What If Recognition Rewards Visibility Not Value

The wild part about Air Force recognition is how often it comes down to a story on paper instead of the work you do in real life. We get into a controversial one: EPBs and awards packages, and why they don’t always match, even when they’re supposed to reflect the same year of performance. If you’ve ever looked at your Enlisted Performance Brief or performance report and thought, “That’s not what I did,” you’re not alone.

We also spin the block on professionalism and standards, starting with the blowback from graduation photos and uniform issues at Senior NCO Academy. We talk responsibility at every level, why basic quality control matters, and how public perception becomes part of leadership credibility. Then we move into the core debate: awards, promotions, and the politics of being liked, being visible, and having a supervisor who can write. We lay out why strong narrative statements can make average look elite, why weak writing can bury great work, and how overinflated packages sneak through when checks and balances fail.

Finally, we go head to head on the “credit score” reality of reputation: should a past mistake like a DUI or a failed PT test block a quarterly win if the package rules only cover that quarter? We talk consistency, fairness, recovery, and the message awards send to a unit. Tap in, then subscribe, share it with a friend, and leave us a review. What’s your real take: should performance be judged by the quarter or by the whole record?

Transcript

Audio Checks And Live Setup

SPEAKER_01 0:12

You know what? I'll just do it first. Let's do this.

SPEAKER_02 0:27

Almost ran that twice. Hold on. What is good? What is good? Hello. All right, let's see if we can. Yes. Alright, that's still working per usual. Let me see. If somebody's on the Facebook, if they can send a message, I could do it myself, but let me see. Test, test, test. Ah. Oh, you just went out. Alright, he just went out. Nope, it's not working. Huh. That thing's still not working. What up? He went out for a second. Um all right. I'm gonna try to get the Facebook working still. I don't know why it's not working. I tried to change everything I could. I mean, I don't know what else I could change. Uh boom. Um okay, let's try this. Let's try this. It says it gotta be what's up, famous. Who are you? Famous, famous. Oh, what up, Dale? Man, I always forget. He always changes nah. He keeps it the same. It's really on, it's not really on me, but I'll say it's on me. Uh, he always changes things. Sixers. What are you oh, you a Philly fan? I forgot. What's up, Arthur? Uh Lee Sean Walter Jr. I see you and hear you loud and clear. Appreciate it. So I can't see your comments. I'm trying to get that up. Sixers and six, bro. You a dang lie. Good to go on Facebook. Thanks, Mike Ransom. I'm trying to get it so we can see the chat on Facebook. That's what my goal is. So that's what I'm gonna work on while we're doing this. Why do I hear myself twice? There we go. Facebook. That's what my goal is. So that's what I'm gonna. Ah man, what the heck? He said we went out. Who? Oh, I thought you said we went out for a second. No. Why? How are y'all watching on Facebook that maybe I'm not getting the link? Because I don't see none of these comments.

SPEAKER_03 2:51

You went out for a second.

SPEAKER_02 2:52

But they're coming across. Uh let me try to refresh up, girl. Uh okay, there's the link right there. So take this. Take this. I know y'all hear me while I'm just talking and rambling. You could go ahead and take over the show. I'm just rambling trying to get my thoughts together.

SPEAKER_00 3:15

What's up, y'all? Happy Sunday. What's up, man? Happy Sunday. Peace,

Welcome And Where To Find Us

SPEAKER_00 3:20

human beings. It's your boy, Philly DC, live and direct again for another Sunday, the Lord's Day, with my partner Crown Pete. And as always, you got Dell, Jessica Player. We are your unpopular celebrities, live and direct again. Live and direct, live and direct, live and direct, live and direct, live and direct. Thank you for being here. We're here for another show. For all those who are brand new, make sure if you're brand new, check out all our work on YouTube, Instagram, Facebook, Apple Podcasts. You will find all of our old work. I'm sure you will enjoy it. And if you do, make sure you subscribe, like, share, subscribe, share the goodness. And then also, if you would like to send us a donation, feel free, hit us up on the DM. You know what I mean? It costs a lot of money for Pete to keep the lights on. You know what I mean? So send him some donations or whatever. You know what I'm saying? If you want to donate, give me some new glasses, I'll take that too. You know what I mean? So go ahead and get the donations out there. So we got a good show for you today. We're gonna talk about a very controversial topic in the military. We're gonna focus

Why EPBs And Awards Miss Reality

SPEAKER_00 4:35

strictly on the Air Force, and that is enlisted performance board reports versus awards. Do they really give a clear snapshot of how someone is good at their job? And for most of you folks, it has impacted you. Somewhere in your career, you may have gotten an EPB that you felt like did not reflect clearly on what you did during the year. And it could have cost you a promotion. On the flip side, you may have been put in for an award, and your award package did not stack up against other people and you lost, and you know the stuff you did on your award was impactful, but it got lost in translation. So we're gonna talk about supervisors writing performance statements, we're gonna talk about how uh supervisors who uh are really good writers uh are at an advantage versus supervisors who suck at writing. We're gonna talk about uh the way folks grade awards and EPBs, and we're gonna also talk about how it why is it that what is captured on paper is more important than what is captured visibly when a person does something. So we're gonna talk about that. While we're doing that, again, we welcome you being here. Put down in the chat if you got some questions or share your stories of how this may have impact for you, impacted you. And then also if you got any ideas of how we can fix it. I have my own, but you may have some ideas of how we can fix it. And rest assured, don't think for one minute no one's

Senior NCOA Uniform Photo Backlash

SPEAKER_00 6:30

reading it because they're reading it, and we're gonna talk about that too. We're likely gonna start the show off first by spinning the block on a topic we had last week, talking about the CNCO Academy. Why is your mouth wide open? That's kind of weird.

SPEAKER_02 6:45

I'm sorry, Sorz put a long comment in there. I'm still trying to fix these comments. I have no idea why they're not coming up, but it's very irritating.

SPEAKER_00 6:52

Anyway, okay, so we're gonna spin the block and talk about what we we um we addressed last week when it comes to the senior NCO Academy and their packages. So last week, as we've done before, we pulled up a picture from the senior NCO Academy class. And my boy, my partner Pete, he was he was in that whole light too. So he knows what he's talking about. So we see these pictures, we comment on them, right? And then you had a vast majority of people put in the comments all on IG, how they agree with them, like yo, these pictures look bad, uniforms look bad, or whatever. But then you had a small group of people that actually was pissed, mostly because it was a slight little mistake about the two color two-color pants. You know, the pants are different than the top. Yes, we realize that's the army. Okay, it's not that big a deal, people. You know, I mean, it's not like the world's coming to an end because there was a small little mistake on that. We acknowledge that, however, that doesn't take away from the analysis of the uniforms in question in the picture. You had, I'm not gonna mention any names, protect the innocent, but these people is like, oh you ain't got nothing else better to do but to make fun of people uniform. What kind of person are you anyway? Really? Like, bro, grow up, man. Grow up, bro. I mean, come on, man. Like, really, this isn't this part of the problem when people find something that don't make sense or is wrong, you don't address it. This is our way of addressing it. You know, one way you can fix it, do better, man. Do better. Somebody should have pointed it out besides us, but we felt the need to do it, and we're gonna do it again, too. We're gonna do it again, and just like we put in the comments, we say, yo, if you upset what we said, come on the show, come on the show. Pete or I do not run from people, come on the freaking show. We can talk about it, but don't think for one minute you're gonna get on a channel and be like, oh, these people, all they do is sit there in their couch and and make fun of people. Yo, grow up, pull your skirt up, bro. Pull your skirt up, you know. Oh, well, we'll support you when you blah blah blah. Hey, newsflash, my man. There's a lot of people that support us, and there's a lot of people that agree with what we said. Our intent is not to go out there and just make fun of people. We tell it like it is, we call it like it is every single week. Nobody is safe, and last I checked, we get shots thrown at us too, live, live. So, what does that tell you? That tells you that yo, we don't we get everybody get it, everybody. So again, I'm be quiet. I'm see if my man got something to say. I know he's still working on stuff.

SPEAKER_02 10:15

Yeah, I'm still working on this. So oh, I think I got it. Somebody put something in the thing. Somebody, please, please. Man, I think oh, I don't think I have it. God dogged it. I don't know. I I really don't know at this point. I'm really at a loss. If it doesn't work now, I'm at a loss. So hopefully it'll work, but I'm not sure if it will. Uh we I can still see the comments. I know he can see the comments. See it. Uh oh man, Jake. I I can't get on my end. I don't know where I'm missing the mark. I gotta keep, I'm I'm going to keep trying, but I don't know where I'm missing the mark at. Uh like when I type in there, I can see it. It's it's very irritating to be honest. Uh, it's like I have too many windows open or something. Oh, let's do this. Let's try to see. Jake, not coming up on there, but it's coming up on the other one. Very irritating. Very irritating. I'm just expressing my irritation for everything going on. See, I can see, I could type myself in there. Anyway, we'll keep we'll keep the show going. Like Philly said, man, uh, first and foremost, let me get this out the way. You know, when you watch like um inside the NBA, you know when you watch like first take, when you watch um first things first, they usually, if they don't have the host on there, they usually bring host on. And nine times out of ten, the host are going to be former athletes or former players, right? Same thing with the NFL, same thing with the MLB, same thing with the NHL, blah blah blah, same thing with soccer. They're all former players. That's what we are. We're former players, so we have the right to talk about the military just because we're not in anymore, doesn't mean we can't talk about it. That's first and foremost. Second point, like Philly said, it is to bring light to a situation. It is not to clown anybody, it is not to talk trash on anybody. Like I said in the post, y'all posted this. I didn't do it, y'all did it. Y'all want people to look at this. You when you post a picture, you want people to look at your finest moments. Nobody, not a lot of people, post a picture of them taking a dump on the toilet. Because they don't want people to see that. They don't take a picture of them just waking up with crust all in their eyes, because they don't want you to see that. So when you post a picture, you want people to see it. You look your best. Now, if you post a picture, your own personal picture, and your pants are all wrinkled, you look all, I'm not gonna talk about you. That's you. But this is your professional image. It's like your LinkedIn profile, your professional image. And this is what you want out there in the public. So last last, but certainly, certainly not least, certainly not least. Like Philly said, for y'all that don't think this is a big deal, I look at y'all like, what is wrong with you? And some people say, like, let me know you're not military without letting me know you're not military. Like, let me tell you, we on here live every week for the for uh the most part, every week. We're gonna make mistakes, and I usually make the bulk of the mistakes on purpose or on accident, and that's okay. It's okay. But for y'all to take a 20-second clip and think that's what the whole show is about. Watch the mother. Oh, whoa, whoa, whoa, whoa, whoa, whoa, whoa. Let's rewind this back. Let's rewind this back. Watch the mother show before you criticize.

