Building and Managing a Team (Part 3)

Hal Moore on Leadership

In early 2021 in Hal Moore’s files, I found a detailed initial outline of what would later grow into the “Hal Moore on Leadership” book. This series of posts pulls from that outline – mostly short paragraphs or bullets.

For more detail, check out the book (click on the image to go to Amazon). The focus of Moore’s life after retirement from the military was on helping and mentoring others along the path to becoming great leaders. 

A few last bullet points to wrap up this topic.

Have a right-hand man

The most important person on your staff is the Director of Operations. He must be “inside your head.” The relationship must be very close, very functional.

Recognize and reward excellence

Be sure you recognize deserving individuals with the appropriate awards. Hold periodic gatherings to honor them publicly for outstanding performance.

Never humiliate, offer constructive criticism

Never take a subordinate to the woodshed in front of others; do that in private.

Accept Responsibility for your unit as a family

When a member of a unit (military or non-military) loses their life, or when a member has a death in the family, the leader must take sincere action in expressing personal condolences, sympathy—and any other action as may be appropriate considering the circumstances. You do whatever you can to ease the men’s grief in the combat zone and for the next-of-kin back home; to help morale; to help reduce the shock and terrible truth of it all.

That was my situation in late November 1965 after the X-Ray Battle. We were a military family team – now shot through with grief; yet vulnerable to being sent back into battle – which we were within a month.

Focus on fitness (Military)

No fat troops or officers.


Encourage your team to come to you with problems/ideas/etc.


Conduct events to enhance Unit Cohesion.

Reading List (links to Amazon)

Scroll to Top