Characteristics of a High-Performing Sniper Section: Values, Training, and Leadership
Building a high-performing sniper section goes beyond talent acquisition. While recruiting top individuals is important, even the best teams can fail without proper leadership, training, and a cohesive culture. In this article, we'll explore the two primary reasons sections may fail—lack of training and misaligned culture—and how adopting core leadership values can prevent these issues. By instilling strong values and focusing on continuous development, leaders can create a sniper section that not only meets but exceeds mission standards.
Why Sniper Sections Fail
Lack of Training or Progression
Training gaps are easy to diagnose through objective metrics. Are teams meeting or exceeding the standard, or falling short? Documents like ATP 3-21.10 and TC 3-22.10 can help identify areas where training improvements are needed.Cultural Misalignment
Cultural issues are harder to identify but equally damaging. These often present as discipline problems, lack of motivation, or consistent underperformance. The solution lies in establishing a strong, cohesive team culture that aligns with organizational values.
The Nine Tenets of a High-Performing Sniper Section
To build a productive and resilient sniper section, I follow nine core values, or "Section Tenets." These principles create a strong foundation for both individual performance and team cohesion.
1. Loyalty: Mission and Team First
Loyalty is the cornerstone of any effective sniper section. According to Oxford, loyalty is defined as "a strong feeling of support or allegiance." For sniper teams, loyalty operates on two levels:
Mission First: All actions should align with achieving the mission, ensuring every decision is made in its service.
Loyalty to Each Other: Fostering mutual trust and support ensures that team members operate as a cohesive unit, prioritizing the team's success over individual interests.
2. Stay Humble: Challenge Arrogance
One of the greatest threats to team cohesion is arrogance. While snipers are often seen as the best within their organization, this mindset can lead to overconfidence and a lack of effort. To combat this, continually introduce challenges that allow your team to fail and grow. This keeps egos in check and encourages continuous improvement.
Example: Incorporate complex training scenarios where failure is possible, like timed accuracy drills under stress or difficult terrain navigation exercises. The goal is to remind the team that there's always room for growth.
“Keep everyone at 70%. Anything over and they get too arrogant to put in the work, anything under and they are too defeated to work”
Obviously this is statement is toxic. But it has some merit. If your team starts to get arrogant, they will stop putting in the work to get better. So this indicates that you need to start introducing additional challenges in which your team(s) can fail in order to check that ego
3. Accept Responsibility: No Victim Mentality
As a leader, instill the mindset that every team member is responsible for their actions and their impact on the mission. When things go wrong, the first instinct should be to ask, “What could I have done differently?” even if it seems outside of direct control.
Example: If a team misses a critical mission time, examine all potential factors—whether it’s land navigation skills, load planning, or route proofing. Accountability leads to improvement.
4. Lead by Example: Build Trust and Respect
Your team is always watching. Be the example of the behavior you want to see in them. This extends beyond physical fitness and appearance—it’s about demonstrating ongoing professional development and investing in your team's growth.
Example: If you’re regularly seen engaging in self-improvement—whether through studying new materials, refining tactics, or teaching others—your team will naturally follow suit, establishing a culture of continuous learning.
5. Always Be Progressing: 1% Better Every Day
Progression is the key to both individual and team growth. Encourage your team to seek out ways to improve every day, even if it’s just by 1%. Small, consistent gains compound over time into significant improvements.
Example: Develop engaging and varied training sessions that focus on basic skills until mastery is achieved. Use creative learning tools, like tactical hangman or hands-on practicals, to keep learning interesting.
Just last week I played 2 hours of hangman. It was all using proper military terms then I would describe in detail what each term meant. Remember 1% better every day has compounding results. This will end with a snowball effect. They kind of effects that you want for your team(s)
6. Be Disciplined: Standards Matter
In the absence of direct orders, always ask, “How can I make my commander’s life easier?” Teams that show initiative are remembered by leadership and get trusted with more responsibilities.
Example: Regularly visit planning sessions and propose solutions to problems, even if you aren’t directly asked for input. By solving issues before they arise, your team stays at the forefront of commanders' minds.
8. Push the Envelope: But Know Your Limits
While it’s important to accept challenges, it’s equally vital to recognize your team’s limits. Failing to acknowledge limitations can lead to failure and damage your credibility. However, framing the request for additional resources or time in the right way keeps you aligned with mission success.
Example: If your team can’t hit a target at 1500m with a .308 platform, be upfront and suggest a solution, like switching to a more suitable platform or adjusting the mission timeline to ensure success.
Dedicate time every week to make future endeavors faster or easier. Build products, build relationships, clean something, find something, do research.
9. Don’t Say No: Every Job Builds Reputation
Every job, no matter how mundane or unglamorous, is an opportunity to prove your team’s worth. Consistently exceed the standard, and your team will be trusted with more complex and prestigious assignments.
Example: Whether it’s conducting a screening operation or simply cleaning up after an exercise, completing every task with excellence builds your team’s reputation and opens doors for more coveted missions.
Be Realistic: Know Your Team’s Capabilities and Set Achievable Goals
While it’s important to accept challenges and aim high, being realistic about your team’s capabilities is essential to avoid over-promising and under-delivering. This doesn’t mean you should shy away from difficult tasks, but it’s critical to have a clear understanding of what your team can accomplish and what might require additional support or adjustments.
As a leader, your role is to manage expectations both within your team and with command. Encourage your team to be honest about their limitations while framing them as opportunities for growth and improvement. When presenting a potential issue, always provide a solution to demonstrate that your team is proactive and committed to mission success.
Example: If your team can’t engage a 1500m target with current equipment, offer an alternative, such as using a different platform, repositioning for a more effective shot, or requesting additional time for training. By recognizing these limitations early and addressing them proactively, you build credibility and ensure that when your team takes on a mission, success is achievable.
Actionable Tip: Regularly assess your team’s skills and equipment to maintain a realistic view of their capabilities. Develop improvement plans for areas where performance is lacking, and communicate with higher command about the adjustments needed to meet mission objectives effectively.
These are what I use to drive culture. This is not the only group of values or tenets that drive productive behavior. In the end: it is up to you as the leader to determine what is important to you and the organization and develop criteria that is in line with those thoughts. Once that is done you have a a consistent way to run the organization.
Developing Your Own Culture and Core Values
It takes more than just taking on someone else's ideals to create a successful sniper section; it takes creating a culture that appeals to the team's leader as well. Create a vision for your section and mission statement that is in line with the team's specific goals as well as the organization's overall objectives. To achieve buy-in and a sense of ownership among all members of the team, involve them in the process of creating the core principles. After the values are established, explicitly state the behavioral expectations and set a good example to help others see the ideals in action. Establishing accountability systems, like after-action reviews or frequent feedback meetings, guarantees that your team will continue to maintain its culture over time. Honor and commend actions that uphold the principles, and be willing to review and modify them as the team changes. The culture you want to create will ultimately be defined by your leadership, so consider how you affect the team on a regular basis. By following these guidelines, you can establish a long-lasting culture of discipline, commitment, and excellence that promotes mission achievement.
