My son is doing an assignment about the appointment process and changes of officers. He was wondering if I could offer him thoughts on how NCD and Corps profiles could help TSA find new leaders for a corps when Officers are moved on?
I offered the following suggestions:
NCD could help in the appointment process in several ways (and probably more ways than I am aware of):
1 Where the health of a corps reaches a certain level, e.g., an average of 50 or 55, and sits there for three or four surveys (and the same number of years); the Minimum Factor may change with each survey, but some of the Lowest 10 questions do not lift out of the Lowest 10; this may indicate an inability - or an unwillingness - for that CO to change his or her style and so necessitates a change of officer.
2 Where the survey result continues to worsen over 3 surveys and the same number of years, it is probably indicating a change is needed.
3 There are two particular questions in the Empowering Leadership Quality Characteristic which, when one is high and the other is low indicate some incompatibility between the corps and the COs. In that situation the COs should be transferred.
4 If a specific Quality Characteristic remains as the Minimum Factor for several surveys, e.g., Loving Relationships, it may be wise to appoint COs noted for relational qualities. If Effective Structures is an ongoing problem, appoint COs with strong managerial gifts; and so on.
Does anyone have any further ideas about this?