Building Shelters

14-14. SHELTERS.
A shelter can protect you from the sun, insects, wind, rain, snow, hot or cold temperatures, and enemy observation. In some areas your need for shelter may take precedence over your need for food, possibly even your need for water. After determining your shelter site, you should keep in mind the type of shelter (protection) you need. You need to know how to make different types of shelters. Only two are described in this handbook.
a. Planning Considerations.
• How much time and effort are needed to build the shelter?
• Will the shelter adequately protect you from the elements (rain, snow, wind, sun, and so on)?
• Do you have tools to build it? If not, can you improvise tools from materials in the area?
• Do you have the type and amount of manmade materials needed to build it? If not, are there sufficient natural materials in the area?
b. Poncho Lean To. You need only a short time and minimal equipment to build this lean to. You need a poncho, 6 to 10 feet of rope, three stakes about 6 inches long, and two trees (or two poles) 7 to 9 feet apart. Before you select the trees you will use (or decide where to place the poles), check the wind direction. Make sure the back of your
lean to will be into the wind. To make the lean to–
(1) Tie off the hood of the poncho. To do this, pull the draw cord tight; roll the hood long ways, fold it into thirds, and tie it with the draw cord.
(2) Cut the rope in half. On one long side of the poncho, tie half of the rope to one corner grommet, and the other half to the other corner grommet.
(3) Attach a drip stick (about a 4 inch stick) to each rope 1/ 4 to 3/ 4 inches away from the grommet. These drip sticks will keep rainwater from running down the ropes into the lean to. Using drip lines is another way to prevent dripping inside the shelter. Tie lines or string about 4 inches long to each grommet along the top edge of the shelter. This allows water to run to and down the line without dripping into the shelter.
(4) Tie the ropes about waist high on the trees (uprights). Use a round turn and two half hitches with quick release knot.
(5) Spread the poncho into the wind and anchor to the ground. To do this, put three sharpened sticks through the grommets and into the ground.
(6) If you plan to use the lean to for more than one night, or if you expect rain, make a center support to the lean to. You can do this by stretching a rope between two upright poles or trees that are in line with the center of the poncho.
(7) Tie another rope to the poncho hood; pull it upward so that it lifts the center of the poncho, and tie it firmly to the rope stretched between the two uprights.
(8) Another method is to cut a stick to place upright under the center of the lean to. This method, however, will restrict your space and movements in the shelter.
(9) To give additional protection from wind and rain, place boughs, brush, your rucksack, or other equipment at the sides of the lean to.
(10) To reduce heat loss to the ground, place some type of insulating material, such as leaves or pine needles, inside your lean to.
NOTE: When at rest, as much as 80 percent of your body heat can be lost to the ground.
(11) To increase your security from enemy observation, lower the silhouette of the lean to by making two modifications.
(a) Secure the support lines to the trees at knee height rather than waist height.
(b) Use two knee high sticks in the two center grommets (sides of lean to), and angle the poncho to the ground, securing it with sharpened sticks as above.

Find out more about shelters in the Ranger Handbook

MILITARY MUSIC

The earliest surviving pictorial, sculptured, and written records show musical or quasimusical
instruments employed in connection with military activity for signaling during encampments, parades, and combat. Because the sounds were produced in the open air, the instruments tended to be brass and percussion types. Oriental, Egyptian, Greek, Roman, and American Indian chronicles and pictorial remains show trumpets and drums of many varieties allied to Soldiers and battles.

Introduction

a. Bugle Calls. Bugle calls are used in U.S. military service as the result of the Continental Army’s contact with the Soldiers and armies from Europe during the revolutionary period. After the American Revolution, many of the French (and English) bugle calls and drum beats were adopted by the United States Army.
b. Attention. This is taken from the British “Alarm,” at which call the troops turned out under arms.
c. Adjutant’s Call. The adjutant’s call indicates that the  adjutant is about to form the guard, battalion, or regiment.
d. To the Color. The old cavalry call, “To the Standard,” in use from about 1835, was replaced by the present call of “To the Color.”
e. National Anthem. Our national anthem officially became "The Star Spangled Banner" by law on 3 March 1931, in Title 36, United States Code 170.
f. Sound Off. The band, in place, plays “Sound Off” (three chords). It then moves forward and, changing direction while playing a stirring march, troops the line and marches past the Soldiers in formation, then returns to its post. Upon halting, the band again plays three chords.
g. Retreat. Retreat is the ceremony that pays honors to the national flag when it is lowered in the evening.
h. Official Army Song. The official Army song, “The Army Goes Rolling Along,” was formally dedicated by the Secretary of the Army on Veterans Day, 11 November 1956, and
officially announced on 12 December 1957 (AR 220-90). In addition to standing while "The Star Spangled Banner" is played, Army personnel stand at attention whenever the official song is played. Although there is no Department of the Army directive in this regard, commanders, other officers, and other personnel can  encourage the tribute to the Army by standing at attention when the band plays “The Army Goes Rolling Along.”