SPEAKER_00 14:34

I agree. Facts.

SPEAKER_02 14:37

Facts. But love and appreciate all y'all.

SPEAKER_00 14:41

Much as you know, man, it's like these are the same MFs that'll get on these little watch these little shows or little clips on Facebook of people fighting in stores and whatnot, and comment on it and say something funny about it. But like your feelings hurt about a 20-second clip of a video. Cause we it's not like we went on there and we said, Oh, yo, look at this person. He looked like he's ugly as duck. This look at this woman, she's fat as duck, whatever. We're looking at their uniforms, which has a clear guideline of how they're supposed to look. Yo, what's up? External US USUF9263. What's up?

SPEAKER_02 15:26

Yo, Brady McCoy, we're talking about the Instagram post. If you ain't seen it, let me know. I'll put it back on here so you can see it real quick. Because you would be a very interesting person to have comments about this. But go ahead, I just want to address that because he just commented on it.

SPEAKER_00 15:42

There is clear AFI instructions that shows it has pictures too. It has pictures, your uniform is supposed to look. And in the brown book, I'm not out that long. I still remember what the brown book is Air Force Handbook 362118. I'll tell you that states that as a senior NCO, as a professional altogether, your uniform is supposed to be squared away. Paraphrasing pause. You're supposed to be squared away. So when you are in a senior NCO academy, you're part of the top three, and you go across stage, you take a picture. One, you as the person is responsible to make sure your uniform is tailored, pressed, and squared away. Number two, you as part of a teammate or class president is supposed to make sure your team uniforms are squared away. Number three, you as a class instructor should make sure your flight that you instruct, that you teach, their uniforms are squared away. Last but not least, the commandant is responsible to make sure his people know the check is people. Now, ultimately, it is up to the individual to make sure your stuff is squared away. If you know, because come on, let's be honest. You've been in that school for six, seven weeks. You know when your pants don't fit, you know when your uniform is too tight or it's high ordered, you know. But I don't know, for whatever reason you decide you don't want to spend no extra money, you figure you're gonna, you know, full sin. I'm just gonna get up there, I'm happy to graduate, and they take these pictures. You know, sometimes when I'm about to take a picture and I know I'll look my best, you know what I do? I go to the back. Take your butt to the back, or I try to step out of the picture. Yeah, for you folks to get in this picture and y'all uniforms is jacked up. We're gonna say what everybody else is saying in the audience, watching. Right, they just thinking it, they just not saying it.

SPEAKER_02 18:08

Hey, for y'all that haven't seen it, uh external Y USUF. I don't know what USUF is. I'll show you. And for Brady, hopefully you're still on here. Let's show you. This is our our Instagram page, so you can find us on Instagram. This is the clip that everybody's talking about. A quick 20-second clip. Let's go ahead and play it. This can't be real. This is real. This is real. Here's an instructor. I don't know who this guy is, but he's more put together than them. What are you doing, bro? This it's like who is looking at your uniform? You see their stripes, this is a senior master. He hasn't changed his blues since basic training, and we're just going through the photos. Like, this is in no particular order. I'm just looking at him. Just looking at it. Let's go to the next one. Oh, this is them again. I don't know who these gentlemen are. Marines, I don't know what their uniforms are. I know his pants are a different color.

SPEAKER_05 19:03

He needs a milk.

SPEAKER_02 19:04

His pants are a totally different color. Troy, that was my instructor. Come on, bro. This can't be real. That's it. That's the clip. That's the clip. We just bring in light to people's uniform. And later on the show, we're gonna show you that there are people who actually care about their appearance, or they just do it smartly. Maybe these are in COA just doing it dumb. But they're doing it a lot more smart than they are. So that's all it is. And you know what, it's all fun. And like I said, if anybody got a problem, y'all are more than welcome to come on the show and express your problems or express your differences. I don't care. I will listen. You're not gonna change my opinion, especially not on that, not when I got pictures and evidence. But I listen, I definitely listen. Uh, yeah, it's pretty bad the academy should be doing PA reviews. Thank you, Mr. McCoy. Thank you. A hundred percent. Is it it's and to me, why I get so passionate about it, it's embarrassing. It's embarrassing. And some people said in there, like, uh, they got more things to worry about. They do. I'm not saying they don't, but that's definitely part of it on the list. And the Philly's point, it's not like you didn't know. It wasn't like it was a surprise inspection. You know what? When I before I got out, we did SSRs. And before SSRs, people were coming up to me like, oh, my pants don't fit. Oh, I need new blue. So you at least tried to get them together. You didn't just wake up the next day and be like, oh, I'm just gonna put it on, whatever. Or the bottom of your shoes were about to uh uh blast off. So you would decide to get new shoes. Like all these things are very common. It's nothing that's uncommon. And anything that has happened, other people have gone through it too. You're not the only one. Stop thinking you're the only one in the whole United States Air Force that uniform does not fit properly. You're fine, just fix it. That's it. You're okay to make a mistake. I make mistakes all the time. It's okay. The moment that you try to be perfect, I don't want to, I don't want to talk to you. I don't like perfect people. This goes to the point of people who are good chiefs and bad chiefs. The good chiefs have all been in trouble somewhere in their career because they can be relatable when people get in trouble. The chiefs that I find the most struggle are hard to communicate with. With are the ones who had this perfect picture, perfect career, and have never been held accountable for stuff. But just stare stair-step their way to where they're at. I find those are the hardest ones to relate to. I find those are the hardest ones to communicate with. Bradley McCoy said, should be a policy to not post unless approved. And it is a hundred percent part of the curriculum, or why not wear sweats and a T? Absolutely disappointing for sure on multiple levels. I said that too. Tony Bostik, what's up, big dog? Uh, pride and health. Does uh dose of fear kept me right? Yeah, I say that too. All right, I'm done.

SPEAKER_00 22:52

Yeah, I think it's just the fact of it's so many people get to see your mistake online, and I see their side from it. It's always an you know, we always wonder like if you're gonna end up on Airman NCO page, you know, there's some but my thing is again, this is all preventable. Like to me, the first time we did this was your first shot across the bow. And we look and it's the same thing, and we're not the QC guys of the PME graduation, we're not, but at the same time, anybody that watches our show, anybody that knows our show, we talk about everything. We throw more than darts at uniforms, everything, and just to peace point, I'm not perfect too. And trust me, I've been in unc, you know, in weird positions where people, you know, I had my uniform was jacked up or I messed up a briefing or whatever, but you know what? I didn't get embarrassed about it. I learned from that ish, and then I get better, you get better. So to peace point, just get freaking better, y'all. If you're an instructor and you're hearing this right now, get better, check your people, and this goes beyond the academy. If you are in a unit and you're having these SSR SRRs, if you're still having it, be the supervisor or wingman. You're supposed to be check your people, and if your uniform is jacked up, you can't say you don't know. Again, it's in the AFI, they got pictures in there, people. Check your ish. If you need new pants, go get them. Stop buying Jordans, buying video games, buy you some new pants, man. You get clothing lines every year. Get it, we're not upset. We just letting them work it straight. And we, you know what? Hey, I'll tell y'all firsthand, yo. First of all, we we appreciate it. Like I told my man on there, we thank you for the engagement. We hey, we respond to every comment most more than most of the time. You're not gonna, you're not gonna, you're not gonna get us off our rhythm. Our our rhythm, you know what I'm saying? Like, we stand by what we say. Ten toes down. Is that what Cardi B say? 10 toes down. We stand on what we say. So again, you want to talk about on live, come on the show. More than welcome. All right.

SPEAKER_02 25:40

Uh let me I think I figured this out finally. Uh, so let me check this. Uh, it's not updating, that's the issue. Uh Tony Bosick says, way beyond the academy. And Brad McCoy said, if the instructors aren't checking and balancing, they got the wrong instructors, in my opinion, bro. Amen to you for that. Yeah. But then the crazy part is the instructors look squared away. It's very crazy. Can we just segue to uh the other uh the the first art academy?

What Good Graduation Standards Look Like

SPEAKER_03 26:20

That's fine.

SPEAKER_02 26:21

All right, let me just I'm just gonna put this up here so y'all can see. So this is what should be happening at an academy graduation. All right, so we're gonna go here. Let me uh make sure I can zoom in to this. This is their latest graduation photos, and like I said, this is three days ago. They posted this. I didn't, I didn't, right? Can you see that? Oh, you don't have access. Maybe you can see it on the uh thing. Let me live, yeah. Okay, so you're a little bit behind on live, so I'll I'll see if I can give you access. Maybe it'll look a little bit better. All right, so here you have somebody who is uh up there, that's some chief master Air Force Ot Otto. I don't even know who he is, don't you know who he is, whatever. But it's not the important part. His stuff looks squared away, right? Uh Nico Johnson over here on the left looks squared away, right? Here goes somebody else. Fine. See how they do their pictures? You see how they do stop it. Can't be mad. Right. You see how they do their picture? He's a distinguished award or got some high-level awards, so you're up for him. All right, here's their full picture, right? Sharp. You got my pair rescue dude, whoever this dude is in the middle. I don't see any flaws except for my man's ribbons, right? I will point this out, yeah, because this is why you do not wear magnets on your blues jacket.

SPEAKER_00 27:55

It may not be magnetic, somebody just popped the cookie, might have popped off.

