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[null,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.  "]
[]
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[null,null,"To access and run the tool:"]
[null,null,"1.       “Enable Content” if prompted to do so.  "]
[null,null,"2.       Click the “Start Test” button to begin."]
[null,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: Avoiding Favoritism","You are a newly promoted staff sergeant and assigned as a squad leader. You notice your platoon sergeant appears to be spending a lot of time with another squad leader in the platoon, 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 post. You know the platoon sergeant is having marital problems and that the squad leader is single. You are worried about how this will be perceived by other members of the unit. ","Go to the first sergeant and tell him about your observations.","You indicated \"A\" was the MOST effective response. The best response was \"D\".","This is a partially effective response because the first sergeant should be made aware of any inappropriate relationships in the unit.  Although approaching the first sergeant about your observations was considered by other leaders to be an effective approach to the situation, it was not considered the most effective response.  By involving the first sergeant, you are acting on an assumption that may or may not be valid.  While it appears to you that there may be an improper relationship between the platoon sergeant and the squad leader, suspicion is not proof, and given the platoon sergeant’s current marital problems, this might only worsen an already difficult, personal situation.  The most effective course of action would be to discuss your concerns with the platoon sergeant directly so that he is aware of them and how his interactions may be impacting the platoon’s morale, performance, and motivation.   ","You indicated \"A\" was the LEAST effective response. The best response was \"E\".","This response is considered to be partially ineffective because you are avoiding the problem which will not help you develop as a subordinate leader. However, because the first sergeant should be made aware of inappropriate relationships in the unit, this is not considered to be the least effective course of action.   The least effective course of action would be to raise the situation during sergeant’s time, without providing specific names. This option avoids dealing directly with the problem and presents your concerns in an ambiguous way, such that the platoon sergeant and squad leader might not even recognize that their interactions are being referenced.","Go to the platoon leader and tell him about your observations.","You indicated \"B\" was the MOST effective response. The best response was \"D\".","This is a partially effective response, because approaching the platoon leader about your observations could be an effective course of action. However, you are avoiding the problem which detracts from your development as a subordinate leader. The most effective course of action would be to discuss your observations directly with the platoon sergeant so that he is aware of your concerns and how his interactions may be impacting the platoon’s morale, performance, and motivation.","You indicated \"B\" was the LEAST effective response. The best response was \"E\".","This option is considered to be partially ineffective because you are not addressing the problem. This option is not the least effective action a leader could take under these circumstances because if your assumptions are true, it is important to inform him about how his actions are impacting and perceived by others in the unit.  The least effective course of action would be to raise the situation during sergeant’s time, without providing specific names. This option avoids dealing directly with the problem and presents your concerns in an ambiguous way, such that the platoon sergeant and squad leader might not even recognize that their interactions are being referenced.","Ask your mentor, a senior NCO in another unit, for advice on how to handle the situation.","You indicated \"C\" was the MOST effective response. The best response was \"D\".","This is a partially effective response because going outside your immediate command structure for advice may give you an effective solution from a more experienced NCO, while avoiding causing problems directly within the unit however this is not considered the most effective response. The most effective course of action would be to discuss your concerns directly with the platoon sergeant.  As a squad leader you should be frank and honest with your platoon sergeant when he makes decisions that could impact the unit in a negative way.","You indicated \"C\" was the LEAST effective response. The best response was \"E\".","This response is considered to be partially ineffective because observations of the platoon sergeant’s interactions with the squad leader could be perceived by the rest of the platoon as favoritism which if not addressed directly could lead to morale, performance, and motivational problems. However, seeking advice from outside your unit may yield insight into a solution without causing problems directly within your unit.  The least effective course of action would be to raise the situation during sergeant’s time, without providing specific names. This option avoids dealing directly with the problem and presents your concerns in an ambiguous way, such that the platoon sergeant and squad leader might not even recognize that their interactions are being referenced.","Tell the platoon sergeant about your observations and that you are concerned about unit members’ perceptions (e.g., perceived favoritism).","You indicated \"D\" was the MOST effective response. The best response was \"D\". You earned 1 point.","This is considered to be the most effective course of action for this scenario. As a subordinate leader, you have to provide clear and candid feedback to your superiors when they engage in behavior that could result in unintended negative consequences for the unit. In this case, you observed the platoon sergeant interacting with a squad leader in a manner that could be perceived by other Soldiers as favoritism, which in turn could lead to morale, performance, and motivational issues.  It is important that you tell the platoon sergeant that your concern is to bring to his attention to the well-being of the unit.","You indicated \"D\" was the LEAST effective response. The best response was \"E\". \"D\" is actually the MOST effective response. You recieve -1 point.","This response is actually considered to be the most effective approach in this scenario.  As a subordinate leader, you should provide clear and candid feedback to your immediate superiors when they engage in behavior that could have unintended negative consequences for the unit. In this case, you observed the platoon sergeant interacting with a squad leader in a manner that could be perceived by other Soldiers as favoritism, which in turn could lead to morale, performance, and motivational issues. The least effective course of action would be to raise the situation during sergeant’s time, without providing specific names. This option avoids dealing directly with the problem and presents your concerns in an ambiguous way, such that the platoon sergeant and squad leader might not even recognize that their interactions are being referenced.","Raise the situation during sergeant’s time, without providing specific names.","You indicated \"E\" was the MOST effective response. The best response was \"D\". \"E\" is actually the LEAST effective response. You recieve -1 point.","This is actually considered to be the least effective course of action in this scenario.  By raising the issue in a public and ambiguous manner, you avoid dealing with the problem directly. Presenting your concerns in an unclear way is not likely to be effective. The platoon sergeant and squad leader may or may not realize your intent in addressing their behavior.  The most effective course of action would be to discuss the issue directly with your platoon sergeant in a professional and private manner 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 option is considered to be the least effective course of action for this scenario. This response avoids dealing directly with the problem and presents your concerns in an ambiguous way, such that the platoon sergeant and squad leader might not recognize that their interactions are being referenced.  ","Casually speak with the squad leader in question about your observations and your concerns with regard to unit perceptions.","You indicated \"F\" was the MOST effective response. The best response was \"D\".","While this is not the most effective course of action, approaching your fellow squad leader about the issue could be an effective way of addressing the situation given it is often easier to speak with a peer, rather than superior The most effective solution would be to discuss the issue directly with your platoon sergeant in a professional and private manner to minimize any unnecessary attention to the parties involved. ","You indicated \"F\" was the LEAST effective response. The best response was \"E\".","This option was not considered to be the least effective action.  The least effective course of action would be to raise the situation during sergeant’s time, without providing specific names. This option avoids dealing directly with the problem and presents your concerns in an ambiguous way, such that the platoon sergeant and squad leader might not even recognize that their interactions are being referenced."]
["Situation 2: Facilitating Team Cohesion","You have been a platoon sergeant in your unit for about two years. A new platoon leader has been assigned. You had an excellent working relationship with your previous platoon leader; you had similar leadership styles and views, and you worked closely together to create a well-disciplined and effective unit. Your new platoon leader is somewhat inexperienced. When he first arrived, you in-briefed the new platoon leader on the unit, its strengths and weaknesses, and its experiences over the past few years. You’ve recently noticed that he has begun to set objectives and direct Soldiers without input from you or the other NCOs. Your squad leaders have begun to complain that the platoon leader is micro-managing, that tasks are not being distributed fairly, unit cohesion is decreasing and that there are more discipline problems. You’ve met with the new platoon leader to share your concerns about the unit, but he doesn’t appear to be listening and you feel like you are not getting through to him.","Meet with the platoon leader; tell him how well you worked with the previous platoon leader and that you hope the two of you can have the same kind of relationship. Explain that you are concerned about the platoon’s cohesion and performance.","You indicated \"A\" was the MOST effective response. The best response was \"F\".","This is a partially effective response because it is a positive attempt to start a conversation with the platoon leader. However, this was not considered the most effective course of action. Your first attempt to meet with the platoon leader was not successful, meeting with him again will probably not solve your problem. The most effective course of action would be to ask the platoon leader to clarify his expectations for you and the platoon. By asking the platoon leader to clarify and reiterate his expectations, you are signaling to the platoon leader that you support his objectives while also gaining additional clarity on what needs to be achieved.  Once you understand his goals, you can leverage your experience to provide specific input on how those goals can best be achieved. ","You indicated \"A\" was the LEAST effective response. The best response was \"D\".","This response is considered to be partially ineffective, because the platoon leader was not receptive in your previous meeting. Meeting with him again to discuss your concerns would probably not solve your problem.  However, this is not viewed as the least effective response because it is a positive attempt to start a conversation with the platoon leader.  The least effective course of action would be to accept that not all working relationships will be as good as the one you had with the previous platoon leader and to continue to perform your duties.","Meet with your squad leaders and explain that you must all work as a team to create a highly effective and motivated unit. Work with them to develop a plan of action to address the discipline problems.","You indicated \"B\" was the MOST effective response. The best response was \"F\".","This is a partially effective response because it reflects a proactive measure to address a near-term problem. This is not considered the most effective option because it leaves the platoon leader out of the loop.  Leaving the platoon leader out of the decision making process is problematic as he may have important information that contributes to his decision to do things the way he is. This can also cause distrust and conflict between the two of you. The most effective course of action would be to ask the platoon leader to clarify his expectations for you and the platoon. By asking the platoon leader to clarify and reiterate his expectations, you are signaling to the platoon leader that you support his objectives while also gaining additional clarity on what needs to be achieved.  Once you understand his goals, you can leverage your experience to provide specific input on how those goals can best be achieved.","You indicated \"B\" was the LEAST effective response. The best response was \"D\".","This is a partially ineffective course of action because it leaves the platoon leader out of the decision making process. Doing so could create new problems with cohesion in the future. While this approach is somewhat ineffective, it does reflect a proactive measure to address a near-term problem, so it is not considered to be the least effective course of action.  The least effective course of action would be to accept that not all working relationships will be as good as the one you had with the previous platoon leader and to continue to perform your duties.","Talk to the first sergeant about your concerns and ask for advice.","You indicated \"C\" was the MOST effective response. The best response was \"F\".","This is considered to be a partially effective response, because you can learn a lot from speaking with experienced senior leaders. However, each situation is unique and just because your first sergeant experienced success in the past doesn’t mean that his solution will work for you. The most effective course of action would be to ask the platoon leader to clarify his expectations for you and the platoon. By asking the platoon leader to clarify and reiterate his expectations, you are signaling to the platoon leader that you support his objectives while also gaining additional clarity on what needs to be achieved.  Once you understand his goals, you can leverage your experience to provide specific input on how those goals can best be achieved.","You indicated \"C\" was the LEAST effective response. The best response was \"D\".","This approach is considered to be partially ineffective because you are avoiding working with the platoon leader directly.  However, seeking advice from a senior NCO is often a good way to begin solving problems. You may gain insights from your first sergeant regarding how to interact with the platoon leader moving forward. Therefore, this is not considered to be the least effective course of action. The least effective course of action would be to accept that not all working relationships will be as good as the one you had with the previous platoon leader and to continue to perform your duties.","Accept that not all working relationships will be as good as the one you had with the previous platoon leader.  Continue to perform your duties as best you can.","You indicated \"D\" was the MOST effective response. The best response was \"F\". \"D\" is actually the LEAST effective response. You recieve -1 point.","This is actually considered to be the least effective course of action in this scenario.  This option represents inaction and could lead you to become content with poor unit performance and cohesion.  There is no expectation that working relationships or unit cohesion will improve. The most effective course of action would be to ask the platoon leader to clarify his expectations for you and the platoon. By asking the platoon leader to clarify and reiterate his expectations, you are signaling to the platoon leader that you support his objectives while also gaining additional clarity on what needs to be achieved.  Once you understand his goals, you can leverage your experience to provide specific input on how those goals can best be achieved.","You indicated \"D\" was the LEAST effective response. The best response was \"D\". You earned 1 point.","This option is considered to be the least effective course of action for this scenario.  This response represents inaction with regard to the problems the platoon is experiencing. Furthermore, this action could lead you to become content with poor unit performance and cohesion. If you do nothing, it is likely that the platoon leader will continue to lead the platoon as he is, and there is no expectation that working relationships will improve. ","Ask the platoon leader to provide his rationale for specific actions that do not seem appropriate.","You indicated \"E\" was the MOST effective response. The best response was \"F\".","This is a partially effective approach as it is an opportunity for you to develop your understanding of the factors that are influencing the platoon leader’s decisions. However, this will not likely help you to solve the cohesion and discipline problems that exist, and thus is not the most effective approach.   The most effective course of action would be to ask the platoon leader to clarify his expectations for you and the platoon. By asking the platoon leader to clarify and reiterate his expectations, you are signaling to the platoon leader that you support his objectives while also gaining additional clarity on what needs to be achieved.  Once you understand his goals, you can leverage your experience to provide specific input on how those goals can best be achieved.","You indicated \"E\" was the LEAST effective response. The best response was \"D\".","This action is partially ineffective because it does not address the platoon leader’s behavior or improve your working relationship with him. In addition, the platoon leader could perceive your actions as being critical of his leadership. However, this course of action may help you understand the platoon leader’s thought process and what is driving his actions. Thus, this is not considered to be the least effective course of action.  The least effective course of action would be to accept that not all working relationships will be as good as the one you had with the previous platoon leader and to continue to perform your duties.","Ask the platoon leader to clarify his expectations for you and the platoon. Request that you work together to develop a plan for achieving his objectives that takes into account the platoon’s skills and history.","You indicated \"F\" was the MOST effective response. The best response was \"F\". You earned 1 point.","This is considered to be the most effective course of action for this scenario. By asking the platoon leader to clarify and reiterate his expectations, you are signaling to the platoon leader that you support his objectives while simultaneously gaining additional clarity on what needs to be achieved.  Once you understand his goals, you can leverage your experience to provide specific input on how those goals can best be achieved. In addition, you are acting within your duties as a subordinate leader by requesting clarification from the platoon leader as to his expectations for you and the platoon.  ","You indicated \"F\" was the LEAST effective response. The best response was \"D\". \"F\" is actually the MOST effective response. You recieve -1 point.","This is actually considered to be the most effective course of action in this scenario. By asking for clarity on his expectations, you are signaling to the platoon leader that you are motivated to support his objectives by gaining clarity on what you and the platoon need to achieve.  Once you have a better understanding of the platoon leader’s goals, you may be able to offer specific guidance as to how those goals can best be achieved. The least effective course of action would be to accept that not all working relationships will be as good as the one you had with the previous platoon leader and to continue to perform your duties"]
["Situation 3: Setting Appropriate Priorities","Your unit recently returned from deployment, and most of the Soldiers are burned out from the hectic pace. In garrison, the focus is on equipment maintenance, gathering lessons learned, and determining how tactics may need to change based upon mission success. As platoon sergeant, you’ve been tasked to determine the most critical training needs.","Gather your platoon for an open discussion of training needs.","You indicated \"A\" was the MOST effective response. The best response was \"D\"."," This is a partially effective response because it shows that you value the input and opinions of all of your platoon members.  However, this is not considered to be the most effective course of action because you need to determine the most critical training needs in light of the platoon’s current resources and time available. The most effective course of action in this situation is to work with the platoon leader to develop the training requirements. The platoon leader will have a better idea of how the training needs should be prioritized. ","You indicated \"A\" was the LEAST effective response. The best response was \"B\".","This response is considered to be partially ineffective because it is only a partial solution toward determining the platoon’s training needs. This is not the least effective course of action because it does show that you value the input and opinions of all of your platoon members. The least effective course of action would be to develop a survey on training needs and have each Soldier in the platoon fill it out. Giving a survey distances you from your platoon members and prevents an open dialogue on training needs. ","Develop a survey regarding training needs and have each Soldier in the platoon fill it out.","You indicated \"B\" was the MOST effective response. The best response was \"D\". \"B\" is actually the LEAST effective response. You recieve -1 point.","This is actually considered to be the least effective course of action in this scenario. Giving a survey distances you from your platoon members and prevents an open dialogue that is useful for capturing lessons learned from the previous deployment and using those to identify training needs.  The survey may just become another task for your Soldiers to complete and will limit their ability to provide rich input in-context.  In addition, this may send the wrong message to your Soldiers that you and the platoon leader do not value their insights. The most effective course of action in this situation is to work with the platoon leader to develop the training requirements. The platoon leader will have a better idea of how the training needs should be prioritized.","You indicated \"B\" was the LEAST effective response. The best response was \"B\". You earned 1 point.","This option is considered to be the least effective course of action for this scenario.  Giving a survey distances you from your platoon members and prevents an open dialogue that is useful for capturing the lessons learned from the previous deployment and using those to identify training needs.  The survey may just become another task for your Soldiers to complete and will limit their ability to provide rich input in-context.  