including respecting others and acting professionally at all times","You indicated \"C\" was the MOST effective response. The best response was \"C\".   You earned 1 point.","This is the most effective course of action. By pulling the two sergeants aside in private and explaining to them what is expected, you are helping them save face in front of their Soldiers, avoid undermining their ability to lead effectively, and prepare them to better understand their role and the importance of building a cohesive and inclusive environment.","You indicated \"C\" was the LEAST effective response. The best response was \"B\".  \"C\" is the MOST effective response. You recieve -1 point.","This course of action is seen as the most effective approach in this situation because it not only helped the sergeants save face in front of their Soldiers and avoided undermining their ability to lead effectively, but also helped them to better understand their role and the importance of building a cohesive and inclusive environment. The least effective course of action would be to pretend that you did not hear the comments and keep walking. By pretending to not hear the comments you are saying to your leaders that this kind of behavior is acceptable within the unit. If left unchecked, it could lead to morale and cohesion issues down the line.  ","Approach the two sergeants' squad leader, explain what you witnessed, and ask her to take corrective action on their behavior.","You indicated \"D\" was the MOST effective response. The best response was \"C\".","This option is partially effective because the problem behavior will get addressed but by bringing it up to their squad leader, you are escalating a minor issue that could have been dealt with quickly and quietly at the time of its occurrence.   The most effective approach would be to pull the two sergeants aside in private right after it happened and explain to them that their new rank comes with new behavioral requirements and expectations, including respecting others and acting professionally at all times.","You indicated \"D\" was the LEAST effective response. The best response was \"B\". ","This course of action is partially ineffective because you are doing something to address the behavior.  The least effective course of action would be to pretend that you did not hear the comments and keep walking. By pretending to not hear the comments you are saying to your leaders that this kind of behavior is acceptable within the unit. If left unchecked, it could lead to morale and cohesion issues down the line.  ","Exit the area without acknowledging that you heard the comments. Locate the two sergeants later and privately address your concerns with their conduct.","You indicated \"E\" was the MOST effective response. The best response was \"C\".","Meeting in private with the two sergeants to address your concerns is a good start which makes this course of action partially effective. However, ignoring what was said in the moment and then waiting until later to meet with them to discuss the issue could lead the Soldiers who witnessed the incident will assume you are ok with that type of behavior. As such, this option was not considered the most effective course of action in this situation.  The most effective approach would be to pull the two sergeants aside in private right after it happened and explain to them that their new rank comes with new behavioral requirements and expectations, including respecting others and acting professionally at all times.","You indicated \"E\" was the LEAST effective response. The best response was \"B\". ","This course of action is partially ineffective because you helped the sergeants save face by meeting with them in private rather than addressing the issue in front of others and potentially undermining their ability to lead.  The least effective course of action would be to pretend that you did not hear the comments and keep walking. By pretending to not hear the comments you are saying to your leaders that this kind of behavior is acceptable within the unit. If left unchecked, it could lead to morale and cohesion issues down the line.","Speak to the private and inform him that his weight and mannerisms are causing other Soldiers to lose respect for him.","You indicated \"F\" was the MOST effective response. The best response was \"C\".","This is partially effective because you are increasing the private’s self-awareness by providing him with informal developmental feedback.  However, this was not considered to be the most effective approach because you are not addressing the real problem of how other Soldiers are treating him. Allowing Soldiers to make fun of him does nothing to foster cohesion within the group and fails to promote an inclusive environment. The most effective approach would be to pull the two sergeants aside in private right after it happened and explain to them that their new rank comes with new behavioral requirements and expectations, including respecting others and acting professionally at all times.  You can speak with the private later if you feel it is warranted.","You indicated \"F\" was the LEAST effective response. The best response was \"B\". ","This course of action is partially ineffective because you are increasing the private’s self-awareness by providing him with developmental feedback. The least effective course of action would be to pretend that you did not hear the comments and keep walking. By pretending to not hear the comments you are saying to your leaders that this kind of behavior is acceptable within the unit. If left unchecked, it could lead to morale and cohesion issues down the line."]
["Situation 6: Building Effective Teams","You are a first lieutenant assigned to a task force to determine information technology (IT) requirements for your battalion. The task force consists of you, two first lieutenants, and a captain acting as chairperson. In addition, you have two NCOs assigned to help. One lieutenant has a fairly strong IT background. You have some relevant IT experience but are not an expert. The captain does not have any relevant IT experience. As you begin your task force activities, it seems apparent that the captain is not providing needed leadership or direction for the group. The problem appears to be a lack of both leadership ability and technical IT knowledge.  ","Discuss your concerns with others in the group and come to consensus on how to proceed.","You indicated \"A\" was the MOST effective response. The best response was \"C\".","While it can be helpful in some circumstances to get feedback from the rest of the group on how to proceed in these types of situation, this is not the most effective course of action since it does not address the problem.  The most effective approach would be to speak with the captain directly and suggest that the lieutenant with the strong IT background might be better at leading the group and that he could serve as senior advisor to the task force.","You indicated \"A\" was the LEAST effective response. The best response was \"F\".","This is course of action is only partially ineffective. It is not considered to be the least effective approach because it can be helpful in some circumstances to get feedback from the rest of the group on how to proceed in these types of situations.  The least effective approach would be to ask one of your NCOs to draft an email outlining your view of the problem, review the email, and send it to the captain. This is the least effective course of action because you are using inappropriate communication tactics given the nature and sensitivity of the issue.","Talk to the captain and tactfully suggest the lieutenant with the strong IT background might be better at leading the group and that perhaps he could serve as senior advisor to the task force.","You indicated \"B\" was the MOST effective response. The best response was \"C\".","This is considered to be a partially effective response because you are least trying to address the issue. However, this was not seen as the most effective approach in this situation because it lets the captain know that you don’t think he is doing a very good job. This could have negative effects on your relationship with him and your ability to work together effectively. The most effective course of action would be to speak with the captain directly and suggest that the lieutenant with the strong IT background might be better at leading the group and that he could serve as senior advisor to the task force.","You indicated \"B\" was the LEAST effective response. The best response was \"F\".","This is a partially ineffective response because it lets the captain know that you don’t think he is doing a very good job. This in turn could have negative effects on your relationship with him and your ability to work together effectively. It is not considered to be the least effective approach since you are at least trying to address the issue.  The least effective approach would be to ask one of your NCOs to draft an email outlining your view of the problem, review the email, and send it to the captain. This is the least effective course of action because you are using inappropriate communication tactics given the nature and sensitivity of the issue.","Suggest to the captain that he might better use the lieutenant with the IT background by having him take a bigger role in advising the group. ","You indicated \"C\" was the MOST effective response. The best response was \"C\".   You earned 1 point.","This is considered to be the most effective approach in this situation because you are not suggesting that the captain step down from his position as chairperson but instead providing him with the means to be more effective as a leader. ","You indicated \"C\" was the LEAST effective response. The best response was \"F\"."," In fact, this option is the most effective course of action because you are not suggesting that the captain step down from his position as chairperson but instead providing him with the means to be more effective as a leader. The least effective approach would be to ask one of your NCOs to draft an email outlining your view of the problem, review the email, and send it to the captain. This is the least effective course of action because you are using inappropriate communication tactics given the nature and sensitivity of the issue.","Talk to the lieutenant with the IT background and ask him if he would be comfortable in leading the group. If the answer is yes, suggest the two of you go to the captain to make that suggestion.","You indicated \"D\" was the MOST effective response. The best response was \"C\".","This is a partially effective response since you at least trying to address the issue at hand. However, this is not the most effective course of action because it lets the captain know that you don’t think he is doing a very good job. This in turn could have negative effects on your relationship with him and your ability to work together effectively. A more effective approach would be to speak with the captain directly and suggest that the lieutenant with the strong IT background might be better at leading the group and that he could serve as senior advisor to the task force.","You indicated \"D\" was the LEAST effective response. The best response was \"F\".","This is a partially ineffective response because it lets the captain know that you don’t think he is doing a very good job. This in turn could have negative effects on your relationship with him and your ability to work together effectively. This is not the least effective response since you are at least trying to resolve the issue. The least effective approach would be to ask one of your NCOs to draft an email outlining your view of the problem, review the email, and send it to the captain. This is the least effective course of action because you are using inappropriate communication tactics given the nature and sensitivity of the issue.","Go to the company commander (a more senior captain) and ask for advice about how to handle this situation.","You indicated \"E\" was the MOST effective response. The best response was \"C\".","This is a partially effective response since you are at least trying to address the issue. However, this is not considered to be the most effective approach in this situation because the company commander might not be familiar with the situation. The most effective approach would be to speak with the captain directly and suggest that the lieutenant with the strong IT background might be better at leading the group and that he could serve as senior advisor to the task force.","You indicated \"E\" was the LEAST effective response. The best response was \"F\".","This is a partially ineffective response because going to the company commander for advice might not be helpful because he is not familiar with the situation. However, this is not the least effective approach since you are at least trying to address the issue. The least effective approach would be to ask one of your NCOs to draft an email outlining your view of the problem, review the email, and send it to the captain. This is the least effective course of action because you are using inappropriate communication tactics given the nature and sensitivity of the issue.","Ask one of your NCOs to draft an email outlining your view of the problem. Review the email and send it to the captain. ","You indicated \"F\" was the MOST effective response. The best response was \"C\". \"F\" is the LEAST effective response. You recieve -1 point.","In fact, it is seen as the least effective course of action because you are not using appropriate means of communication given the nature and sensitivity of the issue. A better approach would be to speak with the captain directly and suggest that the lieutenant with the strong IT background might be better at leading the group and that he could serve as senior advisor to the task force.","You indicated \"F\" was the LEAST effective response. The best response was \"F\". You earned 1 point.","This is considered to be the least effective approach in this situation because you are not using appropriate means of communication given the nature and sensitivity of the issue. "]
["Situation 7: Communicating Clearly","You’ve just come from a deployed environment where the Soldiers were highly motivated to keep physically fit. You’ve taken over a stateside unit that is doing mostly administrative work. Many Soldiers in your new unit are out of shape and do not have a “combat mentality” about their work. You’ve discussed this with your superior officer, but she recommends that you relax your attitude, as this is a non-combat unit. ","Try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. ","You indicated \"A\" was the MOST effective response. The best response was \"B\".","In fact, this course of action  is considered the least effective course of action. By accepting the current standards, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission. The most effective option would be to show them through your actions (physical fitness, professional bearing, and performance on the job) and enforcing high disciplinary standards. Letting them see what right looks like and holding them accountable will help them make the transition more smoothly","You indicated \"A\" was the LEAST effective response. The best response was \"E\".","This is the least effective course of action. By accepting the current standards as they are, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission. ","Tell the Soldiers in the unit that you'd like them to be more physically fit and take on more of a \"combat\" mindset.","You indicated \"B\" was the MOST effective response. The best response was \"B\". You earned 1 point.","This is considered to be a partially effective response since stating your goals to the members of your unit can help motivate them to make desired changes; especially if communicated in an engaging manner.  However, it is not considered the most effective approach t since you are doing nothing to enforce the goals you set. The most effective approach  would be to set the example by showing them through your actions (physical fitness, job performance, appearance) and enforcing strict disciplinary standards.  Letting them see what “right” looks like and holding them accountable, will help them see what they need to do and make it easier for them to buy-in to the change.","You indicated \"B\" was the LEAST effective response. The best response was \"E\". \"B\" is the MOST effective response. You recieve -1 point.","This is a partially ineffective response since you are doing nothing to enforce the goals you set for your Soldiers. However, this is not the least effective option because stating your goals to the members of your unit can potentially energize them to make changes. The least effective course of action would be to try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. By accepting the current standards as they are, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission.","Speak with the unit NCOs to get their opinions on how fitness standards can be improved","You indicated \"C\" was the MOST effective response. The best response was \"B\".","This is a partially effective response since getting opinions from your NCOs could foster buy-in within the unit. If the subordinate leaders feel that they are part of the solution they will be more likely to support (and enforce) changes. However, given that these NCOs are a product of the current environment, they might not know how best to fix the problem or may be part of the problem.  As such, this particular course of action was not considered most effective. The most effective approach would be to set an example for the unit through your actions by showing them what “right” looks like (physical fitness, job performance, and appearance) and enforcing strict disciplinary standards. This will help create a clearer picture for them of what they need to do and make them accountable for achieving those objectives.","You indicated \"C\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective response since these NCOs are products of the current environment and might not know how to fix the problem and may be a part of the problem. However, this is not the least effective approach for addressing the situation because getting the opinions of the NCOs can often help foster buy-in within the unit. If the subordinate leaders feel like they are part of the solution they are more likely to support (and enforce) changes. The least effective course of action would be to try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. By accepting the current standards as they are, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission.","Talk to your supervisor's supervisor to see if he supports your attitude about unit fitness and discipline.","You indicated \"D\" was the MOST effective response. The best response was \"B\".","This is a partially effective response since you are trying to address the issue. However, it is not the most effective approach. By going over your supervisor, you are escalating the issue and can cause a rift between you and your supervisor.  The most effective option would be to keep things in-house by showing your Soldiers through your actions what “right” looks like (physical fitness, job performance, and appearance), and enforcing strict disciplinary standards. This will help create a clearer picture for them of what they need to do and make them accountable for achieving those objectives.","You indicated \"D\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective response because going over your supervisor could potentially escalate the issue and can  cause a rift between you and your supervisor. However this is not the least effective approach since you are trying to address the issue. The least effective course of action would be to try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. By accepting the current standards as they are, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission.","Participate in PT every morning, challenge your Soldiers to keep up, and enforce strict disciplinary standards. ","You indicated \"E\" was the MOST effective response. The best response was \"B\". \"E\" is the LEAST effective response. You recieve -1 point.","This is considered to be the most effective course of action.  By setting an example for your Soldiers through your actions and enforcing strict disciplinary standards, they are able to see what they need to do and makes them accountable for achieving those objectives.","You indicated \"E\" was the LEAST effective response. The best response was \"E\".  You earned 1 point.","This course of action is considered to be the most effective course of action. The least effective course of action would be to try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. By accepting the current standards as they are, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission.","Start some new PT activities that your Soldiers might enjoy.","You indicated \"F\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because introducing new PT activities that Soldiers enjoy is a good start in trying to change the culture. However it is not the most effective response since it doesn’t address the relaxed attitude toward the fitness standards. The most effective option would be to set an example for them through your actions by maintaining those standards personally (physical fitness, job performance, appearance) and making sure the unit is held accountable for meeting those standards through strict disciplinary standards.  ","You indicated \"F\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective response since it doesn’t address the relaxed attitude toward the fitness standards. However, this is not the least effective approach to dealing with the situation because introducing new PT activities that Soldiers enjoy is a good start in trying to change the culture. The least effective course of action would be to try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. By accepting the current standards as they are, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission."]
