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The 56th Armor Brigade is suffering from a number of serious issues which are preventing it from functioning as a high performing organization. A poor command climate created by a commander who was asleep at the wheel combined with a challenging deployment in which the brigade was faced with significant challenges has stripped the unit of any form of collective moral. As the incoming commander replacing a relieved Brigade commander my first priority will be to assess the current subordinate leaders in the unit; second I would immediately implement stress reduction policies and third I would establish a training program geared towards energizing the officer and non commissioned officers and bringing them back to a professional mind set.

In order to accomplish what has become a routine task in the Army during the last twelve years, the rebuilding of a collapsed organization, I will rely on the "Rocket Model". The six area approach will enable me to frame my effort conceptually and provide a frame work for evaluation. Before the real work can start the unit must first be purged of toxic and low performing leaders. The S4 MAJ Wilson and the Company Commander Captain Cooper should be investigated but Wilson should also be removed from his position and sent to division, a suitable replacement will be found from within the Brigade even if they are a captain. Should any sign of impropriety be found Cooper will be relieved and punished to the fullest, if he should be exonerated he will be moved to Brigade Headquarters to serve on the staff until his next PCS. This action must be both public and discreet, it must not be openly stated that the S4 is being moved for misconduct until the investigation is complete but the implication is ...

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... level of stress they are applying. In the end we must remember that the goal is not necessarily to create a highly disciplined unit but rather to create a high performing organization.

The end result of this six step approach should be a drastic improvement in the unit’s performance in a short period of time. The removal of toxic leaders and building of a LPD program combined with a focused approach to reducing the stressors affecting the unit’s personnel in support of a mission statement that places Soldier wellbeing in an equal position to unit performance should meet our objective however we must constantly evaluate the results being produced through these efforts. A periodic review of the LPD program and mission/vision statement as well as policy letters associated with the effort to rebuild the brigade will be required to make this a long term success.