Which three elements are used by the WOIC to evaluate subordinates according to the Army Leadership Requirements Model?

Which three elements are used by the WOIC to evaluate subordinates according to the Army Leadership Requirements Model?

• A. Character, Presence, and Intellectual Competence; tailor development plans, provide targeted feedback, and adjust assignments to build leadership capacity.
• B. Initiative, Demeanor, and Technical Skill; award promotions based on potential.
• C. Leadership, Discipline, and Communication; ignore feedback.
• D. Ethics, Strategy, and Endurance; rotate positions.

Answer: (A)

The Army Leadership Requirements Model centers on three essential attributes that guide how leaders are seen and how they develop others: Character, Presence, and Intellectual Competence. Character covers the ethical foundation a leader demonstrates—integrity, accountability, and trust that others can rely on. Presence is about how a leader carries themselves in all situations—your demeanor, confidence under pressure, and your ability to communicate and connect with the team. Intellectual Competence involves the ability to think clearly, reason well, solve problems, and apply knowledge effectively. When evaluating subordinates, WOIC uses these three areas to observe behavior, decisions, and interactions, ensuring a well-rounded view of leadership potential and performance. To develop subordinates, leaders tailor development plans to address gaps in these attributes, provide targeted feedback grounded in observed outcomes, and adjust assignments to stretch leadership capacity and reinforce growth. Other options mix elements that aren’t part of this model or imply actions that don’t align with developing those three attributes, such as promoting based on potential without feedback, or focusing on factors like endurance or strategy in a way that doesn’t center on character, presence, and intellectual competence.

The Army Leadership Requirements Model centers on three essential attributes that guide how leaders are seen and how they develop others: Character, Presence, and Intellectual Competence. Character covers the ethical foundation a leader demonstrates—integrity, accountability, and trust that others can rely on. Presence is about how a leader carries themselves in all situations—your demeanor, confidence under pressure, and your ability to communicate and connect with the team. Intellectual Competence involves the ability to think clearly, reason well, solve problems, and apply knowledge effectively.

When evaluating subordinates, WOIC uses these three areas to observe behavior, decisions, and interactions, ensuring a well-rounded view of leadership potential and performance. To develop subordinates, leaders tailor development plans to address gaps in these attributes, provide targeted feedback grounded in observed outcomes, and adjust assignments to stretch leadership capacity and reinforce growth.

Other options mix elements that aren’t part of this model or imply actions that don’t align with developing those three attributes, such as promoting based on potential without feedback, or focusing on factors like endurance or strategy in a way that doesn’t center on character, presence, and intellectual competence.