["Situation 8: Balancing Subordinate Needs with Mission Requirements","You are a company commander. You are hard-charging and see yourself commanding a brigade someday. You work very long hours to make sure that you are successful in your present role and have impressed your superiors. You work your subordinates hard but make it clear that you don't ask anything of them that you don't demand of yourself. You are getting great results, but unit morale has suffered somewhat as a result of workload. Your first sergeant, who is increasingly out of sync with your command philosophy, has been trying to get you to ease up on your Soldiers. ","Stop work and organize a team-building retreat for your unit to boost morale.","You indicated \"A\" was the MOST effective response. The best response was \"D\".","This is a partially effective response because you are addressing the morale problem by giving your Soldiers a much needed break. However, it is not the most effective approach because it impacts their ability to accomplish the mission. The most effective approach would be to reach out to your subordinate leaders to get their opinions on how to address the morale problem without compromising results.","You indicated \"A\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective response because you are not considering the impact it will have on the Soldiers’ ability to accomplish the mission. However, it is not seen as the least effective approach because it does address the unit’s morale issues.  The least effective approach would be to continue to focus on doing whatever it takes to get results, even if it means sacrificing unit morale. This could lead to several negative effects and possibly the failure of the mission.","Have one of your platoon leaders, who has a very good working relationship with the first sergeant, explain your command philosophy to the first sergeant and get him on board.","You indicated \"B\" was the MOST effective response. The best response was \"D\".","This is a partially effective response because you are attempting to address the unit’s low morale. However, this is not considered to be the most effective approach because it doesn’t address the validity of the first sergeant’s concerns, who clearly recognizes that while it is important to meet the objectives of the mission, it is equally important to maintain the unit’s mental, physical, and emotional well-being. The most effective approach would be to reach out to your subordinate leaders to get their opinions on how to address the morale problem without compromising results.","You indicated \"B\" was the LEAST effective response. The best response was \"E\".","This response is partially ineffective because it does not address the validity of the first sergeant’s concerns, who clearly recognizes that while it is important to meet the objectives of the mission, it is equally important to maintain the unit’s mental, physical, and emotional well-being. However, it is not considered to be the least effective course of action in this situation because you are trying to do something to address the unit’s low morale. The least effective approach would be to continue to focus on doing whatever it takes to get results, even if it means sacrificing unit morale. This could lead to several negative effects and possibly the failure of the mission.","Search for information on AKO that will help you improve your leadership skills.","You indicated \"C\" was the MOST effective response. The best response was \"D\".","This is a partially effective response because self-study might be helpful for your overall leadership skills, which could in turn have a positive impact on unit morale. However, it was not considered to be the most effective approach because it does not address the problem of low morale from unit members being overworked.  The most effective approach would be to reach out to your subordinate leaders and get their opinions on how best to address the morale problem without compromising results.","You indicated \"C\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective response because it is not directly addressing the issue of low moral within the unit. However, it was not considered to be the least effective course of action because you are recognizing that a problem exists. The least effective approach would be to continue to focus on doing whatever it takes to get results, even if it means sacrificing unit morale. This could lead to several negative effects and possibly the failure of the mission.","Obtain feedback from several different sources (e.g., the first sergeant, platoon leaders, other company commanders, and/or the battalion commander) regarding how to improve unit morale without compromising results.","You indicated \"D\" was the MOST effective response. The best response was \"D\".  You earned 1 point.","This is the most effective course of action because it addresses the morale issue and the need for the unit to maintain its current performance levels.","You indicated \"D\" was the LEAST effective response. The best response was \"E\". \"D\" is the MOST effective response. You recieve -1 point.","This course of action is considered to be the most effective approach that could be taken in this situation.  This is because it addresses the morale issue that is currently happening within the unit and also the need for the unit to maintain its current performance levels. The least effective approach would be to continue to focus on doing whatever it takes to get results, even if it means sacrificing unit morale. This could lead to several negative effects and possibly the failure of the mission.","Continue to focus on doing whatever it takes to get results, even if it means sacrificing unit morale. You do not want to potentially compromise the excellent results you've worked so hard to get, and you expect to be promoted soon anyway.","You indicated \"E\" was the MOST effective response. The best response was \"D\". \"E\" is the LEAST effective response. You recieve -1 point.","In fact, this approach is the least effective approach. While results are important, the health and welfare of your Soldiers is equally important. By focusing solely on results, you are essentially making the situation worse. The most effective approach would be to reach out to your subordinate leaders and getting their opinions on how best to address the morale problem without compromising results.","You indicated \"E\" was the LEAST effective response. The best response was \"E\".  You earned 1 point.","This is the least effective course of action because it fails to take into consideration the needs of your Soldiers. This can result in a host of negative effects including mission failure if this continues. ","Explain to your first sergeant that you do not demand anything from your Soldiers that you do not demand from yourself. ","You indicated \"F\" was the MOST effective response. The best response was \"D\".","This is a partially effective response because you are attempting to get the first sergeant on board with your leadership philosophy. However, it was not considered to be the most effective approach because it does not address the problem of low morale from unit members being overworked.  The most effective approach would be to reach out to your subordinate leaders and get their opinions on how best to address the morale problem without compromising results.","You indicated \"F\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective response because it is not directly addressing the issue of low moral within the unit. However, it was not considered to be the least effective course of action because you are attempting to reach an understanding with your first sergeant to get him on board with your leadership philosophy. The least effective approach would be to continue to focus on doing whatever it takes to get results, even if it means sacrificing unit morale. This could lead to several negative effects and possibly the failure of the mission."]
["Situation 9: Leveraging Principles of Mission Command","You have been company commander for your unit for about two years, and a new first sergeant has been assigned from another brigade. You had an excellent working relationship with your previous first sergeant; you both had similar leadership styles and views, and you worked closely together to create a well-disciplined and effective company. Your new first sergeant has been recently promoted and seems somewhat inexperienced. When he first arrived, you in-briefed the new first sergeant on his responsibilities and your expectations. You’ve recently noticed that he has begun to set his own objectives that are not aligned with your intent as the company commander.  Additionally, he has begun to discuss unit issues with his NCO subordinates rather than with you. Your officers have begun to complain that lately the NCOs are less supportive and there are more discipline problems. You’ve met with the new first sergeant to re-clarify expectations, but he’s uncommunicative and you feel like you are not getting through to him. ","Put the first sergeant on notice.  Let him know that if he does not follow your guidance you will find a replacement for him.","You indicated \"A\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because you are working directly with the first sergeant. However, it is not considered to be the most effective response because it does not help you build trust or create a shared understanding with him. The most effective approach would be to invest time and effort into understanding the first sergeant’s issues and concerns while helping him understand how he can better align with your intent so that you can work together to accomplish unit objectives.","You indicated \"A\" was the LEAST effective response. The best response was \"D\".","This is a partially ineffective response because it does not help you build trust or create a shared understanding with your first sergeant. However, it is not considered to be the least effective course of action because you are working directly with the first sergeant.  The least effective course of action would be to ask your best platoon sergeant to work closely with the first sergeant to get him up to speed and on board with the way things are done in your unit. By delegating your responsibility down to your platoon sergeant, you are shirking your responsibilities. In addition, your first sergeant may not like being given advice from a subordinate; especially if he does not see his actions as a problem.","Meet with the first sergeant and tell him that he must align with your intent and work with you to set, communicate, and accomplish unit objectives. ","You indicated \"B\" was the MOST effective response. The best response was \"B\". You earned 1 point.","This is considered to be the most effective course of action because you are dealing with the first sergeant directly and letting him know your expectations. By investing time and effort into helping him understand your intent, you are developing a shared understanding that will help you work better as a team in accomplishing unit objectives.","You indicated \"B\" was the LEAST effective response. The best response was \"D\". \"B\" is the MOST effective response. You recieve -1 point.","This course of action is actually considered to be the most effective in this scenario. By investing time and effort into helping him understand your intent, you are developing a shared understanding that will help you work better as a team in accomplishing unit objectives. The least effective course of action would be to ask your best platoon sergeant to work closely with the first sergeant to get him up to speed and on board with the way things are done in your unit. By delegating your responsibility down to your platoon sergeant, you are shirking your responsibilities. In addition, your first sergeant may not like being given advice from a subordinate; especially if he doesn’t see his actions as a problem.","Meet with all of your officers and senior NCOs, including the first sergeant, and explain that you must all work as a team, through the chain of command, to create a highly effective and motivated unit. Clearly define everyone's role in accomplishing your missions.","You indicated \"C\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because you are attempting to address the issue and bring the first sergeant in line. However, this is not the most effective approach because you are bringing a private matter to light that should remain between you and the first sergeant. The most effective approach would be to invest time and effort into understanding the first sergeant’s issues and concerns and helping him understand how he can better align with your intent so that you can work together to accomplish unit objectives.","You indicated \"C\" was the LEAST effective response. The best response was \"D\".","This is a partially ineffective response because you are bringing a private matter to light that should remain between you and the first sergeant. However, this is not considered to be the least effective approach because you are attempting to address the issue and bring the first sergeant in line. The least effective course of action would be to ask your best platoon sergeant to work closely with the first sergeant to get him up to speed and on board with the way things are done in your unit. By delegating your responsibility down to your platoon sergeant, you are shirking your responsibilities. In addition, your first sergeant may not like being given advice from a subordinate; especially if he doesn’t see his actions as a problem.","Ask your best platoon sergeant to work closely with the first sergeant to get him up to speed and on board with the way things are done in your unit. ","You indicated \"D\" was the MOST effective response. The best response was \"B\". \"D\" is the LEAST effective response. You recieve -1 point.","This is considered to be the least effective course of action in this scenario. By delegating your responsibility down to your platoon sergeant, you are shirking your responsibility. Also, your first sergeant may not take kindly to being given advice from a subordinate; especially if he doesn’t see what he is doing as a problem. The most effective option would be to invest time and effort into understanding the first sergeant’s issues and concerns and helping him understand how he can better align with your intent so that you can work together to accomplish unit objectives.","You indicated \"D\" was the LEAST effective response. The best response was \"D\". You earned 1 point.","This is actually considered to be the least effective approach to this situation. By delegating your responsibility down to your platoon sergeant, you are shirking your responsibility. Also, your first sergeant may not like being given advice from a subordinate; especially if he doesn’t see what he is doing as a problem. ","Request the first sergeant run all decisions by you for a short probation period.","You indicated \"E\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because you are attempting to ensure alignment between you and the first sergeant. However, this was not considered to be the most effective approach because you are not allowing the first sergeant to take the initiative and operate independently. As a result, you are not helping him align with your intent. The most effective response would be to invest time and effort into understanding the first sergeant’s issues and concerns and helping him understand how he can better align with your intent so that you can work together to accomplish unit objectives.","You indicated \"E\" was the LEAST effective response. The best response was \"D\".","This is a partially ineffective response because you are not allowing the first sergeant to take the initiative and operate independently. As a result, you are not helping him align with your intent. However, it is not considered to be the least effective response because you are at least attempting to ensure alignment between you and the first sergeant.  The least effective course of action would be to ask your best platoon sergeant to work closely with the first sergeant to get him up to speed and on board with the way things are done in your unit. By delegating your responsibility down to your platoon sergeant, you are shirking your responsibilities. In addition, your first sergeant may not like being given advice from a subordinate; especially if he doesn’t see his actions as a problem.","Ask your previous first sergeant for advice on how to work with the new first sergeant.","You indicated \"F\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because you are attempting to figure out how to better work with the new first sergeant. However, this was not considered to be the most effective approach because your previous first sergeant may not know the underlying reasons why the new first sergeant is setting his own objectives and being uncommunicative.  The most effective response would be to invest time and effort into understanding the first sergeant’s issues and concerns and helping him understand how he can better align with your intent so that you can work together to accomplish unit objectives.","You indicated \"F\" was the LEAST effective response. The best response was \"D\".","This is a partially ineffective response because you are not working to develop the new first sergeant by encouraging the first sergeant to take the initiative and operate independently within the bounds of your intent. As a result, you are not helping him align with your intent. However, it is not considered to be the least effective response because you are at least attempting to determine how to better work with the first sergeant.  The least effective course of action would be to ask your best platoon sergeant to work closely with the first sergeant to get him up to speed and on board with the way things are done in your unit. By delegating your responsibility down to your platoon sergeant, you are shirking your responsibilities. In addition, your first sergeant may not like being given advice from a subordinate; especially if he doesn’t see his actions as a problem."]
["Situation 10: Taking Responsibility for Mistakes and Failures when Appropriate","You have just been placed in charge of your first platoon. You discuss the transition with the platoon sergeant, who informs you that many Soldiers in the platoon were extremely loyal to the outgoing platoon leader and that morale is low as a result of him leaving. Hoping to get off on the right foot, you ask him to gather the platoon at 1300 hours so they can meet you and ask questions. Some last-minute paperwork causes you to lose track of time, and you arrive 20 minutes late to the meeting. Your platoon sergeant pulls you aside and tells you that platoon personnel are unhappy about your tardiness. However, they don't look particularly upset to you. ","Explain why you were late and apologize to the troops. Tell them you expect punctuality and will try to earn their respect by being more punctual in the future.","You indicated \"A\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because you are trying to set an example of accountability. However, this is not the most effective approach because you are not taking responsibility for your actions. Instead of just apologizing, you are providing an excuse for why you were late.  The most effective approach would have been to apologize to the troops for being late and tell them you expect punctuality, both from yourself and from them. Accept responsibility and use this as an opportunity to set an example of accountability.","You indicated \"A\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective response because you are failing to take responsibility for your actions. However, this is not considered to be the least effective course of action because you are trying to set an example of accountability.  The least effective course of action would be to explain your lateness by telling the troops that, if any of them ever become officers, they will understand just how difficult things are at your level. This is the least effective course of action because you are not taking responsibility for your actions and instead are avoiding the issue and giving excuses for your actions.","Apologize to the troops for being late and tell them you expect punctuality, both from yourself and from them. Accept responsibility and use this as an opportunity to emphasize the importance of accountability. ","You indicated \"B\" was the MOST effective response. The best response was \"B\". You earned 1 point.","This is the most effective course of action because you are taking responsibility for being late and addressing it appropriately. You are also setting an example of accountability and communicating standards for your unit.","You indicated \"B\" was the LEAST effective response. The best response was \"E\". \"B\" is the MOST effective response. You recieve -1 point.","In fact, this course of action is the most effective because you are taking responsibility for being late and addressing it appropriately. You are also reinforcing the importance and role of standards for your unit. The least effective course of action would be to explain your lateness by telling the troops that, if any of them ever become officers, they will understand just how difficult things are at your level. This is the least effective course of action because you are not taking responsibility for your actions and instead are side stepping the issue and giving excuses for your actions.","Proceed as though you were not late. Make it clear to the senior NCO that you did not appreciate him undermining your authority by pulling you aside in front of the troops.","You indicated \"C\" was the MOST effective response. The best response was \"B\". ","This is not considered to be the most effective course of action in this situation because you are not taking responsibility for being late and showing your Soldiers that timeliness is not important. You are also alienating yourself from your senior NCO by punishing him for doing his job and trying to help you out. The most effective approach would be to apologize to the troops for being late and tell them you expect punctuality, both from yourself and from them. Accept responsibility and use this as an opportunity to push the importance of accountability.","You indicated \"C\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective response because you are not taking responsibility for being late and showing your Soldiers that timeliness is not important. You are also alienating yourself from your senior NCO by punishing him for doing his job and trying to help you out. However, this is not considered to be the least effective approach to this scenario.  The least effective course of action would be to explain your lateness by telling the troops that, if any of them ever become officers, they will understand just how difficult things are at your level. This is the least effective course of action because you are not taking responsibility for your actions and instead are side stepping the issue and giving excuses for your actions.","Deflect attention from your lateness with humor. Then move on to your agenda.","You indicated \"D\" was the MOST effective response. The best response was \"B\". ","This is considered to be a partially effective response as humor can often be a good tool for de-escalating problems in certain circumstances. However, it is not considered to be the most effective approach because it ignores the issue and sets a bad example for your Soldiers. The most effective approach would be to apologize to the troops for being late and tell them you expect punctuality, both from yourself and from them. Accept responsibility and use this as an opportunity to push the importance of accountability.","You indicated \"D\" was the LEAST effective response. The best response was \"E\".","This response is partially ineffective because it ignores the issue and sets a bad example for your Soldiers. However, it is not seen as the least effective approach available because humor can be used to de-escalate issues when they arise.  The least effective course of action would be to explain your lateness by telling the troops that, if any of them ever become officers, they will understand just how difficult things are at your level. This is the least effective course of action because you are not taking responsibility for your actions and instead are side stepping the issue and giving excuses for your actions.","Explain your lateness by telling the troops that, if any of them ever become officers, they will understand just how difficult things are at your level. ","You indicated \"E\" was the MOST effective response. The best response was \"B\". \"E\" is the LEAST effective response. You recieve -1 point.","This is actually considered to be the least effective approach in this scenario because you are not taking responsibility for your actions. Instead you are avoiding the issue and giving excuses for your actions.  The most effective approach would be to apologize to the troops for being late and tell them you expect punctuality, both from yourself and from them. Accept responsibility and use this as an opportunity to set an example of accountability.","You indicated \"E\" was the LEAST effective response. The best response was \"E\".  You earned 1 point.","This is considered to be the least effective course of action because you are not taking responsibility for your actions and not using the opportunity to set an example of accountability.  ","Arrive early to the next briefing to demonstrate your punctuality.","You indicated \"F\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because you are attempting to exemplify punctuality.  However, is not considered to be the most effective course of action in this situation because you are not addressing the issue which is the unhappiness of your Soldiers about your tardiness to this briefing. The most effective approach would be to apologize to the troops for being late and tell them you expect punctuality, both from yourself and from them. Accept responsibility and use this as an opportunity to push the importance of accountability.","You indicated \"F\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective response because you are not explicitly taking responsibility for being late to this briefing and arriving early may be too subtle to effectively communicate the importance of punctuality.  However, this is not considered to be the least effective approach to this scenario.  The least effective course of action would be to explain your lateness by telling the troops that, if any of them ever become officers, they will understand just how difficult things are at your level. This is the least effective course of action because you are not taking responsibility for your actions and instead are side stepping the issue and giving excuses for your actions."]
