"Low GT Score" Situational Question Guide, Framework, & Examples

Situational questions are a big part of boards, so make sure you have them down solid. Here’s your question. You have a new Soldier and while you are sitting down with him conducting a reception and integration counseling, you notice that the Soldier has a low GT score. What actions do you take with this Soldier? Let’s talk through how to answer this question using a 3-step proven method. This approach shows board members that you know how to think like a leader. Step 1: Take care of the Soldier. Step 2: Handle it at the lowest level possible. Step 3: Use Army programs when applicable. Step 1: Take care of the Soldier. A low GT score can limit a Soldier’s career options, and many Soldiers don’t realize it until it’s too late. This is your chance to help early. First, have a genuine conversation with your Soldier. Find out if they’ve ever been told about the impact of their GT score. Do they know it can block promotions, limit re-enlistment options, or stop them from changing jobs? If not, you need to educate them. This isn’t about punishment or paperwork—it’s about helping them build a successful career. Make sure they understand that you are invested in their future, and you want them to have every opportunity. Step 2: Handle it at the lowest level possible. You don’t need to immediately kick this issue up the chain. This is something you can act on right now as their first-line leader. You can counsel them, you can develop a plan, and you can follow up regularly. You should be the one to start the process. You don’t need to pass this off to your squad leader or platoon sergeant unless you need support setting up resources. Step 3: Use Army programs when applicable. A low GT score isn’t permanent. Many posts offer GT improvement classes, often through the Education Center. You can help your Soldier enroll in these classes, and once they complete the course, you can ensure they schedule a re-test. Make sure this progress is documented in their records. Helping your Soldier through this process is a great way to show that you know how to apply Army resources, and that you’re actively invested in your Soldier’s development. Now, here’s a word-for-word example answer you can use at the board: “If I was counseling a new Soldier and noticed they had a low GT score, my first step would be to take care of them by having an honest conversation. I’d explain how a low GT score can limit career options like promotions, re-enlistment, and even eligibility for certain schools. I’d make sure they understand that improving their GT score could really open doors for their future. I would handle this at my level by personally counseling the Soldier and helping them develop a plan to raise their score. I would help them sign up for a GT improvement class through the Education Center and make sure they schedule a re-test when they’re ready. Once the Soldier retests, I’d ensure their improved score is updated in their records. Throughout the process, I would stay involved, follow up, and make sure the Soldier knows I’m invested in their growth.” This answer follows the proven framework: Take care of the Soldier. Handle it at the lowest level possible. Utilize Army programs when applicable. Let’s try it again. This time, the Soldier answering is going to miss something important. Let’s see if you can find what’s missing. You have a new Soldier and while you are sitting down with him conducting a reception and integration counseling, you notice that the Soldier has a low GT score. What actions do you take with this Soldier? “If I was counseling a new Soldier and noticed they had a low GT score, I would talk to them about how that could limit their career. I would encourage them to consider improving their score to open up more opportunities.

Episode Transcript

(00:00):
Welcome to the Board Questions podcast where you can study for
your board while working, running errands, or chilling
around the barracks. Today's episode is a situational
question episode. Situational questions are a big
part of boards, so make sure youhave them down solid.
Here's your question. You have a new Soldier and while

(00:21):
you are sitting down with him conducting a reception and
integration counseling, you notice that the Soldier has a
low GT score. What actions do you take with
the Soldier? Let's talk through how to answer
this question using a three-stepproven method.
This approach shows board members that you know how to
think like a leader. Step one, take care of the

(00:43):
Soldier. Step 2, handle it at the lowest
level possible. Step 3, use Army programs when
applicable. Step one, take care of the
Soldier. A low GT score can limit a
soldiers career options and manysoldiers don't realize it until
it's too late. This is your chance to help

(01:05):
early. First, have a genuine
conversation with your soldier. Find out if they've ever been
told about the impact of their GT score.
Do they know it can block promotions, limit re enlistment
options, or stop them from changing jobs?
If not, you need to educate them.
This isn't about punishment or paperwork, it's about helping

(01:28):
them build a successful career. Make sure they understand that
you are invested in their futureand you want them to have every
opportunity. Step 2.
Handle it at the lowest level possible.
You don't need to immediately kick this issue up the chain.
This is something you can act onright now as their first line
leader. You can counsel them, you can

(01:49):
develop a plan, and you can follow up regularly.
You should be the one to start the process.
You don't need to pass this off to your squad leader or platoon
Sergeant unless you need supportsetting up resources.
Step 3. Use Army programs when
applicable. A low GT score isn't permanent.

