Military-Inspired Leadership Framework to Build Trust and Improve Decision-Making

Recognise → Review → React: Improve Decision-Making Shift That Builds Trust

In my first few weeks as a newly commissioned Army officer, I made a choice I still think about.

We were on a site within a busy port with heavy plant and vehicles, and one of my junior soldiers made what I saw as a serious error; misjudging a distance during a manoeuvre when moving numerous vehicles and loading a ship due to deploy in operations. I felt the burn of panic. People could get hurt. So I did what I thought leaders were supposed to do: I called him out. Loudly. Publicly. Right there in front of everyone.

My logic at the time was simple: visibility equals accountability. But later, I found out he hadn’t fully understood my instructions. He hadn’t felt safe to ask for clarity. Worse, that moment stuck with him and with the rest of the team.

I wasn’t trying to humiliate him. I was scared. I felt the pressure to prove I was in control, that I could keep everyone safe. But by skipping over reflection and going straight to reaction, I didn’t strengthen standards, I fractured trust.

That was the moment I began to improve decision making.

Why Most Leaders React First (and What It Costs)

When you’re new, or under pressure, it’s easy to default to reaction. Especially when safety or reputation is on the line. You act fast to stay ahead, to look like you’ve got it handled.

But here’s what often happens instead:

• You miss the real reason behind the mistake.

• You create tension instead of learning.

• Your team gets quieter… not sharper.

  
  

Looking back, I wasn’t responding to that soldier’s actions, I was reacting to the fear that I’d fail as a leader. I instantly used safety as my cover, but in reality I reacted and wanted someone else to be in the spotlight. 

This wasn’t leadership, or so I discovered.

What Changed When I Started Leading Differently

I started using a simple internal rhythm:

Recognise → Review → React.

It helped me pause and check in:

• What am I feeling, and is it mine to bring here?

• What context might I be missing?

• What response will build clarity and accountability, not shame

  
  

The difference was almost immediate. My section opened up. They started raising concerns earlier, owning their roles more fully, and backing each other up. Senior leaders noticed the shift too. They’d ask, “What are you doing differently?” The answer wasn’t flashy. It was just more human.

The Old Pattern: React → Review → (Maybe) Recognise

This is the cycle most of us are taught, especially in high-stakes environments:

• React fast to demonstrate control

• Review after the damage is done

• Recognise only once emotions catch up

  
  

It feels effective. But over time it erodes trust, encourages silence, and burns everyone out, including you.

What Recognise → Review → React Actually Looks Like

This isn’t about slowing down to the point of paralysis. It’s about leading with presence, not pressure.

Recognise: Notice your state…..are you leading from clarity or adrenaline?

Review: Ask yourself what context you’re missing before you speak.

React: Choose the response that builds safety, not just compliance.

This rhythm builds emotional intelligence. It fosters ownership and mutual respect. And in a world obsessed with speed, it’s surprisingly radical.

At ACSIS, we use this framework with veterans, leaders, and change-makers who want to build environments where people thrive, not just survive.

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Decision Making in Leadership FAQs

1. What is the best way for leaders to make decisions under pressure?

Leaders often react quickly to prove control, but this can damage trust. The Recognise → Review → React method helps you pause, assess, and respond effectively.

2. How can I build trust with my team as a new leader?

Trust grows when leaders slow down, listen, and respond with clarity instead of reacting in fear. Recognise → Review → React is a simple framework to achieve this.

3. Why do quick reactions often hurt leadership credibility?

Reacting too fast can lead to misunderstandings, shame, or missed context. Teams may become quieter instead of more engaged, which weakens leadership impact.

4. What are some military leadership lessons I can apply at work?

Military leaders learn to recognise, review, then react — a rhythm that fosters accountability and safety. This approach works in business and civilian teams too.

5. How do I stay calm and make better decisions in high-stakes situations?

By recognising your emotional state, reviewing the full context, and only then reacting, you improve clarity and build confidence in your decisions.

6. Can leadership coaching help me make better decisions?

Yes. Coaching provides tools and practice to apply frameworks like Recognise → Review → React so you lead with confidence, not just speed.