["Situation 11: Building Trust (1)","You’ve been the commander of a company that has just returned from a 12-month deployment. You’ve just received word that your company will be deploying again to Afghanistan in 12 months. Your Soldiers are anxious to reconnect with their families, and morale is low due to the stress of repeated deployments. You have many great Soldiers, but you fear they’ll opt to leave the Army before Stop Loss takes effect. You know that the upcoming deployment is a high profile one and it will likely lead to a promotion and choice follow-on assignment for you.  ","Speak with a trusted fellow company commander to help you determine what you should do.","You indicated \"A\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because it can help you form a plan to address the issue. However, it is not seen as the most effective option because those solutions may not work in every situation. The most effective approach would be to re-double your efforts to organize the company’s mission as interesting and challenging work, delegate responsibilities to give Soldiers a sense of accomplishment, recognize high level performance, stay involved with Soldiers who need extra training, and protect their free time.","You indicated \"A\" was the LEAST effective response. The best response was \"E\".","This response is partially ineffective because what might have worked for your friend, might not be the best approach for you. Only you know your company. However, this is not considered to be the least effective approach because speaking with a trusted fellow company commander has the potential for helping you formulate a good plan for addressing the situation. The least effective course of action would be to tell the Soldiers that they will need to \"suck it up\" for another deployment. By telling the Soldiers to “suck it up” you are doing nothing to address the low morale and stress of your unit. If you continue to do nothing, it will continue to get worse and Soldiers may start opting out of the Army.","Tell the Soldiers that they will need to \"suck it up\" for another deployment. ","You indicated \"B\" was the MOST effective response. The best response was \"B\". You earned 1 point.","In fact, it is actually the least effective approach you could take in this situation. By telling the Soldiers to “suck it up” you are doing nothing to address the low morale and stress of your unit. If you continue to do nothing, it will continue to get worse and Soldiers may start opting out of the Army. The most effective approach would be to re-double your efforts to organize the company’s mission as interesting and challenging work, delegate responsibilities to give Soldiers a sense of accomplishment, recognize high level performance, stay involved with Soldiers who need extra training, and protect their free time.","You indicated \"B\" was the LEAST effective response. The best response was \"E\". \"B\" is the MOST effective response. You recieve -1 point.","This is considered to be the least effective course of action. By telling the Soldiers to “suck it up” you are doing nothing to address the low morale and stress of your unit. If you continue to do nothing, it will continue to get worse and Soldiers may start opting out of the Army.","Give your Soldiers extra time off so they can reconnect with their families, readjust, and relax.","You indicated \"C\" was the MOST effective response. The best response was \"B\".","This is considered a partially effective response because giving your Soldiers time to reconnect with their families would likely raise morale and reduce stress.  However, it is not considered to be the most effective approach because it does nothing to get Soldiers on board with the next deployment. The most effective approach would be to re-double your efforts to organize the company’s mission as interesting and challenging work, delegate responsibilities to give Soldiers a sense of accomplishment, recognize high level performance, and stay involved with Soldiers who need extra training. ","You indicated \"C\" was the LEAST effective response. The best response was \"E\".","This is considered to be a partially ineffective response because it does nothing to get your Soldiers on board with the next deployment. This was not considered to be the least effective course of action because it provides part of the solution to the problem by giving your Soldiers time to reconnect with their families. The least effective course of action would be to tell the Soldiers that they will need to \"suck it up\" for another deployment. By telling the Soldiers to “suck it up” you are doing nothing to address the low morale and stress of your unit. If you continue to do nothing, it will continue to get worse and Soldiers may start opting out of the Army.","Create a plan so that you and your first sergeant can meet with every Soldier in your company over the next several months to address any problems, identify their goals, and develop specific plans to help them meet their goals in the Army.","You indicated \"D\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because it shows concern for your Soldiers by addressing problems they might be having and helping them achieve their goals. However, it is not considered to be the most effective course of action because it does not provide the Soldiers with time to spend with their families, nor does it do anything to convince them to stay for the next deployment. The most effective approach would be to re-double your efforts to organize the company’s mission as interesting and challenging work, delegate responsibilities to give Soldiers a sense of accomplishment, recognize high level performance, stay involved with Soldiers who need extra training, and protect their free time.","You indicated \"D\" was the LEAST effective response. The best response was \"E\".","This response is partially ineffective because it doesn’t address the potential retention problem that may arise with the next deployment. However, this is not the least effective course of action because it shows concern for your Soldiers by addressing problems they might be having and helping them achieve their goals. The least effective course of action would be to tell the Soldiers that they will need to \"suck it up\" for another deployment. By telling the Soldiers to “suck it up” you are doing nothing to address the low morale and stress of your unit. If you continue to do nothing, it will continue to get worse and Soldiers may start opting out of the Army.","Re-double efforts to organize company missions as interesting and challenging work, delegate responsibilities to give Soldiers sense of accomplishment, recognize high level performance, stay involved with Soldiers in need of extra training, and protect their free time. ","You indicated \"E\" was the MOST effective response. The best response was \"B\". \"E\" is the LEAST effective response. You recieve -1 point.","This is considered to be the most effective approach because it addresses the morale and stress issues that your Soldiers are currently experiencing by making sure they get the time they need with their families. It also helps to get them on-board and excited about the upcoming mission.","You indicated \"E\" was the LEAST effective response. The best response was \"E\".  You earned 1 point.","In fact, this course of action is the most effective. This option addresses the morale and stress issues that your Soldiers are currently experiencing by making sure they get the time they need with their families and helps to get them on-board and excited about the upcoming mission. The least effective course of action would be to tell the Soldiers that they will need to \"suck it up\" for another deployment. By telling the Soldiers to “suck it up” you are doing nothing to address the low morale and stress of your unit. If you continue to do nothing, it will continue to get worse and Soldiers may start opting out of the Army.","Ask you Soldiers for input on what training they would like to receive to ensure their readiness for the next deployment. ","You indicated \"F\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because it offers your Soldiers an opportunity to help shape the next 12 months of training.  However, it is not considered to be the most effective course of action because it does not protect Soldiers’ free time to spend with their families, nor does it address the stress from repeated deployments. The most effective approach would be to re-double your efforts to organize the company’s mission as interesting and challenging work, delegate responsibilities to give Soldiers a sense of accomplishment, recognize high level performance, stay involved with Soldiers who need extra training, and protect their free time.","You indicated \"F\" was the LEAST effective response. The best response was \"E\".","This response is partially ineffective because it does not protect Soldiers’ free time to spend with their families, nor does it address the stress from repeated deployments. However, this is not the least effective course of action because it does offer your Soldiers the opportunity to help shape the next 12 months of training. The least effective course of action would be to tell the Soldiers that they will need to \"suck it up\" for another deployment. By telling the Soldiers to “suck it up” you are doing nothing to address the low morale and stress of your unit. If you continue to do nothing, it will continue to get worse and Soldiers may start opting out of the Army."]
["Situation 12: Building Trust (2)","You are a platoon leader on deployment. For some time now, your platoon has been responsible for the security of a particular neighborhood in your AO, and you’ve finally started to gain the locals’ trust. In what appears to be a leap forward, a local religious leader approaches you with a problem. Unfortunately, the problem involves the behavior of a junior NCO and an enlisted Soldier. According to the religious leader, when the two Soldiers are away from the rest of the platoon, they behave aggressively toward the locals and destroy property.  ","Confront the Soldiers and tell them that this behavior will not be tolerated.","You indicated \"A\" was the MOST effective response. The best response was \"B\"."," This is a partially effective response because it directly addresses the misbehavior of the Soldiers (assuming the Soldiers did what the local religious leader had accused them of doing). However, this is not the most effective course of action because the religious leader could be mistaken.. Until you’ve had a chance to look into the matter, you can’t know for sure.  The most effective response would be to thank the religious leader for the information and let him know that you will investigate the situation.  This will help maintain a good relationship with the religious leader and give you a chance to determine whether or not corrective action is needed.","You indicated \"A\" was the LEAST effective response. The best response was \"C\".","This is a partially ineffective course of action because, you have not had an opportunity to investigate the matter so you do not know if the Soldiers are truly guilty However, this is not considered to be the least effective approach because it directly addresses the misbehavior of the Soldiers (assuming the Soldiers did what the local religious leader had accused them of doing).  The least effective course of action would be to explain to the religious leader that sometimes Soldiers need to blow off steam, especially when deployed and there was no real damage had been done. By downplaying the religious leaders concerns, you are implying that his concerns don’t matter and what the Soldiers are doing (real or otherwise) is acceptable. This has the potential to destroy the trust that you have so carefully fostered with the town.","Thank the local leader for coming to you with this and tell him you will investigate the matter. ","You indicated \"B\" was the MOST effective response. The best response was \"B\". You earned 1 point.","This is considered to be the most effective course of action.  By informing the religious leader that you will investigate the matter, you are fostering a positive relationship with him that further builds trust.  It also gives you the opportunity to investigate the matter to determine the role of the Soldiers. ","You indicated \"B\" was the LEAST effective response. The best response was \"C\". \"B\" is the MOST effective response. You recieve -1 point.","In fact, this course of action is the most effective approach to take in this situation. By informing the religious leader that you will investigate the matter, you are fostering a positive relationship with him that further builds trust.  It also gives you the opportunity to investigate the matter to determine the role of the Soldiers.  The least effective course of action would be to explain to the religious leader that sometimes Soldiers need to blow off steam, especially when deployed and there was no real damage had been done. By downplaying the religious leaders concerns, you are implying that his concerns don’t matter and what the Soldiers are doing (real or otherwise) is acceptable. This has the potential to destroy the trust that you have so carefully fostered with the town.","Explain to the religious leader that sometimes Soldiers need to blow off steam, especially when deployed and there was no real damage had been done. ","You indicated \"C\" was the MOST effective response. The best response was \"B\".","In fact, this course of action  is the least effective approach you could take in this situation.  By downplaying the religious leaders concerns, you are implying that they need to deal with the Soldiers’ behavior.  This could breakdown or damage the trust that you have carefully fostered between your unit and the town.  The most effective option would be take his concerns seriously and let him know that you will investigate the situation.  This will help maintain a good relationship between you and the religious leader and will give you a chance to determine whether or not corrective action is needed. ","You indicated \"C\" was the LEAST effective response. The best response was \"C\".","This is considered to be the least effective course of action because of the long term negative consequences associated with this option.  By downplaying the religious leaders concerns, you are implying that his concerns don’t matter and what the Soldiers are doing (real or otherwise) is acceptable. This has the potential to destroy the trust that you have carefully fostered with the town.  The least effective course of action would be to explain to the religious leader that sometimes Soldiers need to blow off steam, especially when deployed and there was no real damage had been done. By downplaying the religious leaders concerns, you are implying that his concerns don’t matter and what the Soldiers are doing (real or otherwise) is acceptable. This has the potential to destroy the trust that you have so carefully fostered with the town.","Explain the situation to your senior NCO and ask him to investigate the issue.","You indicated \"D\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because you are getting to the bottom of the situation.  However, it was not considered the most effective response because the religious leader was not made aware of whether or not you took his concerns seriously. The most effective course of action would be to pair this course of action with thanking the religious leader for the information and let him know that you will investigate his concerns. This will help maintain a good relationship with the religious leader and will give you a chance to determine whether or not corrective action is needed.","You indicated \"D\" was the LEAST effective response. The best response was \"C\".","This is a partially ineffective response because you are not providing the religious leader with any indication as to whether or not his concerns are being taken seriously. However, this is not considered to be the least effective approach because you are taking action to get to the bottom of the situation. The least effective course of action would be to explain to the religious leader that sometimes Soldiers need to blow off steam, especially when deployed and there was no real damage had been done. By downplaying the religious leaders concerns, you are implying that his concerns don’t matter and what the Soldiers are doing (real or otherwise) is acceptable. This has the potential to destroy the trust that you have so carefully fostered with the town.","Assign another NCO to accompany the two Soldiers when they are out on patrol.","You indicated \"E\" was the MOST effective response. The best response was \"B\".","This is a partially effective approach because it addresses the behavior of the Soldiers and will likely prevent further incidents (assuming the Soldiers did what the local religious leader had accused them of doing). However, it was not considered to be the most effective course of action because it does not address the issue at hand. The most effective course of action would be to pair this course of action with thanking the religious leader for the information and let him know that you will investigate his concerns. This will help maintain a good relationship with the religious leader and will give you a chance to determine whether or not corrective action is needed.","You indicated \"E\" was the LEAST effective response. The best response was \"C\".","This is a partially ineffective response because it does not address the issue at hand. In fact, it may even exacerbate the concerns of the town. However, it is not considered to be the least effective approach because it addresses the behavior of the Soldiers and will likely prevent further incidents (assuming the Soldiers did what the local religious leader had accused them of doing). The least effective course of action would be to explain to the religious leader that sometimes Soldiers need to blow off steam, especially when deployed and there was no real damage had been done. By downplaying the religious leaders concerns, you are implying that his concerns don’t matter and what the Soldiers are doing (real or otherwise) is acceptable. This has the potential to destroy the trust that you have so carefully fostered with the town.","Gather the platoon for a discussion about proper Soldier conduct and the implications of their actions.","You indicated \"F\" was the MOST effective response. The best response was \"B\".","This is a partially effective response since it may halt the behavior of the Soldiers (assuming the Soldiers did what the local religious leader had accused them of doing). However, this is not considered to be the most effective course of action since it may convey to your unit that you do not trust your Soldiers to conduct themselves appropriately when interacting with the locals. The most effective approach would be to first thank the religious leader for bringing his concerns to your attention and letting him know that you will be looking into the matter. This will help maintain a good relationship with the religious leader and will give you a chance to determine whether or not corrective action is needed.","You indicated \"F\" was the LEAST effective response. The best response was \"C\".","This is a partially ineffective response because it can convey to your unit that you do not trust your Soldiers to conduct themselves appropriately when interacting with the locals. However, it is not the least effective course of action because it may serve to halt the misbehavior of the offending Soldiers. The least effective course of action would be to explain to the religious leader that sometimes Soldiers need to blow off steam, especially when deployed and there was no real damage had been done. By downplaying the religious leaders concerns, you are implying that his concerns don’t matter and what the Soldiers are doing (real or otherwise) is acceptable. This has the potential to destroy the trust that you have so carefully fostered with the town."]
