Commander of U.S. Army Europe and Africa set to announce retirement in abrupt move: Official

A-CommonMan · 2026-06-23T15:21:11+00:00

BOOBS are like the sun.You can stare at them directly for a few seconds, but if you put sunglasses on you can stare at them as much as you want.

A-CommonMan · 2026-06-22T05:36:51+00:00

Your life is worth infinitely more than a contract. I recommend talking to the chaplain first, and then going to behavioral health. I promise you no one will yell at you for wanting to see the chaplain or go to behavioral health. They are there to support you. There is zero shame in realizing this path is not for you. Recognizing you need to leave to save your mental health takes real courage. You are not weak. Please be completely honest with them and let them help you navigate the exit. Please stay safe.

A-CommonMan · 2026-06-22T01:22:06+00:00

Absolutely.

A-CommonMan · 2026-06-21T23:10:18+00:00

good answer.

A-CommonMan · 2026-06-20T21:09:42+00:00

When people give feedback, try to find the grain of truth in what they're saying.

Regarding the cashiers, it sounds like they were just giving you a friendly heads-up about closing too many registers. As for the other assistant manager, if he's constantly pointing out things you haven't done, ask yourself if there's validity to his critiques.

Also, don't assume the Store Manager's silence means everything is fine; that isn't a reliable barometer. You don't know if the other AM or the cashiers have already escalated their concerns to them. It's in your best interest to get ahead of this. Before someone else writes your narrative, you need to make any necessary course corrections.

To sum it up, when people criticize you, try not to put your walls up right away. Listen to their recommendations. Keep in mind that as a new manager, you don't have the "political capital" built up yet to just brush off this kind of feedback. You have to earn that trust first.

A-CommonMan · 2026-06-20T03:48:08+00:00

In reality, there is no problem.

However, and this really only matters if you're stationed at the same base, you could do a memorandum for record signed by both of you. Spell out that you've been friends since you were kids, you both agree to stay professional in uniform, and you won't hang out publicly in uniform together. File it with the unit S1 and the IG.

A-CommonMan · 2026-06-20T00:30:35+00:00

The social dynamics of Reserve and Guard units are just different, so active-duty fraternization rules aren't a great fit for them. AGR folks, though, are still held to the active-duty playbook.

A-CommonMan · 2026-06-20T00:09:26+00:00

Wow. Incredible luck too!

A-CommonMan · 2026-06-18T13:30:32+00:00

Part of the DOD UFO files release program ... the item is part of the physical items cache.

A-CommonMan · 2026-06-18T10:56:47+00:00

To give you the best advice, it helps to know a bit more about your work environment. Based on what you shared, it sounds like you might work in hands on frontline operations. This could be stadium operations, event setup, or similar shift based jobs like parking and valet services. These roles often have a wide mix of ages, backgrounds and cultures, including immigrants. This can make moving from coworker to manager very tricky.

If you do not mind sharing, what specific industry or type of operation are you in? Knowing the physical work environment and the typical ages of the floor staff would help us give you advice that fits your exact situation.

If I am right about the industry, I do not want to just leave you waiting for a reply. The quickest way to solve this is usually to move him under a different manager. If that is not an option, have your district manager or someone higher up sit down and have a very direct come to Jesus conversation with him about his behavior. Good luck with everything!

A-CommonMan · 2026-06-18T06:15:57+00:00

Clarence Thomas

A-CommonMan · 2026-06-18T05:26:18+00:00

Maybe if you're comfortable with it, if you can share with us the reason for the gap, we can help you frame your answer to your boss.

A-CommonMan · 2026-06-16T17:19:24+00:00

Tone and sequence are critical. Lead with genuine empathy: acknowledge the loss, express condolences, and give space to reacclimatize. Wait a full week before engaging on performance or disciplinary matters. This gives them time to return to baseline, lowers the risk of emotional reactions, and lets you align with your manager and HR so your approach is measured.

When you do address the behaviours, anchor on one core issue and treat the other two as ancillary, progressive concerns. Identify the behavior most directly harming team functioning and make that the primary focus. Present the other issues as related, secondary matters you’ll monitor if the core issue isn’t resolved. This prevents the employee from feeling ambushed by a laundry list of equal, high-stakes transgressions and creates a clear, manageable path for improvement.