In addition, this may send the wrong message to your Soldiers that you and the platoon leader do not value their insights. ","Determine training needs based on your observations during the deployment.","You indicated \"C\" was the MOST effective response. The best response was \"D\".","This is a partially effective response because your observations are important and plays an important role in determining training needs. However, it is likely that other platoon members have additional ideas they can contribute and you should try to seek their input. The most effective course of action in this situation is to work with the platoon leader to develop the training requirements. The platoon leader will have a better idea of how the training needs should be prioritized.","You indicated \"C\" was the LEAST effective response. The best response was \"B\".","This is a partially ineffective response because it results in decisions that are made unilaterally and without input from others. Other platoon members likely have important ideas and lessons learned that should be considered when determining the training needs for the platoon. However, this is not the least effective response because you are using your experience and first-hand observations to identify potential training needs. The least effective course of action would be to develop a survey on training needs and have each Soldier in the platoon fill it out. Giving a survey distances you from your platoon members and prevents an open dialogue on training needs.","Work with the platoon leader to develop the training requirements.","You indicated \"D\" was the MOST effective response. The best response was \"D\". You earned 1 point.","This is considered to be the most effective course of action for this scenario. You may seek input from other platoon members and consider your own observations in determining training needs, but ultimately, you need to work with the platoon leader to combine these inputs and consider any practical limitations that may force the platoon to prioritize which training will be completed. The platoon leader will have an understanding of the available resources and he should have input into decisions regarding what the platoon’s critical training needs. ","You indicated \"D\" was the LEAST effective response. The best response was \"B\". \"D\" is actually the MOST effective response. You recieve -1 point.","This is actually considered to be the most effective course of action in this scenario. Ultimately, you need to work with the platoon leader to combine any input from other platoon members and consideration of your own observations in determining training needs.  The platoon leader will have an understanding of the available resources and he should have input into decisions regarding what the platoon’s critical training needs should be.  The least effective course of action would be to develop a survey on training needs and have each Soldier in the platoon fill it out. Giving a survey distances you from your platoon members and prevents an open dialogue on training needs.","Ask your first sergeant about training requirements.","You indicated \"E\" was the MOST effective response. The best response was \"D\". ","This is a partially effective response since it is considered a positive action to seek advice from your senior leaders. Your first sergeant may be able to offer some suggestions but will not have the same perspective of your platoon’s training needs as you or the platoon members. Because of this, this course of action is not considered to be the most effective course of action in this situation. The most effective course of action in this situation is to work with the platoon leader to develop the training requirements. The platoon leader will have a better idea of how the training needs should be prioritized.","You indicated \"E\" was the LEAST effective response. The best response was \"B\".","This response is considered to be partially ineffective since your first sergeant will not have the same perspective of your platoon’s training needs as you or the platoon members. However, this is not the least effective course of action because you are seeking input from a senior leader. The least effective course of action would be to develop a survey on training needs and have each Soldier in the platoon fill it out. Giving a survey distances you from your platoon members and prevents an open dialogue on training needs. ","Review the unit METL and platoon battle tasks to determine if your training needs to be altered.","You indicated \"F\" was the MOST effective response. The best response was \"D\". ","This is a partially effective response because you are considering how previous training plans need to be updated or changed. However, this is not the most effective course of action because you should involve others in the decision process to consider lessons learned from the recent deployment to determine how to modify the platoon’s training. The most effective course of action in this situation is to work with the platoon leader to develop the training requirements. The platoon leader will have a better idea of how the training needs should be prioritized.","You indicated \"F\" was the LEAST effective response. The best response was \"B\".","This action is considered to be partially ineffective because it fails to involve others in the process. However, this action does show that you are using your own experience and existing resources to guide decisions. This course of action is deemed ineffective but it is not considered to be the least effective course of action, because you are at least considering lessons learned from the previous deployment and whether existing training plans need to be updated or changed. The least effective course of action would be to develop a survey on training needs and have each Soldier in the platoon fill it out. Giving a survey distances you from your platoon members and prevents an open dialogue on training needs. "]
["Situation 4: Developing Subordinates","You are a squad leader in a unit that is three months into its re-fit period following a 12-month deployment. A high-performing team leader recently transferred out of the unit, and one of your subordinates was assigned to the position based on his exemplary performance in difficult combat situations during the previous deployment. However, this new team leader seems disorganized and is clearly unable to manage the requirements of the position with respect to appropriate communication, troop leading, and enforcing standards. Additionally, in the first few months since rotating back stateside, the platoon’s performance in training exercises has slipped to a marginal rating. You understand the need to develop subordinate leaders but you also have your hands full helping a new, inexperienced platoon leader get up to speed. Your company first sergeant is away at training for another month.","Counsel the team leader on the responsibilities of his position; provide specific guidance on your expectations for training and readiness; and ask that he submit remediation plans within the next 72 hours.","You indicated \"A\" was the MOST effective response. The best response was \"B\".","This is considered a partially effective course of action. You are currently busy updating the new platoon leader so you may not have enough time to counsel the new team leader. In addition, the new team leader likely does not have the experience necessary to develop a remediation plan and you may end up spending more time working with the team leader to develop this.  The most effective course of action would be to tell the platoon sergeant that the new team leader is not performing his job effectively and ask the platoon sergeant to meet with you and the team leader to work together to develop a plan of action. In this meeting with the team leader and platoon sergeant, you can likely identify the developmental needs of the team leader and set an initial path for development.","You indicated \"A\" was the LEAST effective response. The best response was \"D\". ","This is considered to be a partially ineffective course of action because of the additional time burden it places on you.  In addition, it is not likely that the new team leader has the experience and knowledge required to identify his developmental needs and to create developmental plans.  However, this course of action is not considered to be the least effective response in this situation because you are trying to solve the issue. The least effective course of action would be to hold a meeting with all the NCOs in the squad and highlight the performance issues while stating your concerns about performance, clarifying your expectations for the unit, and challenging the NCOs to find ways to improve the unit’s performance. ","Tell the platoon sergeant that the new team leader is not performing his job effectively. Ask the platoon sergeant to meet with you and the team leader and work together to develop a plan of action.","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 for this scenario. Given you currently busy updating the new platoon leader, working with your platoon sergeant will allow you to develop the team leader in the most efficient manner.  The team leader likely does not have the experience or knowledge needed to create developmental plans on his own.  In this meeting with the team leader and platoon sergeant, you can likely identify the developmental needs of the team leader and set an initial path for development.  This would be efficient and save you time while making sure the team leader follows the appropriate developmental path.  In addition, this keeps your platoon sergeant apprised of how his subordinate leaders are performing. ","You indicated \"B\" was the LEAST effective response. The best response was \"D\".  \"B\" is actually the MOST effective response. You recieve -1 point.","This course of action is actually considered to be the most effective for this scenario.  Given you are busy updating the new platoon leader, involving your platoon sergeant will allow you to develop the team leader in the most efficient manner.  The least effective course of action would be to hold a meeting with all the NCOs in the squad and highlight the performance issues while stating your concerns about performance, clarifying your expectations for the unit, and challenging the NCOs to find ways to improve the unit’s performance.","Schedule mandatory meetings with the team leader to discuss his plans and to offer your guidance and feedback. Explain that this is temporary until the team leader has learned his new duties.","You indicated \"C\" was the MOST effective response. The best response was \"B\". ","This is a partially effective response because if there was enough time, having regular developmental meetings would be an effective way to develop the team leader.  However, in this situation it is not considered to be the most effective course of action because you are currently busy with your other duties and working with the platoon leader to get him up to speed. A series of mandatory meetings with the team leader would add to your existing time burden.  The most effective course of action would be to tell the platoon sergeant that the new team leader is not performing his job effectively and ask the platoon sergeant to meet with you and the team leader to work together to develop a plan of action. In this meeting with the team leader and platoon sergeant, you can likely identify the developmental needs of the team leader and set an initial path for development.","You indicated \"C\" was the LEAST effective response. The best response was \"D\". ","This is a partially ineffective course of action for this situation due to the additional time burden it places on you. However, this is not considered to be the least effective course of action because if time allowed, having regular developmental meetings would be an effective way to develop the team leader.  The least effective course of action would be to hold a meeting with all the NCOs in the squad and highlight the performance issues while stating your concerns about performance, clarifying your expectations for the unit, and challenging the NCOs to find ways to improve the unit’s performance.","Hold a meeting with all the NCOs in the squad and highlight the performance issues. Without identifying any individual team, state your concern about performance, clarify your expectations for the unit, and challenge the NCOs to find ways to improve the unit’s performance.","You indicated \"D\" was the MOST effective response. The best response was \"B\". \"D\" is actually the LEAST effective response. You recieve -1 point.","This is actually considered to be the least effective course of action for this scenario. This approach will do very little to help the team leader identify his developmental needs.  In fact, the purpose of this action (to subtly encourage the team leader to develop) will probably be too ambiguous to have the desired effect.   As an inexperienced leader, the team leader likely does not possess the experience and knowledge to detect his developmental needs in this new role.   A more direct approach to developing the team leader is preferred. The most effective course of action would be to tell the platoon sergeant that the new team leader is not performing his job effectively and ask the platoon sergeant to meet with you and the team leader to work together to develop a plan of action. In this meeting with the team leader and platoon sergeant, you can likely identify the developmental needs of the team leader and set an initial path for development.","You indicated \"D\" was the LEAST effective response. The best response was \"D\".  You earned 1 point.","This is considered to be the least effective course of action for this scenario.  This approach will do very little to help the team leader identify his developmental needs.  In addition, the purpose of this action (to subtly encourage the team leader to develop) will probably be too ambiguous to have the desired effect. As an inexperienced leader, the team leader likely does not possess the experience and knowledge to detect his developmental needs in this new role. ","Ask the other team leaders to work with the under-performing team leader in fulfilling the role requirements until you have more time to work with the new team leader one-on-one.","You indicated \"E\" was the MOST effective response. The best response was \"B\".","This is a partially effective response since this would give the other team leaders some experience in developing others and could promote cohesion among your squad. However, it is likely that the other team leaders do not share your knowledge of the requirements or perspective on the new team leader’s performance. Therefore, they may have a hard time determining the developmental needs and necessary developmental actions for the new team leader. Because of this, this course of action is not considered to be the most effective. The most effective course of action would be to tell the platoon sergeant that the new team leader is not performing his job effectively and ask the platoon sergeant to meet with you and the team leader to work together to develop a plan of action. In this meeting with the team leader and platoon sergeant, you can likely identify the developmental needs of the team leader and set an initial path for development.","You indicated \"E\" was the LEAST effective response. The best response was \"D\". ","This response is considered to be partially ineffective because the other team leaders are likely both busy and only have a moderate amount of experience. You would likely still need to oversee or check-in on their progress and monitor the specific actions they recommend the new team leader. However, it is not considered to be entirely ineffective since it would give the other team leaders some experience in developing others and could promote cohesion among your squad. The least effective course of action would be to hold a meeting with all the NCOs in the squad and highlight the performance issues while stating your concerns about performance, clarifying your expectations for the unit, and challenging the NCOs to find ways to improve the unit’s performance.","When he returns in a month, ask the first sergeant for advice on how to help the new team leader. In the meantime, tell the more experienced team leaders you are counting on them to improve the squad’s performance in training.","You indicated \"F\" was the MOST effective response. The best response was \"B\".","This response is considered to be partially effective because you are seeking assistance from a senior officer.  However, waiting for the first sergeant to return to seek advice only delays the development of the new team leader.   Telling the more experienced team leaders that you are “counting on them to improve the squad’s performance” does not provide them with clear guidance on what needs to be improved and how to achieve that improvement. As the squad leader, you need to provide clearer guidance to your subordinates.  Broad guidance such as “improving the squad’s performance” does not indicate that other team leaders need to be helping develop the new team leader. The most effective course of action would be to tell the platoon sergeant that the new team leader is not performing his job effectively and ask the platoon sergeant to meet with you and the team leader to work together to develop a plan of action. In this meeting with the team leader and platoon sergeant, you can likely identify the developmental needs of the team leader and set an initial path for development.","You indicated \"F\" was the LEAST effective response. The best response was \"D\". ","This course of action is partially ineffective.  Waiting for the first sergeant to return to seek advice only delays the development of the new team leader. In addition, telling more experienced team leaders that you are “counting on them to improve the squad’s performance” does not provide them with clear guidance on what needs to be improved and how to achieve that improvement. This is not considered to be the least effective course of action since you are reaching out to senior leadership for guidance. The least effective course of action would be to hold a meeting with all the NCOs in the squad and highlight the performance issues while stating your concerns about performance, clarifying your expectations for the unit, and challenging the NCOs to find ways to improve the unit’s performance."]
["Situation 5: Allowing Subordinates to Learn from Mistakes","You are a squad leader and your Soldiers are rehearsing convoy operations as part of the train-up for deployment. During the training exercise, a simulated improvised explosive device (IED) detonates on the first vehicle in your 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 sustain damage.","As soon as possible, 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 \"C\".","This is a partially effective response because you are accepting your Soldiers made a mistake so they can begin to think about what they did wrong. However, reiterating this will do very little to help them learn what they need to do better. Because of this, this option is not considered to be the most effective course of action.  The most effective course of action would be to gather everyone during the after action review (AAR), and point out to everyone involved in the exercise that while mistakes were made, lessons can be learned from this event.","You indicated \"A\" was the LEAST effective response. The best response was \"E\". ","This action is partially ineffective because repeating the consequences of your Soldiers’ mistake will do very little to help them learn what they need to do better. However, it is not the least effective response, since you are telling the Soldiers something they already know (that mistakes in military operations can cost lives) at you are accepting that they made a mistake so they can begin to think about what they did wrong.  The least effective course of action would be to dismiss the event as part of training. By dismissing the event you miss an opportunity to develop your subordinates. Your squad members will either be left to wonder about what they could have done better or led to believe that these incidents are normal and that they do not need to improve these skills.  Either outcome is undesirable.  ","Discuss the incident with the driver of the second vehicle during your next counseling session.","You indicated \"B\" was the MOST effective response. The best response was \"C\".","This is a partially effective response because you are doing something to address the issue. However, this is not the most effective course of action for this scenario because waiting until your next counseling session puts too much time between the incident and when it is addressed. This gap makes it harder for your Soldiers to learn from this event. The most effective course of action would be to gather everyone during the after action review (AAR), and point out to everyone involved in the exercise that while mistakes were made, lessons can be learned from this event.","You indicated \"B\" was the LEAST effective response. The best response was \"E\". ","This response is considered partially ineffective because waiting until the next counseling session to address the issue with the driver of the second vehicle puts too much time between the incident and when it is addressed. However, it is not the least effective course of action because you are doing something to address the issue. Ignoring the incident all together or writing it off as a normal part of training would be the least effective course of action because you would miss the chance to use the incident as a learning opportunity. The time gap makes it harder to learn from the mistake. ","During the after action review (AAR), point out to everyone involved in the exercise that while mistakes were made, lessons can be learned from this event.","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 course of action for this scenario. By addressing the issue during the AAR and treating it as a teachable moment, the entire squad will benefit from a discussion of the mistakes that were made and how they can be avoided.  In addition, addressing it during the AAR is optimal because the stress of the training incident will have decreased but the incident will still be fresh in everyone’s minds.  The AAR offers a structured and dedicated time to treat mistakes as opportunities to learn for all squad members. ","You indicated \"C\" was the LEAST effective response. The best response was \"E\".  \"C\" is actually the MOST effective response. You recieve -1 point.","This is actually considered to be the most effective course of action for this scenario. By addressing the issue during the AAR and treating it as a teachable moment, the entire squad will benefit from a discussion of the mistakes that were made and how they can be avoided.  In addition, addressing it during the AAR is optimal because the stress of the training incident will have decreased but the incident will still be fresh in everyone’s minds.  The AAR offers a structured and dedicated time to treat mistakes as opportunities to learn for all squad members. The least effective course of action would be to dismiss the event as part of training. By dismissing the event you miss an opportunity to develop your subordinates. Your squad members will either be left to wonder about what they could have done better or led to believe that these incidents are normal and that they do not need to improve these skills.  Either outcome is undesirable.  ","Immediately replace the driver of the second vehicle for the next lane.","You indicated \"D\" was the MOST effective response. The best response was \"C\".","This is a partially effective response because it signals to the squad that a serious mistake was made. However, this is not the most effective course of action for this scenario because replacing the driver shows a lack of confidence in the abilities of the driver and suggests that mistakes will not be allowed.  This is the wrong message to send as you want to use mistakes in training as teachable moments and allow everyone who was involved in the training exercise to learn from them. The most effective course of action would be to gather everyone during the after action review (AAR), and point out to everyone involved in the exercise that while mistakes were made, lessons can be learned from this event.","You indicated \"D\" was the LEAST effective response. The best response was \"E\". ","This is an ineffective course of action because replacing the driver signals a lack of confidence in the abilities of the driver and suggests that mistakes will not be allowed.  This is the wrong message to send as you want to use mistakes in training as teachable moments and allow everyone who was involved in the training exercise to learn from them.  Replacing the driver for an honest mistake can create a sense of fear in the other squad members and make them less motivated to call attention to other mistakes that are made. However, this is not considered to be the least effective response because it signals to the squad that a serious mistake was made. The least effective course of action would be to dismiss the event as part of training. By dismissing the event you miss an opportunity to develop your subordinates. Your squad members will either be left to wonder about what they could have done better or led to believe that these incidents are normal and that they do not need to improve these skills.  Either outcome is undesirable.  ","Dismiss the event as part of training.","You indicated \"E\" was the MOST effective response. The best response was \"C\".","This is actually the least effective course of action for this scenario. By dismissing the event you miss an opportunity to develop your subordinates. Your squad members will either be left to wonder about what they could have done better or worse, led to believe that these incidents are normal and that they do not need to improve these skills. You need to use the incident as a teachable moment for all squad members, during the AAR for instance. The most effective course of action would be to gather everyone during the after action review (AAR), and point out to everyone involved in the exercise that while mistakes were made, lessons can be learned from this event.","You indicated \"E\" was the LEAST effective response. You earned 1 point.","This is considered to be the least effective course of action for this scenario.  By dismissing the event you miss an opportunity to develop your subordinates. Your squad members will either be left to wonder about what they could have done better or led to believe that these incidents are normal and that they do not need to improve these skills.  Either outcome is undesirable. ","Provide on-the-spot corrections of the mistakes made.","You indicated \"F\" was the MOST effective response. The best response was \"C\".","This is a partially effective course of action because you are using the incident as a teachable moment for everyone present in the training exercise. However, it is likely that your Soldiers will still be emotional immediately following the incident. In addition, there won’t be enough time for a detailed discussion of the corrections that need to be made. Because of this, this option is not considered to be the most effective course of action. On the spot corrections are good but to truly allow and encourage subordinates to learn from the mistakes it is important to allow adequate time for thoughtful and thorough discussion of the corrections that should be made. The most effective course of action would be to gather everyone during the after action review (AAR), and point out to everyone involved in the exercise that while mistakes were made, lessons can be learned from this event.","You indicated \"F\" was the LEAST effective response. The best response was \"E\". ","This response is considered to be partially ineffective because your Soldiers will still be emotional immediately following the incident. In addition, there won’t be enough time for a detailed discussion of the corrections that need to be made. However, this is not considered the least effective course of action because you are addressing the error and providing corrections to your Soldiers. The least effective course of action would be to dismiss the event as part of training. By dismissing the event you miss an opportunity to develop your subordinates. Your squad members will either be left to wonder about what they could have done better or led to believe that these incidents are normal and that they do not need to improve these skills.  Either outcome is undesirable.  "]
