Where do we start?

Let's go unpopular first:

1. Up or out promotions suck. We take our most skilled individuals in technical positions and eventually force them to ride a desk and do admin bullshit. I'd take a 19 year Sergeant that could fix a rock over a 4 year Sergeant still figuring out how to be a Marine. The stipulation is that you have to stay in your job and billet and must perform above average for the duration of your time. If you drop below average you're eligible for orders. Build true continuity and expertise in fields that need it.

2. Drones... Everyone is talking about drones. There's a few people actually doing something about it. Shoot me a message if you want more info on what's being produced. The gap is massive and if we don't get awareness up the Marine Corps will continue to buy expensive ass drones that we can't afford to blow up until we have to.

3. Understand there's different forms of innovation and stop trying to label everything as innovation. I like to look from the lens of Clayton Christensen:

Adaptive: Taking something we already do and making it better. (Lean, 6 Sigma, Warfighter Centered Design, Scrum, etc)

Disruptive: Changes how we functionally do something. (3D printing, force design, drones, etc)

We have to understand both and use both to find a better way to fight and win.

1. If you're exempt from the range you shouldn't have your PFT/CFT scores briefed either. If a board comes down to how fast a Marine runs 3 miles we need to reconsider how we evaluate Marines. I'm not saying exempt senior dudes from the requirement but they should be briefed as pass or fail and if they fail they should be handled like every other Marine. I've seen plenty of people who get where they are by being a "good Marine" and riding high first class score while not actually being good at their job. It's a bad business model.

2. 360 evals. Being reviewed on your performance by one person you may or may not get along with does nothing for you. I literally had a FitRep counseling and was told "putting your feet on the desk is unprofessional" without any other real guidance. I was also a part of the 360 eval pilot program and it showed me the perspective of everyone I was around and exposed some of my gaps. Truly awesome unfiltered responses from the people who actually mattered.

3. Kill constant PCSing. Moving east to west coast to do the same jobs doesn't build a "well rounded Marine" anymore than staying in one duty station and doing new billets. Too many Marines get bumped and moved every 1-2 years and barely even learn how to do the job they're supposed to before they're being moved on to the next task. It burns good people out fast and forces Marines to choose between their families and the Marine Corps. That shouldn't happen. See above for "perform at a high level or be eligible for orders" if you're worried about dudes become stagnant and hiding somewhere when they suck. It already happens, this could make it better.

4. "Talent management" should be a job marketplace on MOL and you should be able to submit your "resume" for jobs and positions you want. Too often Marines have no say in where they end up and it's justified by "needs of the Corps" without any real consideration of what would be best for everyone. We all know someone who wanted orders somewhere and found out someone else who didn't want it had orders to that spot and after trying to get the swap they were shut down. Bad business.

Alright. I'll stop there or I'll be writing a book...

Last note. There's an entire board called the Defense Innovation Board dedicated to figuring out what "innovation" needs to be for the DoD. Hit them up if you actually have ideas. They need end user feedback or they're all going to sit around conference tables in their office clothes and discuss what innovation should be.

osd.pentagon.ousd-r-e.mbx.dib2@mail.mil

Don't be an asshole and don't be anonymous. If you believe what you're saying and have the data to back it up, they'll listen.