SPEAKER_02 27:59

Could have, could have. So that's the only issue I see. Not a major issue, but an issue. Uh is a good dude. He's a uh thanks, Junior. I'm sure he is a good dude. I'm sure he is a good dude. Here's another picture, here's another picture, right? Find me a discrepancy in here. Find me. Everybody's stuff is ironed. Everybody's, and this is just the first art, so you can't say it's a guard reserve thing. You can't say that because they're guarding reserves in the first art academy. But let me go to most of the other pictures. You see how they're just neck up or excuse me, waist up, and that's it, right? Everybody, waist up, that's it. See, his ribbons are messed up, but that's all like you said, maybe the thing popped off. I don't know if they're magnets, it's it's pretty far off, but I don't know if they're magnets or whatever, but uh and people ain't gonna catch that, right? But I don't see any really big uniforms, I don't see nobody wearing. This is somebody who cares about their academy, who cares about the product that they put out there. That other bullish that we call the senior SEO Academy is an effing joke. Joke. I said it, it's a joke. How do I know it's a joke? Because I could tell by your appearance, and it's a joke that's not funny, because y'all are the top two percent. And let me let me further point something out, and then I'm done. All these people had to get stripes put on after they graduate, because you can't wear these stripes while you're there because you're not a shirt. So after you graduate, that's when you put that on. You could show up with it on if you want to, but you just can't wear it. This is all their photos. Everybody, I can I mean, I'll let you guys look at them. I'm not seeing nobody with a moo-muong that looks like a top, and they're all different sizes. I'm not saying everybody looks like Buzz Lightyear from Toy Story, they're all big, small, short, tall, and somehow all their jackets fit. And you know what, senior COA? If you upset, come on the show. I don't care. I just want to know what y'all are doing to fix it. I'm done. I'm done.

SPEAKER_00 30:44

Oh man, you know what? I'm glad you showed them joints, man, because that just shows you right there. It ain't hard. Let's see. Oh, hold on. Tony B says, yo, Pete on one today. Yes, he is. Brady said, Who gives a duck if it's guard or reserve? There's not not one thing on a uniform that says I'm guard. The people that say that as an excuse aren't the right ones either. Dang, Brady, you busting shots this morning. All right, players.

SPEAKER_02 31:15

He that because that's what people said. Oh, they're guard reserve. Give up you getting paid. Put your uniform on. Like, what is going on? J Bibes, what's up? ABP going ham today. No, that's not even ham, this regular me. Uh, Don Jr., I want to make sure I read your comments. Sorry, I can't put these up here, it's very annoying, but uh all right, has someone say they couldn't wear their blues because they didn't fit and couldn't get new ones because he was broke? His master sergeant let that slide. I told the commander, I'll handle it if he can't. Then, oh, but I'm going to tell him to be less fat or less broke. Wow, that's crazy. Uh, that was me as a new diamond. Yeah, okay. I went from POL to a flying unit and was not ready. I came in hot. Uh, that guy ended up losing a ton of weight. He came to me and said, I was hurt and mad when you talked to me like that. Then he said, Thanks. The other leaders just watch me get fat and let it slide. Big success story right there.

SPEAKER_00 32:41

Yeah, it's just how you it's how you talk to people, you know. I mean, like to the to the to the person's point, yeah, it was tough. Feedback is always tough. But if you're given the tools to write the shit, then you appreciate it later. You know what I mean? You just gotta get over the initial shot. So, for these uniforms, if I remember correctly, in the video, you pointed out the very few that was there that had good uniform, right? But nobody commented on it. All everybody was focused on was the bad uniform, right? And then if one or two, or maybe five people that had their little feelings hurt, oh yeah, it's the wrong pants, uh, like bro, again, shut the duck up, bro. You ain't got nothing else better to talk about. Don't just assume somebody, you know how many times a commentator said, Oh, yeah, that was holding on number 65, and it wasn't 65, it was on number 84, right? You think anybody getting on his timeline? Oh, you got the wrong person. Hold shit, happens. Excuse me, I like stuff, it's happens, bro. Right, you know what I mean? Like, come on, man. What y'all really should be pissed about is that once again, you're these people maybe not so much people who are not you who not military who commented, but people who are you know who are military, especially you out there who you've you other shirts that commented, the one or two, and the chiefs, one or two, y'all feelings hurt. But I guarantee you, if we didn't say nothing and you saw that picture, you probably in your mind was thinking the same thing, but you ain't gonna say nothing. You ain't gonna say nothing because it wasn't important to you, but it became important once it ended up being on social media and a bunch of people agreed with us. Now all of a sudden you want to pay play super person, put the code back in the drawer, bro.

SPEAKER_02 34:45

Yeah, I'm okay with that. If you have your opinion, I have my opinion too. Let's see the comments real quick. McCoy says they all need to watch my seven P's. Is that uh that would help um significantly? Um, is that proper planning prevents piss poor performance at six Ps? I'm missing one. What are the seven P's? I think that I've been told the six Ps a long time ago. Don Jr. says don't recommend that style, but you need to correct them and help them, not ignore them or tough combo. Fake Donovan in the building. Love and miss y'all from Japan. Uh Tony Bosik said, I gotta see these comments. Same, same Tony. Hey, y'all go on the uh RIG page and look at it, man. They're uh some so some are pretty reckless, you know. They get pretty crazy, but that's okay. That's okay, that's okay. Oh, proper, oh, proper prior planning prevents piss four performance. Gotcha, gotcha. The seven P's to live by. Somebody told me about the six, so they just tried to have to steal all yours, but yeah, definitely true, man. And I I will what's up, Gene Harrison. Uh, we're just talking about Shirt Academy, so you could talk about that too. How many F and Blues inspections we had, but and then comparing that to senior NCOA. I just wish that the senior NCOA Commandant, if he cares, which he probably doesn't, would get on here.

SPEAKER_00 36:16

No, no. I I don't know if he changed out since then, but he's a squared away dude. Again, this doesn't mean that he's not, he's totally, you know, on no fault on his own. I mean, it's just like any unit. If something happens in your unit and you're in charge, you're gonna get some fallback on it, but ultimately the blame cascades down.

SPEAKER_02 36:41

And there are but it starts at the top, right?

SPEAKER_00 36:44

Hear me out if you are a commander of the unit, the first one that gets it is the commander.

SPEAKER_03 36:51

Correct.

SPEAKER_00 36:52

But you have a choice as a leader. Do you want to be a micromanager or are you gonna trust your people to do their job? I would believe he's a person that trusts the people to do their job. Like someone mentioned in the comments, they're instructors. It is a special duty position, they got the job for all intents and purposes that because they are squared away enough to be an instructor, right? However, nine times out of ten, the commandant does not see it until the day of the pro of the of the graduation. True, I give you that. I give you that, but he's still at fault. Yeah, I'm not saying he's not at fault, there's some fault on his end, but he's not the primary person. Ultimately, the primary person is the people in them damn pictures, yes, that's the primary, yes. Then it goes up to the instructors or the class president, then the instructors, yes, but then it goes to the comdown. I'm not saying I don't get no right, but Bradley McC I wouldn't say he doesn't care, I believe he cares, and just because he doesn't come on the comments like these other, I'm gonna say that name because that's not right, like these other young um nice people, right, and say something, I'm sure it bothers them.

SPEAKER_02 38:10

You know what I mean? But then it it like Brady McCoy said, once the chief and excuse me, once the commander and chief are aware, they better own it or they aren't the ones either.

SPEAKER_00 38:23

Well, what do you mean by they better own it? How would they own it?

SPEAKER_02 38:26

So, like uh let me go to Tony Bostic's comments. You have to clearly outline what the standards are first before you can say, I trust my people to do what the right do what do was right if they don't know what right you're gonna get, what you've seen in those photos. I think I read that wrong, but I get your point. Uh to my point, with his, this is not the first iteration. So I give you that one. First, you like Tony says, you lay out your standards. And if you're talking about these instructors are all senior mass arts, bro, you know I should not. If I have to tell you the standard for what uniform needs to look like on graduation day, you don't even need to be here. That's first and foremost. So he, the commandant or she, whoever it is, should not have to lay those boundaries out. That's number one. Number two, once you have failed me, now I have to micromanage because you are failing yourself, you're failing the students, and you're failing me. I don't mind you make yourself look stupid, but don't make me look stupid. So that's why I say that he has fault. And you to your point, you're not saying he's unfaulted. He does have fault. And I totally agree with you. He's way down on the list or up on the list, whichever way you want to look at it, as far as the being person being at fault. But but but but this is the third iteration that just I've seen and we talked about, actually, second, that I talked about. When do you step up and say, All right, enough's enough?

SPEAKER_00 40:10

Yeah, yeah, yeah.

SPEAKER_02 40:12

Yeah, and and you can't say you didn't see him.

SPEAKER_00 40:15

Oh, yeah, yeah. He's seen them.

SPEAKER_02 40:17

Next time, next time it happens, I'm tagging them in every freaking picture. I'm making sure they see it. Like is it's not to belittle anybody, it's I want y'all to do better. And uh Brady McCoy says, own it. Hey guys, I've been made aware of some stuff we need to drill down and be mindful of the basics. If they don't own that interest message, then it's a different problem. Tony Boss said, I'm mad, they're defending this. That's crazy as hell. Yeah, that's why we were mad. Like people are actually, and I'm not here just to bash the military, bash the Air Force. We can we talk about the good stuff that happens. But even in the video, like Philly said, there were other videos where we mentioned things were good. Nobody talked about it. Quiet. But as soon as we say negative stuff, it's like an outrage. And some people are outraged like we are that this is happening, and some people are outraged that we're talking about it, which to me is lost. We're a podcast, that's what we do is talk. And if you're a keyboard warrior, that's what you do, is type. I respect your profession, respect my profession, our profession. That's simple.

SPEAKER_00 41:48

Yeah, I agree. I um only thing I would say to that is again, I'm confident that I know this dude for a while. I think he's squared away. However, perhaps it's one of those cases where you give your people a little bit too much rope.