Find more on US Army Drill and Ceremonies from:

Stages of Team Building From FM 6-22

Teams do not come together by accident. Leaders must guide them through three developmental stages:

 Formation.
Enrichment.
Sustainment.

Formation Stage
Teams work best when new members quickly feel a part of the team. The two critical steps of the formation stage—reception and orientation—are dramatically different in peace and war. In combat, a good sponsorship process can literally make the difference between life and death for new arrivals and to the entire team.

Reception is the leader’s welcome to the organization. Time permitting; it should include a handshake and personal introduction. The orientation stage begins with meeting other team members, learning the layout of the workplace, learning the schedule, and generally getting to know the environment. In combat, leaders may not have much time to spend with new members. In this case, a sponsor is assigned to new arrivals. That person will help them get oriented until they “know the ropes.”

In combat, Army leaders have countless things to worry about and the mental state of new arrivals might seem low on the list. If Soldiers cannot fight, the unit will suffer needless casualties and may ultimately fail to complete the mission.

Enrichment Stage
New teams and new team members gradually move from questioning everything to trusting themselves, their peers, and their leaders. Leaders learn to trust by listening, following up on what they hear, establishing clear lines of authority, and setting standards. By far the most important thing a leader does to strengthen the team is training. 

Training takes a group of individuals and molds them into a team while preparing them to accomplish their missions. Training occurs during all three stages of team building, but is particularly important during enrichment. It is at this point that the team is building collective proficiency.

Sustainment Stage
During this stage, members identify with “their team.” They own it, have pride in it, and want the team to succeed. At this stage, team members will do what is necessary without being told. Every new mission gives the leader a chance to strengthen the bonds and challenge the team to reach for new heights of accomplishment. The leader develops his subordinates because he knows they will be tomorrow’s team
leaders. The team should continuously train so that it maintains proficiency in the collective and individual tasks it must perform to accomplish its missions.

For more on the stages of team building, get your copy of FM 6-22.

History of the US Army Rangers

The history of the American Ranger is a long and colorful saga of courage, daring, and outstanding leadership. It is a story of men whose skills in the art of fighting have seldom been surpassed. Only the highlights of their numerous exploits are told here.

Rangers mainly performed defensive missions until, during King Phillip’s War in 1675, Benjamin Church’s Company of Independent Rangers (from Plymouth Colony) conducted successful raids on hostile Indians. In 1756, Major Robert Rogers, of New Hampshire, recruited nine companies of American colonists to fight for the British during the French and Indian War. Ranger techniques and methods of operation inherently characterized the American frontiersmen. Major Rogers was the first to capitalize on them and incorporate them into the fighting doctrine of a permanently organized fighting force.

The method of fighting used by the first Rangers was further developed during the Revolutionary War by Colonel Daniel Morgan, who organized a unit known as “Morgan’s Riflemen.” According to General Burgoyne, Morgan’s men were “….the most famous corps of the Continental Army, all of them crack shots.”

Francis Marion, the “Swamp Fox,” organized another famous Revolutionary War Ranger element known as “Marion’s Partisans.”

Marion’s Partisans, numbering anywhere from a handful to several hundred, operated both with and independent of other elements of General Washington’s Army. Operating out of the Carolina swamps, they disrupted British communications and prevented the organization of loyalists to support the British cause, substantially contributing to the American victory.

Find out more about the American Ranger: 

Conducting the Counseling

CONDUCT THE COUNSELING SESSION

Army Leadership

Caring Army leaders use a balanced mix of formal and informal counseling and learn to take
advantage of everyday events to provide subordinates with feedback. Counseling opportunities often
appear when leaders encounter subordinates in their daily activities in the field, motor pool, barracks, and
wherever else Soldiers and civilians perform their duties. Even during ad-hoc counseling, leaders should
address the four basic components of a counseling session:

• Opening the session.
• Discussing the issues.
• Developing a plan of action.
• Recording and closing the session.
• Open the Session

In the session opening, the leader counselor states the purpose and establishes a subordinate-centered
setting. The counselor establishes an atmosphere of shared purpose by inviting the subordinate to speak.
An appropriate purpose statement might be “SFC Taylor, the purpose of this counseling is to discuss your
duty performance over the past month and to create a plan to enhance performance and attain performance
goals.” If applicable, start the counseling session by reviewing the status of the current plan of action.