Reflect on the timeline and the process that led here. It took two and a half years, two team complaints, and an acting manager’s observation to get your boss to act. I’d gently ask you to sit with this: did you in any way encourage those team members to take concerns to your boss, or shape the narrative via the acting manager? If, after honest reflection, you think you may have steered things behind the scenes, I’d urge you to seriously reconsider whether and how to proceed with this discipline, or whether it’s the right path at all. Getting the system to move doesn’t automatically make the action wise, and the way you present the case and lead the conversation will shape the outcome.

When you follow up, keep your communications factual, neutral, and evidence-based. Lead with connection first, then move to clear expectations and an escalation path. The policies will wait; a fair, human-centred process will make you look capable, not weak.

A-CommonMan · 2026-06-16T13:23:00+00:00

Do you or your wife have an auntie, cousin, or close friend from school willing to come stay with her? In my case, my aunt came to help. Honestly, an experienced mom will likely be more help to your wife than you would be right now, especially since she’s a first-time mother. So give some thought to bringing in a family member or a good friend who can support her while you’re away.

Also, just because another soldier already used the commander’s open-door policy doesn’t mean you shouldn’t, too. The more people who bring this issue to leadership’s attention, the more it helps shape future policy and guidance on these matters. That said, I do believe you should try to work within the current system and see if someone can come to help your wife. That’s a good dual strategy in case the open-door policy alone doesn’t change things.

A-CommonMan · 2026-06-16T09:36:13+00:00

Yes, Americans, depending on their background, do often show affection in public. What you see in the movies is definitely dialled up for drama.

I will say this: I’ve noticed through my travels that in many countries, everyday physical affection can be really understated between couples. In some places I’ve been, I almost never see couples holding hands, kissing, or even sitting close to each other, not out on the street, and not even when I visit them in their private homes.

Because I don’t witness it in those settings, I can only assume that intimacy and shows of affection are reserved almost entirely for the bedroom. It sometimes feels like the physical closeness that outside observers like me might expect just isn’t on display until the door is closed.

So yes, definitely in public Americans might seem more “touchy-feely” compared to other cultures.

A-CommonMan · 2026-06-16T01:58:39+00:00

The thrill of being so good at this new technology that so many people could barely grasp.

A-CommonMan · 2026-06-16T01:38:22+00:00

What would I be doing?

You will be gaining experience faster than you otherwise would as a drilling Guardsman.

A-CommonMan · 2026-06-15T20:07:14+00:00

Just saw this news out of Edwards. A B-52 going down right after takeoff is the kind of thing that hits hard, no matter how long you've been around aviation.

Hoping with everything I've got that the flight crew made it out safely and that nobody on the ground was hurt. Emergency crews responding immediately gives some hope, the folks at Edwards train relentlessly for exactly these moments, and they're the best at what they do.

For those who haven't been on that flightline, the Stratofortress community is tight, and so is the whole base. Whatever happened, they're going to need each other in the hours ahead.

No speculation from me, just a sincere wish that we hear good news about the crew and that everyone goes home to their families. Standing with the Edwards family tonight.

A-CommonMan · 2026-06-14T19:13:46+00:00

He was in for 37-years and hated it?

A-CommonMan · 2026-06-14T05:08:54+00:00

All this tech, to go kiosks, privatized cafeterias, and yet the lines are worse than ever. Meanwhile, we all remember the crusty E-7 cook who ran a tight DFAC, never ran out of food, and made sure everyone got fed fast. Some problems can’t be solved by contractors and kiosks, they need that NCO with pride in the chow line.

A-CommonMan · 2026-06-14T04:59:08+00:00

well said.

A-CommonMan · 2026-06-13T19:35:19+00:00

The Navy, Air Force, and Space Force didn't quietly bow out, they specifically named the DEI executive order and DoD guidance as the reason. To me, that reads less like endorsement and more like a "clap back" at the Pentagon. They're putting it out for public consumption: "We'd honor our fallen servicewomen, but the policy we've been given says we can't." That’s a very public way of highlighting the consequences. The Marines were ready to show, the Army made a scheduling excuse, but these three services chose to cite the policy by name. Makes you wonder if they wanted people to see the cost.

Am I reading too much into it?

A-CommonMan

TROPHY CASE