["Situation 13: Correcting Unit Conditions that Hinder Trust","You are a captain on a battalion staff, and one of your first lieutenants is constantly berating enlisted personnel for perceived infractions. Because of his behavior, morale has dropped considerably, both in his section and throughout the headquarters’ company. You’ve spoken to him about his behavior on a number of occasions, and you have even resorted to counseling him. After the counseling session, the lieutenant modified his behavior for about a week, but then the berating continued. Aside from this behavior, the lieutenant is very knowledgeable, and the battalion and Brigade commanders think highly of him.  ","Request a transfer to move the lieutenant to another battalion.","You indicated \"A\" was the MOST effective response. The best response was \"B\".","This is a partially effective response as it may help improve morale within the lieutenant’s section and throughout the headquarters’ company. However, this is not considered to be the most effective approach in this situation because it doesn’t address the issue. By passing the lieutenant to another battalion you are making him someone else’s headache.  This could result in issues between the two battalions. The most effective response would be to continue counseling the lieutenant on his performance and letting him know that these deficiencies will impact his next OER and promotion potential if they are not addressed.","You indicated \"A\" was the LEAST effective response. The best response was \"F\".","This is a partially ineffective response because it doesn’t address the issue. By passing the lieutenant to another battalion you are making him someone else’s headache.  This could result in issues between the two battalions. However, this is not the least effective approach as it may help improve morale within the lieutenant’s section and throughout the headquarters’ company. T The least effective approach would be to tell the battalion commander that the Brigade commander needs to intervene or the lieutenant will have a failed career. By telling the battalion Command that he should have the Brigade commander intervene, you are implying that you cannot take care of your own subordinates which could have negative consequences on your own career.","Tell the battalion commander that the Brigade commander needs to intervene or the lieutenant will have a failed career. ","You indicated \"B\" was the MOST effective response. The best response was \"B\". You earned 1 point.","This course of action is considered to be the least effective approach to this situation. By telling the battalion Command that he should have the Brigade commander intervene, you are implying that you cannot take care of your own subordinates which could have negative consequences on your own career.  The most effective approach would be to continue counseling the lieutenant on his performance letting him know that if these deficiencies continue that it will have a direct impact on his next OER and potential to get promoted.","You indicated \"B\" was the LEAST effective response. The best response was \"F\". \"B\" is the MOST effective response. You recieve -1 point.","This course of action is considered to be the least effective course of action because you are escalating something that you should be taking care of and making yourself look bad in the eyes of the battalion commander which could potentially damage your career.  ","Note the lieutenant's behavior on his OER and see what the battalion commander does.","You indicated \"C\" was the MOST effective response. The best response was \"B\".","This is considered to be a partially effective response because depending on the battalion commander’s actions, it could resolve the issue. This was not considered to be the most effective course of action because you are shirking your responsibility and hoping the battalion commander will intervene so you don’t have to deal with the lieutenant. The most effective response would be to continue counseling the lieutenant on his performance, letting him know his performance objectives are not being met and that if he continues on this course it will directly impact his next OER and his potential to get promoted.","You indicated \"C\" was the LEAST effective response. The best response was \"F\".","This is a partially ineffective approach because you are shirking your duty as a leader. However, this is not the least effective approach because depending on the battalion commander’s actions, it could resolve the issue. The least effective approach would be to tell the battalion commander that the Brigade commander needs to intervene or the lieutenant will have a failed career. By telling the battalion Command that he should have the Brigade commander intervene, you are implying that you cannot take care of your own subordinates which could have negative consequences on your own career.","Tell the troops to \"suck it up.\" This is the Army; they should be thicker skinned.","You indicated \"D\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because you are attempting to solve the morale problem. However, this is not considered to be the most effective course of action because it does not address the situation. In fact, if not addressed, it could exacerbate the situation and lead to several negative long term issues such as retention and mission effectiveness. The most effective response would be to continue counseling the lieutenant on his performance, letting him know his performance objectives are not being met and that if he continues on this course it will directly impact his next OER and his potential to get promoted.","You indicated \"D\" was the LEAST effective response. The best response was \"F\".","This is a partially ineffective response because it ignores the underlying issue which could exacerbate the situation and lead to several negative long term issues related to retention and mission effectiveness. However, it is not the least effective response because you are attempting to solve the morale problem. The least effective approach would be to tell the battalion commander that the Brigade commander needs to intervene or the lieutenant will have a failed career. By telling the battalion Command that he should have the Brigade commander intervene, you are telling him that you cannot take care of your own subordinates which could have negative consequences on your own career.","Contact the base chaplain to determine what counseling services are available. Recommend that the lieutenant make an appointment.","You indicated \"E\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because it has the potential to help the lieutenant deal with his anger issues. However, this is not the most effective response because, recommending that he meet with the chaplain does not mean that he will change his behavior. The most effective response would be to continue counseling the lieutenant on his performance, letting him know his performance objectives are not being met and that if he continues on this course it will directly impact his next OER and his potential to get promoted.","You indicated \"E\" was the LEAST effective response. The best response was \"F\".","This is a partially ineffective response because, while clearly the lieutenant needs help with his anger issues, recommending that he meet with the chaplain does not mean that he will change his behavior. However, it is not considered to be the least effective approach because it has the potential to help the lieutenant deal with his anger issues. The least effective approach would be to tell the battalion commander that the Brigade commander needs to intervene or the lieutenant will have a failed career. By telling the battalion Command that he should have the Brigade commander intervene, you are telling him that you cannot take care of your own subordinates which could have negative consequences on your own career.","Continue to formally counsel the lieutenant. Indicate that his job performance is not meeting stated objectives and that these deficiencies will be included on his OER and may impact promotion. ","You indicated \"F\" was the MOST effective response. The best response was \"B\". \"F\" is the LEAST effective response. You recieve -1 point.","This is considered to be the most effective approach because it is your job to help improve subordinate performance by providing developmental feedback on a regular basis. This helps them keep track of where their strengths and weaknesses lie and where they need to improve.  In this case, the lieutenant may not realize he has reverted back to his old behavior so it is important that you continue counseling him on his behavior so understands what needs to change and so he isn’t surprised when his OER comes out.","You indicated \"F\" was the LEAST effective response. The best response was \"F\". You earned 1 point.","This course of action is considered to be the most effective course of action in this situation because it is your job to help improve subordinate performance by providing developmental feedback on a regular basis.  This helps them keep track of where their strengths and weaknesses lie and where they need to improve.   In this case, the lieutenant may not realize he has reverted back to his old behavior so it is important that you continue counseling him on his behavior so understands what needs to change and so he isn’t surprised when his OER comes out. The least effective approach would be to tell the battalion commander that the Brigade commander needs to intervene or the lieutenant will have a failed career. By telling the battalion Command that he should have the Brigade commander intervene, you are telling him that you cannot take care of your own subordinates which could have negative consequences on your own career."]
["Situation 14: Allowing Subordinates to Learn from Mistakes","Your Soldiers are practicing convoy operations as part of train-up for deployment. During the training exercise, the 3rd platoon leader has an improvised explosive device (IED) detonate on the first vehicle of his element. In the immediate confusion, the second vehicle accelerates and tries to push through the kill zone, only to rear-end the lead vehicle. No one is injured, but both vehicles sustained damage.  ","Stop the exercise immediately, and emphasize to the Soldiers that lives could have been lost, had it been a real-world event.","You indicated \"A\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because you are acknowledging that your Soldiers made a mistake so they can reflect on their errors. However, it is not the most effective approach available because it did not directly help the Soldiers learn from the mistake.  The most effective response would be to hold off on addressing the issue until the After Action Review when you can sit down and discuss the mistakes that were made during the exercise and lessons that can be learned from them.","You indicated \"A\" was the LEAST effective response. The best response was \"C\".","This is a partially ineffective response because the leader did not use the opportunity to help the Soldiers learn from the mistake. Instead, you emphasized that Soldiers needed to be more careful in the future because lives could be potentially lost in a real-world situation. However, it is not the least effective solution because you are acknowledging your Soldiers made a mistake so they can begin Reflect on their errors. The least effective response would be to ensure that the platoon leader receives a statement of charges. While it is important to address the damages to the vehicles, it is more important for you to use this incident as a learning opportunity for your Soldiers. ","Ensure that the platoon leader receives a statement of charges","You indicated \"B\" was the MOST effective response. The best response was \"B\". You earned 1 point.","This is actually the least effective option in this situation. While it is important to address the damages to the vehicles, it is more important for you to use this incident as a learning opportunity for your Soldiers. In this instance, the most effective option would have been to finish the training and then use your After Action Review to go over the mistakes that were made and identify lessons that could be learned from these experiences.","You indicated \"B\" was the LEAST effective response. The best response was \"C\". \"B\" is the MOST effective response. You recieve -1 point.","This is considered to be the least effective course of action. By focusing on who is responsible for the damages, you are missing out on prime learning opportunities for your Soldier. Leadership doctrine indicates that a good leader takes prudent risks during training recognizing that subordinates will make mistakes and then uses those opportunities to help them learn, grow and develop. ","During the after action review (AAR), point out that while mistakes were made, lessons can be learned from this event. ","You indicated \"C\" was the MOST effective response. The best response was \"B\".   \"C\" is the LEAST effective response. You recieve -1 point.","This was considered to be the most effective course of action for this situation because it created learning opportunities for the Soldiers.  By waiting until the AAR, you are able to sit down and discuss the mistakes made during the exercise and identify lessons that can be learned from these incidents.  You are allowing your Soldiers to learn and grow from their experiences.  Leadership doctrine indicates that a good leader takes prudent risks recognizing that subordinates will make mistakes and then uses those opportunities to help them learn from those experiences.","You indicated \"C\" was the LEAST effective response. The best response was \"C\".   You earned 1 point.","This course of action is the most effective course of action for this situation.  Leadership doctrine indicates that a good leader takes prudent risks during training recognizing that subordinates will make mistakes and then uses those opportunities to help them learn, grow and develop. The least effective response would be to ensure that the platoon leader receives a statement of charges. While it is important to address the damages to the vehicles, it is more important for you to use this incident as a learning opportunity for your Soldiers. ","Immediately swap out the platoon leader with the platoon sergeant for the next lane.","You indicated \"D\" was the MOST effective response. The best response was \"B\".","This is a partially effective response since it sends the message that a serious mistake was made. However, this was not considered to be the most effective course of action because it fails to take advantage of potential learning opportunities for the Soldiers.  By swapping out the platoon leader for the platoon sergeant on the next lane, it signals more of a zero tolerance approach to training where Soldiers who mess up don’t get another chance. The most effective option would be to keep the same focus together for the exercise and then use the AAR to discuss mistakes that occurred and how they can learn from them.","You indicated \"D\" was the LEAST effective response. The best response was \"C\".","This is a partially ineffective response because it fails to take advantage of potential learning opportunities for the Soldiers. However this is not the least effective response because it sends the message that a serious mistake was made. By swapping out the platoon leader for the platoon sergeant on the next lane, it signals more of a zero tolerance approach to training where Soldiers who mess up don’t get another chance. The least effective response would be to ensure that the platoon leader receives a statement of charges. While it is important to address the damages to the vehicles, it is more important for you to use this incident as a learning opportunity for your Soldiers. ","Say nothing on the spot, but sternly point out the mistakes to the lieutenant in private.","You indicated \"E\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because it would likely prevent the same mistake from happening again. However, this was not seen as the most effective response because pulling the lieutenant aside to sternly point out his mistakes in private does not take advantage of the potential learning opportunity that has occurred. Instead, it signals to the lieutenant that mistakes are not tolerated. The most effective response would be to hold off on addressing the issue until the After Action Review when you can sit down and discuss the mistakes that were made during the exercise and what lessons can be learned from them.","You indicated \"E\" was the LEAST effective response. The best response was \"C\".","This is a partially ineffective approach because pulling the lieutenant aside to sternly point out his mistakes does not take advantage of the potential learning opportunity that exists. Instead, it signals to the lieutenant that mistakes are not tolerated. However, it is not considered to be the least effective approach since it would likely prevent a similar mistake from happening during the next training exercise. The least effective response would be to ensure that the platoon leader receives a statement of charges. While it is important to address the damages to the vehicles, it is more important for you to use this incident as a learning opportunity for your Soldiers. ","Provide on-the-spot corrections of the mistakes made.","You indicated \"F\" was the MOST effective response. The best response was \"B\".","This is a potentially effective course of action because you are using the incident as a teachable moment for everyone present in the training exercise. This is not considered to be the most effective course of action because providing on-the-spot corrections does not help the Soldier learn from the experience. Instead, it signals to the lieutenant that mistakes are not tolerated. The most effective response would be to hold off on addressing the issue until the After Action Review when you can sit down and discuss the mistakes that were made during the exercise and what lessons can be learned from them.","You indicated \"F\" was the LEAST effective response. The best response was \"C\".","This is a partially ineffective response because providing on-the-spot corrections can limit the Soldier’s learning experience. It signals to him that mistakes are not tolerated. This is not the least effective response because you are using the incident as a teachable moment for everyone present in the training exercise. The least effective response would be to ensure that the platoon leader receives a statement of charges. While it is important to address the damages to the vehicles, it is more important for you to use this incident as a learning opportunity for your Soldiers. "]
["Situation 15: Leading by Example","You’ve just come from a deployed environment where the Soldiers were highly motivated to keep physically fit. You’ve taken over a stateside unit that is doing mostly administrative work. Many Soldiers in your new unit are out of shape and do not have a “combat mentality” about their work. You’ve discussed this with your superior officer, but she recommends that you relax your attitude, as this is a non-combat unit. ","Try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. ","You indicated \"A\" was the MOST effective response. The best response was \"A\".  You earned 1 point.","In fact, this course of action  is considered the least effective course of action. By accepting the current standards, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission. The most effective option would be to show them through your actions (physical fitness, professional bearing, and performance on the job) and enforcing high disciplinary standards. Letting them see what right looks like and holding them accountable will help them make the transition more smoothly.","You indicated \"A\" was the LEAST effective response. The best response was \"E\". \"A\" is the MOST effective response. You recieve -1 point.","This is the least effective course of action. By accepting the current standards as they are, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission. ","Tell the Soldiers in the unit that you'd like them to be more physically fit and take on more of a \"combat\" mindset.","You indicated \"B\" was the MOST effective response. The best response was \"A\".","This is considered to be a partially effective response since stating your goals to the members of your unit can help motivate them to make desired changes; especially if communicated in an engaging manner.  However, it is not considered the most effective approach t since you are doing nothing to enforce the goals you set. The most effective approach  would be to set the example by showing them through your actions (physical fitness, job performance, appearance) and enforcing strict disciplinary standards.  Letting them see what “right” looks like and holding them accountable, will help them see what they need to do and make it easier for them to buy-in to the change.","You indicated \"B\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective response since you are doing nothing to enforce the goals you set for your Soldiers. However, this is not the least effective option because stating your goals to the members of your unit can potentially energize them to make changes. The least effective course of action would be to try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. By accepting the current standards as they are, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission.","Speak with the unit NCOs to get their opinions on how fitness standards can be improved.","You indicated \"C\" was the MOST effective response. The best response was \"A\".","This is a partially effective response since getting opinions from your NCOs could foster buy-in within the unit. If the subordinate leaders feel that they are part of the solution they will be more likely to support (and enforce) changes. However, given that these NCOs are a product of the current environment, they might not know how best to fix the problem or may be part of the problem.  As such, this particular course of action was not considered most effective. The most effective approach would be to set an example for the unit through your actions by showing them what “right” looks like (physical fitness, job performance, and appearance) and enforcing strict disciplinary standards. This will help create a clearer picture for them of what they need to do and make them accountable for achieving those objectives.","You indicated \"C\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective response since these NCOs are products of the current environment and might not know how to fix the problem and may be a part of the problem. However, this is not the least effective approach for addressing the situation because getting the opinions of the NCOs can often help foster buy-in within the unit. If the subordinate leaders feel like they are part of the solution they are more likely to support (and enforce) changes. The least effective course of action would be to try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. By accepting the current standards as they are, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission.","Talk to your supervisor's supervisor to see if he supports your attitude about unit fitness and discipline.","You indicated \"D\" was the MOST effective response. The best response was \"A\".","This is a partially effective response since you are trying to address the issue. However, it is not the most effective approach. By going over your supervisor, you are escalating the issue and can cause a rift between you and your supervisor.  The most effective option would be to keep things in-house by showing your Soldiers through your actions what “right” looks like (physical fitness, job performance, and appearance), and enforcing strict disciplinary standards. This will help create a clearer picture for them of what they need to do and make them accountable for achieving those objectives.","You indicated \"D\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective response because going over your supervisor could potentially escalate the issue and can  cause a rift between you and your supervisor. However this is not the least effective approach since you are trying to address the issue. The least effective course of action would be to try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. By accepting the current standards as they are, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission.","Participate in PT every morning, challenge your Soldiers to keep up, and enforce strict disciplinary standards. ","You indicated \"E\" was the MOST effective response. The best response was \"A\". \"E\" is the LEAST effective response. You recieve -1 point.","This is considered to be the most effective course of action.  By setting an example for your Soldiers through your actions and enforcing strict disciplinary standards, they are able to see what they need to do and makes them accountable for achieving those objectives.","You indicated \"E\" was the LEAST effective response. The best response was \"E\".  You earned 1 point.","This course of action is considered to be the most effective course of action. The least effective course of action would be to try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. By accepting the current standards as they are, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission.","Start some new PT activities that your Soldiers might enjoy.","You indicated \"F\" was the MOST effective response. The best response was \"A\".","This is a partially effective response because introducing new PT activities that Soldiers enjoy is a good start in trying to change the culture. However it is not the most effective response since it doesn’t address the relaxed attitude toward the fitness standards. The most effective option would be to set an example for them through your actions by maintaining those standards personally (physical fitness, job performance, appearance) and making sure the unit is held accountable for meeting those standards through strict disciplinary standards.  ","You indicated \"F\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective response since it doesn’t address the relaxed attitude toward the fitness standards. However, this is not the least effective approach to dealing with the situation because introducing new PT activities that Soldiers enjoy is a good start in trying to change the culture. The least effective course of action would be to try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. By accepting the current standards as they are, you are setting an example that could negatively impact your unit’s morale and their ability to accomplish the mission."]

