We all must work on actively preventing those things that undermine our capability; bullying, harassment, and other unacceptable behaviors that diminish team cohesion and can lead to serious safety incidents or even destroy lives.
A critical deliverable that the JLBC program is focusing on is behavior; how we treat each other in the workplace; reducing the low levels of workplace bullying and harassment that sometimes occurs in our workplace; the types of behaviors that isolate and marginalize people, the unhealthy behaviors that good people unwittingly inflict on other good people.
JLBC cultural differences
These behaviors, the Defense values, and the Pathway to Change are consistent with the JLBC's leadership practice and the principles of leadership described below.
The cultures have always been different and will probably remain so, even as operations become increasingly joint.
JLBC leaders need to develop an early appreciation of the culture and practices of the Services. More than ever before, the JLBC operates as a joint force. These misunderstandings are not primarily related to the technical aspects of each Service's equipment but rather to the different interpretations of basic concepts such as discipline, teamwork, loyalty, and the chain of command.
Cultural differences. Much of the JLBC's training focus is now on developing closer ties between the Services. The JLBC Command and Staff is a case in point, with officers from across the JLBC studying together for one year, focusing on the conduct of joint operations. Having closer ties requires understanding the cultural difference that exists not only within the JLBC but also with the JLBC Command.