["Situation 6: Accepting Responsibility for Mistakes when Appropriate","You are a platoon sergeant currently deployed for a protracted counterinsurgency mission.  During one of your patrols, one of your squad leaders is approached by a local man who informs him about a weapons cache not far from your location. When your squad leader relayed this to you, you sent them to check the location to see if they could verify the cache. While in route to the location, the squad’s lead vehicle was hit with an IED.  A specialist sustained moderate injuries but will be okay.  The vehicle was lost but fortunately nobody else was hurt. Furthermore, the intel regarding the cache proved to be false. The company commander has made it clear he is unhappy that the unit was suckered into an IED attack and that the specialist was injured.","Reprimand your squad leader for failing to verify the intelligence.","You indicated \"A\" was the MOST effective response. The best response was \"A\". You earned 1 point.","This is actually considered to be the least effective course of action for this scenario. Ultimately, you were the one who failed to verify the intelligence and sent the squad into harm’s way. Reprimanding your squad leader clearly shows that you are unwilling to accept responsibility for your mistakes. It is likely that your Soldiers will see this and become less confident and trusting of your leadership. Instead, your most effective course of action is to apologize to the company commander for the oversight, and assure him/her that, in the future, you will vet and verify sources/information before acting on it. ","You indicated \"A\" was the LEAST effective response. The best response was \"B\". \"A\" is the MOST effective response. You recieve -1 point.","This is considered to be the least effective course of action for this scenario.  Ultimately, you were the one who failed to verify the intelligence and sent the squad into harm’s way. Reprimanding your squad leader clearly shows that you are unwilling to accept responsibility for your mistakes. It is likely that your Soldiers will see this and become less confident and trusting of your leadership.  ","Apologize to the company commander for the oversight.  State that in the future you will more carefully vet sources and verify information before acting on it.","You indicated \"B\" was the MOST effective response. The best response was \"A\". \"B\" is actually the LEAST effective response. You recieve -1 point.","This is considered to be the most effective course of action for this scenario. You are clearly accepting responsibility for the failure to verify the intelligence.  Your subordinates will see this as a demonstration of your desire to shield them from unnecessary blame and will increase their trust in you as their leader. In addition, by acknowledging that it is your fault, you are identifying your own developmental needs.  Specifically that you need to be more careful in fielding intelligence and work with the appropriate individuals to determine whether the intelligence is actionable. ","You indicated \"B\" was the LEAST effective response. The best response was \"B\". You earned 1 point.","This is actually considered to be the most effective course of action for this scenario. You are clearly accepting responsibility for the failure to verify the intelligence.  Your subordinates will see this as a demonstration of your desire to shield them from unnecessary blame and will increase their trust in you as their leader. In addition, by acknowledging that it is your fault, you are identifying your own developmental needs. The least effective course of action would be to reprimand your squad leader for failing to verify the intelligence.","Ask your platoon leader for advice.","You indicated \"C\" was the MOST effective response. The best response was \"A\".","This is a partially effective course of action.  It is clear that the mistake of not verifying intelligence was yours. Asking your platoon leader for advice on what you need to do to verify intelligence next time is a more effective course of action as it indicates that you take full responsibility for your mistake and are trying to learn how you can perform better next time. This is not considered the most effective course of action because you did not apologize to the company commander for the oversight. Instead, your most effective course of action is to apologize to the company commander for the oversight, and assure him/her that, in the future, you will vet and verify sources/information before acting on it.","You indicated \"C\" was the LEAST effective response. The best response was \"B\".","This course of action is partially ineffective.  It is clear that the mistake of not verifying intelligence was yours. This is not considered the least effective option because you are asking your platoon leader for advice on how to improve.  The least effective course of action would be to reprimand your squad leader for failing to verify the intelligence.","Explain to the company commander that you felt the situation demanded immediate action.","You indicated \"D\" was the MOST effective response. The best response was \"A\".","This is a partially effective course of action because you are acknowledging that you authorized the squad to check out the potential cache.  However, this is not the most effective course of action because you are offering a reason and/or an excuse for your actions rather than accepting responsibility for the mistake and considering how you will avoid it in the future. Ultimately, your reason and excuse does not justify your mistake.  Own it, learn from it, and move on. The most effective course of action is to apologize to the company commander for the oversight, and assure him/her that, in the future, you will vet and verify sources/information before acting on it. ","You indicated \"D\" was the LEAST effective response. The best response was \"B\".","This is a partially ineffective course of action because instead of accepting responsibility for the mistake and determining what you can do to prevent it from happening again, you are offering an excuse to the company commander in an attempt to justify your actions.  However, this is not considered the least effective option because this action implies that you have admitted the mistake was yours.  The least effective course of action would be to reprimand your squad leader for failing to verify the intelligence.","Reassign the squad leader to a duty that will keep him out of the way.","You indicated \"E\" was the MOST effective response. The best response was \"A\".","This is a partially effective response because reassigning the squad leader will give him time to reflect on what happened and give him time to relax after a near-death experience. However, this is not the most effective response because you made the mistake of failing to verify the intelligence. Reassigning the squad leader indicates that you blame him for the mistake and shows your subordinates that you are unwilling to accept responsibility for your failures. This will decrease the level of trust that your subordinates have in you to lead them.  As their leader, the most effective course of action is to take responsibility for your actions and apologize to the company commander for the oversight, as well as assure him/her that, in the future, you will vet and verify sources/information before acting on it.","You indicated \"E\" was the LEAST effective response. The best response was \"B\".","This is only partially ineffective because reassigning the squad leader will give him time to reflect on what happened and give him time to relax after a near-death experience. The least effective course of action would be to reprimand your squad leader for failing to verify the intelligence.","Explain to the company commander that the squad leader failed to appropriately vet the source and then ask how he would like you to proceed.","You indicated \"F\" was the MOST effective response. The best response was \"A\".","This is a partially effective response because you are seeking advice from your company commander. However, this is not the most effective course of action because you are placing the blame on your subordinate. Ultimately, you were the one who failed to verify the intelligence and sent the squad into harm’s way. Blaming your squad leader clearly shows that you are unwilling to accept responsibility for your mistakes. It is likely that your Soldiers will become less confident and trusting of your leadership. In the end this action will hurt the level of trust and cohesion in your unit.  You need to own your mistakes, learn from them, and move on. As a leader, the most effective course of action is to take responsibility and apologize to the company commander for the oversight, as well as assure him/her that, in the future, you will vet and verify sources/information before acting on it.","You indicated \"F\" was the LEAST effective response. The best response was \"B\".","This response is considered partially ineffective, as you are blaming your squad leader for your failure to vet the source, which ultimately will harm trust in your leadership. However, this course of action is only not the least ineffective response because you are seeking guidance from your company commander. The least effective course of action would be to reprimand your squad leader for failing to verify the intelligence."]
["Situation 7: 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 co-driver and gunner are likely dead.","Quickly remind the Soldier 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 your Soldiers to remember their training, this situation requires clear guidance. The most effective course of action is to demonstrate composure and 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 make sure that the driver of the lead vehicle is able to continue driving.","You indicated \"A\" was the LEAST effective response. The best response was \"F\".","This is a partially ineffective course of action because it provides unclear 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. This is the least effective option because it put your Soldiers at risk.","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 considered to be the most effective course of action for this scenario. This course of action will confirm if the lead driver is able to drive and tells him 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.  ","You indicated \"B\" was the LEAST effective response. The best response was \"F\". \"B\" is actually the MOST effective response. You recieve -1 point.","This is actually considered to be the most effective course of action for this scenario because it will confirm if the lead driver is still able to drive and tells him 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.   The least effective course of action would be to send someone from your vehicle to determine what has happened in the lead vehicle. This is the least effective option because it put your Soldiers at risk.","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 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 if the lead driver is 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\".","This is a partially ineffective course of action because it only highlights problems and offers no solutions. In addition, the lead driver is aware that everyone is in danger and reminding him of this will only increase his stress levels. In addition, you are doing nothing to confirm the driver is alright.  However, this is not considered to be the least effective course of action because you are communicating with the lead driver. The least effective course of action would be to send someone from your vehicle to determine what has happened in the lead vehicle. This is the least effective option because it put your Soldiers at risk. ","Have the second vehicle pull to the front in order to tow the damaged vehicle. You can take care of the driver at a later time.","You indicated \"D\" was the MOST effective response. The best response was \"B\".","This response is partially effective as you may be able to recover the vehicle.  However, this is not the most effective course of action because it demonstrates a lack of concern for the driver.  In addition, recovering a vehicle in the middle of a firefight would likely expose the element to additional danger and run the risk of increasing casualties.  The most effective course of action is to confirm the driver is still capable of performing his duty while informing him he needs to do so and that you are confident he can. ","You indicated \"D\" was the LEAST effective response. The best response was \"F\".","This is partially ineffective because your primary concern should be for the well-being of your Soldiers and not recovering the truck.  You need to confirm that the driver is okay and the truck has not been immobilized.  The least effective course of action would be to send someone from your vehicle to determine what has happened in the lead vehicle. This is the least effective option because it put your Soldiers at risk.","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 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 because 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 needs to do so and that you are confident he can.","You indicated \"E\" was the LEAST effective response. The best response was \"F\".","This is a partially ineffective course of action because your first action should be to check on the status of the lead driver. However, because it 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. This is the least effective option because it put your Soldiers at risk.","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 actually the LEAST effective response. You recieve -1 point.","This course of action was actually seen as the least effective approach for this scenario 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. 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 is considered to be the least effective course of action for this scenario 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 8: Building and Maintaining Trust","You are a platoon sergeant who has just joined a new unit. The platoon leader has pointed out that getting to know your Soldiers is a priority. The NCO that you are replacing retired after the unit returned from its second deployment to Iraq and was very popular and close to his Soldiers. ","Have a meeting with your subordinate NCOs and ask them to tell you about their Soldiers.","You indicated \"A\" was the MOST effective response. The best response was \"A\". You earned 1 point.","This is considered to be the most effective course of action for this scenario.  It may seem counterintuitive that you would meet with your subordinate NCOs to learn about all of your Soldiers.  However, this allows you get to know your NCOs first, while also getting a bit of background about each of the other Soldiers. This is an efficient way of getting to know your NCOs and prepares you to get to know the rest of the Soldiers in the platoon.  You can get to know the rest of the Soldiers by just interacting with them. ","You indicated \"A\" was the LEAST effective response. The best response was \"C\". \"A\" is the MOST effective response. You recieve -1 point.","This is actually considered to be the most effective course of action for this scenario. It may seem counterintuitive that you would meet with your subordinate NCOs to learn about all of your Soldiers.  This allows you get to know your NCOs first, while also getting a bit of background about each of the other Soldiers. This is an efficient way of getting to know your NCOs and prepares you to get to know the rest of the Soldiers in the platoon.  You can get to know the rest of the Soldiers by just interacting with them. The least effective course of action would be to schedule 15-minute meetings to talk with each of your subordinate NCOs and Soldiers one-on-one because structuring and formalizing a process to “get to know” your Soldiers can be seen as forced and not genuine.","Call your mentor, a first sergeant in another company, for advice on how to handle the situation.","You indicated \"B\" was the MOST effective response. The best response was \"A\".","This is a partially effective response because asking for advice from your mentor is often a good way to begin figuring out how to address needs or challenges you may face.  Your mentor may be able to provide you with suggestions on things you can do to get to know your Soldiers.  However, this is not considered to be the most effective response in this scenario because your mentor is a first sergeant in a different company and because every unit is different, he may not be able to provide the insight you require. The most effective course of action would be to look to the current NCOs in your unit to start getting to know everyone.  Meet with your NCOs and get to know them first.  They can fill you in on who’s who in the unit and may be able to provide some suggestions for how you can get to know the rest of the Soldiers.","You indicated \"B\" was the LEAST effective response. The best response was \"C\".","This response is considered partially ineffective since your mentor is a first sergeant in a different company.  Because every unit is different he may not be able to provide the insight you require. This is not considered the least effective course of action because asking for advice from your mentor can be beneficial.  The least effective course of action would be to schedule 15-minute meetings to talk with each of your subordinate NCOs and Soldiers one-on-one because structuring and formalizing a process to “get to know” your Soldiers can be seen as forced and not genuine.","Schedule 15-minute meetings to talk with each of your subordinate NCOs and Soldiers one-on-one.","You indicated \"C\" was the MOST effective response. The best response was \"A\". \"C\" is actually the LEAST effective response. You recieve -1 point.","This is actually considered the least effective response for this scenario.  Structuring and formalizing a process to “get to know” your Soldiers will almost certainly be seen as forced and not genuine.  The most effective course of action would be to schedule a meeting with your subordinate NCOs and ask them to tell you about their Soldiers.","You indicated \"C\" was the LEAST effective response. The best response was \"C\". You earned 1 point.","This is considered to be the least effective course of action for this scenario.  Structuring and formalizing a process to “get to know” your Soldiers can be seen as forced and not genuine. Furthermore, only scheduling 15 minutes puts time pressure on what should be a relaxed process.","Over the next two weeks, make a point of chatting with each Soldier individually as opportunities come up throughout the day.","You indicated \"D\" was the MOST effective response. The best response was \"A\".","This is a partially effective response since the informal nature is appropriate for achieving the goal of getting to know the Soldiers. However, because of the random two-week time frame this is not considered to be the most effective response.  The most effective response would be to meet with your subordinate NCOs and ask them to tell you about the Soldiers under their command. ","You indicated \"D\" was the LEAST effective response. The best response was \"C\".","This is considered to be a partially effective response because of the random two-week time frame.  However, it is not considered to be the least effective response because the informal nature of “chatting with each Soldier” is appropriate for achieving the goal of getting to know the Soldiers. P The least effective course of action would be to schedule 15-minute meetings to talk with each of your subordinate NCOs and Soldiers one-on-one because structuring and formalizing a process to “get to know” your Soldiers can be seen as forced and not genuine.","Hold a brief meeting and explain that you know you have big shoes to fill, but are looking forward to getting to know everyone.","You indicated \"E\" was the MOST effective response. The best response was \"A\".","This is a partially effective response as it is a way of letting everyone know that you are interested in getting to know them.  However, your goal is to actually get to know the Soldiers and this course of action would fall short of achieving that goal.  Rather, this may be just a first step in a more effective approach. Therefore this is not considered to be the most effective course of action.  It would be more effective if it involved some informal way of getting to know your NCOs and Soldiers.  Meeting with the NCOs to get to know them would be a good place to start as they could tell you about themselves and also give you some background on each of their Soldiers.","You indicated \"E\" was the LEAST effective response. The best response was \"C\".","This is a partially ineffective course of action because it would not achieve your goal of getting to know the Soldiers.  However, because it communicates that you are interested in getting to know them it is not considered to be the least effective course of action. The least effective course of action would be to schedule 15-minute meetings to talk with each of your subordinate NCOs and Soldiers one-on-one because structuring and formalizing a process to “get to know” your Soldiers can be seen as forced and not genuine.","Hold a brief meeting and explain that you are always available to anyone who has a problem.","You indicated \"F\" was the MOST effective response. The best response was \"A\".","This is considered to be a partially effective course of action for communicating an open door policy and/or that you care for the wellbeing of your Soldiers.  However, this does not achieve the goal of getting to know your Soldiers. The most effective course of action would be to meet with the NCOs and get to know them as they could tell you about themselves and also give you some background on each of their Soldiers.","You indicated \"F\" was the LEAST effective response. The best response was \"C\".","This is a partially ineffective course of action because it does not achieve the goal of getting to know your Soldiers. However, because it does signal that you have an open-door policy and care for the wellbeing of your Soldiers, it is not considered to be the least effective course of action. The least effective course of action would be to schedule 15-minute meetings to talk with each of your subordinate NCOs and Soldiers one-on-one because structuring and formalizing a process to “get to know” your Soldiers can be seen as forced and not genuine."]