SPEAKER_01 42:10

There you go.

SPEAKER_00 42:11

And then because of it, they continue to hang themselves with it, meaning this analogy, meaning you find something wrong, you address it, and then they keep doing it and they keep showing up. I think the only reason why this is bad is because somebody's actually pointing it out, and then other people are seeing that we're pointing it out and they're agreeing to it. And regardless of what people say, like for us, I mean, it's our largest watch short on Instagram over 350,000 views. So, what does that tell you? You know what I'm saying? We gained like 40, 50 more followers just because of that. So the way I look at it is these people that were upset, if you went and you chose to follow us, then you must understand what we're trying to say here. That's all it is. So anyway, we look forward to seeing the next one. And just like and and real quick, circle back. We we showed the first Sardin Academy graduation pictures, and I'm sure there'll be a short made off of that. An example of how you should look in your service dress uniform for graduation pictures, right? The only difference between this class and the other class is that the class that we showcase today are is wearing a diamond. The other, and they're both senior NCOs, both classes.

SPEAKER_03 43:48

That's right.

SPEAKER_00 43:48

Both classes. For some reason, these folks in First Sergeant Academy made sure their stuff was squared away versus the senior NCO academy. Me that just seemed like they just rolled out of bed and went to work, or they were in the flood and came to the right duration, whatever you may be. And shout out to the one or two people again that Pete recognized in the video that said you were the outlier, but nobody mentioned that. We even gave an award out. Yes, we did.

SPEAKER_02 44:30

Yeah. All right. Uh couple comments. Couple comments, and we'll get to the main topic that we have. Uh, on that type of team, I would care a lot if they made us look stupid. Message. Hey, you look stupid. I look stupid. We look stupid. The academy looks sus. Fix it. McCoy also. McCoy also said, way overdue, Philly. Tony Bosick said, it's hard as a leader of a unit to hear the buffoonery about your people. Believe me, I know as a chief in the SFS squadron, everybody and they mama and they mama has something to say about the gate guards. I didn't choose to cry, I chose to engage my people to unfort uh unificate the trash and highlight the good and keep it moving. Ignore and yelling at those who point out is weak sauce to the max.

SPEAKER_00 45:32

I agree 100%. Hey, you nailed it. That is true. It's hard. It's hard when somebody throws shots at your unit or your flight. It's hard. And totally made a great point, especially at the gate. Once they say, oh, your gate guards look unprofessional. They were laying down in there, they would sit back in their chair. Blah. It's hard because you want to protect your people. But sometimes you, it's just like your it's like it's like your kid. Like they say, your your kid did this at school. You're like, nope, not my kid. And you found they did it. Yo, sometimes you just gotta be like, Look, you messed up. We need to fix this. Right. Okay, moving on.

SPEAKER_02 46:13

Uh, one more comment and then we'll move on. My boy Corey Range, congratulations on your retirement, by the way. Um, good talk. I know in the SF world, if your uniform is squared away, or if your uniform is squared away, you aren't ahead of the game. You take pride in looking good and having your beret on point. That feedback can come in different ways. If your troop respects you, that's a big point. If your troop respects you as a person, they won't, they would be able to handle that feedback. If they don't respect the person and only look at your rank, your feedback doesn't mean anything, bruh.

SPEAKER_00 46:52

Facts. Facts. That's what Tony said. Similar to oh no, it was uh, I think it was Don Jr., same thing.

SPEAKER_02 46:59

That's Don Jr. Yep.

SPEAKER_00 47:00

Facts. Yep, facts. All right, all right, moving on. So we're

Enlisted Performance Reports Versus Awards

SPEAKER_00 47:08

gonna talk about an interest another interesting uh topic that's controversial that we've all experienced, and that's the difference between the EPBs, your enlisted performance reports, and your awards. So in the end, in essence, it's like people get their reports done every year, and you get an award if you know your supervisor put in for one or you put in for one, and the awards and the EPBs, they don't necessarily match, and they don't tell the full story of if an individual is doing a good job or not. You'll have somebody to have an overinflated award package, but their EPB is trash, uh-huh. Or you have somebody with a uh phenomenal EPB, but there's no awards. So I figure we start there.

SPEAKER_02 47:59

Yeah, I'm I'm gonna I'm gonna be quick and I'm gonna say something controversial. So y'all feel free to comment and throw spears in the darts. You get an award if you're like, you also get a good EPB if you're liked. At the essence, most people just do the same job, especially for awards. We won't go into the deployment awards, but we can if we really want to. But award basis, man, I seen people get accommodation medals for starting up a trash fund or starting up a snack bar. I seen people who have sat there and literally worked their butt off for a few weeks and got uh yearly awards because they did one freaking event. And they didn't culminate it into uh one event or a singular event, they said it was a yearly award. So I seen all kinds of stuff, and I'm sure y'all have too. But being honest, being honest, if you're like, you get what it is, and Philly says it the best, so I'm sorry I'm gonna steal this from you. He always says it's easy to punish or discipline people you don't like. It's very easy. So I'll flip that on the other side. It's very easy to give somebody award if they're well liked. Very easy. You can find a reason. I have seen Chiefs, and I'm gonna pick on Chiefs because usually that's the first line of defense when it comes to these uh um packages. I seen Chiefs turn packages away or excuse uh decorations away just because of the name on top. They don't even read the content, they just be like, oh, Johnson? Oh, yeah, he don't deserve this. You remember he did this, I had problems with him with this, I didn't get along with him with this, he wouldn't listen to me. Bruh, that ain't got S to do with what is written down. Read what's written down, and then I love when they bring out the little thing. Man, I used to have this senior that I used to work with in the desert who used to bring out this thing he said, uh sustain superior performance. What the that means? How long do I gotta sustain it? A day, a week, a year, seven years? What is sustain during the period? So every single day during that period, if I don't come up to your standard, I don't get a war. So that means everybody who did came up to your standard every single day.

SPEAKER_00 50:50

I'll stop all right. So what so what are you saying? Are you saying visibility outweighs actual impact?

SPEAKER_02 51:04

Oh yeah, oh god, yes. Oh god, yes. Tony Bosik said that's a bit skewed. Award packages are reviewed. Oh, a lot of comments. Award packages are reviewed and tweaked by the best in your squadron or wing. EPBs are normally done by one or two people and shouldn't be an award package. Okay, we're talking about two separate things there. Uh, and you're right on that. You're 100% right. Anthony Mack, politics are everywhere. Being liked is definitely the green light. It's no different from the rich making contributions and showing face to these big businesses. We know how that goes. Hector Gonzalez says, oh man, strike nerves here. Sometimes it goes down to flavor of the quarter, visibility plays a big role. Okay, let's break this down. Philly, let's break this down. One more comment. Uh, Jefferson says, People will hold stuff against you for years, especially if they don't play the game. All right, so let's go to uh to Max first point, right? He said, Politics are everywhere, being liked is definitely the green light. Pass that off to you.

SPEAKER_00 52:23

I can't deny that he is right. I mean, it's again, it's it's easier to do something nice for a person if you like them. It's difficult to do something bad to somebody or tell somebody something bad.

Being Liked Politics And Visibility

SPEAKER_00 52:40

They can't have something if you like them.

SPEAKER_03 52:43

Correct.

SPEAKER_00 52:43

And it goes vice versa. Is it right? Here's my thing. Like, you're gonna have, you know how they say they have your blue chippers, right? You think about sports, you have some players that are like, like, take Alan Iverson, right? My favorite. Like, there were actually people, you know, when he came out, like, we're talking about practice, practice, right? There are some people in Philadelphia that wanted to fire the coach for holding Allen Iverson accountable. You know why? Because that's Alan Iverson, he's the best player by far on the team at the time. Let him do what he wants, he's the star, right? But all the other players wouldn't be able to do that because Alan Iverson is that dude. So when you think about from the military standpoint, if you have somebody on your flight that either one is a really good worker, two, great personality, three, they like the same stuff you like. You're not gonna tell that person, hey, can I have a day off tomorrow? No, you can't. You're gonna try to help the person, right? If you need the if they want to get promoted, you're gonna put a little bit extra time in their award package to get them promoted. So I say all that to say, is that wrong? Yes. I'm kind of 50-50. And here's why because you help people that benefit that that do the most work. There's something to be said, you know how they say, and I know Scott Roy says, I think he stole it from me, but that's my personal opinion. You know how they say the more you do, the more credit you have. Yeah, right.

SPEAKER_03 54:29

Right.

SPEAKER_00 54:30

If you have a lot of credit, you're able to buy a lot of stuff on credit, right? It's the same for performance. If you have great performance, you have high credit. So when that time you really need the cash in that credit, I'm gonna give it to you. So you might say, Philly, that's not right. You should treat everybody the same. Everybody's not the same in some cases, it just depends on the level of you doing it.

SPEAKER_02 54:54

Okay, so this is where I get I'm gonna read these comments. Let me read the comments, then I'll get back to that. Corey Range says, Yep, if you're still in, go sit on a board for grading packages for the MSG wing awards. They're being grade, they're they be grading people high for just doing their job because they like the unit. Yeah, yeah, that's a lot. Jefferson says, People will hold stuff against you for years. Yep, I read that. Hector said, good point. Tony Boss said, We're confusing being like and being respected.

SPEAKER_00 55:29

Um we'll go back to that one.

SPEAKER_02 55:32

Uh Sloy, uh I uh I can't pronounce your first or last name, so forgive me for that. Uh, maybe it is Dante. Yeah, it is Dante. Have the courage to be disliked. The ones that win aren't whoa whoa, the ones that win aren't champions? I don't get that one, big dog. Maybe are champions? I I don't know that one. Uh being Hector says uh being likable is easier to defend behind closed doors is not cool. Mac says being liked outweighs being respected, being respected outweighs being liked in the military world. Interesting. Mac also says, for example, being funny and the life or being funny and the life of a party or the life of the shift. Uh, but your work is considered poor. I guarantee you can still get an award. I've seen it.

SPEAKER_00 56:36

Yeah, that is true.

