40 years ago the Army Rangers implemented a new system of PEER REVIEW.

This was leaned from an experienced shared by none other than Simon Sineck.

The Army Ranger Schools were seeing a growing phenomenon of SPOTLIGHT RANGERS.

What this means in short are high performance individuals that excel at all the physical and tactical skills.  The class and battlefield abilities. 
Instructors and teachers LOVE them. Because that's how instructors are measured. Results. 

But what was occurring was back in the barracks or chow hall, they were assholes. Selfish and egotistical, causing no one to trust them and expect them to have their back. 
Which by definition is the goal of the entire thing. Make it about the woman or man next to you. 

The the Army implemented a 3 part system that allowed advancement to the next level:

This completely changed everything. 

Skill and ability are important. But only when coupled with character. This began to eliminate and eventually dissuade the toxic personalities. 

Think of this in terms of your company. 

The person assigned to train, mentor and coach must be a factor in their advancement. 

The results of assessments, evaluations and measurable in their role. 

Then a peer review. Do people gain energy or lose energy from this person?
Do they trust them? 
Peers hear everything the managers don't. Arguments, attitudes, frustrations and complaints. The true nature comes out. 

The issue is, if you don't have the right people, no one can review anyone else. They may all feel the same way or be of equally bad character. 

This will be the best indicator that your company culture, hiring processes and training regiment is out of touch and the work begins there. 

I don't care how many certs you have, the number of equipment, your revenue numbers, the nice big sign or any of that. 

Incredible brands grow and sustain from exceptional companies. From the bottom up. 

I personally know dozens of 20+ mil companies where the employees are most all looking for better opportunities. 

Customers that can really speak gushingly well about the experience. But it was ok. Just enough. 

So look at how you grow talent, build leaders and buy back your time and freedom so you can do bigger things and smash that next wall. 

Be curious. Be critical, be accountable.