["Situation 9: Building Effective Teams","You are a platoon sergeant, and you have noticed that a sergeant in your unit has been arriving late to formation about three times a week for the past month. Though he is not a member of your platoon, you do not think his squad leader and platoon sergeant have appropriately addressed the issue, as it is still occurring. The first sergeant has been away at training, and your commander has not taken notice of the issue.","Ignore the issue. Your attention and effort need to be on your platoon.","You indicated \"A\" was the MOST effective response. The best response was \"B\".","This a partially effective response because it allows you maintain focus on your platoon. However, it does not improve your unit and is therefore not considered to be the most effective course of action. The most effective course of action would be to inform the platoon sergeant that you noticed that his platoon has consistently had Soldiers missing while also offering advice if the platoon sergeant doesn’t know how to handle the problem.","You indicated \"A\" was the LEAST effective response. The best response was \"F\".","This is a partially ineffective course of action because you are ignoring a problem that needs to be addressed to build a more effective unit. However, because you are maintaining attention on your own platoon this is not considered to be the least effective course of action. The least effective course of action would be to approach the Soldier privately and inform him that his absences will not be excused and you will report him the next time he is late for formation. This is considered the least effective option because it is not your responsibility to discipline other leaders’ Soldiers and may be seen as overstepping.","Inform the platoon sergeant that you noticed that his platoon has consistently had Soldiers missing. Offer advice if the platoon sergeant doesn’t know how to handle the problem.","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 for this scenario. This action allows you to bring the issue to the attention of your fellow platoon sergeant, letting him know there is a problem that needs to be addressed, without interfering in his platoon or undermining his authority. In addition, by offering advice to the platoon sergeant on how he can address the issue you are developing your peer.  Both of these actions will ultimately contribute to a more effective unit. ","You indicated \"B\" was the LEAST effective response. The best response was \"F\". \"B\" is actually the MOST effective response. You recieve -1 point.","This is actually considered the most effective course of action for this scenario because it allows you to bring the issue to the attention of your fellow platoon sergeant, letting him know there is a problem that needs to be addressed, without interfering in his platoon or undermining his authority. The least effective course of action would be to approach the Soldier privately and inform him that his absences will not be excused and you will report him the next time he is late for formation. This is considered the least effective option because it is not your responsibility to discipline other leaders’ Soldiers and may be seen as overstepping.","Ask the sergeant’s squad leader why all of his Soldiers aren’t present at morning formations.","You indicated \"C\" was the MOST effective response. The best response was \"B\".","This is a partially effective course of action because it calls the squad leader’s attention to the problem. As the sergeant’s direct leader, the squad leader must be aware of the issue and act to correct it.  However, it is possible that the squad leader is inexperienced in handling discipline problems like these and may need additional advice or guidance on how to correct the issue therefore this is not considered to be the most effective course of action for this specific scenario.  The most effective course of action would be to inform the platoon sergeant that you noticed that his platoon has consistently had Soldiers missing and offer advice if the platoon sergeant doesn’t know how to handle the problem.","You indicated \"C\" was the LEAST effective response. The best response was \"F\".","This is a partially ineffective response because the squad leader may be inexperienced in handling discipline problems like these and may need additional advice or guidance on how to correct the issue.  However, because you are bringing the problem to attention it is likely that he will do something to correct the sergeant’s behavior therefore this is not considered to be the least effective course of action. The least effective course of action would be to approach the Soldier privately and inform him that his absences will not be excused and you will report him the next time he is late for formation. This is considered the least effective option because it is not your responsibility to discipline other leaders’ Soldiers and may be seen as overstepping.","Approach the Soldier privately and inquire as to why he has been late for formations.","You indicated \"D\" was the MOST effective response. The best response was \"B\".","This is a partially effective response as you are directly intervening with the sergeant to correct his problematic behavior.  Because intervening with the sergeant in another platoon can be seen as interference or undermining the other platoon sergeant’s authority this is not considered to be the most effective course of action.  The most effective course of action would be to inform the platoon sergeant that you noticed that his platoon has consistently had Soldiers missing while also offering advice if the platoon sergeant doesn’t know how to handle the problem. ","You indicated \"D\" was the LEAST effective response. The best response was \"F\".","This is a partially ineffective course of action because it goes around the sergeant’s squad leader and platoon sergeant. However, because you are trying to figure out why the sergeant has been late to formations it is not considered to be the least effective course of action. The least effective course of action would be to approach the Soldier privately and inform him that his absences will not be excused and you will report him the next time he is late for formation. This is considered the least effective option because it is not your responsibility to discipline other leaders’ Soldiers and may be seen as overstepping.","Suggest to the acting first sergeant that she re-emphasize the importance of punctuality during the next day’s first formation.","You indicated \"E\" was the MOST effective response. The best response was \"B\".","This is a partially effective course of action because you are bringing the issue to the attention of the acting first sergeant. However, before escalating your concerns to the first sergeant you should first try to address the issue with the platoon sergeant and squad leader to give them an opportunity to correct the behavior as they are the direct leaders of the sergeant. The most effective course of action in this case would be to inform the platoon sergeant that you noticed that his platoon has consistently had Soldiers missing and offer advice if the platoon sergeant doesn’t know how to handle the problem.","You indicated \"E\" was the LEAST effective response. The best response was \"F\".","This is a partially ineffective course of action because you are bringing your concerns to the first sergeant before addressing the issue with the platoon sergeant and squad leader.  Because they are the direct leaders of the sergeant they should be given the opportunity to correct the behavior before you escalate your concerns. However, because you are not undermining the platoon sergeant’s authority by approaching the Soldier directly, this is not considered to be the least effective course of action.  The least effective course of action would be to approach the Soldier privately and inform him that his absences will not be excused and you will report him the next time he is late for formation. This is considered the least effective option because it is not your responsibility to discipline other leaders’ Soldiers and may be seen as overstepping.","Approach the Soldier privately and inform him that his absences will not be excused and you will report him the next time he is late for formation.","You indicated \"F\" was the MOST effective response. The best response was \"B\". \"F\" is actually the LEAST effective response. You recieve -1 point.","This is actually considered the least effective response for this scenario. It is not your responsibility to discipline other leaders’ Soldiers and doing so may be seen by the platoon sergeant and squad leader as interference with, and undermining of, their leadership authority. The most effective course of action would be to inform the platoon sergeant that you noticed that his platoon has consistently had Soldiers missing while also offering advice if the platoon sergeant doesn’t know how to handle the problem.","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 course of action for this scenario.  It is not your responsibility to discipline other leaders’ Soldiers and doing so may be perceived by the platoon sergeant and squad leader as interference with, and undermining of, their leadership authority. In addition, going directly to an aggressive and accusatory approach is not advisable.  There may be details of the situation that you are unaware of that contribute to why the sergeant is late.  "]
["Situation 10: Influencing Outside the Chain of Command","You are a staff sergeant who is participating in a multi-national training exercise. Next week you will have responsibility for managing a live fire range in which troops from a foreign military unit will practice tactics. During early planning sessions, senior leaders in your unit mentioned that the foreign troops, while very polite and respectful, do not always adhere to the instructions they are given. You want to ensure that training is executed in a safe and productive manner.","Send the training standards, risk assessment, and safety requirements to the leaders of the foreign troops prior to the live fire exercise.","You indicated \"A\" was the MOST effective response. The best response was \"D\". \"A\" is actually the LEAST effective response. You recieve -1 point.","This is actually considered the least effective response for this scenario. Sending a set of long documents means that the foreign leaders will have to read them, understand them and then communicate the standards to their own troops.  This would be difficult for them to achieve in one week and if English is their second language, they may not be able to completely understand the information in the documents. Additionally, range safety is your responsibility and giving it to the foreign leaders could be dangerous. The most effective solution would be to meet with the leaders participating in the training before the demonstrations begin, mention the importance of having a productive training, and ask that they support you in making sure that the lane is executed safely.","You indicated \"A\" was the LEAST effective response. The best response was \"A\". You earned 1 point.","This is considered to be the least effective course of action for this scenario.  Sending a set of long documents means that the foreign leaders will have to read them, understand them and then communicate the standards to their own troops.  This would be difficult for them to achieve in one week and if English is their second language, they may not be able to completely understand the information in the documents. Additionally, range safety is your responsibility and giving it to the foreign leaders could be dangerous.","During the crawl, walk, and run phases of the training, continuously emphasize that all participants must follow your instructions for their safety.","You indicated \"B\" was the MOST effective response. The best response was \"D\".","This is a partially effective response because you are communicating to the training participants that it is important for them to follow your instructions. However, you need to make sure that you gain buy–in and agreement from the foreign leaders. Therefore this is not considered to be the most effective course of action. The most effective course of action would be to develop the foreign leaders’ sense of ownership and responsibility for training safety. This could be achieved by accepting their capabilities and demonstrating confidence in their ability to support you during the training event.","You indicated \"B\" was the LEAST effective response. The best response was \"A\".","This is partly an ineffective response because you are just telling others to follow your instructions rather than trying to achieve commitment and buy-in from the foreign leaders. You are failing to consider their individual capabilities and are not demonstrating confidence in their ability to support the training.  However, because you are communicating to participants that it is important for them to follow your instructions, this is not considered to be least effective response. The least effective course of action would be to send the training standards, risk assessment, and safety requirements to the leaders of the foreign troops prior to the live fire exercise. Sending a set of long documents means that the foreign leaders will have to read them, understand them and then communicate the standards to their own troops.  This would be difficult for them to achieve in one week and if English is their second language, they may not be able to completely understand the information in the documents. Additionally, range safety is your responsibility and giving it to the foreign leaders could be dangerous.","Maintain cultural sensitivity and do nothing different unless you encounter a conflict or unsafe act.","You indicated \"C\" was the MOST effective response. The best response was \"D\".","This is considered a partially effective approach because it is important to maintain cultural sensitivity. However, given that you will be conducting a live fire range you cannot wait until an unsafe act occurs because it may be too late at that point; someone may have already been shot. Therefore this is not the most effective course of action.  The most effective approach would be to meet with the leaders participating in the training before the demonstrations begin, mention the importance of having a productive training, and ask that they support you in making sure that the lane is executed safely.","You indicated \"C\" was the LEAST effective response. The best response was \"A\".","This is a partially ineffective response because you will be conducting a live fire range and you cannot wait until an unsafe act occurs.  It may be too late at that point; someone may have already been shot.  However, because you are trying to consider cultural differences to maintain a good working relationship with the foreign leaders this is not considered to be the least effective course of action. The least effective course of action would be to send the training standards, risk assessment, and safety requirements to the leaders of the foreign troops prior to the live fire exercise. Sending a set of long documents means that the foreign leaders will have to read them, understand them and then communicate the standards to their own troops.  This would be difficult for them to achieve in one week and if English is their second language, they may not be able to completely understand the information in the documents. Additionally, range safety is your responsibility and giving it to the foreign leaders could be dangerous.","Before the live fire exercise begins, meet with the leaders participating in the training, mention the importance of having productive training, and ask that the support you in ensuring that the lane is executed safely.","You indicated \"D\" was the MOST effective response. The best response was \"D\". You earned 1 point.","This is considered to be the most effective course of action for this scenario. This approach shows your ability to influence leaders outside of your chain of command to gain buy-in and support.  By asking the foreign leaders to support you, you are accepting their capability to conduct training safely instead of just telling everyone to follow your instructions. This will create a sense of ownership and responsibility in the foreign leaders and is more likely to result in their commitment to training safety. ","You indicated \"D\" was the LEAST effective response. The best response was \"A\". \"D\" is actually the MOST effective response. You recieve -1 point.","This is actually considered the most effective course of action for this scenario. This approach shows your ability to influence leaders outside of your chain of command to gain buy-in.  By asking the foreign leaders to support you, you are accepting their capability to conduct training safely instead of just telling everyone to follow your instructions. The least effective course of action would be to send the training standards, risk assessment, and safety requirements to the leaders of the foreign troops prior to the live fire exercise. Sending a set of long documents means that the foreign leaders will have to read them, understand them and then communicate the standards to their own troops.  This would be difficult for them to achieve in one week and if English is their second language, they may not be able to completely understand the information in the documents. Additionally, range safety is your responsibility and giving it to the foreign leaders could be dangerous.","Involve the foreign troops in completing the risk management worksheet.","You indicated \"E\" was the MOST effective response. The best response was \"D\".","This is a partially effective course of action because it familiarizes the foreign troops with the risks in live fire training.  However, this is not the most effective course of action because you need to get buy-in and commitment from the foreign leaders to support you in conducting a safe training event. Having their troops complete a risk management worksheet will not achieve this buy-in and commitment.  The most effective approach would be to meet with the leaders participating in the training before the demonstrations begin, mention the importance of having a productive training, and ask that they support you in making sure that the lane is executed safely.","You indicated \"E\" was the LEAST effective response. The best response was \"A\".","This is a partially ineffective course of action because you need to get buy-in and commitment from the foreign leaders to support you in conducting a safe training event. However, because this may serve to familiarize the troops with the potential risks in the live fire training, it is not considered to be the least effective course of action. The least effective course of action would be to send the training standards, risk assessment, and safety requirements to the leaders of the foreign troops prior to the live fire exercise. Sending a set of long documents means that the foreign leaders will have to read them, understand them and then communicate the standards to their own troops.  This would be difficult for them to achieve in one week and if English is their second language, they may not be able to completely understand the information in the documents. Additionally, range safety is your responsibility and giving it to the foreign leaders could be dangerous.","Request that a senior leader from your unit be present at the exercise to give a quick briefing on safety before the lane begins.","You indicated \"F\" was the MOST effective response. The best response was \"D\".","This is a partially effective course of action because a safety briefing needs to occur before the training begins.  However, leading the event and ensuring it is conducted safely is your responsibility.  In addition, you need to gain buy-in and commitment from the foreign leaders to support you in ensuring a safe training event as they will be best able to influence their own troops. Having a senior leader give the safety briefing prior to training will not achieve this buy-in.  Therefore this is not considered to be the most effective course of action. The most effective approach would be to meet with the leaders participating in the training before the demonstrations begin, mention the importance of having a productive training, and ask that they support you in making sure that the lane is executed safely.","You indicated \"F\" was the LEAST effective response. The best response was \"A\".","This is a partially ineffective course of action because leading the event and making sure it is conducted safely is your responsibility.  In addition, you need to gain buy-in and commitment from the foreign leaders to support you in ensuring a safe training event as they will be best able to influence their own troops. Having a senior leader give the safety briefing prior to training will not achieve this buy-in.  However, because it is important that a safety briefing be given prior to starting the live fire training this is not considered to be the least effective course of action. The least effective course of action would be to send the training standards, risk assessment, and safety requirements to the leaders of the foreign troops prior to the live fire exercise. Sending a set of long documents means that the foreign leaders will have to read them, understand them and then communicate the standards to their own troops.  This would be difficult for them to achieve in one week and if English is their second language, they may not be able to completely understand the information in the documents. Additionally, range safety is your responsibility and giving it to the foreign leaders could be dangerous."]
["Situation 11: Communicating Effectively","You are in the first month of your deployment and have just moved into a squad leader position. The platoon leader has been very short with you in your brief encounters. You sense a lack of patience and concern from the platoon leader as you become familiar with your duties and responsibilities.","Observe the platoon leader’s interactions with other NCOs and compare them with your experiences.","You indicated \"A\" was the MOST effective response. The best response was \"F\".","This is a partially effective response for determining if issues you are experiencing with the platoon leader are a result of something you have done (or failed to do) or if this is the way the platoon leader normally interacts with others.  However, this course of action does nothing to improve the communication between you and the platoon leader and is therefore not considered to be the most effective course of action. The most effective response would be to ask the platoon leader for feedback and recommendations for improvement so that you can perform your duties better.","You indicated \"A\" was the LEAST effective response. The best response was \"D\".","This is a partially ineffective course of action because it does not help improve the communication with the platoon leader. However, because it may help to identify the cause of the communication problem it is not considered to be the least effective course of action.  The least effective course of action would be to evaluate your actions to determine if you inadvertently created a misunderstanding. Without addressing the issue directly with the platoon leader and trying to determine a solution or way to improve your interactions, this course of action is unlikely to resolve the issues you are experiencing.","Ask your platoon sergeant for advice on how to work with the platoon leader.","You indicated \"B\" was the MOST effective response. The best response was \"F\".","This is a partially effective response because you are gathering information from another leader on how to improve your communication with the platoon leader.  However, if the platoon leader’s shortness with you is resulting from his idea of your performance then the platoon sergeant’s insights will do nothing to improve the communication.  Therefore, this is not considered to be the most effective course of action. The most effective response would be to ask the platoon leader for feedback and recommendations for improvement so that you can perform your duties better.","You indicated \"B\" was the LEAST effective response. The best response was \"D\".","This is considered to be a partially ineffective course of action because the platoon sergeant may not have the necessary insight into platoon leader’s behavior.  However, because he may have suggestions for actions you can take to improve your relationship with the platoon leader this is not considered to be the least effective course of action.  The least effective course of action would be to evaluate your actions to determine if you inadvertently created a misunderstanding. Without addressing the issue directly with the platoon leader and trying to determine a solution or way to improve your interactions, this course of action is unlikely to resolve the issues you are experiencing.","Focus all of your effort on learning your duties and building competence as quickly as possible.","You indicated \"C\" was the MOST effective response. The best response was \"F\".","This is a partially effective response because developing your own capabilities is an important thing to do and will help you improve your duty performance.  However, because this course of action says you should focus all of your effort on developing your own capabilities it is not considered to be the most effective course of action.  You still need to focus attention on leading and developing your squad.  The most effective response would be to ask the platoon leader for feedback and recommendations for improvement so that you can perform your duties better.","You indicated \"C\" was the LEAST effective response. The best response was \"D\".","This is a partially ineffective course of action because it says you should focus all of your attention on your personal development.  This would take away from the performance of your other duties and leadership of your squad.  However, focusing on personal development is important for all Army leaders and therefore, this is not considered to be the least effective course of action. The least effective course of action would be to evaluate your actions to determine if you inadvertently created a misunderstanding. Without addressing the issue directly with the platoon leader and trying to determine a solution or way to improve your interactions, this course of action is unlikely to resolve the issues you are experiencing.","Evaluate your actions to determine if you inadvertently created a misunderstanding.","You indicated \"D\" was the MOST effective response. The best response was \"F\". \"D\" is actually the LEAST effective response. You recieve -1 point.","This is actually considered to be the least effective course of action for this scenario. This action requires insight into how your actions were perceived by the platoon leader, it is unlikely that you will be able to correctly evaluate if and when you created a misunderstanding.  In addition, without addressing the issue directly with the platoon leader and trying to determine a solution or way to improve your interactions, this course of action is not going to resolve the issues you are experiencing.  The most effective response would be to ask the platoon leader for feedback and recommendations for improvement so that you can perform your duties better.","You indicated \"D\" was the LEAST effective response. The best response was \"D\". You earned 1 point.","This is considered to be the least effective course of action for this scenario.  This action requires insight into how your actions were perceived by the platoon leader, it is unlikely that you will be able to correctly evaluate if and when you created a misunderstanding.  In addition, without addressing the issue directly with the platoon leader and trying to determine a solution or way to improve your interactions, this course of action is not going to resolve the issues you are experiencing. ","Ask the more experienced squad leaders in your platoon for ideas on how to handle the situation.","You indicated \"E\" was the MOST effective response. The best response was \"F\".","This is a partially effective response because you are gathering suggestions from other leaders on how to improve your communication with the platoon leader.  However, if the platoon leader’s shortness with you is resulting from his idea of your performance then the other squad leaders’ insights will do nothing to improve the communication.  Therefore, this is not considered to be the most effective course of action.  The most effective response would be to ask the platoon leader for feedback and recommendations for improvement so that you can perform your duties better.","You indicated \"E\" was the LEAST effective response. The best response was \"D\".","This is a partially ineffective course of action because the squad leaders may not have the necessary insight into platoon leader’s behavior.  However, because they may have suggestions for actions you can take to improve your relationship with the platoon leader this is not considered to be the least effective course of action. The least effective course of action would be to evaluate your actions to determine if you inadvertently created a misunderstanding. Without addressing the issue directly with the platoon leader and trying to determine a solution or way to improve your interactions, this course of action is unlikely to resolve the issues you are experiencing.","Ask the platoon leader for feedback and recommendations for improvement so that you can perform your duties more effectively.","You indicated \"F\" was the MOST effective response. The best response was \"F\". You earned 1 point.","This is considered to be the most effective course of action for this scenario. You need to be more proactive and work with the platoon leader to identify what you can do to improve your performance. This will show to the platoon leader that you value his feedback and leadership and are motivated to improve.  Demonstrating this to the platoon leader will encourage him to engage in more important conversations with you regarding how to perform your duties as a new squad leader.  Furthermore, this response will allow you to work with the platoon leader to personalize your developmental plans to increase their effectiveness and efficiency.  ","You indicated \"F\" was the LEAST effective response. The best response was \"D\". \"F\" is actually the MOST effective response. You recieve -1 point.","This is actually considered to be the most effective course of action for this scenario.  You need to be more proactive and work with the platoon leader to identify what you can do to improve your performance. This will show to the platoon leader that you value his feedback and leadership and are motivated to improve.  The least effective course of action would be to evaluate your actions to determine if you inadvertently created a misunderstanding. Without addressing the issue directly with the platoon leader and trying to determine a solution or way to improve your interactions, this course of action is unlikely to resolve the issues you are experiencing."]