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["SJT Feedback Report"]
["Scenario",null,"Answer","Best Answer","Score"]
["1: Developing Subordinates","MOST Effective Course of Action","D","F",{"$f":"IF(C3=D3, 1,IF(C3=D4, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","D","A",{"$f":"IF(C4=D4, 1,IF(C4=D3, -1,0))","v":0}]
["2: Avoiding Favoritism","MOST Effective Course of Action","C","D",{"$f":"IF(C5=D5, 1,IF(C5=D6, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","C","E",{"$f":"IF(C6=D6, 1,IF(C6=D5, -1,0))","v":0}]
["3: Prioritizing Tasks to Facilitate Mission Accomplishment","MOST Effective Course of Action",null,"D",{"$f":"IF(C7=D7, 1,IF(C7=D8, -1,0))","v":0}]
[null,"LEAST Effective Course of Action",null,"E",{"$f":"IF(C8=D8, 1,IF(C8=D7, -1,0))","v":0}]
["4: Leading and Influencing Subordinates","MOST Effective Course of Action",null,"B",{"$f":"IF(C9=D9, 1,IF(C9=D10, -1,0))","v":0}]
[null,"LEAST Effective Course of Action",null,"F",{"$f":"IF(C10=D10, 1,IF(C10=D9, -1,0))","v":0}]
["5: Facilitating Team Cohesion","MOST Effective Course of Action",null,"C",{"$f":"IF(C11=D11, 1,IF(C11=D12, -1,0))","v":0}]
[null,"LEAST Effective Course of Action",null,"B",{"$f":"IF(C12=D12, 1,IF(C12=D11, -1,0))","v":0}]
["6: Building Effective Teams","MOST Effective Course of Action",null,"C",{"$f":"IF(C13=D13, 1,IF(C13=D14, -1,0))","v":0}]
[null,"LEAST Effective Course of Action",null,"F",{"$f":"IF(C14=D14, 1,IF(C14=D13, -1,0))","v":0}]
["7: Communicating Clearly","MOST Effective Course of Action",null,"B",{"$f":"IF(C15=D15, 1,IF(C15=D16, -1,0))","v":0}]
[null,"LEAST Effective Course of Action",null,"E",{"$f":"IF(C16=D16, 1,IF(C16=D15, -1,0))","v":0}]
["8: Balancing Subordinate Needs with Mission Requirements","MOST Effective Course of Action",null,"D",{"$f":"IF(C17=D17, 1,IF(C17=D18, -1,0))","v":0}]
[null,"LEAST Effective Course of Action",null,"E",{"$f":"IF(C18=D18, 1,IF(C18=D17, -1,0))","v":0}]
["9: Leveraging Principles of Mission Command","MOST Effective Course of Action",null,"B",{"$f":"IF(C19=D19, 1,IF(C19=D20, -1,0))","v":0}]
[null,"LEAST Effective Course of Action",null,"D",{"$f":"IF(C20=D20, 1,IF(C20=D19, -1,0))","v":0}]
["10: Taking Responsibility for Mistakes and Failures when Appropriate","MOST Effective Course of Action",null,"B",{"$f":"IF(C21=D21, 1,IF(C21=D22, -1,0))","v":0}]
[null,"LEAST Effective Course of Action",null,"E",{"$f":"IF(C22=D22, 1,IF(C22=D21, -1,0))","v":0}]
["11: Building Trust (1)","MOST Effective Course of Action",null,"B",{"$f":"IF(C23=D23, 1,IF(C23=D24, -1,0))","v":0}]
[null,"LEAST Effective Course of Action",null,"E",{"$f":"IF(C24=D24, 1,IF(C24=D23, -1,0))","v":0}]
["12: Building Trust (2)","MOST Effective Course of Action",null,"B",{"$f":"IF(C25=D25, 1,IF(C25=D26, -1,0))","v":0}]
[null,"LEAST Effective Course of Action",null,"C",{"$f":"IF(C26=D26, 1,IF(C26=D25, -1,0))","v":0}]
["13: Correcting Unit Conditions that Hinder Trust","MOST Effective Course of Action",null,"B",{"$f":"IF(C27=D27, 1,IF(C27=D28, -1,0))","v":0}]
[null,"LEAST Effective Course of Action",null,"F",{"$f":"IF(C28=D28, 1,IF(C28=D27, -1,0))","v":0}]
["14: Allowing Subordinates to Learn from Mistakes","MOST Effective Course of Action",null,"B",{"$f":"IF(C29=D29, 1,IF(C29=D30, -1,0))","v":0}]
[null,"LEAST Effective Course of Action",null,"C",{"$f":"IF(C30=D30, 1,IF(C30=D29, -1,0))","v":0}]
["15: Leading by Example","MOST Effective Course of Action",null,"A",{"$f":"IF(C31=D31, 1,IF(C31=D32, -1,0))","v":0}]
[null,"LEAST Effective Course of Action",null,"E",{"$f":"IF(C32=D32, 1,IF(C32=D31, -1,0))","v":0}]
[null,null,"Total Score",null,{"$f":"SUM(E3:E32)","v":0}]
["To print these results as a PDF:\n* Go to Print\n* Under Printer, select Adobe PDF\n* Press the Print Button"]
["SJT Scoring "]
["·         Scores in this SJT can range from -30 to 30."]
["·         Selecting the correct MOST effective response = 1 point."]
["·         Selecting the correct LEAST effective response = 1 point."]
["·         Selecting a response that is not considered to be the MOST nor the LEAST effective = 0 points."]
["·         Selecting the MOST effective response as the LEAST effective response = -1 point."]
["·         Selecting the LEAST effective response as the MOST effective response = -1 point."]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A2","v":"Situation 1: Developing Subordinates"}]
[{"$f":"Questions_and_Answers!B2","v":"You are a company commander, and your unit is five months into a 12-month deployment. The current tempo of 24-hour operations is leaving you exhausted, and you notice that you are making mistakes on simple tasks. You feel like you are already overburdening your first sergeant, platoon leaders, platoon sergeants, and senior NCOs. You feel completely overwhelmed. "}]
["Answer A",{"$f":"Questions_and_Answers!$C2","v":"Power through it. You'll recover eventually"}]
["Answer B",{"$f":"Questions_and_Answers!$H2","v":"Take some time to sleep."}]
["Answer C",{"$f":"Questions_and_Answers!$M2","v":"Take time alone each day to plan for the next day and regroup."}]
["Answer D",{"$f":"Questions_and_Answers!$R2","v":"Talk to your battalion commander and ask him for help."}]
["Answer E",{"$f":"Questions_and_Answers!$W2","v":"Review your tasks and activities. Note which work strategies seem to work well and where you seem to get bogged down."}]
["Answer F",{"$f":"Questions_and_Answers!$AB2","v":"Prioritize your tasks and provide developmental experiences to junior officers by delegating more of your work downward."}]
["Most Effective"]
[{"$f":"IF(C3=\"A\", Questions_and_Answers!$D2, IF(C3 = \"B\", Questions_and_Answers!$I2, IF(C3 = \"C\", Questions_and_Answers!$N2, IF(C3 = \"D\", Questions_and_Answers!$S2, IF(C3 = \"E\", Questions_and_Answers!$X2, IF(C3 = \"F\", Questions_and_Answers!$AC2,\"\"))))))","v":"You indicated \"D\" was the MOST effective response. The best response was \"F\"."}]
[{"$f":"IF(C3 =\"A\", Questions_and_Answers!$E2, IF(C4 = \"B\", Questions_and_Answers!$J2, IF(C3 = \"C\", Questions_and_Answers!$O2, IF(C3 = \"D\", Questions_and_Answers!$T2, IF(C3 = \"E\", Questions_and_Answers!$Y2, IF(C3 = \"F\", Questions_and_Answers!$AD2, \"\"))))))","v":"While this is a partially effective response because the battalion commander may assist you in some way, it is not likely, given the high operational tempo and is therefore not considered to be the most effective course of action. The most effective approach would be to prioritize your tasks so you can focus on the most important ones. You can then assign less important tasks to your subordinates as developmental opportunities."}]
["Least Effective"]
[{"$f":"IF(C4=\"A\", Questions_and_Answers!$F2, IF(C4 = \"B\", Questions_and_Answers!$K2, IF(C4 = \"C\", Questions_and_Answers!$P2, IF(C4 = \"D\", Questions_and_Answers!$U2, IF(C4 = \"E\", Questions_and_Answers!$Z2, IF(C4 = \"F\", Questions_and_Answers!$AE2,\"\"))))))","v":"You indicated \"D\" was the LEAST effective response. The best response was \"A\"."}]
[{"$f":"IF(C4=\"A\", Questions_and_Answers!$G2, IF(C4 = \"B\", Questions_and_Answers!$L2, IF(C4 = \"C\", Questions_and_Answers!$Q2, IF(C4 = \"D\", Questions_and_Answers!$V2, IF(C4 = \"E\", Questions_and_Answers!$AA2, IF(C4 = \"F\", Questions_and_Answers!$AF2, \"\"))))))","v":"This course of action is partially ineffective because while the battalion commander may assist you in some way, it is not likely, given the high operational tempo. However, because the commander may be able to assist you in some way, this is not considered to be the least effective course of action.  The least effective course of action in this scenario would be to try to power through it with the expectation that you will recover eventually.  "}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A3","v":"Situation 2: Avoiding Favoritism"}]
[{"$f":"Questions_and_Answers!B3","v":"You are a captain and a member of the battalion staff. Your boss, the battalion Executive Officer, appears to be spending a lot of time with a platoon leader in the battalion, a second lieutenant who is a member of the opposite sex. Just when you convince yourself that nothing is going on, you run into them having dinner together at a restaurant near the unit. You know the Executive Officer is having marital problems and the platoon leader is single."}]
["Answer A",{"$f":"Questions_and_Answers!$C3","v":"Tell the battalion commander about your observations."}]
["Answer B",{"$f":"Questions_and_Answers!$H3","v":"Ask your mentor, a battalion commander of another battalion, for advice on how to handle the situation."}]
["Answer C",{"$f":"Questions_and_Answers!$M3","v":"Share your observations with the platoon leader's commander, who is your friend and peer."}]
["Answer D",{"$f":"Questions_and_Answers!$R3","v":"Tell the Executive Officer about your observations and that you are concerned about unit members' perceptions of perceived favoritism. "}]
["Answer E",{"$f":"Questions_and_Answers!$W3","v":"Raise the situation at staff call, without providing specific names. "}]
["Answer F",{"$f":"Questions_and_Answers!$AB3","v":"Casually speak with the platoon leader about your observations and your concerns with regard to unit perceptions."}]
["Most Effective"]
[{"$f":"IF(C5=\"A\", Questions_and_Answers!$D3, IF(C5 = \"B\", Questions_and_Answers!$I3, IF(C5 = \"C\", Questions_and_Answers!$N3, IF(C5 = \"D\", Questions_and_Answers!$S3, IF(C5 = \"E\", Questions_and_Answers!$X3, IF(C5 = \"F\", Questions_and_Answers!$AC3,\"\"))))))","v":"You indicated \"C\" was the MOST effective response. The best response was \"D\"."}]
[{"$f":"IF(C5 =\"A\", Questions_and_Answers!$E3, IF(C5 = \"B\", Questions_and_Answers!$J3, IF(C5 = \"C\", Questions_and_Answers!$O3, IF(C5 = \"D\", Questions_and_Answers!$T3, IF(C5 = \"E\", Questions_and_Answers!$Y3, IF(C5 = \"F\", Questions_and_Answers!$AD3, \"\"))))))","v":"This option is partially effective. Approaching the platoon leader’s commander could be an effective means of addressing the situation as it is often easier to speak to a peer than a senior about sensitive topics; especially when that person is your boss.  However, the platoon leader does not hold the power in the relationship. Only the battalion XO is in a position of authority to be able to address any perceptions of favoritism and therefore any solution to the problem should be done through him.  In addition, by bringing the platoon leader’s commander into the mix, you are potentially escalating a concern that may or may not be valid. The most effective course of action in this scenario would be to first tell the XO about your observations and that you are concerned about unit members' perceptions of perceived favoritism. "}]
["Least Effective"]
[{"$f":"IF(C6=\"A\", Questions_and_Answers!$F3, IF(C6 = \"B\", Questions_and_Answers!$K3, IF(C6 = \"C\", Questions_and_Answers!$P3, IF(C6 = \"D\", Questions_and_Answers!$U3, IF(C6 = \"E\", Questions_and_Answers!$Z3, IF(C6 = \"F\", Questions_and_Answers!$AE3,\"\"))))))","v":"You indicated \"C\" was the LEAST effective response. The best response was \"E\"."}]
[{"$f":"IF(C6=\"A\", Questions_and_Answers!$G3, IF(C6= \"B\", Questions_and_Answers!$L3, IF(C6 = \"C\", Questions_and_Answers!$Q3, IF(C6 = \"D\", Questions_and_Answers!$V3, IF(C6= \"E\", Questions_and_Answers!$AA3, IF(C6 = \"F\", Questions_and_Answers!$AF3, \"\"))))))","v":"This is a partially ineffective course of action because the platoon leader does not hold the power in the relationship. Only the battalion XO is in a position of authority to be able to address any perceptions of favoritism and therefore any solution to the problem should be done through him.  In addition, by bringing the platoon leader’s commander into the mix, you are potentially escalating a concern that may or may not be valid. It is often easier to speak with a friend and peer about dilemma’s you are experiencing and you could leave names out of the conversation until you discuss your observations with the XO. Therefore this is not considered to be the least effective course of action.  The least effective course of action would be to raise the situation at staff call, without providing specific names. It is your responsibility to ensure that any feedback provided to your senior leader is done in a professional and private manner to minimize any unnecessary attention to the parties involved."}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A4","v":"Situation 3: Prioritizing Tasks to Facilitate Mission Accomplishment"}]