(02:10):
Many posts offer GT improvement classes, often through the
Education Center. You can help your soldier enroll
in these classes and once they complete the course you can
ensure they schedule a retest. Make sure this progress is
documented in their records. Helping your soldier through
this process is a great way to show that you know how to apply

(02:32):
Army resources and that you're actively invested in your
Soldiers development. Now here's a word for word
example answer you can use at the board.
If I was counseling a new Soldier and noticed they had a
low GT score, my first step would be to take care of them by
having an honest conversation. I'd explain how a low GT score

(02:53):
can limit career options like promotions, reenlistment, and
even eligibility for certain schools.
I'd make sure they understand that improving their GT score
could really open doors for their future.
I would handle this at my level by personally counseling the
Soldier and helping them developa plan to raise their score.
I would help them sign up for AGT Improvement class through

(03:15):
the Education Center and make sure they schedule a retest when
they're ready. Once the Soldier retests, I'd
ensure their improved score is updated in their records.
Throughout the process would stay involved, follow up, and
make sure the Soldier knows I'm invested in their growth.
This answer follows the proven framework.

(03:36):
Take care of the Soldier. Handle it at the lowest level
possible. Utilize Army programs when
applicable. Let's try it again.
This time the soldier answering is going to miss something
important. Let's see if you can find what's
missing. You have a new Soldier and while

(03:56):
you are sitting down with him conducting a reception and
integration counseling, you notice that the Soldier has a
low GT score. What actions do you take with
the Soldier? If I was counseling a new
soldier and noticed they had a low GT score, I would talk to
them about how that could limit their career.
I would encourage them to consider improving their score

(04:17):
to open up more opportunities. I would help them get into AGT
improvement class through the Education Center and recommend
they retest when they're ready. This answer is almost right, but
something's missing. Did you catch it?
The soldier forgot to actually counsel the soldier and track
progress. They didn't mention doing a

(04:38):
counseling session, they didn't develop a written plan, and they
didn't commit to follow up. That shows they might not be
fully invested in seeing the process through.
Let's fix it. You have a new Soldier and while
you are sitting down with him conducting a reception and
integration counseling, you notice that the Soldier has a
low GT score. What actions do you take with

(05:01):
the Soldier? If I was counseling a new
Soldier and noticed they had a low GT score, my first step
would be to take care of them byexplaining how that score can
limit their career options, including promotions and job
opportunities. I would personally counsel the
Soldier on the importance of improving their score and
develop a written plan to help them raise it.

(05:23):
I would help them enroll in AGT Improvement class at the
Education Center and ensure theyschedule a retest after
completing the course. I would track their progress,
follow up regularly, and make sure they're updated score is
recorded in their official records.
I would stay engaged throughout to help set them up for long
term success. Let's go over it one more time,

(05:45):
word for word. If I was counseling a new
soldier and noticed they had a low GT score, I would first take
care of the soldier by making sure they understand how that
score could limit their career options, future schools, and re
enlistment. I would handle this at my level
by conducting a formal counseling session and
developing a clear plan for improvement.

(06:06):
I would help them enroll in AGT improvement course through the
Education Center and ensure theyschedule a retest.
After finishing the course. I would document everything in
their records and follow up regularly to track their
progress. My goal would be to give them
every opportunity to succeed. This answer hits all the key
steps. Take care of the soldier, handle

(06:29):
it at the lowest level. Use Army programs.
Thank you for listening to the Board Questions podcast.
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