["Situation 12: Leveraging Principles of Mission Command","You are a platoon sergeant deployed on a humanitarian relief mission in response to an earthquake in a developing nation that is friendly toward American forces.  Your platoon has been tasked by the company commander to distribute material aid supplies (food, water, first aid, etc.) among the three villages in the area.  The aid needs to be delivered quickly and each village has slightly different needs.  Furthermore, the villages are remote, separated by rough terrain and there is a lack of roads connecting the villages making travel cumbersome and time consuming.","Keep the platoon together so that you can organize and direct the distribution of aid in each village.","You indicated \"A\" was the MOST effective response. The best response was \"B\". \"A\" is actually the LEAST effective response. You recieve -1 point.","This is actually considered to be the least effective course of action for this scenario. This course of action will slow the distribution of aid to each of the villages.  The most effective response would be to delegate the responsibility for aid distribution to each of your squad leaders and allow them to oversee the distribution of aid at each location. You need to support your commander’s intent to distribute the aid but you should allow other leaders to decide how to achieve that goal within each village after assessing the situation at each location.","You indicated \"A\" was the LEAST effective response. The best response was \"A\". You earned 1 point.","This is considered to be the least effective course of action for this scenario.  You do not need to manage and direct aid distribution at each location. You need to support your commander’s intent to distribute the aid but you should allow other leaders to determine the  best way to achieve the goal within each village after assessing the situation at each location. ","Assign each of your squads a separate village to visit.  Advise them they are to distribute the aid among the villagers in the area but let them figure out how best to do it after assessing the situation.","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 for this scenario.  This action allows your squad leaders to oversee the distribution of aid at each location. You need to support your commander’s intent to distribute the aid but you should allow the other leaders how to best achieve that goal within each village after assessing the situation at each location. This encourages your squad leaders to exercise disciplined initiative and will be the most effective means of achieving your commander’s intent.","You indicated \"B\" was the LEAST effective response. The best response was \"A\". \"B\" is actually the MOST effective response. You recieve -1 point.","This is actually considered to be the most effective course of action for this scenario because it allows your squad leaders to oversee the distribution of aid at each location. You need to support your commander’s intent to distribute the aid but you should allow the other leaders how to best achieve that goal within each village after assessing the situation at each location. The least effective course of action would be to keep the platoon together so that you can organize and direct the distribution of aid in each village.","Quickly visit each village and drop the supplies, letting the villagers figure out how to divide it amongst themselves.","You indicated \"C\" was the MOST effective response. The best response was \"B\".","This is only a partially effective course of action because aid is needed quickly and this is likely the fastest way of getting the supplies to the village. However, this is not the most effective course of action because without determining the needs of each village, you may not be dropping the right supplies in the proper amount.  In addition, it is unlikely that the villagers are prepared and organized to make sure that the aid is distributed fairly. The most effective solution would be to assign each of your squads a separate village to visit.  Advise them they are to distribute the aid among the villagers in the area but let them figure out the best way to achieve the goal after assessing the situation.","You indicated \"C\" was the LEAST effective response. The best response was \"A\".","This is a partially ineffective course of action because your company commander has directed you to distribute aid to match the different needs of each village.  Without determining what the needs of each village are you may not be dropping the right supplies in the proper amount.  However, because aid is needed quickly and this is likely the fastest way of getting the supplies to the village it is not considered to be the least effective course of action. The least effective course of action would be to keep the platoon together so that you can organize and direct the distribution of aid in each village.","Assign each of your squads a separate village to visit. Provide them with a detailed set of instructions describing how the aid is to be distributed.","You indicated \"D\" was the MOST effective response. The best response was \"B\".","This is a partially effective course of action because it allows you to distribute aid at each location at the same time.  However, the needs of each village are different and without allowing the squads to assess the situation at each village, it is likely that the aid will not be distributed in the best way, therefore this is not considered to be the most effective course of action.  The most effective solution would be to assign each of your squads a separate village to visit.  Advise them they are to distribute the aid among the villagers in the area but let them figure out the best way to do it after assessing the situation.","You indicated \"D\" was the LEAST effective response. The best response was \"A\".","This is a partially ineffective course of action because the needs of each village are different and without allowing the squads to assess the situation at each village, it is likely that the aid will not be distributed in the best way. However, this course of action does allow you to distribute aid at each location at the same time.  Because the aid needed to be distributed quickly this is not considered to be the least effective course of action.  The least effective course of action would be to keep the platoon together so that you can organize and direct the distribution of aid in each village.","Assign one of your squads to distribute the aid as they see fit.","You indicated \"E\" was the MOST effective response. The best response was \"B\".","This is a partially effective course of action because it allows the squad to assess the situation at each location before determining how to distribute the aid. However, because you are only tasking one squad, the process will take longer because the squad will have to visit each village.  Therefore, this is not considered to be the most effective course of action.  The most effective solution would be to assign each of your squads a separate village to visit.  Advise them they are to distribute the aid among the villagers in the area but let them figure out how best to do it after assessing the situation.","You indicated \"E\" was the LEAST effective response. The best response was \"A\".","This is a partially ineffective course of action because you are only tasking one squad and the process will take longer because the squad will have to visit each village.  However, because you are allowing the squad to determine how to best distribute the aid at each location, this is not considered to be the least effective course of action. The least effective course of action would be to keep the platoon together so that you can organize and direct the distribution of aid in each village.","Organize formal aid distribution events over the next week.  Your entire platoon can work these events.","You indicated \"F\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because it may allow you to determine the specific needs of each village.  However, this approach would take a lot of time and because the aid needs to be distributed quickly this is not considered to be the most effective course of action.  T The most effective solution would be to assign each of your squads a separate village to visit.  Advise them they are to distribute the aid among the villagers in the area but let them figure out how best to do it after assessing the situation.","You indicated \"F\" was the LEAST effective response. The best response was \"A\".","This is a partially ineffective response because of the time it will take to distribute the aid using this method.  The aid needs to be distributed quickly and this process would take too long.  However, because it allows you to make sure that the proper aid is being distributed at each location, it is not considered to be the least effective course of action. The least effective course of action would be to keep the platoon together so that you can organize and direct the distribution of aid in each village."]
["Situation 13: Balancing Subordinate Needs with Mission Requirements","On occasion, the Soldiers in your squad complain about the training tasks that they are required to complete and question their relevance. They have mentioned that they would like to see more MOS-specific training, and you’ve noticed that their motivation is waning.","Emphasize that it is not their duty to question the chain of command’s guidance but to train and prepare for future missions.","You indicated \"A\" was the MOST effective response. The best response was \"F\". \"A\" is actually the LEAST effective response. You recieve -1 point.","This is actually considered to be the least effective course of action for this scenario. As a leader, you should be concerned about the motivation of your Soldiers and be open to their feedback regarding training needs.  A more motivated unit is usually a better-performing unit. The most effective course of action is to speak with other squad leaders to see if they are experiencing similar issues with their troops and if so, try to come up with a group response and solution.","You indicated \"A\" was the LEAST effective response. The best response was \"A\". You earned 1 point.","Ignoring their concerns signals you lack interest in their development and will ultimately decrease your ability to lead them effectively.","Remind the Soldiers of their military bearing and work with the NCOs in your platoon to address the low motivation.","You indicated \"B\" was the MOST effective response. The best response was \"F\".","This is a partially effective response because you are identifying how to increase the motivation of your Soldiers.  However, this is not the most effective course of action because reminding Soldiers to maintain their military bearing does not show that you are open to their input.  The most effective course of action would be to speak with other squad leaders to see if they are experiencing similar issues with their troops and if so, try to come up with a group response and solution.","You indicated \"B\" was the LEAST effective response. The best response was \"A\".","This is a partially ineffective response because reminding Soldiers to maintain their military bearing does not shoe that you are open to their input.  B However, because it is important to remember that Soldiering is a profession, reminding your Soldiers to maintain their military bearing is not overly harmful to the performance of the unit. Therefore, this is not considered to be the least effective course of action. The least effective course of action would be to emphasize that it is not their duty to question the chain of command’s guidance but to train and prepare for future missions. As a leader, you should be concerned about the motivation of your Soldiers and be open to their feedback regarding training needs. Ignoring their concerns signals you lack interest in their development and will ultimately decrease your ability to lead them effectively.","Explain how the training contributes to the organization’s larger mission and how critical their performance is.","You indicated \"C\" was the MOST effective response. The best response was \"F\".","This is a partially effective response because it is important that every Soldier understands how their role fits into the big picture and facilitates mission success.  As a leader, you should be open to the developmental needs of your Soldiers.  This course of action may be perceived as your “brushing off” or downplaying their input and is therefore not considered to be the most effective course of action. The most effective response would be to determine what others see as the training gaps in the unit and work with other leaders to coordinate and organize unit-wide training that meets some of the requests of your Soldiers. ","You indicated \"C\" was the LEAST effective response. The best response was \"A\".","This is a partially ineffective response because it may be seen as your “brushing off” or downplaying the input and requests of your Soldiers.  If you are seen to lack concern for your Soldiers’ needs or motivation, it may decrease your ability to lead them effectively in the long run. However, it is also important that every Soldier understands how their role fits into the big picture and facilitates mission success. Because you are communicating this aspect, this is not considered to be the least effective course of action. The least effective course of action would be to emphasize that it is not their duty to question the chain of command’s guidance but to train and prepare for future missions. As a leader, you should be concerned about the motivation of your Soldiers and be open to their feedback regarding training needs. Ignoring their concerns signals you lack interest in their development and will ultimately decrease your ability to lead them effectively.","Meet with your platoon leader to try to develop new training tasks that will still meet the training requirements.","You indicated \"D\" was the MOST effective response. The best response was \"F\".","This is a partially effective course of action because it shows that you are trying to be responsive to the concerns and input of your Soldiers. However, this is not considered to be the most effective course of action because you should determine if other squads are experiencing similar issues. The most effective approach would be to work with other leaders in the platoon to determine what other training needs and requests exist and use that to identify unit-wide training tasks that will best address the most identified concerns and requests being raised by the Soldiers.  This would allow you to formulate a group response and implement new training in the most effective and efficient manner. ","You indicated \"D\" was the LEAST effective response. The best response was \"A\".","This response is considered to be partially ineffective because you are not checking with other leaders to see if there is a common training need. However, because you are trying to be receptive and responsive to the concerns raised by your Soldiers, this is not considered to be the least effective response. The least effective course of action would be to emphasize that it is not their duty to question the chain of command’s guidance but to train and prepare for future missions. As a leader, you should be concerned about the motivation of your Soldiers and be open to their feedback regarding training needs. Ignoring their concerns signals you lack interest in their development and will ultimately decrease your ability to lead them effectively.","Ask other squad leaders in your platoon if they have any ideas for supplementing the training tasks.","You indicated \"E\" was the MOST effective response. The best response was \"F\".","This is a partially effective response because it shows that you are open to the needs and input of your Soldiers and will help to build their trust in you as their leader. Because of the need to work with the other squad leaders to determine if there is a common training gap across the platoon before adding new training, this is not considered to the most effective response.  The most effective course of action would be to determine if the other squad leaders are experiencing similar issues with their troops.  If so, then you could come up with a group response for platoon-wide training events that would address the concerns and requests raised by your Soldiers.","You indicated \"E\" was the LEAST effective response. The best response was \"A\".","This is a partially ineffective response because you first should determine if the other squads are experiencing similar issues.  However, because you are seeking input on ways to supplement training, this is not considered to be the least effective course of action. The least effective course of action would be to emphasize that it is not their duty to question the chain of command’s guidance but to train and prepare for future missions. As a leader, you should be concerned about the motivation of your Soldiers and be open to their feedback regarding training needs. Ignoring their concerns signals you lack interest in their development and will ultimately decrease your ability to lead them effectively.","Speak with other squad leaders to see if they are experiencing similar issues with their troops; if so, try to formulate a group response.","You indicated \"F\" was the MOST effective response. The best response was \"F\". You earned 1 point.","Soldiers and will help to build their trust in you as their leader. In addition, by seeing if these concerns are also being raised in the other squads you may be able to identify a common training need and conduct a platoon-wide event that would effectively and efficiently address the concerns of your Soldiers.  Additionally, engaging your Soldiers in training they want will help motivate them and improve their capabilities which will ultimately improve the ability of your unit to achieve its missions.","You indicated \"F\" was the LEAST effective response. The best response was \"A\". \"F\" is actually the MOST effective response. You recieve -1 point.","This is actually considered to be the most effective course of action for this scenario. This demonstrates that you are open to the needs and input of your Soldiers and will help to build their trust in you as their leader. In addition, by seeing if these concerns are also being raised in the other squads you may be able to identify a common training need and conduct a platoon-wide event that would effectively and efficiently address the concerns of your Soldiers. The least effective course of action would be to emphasize that it is not their duty to question the chain of command’s guidance but to train and prepare for future missions. As a leader, you should be concerned about the motivation of your Soldiers and be open to their feedback regarding training needs. Ignoring their concerns signals you lack interest in their development and will ultimately decrease your ability to lead them effectively."]
["Situation 14: Creating a Positive Environment","You are an NCO who has recently been assigned to a new unit. You overhear two of your Soldiers discussing a private who is having trouble adjusting to the unit. They mention that he may be depressed and his behavior has made others uncomfortable. Just as you enter the room, the Soldiers stop talking. The private has been in the unit for about a month now, and you’re not aware of any problems that he’s been having. The private’s team leader has not brought up any concerns about the private and you have not had much one-on-one time with the Soldiers because you are also new to the unit.","Tell the Soldiers you overheard them talking and would like to hear their assessment of the private.","You indicated \"A\" was the MOST effective response. The best response was \"B\".","This is a partially effective solution because it may be an effective way of gathering others’ ideas on what may be disturbing the private and identifying what the private is doing that is making others uncomfortable.  However, if the new private is having trouble adjusting to the unit it is your responsibility to help him adjust. This is not considered to be the most effective course of action because, while getting others’ input can be valuable to understand the impact of the private’s behavior on others, it will be less valuable in helping you figure out how to assist the private. The most effective  course of action would be to talk to the private directly to see how he is doing.","You indicated \"A\" was the LEAST effective response. The best response was \"D\".","This is a partially ineffective course of action because you need to focus on helping the private adjust to the new unit.  Hearing others’ concerns about the private may be helpful in determining how the private is affecting the unit, but their concerns may or may not be accurate. However, because understanding others’ perspective on the issue may help you prepare to speak with the private, this is not considered to be the least effective course of action. The least effective course of action would be to see if the private has anything in his personnel file that may indicate past problems. The private is new to the unit and is not likely to have any useful information in his personnel file. Failure to take direct action may cause problems to worsen and put the private and the unit at risk.","Talk to the private to see how he is doing.","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 for this scenario. As a leader, you should help the private adjust to the new unit, and talking with him directly is the best way to figure out what he is struggling with and what you can do to help.  If you can help the private adjust to the new unit then the concerns of the other unit members should be resolved in the process. ","You indicated \"B\" was the LEAST effective response. The best response was \"D\". \"B\" is actually the MOST effective response. You recieve -1 point.","him directly is the best way to figure out what he is struggling with and what you can do to help. If you can help the private adjust to the new unit then the concerns of the other unit members should be resolved in the process. The least effective course of action would be to see if the private has anything in his personnel file that may indicate past problems. The private is new to the unit and is not likely to have any useful information in his personnel file. Failure to take direct action may cause problems to worsen and put the private and the unit at risk.","Closely monitor the private’s behavior.","You indicated \"C\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because it is important to monitor the private to make sure he is not showing warning signs of suicide, especially since other Soldiers think he may be depressed.  Because this response is passive and ultimately you need to talk with the private, this is not considered to be the most effective course of action.  The most effective course of action would be to talk to the private directly to see how he is doing. If you can help the private adjust to the new unit then the concerns of the other unit members should be resolved in the process.","You indicated \"C\" was the LEAST effective response. The best response was \"D\".","would be to see if the private has anything in his personnel file that may indicate past problems. The private is new to the unit and is not likely to have any useful information in his personnel file. Failure to take direct action may cause problems to worsen and put the private and the unit at risk.","See if the private has anything in his personnel file that may indicate past problems.","You indicated \"D\" was the MOST effective response. The best response was \"B\". \"D\" is actually the LEAST effective response. You recieve -1 point."," This is actually considered to be the least effective course of action for this scenario. The private is new to the unit (and relatively new to the Army) and is not likely to have anything of use in his personnel file.  The most effective course of action would be to talk to the private directly to see how he is doing. If you can help the private adjust to the new unit then the concerns of the other unit members should be resolved in the process.","You indicated \"D\" was the LEAST effective response. The best response was \"D\". You earned 1 point.","This is considered to be the least effective course of action for this scenario.  The private is new to the unit (and relatively new to the Army) and is not likely to have anything of use in his personnel file.  Failure to take some sort of direct action may only cause the problems to worsen and put the private, and the unit, at risk. ","Tell the Soldiers not to talk about the private anymore behind his back.","You indicated \"E\" was the MOST effective response. The best response was \"B\".","This is a partially effective response because you are helping to maintain a positive environment. However, this is not considered to be the most effective response because the conversation between the Soldiers was regarding a valid concern rather than poking fun or gossiping. The most effective course of action would be to speak to the private to see how he is doing. If you can help the private adjust to the new unit then the concerns of the other unit members should be resolved in the process.","You indicated \"E\" was the LEAST effective response. The best response was \"D\".","This is a partially ineffective course of action because it does not address the real issue, which is the trouble the private is having adjusting to the new unit. However, because you want to prevent gossip in the unit this is not considered to be the least effective course of action. The least effective course of action would be to see if the private has anything in his personnel file that may indicate past problems. The private is new to the unit and is not likely to have any useful information in his personnel file. Failure to take direct action may cause problems to worsen and put the private and the unit at risk.","Tell the Soldiers if they have a problem with the private to go talk to him.","You indicated \"F\" was the MOST effective response. The best response was \"B\".","This is a partially effective course of action because it encourages an atmosphere of open communication in the unit where Soldiers feel free to raise their concerns with other Soldiers. However this is not the most effective response because communication between Soldiers should be encouraged in the context of mutual support rather than airing grievances. The most effective course of action would be to speak to the private to see how he is doing. If you can help the private adjust to the new unit then the concerns of the other unit members should be resolved in the process.","You indicated \"F\" was the LEAST effective response. The best response was \"D\".","This is a partially ineffective course of action because it is your duty as the private’s leader to speak with him and help him adjust to the new unit. However, this course of action encourages open communication among Soldiers in the unit and can help enhance unit cohesion, it is not considered to be the least effective course of action.  The least effective course of action would be to see if the private has anything in his personnel file that may indicate past problems. The private is new to the unit and is not likely to have any useful information in his personnel file. Failure to take direct action may cause problems to worsen and put the private and the unit at risk."]
