Leadership Accountability Standards

USMG Leadership Accountability Standards

1. The Core Expectations

Leadership within USMG is not a title; it is a functional commitment. All leaders (Directors, President, VPs, and Board Members) are held to the following standards:

  • Activity & Presence: Leaders must be visible within their designated area of responsibility (Branch, Department, or Council).
  • Proactive Communication: Information must flow horizontally (to peers) and vertically (to subordinates/superiors). Silence is a failure of leadership.
  • Operational Drive: Leaders are expected to push their units forward. We do not maintain the status quo; we seek the next objective.
  • Stewardship (Care): Every leader is a “Cultural Anchor.” Your primary duty is the well-being and professional growth of the community, Service Members, and Veterans in your charge.

2. The “Consented Yes” Policy (The Silence Rule)

To prevent organizational paralysis, USMG operates under the Policy of Consented Affirmation:

  • The Rule: If a formal vote or request for input is issued by the Board or Senior Leadership, and a leader remains silent/inactive for a period of 72 hours (without prior notice), that silence is legally recorded as a Consented Vote of “Yes.”
  • The Logic: By accepting a leadership role, you agree to participate in the governance of the community. Failure to participate is an abdication of that duty, and the organization will move forward without you to protect the mission.

3. Proactive Advocacy (The “Leave” Clause)

Life, family, and work come first — always. We are service members and veterans; we understand “Real World” priority.

  • The Requirement: If a leader anticipates a period of absence (beyond 72 hours) or reduced capacity, they must Advocate Ahead of Absence.
  • The Process: A simple update to the President or VP of Operations stating the time frame of their inaccessibility.
  • The Result: A leader who advocates ahead of time is protected. A leader who simply disappears is subject to removal.

4. Remediation and Removal

Failure to meet these expectations triggers the following “Succession of Command” actions:

  • Inactivity (30 Days): As per the Charter, 30 days of unexcused silence results in the immediate review of the leader’s position by the VP of Operations.
  • Administrative Removal: If a leader is unable or unwilling to commit to these standards, they are expected to step down honorably.
  • The Vote: If a leader refuses to step down despite failing to meet expectations, they may be removed by a Simple Majority Vote of the Board of Trustees and the President.