For example, many officers are interested in advanced civil schooling, which requires two years of schooling followed by a three-year utilization tour. This is an excellent opportunity as long as the officer isn t obligated to the utilization tour when he or she is selected for Command and General Staff College. Senior leaders must also understand the timeline and cycles, and must assist young officers in making career decisions. Senior leaders mentoring, coaching and teaching are the primary tools for junior-officer development. Talking with young officers, learning their goals, sharing past experience and helping them succeed are the best options available to improve company-grade retention.
Every officer has different goals, strengths and weaknesses.
We must guide them to use their strengths to succeed, yet provide them with opportunities to strengthen their weaknesses without damaging their future opportunities. Setting them up for success is a tough job, but we must enhance our understanding of the personnel-management process and make the time and effort to effectively use it. This is how the Signal Regiment can help retain officers and develop them into the best leaders possible, because our soldiers deserve nothing less than the best. LTC Lawrence, former Signal Branch chief at Personnel Command, is now on the colonel promotion list and was selected to command 7th Signal Brigade in Mannheim, Germany. Her military education includes Senior Service College.