["Situation 15: Dealing with Unfamiliar Situations","You are a junior NCO. While you have not yet served on a deployment, it is very likely your current unit will receive a deployment notice in the near future. Given the training you have received, you are fairly confident in your abilities to “shoot, move, and communicate” when the time arrives. However, due to changes in technology since the last formal training you attended, you do have some concern about some of the new communications equipment being used in theater.","Don’t worry about it. The unit will train you on any equipment you need to know.","You indicated \"A\" was the MOST effective response. The best response was \"F\". ","This is actually considered the least effective response for this scenario. By doing nothing and hoping that the unit is aware of any training gaps is does not fix the problem and is not an effective approach.  It is possible that others in the unit are already familiar with the technology and there may not be a need for this training from the perspective of the unit leadership.  As a leader, it is important to be proactive in making sure that you have the necessary skills to operate effectively once deployed. The most effective course of action would be to raise your concerns with your chain of command. In addition, you could approach the Commo section and ask if they could provide informal training on the systems.","You indicated \"A\" was the LEAST effective response. The best response was \"E\".","This is considered to be the least effective course of action for this scenario. Doing nothing and hoping that the unit is aware of any training gaps does nothing to fix the problem and is not an effective approach.  It is possible that others in the unit are already familiar with the technology and there may not be a clear need for this training from the perspective of the unit leadership.  As a leader, it is important to be proactive in ensuring that you have the necessary skills to operate effectively once deployed. ","Approach your squad leader or platoon sergeant and ask if they are aware of upcoming training on these systems.","You indicated \"B\" was the MOST effective response. The best response was \"F\". ","This is a partially effective response because it may help you in determining if you should expect training to be provided by the unit or if you need to seek training elsewhere.  However, to take ownership of your development to make sure you are prepared for the deployment, you should be more proactive in seeking out training and learning opportunities and therefore this is not considered the most effective response.  The most effective solution would be to raise your concerns with your chain of command and approach the Commo section and ask if they could provide informal training on the systems.","You indicated \"B\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective approach because you are relying on the unit to provide the specific training you feel you need.  However, it is an effective way of determining if you can expect to receive training from the unit or if you need to seek training elsewhere. Therefore this is not considered to be the least effective response.  The least effective course of action would be  to not worry about it and leaving it to the unit to train you on any equipment you need to know.","Seek out recently redeployed Soldiers who may have experience with the equipment and ask for familiarization training from them.","You indicated \"C\" was the MOST effective response. The best response was \"F\". ","This is a partially effective way of quickly familiarizing yourself with the new systems.  However, experience with equipment does not make other Soldiers experts on the systems.  In fact the systems are new so there is a good chance that the other Soldiers are just getting familiar with the systems themselves. Because of this, they may not be able to provide appropriate training on the new systems.  It is possible that other members of your unit are also lacking training.  Without raising this issue with your chain of command, it is possible that this training gap would not be noticed. If multiple members of your unit are also unfamiliar with the new systems, it could have negative impacts once your unit is deployed. Therefore, this is not considered to be the most effective course of action. The most effective response would be to raise your concerns with your chain of command and approach the Commo section and ask if they could provide informal training on the systems.","You indicated \"C\" was the LEAST effective response. The best response was \"E\".","This response is partially ineffective because other Soldiers’ experience with equipment does not make them experts on the systems.  In fact the systems are new so there is a good chance that the other Soldiers are just getting familiar with the systems themselves. Because of this, they may not be able to provide appropriate training on the new systems.  However, because you are proactively seeking out learning opportunities to improve your capabilities, this is not considered to be the least effective course of action. The least effective course of action would be to not worry about it and leaving it to the unit to train you on any equipment you need to know.","Search for information or other resources that are available on AKO and the internet.","You indicated \"D\" was the MOST effective response. The best response was \"F\". ","This is a partially response because it is an effective way to start familiarizing yourself with the new systems.  However, given that the systems are new, there may not be a lot of information available.  Additionally, you are likely to receive better information and training from people who are familiar with the use of the system and therefore this is not considered to be the most effective course of action.  The most effective response would be to raise your concerns with your chain of command and approach the Commo section and ask if they could provide informal training on the systems.","You indicated \"D\" was the LEAST effective response. The best response was \"E\".","This is a partially ineffective course of action because there may not be a lot of information available on AKO or the internet because they are new systems. Additionally, you are likely to receive better information and training from people who are familiar with the use of the system. However, because you are trying to be proactive in learning about the new systems, this is not considered to be the least effective course of action. The least effective course of action would be to not worry about it and leaving it to the unit to train you on any equipment you need to know.","Ask other members of your unit about their familiarity and interest in learning the systems. Get a general sense of the unit’s training or familiarity with the communication systems and whether unit-wide training might be needed.","You indicated \"E\" was the MOST effective response. The best response was \"F\".  \"E\" is actually the LEAST effective response. You recieve -1 point.","This is a partially effective course of action because it seeks to identify whether there is a unit-wide training gap.  Identifying a unit-wide training gap can show unit leadership that there is a need for training. If there is no training gap, you may have found people in the unit that can help you learn the new systems. However, because these are new systems, and your unit has not yet deployed, there may not be anyone in the unit who is familiar enough with the systems to train you. The most effective solution would be to raise your concerns with your chain of command. Approach the Commo section and ask if they could provide informal training on the systems.","You indicated \"E\" was the LEAST effective response. The best response was \"E\". You earned 1 point.","This is a partially ineffective response because it does not determine how you and other unit members can receive training on the new systems.  However, it proactively seeks to identify potential unit-wide training gaps and therefore is not considered to be the least effective response. The least effective course of action would be to not worry about it and leaving it to the unit to train you on any equipment you need to know.","Raise your concerns with your chain of command. Approach the Commo section and ask if they could provide informal training on the systems.","You indicated \"F\" was the MOST effective response. The best response was \"F\". You earned 1 point.","This is considered to be the most effective course of action for this scenario. As a leader, it is important to proactively call attention to potential unit-wide training gaps that you see.  In addition, you are being proactive in looking for ways for the unit to receive hands-on training on the new systems from appropriate experts.  Calling your leaders’ attention to this issue is a good demonstration of followership and also makes sure you and your fellow Soldiers are getting the training you need to be ready for the upcoming deployment. ","You indicated \"F\" was the LEAST effective response. The best response was \"E\". \"F\" is the MOST effective response. You recieve -1 point.","This is actually considered to be the most effective response for this scenario because it proactively calls your leaders’ attention to a potential unit-wide training gap.  In addition, you are being proactive in seeking out ways for the unit to receive hands-on training on the new systems from appropriate experts.   The least effective course of action would be to not worry about it and leaving it to the unit to train you on any equipment you need to know."]

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["SJT Feedback Report"]
["Scenario",null,"Answer","Best Answer","Score"]
["1: Avoiding Favoritism","MOST Effective Course of Action","B","D",{"$f":"IF(C3=D3, 1,IF(C3=D4, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","B","E",{"$f":"IF(C4=D4, 1,IF(C4=D3, -1,0))","v":0}]
["2: Facilitating team Cohesion","MOST Effective Course of Action","D","F",{"$f":"IF(C5=D5, 1,IF(C5=D6, -1,0))","v":-1}]
[null,"LEAST Effective Course of Action","D","D",{"$f":"IF(C6=D6, 1,IF(C6=D5, -1,0))","v":1}]
["3: Setting Appropriate Priorities","MOST Effective Course of Action","E","D",{"$f":"IF(C7=D7, 1,IF(C7=D8, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","E","B",{"$f":"IF(C8=D8, 1,IF(C8=D7, -1,0))","v":0}]
["4: Developing Subordinates","MOST Effective Course of Action","E","B",{"$f":"IF(C9=D9, 1,IF(C9=D10, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","E","D",{"$f":"IF(C10=D10, 1,IF(C10=D9, -1,0))","v":0}]
["5: Allowing Subordinates to Learn from Mistakes","MOST Effective Course of Action","E","C",{"$f":"IF(C11=D11, 1,IF(C11=D12, -1,0))","v":-1}]
[null,"LEAST Effective Course of Action","E","E",{"$f":"IF(C12=D12, 1,IF(C12=D11, -1,0))","v":1}]
["6: Accepting Responsibility for Mistakes when Appropriate","MOST Effective Course of Action","E","A",{"$f":"IF(C13=D13, 1,IF(C13=D14, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","E","B",{"$f":"IF(C14=D14, 1,IF(C14=D13, -1,0))","v":0}]
["7: Leading and Influencing Subordinates","MOST Effective Course of Action","E","B",{"$f":"IF(C15=D15, 1,IF(C15=D16, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","E","F",{"$f":"IF(C16=D16, 1,IF(C16=D15, -1,0))","v":0}]
["8: Building and Maintaining Trust","MOST Effective Course of Action","E","A",{"$f":"IF(C17=D17, 1,IF(C17=D18, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","E","C",{"$f":"IF(C18=D18, 1,IF(C18=D17, -1,0))","v":0}]
["9: Building Effective Teams","MOST Effective Course of Action","E","B",{"$f":"IF(C19=D19, 1,IF(C19=D20, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","E","F",{"$f":"IF(C20=D20, 1,IF(C20=D19, -1,0))","v":0}]
["10: Influencing Outside the Chain of Command","MOST Effective Course of Action","E","D",{"$f":"IF(C21=D21, 1,IF(C21=D22, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","E","A",{"$f":"IF(C22=D22, 1,IF(C22=D21, -1,0))","v":0}]
["11: Communicating Effectively","MOST Effective Course of Action","E","F",{"$f":"IF(C23=D23, 1,IF(C23=D24, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","E","D",{"$f":"IF(C24=D24, 1,IF(C24=D23, -1,0))","v":0}]
["12: Leveraging Principles of Mission Command","MOST Effective Course of Action","E","B",{"$f":"IF(C25=D25, 1,IF(C25=D26, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","E","A",{"$f":"IF(C26=D26, 1,IF(C26=D25, -1,0))","v":0}]
["13: Balancing Subordinate Needs with Mission Requirements","MOST Effective Course of Action","E","F",{"$f":"IF(C27=D27, 1,IF(C27=D28, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","E","A",{"$f":"IF(C28=D28, 1,IF(C28=D27, -1,0))","v":0}]
["14: Creating a Positive Environment","MOST Effective Course of Action","E","B",{"$f":"IF(C29=D29, 1,IF(C29=D30, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","E","D",{"$f":"IF(C30=D30, 1,IF(C30=D29, -1,0))","v":0}]
["15: Dealing with Unfamiliar Situations","MOST Effective Course of Action","E","F",{"$f":"IF(C31=D31, 1,IF(C31=D32, -1,0))","v":0}]
[null,"LEAST Effective Course of Action","E","A",{"$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: Avoiding Favoritism"}]
[{"$f":"Questions_and_Answers!B2","v":"You are a newly promoted staff sergeant and assigned as a squad leader. You notice your platoon sergeant appears to be spending a lot of time with another squad leader in the platoon, who is a member of the opposite sex. Just when you convince yourself that nothing is going on, you run into them having dinner together at a restaurant near the post. You know the platoon sergeant is having marital problems and that the squad leader is single. You are worried about how this will be perceived by other members of the unit. "}]
["Answer A",{"$f":"Questions_and_Answers!$C2","v":"Go to the first sergeant and tell him about your observations."}]
["Answer B",{"$f":"Questions_and_Answers!$H2","v":"Go to the platoon leader and tell him about your observations."}]
["Answer C",{"$f":"Questions_and_Answers!$M2","v":"Ask your mentor, a senior NCO in another unit, for advice on how to handle the situation."}]
["Answer D",{"$f":"Questions_and_Answers!$R2","v":"Tell the platoon sergeant about your observations and that you are concerned about unit members’ perceptions (e.g., perceived favoritism)."}]
["Answer E",{"$f":"Questions_and_Answers!$W2","v":"Raise the situation during sergeant’s time, without providing specific names."}]
["Answer F",{"$f":"Questions_and_Answers!$AB2","v":"Casually speak with the squad leader in question about your observations and your concerns with regard to unit perceptions."}]
["Most Effective"]
[{"$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 \"B\" was the MOST effective response. The best response was \"D\"."}]
[{"$f":"IF(C3 =\"A\", Questions_and_Answers!$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!$AD2, \"\"))))))","v":"This is a partially effective response, because approaching the platoon leader about your observations could be an effective course of action. However, you are avoiding the problem which detracts from your development as a subordinate leader. The most effective course of action would be to discuss your observations directly with the platoon sergeant so that he is aware of your concerns and how his interactions may be impacting the platoon’s morale, performance, and motivation."}]
["Least Effective"]
[{"$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 \"B\" was the LEAST effective response. The best response was \"E\"."}]
[{"$f":"IF(C4=\"A\", Questions_and_Answers!$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!$AF2, \"\"))))))","v":"This option is considered to be partially ineffective because you are not addressing the problem. This option is not the least effective action a leader could take under these circumstances because if your assumptions are true, it is important to inform him about how his actions are impacting and perceived by others in the unit.  The least effective course of action would be to raise the situation during sergeant’s time, without providing specific names. This option avoids dealing directly with the problem and presents your concerns in an ambiguous way, such that the platoon sergeant and squad leader might not even recognize that their interactions are being referenced."}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A3","v":"Situation 2: Facilitating Team Cohesion"}]
[{"$f":"Questions_and_Answers!B3","v":"You have been a platoon sergeant in your unit for about two years. A new platoon leader has been assigned. You had an excellent working relationship with your previous platoon leader; you had similar leadership styles and views, and you worked closely together to create a well-disciplined and effective unit. Your new platoon leader is somewhat inexperienced. When he first arrived, you in-briefed the new platoon leader on the unit, its strengths and weaknesses, and its experiences over the past few years. You’ve recently noticed that he has begun to set objectives and direct Soldiers without input from you or the other NCOs. Your squad leaders have begun to complain that the platoon leader is micro-managing, that tasks are not being distributed fairly, unit cohesion is decreasing and that there are more discipline problems. You’ve met with the new platoon leader to share your concerns about the unit, but he doesn’t appear to be listening and you feel like you are not getting through to him."}]
["Answer A",{"$f":"Questions_and_Answers!$C3","v":"Meet with the platoon leader; tell him how well you worked with the previous platoon leader and that you hope the two of you can have the same kind of relationship. Explain that you are concerned about the platoon’s cohesion and performance."}]
["Answer B",{"$f":"Questions_and_Answers!$H3","v":"Meet with your squad leaders and explain that you must all work as a team to create a highly effective and motivated unit. Work with them to develop a plan of action to address the discipline problems."}]
["Answer C",{"$f":"Questions_and_Answers!$M3","v":"Talk to the first sergeant about your concerns and ask for advice."}]
["Answer D",{"$f":"Questions_and_Answers!$R3","v":"Accept that not all working relationships will be as good as the one you had with the previous platoon leader.  Continue to perform your duties as best you can."}]
["Answer E",{"$f":"Questions_and_Answers!$W3","v":"Ask the platoon leader to provide his rationale for specific actions that do not seem appropriate."}]
["Answer F",{"$f":"Questions_and_Answers!$AB3","v":"Ask the platoon leader to clarify his expectations for you and the platoon. Request that you work together to develop a plan for achieving his objectives that takes into account the platoon’s skills and history."}]
["Most Effective"]
[{"$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 \"D\" was the MOST effective response. The best response was \"F\". \"D\" is actually the LEAST effective response. You recieve -1 point."}]
[{"$f":"IF(C5 =\"A\", Questions_and_Answers!$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!$AD3, \"\"))))))","v":"This is actually considered to be the least effective course of action in this scenario.  This option represents inaction and could lead you to become content with poor unit performance and cohesion.  There is no expectation that working relationships or unit cohesion will improve. The most effective course of action would be to ask the platoon leader to clarify his expectations for you and the platoon. By asking the platoon leader to clarify and reiterate his expectations, you are signaling to the platoon leader that you support his objectives while also gaining additional clarity on what needs to be achieved.  Once you understand his goals, you can leverage your experience to provide specific input on how those goals can best be achieved."}]
["Least Effective"]
[{"$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 \"D\" was the LEAST effective response. The best response was \"D\". You earned 1 point."}]
[{"$f":"IF(C6=\"A\", Questions_and_Answers!$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!$AF3, \"\"))))))","v":"This option is considered to be the least effective course of action for this scenario.  This response represents inaction with regard to the problems the platoon is experiencing. Furthermore, this action could lead you to become content with poor unit performance and cohesion. If you do nothing, it is likely that the platoon leader will continue to lead the platoon as he is, and there is no expectation that working relationships will improve. "}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A4","v":"Situation 3: Setting Appropriate Priorities"}]
[{"$f":"Questions_and_Answers!B4","v":"Your unit recently returned from deployment, and most of the Soldiers are burned out from the hectic pace. In garrison, the focus is on equipment maintenance, gathering lessons learned, and determining how tactics may need to change based upon mission success. As platoon sergeant, you’ve been tasked to determine the most critical training needs."}]
["Answer A",{"$f":"Questions_and_Answers!$C4","v":"Gather your platoon for an open discussion of training needs."}]
["Answer B",{"$f":"Questions_and_Answers!$H4","v":"Develop a survey regarding training needs and have each Soldier in the platoon fill it out."}]
["Answer C",{"$f":"Questions_and_Answers!$M4","v":"Determine training needs based on your observations during the deployment."}]
["Answer D",{"$f":"Questions_and_Answers!$R4","v":"Work with the platoon leader to develop the training requirements."}]
["Answer E",{"$f":"Questions_and_Answers!$W4","v":"Ask your first sergeant about training requirements."}]
["Answer F",{"$f":"Questions_and_Answers!$AB4","v":"Review the unit METL and platoon battle tasks to determine if your training needs to be altered."}]
["Most Effective"]