SPEAKER_02 56:38

McCoy says, uh, it's only wrong if you are doing it. Whoa, whoa. It's only wrong if you're doing it because you like them and not superior performance. Many troops I don't like got awards, and I've helped get the packages to the front. So, how much work, McCoy? And I'll read these other two comments, did you have to put in just because somebody's not liked comparing to somebody who is like? That's the part that I want to harp on right there. How much more work did you have to do for somebody in you too, Philly, just because you put this in front of the commander or whoever has to sign it, and you know they're not liked in the squadron. You already know you're going to war compared to somebody who is like with the same exact package you just put in front, like, oh, this is Jefferson? Good to go. They don't even look twice at it because they think they know the person. Just because you win doesn't make you a champion. Winners want the trophy. The best champions don't strive for the trophy anymore. Hove did that so they wouldn't have to go through it. McCoy said a lot. Yep, but I brought receipts every time. Max said it's it's the good old boy system over again. Uh, but just 2.0 version with the mask. Let's not be fooled. Hector says people who challenge the status quo are often overlooked as leaders because they can't be perspective as perceived as working against the established culture. People who challenge the status quo are often overlooked as leaders. I think there's there's a balance where you can push the status quo, but if you do it every time, if you're that one in the staff being that they say, Hey, we're gonna go do this on the weekends, be like, why? Oh, we're gonna go, we gotta write more tickets. Why? Oh, we gotta go stand at the gate, we gotta stand outside. Why? If you're that person, yeah, then you kind of get overlooked as a leader. You have to really pick and choose those battles. All right, I don't want to go off topic. Uh, we went around and round. Uh I I you said, is it wrong? What's up, Thor? You said is it wrong? I definitely say it's wrong because that's not what's written down. If we go in the military, uh, Jessica Player says, if it ain't uh paper, it's vapor. If it ain't written down that you're supposed to do that, what gives you the autonomy to do it? I know you're gonna say there's a lot of things that aren't written down that we do. But I'll go back to saying if it ain't on paper, then why are we following it? Why aren't we following it? Because it says we're supposed to be free from religion, all this other stuff, and we're supposed to be treated equally. But obviously that's not true.

SPEAKER_00 59:37

You're not gonna like this, but that's being very naive. There's no such thing as if it's not written down, you don't do it. It's implied, but that's not how it works, do I dare say, in the real world.

SPEAKER_02 59:52

But if I get in trouble, aren't you gonna go by something that's written down and said I broke this AFI, I broke this rule, I did something again. So it works both ways, don't it?

SPEAKER_00 1:00:02

Yeah, but you know how they say there's no such thing as a standard punishment for something, there's always different things you had to consider.

SPEAKER_02 1:00:11

That's what they say.

SPEAKER_00 1:00:12

Same for that. If I got you and I got Tony Bostik, and you went out there and you had a a customer said that all right, you you was being disrespectful in the traffic stop, yada yada, yada, yada. And you've had cases where you were proven to be disrespectful in the traffic stop. And Tony Bosick had the same complaint, but his record is clean. I'm more likely to give Tony a pass than you. You know why? Because his credit is higher than yours. You've proven in the past that you've done this. Whereas Tony, maybe he had a bad day that day. I will likely just tell Tony, yo, you yeah, that lady was tripping, man. Yeah, man, you gotta be careful. Whereas you, you probably get a letter rapper man, and that's correct. Not to mention, when we try to correct you before, you were an a-ho about it. Here's another example. Let's say you that same person that was an ish bag the whole year, and you get to the fourth quarter and you kill it, and then you want to be put in for award. Yeah, I have an uphill back hill battle because you know, some people say, Well, he was an ish bag the whole year, but not the fourth quarter. That's right, it's a quarterly award. However, however, however, there is something that that credibility comes into play when you get up there and you compete for an award and they remember past instance during the year, whether you think it's fair or not, people are gonna hold you against it.

SPEAKER_02 1:02:02

But do you think that's fair?

SPEAKER_00 1:02:04

I think some of it is.

SPEAKER_02 1:02:06

What uh I mean what 51 I need I need time, I need time.

SPEAKER_00 1:02:12

Like to me, it's almost like somebody. I love it when people get into an issue where they get an article 15 UIF control roster, and then two months later they're killing it, and the supervisor comes back and say, Can we pull this out of his record? He's been killing it the past two months. Like, bruh, that's not enough time.

SPEAKER_01 1:02:36

Okay.

SPEAKER_00 1:02:36

Oh, we're trying to make this guy recover.

SPEAKER_02 1:02:39

No, not enough time. Well, okay, let's the break the to break down the point for that is because you, if it's not in the record, then it looks like it never happened. And if the commander changes out, they have no idea. So some of that is keeping that in the in the record for when we change leadership, that you have, like you said, a credit check on this person. So you are really looking at this like a credit report. Whereas if you missed payments three years ago, or if you foreclosed on a house four years ago, it's still gonna hurt your credit for the next three years because it's a seven-year hold on stuff like that. Or if you missed a couple payments six months ago, your credit has still dropped. And just because you were perfect for the last six months does not balance it back out. You are really looking at this like a real life credit report.

SPEAKER_00 1:03:32

This is an example, yeah. Analogy.

SPEAKER_02 1:03:35

Yeah, yeah. Uh that's where I and y'all let us know in the comments, right? What you think. If somebody's been a dirtbag, got a got in trouble the first quarter. Let's say they showed up late to work four times, they got an LOC in the first quarter, second quarter, they got an LOR for whatever, whatever happens, you pick whatever, and then fourth quarter, they come in and they write a package for airman of the quarter or NCO of the quarter, whatever. Are you going to look at this like saying this person still needs time? Or are you gonna look at it like it's a quarterly award, it's what they did in the quarter. Because to the quarterly award point, I can't if it's if it's October to December, I can't use anything in September, and I can't use anything in January, right? So, how are you gonna use anything against me in those time periods? I want you to think about that. I'm gonna read these comments. Hector said, sometimes people need time to earn back credit. At least keep it within the reporting period of the judgment. I agree with that. I've seen that. How do you get a DUI last quarter and all of a sudden you're submitted for a quarterly award next quarter? Man, you don't, man, if you don't sit your ish down, I don't see the problem.

SPEAKER_00 1:05:04

It's a quarterly award. It's more than just the award. See, this that's the this is the

Quarterly Awards Versus Past Mistakes

SPEAKER_00 1:05:10

this is the point where everything just because it's not written in it, doesn't mean it's not considered. And this goes back to the original start of the conversation. There is just because I always tell people all the time, I love it. I think you mentioned it, I love it when people say you can't hold that against me. I never got paperwork for just because you never got paperwork for it doesn't mean it didn't happen. It still happened. And so depending on what you've done in this scenario, like say this person get a DUI last quarter and they kill it the next quarter, they want to put in for an award. Bro, don't forget about this DUI. Like, you did great this quarter, I get it. This will be used to build you up, but you need to chill. Like chill. You need to work on you first. You getting an award for a quarter, putting in for a quarter, and you just recovering from a DI nine times out of 10. Now that DUI, you probably lost a stripe. Maybe you got a 15 control roster, and now you want to put in for a ward. Not only that, most units I've been in, you cannot put in for an award if you got a control roster anyway. So why are you even asking?

SPEAKER_02 1:06:31

Control roster. That's written. Well, that's not most I think that is written down. You can't PCS, you can't go TDY. All that's written down if you're on a control roster.

SPEAKER_00 1:06:42

They don't say anything about an award.

SPEAKER_02 1:06:43

Okay, so if it's not there, then why not?

SPEAKER_00 1:06:46

Nah, forget that player.

SPEAKER_02 1:06:48

Okay, Tony Bosick said every case. Tony Boss said every case in situations uh is not the same. Humans will be humans. You can't kill a kid for one mistake or put them in on a pedestal for one great accomplishment. You have to weigh all things dependent on the time frame of the award. Roddy Dunn says, facts. Tony Boss says, get a DUI last quarter and then save a life the next quarter. Fam, you don't qualify. I know you fly it. I know you fit in line. Oshawn or Oshan? I think I'm saying Osha Oshana? Oshon Jefferson. Sorry about the name pronunciation, pronunciation. Uh sometimes it is more symbolic. The nomination is about building credit. Okay. McCarthy said that's credit analogy plays a factor. It is about the message that is being delivered to the unit. I can be ass all year and then turn in or turn it around and win a Corley Award. That is sending a message that I gotta keep my nose clean for three months and I'm Gucci. Here's my question. Here's my question. Here's my question. Here's my question. What is the difference between that and people who just do things to check boxes to get promoted?

SPEAKER_00 1:08:20

That's a big difference. That's two total different things. Two total different.

SPEAKER_02 1:08:26

And the reason I say this is I don't see a difference between the two. Because you're just doing things to get promoted. You are literally like you are putting on an award ceremony, not because you care about the award ceremony, not because you want to see it successful, because you want to see it successful so you'll get promoted. What's the difference? Exactly. There's nothing wrong with that. So if there's nothing wrong with that, then what's wrong with me being a shit bag or sorry in quarter number two, and then me being squared away in quarter number three?

SPEAKER_00 1:09:01

Think about what you're saying though. Think about the comparison you just made. You said you don't see nothing wrong with somebody doing an event that's gonna help them get promoted. And you're saying, or you're alleging, it's the same as somebody being a shit bag for 90% of the year and then bust their humble quarter just to get an award. There's a big difference, and obviously it depends on what you've done. If you came to work late in February and you killed it the fourth quarter, I think that's a little unrealistic to hold that against you. But to the example I think that Tony made about a DUI, that's something significant. You can't just get a DUI in a year and then all of a sudden get a spec. You kill your on the fourth quarter, you get an award. How about if we use that as a as a bridge point to get better? But don't be sitting around all it, recognize me. I did great in the fourth quarter. Bro, you need to sit down, build yourself back up. Depends on what you've done.