[{"$f":"Questions_and_Answers!B4","v":"Your company is executing its annual training plan to prepare for a rotation at Joint Readiness Training Center (JRTC) in six months. However, the battalion staff has recently issued a number of fragmentary orders (FRAGO) identifying multiple administrative tasks that need to be completed within the next few months. To accomplish the tasks by their respective suspense dates, you will need to re-work your training plan, and there is a strong possibility that your Soldiers will not be fully prepared for JRTC.  "}]
["Answer A",{"$f":"Questions_and_Answers!$C4","v":"Extend the duty day in order to accomplish the extra tasks. Good leadership remains flexible to changing demands."}]
["Answer B",{"$f":"Questions_and_Answers!$H4","v":"Maintain focus on the training plan. Try to address each administrative issue immediately before its deadline."}]
["Answer C",{"$f":"Questions_and_Answers!$M4","v":"Identify which tasks can be incorporated into your training schedule and which ones cannot."}]
["Answer D",{"$f":"Questions_and_Answers!$R4","v":"Speak with the S-3 and Executive Officer about your training plan, and work with them to prioritize which tasks truly need to be completed. "}]
["Answer E",{"$f":"Questions_and_Answers!$W4","v":"Professionally, and with subtlety, tell the battalion commander that your Soldiers will be over-worked by the administrative tasks."}]
["Answer F",{"$f":"Questions_and_Answers!$AB4","v":"Ask the battalion to provide personnel support in order to meet the deadlines."}]
["Most Effective"]
[{"$f":"IF(C7=\"A\", Questions_and_Answers!$D4, IF(C7 = \"B\", Questions_and_Answers!$I4, IF(C7 = \"C\", Questions_and_Answers!$N4, IF(C7 = \"D\", Questions_and_Answers!$S4, IF(C7 = \"E\", Questions_and_Answers!$X4, IF(C7 = \"F\", Questions_and_Answers!$AC4,\"\"))))))","v":""}]
[{"$f":"IF(C7 =\"A\", Questions_and_Answers!$E4, IF(C7 = \"B\", Questions_and_Answers!$J4, IF(C7 = \"C\", Questions_and_Answers!$O4, IF(C7 = \"D\", Questions_and_Answers!$T4, IF(C7= \"E\", Questions_and_Answers!$Y4, IF(C7 = \"F\", Questions_and_Answers!$AD4, \"\"))))))","v":""}]
["Least Effective"]
[{"$f":"IF(C8=\"A\", Questions_and_Answers!$F4, IF(C8 = \"B\", Questions_and_Answers!$K4, IF(C8 = \"C\", Questions_and_Answers!$P4, IF(C8 = \"D\", Questions_and_Answers!$U4, IF(C8 = \"E\", Questions_and_Answers!$Z4, IF(C8 = \"F\", Questions_and_Answers!$AE4,\"\"))))))","v":""}]
[{"$f":"IF(C8=\"A\", Questions_and_Answers!$G4, IF(C8 = \"B\", Questions_and_Answers!$L4, IF(C8 = \"C\", Questions_and_Answers!$Q4, IF(C8 = \"D\", Questions_and_Answers!$V4, IF(C8 = \"E\", Questions_and_Answers!$AA4, IF(C8= \"F\", Questions_and_Answers!$AF4, \"\"))))))","v":""}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A5","v":"Situation 4: Leading and Influencing Subordinates"}]
[{"$f":"Questions_and_Answers!B5","v":"You are conducting mounted patrols within your sector when an improvised explosive device (IED) detonates on the lead vehicle. From your location in the patrol, you cannot see what occurred. Your rear vehicle has also just reported receiving small arms fire. You want to move out of the kill zone, but the lead vehicle is not moving. After a period of no radio contact, the driver of the lead vehicle radios back, cursing and upset, that the passenger and gunner are likely dead."}]
["Answer A",{"$f":"Questions_and_Answers!$C5","v":"Quickly remind the Soldiers that you've done battle drills to prepare for this type of event. They know what to do."}]
["Answer B",{"$f":"Questions_and_Answers!$H5","v":"Ask the lead vehicle driver if he is able to continue driving. Emphasize that you're confident that he can do so."}]
["Answer C",{"$f":"Questions_and_Answers!$M5","v":"Let the lead driver know that he continues to expose the element to danger."}]
["Answer D",{"$f":"Questions_and_Answers!$R5","v":"Yell over the radio to the driver to get his vehicle moving now or there will be other casualties."}]
["Answer E",{"$f":"Questions_and_Answers!$W5","v":"Authorize your gunners to engage any possible IED triggermen or shooters while you determine what to do next."}]
["Answer F",{"$f":"Questions_and_Answers!$AB5","v":"Send someone from your vehicle to determine what has happened in the lead vehicle."}]
["Most Effective"]
[{"$f":"IF(C9=\"A\", Questions_and_Answers!$D5, IF(C9 = \"B\", Questions_and_Answers!$I5, IF(C9 = \"C\", Questions_and_Answers!$N5, IF(C9 = \"D\", Questions_and_Answers!$S5, IF(C9 = \"E\", Questions_and_Answers!$X5, IF(C9 = \"F\", Questions_and_Answers!$AC5,\"\"))))))","v":""}]
[{"$f":"IF(C9 =\"A\", Questions_and_Answers!$E5, IF(C9 = \"B\", Questions_and_Answers!$J5, IF(C9 = \"C\", Questions_and_Answers!$O5, IF(C9 = \"D\", Questions_and_Answers!$T5, IF(C9 = \"E\", Questions_and_Answers!$Y5, IF(C9 = \"F\", Questions_and_Answers!$AD5, \"\"))))))","v":""}]
["Least Effective"]
[{"$f":"IF(C10=\"A\", Questions_and_Answers!$F5, IF(C10 = \"B\", Questions_and_Answers!$K5, IF(C10 = \"C\", Questions_and_Answers!$P5, IF(C10 = \"D\", Questions_and_Answers!$U5, IF(C10 = \"E\", Questions_and_Answers!$Z5, IF(C10 = \"F\", Questions_and_Answers!$AE5,\"\"))))))","v":""}]
[{"$f":"IF(C10=\"A\", Questions_and_Answers!$G5, IF(C10 = \"B\", Questions_and_Answers!$L5, IF(C10 = \"C\", Questions_and_Answers!$Q5, IF(C10 = \"D\", Questions_and_Answers!$V5, IF(C10 = \"E\", Questions_and_Answers!$AA5, IF(C10 = \"F\", Questions_and_Answers!$AF5, \"\"))))))","v":""}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A6","v":"Situation 5: Facilitating Team Cohesion"}]
[{"$f":"Questions_and_Answers!B6","v":"You are a new platoon leader. A private recently assigned to your unit is having trouble fitting in with other Soldiers, does not meet height/weight requirements, and is somewhat awkward in interpersonal communications. However, this soldier has excelled in the technical aspects of his job so far. While walking through the hallway, you overhear two newly-promoted sergeants talking about the private and making fun of his weight and mannerisms. The private is not present, but other junior enlisted Soldiers are nearby and begin laughing. Many of them look at you to see your reaction to the comments.  "}]
["Answer A",{"$f":"Questions_and_Answers!$C6","v":"Reprimand the two sergeants in the hallway in front of the other Soldiers."}]
["Answer B",{"$f":"Questions_and_Answers!$H6","v":"Pretend you did not hear the comments and keep walking"}]
["Answer C",{"$f":"Questions_and_Answers!$M6","v":"Lead the two sergeants to a location out of view of the other Soldiers; once there, explain to them that their new rank comes with new behavioral requirements and expectations, including respecting others and acting professionally at all times"}]
["Answer D",{"$f":"Questions_and_Answers!$R6","v":"Approach the two sergeants' squad leader, explain what you witnessed, and ask her to take corrective action on their behavior."}]
["Answer E",{"$f":"Questions_and_Answers!$W6","v":"Exit the area without acknowledging that you heard the comments. Locate the two sergeants later and privately address your concerns with their conduct."}]
["Answer F",{"$f":"Questions_and_Answers!$AB6","v":"Speak to the private and inform him that his weight and mannerisms are causing other Soldiers to lose respect for him."}]
["Most Effective"]
[{"$f":"IF(C11=\"A\", Questions_and_Answers!$D6, IF(C11 = \"B\", Questions_and_Answers!$I6, IF(C11 = \"C\", Questions_and_Answers!$N6, IF(C11 = \"D\", Questions_and_Answers!$S6, IF(C11 = \"E\", Questions_and_Answers!$X6, IF(C11 = \"F\", Questions_and_Answers!$AC6,\"\"))))))","v":""}]
[{"$f":"IF(C11 =\"A\", Questions_and_Answers!$E6, IF(C11 = \"B\", Questions_and_Answers!$J6, IF(C11 = \"C\", Questions_and_Answers!$O6, IF(C11 = \"D\", Questions_and_Answers!$T6, IF(C11 = \"E\", Questions_and_Answers!$Y6, IF(C11 = \"F\", Questions_and_Answers!$AD6, \"\"))))))","v":""}]
["Least Effective"]
[{"$f":"IF(C12=\"A\", Questions_and_Answers!$F6, IF(C12 = \"B\", Questions_and_Answers!$K6, IF(C12 = \"C\", Questions_and_Answers!$P6, IF(C12 = \"D\", Questions_and_Answers!$U6, IF(C12 = \"E\", Questions_and_Answers!$Z6, IF(C12 = \"F\", Questions_and_Answers!$AE6,\"\"))))))","v":""}]
[{"$f":"IF(C12=\"A\", Questions_and_Answers!$G6, IF(C12 = \"B\", Questions_and_Answers!$L6, IF(C12 = \"C\", Questions_and_Answers!$Q6, IF(C12 = \"D\", Questions_and_Answers!$V6, IF(C12 = \"E\", Questions_and_Answers!$AA6, IF(C12 = \"F\", Questions_and_Answers!$AF6, \"\"))))))","v":""}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A7","v":"Situation 6: Building Effective Teams"}]
[{"$f":"Questions_and_Answers!B7","v":"You are a first lieutenant assigned to a task force to determine information technology (IT) requirements for your battalion. The task force consists of you, two first lieutenants, and a captain acting as chairperson. In addition, you have two NCOs assigned to help. One lieutenant has a fairly strong IT background. You have some relevant IT experience but are not an expert. The captain does not have any relevant IT experience. As you begin your task force activities, it seems apparent that the captain is not providing needed leadership or direction for the group. The problem appears to be a lack of both leadership ability and technical IT knowledge.  "}]
["Answer A",{"$f":"Questions_and_Answers!$C7","v":"Discuss your concerns with others in the group and come to consensus on how to proceed."}]
["Answer B",{"$f":"Questions_and_Answers!$H7","v":"Talk to the captain and tactfully suggest the lieutenant with the strong IT background might be better at leading the group and that perhaps he could serve as senior advisor to the task force."}]
["Answer C",{"$f":"Questions_and_Answers!$M7","v":"Suggest to the captain that he might better use the lieutenant with the IT background by having him take a bigger role in advising the group. "}]
["Answer D",{"$f":"Questions_and_Answers!$R7","v":"Talk to the lieutenant with the IT background and ask him if he would be comfortable in leading the group. If the answer is yes, suggest the two of you go to the captain to make that suggestion."}]
["Answer E",{"$f":"Questions_and_Answers!$W7","v":"Go to the company commander (a more senior captain) and ask for advice about how to handle this situation."}]
["Answer F",{"$f":"Questions_and_Answers!$AB7","v":"Ask one of your NCOs to draft an email outlining your view of the problem. Review the email and send it to the captain. "}]
["Most Effective"]
[{"$f":"IF(C13=\"A\", Questions_and_Answers!$D7, IF(C13 = \"B\", Questions_and_Answers!$I7, IF(C13 = \"C\", Questions_and_Answers!$N7, IF(C13 = \"D\", Questions_and_Answers!$S7, IF(C13 = \"E\", Questions_and_Answers!$X7, IF(C13 = \"F\", Questions_and_Answers!$AC7,\"\"))))))","v":""}]
[{"$f":"IF(C13 =\"A\", Questions_and_Answers!$E7, IF(C13 = \"B\", Questions_and_Answers!$J7, IF(C13 = \"C\", Questions_and_Answers!$O7, IF(C13 = \"D\", Questions_and_Answers!$T7, IF(C13 = \"E\", Questions_and_Answers!$Y7, IF(C13 = \"F\", Questions_and_Answers!$AD7, \"\"))))))","v":""}]
["Least Effective"]
[{"$f":"IF(C14=\"A\", Questions_and_Answers!$F7, IF(C14 = \"B\", Questions_and_Answers!$K7, IF(C14 = \"C\", Questions_and_Answers!$P7, IF(C14 = \"D\", Questions_and_Answers!$U7, IF(C14 = \"E\", Questions_and_Answers!$Z7, IF(C14 = \"F\", Questions_and_Answers!$AE7,\"\"))))))","v":""}]
[{"$f":"IF(C14=\"A\", Questions_and_Answers!$G7, IF(C14 = \"B\", Questions_and_Answers!$L7, IF(C14 = \"C\", Questions_and_Answers!$Q7, IF(C14 = \"D\", Questions_and_Answers!$V7, IF(C14 = \"E\", Questions_and_Answers!$AA7, IF(C14 = \"F\", Questions_and_Answers!$AF7, \"\"))))))","v":""}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A8","v":"Situation 7: Communicating Clearly"}]
[{"$f":"Questions_and_Answers!B8","v":"You’ve just come from a deployed environment where the Soldiers were highly motivated to keep physically fit. You’ve taken over a stateside unit that is doing mostly administrative work. Many Soldiers in your new unit are out of shape and do not have a “combat mentality” about their work. You’ve discussed this with your superior officer, but she recommends that you relax your attitude, as this is a non-combat unit. "}]
["Answer A",{"$f":"Questions_and_Answers!$C8","v":"Try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. "}]
["Answer B",{"$f":"Questions_and_Answers!$H8","v":"Tell the Soldiers in the unit that you'd like them to be more physically fit and take on more of a \"combat\" mindset."}]
["Answer C",{"$f":"Questions_and_Answers!$M8","v":"Speak with the unit NCOs to get their opinions on how fitness standards can be improved"}]
["Answer D",{"$f":"Questions_and_Answers!$R8","v":"Talk to your supervisor's supervisor to see if he supports your attitude about unit fitness and discipline."}]
["Answer E",{"$f":"Questions_and_Answers!$W8","v":"Participate in PT every morning, challenge your Soldiers to keep up, and enforce strict disciplinary standards. "}]
["Answer F",{"$f":"Questions_and_Answers!$AB8","v":"Start some new PT activities that your Soldiers might enjoy."}]