[{"$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":"You indicated \"E\" was the MOST effective response. The best response was \"D\". "}]
[{"$f":"IF(C7 =\"A\", Questions_and_Answers!$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!$AD4, \"\"))))))","v":"This is a partially effective response since it is considered a positive action to seek advice from your senior leaders. Your first sergeant may be able to offer some suggestions but will not have the same perspective of your platoon’s training needs as you or the platoon members. Because of this, this course of action is not considered to be the most effective course of action in this situation. The most effective course of action in this situation is to work with the platoon leader to develop the training requirements. The platoon leader will have a better idea of how the training needs should be prioritized."}]
["Least Effective"]
[{"$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":"You indicated \"E\" was the LEAST effective response. The best response was \"B\"."}]
[{"$f":"IF(C8=\"A\", Questions_and_Answers!$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!$AF4, \"\"))))))","v":"This response is considered to be partially ineffective since your first sergeant will not have the same perspective of your platoon’s training needs as you or the platoon members. However, this is not the least effective course of action because you are seeking input from a senior leader. The least effective course of action would be to develop a survey on training needs and have each Soldier in the platoon fill it out. Giving a survey distances you from your platoon members and prevents an open dialogue on training needs. "}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A5","v":"Situation 4: Developing Subordinates"}]
[{"$f":"Questions_and_Answers!B5","v":"You are a squad leader in a unit that is three months into its re-fit period following a 12-month deployment. A high-performing team leader recently transferred out of the unit, and one of your subordinates was assigned to the position based on his exemplary performance in difficult combat situations during the previous deployment. However, this new team leader seems disorganized and is clearly unable to manage the requirements of the position with respect to appropriate communication, troop leading, and enforcing standards. Additionally, in the first few months since rotating back stateside, the platoon’s performance in training exercises has slipped to a marginal rating. You understand the need to develop subordinate leaders but you also have your hands full helping a new, inexperienced platoon leader get up to speed. Your company first sergeant is away at training for another month."}]
["Answer A",{"$f":"Questions_and_Answers!$C5","v":"Counsel the team leader on the responsibilities of his position; provide specific guidance on your expectations for training and readiness; and ask that he submit remediation plans within the next 72 hours."}]
["Answer B",{"$f":"Questions_and_Answers!$H5","v":"Tell the platoon sergeant that the new team leader is not performing his job effectively. Ask the platoon sergeant to meet with you and the team leader and work together to develop a plan of action."}]
["Answer C",{"$f":"Questions_and_Answers!$M5","v":"Schedule mandatory meetings with the team leader to discuss his plans and to offer your guidance and feedback. Explain that this is temporary until the team leader has learned his new duties."}]
["Answer D",{"$f":"Questions_and_Answers!$R5","v":"Hold a meeting with all the NCOs in the squad and highlight the performance issues. Without identifying any individual team, state your concern about performance, clarify your expectations for the unit, and challenge the NCOs to find ways to improve the unit’s performance."}]
["Answer E",{"$f":"Questions_and_Answers!$W5","v":"Ask the other team leaders to work with the under-performing team leader in fulfilling the role requirements until you have more time to work with the new team leader one-on-one."}]
["Answer F",{"$f":"Questions_and_Answers!$AB5","v":"When he returns in a month, ask the first sergeant for advice on how to help the new team leader. In the meantime, tell the more experienced team leaders you are counting on them to improve the squad’s performance in training."}]
[]
[]
[]
[]
[]
[]
[]
[]
["Most Effective"]
[{"$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":"You indicated \"E\" was the MOST effective response. The best response was \"B\"."}]
[{"$f":"IF(C9 =\"A\", Questions_and_Answers!$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!$AD5, \"\"))))))","v":"This is a partially effective response since this would give the other team leaders some experience in developing others and could promote cohesion among your squad. However, it is likely that the other team leaders do not share your knowledge of the requirements or perspective on the new team leader’s performance. Therefore, they may have a hard time determining the developmental needs and necessary developmental actions for the new team leader. Because of this, this course of action is not considered to be the most effective. The most effective course of action would be to tell the platoon sergeant that the new team leader is not performing his job effectively and ask the platoon sergeant to meet with you and the team leader to work together to develop a plan of action. In this meeting with the team leader and platoon sergeant, you can likely identify the developmental needs of the team leader and set an initial path for development."}]
["Least Effective"]
[{"$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":"You indicated \"E\" was the LEAST effective response. The best response was \"D\". "}]
[{"$f":"IF(C10=\"A\", Questions_and_Answers!$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!$AF5, \"\"))))))","v":"This response is considered to be partially ineffective because the other team leaders are likely both busy and only have a moderate amount of experience. You would likely still need to oversee or check-in on their progress and monitor the specific actions they recommend the new team leader. However, it is not considered to be entirely ineffective since it would give the other team leaders some experience in developing others and could promote cohesion among your squad. The least effective course of action would be to hold a meeting with all the NCOs in the squad and highlight the performance issues while stating your concerns about performance, clarifying your expectations for the unit, and challenging the NCOs to find ways to improve the unit’s performance."}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A6","v":"Situation 5: Allowing Subordinates to Learn from Mistakes"}]
[{"$f":"Questions_and_Answers!B6","v":"You are a squad leader and your Soldiers are rehearsing convoy operations as part of the train-up for deployment. During the training exercise, a simulated improvised explosive device (IED) detonates on the first vehicle in your element. In the immediate confusion, the second vehicle accelerates and tries to push through the kill zone, only to rear-end the lead vehicle. No one is injured, but both vehicles sustain damage."}]
["Answer A",{"$f":"Questions_and_Answers!$C6","v":"As soon as possible, emphasize to the Soldiers that lives could have been lost, had it been a real-world event."}]
["Answer B",{"$f":"Questions_and_Answers!$H6","v":"Discuss the incident with the driver of the second vehicle during your next counseling session."}]
["Answer C",{"$f":"Questions_and_Answers!$M6","v":"During the after action review (AAR), point out to everyone involved in the exercise that while mistakes were made, lessons can be learned from this event."}]
["Answer D",{"$f":"Questions_and_Answers!$R6","v":"Immediately replace the driver of the second vehicle for the next lane."}]
["Answer E",{"$f":"Questions_and_Answers!$W6","v":"Dismiss the event as part of training."}]
["Answer F",{"$f":"Questions_and_Answers!$AB6","v":"Provide on-the-spot corrections of the mistakes made."}]
["Most Effective"]
[{"$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":"You indicated \"E\" was the MOST effective response. The best response was \"C\"."}]
[{"$f":"IF(C11 =\"A\", Questions_and_Answers!$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!$AD6, \"\"))))))","v":"This is actually the least effective course of action for this scenario. By dismissing the event you miss an opportunity to develop your subordinates. Your squad members will either be left to wonder about what they could have done better or worse, led to believe that these incidents are normal and that they do not need to improve these skills. You need to use the incident as a teachable moment for all squad members, during the AAR for instance. The most effective course of action would be to gather everyone during the after action review (AAR), and point out to everyone involved in the exercise that while mistakes were made, lessons can be learned from this event."}]
["Least Effective"]
[{"$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":"You indicated \"E\" was the LEAST effective response. You earned 1 point."}]
[{"$f":"IF(C12=\"A\", Questions_and_Answers!$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!$AF6, \"\"))))))","v":"This is considered to be the least effective course of action for this scenario.  By dismissing the event you miss an opportunity to develop your subordinates. Your squad members will either be left to wonder about what they could have done better or led to believe that these incidents are normal and that they do not need to improve these skills.  Either outcome is undesirable. "}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A7","v":"Situation 6: Accepting Responsibility for Mistakes when Appropriate"}]
[{"$f":"Questions_and_Answers!B7","v":"You are a platoon sergeant currently deployed for a protracted counterinsurgency mission.  During one of your patrols, one of your squad leaders is approached by a local man who informs him about a weapons cache not far from your location. When your squad leader relayed this to you, you sent them to check the location to see if they could verify the cache. While in route to the location, the squad’s lead vehicle was hit with an IED.  A specialist sustained moderate injuries but will be okay.  The vehicle was lost but fortunately nobody else was hurt. Furthermore, the intel regarding the cache proved to be false. The company commander has made it clear he is unhappy that the unit was suckered into an IED attack and that the specialist was injured."}]
["Answer A",{"$f":"Questions_and_Answers!$C7","v":"Reprimand your squad leader for failing to verify the intelligence."}]
["Answer B",{"$f":"Questions_and_Answers!$H7","v":"Apologize to the company commander for the oversight.  State that in the future you will more carefully vet sources and verify information before acting on it."}]
["Answer C",{"$f":"Questions_and_Answers!$M7","v":"Ask your platoon leader for advice."}]
["Answer D",{"$f":"Questions_and_Answers!$R7","v":"Explain to the company commander that you felt the situation demanded immediate action."}]
["Answer E",{"$f":"Questions_and_Answers!$W7","v":"Reassign the squad leader to a duty that will keep him out of the way."}]
["Answer F",{"$f":"Questions_and_Answers!$AB7","v":"Explain to the company commander that the squad leader failed to appropriately vet the source and then ask how he would like you to proceed."}]
["Most Effective"]
[{"$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":"You indicated \"E\" was the MOST effective response. The best response was \"A\"."}]
[{"$f":"IF(C13 =\"A\", Questions_and_Answers!$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!$AD7, \"\"))))))","v":"This is a partially effective response because reassigning the squad leader will give him time to reflect on what happened and give him time to relax after a near-death experience. However, this is not the most effective response because you made the mistake of failing to verify the intelligence. Reassigning the squad leader indicates that you blame him for the mistake and shows your subordinates that you are unwilling to accept responsibility for your failures. This will decrease the level of trust that your subordinates have in you to lead them.  As their leader, the most effective course of action is to take responsibility for your actions and apologize to the company commander for the oversight, as well as assure him/her that, in the future, you will vet and verify sources/information before acting on it."}]
["Least Effective"]
[{"$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":"You indicated \"E\" was the LEAST effective response. The best response was \"B\"."}]
[{"$f":"IF(C14=\"A\", Questions_and_Answers!$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!$AF7, \"\"))))))","v":"This is only partially ineffective because reassigning the squad leader will give him time to reflect on what happened and give him time to relax after a near-death experience. The least effective course of action would be to reprimand your squad leader for failing to verify the intelligence."}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A8","v":"Situation 7: Leading and Influencing Subordinates"}]
[{"$f":"Questions_and_Answers!B8","v":"You are conducting mounted patrols within your sector when an improvised explosive device (IED) detonates on the lead vehicle. From your location in the patrol, you cannot see what occurred. Your rear vehicle has also just reported receiving small arms fire. You want to move out of the kill zone, but the lead vehicle is not moving. After a period of no radio contact, the driver of the lead vehicle radios back, cursing and upset, that the co-driver and gunner are likely dead."}]
["Answer A",{"$f":"Questions_and_Answers!$C8","v":"Quickly remind the Soldier that you’ve done battle drills to prepare for this type of event. They know what to do."}]
["Answer B",{"$f":"Questions_and_Answers!$H8","v":"Ask the lead vehicle driver if he is able to continue driving. Emphasize that you’re confident that he can do so."}]
["Answer C",{"$f":"Questions_and_Answers!$M8","v":"Let the lead driver know that he continues to expose the element to danger."}]
["Answer D",{"$f":"Questions_and_Answers!$R8","v":"Have the second vehicle pull to the front in order to tow the damaged vehicle. You can take care of the driver at a later time."}]
["Answer E",{"$f":"Questions_and_Answers!$W8","v":"Authorize your gunners to engage any possible IED triggermen or shooters while you determine what to do next."}]
["Answer F",{"$f":"Questions_and_Answers!$AB8","v":"Send someone from your vehicle to determine what has happened in the lead vehicle. "}]
["Most Effective"]
[{"$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":"You indicated \"E\" was the MOST effective response. The best response was \"B\"."}]
[{"$f":"IF(C15 =\"A\", Questions_and_Answers!$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!$AD8, \"\"))))))","v":"This is a partially effective course of action because it could buy you time to check on the driver and work out a solution, however, this is not considered to be the most effective course of action because you should first check if the driver is able to perform his duty. If so, then the first course of action would be to get the convoy moving rather than trying to engage combatants. The most effective course of action is to confirm the driver is still capable of performing his duty while informing him he needs to do so and that you are confident he can."}]
["Least Effective"]
[{"$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":"You indicated \"E\" was the LEAST effective response. The best response was \"F\"."}]
[{"$f":"IF(C16=\"A\", Questions_and_Answers!$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!$AF8, \"\"))))))","v":"This is a partially ineffective course of action because your first action should be to check on the status of the lead driver. However, because it buy you time to check on the driver and work out a solution, it is not considered to be the least effective course of action. The least effective course of action would be to send someone from your vehicle to determine what has happened in the lead vehicle. This is the least effective option because it put your Soldiers at risk."}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A9","v":"Situation 8: Building and Maintaining Trust"}]
[{"$f":"Questions_and_Answers!B9","v":"You are a platoon sergeant who has just joined a new unit. The platoon leader has pointed out that getting to know your Soldiers is a priority. The NCO that you are replacing retired after the unit returned from its second deployment to Iraq and was very popular and close to his Soldiers. "}]
["Answer A",{"$f":"Questions_and_Answers!$C9","v":"Have a meeting with your subordinate NCOs and ask them to tell you about their Soldiers."}]
["Answer B",{"$f":"Questions_and_Answers!$H9","v":"Call your mentor, a first sergeant in another company, for advice on how to handle the situation."}]
["Answer C",{"$f":"Questions_and_Answers!$M9","v":"Schedule 15-minute meetings to talk with each of your subordinate NCOs and Soldiers one-on-one."}]
["Answer D",{"$f":"Questions_and_Answers!$R9","v":"Over the next two weeks, make a point of chatting with each Soldier individually as opportunities come up throughout the day."}]
["Answer E",{"$f":"Questions_and_Answers!$W9","v":"Hold a brief meeting and explain that you know you have big shoes to fill, but are looking forward to getting to know everyone."}]
["Answer F",{"$f":"Questions_and_Answers!$AB9","v":"Hold a brief meeting and explain that you are always available to anyone who has a problem."}]
["Most Effective"]
[{"$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":"You indicated \"E\" was the MOST effective response. The best response was \"A\"."}]
[{"$f":"IF(C17 =\"A\", Questions_and_Answers!$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!$AD9, \"\"))))))","v":"This is a partially effective response as it is a way of letting everyone know that you are interested in getting to know them.  However, your goal is to actually get to know the Soldiers and this course of action would fall short of achieving that goal.  Rather, this may be just a first step in a more effective approach. Therefore this is not considered to be the most effective course of action.  It would be more effective if it involved some informal way of getting to know your NCOs and Soldiers.  Meeting with the NCOs to get to know them would be a good place to start as they could tell you about themselves and also give you some background on each of their Soldiers."}]
["Least Effective"]
[{"$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":"You indicated \"E\" was the LEAST effective response. The best response was \"C\"."}]
[{"$f":"IF(C18=\"A\", Questions_and_Answers!$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!$AF9, \"\"))))))","v":"This is a partially ineffective course of action because it would not achieve your goal of getting to know the Soldiers.  However, because it communicates that you are interested in getting to know them it is not considered to be the least effective course of action. The least effective course of action would be to schedule 15-minute meetings to talk with each of your subordinate NCOs and Soldiers one-on-one because structuring and formalizing a process to “get to know” your Soldiers can be seen as forced and not genuine."}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A10","v":"Situation 9: Building Effective Teams"}]
[{"$f":"Questions_and_Answers!B10","v":"You are a platoon sergeant, and you have noticed that a sergeant in your unit has been arriving late to formation about three times a week for the past month. Though he is not a member of your platoon, you do not think his squad leader and platoon sergeant have appropriately addressed the issue, as it is still occurring. The first sergeant has been away at training, and your commander has not taken notice of the issue."}]
["Answer A",{"$f":"Questions_and_Answers!$C10","v":"Ignore the issue. Your attention and effort need to be on your platoon."}]
["Answer B",{"$f":"Questions_and_Answers!$H10","v":"Inform the platoon sergeant that you noticed that his platoon has consistently had Soldiers missing. Offer advice if the platoon sergeant doesn’t know how to handle the problem."}]
["Answer C",{"$f":"Questions_and_Answers!$M10","v":"Ask the sergeant’s squad leader why all of his Soldiers aren’t present at morning formations."}]
["Answer D",{"$f":"Questions_and_Answers!$R10","v":"Approach the Soldier privately and inquire as to why he has been late for formations."}]
["Answer E",{"$f":"Questions_and_Answers!$W10","v":"Suggest to the acting first sergeant that she re-emphasize the importance of punctuality during the next day’s first formation."}]
["Answer F",{"$f":"Questions_and_Answers!$AB10","v":"Approach the Soldier privately and inform him that his absences will not be excused and you will report him the next time he is late for formation."}]
["Most Effective"]
[{"$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":"You indicated \"E\" was the MOST effective response. The best response was \"B\"."}]
[{"$f":"IF(C19 =\"A\", Questions_and_Answers!$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!$AD10, \"\"))))))","v":"This is a partially effective course of action because you are bringing the issue to the attention of the acting first sergeant. However, before escalating your concerns to the first sergeant you should first try to address the issue with the platoon sergeant and squad leader to give them an opportunity to correct the behavior as they are the direct leaders of the sergeant. The most effective course of action in this case would be to inform the platoon sergeant that you noticed that his platoon has consistently had Soldiers missing and offer advice if the platoon sergeant doesn’t know how to handle the problem."}]