SPEAKER_02 1:10:17

All right, here's a uh oh, no, no, no, didn't mean to do that, didn't mean to do that. Hold on. I messed that all up. All right, I was trying to put in there the fact that we have a voicemail available where y'all can get on a voicemail and leave us a message, and we'll be able to listen to your message live on the air. But I didn't get the proper uh link. So I'll get that to y'all. If y'all, if y'all are interested in doing that, let us know in the comments where you don't have to type in there. You can actually just leave us a voicemail. We can listen to it live on the air and respond to it live. So sometimes it'll leave it a little bit easier to leave a voicemail than typing all this stuff in. It's only one minute long, but if you're interested, let me know. I'll send that to you. Uh let's get to some of these comments real quick. Dante says, What recognition matters more? Genuine appreciation or performance applause? Uh, they're both both about the same. To me, they're both about the same. Uh, Gucci for Tony Boss says, Gucci for that quarter. I bet your won't win the won't win an annual. And that's facts. I'll give you that one. They might not win an annual, but they should be able to win for the quarter. They should be able to win for the quarter.

unknown 1:11:37

Stupid camera.

SPEAKER_02 1:11:39

You got the other comments?

SPEAKER_00 1:11:42

Let's see. Rob Roller, this is not related. What's up, Rob? Celtics and five. Feel free to meet up to watch elimination game. I might take you up on that. That would be fun to see. Anthony Max says, I ain't I ain't know you knew Coach Prime B, Prime P. I mean that lightheartedly, Chief. Don't take two left. All love fellas. Appreciate it, brother. Oshawn says, if a dude has screwed up his rep, everyone remembers the screw up. Oh, facts. So, as a supervisor, if you a dude, if a dude has earned it, I may want to help rebuild his rep, especially if a kid is sincerely doing the work. Okay, let's let's stop there. Because uh using that example, I've ran into this many times. I have an appreciation for supervisors that meet people and they have a discussion and say, Hey, look, I know you messed up, we're gonna build you up. This is what you need to do. That's right, and they do it right. My thing is you've got to weigh the issues. It's one thing if you have somebody that got a letter of reprimand first quarter of the year for being late three, four times, and then all of a sudden the fourth quarter, they killing it. I, as the flight chief, are gonna look at you as a supervisor, and the first thing I'm gonna say is, I'm gonna say Peterson. Why is he always have to use my name? You want to put him in for an award? No, listen, listen, sir. This is why he's doing this at work, this at work, this at work, this work. Has he been coming to work on time? Oh, yeah, no problems. He hasn't been coming to, he's been coming to work on time, showing up work on time, garmount, whatever, yada yada, and I'm like, hmm, he has been showing up on time. And then here's the key part. I'm thinking in my mind, the interactions I've had with Peterson.

SPEAKER_02 1:13:43

Don't say my name no more. Use somebody else.

SPEAKER_00 1:13:46

I'm visualizing seeing him in you know in Garmount. I'm visualizing seeing him at his post, I'm visualizing the conversations I'm having with him, seeing if he's down on the dumps, if he don't give two ducks, or he's really sharp. And if you're really sharp, you come to work on time, you know your job, your performance is elevated, there's no reason why I should stop you for submitting them for an award. Because I'm not really concerned about the stuff you did that quarter. I'm concerned if the stuff you did that led to the punishment you recovered from. Because you can end up doing something wrong, case in point to DUI, and you killing it that quarter, but you still didn't learn from the DUI because maybe I don't know, you came to work late one quarter in that quarter, nobody documented it. You may have showed up to work late because you were drinking out all night. You don't smell like alcohol, but we know you was out all night, blah blah blah. Then I'm like, Yeah, he's been killing it, but he hasn't learned his lesson.

SPEAKER_02 1:15:00

How do you know I haven't learned my lesson?

SPEAKER_00 1:15:03

Through action.

SPEAKER_02 1:15:05

But who hold who is the key holder to if that action has been done or not?

SPEAKER_00 1:15:11

Because the person the in the end, it's it's like this going back to the credit analogy. I as the person, let's say, case in point, let's say I as a person to give you credit, I give Peterson credit for whatever. You miss a payment, then I have to you know hold you accountable. Let's say at the end of the year, all the way up to that time you miss a payment, you making all your payments on time, but then on December, you want to buy something else using my credit. You be like, hey, I did miss that payment in February, but look, I've been make I've been getting payments since then. I get to determine, not you, if you've done enough to prove to me that you earn my trust again. I determine that because I was the one that gave you the punishment, not just supervisor, not whoever, me. I determine that. You don't get to determine that.

SPEAKER_02 1:16:13

I don't disagree with that part. What I uh would say is do you think that you are in the right position to say if I earn back the credit or not? Absolutely, because you you're I mean, you're looking at it's like a real life credit report. Like if I want to buy a TV on credit, too much stock on this.

SPEAKER_00 1:16:34

Is just I can come up with another analogy to make it easy.

SPEAKER_02 1:16:37

No, that's fine.

SPEAKER_00 1:16:38

I, as the person and the one that is critiquing your performance and your credibility, you don't get to tell me, hey, I've learned from it, I'm good. No, you have to show me because I'm the gatekeeper, I'm the one that decides. You don't get to decide. As a supervisor, if I was your supervisor, my job is to go in to the gatekeeper and help sell the idea that you have recovered, but in the end, it's up to the gatekeeper to decide whether or not they have enough to decide that you recover. Rodney Dunn says, So, Pete, by your logic, I can be Nino Brown for the second quarter, for the third quarter, I'm MSG POC and speaking at the drug prevention program. I should be good to go.

SPEAKER_01 1:17:34

Yes, yes.

SPEAKER_02 1:17:40

So I this is where I'm lost. You have to give people okay time to uh you have to give people the autonomy to recover. If you are always saying that because I messed up, I have this ball, this 10-pound weight behind me, and I always have to drag it in your eyes to get somewhere, then yeah, I'm gonna struggle, and yeah, it's gonna be hard, and yeah, it's gonna uh take a lot longer. Whereas if you treat everybody fairly and when this is the problem. I'm sorry, I should have finished my thought, but another one came to my head. This is the problem. This is what happens when people get in trouble or they do something wrong, and there's no accountability or punishment. Because in my eye, once you do the punishment, or excuse me, once you do the crime, you go to trial and you get your punishment, whatever level it is, L O C, L-O-R, a verbal, it is done and over with. That is it. Move on. We always say that, right? Not a one-time Air Force, not a one mistake Air Force, move on. But if you're still holding me down, and I go out there and be like, cool, I messed up, that's off my back, I'm ready to move forward. And I go and kill it, and you're saying, Yeah, I know you killed it, but you remember that thing? I say, yo, I thought that was gone. Now I still there. So when do I recover from it? Oh, just keep doing what you just keep killing it. Basically, I'll let you know. Just keep sitting there. It's your it's like, it's

PT Failures And Uneven Standards

SPEAKER_02 1:19:20

not, it's like uh this is the way I think about it. When a player shows up late to the game, you punish him for that game. You tell him, hey, you're on a two-game suspension, you're suspended for this game, and that's it. If it's a one-game suspension, you suspend him for that game, the next game, he's off suspension, he's back, like nothing ever happens.

SPEAKER_00 1:19:45

To the coach, huh? What do you think happens to the coach psyche?

SPEAKER_02 1:19:52

I don't, uh you're gonna have to give me more context.

SPEAKER_00 1:19:55

So, my point is this if here's another, I'll use this analogy. Let's say you are taking your car to get the tires changed, and you get the tires changed, you ride off, you get halfway through the parking lot, you hear a rattling sound, one of the boats are not already tied, not fully tied. You go back and say, Yo, my tire almost came off, man. Oh my bad, and they fix it. You come back another four months later to get your tire changed. You don't mean to tell me you ain't thinking about it. That just happened. You're not thinking about it no more. Is that what you're saying? No, I'm thinking about it, but I'm still going to the person.

SPEAKER_02 1:20:40

I'm still going to the person, and then once they do the job well, I'm done thinking about it.

SPEAKER_00 1:20:44

Hold on. That's my point. I and your example, you as a player show up to work the game late. I suspend you a game. Let's say the next game you come in, you're about to play. I didn't forget what you did, it's still in my psyche. Correct. And even though I'm letting you play, I'm gonna remember that until you show me over time that you can be dependable. So you may go out there and you may score 40 points in the game, but I give the game ball to somebody else because you at that time, you were supposed to, you were supposed to do that anyway. That's where we're at the time. So going to the example of a supervisor or a person who's the gatekeeper, yeah, you did something bad, a DUI the second quarter to your argument, you said it shouldn't stop you for putting in for a fourth quarter award. Yeah, you did a great job, but you still need to learn and recover from what happened. It's again, it comes down to the significance of the infraction. There's a big difference between coming to work late and getting a DUI. There is a big difference between um cussing out somebody on the traffic stop and getting an assault off duty. It's a big difference. There is so that should be taken into account.

SPEAKER_02 1:22:17

Let's read these comments. PJ, what's up, PJ? How are you been? Uh absolutely. Credit analogy was a great idea. You don't decide if you get a cash out on a refinance or a refinance for a loan for a new home. Credit needs to be solid. Maybe next year you should reapply. Okay, so you're saying that everybody's on a credit. Roddy does said, Thanks for having my back, Pete. Let everyone in these streets know we have we have backup. Just kidding. PJ said, uh, you must be consistent. Uh Adrian says, I agree. Once somebody receives punishment slash discipline, let it go and press. We can't say it's just for six months, but bring it up at a promotion board one year later. This mindset is outdated and we need to press. There is a difference between being late a few times and assaulting someone. Tony Bosick says there are two roads. There are two roads. One for those who don't trip up is easy. The road is damn near impossible to be to navigate for the one who gets in trouble, but if they find a way to make it through, still don't reach their destination. Question mark. Come on, we tripping. That's what I'm saying. That's exactly what I'm saying. And to I get what you're saying, but there's a difference between showing up late and a DUI, right? So the punishment slash discipline should be different, but the consistency of it should be or should be the same. Especially when you're talking about a quarterly award. Now, if you're saying like Tony Bosick's point, this person in the second quarter got DUIs, and then the that the in that year they come up for a yearly award, yeah, I'll be like, man, get this thing out of my face. But if you got in the second quarter and fourth quarter you put in for award, what's the problem? And like back to, and this is the question I have not got answered. If I can't put things I've done great in between if it's an October through December award, if it was September, if I can't put things I've done great in September, how can you hold me accountable for putting getting punished in September in that quarter? It has to go both ways. Charles Davis, what up? Afternoon, fellas. Hope all is well. DC, holla at me.

