United States Army

1. United States Army Their Use of Learning Karen Gulliford Steve Tyler Shannon Jones

2. The Strongest Force in the Worldwww.goarmy.com Established in 1775 Largest of the U.S. Armed Forces “The U.S. Army, a key component of the U.S. Armed Forces, is made up of the best-trained, most dedicated, most respected Soldiers in the world — protecting America’s freedoms at home and abroad, securing our homeland, and defending democracy worldwide.” “A Soldier in the U.S. Army is the embodiment of physical strength, emotional strength and strength of purpose. As a Soldier, you will be prepared to serve our country whenever and wherever you are needed, combat-ready at all times, trained to counter any threat, anywhere.”

3. The Strongest Force in the Worldwww.goarmy.com • Two basic components: • Operational Division • Active units • 2 Reserve units (National Guard and Reserve) • Institutional Division • Supports the Operational Division • Army has three commands: • Army Forces Command (FORSCOM) – forces on land • Training and Doctrine Command (TRADOC) – training • “Materiel” Command (AMC) – logistics and supplies

4. Presentation Agenda • United States Army: then and now • Changes that have occurred • Evidence of continued organizational learning and knowledge sharing • Our stories

5. US Army: Learning THEN (1999) • Major focus had been the Soviet Union (Cold War) but that had changed • New focus on peacekeeping instead of combat • New: CALL (Center for Army Lessons Learned) • Look for where opportunities exist • New: AAR (After Action Review) • Thinking jointly • Counterinsurgency Field Manual (COIN) • Changes

6. AAR in Action Field Training Exercise

7. US Army: Learning NOW • 9/11: from open air combat to close urban combat • Terrorism at home • New weapons • New strategy: win over the people, provide for them and they will embrace democracy • New technology on the battlefield; DOOM game • More robust use of AAR • War live on TV (Gulf War, Iraq and Afghanistan)

8. Army’s Structure • Little Army = platoon (16 - 44), company (62 -190), battalion (300 - 1000), brigade (3000 – 5000) • Big Army = entire Dept. of the Army organization • Little army transfers info much better • Can filter up to Big army but takes more time • Formal and informal learning structures • Standards for capturing learning

9. Types of AARs – Formal (Big Picture Army) Held at Company level and above Have external observers and controllers Take more time Use complex training aids Are scheduled before hand Are conducted where best supported

10. Types of AARs – Informal (Daily Operations) Normally held at Platoon Level and below Use the standard AAR format Conducted by internal chain of command Take less time Use simple training aids Conducted when needed Held at the training site

11. Different interview paths;One interesting conclusion Retired Army officer Retired from the Army and now works for the Army Currently an enlisted officer Consultant working with the Army

12. Shannon’s interviews: W. Bailey, Retired Rhett Wilcox, Retired

13. AAR: A soldier’s perspective Two war fronts: Iraq & Afghanistan Complexity of AAR has changed Need for formal AAR lessened One size does not fit all Unlearn successful techniques and tactics Shift from tactical only planning Constantly trains for war Does a great job with knowledge sharing

14. Karen’s interview: John Parrott, LTC - TRADOC Training and Doctrine Command Inspector General’s Office Assist, Investigate, Teach, Train

15. Improvements in After Action Reviews (AAR) • Integration of technology • Documents prepared online • Not just debriefing • Complete confidentiality – really • Assistance sessions- Near Transfer • Surveys – How are we doing?

16. How is the Army Learning and Keeping Memory? • TRADOC is the keeper of AAR, data • AAR’s and Surveys mainly, training • Changing with society • sometimes has to be top - down • Listen to Contractors/Consultants • Make learning easy based on the level • Change still slow - unlearning • Leadership wants to know: “Good Fertilizer”

17. Steve’s interview:Ann Marie Petrucelli, Consultant

18. Organizational Memory? • Unlearn combat to learn peacekeeping • Examine COIN with new philosophy • From counterinsurgency to persuasion through actions and assistance • Embrace new technology to support and share learning

19. Sharing Knowledge? There is a pamphlet for everything Role play before conducting AAR Online place to post presentations/training Standardized every lesson plan and provided resource to post comments after teaching CURVE (Curriculum Revise, Review, and Validate) twice a year Instructors use Blackboard

20. Other Points About Learning: • All test questions must point back to specific learning objectives • Standard templates for leader’s guides and participant materials • All learning supports Core Values • Loyalty, Duty, Respect, Honor, Selfless-Service, Integrity, Personal Courage • Transition document when leaving a position • Ensures continuity for new person

21. Our Intersection of Interviews • The outcome of our different interviews brought us to the same place: • Consistent collecting and sharing of knowledge • Organizational learning behaviors • Evolving and changing • Collaborative • Intentional • Integrative • Action oriented

22. Dixon’s Four Points

23. Activity: AAR for CMap • After Action Review participation rules: • No sugar coating • Discover the ground truth • No thin skins • Take notes • Call it as you see it

24. Activity: AAR Feedback SUSTAIN Like it for a review; supposed to happen Ability to vet our thoughts IMPROVES How to address non-consensus; how do we not agree? Avoid side-tracks; stay on subject

25. Discussion Question: • “In the Army, if we have a learning problem or something that does not work right, we have unlimited resources to throw at it until it is fixed. What do medium and small (private) companies do?”