["Least Effective"]
[{"$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":"You indicated \"E\" was the LEAST effective response. The best response was \"F\"."}]
[{"$f":"IF(C20=\"A\", Questions_and_Answers!$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!$AF10, \"\"))))))","v":"This is a partially ineffective course of action because you are bringing your concerns to the first sergeant before addressing the issue with the platoon sergeant and squad leader.  Because they are the direct leaders of the sergeant they should be given the opportunity to correct the behavior before you escalate your concerns. However, because you are not undermining the platoon sergeant’s authority by approaching the Soldier directly, this is not considered to be the least effective course of action.  The least effective course of action would be to approach the Soldier privately and inform him that his absences will not be excused and you will report him the next time he is late for formation. This is considered the least effective option because it is not your responsibility to discipline other leaders’ Soldiers and may be seen as overstepping."}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A11","v":"Situation 10: Influencing Outside the Chain of Command"}]
[{"$f":"Questions_and_Answers!B11","v":"You are a staff sergeant who is participating in a multi-national training exercise. Next week you will have responsibility for managing a live fire range in which troops from a foreign military unit will practice tactics. During early planning sessions, senior leaders in your unit mentioned that the foreign troops, while very polite and respectful, do not always adhere to the instructions they are given. You want to ensure that training is executed in a safe and productive manner."}]
["Answer A",{"$f":"Questions_and_Answers!$C11","v":"Send the training standards, risk assessment, and safety requirements to the leaders of the foreign troops prior to the live fire exercise."}]
["Answer B",{"$f":"Questions_and_Answers!$H11","v":"During the crawl, walk, and run phases of the training, continuously emphasize that all participants must follow your instructions for their safety."}]
["Answer C",{"$f":"Questions_and_Answers!$M11","v":"Maintain cultural sensitivity and do nothing different unless you encounter a conflict or unsafe act."}]
["Answer D",{"$f":"Questions_and_Answers!$R11","v":"Before the live fire exercise begins, meet with the leaders participating in the training, mention the importance of having productive training, and ask that the support you in ensuring that the lane is executed safely."}]
["Answer E",{"$f":"Questions_and_Answers!$W11","v":"Involve the foreign troops in completing the risk management worksheet."}]
["Answer F",{"$f":"Questions_and_Answers!$AB11","v":"Request that a senior leader from your unit be present at the exercise to give a quick briefing on safety before the lane begins."}]
["Most Effective"]
[{"$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":"You indicated \"E\" was the MOST effective response. The best response was \"D\"."}]
[{"$f":"IF(C21 =\"A\", Questions_and_Answers!$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!$AD11, \"\"))))))","v":"This is a partially effective course of action because it familiarizes the foreign troops with the risks in live fire training.  However, this is not the most effective course of action because you need to get buy-in and commitment from the foreign leaders to support you in conducting a safe training event. Having their troops complete a risk management worksheet will not achieve this buy-in and commitment.  The most effective approach would be to meet with the leaders participating in the training before the demonstrations begin, mention the importance of having a productive training, and ask that they support you in making sure that the lane is executed safely."}]
["Least Effective"]
[{"$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":"You indicated \"E\" was the LEAST effective response. The best response was \"A\"."}]
[{"$f":"IF(C22=\"A\", Questions_and_Answers!$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!$AF11, \"\"))))))","v":"This is a partially ineffective course of action because you need to get buy-in and commitment from the foreign leaders to support you in conducting a safe training event. However, because this may serve to familiarize the troops with the potential risks in the live fire training, it is not considered to be the least effective course of action. The least effective course of action would be to send the training standards, risk assessment, and safety requirements to the leaders of the foreign troops prior to the live fire exercise. Sending a set of long documents means that the foreign leaders will have to read them, understand them and then communicate the standards to their own troops.  This would be difficult for them to achieve in one week and if English is their second language, they may not be able to completely understand the information in the documents. Additionally, range safety is your responsibility and giving it to the foreign leaders could be dangerous."}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A12","v":"Situation 11: Communicating Effectively"}]
[{"$f":"Questions_and_Answers!B12","v":"You are in the first month of your deployment and have just moved into a squad leader position. The platoon leader has been very short with you in your brief encounters. You sense a lack of patience and concern from the platoon leader as you become familiar with your duties and responsibilities."}]
["Answer A",{"$f":"Questions_and_Answers!$C12","v":"Observe the platoon leader’s interactions with other NCOs and compare them with your experiences."}]
["Answer B",{"$f":"Questions_and_Answers!$H12","v":"Ask your platoon sergeant for advice on how to work with the platoon leader."}]
["Answer C",{"$f":"Questions_and_Answers!$M12","v":"Focus all of your effort on learning your duties and building competence as quickly as possible."}]
["Answer D",{"$f":"Questions_and_Answers!$R12","v":"Evaluate your actions to determine if you inadvertently created a misunderstanding."}]
["Answer E",{"$f":"Questions_and_Answers!$W12","v":"Ask the more experienced squad leaders in your platoon for ideas on how to handle the situation."}]
["Answer F",{"$f":"Questions_and_Answers!$AB12","v":"Ask the platoon leader for feedback and recommendations for improvement so that you can perform your duties more effectively."}]
["Most Effective"]
[{"$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":"You indicated \"E\" was the MOST effective response. The best response was \"F\"."}]
[{"$f":"IF(C25 =\"A\", Questions_and_Answers!$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!$AD12, \"\"))))))","v":"This is a partially effective response because you are gathering suggestions from other leaders on how to improve your communication with the platoon leader.  However, if the platoon leader’s shortness with you is resulting from his idea of your performance then the other squad leaders’ insights will do nothing to improve the communication.  Therefore, this is not considered to be the most effective course of action.  The most effective response would be to ask the platoon leader for feedback and recommendations for improvement so that you can perform your duties better."}]
["Least Effective"]
[{"$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":"You indicated \"E\" was the LEAST effective response. The best response was \"D\"."}]
[{"$f":"IF(C26=\"A\", Questions_and_Answers!$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!$AF12, \"\"))))))","v":"This is a partially ineffective course of action because the squad leaders may not have the necessary insight into platoon leader’s behavior.  However, because they may have suggestions for actions you can take to improve your relationship with the platoon leader this is not considered to be the least effective course of action. The least effective course of action would be to evaluate your actions to determine if you inadvertently created a misunderstanding. Without addressing the issue directly with the platoon leader and trying to determine a solution or way to improve your interactions, this course of action is unlikely to resolve the issues you are experiencing."}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A13","v":"Situation 12: Leveraging Principles of Mission Command"}]
[{"$f":"Questions_and_Answers!B13","v":"You are a platoon sergeant deployed on a humanitarian relief mission in response to an earthquake in a developing nation that is friendly toward American forces.  Your platoon has been tasked by the company commander to distribute material aid supplies (food, water, first aid, etc.) among the three villages in the area.  The aid needs to be delivered quickly and each village has slightly different needs.  Furthermore, the villages are remote, separated by rough terrain and there is a lack of roads connecting the villages making travel cumbersome and time consuming."}]
["Answer A",{"$f":"Questions_and_Answers!$C13","v":"Keep the platoon together so that you can organize and direct the distribution of aid in each village."}]
["Answer B",{"$f":"Questions_and_Answers!$H13","v":"Assign each of your squads a separate village to visit.  Advise them they are to distribute the aid among the villagers in the area but let them figure out how best to do it after assessing the situation."}]
["Answer C",{"$f":"Questions_and_Answers!$M13","v":"Quickly visit each village and drop the supplies, letting the villagers figure out how to divide it amongst themselves."}]
["Answer D",{"$f":"Questions_and_Answers!$R13","v":"Assign each of your squads a separate village to visit. Provide them with a detailed set of instructions describing how the aid is to be distributed."}]
["Answer E",{"$f":"Questions_and_Answers!$W13","v":"Assign one of your squads to distribute the aid as they see fit."}]
["Answer F",{"$f":"Questions_and_Answers!$AB13","v":"Organize formal aid distribution events over the next week.  Your entire platoon can work these events."}]
["Most Effective"]
[{"$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":"You indicated \"E\" was the MOST effective response. The best response was \"B\"."}]
[{"$f":"IF(C27=\"A\", Questions_and_Answers!$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!$AD13, \"\"))))))","v":"This is a partially effective course of action because it allows the squad to assess the situation at each location before determining how to distribute the aid. However, because you are only tasking one squad, the process will take longer because the squad will have to visit each village.  Therefore, this is not considered to be the most effective course of action.  The most effective solution would be to assign each of your squads a separate village to visit.  Advise them they are to distribute the aid among the villagers in the area but let them figure out how best to do it after assessing the situation."}]
["Least Effective"]
[{"$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":"You indicated \"E\" was the LEAST effective response. The best response was \"A\"."}]
[{"$f":"IF(C28=\"A\", Questions_and_Answers!$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!$AF13, \"\"))))))","v":"This is a partially ineffective course of action because you are only tasking one squad and the process will take longer because the squad will have to visit each village.  However, because you are allowing the squad to determine how to best distribute the aid at each location, this is not considered to be the least effective course of action. The least effective course of action would be to keep the platoon together so that you can organize and direct the distribution of aid in each village."}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A14","v":"Situation 13: Balancing Subordinate Needs with Mission Requirements"}]
[{"$f":"Questions_and_Answers!B14","v":"On occasion, the Soldiers in your squad complain about the training tasks that they are required to complete and question their relevance. They have mentioned that they would like to see more MOS-specific training, and you’ve noticed that their motivation is waning."}]
["Answer A",{"$f":"Questions_and_Answers!$C14","v":"Emphasize that it is not their duty to question the chain of command’s guidance but to train and prepare for future missions."}]
["Answer B",{"$f":"Questions_and_Answers!$H14","v":"Remind the Soldiers of their military bearing and work with the NCOs in your platoon to address the low motivation."}]
["Answer C",{"$f":"Questions_and_Answers!$M14","v":"Explain how the training contributes to the organization’s larger mission and how critical their performance is."}]
["Answer D",{"$f":"Questions_and_Answers!$R14","v":"Meet with your platoon leader to try to develop new training tasks that will still meet the training requirements."}]
["Answer E",{"$f":"Questions_and_Answers!$W14","v":"Ask other squad leaders in your platoon if they have any ideas for supplementing the training tasks."}]
["Answer F",{"$f":"Questions_and_Answers!$AB14","v":"Speak with other squad leaders to see if they are experiencing similar issues with their troops; if so, try to formulate a group response."}]
["Most Effective"]
[{"$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":"You indicated \"E\" was the MOST effective response. The best response was \"F\"."}]
[{"$f":"IF(C29 =\"A\", Questions_and_Answers!$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!$AD14, \"\"))))))","v":"This is a partially effective response because it shows that you are open to the needs and input of your Soldiers and will help to build their trust in you as their leader. Because of the need to work with the other squad leaders to determine if there is a common training gap across the platoon before adding new training, this is not considered to the most effective response.  The most effective course of action would be to determine if the other squad leaders are experiencing similar issues with their troops.  If so, then you could come up with a group response for platoon-wide training events that would address the concerns and requests raised by your Soldiers."}]
["Least Effective"]
[{"$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":"You indicated \"E\" was the LEAST effective response. The best response was \"A\"."}]
[{"$f":"IF(C30=\"A\", Questions_and_Answers!$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!$AF14, \"\"))))))","v":"This is a partially ineffective response because you first should determine if the other squads are experiencing similar issues.  However, because you are seeking input on ways to supplement training, this is not considered to be the least effective course of action. The least effective course of action would be to emphasize that it is not their duty to question the chain of command’s guidance but to train and prepare for future missions. As a leader, you should be concerned about the motivation of your Soldiers and be open to their feedback regarding training needs. Ignoring their concerns signals you lack interest in their development and will ultimately decrease your ability to lead them effectively."}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A15","v":"Situation 14: Creating a Positive Environment"}]
[{"$f":"Questions_and_Answers!B15","v":"You are an NCO who has recently been assigned to a new unit. You overhear two of your Soldiers discussing a private who is having trouble adjusting to the unit. They mention that he may be depressed and his behavior has made others uncomfortable. Just as you enter the room, the Soldiers stop talking. The private has been in the unit for about a month now, and you’re not aware of any problems that he’s been having. The private’s team leader has not brought up any concerns about the private and you have not had much one-on-one time with the Soldiers because you are also new to the unit."}]
["Answer A",{"$f":"Questions_and_Answers!$C15","v":"Tell the Soldiers you overheard them talking and would like to hear their assessment of the private."}]
["Answer B",{"$f":"Questions_and_Answers!$H15","v":"Talk to the private to see how he is doing."}]
["Answer C",{"$f":"Questions_and_Answers!$M15","v":"Closely monitor the private’s behavior."}]
["Answer D",{"$f":"Questions_and_Answers!$R15","v":"See if the private has anything in his personnel file that may indicate past problems."}]
["Answer E",{"$f":"Questions_and_Answers!$W15","v":"Tell the Soldiers not to talk about the private anymore behind his back."}]
["Answer F",{"$f":"Questions_and_Answers!$AB15","v":"Tell the Soldiers if they have a problem with the private to go talk to him."}]
["Most Effective"]
[{"$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":"You indicated \"E\" was the MOST effective response. The best response was \"B\"."}]
[{"$f":"IF(C31 =\"A\", Questions_and_Answers!$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!$AD15, \"\"))))))","v":"This is a partially effective response because you are helping to maintain a positive environment. However, this is not considered to be the most effective response because the conversation between the Soldiers was regarding a valid concern rather than poking fun or gossiping. The most effective course of action would be to speak to the private to see how he is doing. If you can help the private adjust to the new unit then the concerns of the other unit members should be resolved in the process."}]
["Least Effective"]
[{"$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":"You indicated \"E\" was the LEAST effective response. The best response was \"D\"."}]
[{"$f":"IF(C32=\"A\", Questions_and_Answers!$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!$AF15, \"\"))))))","v":"This is a partially ineffective course of action because it does not address the real issue, which is the trouble the private is having adjusting to the new unit. However, because you want to prevent gossip in the unit this is not considered to be the least effective course of action. The least effective course of action would be to see if the private has anything in his personnel file that may indicate past problems. The private is new to the unit and is not likely to have any useful information in his personnel file. Failure to take direct action may cause problems to worsen and put the private and the unit at risk."}]
["Detailed Results"]
[{"$f":"Questions_and_Answers!A16","v":"Situation 15: Dealing with Unfamiliar Situations"}]
[{"$f":"Questions_and_Answers!B16","v":"You are a junior NCO. While you have not yet served on a deployment, it is very likely your current unit will receive a deployment notice in the near future. Given the training you have received, you are fairly confident in your abilities to “shoot, move, and communicate” when the time arrives. However, due to changes in technology since the last formal training you attended, you do have some concern about some of the new communications equipment being used in theater."}]
["Answer A",{"$f":"Questions_and_Answers!$C16","v":"Don’t worry about it. The unit will train you on any equipment you need to know."}]
["Answer B",{"$f":"Questions_and_Answers!$H16","v":"Approach your squad leader or platoon sergeant and ask if they are aware of upcoming training on these systems."}]
["Answer C",{"$f":"Questions_and_Answers!$M16","v":"Seek out recently redeployed Soldiers who may have experience with the equipment and ask for familiarization training from them."}]
["Answer D",{"$f":"Questions_and_Answers!$R16","v":"Search for information or other resources that are available on AKO and the internet."}]
["Answer E",{"$f":"Questions_and_Answers!$W16","v":"Ask other members of your unit about their familiarity and interest in learning the systems. Get a general sense of the unit’s training or familiarity with the communication systems and whether unit-wide training might be needed."}]
["Answer F",{"$f":"Questions_and_Answers!$AB16","v":"Raise your concerns with your chain of command. Approach the Commo section and ask if they could provide informal training on the systems."}]
["Most Effective"]
[{"$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":"You indicated \"E\" was the MOST effective response. The best response was \"F\".  \"E\" is actually the LEAST effective response. You recieve -1 point."}]
[{"$f":"IF(C31 =\"A\", Questions_and_Answers!$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!$AD16, \"\"))))))","v":"This is a partially effective course of action because it seeks to identify whether there is a unit-wide training gap.  Identifying a unit-wide training gap can show unit leadership that there is a need for training. If there is no training gap, you may have found people in the unit that can help you learn the new systems. However, because these are new systems, and your unit has not yet deployed, there may not be anyone in the unit who is familiar enough with the systems to train you. The most effective solution would be to raise your concerns with your chain of command. Approach the Commo section and ask if they could provide informal training on the systems."}]
["Least Effective"]
[{"$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":"You indicated \"E\" was the LEAST effective response. The best response was \"E\". You earned 1 point."}]
[{"$f":"IF(C32=\"A\", Questions_and_Answers!$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":"This is a partially ineffective response because it does not determine how you and other unit members can receive training on the new systems.  However, it proactively seeks to identify potential unit-wide training gaps and therefore is not considered to be the least effective response. The least effective course of action would be to not worry about it and leaving it to the unit to train you on any equipment you need to know."}]