SPEAKER_01 1:25:01

Okay.

SPEAKER_02 1:25:04

Today for sure.

SPEAKER_00 1:25:06

I forgot.

SPEAKER_05 1:25:09

Sucks.

SPEAKER_02 1:25:10

But that that is, and y'all, Tony Bostik, Charles Davis, Adrian, PJ, all y'all, Rodney Dunn in here. Let me know how that makes sense. Back to the question: if the quarter is October through December, if I can't use great things I did in September, how can you use things I got discipline for in September against me? Somebody make that make sense.

SPEAKER_00 1:25:37

I think either way I'll explain it, you're not gonna agree with it.

SPEAKER_02 1:25:42

But no, no, it's not about agreeing, it's about make it make logical sense.

SPEAKER_00 1:25:46

If there's no way to make logical sense of it, you you you there's some elements about it that you agree with. If it makes sense. That's the point I'm trying to make. So either way, I explain you're not gonna agree with it, but I will give it a I'll take a stab at it again. There's some elements that come into play. One, the infraction, two, the the um the actions taken afterwards, and then three, the level of performance. Because back to what you said earlier, I don't need you to perform well just to get an award, just so you can get off the schneid. I need you to perform well because that's your job.

SPEAKER_03 1:26:38

Yeah, I agree with that.

SPEAKER_00 1:26:40

When you get put in for an award, people always talk about oh, I did great, I want to be put in for an award. Congratulations, you did your job. You did a great thing at your job, but just because you did great at your job doesn't automatically mean you getting put in for an award. And here's an example most units would say you can't put in for an award if you got a failed PT score that year. That's true. So, same argument. If I failed my PT test in February but pass it in March, then I try to put it in for a fourth quarter war, they'd be like, uh, well, we need to make sure you're a PT score. But I pass, yeah, but you fail.

SPEAKER_02 1:27:26

No, that I don't agree with. If I if I have a failing PT score and the the squadron policy is you have to have a passive PC score, and I'm going once again, October through December. And December 29th, I pass my PT test. What's the problem? It's a pass. Don't hold it against me because the the squadron policy says you must have passed. It doesn't say you must have passed PT score for the whole year in order to put him for a quarterly award. It just says a pass and PT score. So if I failed seven. Times, which should be impossible throughout the year. But the last quarter when I put in my quarterly award and on December 29th, I passed my PT test and turned that thing in. In that quarter, I have a passing PT test.

SPEAKER_00 1:28:16

Tony Bosick says, it don't, but it's levels to it you can't ignore. Agreed. Patitia, what's up? Says, I say this. It's not about targeting that airman. However, if the next airman has been on point, why would we not push forward with that airman who's been consistently showing positive movement? For the other airmen with the infraction, you can put in for everything under the sun. Don't expect to uh don't expect it to be the one that was consistent.

SPEAKER_02 1:28:48

And if you're comparing two airmen, then I'll give you that. If you have one airman that's never been in trouble, one airman that has, I can see your argument to that. Uh Tony Boss says, You know, I got love for you, DC, but if we in a room talking about that win, lose, or draw, we fighting about that one. Uh Charles Davis said, Pete is the kid that is like, but know this, but know this, but what about this? I sure am. I'm about what if you can punish me for something, then you could give me grace for something. And if those two things are not equal, if it's not like an equation and they're both not equal, uh both not equal on the side of the equal signs for y'all math majors, then it doesn't make sense. It doesn't work out the same. And uh to all this, to all this conversation, I just think it's different styles, and it's unfortunate, it's very unfortunate. Jefferson says if you fail the PT test in 2022 and PCS in 2026, they will bring that crap up. I was fighting with for my troop like crazy for someone, something that happened in four years ago, yeah, and that that dude was actually injured. Yeah, that's unfortunate. That's crazy.

SPEAKER_00 1:30:03

But you know, but I I don't agree with it, but I understand why they do it because again, it's levels, it's levels. When you fail PT tests, it's like the shot her around the world. I've had people that went up for strat and they failed a PT test 10 years ago, and when they look at their records for promotion, they people are identifying, right? Right, and even more so, if somehow they got a I hate to say a markdown, but let's say it was one to the to the left, and they say, Well, why did it get a markdown? and they look at their records, ah, PT stuff, yeah, yeah, yeah. No different than but here's the thing, here's the interesting thing on your EPB or EPR back in the day, every block has multiple metrics that you look at. Right? Multiple. Let's say the block that deals with PT, right? Standards, right? If you show up to work late, if you show up to work late one day and you get an LOC, you're likely not to get hit in that mark. If you show up to work and you forget to shave, it's a standard, right? You're likely not to get marked on that. But you fail a PT test, oh, they're gonna get you. But it's a standard, just like everything else, right?

SPEAKER_02 1:31:30

I mean, if that is the standard, then yeah, I agree.

SPEAKER_00 1:31:33

But sometimes I don't agree that somebody should get a mark to the left for failing a PT test.

SPEAKER_02 1:31:39

If that's the standard, okay.

SPEAKER_00 1:31:42

So what about again going back to if you showed the work late? Isn't that a standard? Yeah, if that's the standard, yeah. Oh, should they get a mark to the left for being to work late one time?

SPEAKER_02 1:31:54

Oh, I mean, that goes back to if you like somebody or not. I don't think they should, I don't think they should, but I guarantee you if you don't like somebody, they could. I'm asking you. Oh, no, no, no, no.

SPEAKER_00 1:32:05

Would you give a mark to the left?

SPEAKER_02 1:32:06

No, why not? Because it was one time you showed up late to work.

SPEAKER_00 1:32:11

So isn't that the same for a PT test? That's one time.

SPEAKER_02 1:32:14

No, a PT test you prepare for and you know it's coming up.

SPEAKER_00 1:32:18

You don't know it's coming up that you gotta be to work on time, yeah. But things happen, but things don't happen for a PT test? We can go all day. I mean, I guess they do. You got bubble guts, you got you know, you got the squirts, blah blah blah.

SPEAKER_02 1:32:32

There are procedures for that, just like it. So if you show up late to work and be like, I just didn't want to show up to let work on wait, let me finish. Because you gotta give it context, right? If you show up late to work and be like, why were you late? Be like, I just didn't feel like coming to work on time, then yeah, I'm gonna hold you accountable. Same thing for a PT test. If you show up to if you fail PT test, I'm like, why'd you fail it? I just didn't feel like passing it. Then yeah, I'm gonna hold you accountable. But if you said, Why'd you show up late to work? I'd be like, Oh, my alarm clock didn't go off. Okay, that makes sense. I won't punish you for that. I'm gonna discipline you for that. Excuse me. Same thing for a PT test. If you fail PT test, oh man, I sprained my ankle. Okay, then that's a legit reason. I ain't gonna discipline you for that. So you gotta give context. You can't just leave those two like that. Uh Charles Davis, oh, I'm sorry. Tony Boss says, Strats aren't quarterly awards. Come on, man. True. Uh Tony Boss says, we acting like quarterly awards is 11 times. Nah, we ain't trying to say that. Justin says, good afternoon, fellas. Hope all is doing well. Blessed Sundays. Thank you. Tony Boss says, get him P. I ain't trying to get nobody, man. I'm just giving my opinion. Uh, you almost rather have a DUI versus failed PT test, bruh. Uh Hector says, early career mistakes should be treated like learning opportunities. Repeat mistakes should be referred to the PDP.

SPEAKER_01 1:34:00

I don't know what the PT is. PDP is, dog. I'm gonna be honest with you. Maybe I forgot.

SPEAKER_02 1:34:06

But yeah, I mean, I just think it's a it's a fail. It makes sense. And here's what I'll say. Last thing I'll well, not the last thing I'll say, but I'll say this, and you could disagree. If somebody got in trouble in the third quarter and they won a fourth quarter ward, you're gonna say, how is the unit gonna look at this? Which makes sense. But if you're doing everything above water, then it makes sense. Your leaders, basically, your mass aren't or whoever, if you have enough, will be part of the board and can look at this and can explain to people who don't understand. But he got in trouble in quarter three. Progress discipline process. Thanks, Hector. Uh, he got in trouble in quarter three. How's he win quarter four? You should be able to speak to that. That to me, that's easy. To me, that's very easy. It's not, it didn't happen in the quarter. Have a good day. Just like if I say somebody life, uh, you know, quarterly packets are usually put in early. So if I say somebody life September 13th, I can't use it for the fourth quarter, even though people do, which is another mistake that happens. Same thing for the discipline part. Uh but back to original questions. I don't think EPBs show performance at all. Because you can't put anything negative on an EPB unless it's like something illegal happening, Article 15, stuff like that. But you basically have to say somebody's great and wordsmith it to say somebody's great, but they're not that great, is how you gotta say it. Tony Boss said, bro, I love this show. This is so needed in the face right now. People need to hear this. Charles Davis said, uh, trouble is as in crime. Pete, are you saying if I commit a crime in quarter three and it's okay for me to win a core uh award for quarter four? If you get a DUI in quarter three and you kill it in quarter four, you should be able to put in, and if it's the best package, you should be able to win. That's what I'm saying. DUI is a crime, so yes, in essence. All right, I'll be quiet.

SPEAKER_00 1:36:32

I do agree with the piece as far as a EPBs

Bad Writing Breaks The EPB System

SPEAKER_00 1:36:40

cannot capture negative performance because it turns into a referral. We've talked about this before on the show, which is one of the issues of performance reporting, is that I as a person, a rate, I get my performance report, and even more so now, there's no ratings on it now, it's just narrative statements. So here's the problem. Let's say I am an average performer, and I have someone like Sergeant Counsel that can write really well. I can make your performance report instead of looking average, look excellent.