["Most Effective"]
[{"$f":"IF(C15=\"A\", Questions_and_Answers!$D8, IF(C15 = \"B\", Questions_and_Answers!$I8, IF(C15 = \"C\", Questions_and_Answers!$N8, IF(C15 = \"D\", Questions_and_Answers!$S8, IF(C15 = \"E\", Questions_and_Answers!$X8, IF(C15 = \"F\", Questions_and_Answers!$AC8,\"\"))))))","v":""}]
[{"$f":"IF(C15 =\"A\", Questions_and_Answers!$E8, IF(C15 = \"B\", Questions_and_Answers!$J8, IF(C15 = \"C\", Questions_and_Answers!$O8, IF(C15 = \"D\", Questions_and_Answers!$T8, IF(C15= \"E\", Questions_and_Answers!$Y8, IF(C15 = \"F\", Questions_and_Answers!$AD8, \"\"))))))","v":""}]
["Least Effective"]
[{"$f":"IF(C16=\"A\", Questions_and_Answers!$F8, IF(C16 = \"B\", Questions_and_Answers!$K8, IF(C16 = \"C\", Questions_and_Answers!$P8, IF(C16 = \"D\", Questions_and_Answers!$U8, IF(C16 = \"E\", Questions_and_Answers!$Z8, IF(C16 = \"F\", Questions_and_Answers!$AE8,\"\"))))))","v":""}]
[{"$f":"IF(C16=\"A\", Questions_and_Answers!$G8, IF(C16 = \"B\", Questions_and_Answers!$L8, IF(C16 = \"C\", Questions_and_Answers!$Q8, IF(C16 = \"D\", Questions_and_Answers!$V8, IF(C16 = \"E\", Questions_and_Answers!$AA8, IF(C16 = \"F\", Questions_and_Answers!$AF8, \"\"))))))","v":""}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A9","v":"Situation 8: Balancing Subordinate Needs with Mission Requirements"}]
[{"$f":"Questions_and_Answers!B9","v":"You are a company commander. You are hard-charging and see yourself commanding a brigade someday. You work very long hours to make sure that you are successful in your present role and have impressed your superiors. You work your subordinates hard but make it clear that you don't ask anything of them that you don't demand of yourself. You are getting great results, but unit morale has suffered somewhat as a result of workload. Your first sergeant, who is increasingly out of sync with your command philosophy, has been trying to get you to ease up on your Soldiers. "}]
["Answer A",{"$f":"Questions_and_Answers!$C9","v":"Stop work and organize a team-building retreat for your unit to boost morale."}]
["Answer B",{"$f":"Questions_and_Answers!$H9","v":"Have one of your platoon leaders, who has a very good working relationship with the first sergeant, explain your command philosophy to the first sergeant and get him on board."}]
["Answer C",{"$f":"Questions_and_Answers!$M9","v":"Search for information on AKO that will help you improve your leadership skills."}]
["Answer D",{"$f":"Questions_and_Answers!$R9","v":"Obtain feedback from several different sources (e.g., the first sergeant, platoon leaders, other company commanders, and/or the battalion commander) regarding how to improve unit morale without compromising results."}]
["Answer E",{"$f":"Questions_and_Answers!$W9","v":"Continue to focus on doing whatever it takes to get results, even if it means sacrificing unit morale. You do not want to potentially compromise the excellent results you've worked so hard to get, and you expect to be promoted soon anyway."}]
["Answer F",{"$f":"Questions_and_Answers!$AB9","v":"Explain to your first sergeant that you do not demand anything from your Soldiers that you do not demand from yourself. "}]
["Most Effective"]
[{"$f":"IF(C17=\"A\", Questions_and_Answers!$D9, IF(C17 = \"B\", Questions_and_Answers!$I9, IF(C17 = \"C\", Questions_and_Answers!$N9, IF(C17 = \"D\", Questions_and_Answers!$S9, IF(C17 = \"E\", Questions_and_Answers!$X9, IF(C17 = \"F\", Questions_and_Answers!$AC9,\"\"))))))","v":""}]
[{"$f":"IF(C17 =\"A\", Questions_and_Answers!$E9, IF(C17 = \"B\", Questions_and_Answers!$J9, IF(C17 = \"C\", Questions_and_Answers!$O9, IF(C17= \"D\", Questions_and_Answers!$T9, IF(C17 = \"E\", Questions_and_Answers!$Y9, IF(C17= \"F\", Questions_and_Answers!$AD9, \"\"))))))","v":""}]
["Least Effective"]
[{"$f":"IF(C18=\"A\", Questions_and_Answers!$F9, IF(C18 = \"B\", Questions_and_Answers!$K9, IF(C18 = \"C\", Questions_and_Answers!$P9, IF(C18 = \"D\", Questions_and_Answers!$U9, IF(C18 = \"E\", Questions_and_Answers!$Z9, IF(C18 = \"F\", Questions_and_Answers!$AE9,\"\"))))))","v":""}]
[{"$f":"IF(C18=\"A\", Questions_and_Answers!$G9, IF(C18 = \"B\", Questions_and_Answers!$L9, IF(C18 = \"C\", Questions_and_Answers!$Q9, IF(C18 = \"D\", Questions_and_Answers!$V9, IF(C18 = \"E\", Questions_and_Answers!$AA9, IF(C18 = \"F\", Questions_and_Answers!$AF9, \"\"))))))","v":""}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A10","v":"Situation 9: Leveraging Principles of Mission Command"}]
[{"$f":"Questions_and_Answers!B10","v":"You have been company commander for your unit for about two years, and a new first sergeant has been assigned from another brigade. You had an excellent working relationship with your previous first sergeant; you both had similar leadership styles and views, and you worked closely together to create a well-disciplined and effective company. Your new first sergeant has been recently promoted and seems somewhat inexperienced. When he first arrived, you in-briefed the new first sergeant on his responsibilities and your expectations. You’ve recently noticed that he has begun to set his own objectives that are not aligned with your intent as the company commander.  Additionally, he has begun to discuss unit issues with his NCO subordinates rather than with you. Your officers have begun to complain that lately the NCOs are less supportive and there are more discipline problems. You’ve met with the new first sergeant to re-clarify expectations, but he’s uncommunicative and you feel like you are not getting through to him. "}]
["Answer A",{"$f":"Questions_and_Answers!$C10","v":"Put the first sergeant on notice.  Let him know that if he does not follow your guidance you will find a replacement for him."}]
["Answer B",{"$f":"Questions_and_Answers!$H10","v":"Meet with the first sergeant and tell him that he must align with your intent and work with you to set, communicate, and accomplish unit objectives. "}]
["Answer C",{"$f":"Questions_and_Answers!$M10","v":"Meet with all of your officers and senior NCOs, including the first sergeant, and explain that you must all work as a team, through the chain of command, to create a highly effective and motivated unit. Clearly define everyone's role in accomplishing your missions."}]
["Answer D",{"$f":"Questions_and_Answers!$R10","v":"Ask your best platoon sergeant to work closely with the first sergeant to get him up to speed and on board with the way things are done in your unit. "}]
["Answer E",{"$f":"Questions_and_Answers!$W10","v":"Request the first sergeant run all decisions by you for a short probation period."}]
["Answer F",{"$f":"Questions_and_Answers!$AB10","v":"Ask your previous first sergeant for advice on how to work with the new first sergeant."}]
["Most Effective"]
[{"$f":"IF(C19=\"A\", Questions_and_Answers!$D10, IF(C19 = \"B\", Questions_and_Answers!$I10, IF(C19 = \"C\", Questions_and_Answers!$N10, IF(C19 = \"D\", Questions_and_Answers!$S10, IF(C19 = \"E\", Questions_and_Answers!$X10, IF(C19 = \"F\", Questions_and_Answers!$AC10,\"\"))))))","v":""}]
[{"$f":"IF(C19 =\"A\", Questions_and_Answers!$E10, IF(C19 = \"B\", Questions_and_Answers!$J10, IF(C19 = \"C\", Questions_and_Answers!$O10, IF(C19 = \"D\", Questions_and_Answers!$T10, IF(C19 = \"E\", Questions_and_Answers!$Y10, IF(C19 = \"F\", Questions_and_Answers!$AD10, \"\"))))))","v":""}]
["Least Effective"]
[{"$f":"IF(C20=\"A\", Questions_and_Answers!$F10, IF(C20 = \"B\", Questions_and_Answers!$K10, IF(C20 = \"C\", Questions_and_Answers!$P10, IF(C20 = \"D\", Questions_and_Answers!$U10, IF(C20 = \"E\", Questions_and_Answers!$Z10, IF(C20 = \"F\", Questions_and_Answers!$AE10,\"\"))))))","v":""}]
[{"$f":"IF(C20=\"A\", Questions_and_Answers!$G10, IF(C20 = \"B\", Questions_and_Answers!$L10, IF(C20 = \"C\", Questions_and_Answers!$Q10, IF(C20 = \"D\", Questions_and_Answers!$V10, IF(C20 = \"E\", Questions_and_Answers!$AA10, IF(C20 = \"F\", Questions_and_Answers!$AF10, \"\"))))))","v":""}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A11","v":"Situation 10: Taking Responsibility for Mistakes and Failures when Appropriate"}]
[{"$f":"Questions_and_Answers!B11","v":"You have just been placed in charge of your first platoon. You discuss the transition with the platoon sergeant, who informs you that many Soldiers in the platoon were extremely loyal to the outgoing platoon leader and that morale is low as a result of him leaving. Hoping to get off on the right foot, you ask him to gather the platoon at 1300 hours so they can meet you and ask questions. Some last-minute paperwork causes you to lose track of time, and you arrive 20 minutes late to the meeting. Your platoon sergeant pulls you aside and tells you that platoon personnel are unhappy about your tardiness. However, they don't look particularly upset to you. "}]
["Answer A",{"$f":"Questions_and_Answers!$C11","v":"Explain why you were late and apologize to the troops. Tell them you expect punctuality and will try to earn their respect by being more punctual in the future."}]
["Answer B",{"$f":"Questions_and_Answers!$H11","v":"Apologize to the troops for being late and tell them you expect punctuality, both from yourself and from them. Accept responsibility and use this as an opportunity to emphasize the importance of accountability. "}]
["Answer C",{"$f":"Questions_and_Answers!$M11","v":"Proceed as though you were not late. Make it clear to the senior NCO that you did not appreciate him undermining your authority by pulling you aside in front of the troops."}]
["Answer D",{"$f":"Questions_and_Answers!$R11","v":"Deflect attention from your lateness with humor. Then move on to your agenda."}]
["Answer E",{"$f":"Questions_and_Answers!$W11","v":"Explain your lateness by telling the troops that, if any of them ever become officers, they will understand just how difficult things are at your level. "}]
["Answer F",{"$f":"Questions_and_Answers!$AB11","v":"Arrive early to the next briefing to demonstrate your punctuality."}]
["Most Effective"]
[{"$f":"IF(C21=\"A\", Questions_and_Answers!$D11, IF(C21 = \"B\", Questions_and_Answers!$I11, IF(C21 = \"C\", Questions_and_Answers!$N11, IF(C21 = \"D\", Questions_and_Answers!$S11, IF(C21 = \"E\", Questions_and_Answers!$X11, IF(C21 = \"F\", Questions_and_Answers!$AC11,\"\"))))))","v":""}]
[{"$f":"IF(C21 =\"A\", Questions_and_Answers!$E11, IF(C21 = \"B\", Questions_and_Answers!$J11, IF(C21 = \"C\", Questions_and_Answers!$O11, IF(C21 = \"D\", Questions_and_Answers!$T11, IF(C21 = \"E\", Questions_and_Answers!$Y11, IF(C21 = \"F\", Questions_and_Answers!$AD11, \"\"))))))","v":""}]
["Least Effective"]
[{"$f":"IF(C22=\"A\", Questions_and_Answers!$F11, IF(C22 = \"B\", Questions_and_Answers!$K11, IF(C22 = \"C\", Questions_and_Answers!$P11, IF(C22 = \"D\", Questions_and_Answers!$U11, IF(C22 = \"E\", Questions_and_Answers!$Z11, IF(C22 = \"F\", Questions_and_Answers!$AE11,\"\"))))))","v":""}]
[{"$f":"IF(C22=\"A\", Questions_and_Answers!$G11, IF(C22 = \"B\", Questions_and_Answers!$L11, IF(C22 = \"C\", Questions_and_Answers!$Q11, IF(C22 = \"D\", Questions_and_Answers!$V11, IF(C22 = \"E\", Questions_and_Answers!$AA11, IF(C22 = \"F\", Questions_and_Answers!$AF11, \"\"))))))","v":""}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A12","v":"Situation 11: Building Trust (1)"}]
[{"$f":"Questions_and_Answers!B12","v":"You’ve been the commander of a company that has just returned from a 12-month deployment. You’ve just received word that your company will be deploying again to Afghanistan in 12 months. Your Soldiers are anxious to reconnect with their families, and morale is low due to the stress of repeated deployments. You have many great Soldiers, but you fear they’ll opt to leave the Army before Stop Loss takes effect. You know that the upcoming deployment is a high profile one and it will likely lead to a promotion and choice follow-on assignment for you.  "}]
["Answer A",{"$f":"Questions_and_Answers!$C12","v":"Speak with a trusted fellow company commander to help you determine what you should do."}]
["Answer B",{"$f":"Questions_and_Answers!$H12","v":"Tell the Soldiers that they will need to \"suck it up\" for another deployment. "}]
["Answer C",{"$f":"Questions_and_Answers!$M12","v":"Give your Soldiers extra time off so they can reconnect with their families, readjust, and relax."}]
["Answer D",{"$f":"Questions_and_Answers!$R12","v":"Create a plan so that you and your first sergeant can meet with every Soldier in your company over the next several months to address any problems, identify their goals, and develop specific plans to help them meet their goals in the Army."}]
