Building a Quarterly Award Using The 12 Week Year

I’ve been wanting to write a summary of the The 12 Week Year by Brian P. Moran and Michael Lennington and struggled with the best way to do it. I didn’t want to just rehash the chapters and big takeaways in the book. Instead I’m going to take the opportunity to offer my commentary on highlights from the book in a journal-like fashion. In a way it’ll be like me thinking “out loud.”

The reason I wanted to discuss this book in the first place is because I think it offers practical value for new CGOs. The reason why is because The 12 Week Year provides a way to help you build up a quarterly award package which is commonly submitted via an AF Form 1206.

I thought it would be a good idea if we actually used some of the methods introduced in the book to build my quarterly award for the first quarter of 2021. We can revisit it once the results have come out to see where we can improve.

The 12 Week Year book is broken up into two parts:

  1. Why Use a 12 Week Year
  2. The Execution System

For the purposes of this article series we’re going to focus on The Execution System which is broken down into eight elements:

  1. Vision
  2. Planning
  3. Process Control
  4. Measurement
  5. Time Use
  6. Accountability
  7. Commitment
  8. Greatness in the Moment

I’ll touch on the first part of the book and why you may want to use The 12 Week Year to build out your 1206 but showing it’s usefulness should be enough reason why you’d want to use it. Should be.

Each article will combine two of the elements beginning with Vision and Planning. These two elements are like chocolate and peanut butter though the same could be said for some of the other element pairs as well. 😁

Warning: Sportsball analogies ahead.

As we build our quarterly package I want to set some expectations and provide some context. The 1206 I submit will be the first one I’ve submitted in my current job as an AFROTC instructor. I’m using this 1206 to show my leadership that I’m able to catch the ball consistently. With subsequent 1206 submissions, I’ll show my ability to catch the ball AND gain extra yardage.

Second, since this is my first submission in my new job, I’ll be able to learn what my organization values based on how my 1206 is scored.

Lastly, even if I don’t earn CGO of the Quarter, this process is making me think critically about my job and building up material for my OPR. This will make mine and my supervisor’s job easier once it comes time to write my OPR. Synergy for the win!

“It’s not what you know; it’s not even who you know; it’s what you implement that counts.” – Brian Moran and Michael Lennington

I’m excited to show you how The 12 Week Year can make you, your team, and your organization better. Once you’re able to consistently implement this method you can show it to your peers and to your team mates to help them craft their own performance reports or 1206s.

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