Unlock Your Team's Potential With Peer Evaluations

Let’s look at an important tool that the military and special operations community use to recruit and keep the best of the best. It is called Peer Evaluations. In this video we are going to discuss how military “peer evaluations” will help your team identify and weed out spotlight rangers, and selfish / dumb people. We will explore flaws in this system, how to make mitigate these flaws, and then we will finish off with a discussion on how civilian businesses and teams can also use peer evaluations to ensure that only the best individuals make it onto and remain a part of the team.
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Thanks for watching,
Christopher Littlestone
Life is a Special Operation
Are You Ready for It?

[@kaironkairon1485]

Great content as always, sir. As a LEO in BRAZIL, I would love if we had something like that over here. Keep up with the good work!

[@puremaledark8305]

Yep it only takes one bad team member to ruin the whole darn thing.

[@brettlaw4346]

Or a bad leader not knowing their assets. Or a bad leader trying to force something for appearances.

[@BenjaminW-qo6bi]

Thank you for video sir. I liked seeing the pros and cons of peer evaluation shown in the video. I also liked seeing how you brought up that people shouldn’t be spotlight rangers, particularly in the military. In general, I see others as the selfish jerks, but everyone, including myself can be so, so it’s good to keep that as a warning. Thanks.

[@aerofxunme]

This is easily one of the best ways to lose your potential star talent by letting him be evaluated by his sub par peers. No one likes to see themselves being eclipsed by someone else, these peers will do whatever it takes to get this potential star talent out of the team in order to safeguard their own spot or potential promotions. The problem with this sort of evaluation is once you receive a bad feedback from a team member who has been in your team for a while your confirmation bias will kick in and you will start seeing only flaws in the new recruit, and very soon you will see yourselves sabotaging your own team by getting rid of your potential star talent. The sub par peer also can frame an event in such a manner which will influence you to believe anything this new recruit does is detrimental to the team while he might just be struggling to adjust to the new environment or dealing with these unsupportive sab par peers from whom his performance is being assessed from. So, as a Cadre or a leader it is alright to seek as much information as you can possibly get, however, if you are unable to do a wholistic evaluation of a new recruit yourselves and have to base your decision on peer evaluations, you may not be fit to be a leader yourselves.

[@williamburton757]

fact.

[@danielvillarreal6610]

You ain’’t just whistling Dixie!

[@SocialistDistancing]

I'm currently dealing with an individual that doesn't like being called out by others. Now this individual is creating problems for those that do the heavy lifting, because the slacker is looking for a secure place to hide.

[@williamburton757]

@@SocialistDistancing nobody likes to be "called out," especially if people haven't given them any indication that their work isn't meeting standard before publicly attacking them. So, if your first step toward improving an employee is to shame them in front of their peers, it doesn't make them a "slacker," it makes you a boss who isn't worth working for. So ask yourself, did you pull them aside and try mentoring them and helping them improve in a way that doesn't go after their dignity as a person? If so, maybe they are just lazy. But if not, maybe you are - maybe you're too lazy to do the hard work of leading people instead of just managing them.

[@SocialistDistancing]

@@williamburton757 first, let me rephrase and define. When I said, calling them out, I did not say"publicly". In fact, I never even suggested anything publicly. "Challenging them" would be more accurate. Secondly, you made an assumption, that I'm their boss. That would be completely inaccurate. I'm referring to peers, doing the same job, but being a problem, that doesn't get fixed. However, sometimes, they do need a dressing down in a peer environment setting. Also, you assume that no indication had been given to the individual in question. In fact, it's just about been beaten into them with no improvement. This is the fault of "upper management" allowing such an individual to.remain and be disruptive. Eventually, shit is going to be said.

[@pnyarrow]

Hi there. A great thought provoking video - thank you. How about an exemplar questionairre? Stay sdafe. ATB.

[@MYZTICTRAVLER]

This is really good stuff. How much of this has anyone seen in practice in their civilization workplace, at any level? I'm thinking it would be more widely used in upper management....🤔

[@SocialistDistancing]

I'm usually 98% accurate at identifying a potential problem individual. A lot of the time, its in the first 5 seconds. Some people have said the opposite about that individual, however, later on, as time goes on, they realize my assessment was accurate. This of course is in the civilian world, and there's a lot of excuses made for these problematic individuals. Unfortunately, it ends up affecting everyone in the group. It just happens that i hear their words and see their actions differently. Charlie Munger said, if you listen to people, they'll tell you what is important to them. What charlie doesn't elaborate on, is how to listen.

[@menumlor9365]

A good friend of was rejected from bing MARSOC because of peer evaluation. It was awesome to know he could pass ALL the physical and mental stuff except one. Peer evaluation. I’m not making this when I say this. His peer evaluation was short and straight to the point and I quote. “Sgt Torres is a fxxxing @$$hole. He does not share or take turns with the leadership role.” Me and my other buddies have been telling for 2 years he needs to cut that out or he’ll never make it. And we were right. He tried again with Marine raiders but to no avail.

[@pyeitme508]

RAD!

[@DroppingBombs4ever]

I wonder 🤔 if Steeped Clove tea for the pain during Training is allowed? That ahit qorks great. 1 week steeped for the best results. 😎.

[@danielvillarreal6610]

I didn’t have a term for it, but I’m sure that I got hammered under your Lying category of Flaws. I called a couple of students out in a writing program for Taiwanese civil servants-one for making s*%t up when the assignment was to summarize data and the other for using AI for his writing-and I got dinged for being too harsh or whatever. If there’s a next time, maybe I’ll give those Sons of Biscuits milk and cookies instead.🙃

[@novemberflag__8251]

Your voice sounds like Jay from Jay and Sharon.

[@abdullaali3735]

I agree 💯 with special force, but I disagree with other people thinking in society, because they not proper thinking

[@brian4984]

We do peer reviews in medicine. I've never liked it because it's time consuming and I genuinely don't care what peers are doing.

[@abdullaali3735]

I accept to die according to special force but not according any others in society

[@abdullaali3735]

What's suppose to be, I mean correct and descent, most people lack and because they lack they will disagree with special force thinking

[@James-hs3tu]

Been around forever. Before this It's who they like In Roman times. Gangis Khan

[@abdullaali3735]

According to special force 😶

[@jastdi2]

I frankly disagree with the whole concept of peer evaluations. They may have some utility in the first short period after a team is put together and starts working together. After that, interpersonal dynamics enter. Some of these you have spoken about. In others, members of the team do not wish to rat out comrades who are OK but not necessarily candidates for washout. Thus, team members agree among themselves to rank the middle third as bottom thirders to save buddies in danger. Superiors are now left to waste their time trying to piece out why Joe, who was doing OK, is suddenly ranked as a dud. Good superiors spot this and properly ignore peer ratings. Waste of time for all concerned. As always, it is the superiors’ job to get the evaluation job done well.

[@abdullaali3735]

Special force level of thinking, mental and psychological with physical capabilities all together is what suppose to be, other than this people is nothing and way useless and meaningless

[@PendulumMapTarotLightWorker]

I feel Regular Infantry is Far Superior to United States Special Forces especially without a Security Clearance. Like Iraq 🇮🇶 OIF6 2008 Proven

[@xusmico187]

Nothing to do with skills all about who you like

[@markcollins2666]

likability may have something here, but it's not about coming in first, it's about NOT coming in LAST. As a US Army Infantry squad leader, we once had a 2LT platoon leader, who was peered out of Ranger School... TWICE!!! This takes place at the end of the Mountain Phase. The takeaway? Be a pal. Offer to carry more than your share. Be as helpful to teammates and leadership, as you can. But DON'T BE LAST.