["Answer E",{"$f":"Questions_and_Answers!$W12","v":"Re-double efforts to organize company missions as interesting and challenging work, delegate responsibilities to give Soldiers sense of accomplishment, recognize high level performance, stay involved with Soldiers in need of extra training, and protect their free time. "}]
["Answer F",{"$f":"Questions_and_Answers!$AB12","v":"Ask you Soldiers for input on what training they would like to receive to ensure their readiness for the next deployment. "}]
["Most Effective"]
[{"$f":"IF(C25=\"A\", Questions_and_Answers!$D12, IF(C25 = \"B\", Questions_and_Answers!$I12, IF(C25 = \"C\", Questions_and_Answers!$N12, IF(C25 = \"D\", Questions_and_Answers!$S12, IF(C25 = \"E\", Questions_and_Answers!$X12, IF(C25 = \"F\", Questions_and_Answers!$AC12,\"\"))))))","v":""}]
[{"$f":"IF(C25 =\"A\", Questions_and_Answers!$E12, IF(C26 = \"B\", Questions_and_Answers!$J12, IF(C25 = \"C\", Questions_and_Answers!$O12, IF(C25 = \"D\", Questions_and_Answers!$T12, IF(C25 = \"E\", Questions_and_Answers!$Y12, IF(C25 = \"F\", Questions_and_Answers!$AD12, \"\"))))))","v":""}]
["Least Effective"]
[{"$f":"IF(C26=\"A\", Questions_and_Answers!$F12, IF(C26 = \"B\", Questions_and_Answers!$K12, IF(C26 = \"C\", Questions_and_Answers!$P12, IF(C26 = \"D\", Questions_and_Answers!$U12, IF(C26 = \"E\", Questions_and_Answers!$Z12, IF(C26 = \"F\", Questions_and_Answers!$AE12,\"\"))))))","v":""}]
[{"$f":"IF(C26=\"A\", Questions_and_Answers!$G12, IF(C26 = \"B\", Questions_and_Answers!$L12, IF(C26 = \"C\", Questions_and_Answers!$Q12, IF(C26 = \"D\", Questions_and_Answers!$V12, IF(C26 = \"E\", Questions_and_Answers!$AA12, IF(C26 = \"F\", Questions_and_Answers!$AF12, \"\"))))))","v":""}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A13","v":"Situation 12: Building Trust (2)"}]
[{"$f":"Questions_and_Answers!B13","v":"You are a platoon leader on deployment. For some time now, your platoon has been responsible for the security of a particular neighborhood in your AO, and you’ve finally started to gain the locals’ trust. In what appears to be a leap forward, a local religious leader approaches you with a problem. Unfortunately, the problem involves the behavior of a junior NCO and an enlisted Soldier. According to the religious leader, when the two Soldiers are away from the rest of the platoon, they behave aggressively toward the locals and destroy property.  "}]
["Answer A",{"$f":"Questions_and_Answers!$C13","v":"Confront the Soldiers and tell them that this behavior will not be tolerated."}]
["Answer B",{"$f":"Questions_and_Answers!$H13","v":"Thank the local leader for coming to you with this and tell him you will investigate the matter. "}]
["Answer C",{"$f":"Questions_and_Answers!$M13","v":"Explain to the religious leader that sometimes Soldiers need to blow off steam, especially when deployed and there was no real damage had been done. "}]
["Answer D",{"$f":"Questions_and_Answers!$R13","v":"Explain the situation to your senior NCO and ask him to investigate the issue."}]
["Answer E",{"$f":"Questions_and_Answers!$W13","v":"Assign another NCO to accompany the two Soldiers when they are out on patrol."}]
["Answer F",{"$f":"Questions_and_Answers!$AB13","v":"Gather the platoon for a discussion about proper Soldier conduct and the implications of their actions."}]
["Most Effective"]
[{"$f":"IF(C27=\"A\", Questions_and_Answers!$D13, IF(C27 = \"B\", Questions_and_Answers!$I13, IF(C27 = \"C\", Questions_and_Answers!$N13, IF(C27 = \"D\", Questions_and_Answers!$S13, IF(C27 = \"E\", Questions_and_Answers!$X13, IF(C27 = \"F\", Questions_and_Answers!$AC13,\"\"))))))","v":""}]
[{"$f":"IF(C27=\"A\", Questions_and_Answers!$E13, IF(C27 = \"B\", Questions_and_Answers!$J13, IF(C27 = \"C\", Questions_and_Answers!$O13, IF(C27 = \"D\", Questions_and_Answers!$T13, IF(C27 = \"E\", Questions_and_Answers!$Y13, IF(C27 = \"F\", Questions_and_Answers!$AD13, \"\"))))))","v":""}]
["Least Effective"]
[{"$f":"IF(C28=\"A\", Questions_and_Answers!$F13, IF(C28 = \"B\", Questions_and_Answers!$K13, IF(C28 = \"C\", Questions_and_Answers!$P13, IF(C28 = \"D\", Questions_and_Answers!$U13, IF(C28 = \"E\", Questions_and_Answers!$Z13, IF(C28 = \"F\", Questions_and_Answers!$AE13,\"\"))))))","v":""}]
[{"$f":"IF(C28=\"A\", Questions_and_Answers!$G13, IF(C28 = \"B\", Questions_and_Answers!$L13, IF(C28 = \"C\", Questions_and_Answers!$Q13, IF(C28 = \"D\", Questions_and_Answers!$V13, IF(C28 = \"E\", Questions_and_Answers!$AA13, IF(C28= \"F\", Questions_and_Answers!$AF13, \"\"))))))","v":""}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A14","v":"Situation 13: Correcting Unit Conditions that Hinder Trust"}]
[{"$f":"Questions_and_Answers!B14","v":"You are a captain on a battalion staff, and one of your first lieutenants is constantly berating enlisted personnel for perceived infractions. Because of his behavior, morale has dropped considerably, both in his section and throughout the headquarters’ company. You’ve spoken to him about his behavior on a number of occasions, and you have even resorted to counseling him. After the counseling session, the lieutenant modified his behavior for about a week, but then the berating continued. Aside from this behavior, the lieutenant is very knowledgeable, and the battalion and Brigade commanders think highly of him.  "}]
["Answer A",{"$f":"Questions_and_Answers!$C14","v":"Request a transfer to move the lieutenant to another battalion."}]
["Answer B",{"$f":"Questions_and_Answers!$H14","v":"Tell the battalion commander that the Brigade commander needs to intervene or the lieutenant will have a failed career. "}]
["Answer C",{"$f":"Questions_and_Answers!$M14","v":"Note the lieutenant's behavior on his OER and see what the battalion commander does."}]
["Answer D",{"$f":"Questions_and_Answers!$R14","v":"Tell the troops to \"suck it up.\" This is the Army; they should be thicker skinned."}]
["Answer E",{"$f":"Questions_and_Answers!$W14","v":"Contact the base chaplain to determine what counseling services are available. Recommend that the lieutenant make an appointment."}]
["Answer F",{"$f":"Questions_and_Answers!$AB14","v":"Continue to formally counsel the lieutenant. Indicate that his job performance is not meeting stated objectives and that these deficiencies will be included on his OER and may impact promotion. "}]
["Most Effective"]
[{"$f":"IF(C29=\"A\", Questions_and_Answers!$D14, IF(C29 = \"B\", Questions_and_Answers!$I14, IF(C29 = \"C\", Questions_and_Answers!$N14, IF(C29 = \"D\", Questions_and_Answers!$S14, IF(C29 = \"E\", Questions_and_Answers!$X14, IF(C29 = \"F\", Questions_and_Answers!$AC14,\"\"))))))","v":""}]
[{"$f":"IF(C29 =\"A\", Questions_and_Answers!$E14, IF(C29 = \"B\", Questions_and_Answers!$J14, IF(C29 = \"C\", Questions_and_Answers!$O14, IF(C29 = \"D\", Questions_and_Answers!$T14, IF(C29 = \"E\", Questions_and_Answers!$Y14, IF(C29 = \"F\", Questions_and_Answers!$AD14, \"\"))))))","v":""}]
["Least Effective"]
[{"$f":"IF(C30=\"A\", Questions_and_Answers!$F14, IF(C30= \"B\", Questions_and_Answers!$K14, IF(C30 = \"C\", Questions_and_Answers!$P14, IF(C30 = \"D\", Questions_and_Answers!$U14, IF(C30 = \"E\", Questions_and_Answers!$Z14, IF(C30 = \"F\", Questions_and_Answers!$AE14,\"\"))))))","v":""}]
[{"$f":"IF(C30=\"A\", Questions_and_Answers!$G14, IF(C30 = \"B\", Questions_and_Answers!$L14, IF(C30 = \"C\", Questions_and_Answers!$Q14, IF(C30 = \"D\", Questions_and_Answers!$V14, IF(C30 = \"E\", Questions_and_Answers!$AA14, IF(C30 = \"F\", Questions_and_Answers!$AF14, \"\"))))))","v":""}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A15","v":"Situation 14: Allowing Subordinates to Learn from Mistakes"}]
[{"$f":"Questions_and_Answers!B15","v":"Your Soldiers are practicing convoy operations as part of train-up for deployment. During the training exercise, the 3rd platoon leader has an improvised explosive device (IED) detonate on the first vehicle of his element. In the immediate confusion, the second vehicle accelerates and tries to push through the kill zone, only to rear-end the lead vehicle. No one is injured, but both vehicles sustained damage.  "}]
["Answer A",{"$f":"Questions_and_Answers!$C15","v":"Stop the exercise immediately, and emphasize to the Soldiers that lives could have been lost, had it been a real-world event."}]
["Answer B",{"$f":"Questions_and_Answers!$H15","v":"Ensure that the platoon leader receives a statement of charges"}]
["Answer C",{"$f":"Questions_and_Answers!$M15","v":"During the after action review (AAR), point out that while mistakes were made, lessons can be learned from this event. "}]
["Answer D",{"$f":"Questions_and_Answers!$R15","v":"Immediately swap out the platoon leader with the platoon sergeant for the next lane."}]
["Answer E",{"$f":"Questions_and_Answers!$W15","v":"Say nothing on the spot, but sternly point out the mistakes to the lieutenant in private."}]
["Answer F",{"$f":"Questions_and_Answers!$AB15","v":"Provide on-the-spot corrections of the mistakes made."}]
["Most Effective"]
[{"$f":"IF(C31=\"A\", Questions_and_Answers!$D15, IF(C31 = \"B\", Questions_and_Answers!$I15, IF(C31 = \"C\", Questions_and_Answers!$N15, IF(C31 = \"D\", Questions_and_Answers!$S15, IF(C31 = \"E\", Questions_and_Answers!$X15, IF(C31 = \"F\", Questions_and_Answers!$AC15,\"\"))))))","v":""}]
[{"$f":"IF(C31 =\"A\", Questions_and_Answers!$E15, IF(C31 = \"B\", Questions_and_Answers!$J15, IF(C31 = \"C\", Questions_and_Answers!$O15, IF(C31 = \"D\", Questions_and_Answers!$T15, IF(C31 = \"E\", Questions_and_Answers!$Y15, IF(C31 = \"F\", Questions_and_Answers!$AD15, \"\"))))))","v":""}]
["Least Effective"]
[{"$f":"IF(C32=\"A\", Questions_and_Answers!$F15, IF(C32= \"B\", Questions_and_Answers!$K15, IF(C32 = \"C\", Questions_and_Answers!$P15, IF(C32 = \"D\", Questions_and_Answers!$U15, IF(C32 = \"E\", Questions_and_Answers!$Z15, IF(C32 = \"F\", Questions_and_Answers!$AE15,\"\"))))))","v":""}]
[{"$f":"IF(C32=\"A\", Questions_and_Answers!$G15, IF(C32 = \"B\", Questions_and_Answers!$L15, IF(C32 = \"C\", Questions_and_Answers!$Q15, IF(C32 = \"D\", Questions_and_Answers!$V15, IF(C32 = \"E\", Questions_and_Answers!$AA15, IF(C32 = \"F\", Questions_and_Answers!$AF15, \"\"))))))","v":""}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A16","v":"Situation 15: Leading by Example"}]
[{"$f":"Questions_and_Answers!B16","v":"You’ve just come from a deployed environment where the Soldiers were highly motivated to keep physically fit. You’ve taken over a stateside unit that is doing mostly administrative work. Many Soldiers in your new unit are out of shape and do not have a “combat mentality” about their work. You’ve discussed this with your superior officer, but she recommends that you relax your attitude, as this is a non-combat unit. "}]
["Answer A",{"$f":"Questions_and_Answers!$C16","v":"Try to change your attitude to become more relaxed regarding fitness and work standards in the new unit. "}]
["Answer B",{"$f":"Questions_and_Answers!$H16","v":"Tell the Soldiers in the unit that you'd like them to be more physically fit and take on more of a \"combat\" mindset."}]
["Answer C",{"$f":"Questions_and_Answers!$M16","v":"Speak with the unit NCOs to get their opinions on how fitness standards can be improved."}]
["Answer D",{"$f":"Questions_and_Answers!$R16","v":"Talk to your supervisor's supervisor to see if he supports your attitude about unit fitness and discipline."}]
["Answer E",{"$f":"Questions_and_Answers!$W16","v":"Participate in PT every morning, challenge your Soldiers to keep up, and enforce strict disciplinary standards. "}]
["Answer F",{"$f":"Questions_and_Answers!$AB16","v":"Start some new PT activities that your Soldiers might enjoy."}]
["Most Effective"]
[{"$f":"IF(C31=\"A\", Questions_and_Answers!$D16, IF(C31 = \"B\", Questions_and_Answers!$I16, IF(C31 = \"C\", Questions_and_Answers!$N16, IF(C31 = \"D\", Questions_and_Answers!$S16, IF(C31 = \"E\", Questions_and_Answers!$X16, IF(C31 = \"F\", Questions_and_Answers!$AC16,\"\"))))))","v":""}]
[{"$f":"IF(C31 =\"A\", Questions_and_Answers!$E16, IF(C31 = \"B\", Questions_and_Answers!$J16, IF(C31 = \"C\", Questions_and_Answers!$O16, IF(C31 = \"D\", Questions_and_Answers!$T16, IF(C31 = \"E\", Questions_and_Answers!$Y16, IF(C31 = \"F\", Questions_and_Answers!$AD16, \"\"))))))","v":""}]
["Least Effective"]
[{"$f":"IF(C32=\"A\", Questions_and_Answers!$F16, IF(C32 = \"B\", Questions_and_Answers!$K16, IF(C32 = \"C\", Questions_and_Answers!$P16, IF(C32 = \"D\", Questions_and_Answers!$U16, IF(C32 = \"E\", Questions_and_Answers!$Z16, IF(C32 = \"F\", Questions_and_Answers!$AE16,\"\"))))))","v":""}]
[{"$f":"IF(C32=\"A\", Questions_and_Answers!$G16, IF(C32= \"B\", Questions_and_Answers!$L16, IF(C32 = \"C\", Questions_and_Answers!$Q16, IF(C32 = \"D\", Questions_and_Answers!$V16, IF(C32 = \"E\", Questions_and_Answers!$AA16, IF(C32 = \"F\", Questions_and_Answers!$AF16, \"\"))))))","v":""}]