Discuss the Issues
Leader and counseled individual should attempt to develop a mutual and clear understanding of the
counseling issues. Use active listening and invite the subordinate to do most of the talking. Respond and
ask questions without dominating the conversation but help the subordinate better understand the subject of
the counseling session: duty performance, a problem situation and its impact, or potential areas for growth.

Counseling
To reduce the perception of bias or early judgment, both leader and subordinate should provide
examples or cite specific observations. When the issue is substandard performance, the leader must be clear
why the performance did not meet the standard. During the discussion, the leader must clearly establish
what the subordinate must do to meet the standard in the future. It is very important that the leader frames
the issue at hand as substandard performance and prevents the subordinate from labeling the issue as an
unreasonable standard. An exception would be when the leader considers the current standard as negotiable
or is willing to alter the conditions under which the subordinate can meet the standard.

Develop a Plan of Action
A plan of action identifies a method and pathway for achieving a desired result. It specifies what the
subordinate must do to reach agreed-upon goals set during the counseling session. The plan of action must
be specific, showing the subordinate how to modify or maintain his or her behavior. Example: “PFC
Miller, next week you’ll attend the map reading class with 1st Platoon. After the class, SGT Dixon will
personally coach you through the land navigation course. He will help you develop your skills with the
compass. After observing you going through the course with SGT Dixon, I will meet with you again to
determine if you still need additional training.”

Record and Close the Session
Although requirements to record counseling sessions vary, a leader always benefits from
documenting the main points of a counseling session, even the informal ones. Documentation serves as a
ready reference for the agreed-upon plan of action and helps the leader track the subordinate’s
accomplishments, improvements, personal preferences, or problems. A good record of counseling enables
the leader to make proper recommendations for professional development, schools, promotions, and
evaluation reports.

Army regulations require specific written records of counseling for certain personnel actions, such as
barring a Soldier from reenlisting, processing an administrative separation, or placing a Soldier in the
overweight program. When a Soldier faces involuntary separation, the leader must maintain accurate
counseling records. Documentation of substandard actions often conveys a strong message to subordinates
that a further slip in performance or discipline could require more severe action or punishment.

When closing the counseling session, summarize the key points and ask if the subordinate
understands and agrees with the proposed plan of action. With the subordinate present, establish any
follow-up measures necessary to support the successful implementation of the plan of action. Follow-up
measures may include providing the subordinate with specific resources and time, periodic assessments of
the plan, and additional referrals. If possible, schedule future meetings before dismissing the subordinate.

The Straight-Arm Pull

Spotting the Straight-Arm Pull, Pull-Up, and Alternating Grip Pull-Up

9-42. The front spotter assumes a staggered stance with the palms toward the exerciser at approximately chest level. The front spotter’s primary role is to support the exerciser if their grip fails. The rear spotter assumes a staggered stance and holds the Soldiers feet on their thighs or abdomen. The hands are placed above the ankles to hold them securely. The role of the rear spotter is to provide a stable base for the exerciser to push against with his legs. When spotting is performed correctly, the rear spotter will neither have to lift nor go up and down with the exerciser. The rear spotter must anticipate the last repetition and release the Soldier when the “down” command is given before the “dismount” command. Soldiers are required to use the foot pegs when mounting and dismounting the bar. This is done to ensure safety and to reduce injuries. Jumping from the mounted position causes compression to the spine and other joints of the body, possibly resulting in injury.

EXERCUSE 1: STRAIGHT-ARM PULL
Purpose: This exercise develops the ability to initiate the pull-up motion and maintain a contraction in the extended hang position (Figure 9-24).

Starting Position: Extended hang using the overhand grip.
Cadence: MODERATE

Count:
1. Keeping the arms straight, pull the body upward using the shoulders and upper back muscles only.

2. Return to the starting position.

DEVELOPING AND EXECUTING PLANS

DEVELOPING AND EXECUTING PLANS
A plan is a proposal for executing a command decision or project. Planning is the means by which the leader or commander envisions a desired outcome and lays out effective ways of achieving it. In the plan, the leader communicates his vision, intent and decisions and focuses his subordinates on the results he expects to achieve.--
FM 3-0

In daily peacetime or combat training and operations, a leader’s primary responsibility is to help the organization function effectively. The unit must accomplish the mission despite any surrounding chaos. This all begins with a well thought out plan and thorough preparation.

PLANNING
Leaders use planning to ensure that an approach for reaching goals will be practical. Planning reduces confusion, builds subordinates’ confidence in themselves and their organization, and allows flexibility to adjust to changing situations. Good planning boosts shared understanding and ensures that a mission is accomplished with a minimum of wasted effort and fewer casualties in combat. FM 6-0
discusses the different types of plans in more detail.