Background The army is one of the conventional illustrations of strong leadership in any country. The US military service can be characterized by such concepts as innovation, leadership, and authority. Since the times of the Civil War, Americans did not see the atrocities of military conflicts on their land. However, US soldiers take part in various operations as well as conflicts and wars, which makes proper leadership pivotal. The existing system is rather effective as the US army is one of the most potent and trained in the world, but it is still associated with certain areas to improve. For instance, Baum (2005) reveals instances when American soldiers were completely unprepared for numerous situations. Individuals’ characteristics and leadership skills enabled them to address the challenges they were facing. The story concerning Lieutenant Colonel Chris Hughes is specifically notable as it points to the gaps in training, knowledge sharing, leadership, as well as organizational culture. Purpose The purpose of this memorandum is to draw your attention to the existing issues and those that can emerge in the military sector. This paper also includes some recommendations concerning the ways to solve the problems and contribute to the development of the US Army. The offered solution is closely linked to the concepts of organizational culture and learning organizations. Discussion As mentioned above, leadership is one of the intrinsic qualities of military service. Formal authority is the major instrument employed to exercise power and make the members of the teamwork on their projects or collaborate effectively. Soldiers are ready to follow their commanders’ orders, which brings clarity and efficiency. However, it has been acknowledged that informal authority can be instrumental in facilitating the change and making organizations more successful (Senge, 2006). Formal leaders cannot be equally effective in different situations due to various reasons including but not confined to the lack of expertise, peculiarities of the team, and the environment. The military service has its peculiarities, and making life-or-death decisions is one of them. It is essential to important to ensure quick decisions and proper reactions of people during operations. At the same time, informal leadership can still be an option for the US Army especially when it comes to training and knowledge sharing. Informal leaders can encourage and inspire their followers as well as share their experiences. It is also noteworthy that the US Army would benefit from the shift to the principles of learning organizations. Flexibility and innovation cannot be confined to technology as leadership has to be characterized by these features as well. In simple terms, the army seems to lag as it fails to adapt to the challenges of the modern world. Officers and soldiers are hardly prepared to act creatively in situations that need flexibility. The example provided by Baum (2005) shows that some individuals can respond effectively, but these responses are intuitive. No training is provided to soldiers to make them more adaptive. Although the majority of the personnel may strive for learning and innovation, the system is still weak as learning organizations are not the total of learning individuals (Senge, 2006). Organizational culture should be built around the pillars of learn