SPEAKER_01 1:37:26

Very true.

SPEAKER_00 1:37:27

And as I send it up, my supervisor, which is Sargon Peterson, who don't give too ish, because we you've got 30 other master sergeants you got to deal with, you're not gonna say anything about it, you're gonna pass it along. And the chief, he ain't got time or she ain't got time because he's got over 50 mass sergeants to deal with. Very true, and a commander who trusts the chief is gonna sign off on it. Here's the flip side. You have Airman Counsel who does phenomenal work, never got an award, but does phenomenal work, and then you have Sergeant Johnson, who's a shit bag writer, writes my report, and instead of it being excellent stuff, it's average or sub-avage, and the same thing happens. Don't give two ducks, he's got too much stuff going on. In other words, what I'm trying to say is the checks and balances that are put in for reports rarely work, rarely work because what it's designed to do is the additional raider is supposed to be able to look at the report, have a knowledge of said person that the report is being written about, and either raise the flag and say, Hey, this is bullish, or it makes sense and that doesn't happen. But when you go to the awards package, that's even worse because nine times out of ten, the awards package either one is overinflated, and it doesn't get noticed until usually it gets out the squadron. Like when it gets to a group, they'd be like, Yo, it says here that he directed the operations on the gate, but he's an airman, and they'd be like, He did, he did. Well, who works at the gate with him? There's a staff sergeant that works there. How he did it? Oh, he told him he could do it while he was on lunch. No, it's not. Someone could have got in the gate while the staff sergeant was at lunch, bro. You writing it as if he is the person directing the operation, he did for 15 minutes, right? Um, I'm gonna pause there.

SPEAKER_02 1:39:56

Uh let's get to a couple of these comments. Uh Jefferson says, as a supervisor, you are putting your rep up if you put a troubled airman up for a quarterly award. I only leverage my personal credibility up for a person who is doing the work to bounce back. When your credit is low, you need a co-signer. I agree. Tony Bosik says it can capture subpart, or I can oh yeah, it can capture subpart performance. Charles Davis said, First are Peterson. I'm going to smack the crap out of you this quarter and beat you up. But next quarter, I get Diamond Sharp award. PUY You sure do. You sure do. It happened last quarter. Tony Boss says Sergeant Bostick passes P his QC with 72%. His squad, his squadron is third of four squadrons who stay on time for appointments. No negatives, just facts that can highlight weak sauce performance.

SPEAKER_00 1:41:02

Here's an example of correct. Going back to Oshan's point, let me let me illustrate this. Here's a perfect example. I remember when I was at Kadena and I just got there and I had to do strats as a chief. When I went up there to the strat board, Tony Boss's records was the first person I went up there with. Here we go. I threw his records on the table. I ain't had to say a word. They did all the work for me.

SPEAKER_01 1:41:29

Okay.

SPEAKER_00 1:41:30

They already knew who he was, they already knew how great he was. They already knew all the people in the wing. There were chiefs and freaking LRS talking about how great. Oh, he's that dude. Yada yada. I didn't have to do nothing. The next year, when Eric Thomas went in as a senior, I put his records on the board. Before that, when Eric arrived, he missed his testing date because he forgot or something. He PCS, he thought he could test when he got to Kadena. But there was a piece that he missed that he couldn't do it. Because we had to we tried to get up there and fight for him to test the Kadena, but they nodded. They was like, oh, he should know better. He's a senior, yada yada yada. That next year, when I put him on the table, you know how many people I had to fight off that said he didn't deserve to get strated? Because they like, he's a senior, he should have known better. How do we can say he's ready for chief when he don't know what he's supposed to test?

SPEAKER_02 1:42:27

That's so crazy.

SPEAKER_00 1:42:28

That's a good example.

SPEAKER_02 1:42:29

It is a great example. It's also a great example of how crazy things are. How crazy, like, like you said, man. I mean, a lot, you're you're 100% right. A lot to it is credibility. And some ways a shame, some way it's not. I'm I'm kind of mixed on it. If it's a shame or not.

SPEAKER_00 1:42:48

I think there's a line between being unrealistic. I can't expect you to get a DUI and then I say, well, no, the only way I'm gonna ever forget that you did it is you have to get 150 on your PT test, and you have to write 500 tickets, and you have to be able to do three backspins and a split, and you've got to be able to save three people in a quarter. That's unrealistic. Now, if you have a great quarter, I don't see anything wrong with someone saying, Hey, look, man, you had a great quarter, is you're doing better, but we need to keep going. There is nothing wrong with telling somebody like, yeah, you did great work, man, but we're gonna chill this quarter. You still got more stuff you need to do. I think it's how you communicate to them. If you go to them and say, Look, we can't put you in because you got a DUI in the first quarter, then of course the person gonna be mad, like, yo, how you gonna hold this against me? But it should be a conversation that says, Look, we need to work on some other things. You did a great job this quarter, you did phenomenal, but we're not gonna put you in because we got more work to do. I don't see nothing wrong with that.

SPEAKER_02 1:44:12

Okay, I think uh just have to agree to disagree with this one. Um yeah, y'all do,

Fan Mail Voicemail And Final Thoughts

SPEAKER_02 1:44:20

I mean, I do whatever y'all feel is the right thing to do, as long as you're consistent. I can't really argue about it. Uh, last thing I'll leave you with is uh I told y'all I'll put the link in there, but there's a link in there to our Buzz Sprouts fan mail, uh, where you could leave us a text message or voicemail. And if you give us permission to read it on the air or listen to it on the air, we will do so and comment behind it. So a lot of fun with that new feature that we have, something we can have some fun with. So you can go on there, leave a voicemail, uh, basically tell us what you feel. Like Oshan just said, uh, he could instead of typing it, he could speak it, we could listen to it on the air and then react to it. I think we have a lot of fun with that. Uh, let's read these two comments. Uh, that is another convo for our convo. The fact supervisor A has zero game, so he written a good package versus supervisor B got charisma and knows the buzzwords and the KDs levels. Pin game means a lesser airman can win an award. That's true. I mean, that happens a lot, a lot, a lot, a lot, if not always. Uh, people forget we are in the military, not support, it's not supposed to be perfect or the brightest bulb in the pack. Just have to have the right attitude, and leaders need to help with putting their people in the right place. I'm gonna give you three for that. Don't forget that we are not supposed to be perfect, and if you judging somebody, your ass ain't perfect either. Let me remind you from somebody who's not perfect, you're not perfect. Because I gotta be the closest thing, and you ain't close to me. All right, good show, another great show. Back to back, like Jordan.

SPEAKER_00 1:46:24

But that's just how it is. You can agree with it or not, but everything is not executed and covered in instruction. Your credit matters a lot, whether you believe it or not. Any in as a person in a leadership position, you're always gonna take someone's uh um, someone's action uh first. You're gonna consider it, just like you're in a civilian world, you're in a civilian world, you're looking at somebody to be to hire somebody, you can have the best you best suit, you can have the best resume, but if it's something about your personality or the way you reacted and the handshake and how you walked in the room could prevent you from getting a job. On the flip side, you can have somebody with a shit bag resume, somebody with a crappy suit. But if you walk in that in that building and you shake that interviewer's hand and y'all have a connection, maybe the same team, maybe they said something that resonates with them, I guarantee you you're gonna get the job over somebody with the better resume and credentials. Is it wrong? Depends on how you look at it. In the end is what the person wants. So, back to the conversation. If you have an airman that is a blue chipper doing a great job and they have a misstep, you're more likely going to do everything you can to help protect them because you know it's a rare thing that they got in trouble versus the person who got in trouble multiple times, maybe even one time, but they got a crappy attitude. I used to love when airmen would like I used to tell them all the time when they got in trouble, I said, What matters most is when you got in trouble is how you reacted. Are you gonna go in there? Are you gonna admit where you were at fault? Or are you gonna go in there and complain that everybody's against you, yada yada, yada? And more importantly, after you receive said punishment, what are you gonna do after that? Right, it always works out better for the person who takes it on the chin and they work hard. True, true, versus the person that complains, self-implodes. You can't read it, it's hard to recover from that.

SPEAKER_02 1:48:56

Yeah, all facts, all facts. All right, y'all. We'll go into here, two-hour show today, so a little bit longer than normal, but a great show, nonetheless. Uh, appreciate y'all for being on here. Uh, like I said, we do got the fan mail out there. You guys see the comment in there, so you just click on that, leave us a voicemail. Like I said, be some fun and probably put out a video or something coming up soon, uh, with the more instructions and more details to have some fun with that. Uh, but thank y'all for being a part of this. Thank y'all for being on here. Uh, share with your friends, tell your friends about the show so we can get everybody on here. Anybody on the Instagram who sees the short, uh, you guys are more than welcome to come on here live and put your comments in or however you want to do it. And we appreciate everybody for being on here.

SPEAKER_00 1:49:44

Make sure y'all hit that like button on the app when you're on y'all way out. If you haven't subscribed to YouTube, go ahead and subscribe there. Shout out to everybody that got us to 500 on IG. Much appreciated. We hit the 500, that's a big milestone. So now Now we need to get there on YouTube. If you're not subscribed to YouTube, go ahead and subscribe there. And we again we appreciate y'all. Go ahead and use that buzz sprout, man. If y'all want to send us a message, tell us what we got wrong, what we got right, or you got ideas for the show, or you got some people who want to be guests. Feel free to jump on there, send it to us. We'll we'll take a listen to it and we'll respond back to you.

SPEAKER_02 1:50:24

Look, it says fan mail, Pete sucks. Pause. He can't read, and that's it. But I just said that one minute ago, so we good. Yeah, you can go on there and leave a voice message to say that. We'd love to hear your your nice voice, Charles Davis. It would really make our whole day. It'd probably make my whole week. Probably make my whole quarter. So up to you. Charles Davis. Maybe give you a quarterly award for that. All right, we out. A popular celebrities. Peace, peace, peace.

SPEAKER_03 1:51:02

Go, birds.