Squad Leader Scenarios Pdf

[Giordano Thibault]

ASLmaps are based on a hex grids with each hex nominally 40 metres across. An ASL board is 10 hexes tall and 32 hexes wide so, at 40m per hex, a board is 400 metres by 1280 metres. Of course this results in some anomalies, for example, European village streets are not 40 meters across, but Crossfire faces the same challenges on ground scale.

The basic premise in ASL is that a squad of 10-12 bolt-action riflemen rates a Fire Power of 4 in the game. Poor quality troops (some conscripts, Chinese, etc.) will lose a FP factor down to a 3. Troops with automatic weapons usually get a boost of 1 or 2 FP to a 5 or a 6 and gain assault fire. US squads, with Garand and BAR get a FP of 6.

A Russian 5-2-7 squad has a range of only 2 hexes because it is equipped with submachine guns, which have a much shorter range than rifles. An American paratrooper squad, 7-4-7, uses a mixture of carbines and submachine guns, so it gets an intermediate range of 4 hexes. The presence of submachine guns boosts the FP of both of these squads as compared to the equivalent rifle squads of those nations.

Morale is the third of the large numbers at the bottom of an ASL squad. High is good. A 6-6-7 rifle squad has a Morale of 7, which is average. A Morale Level of 8 is excellent, and a Morale Level of 6 is poor.

The two values for ASL leaders are Morale and Leadership. A scenario will assign a number of leaders to a side based upon how well the tactical leadership of that country performed in real life. Germans usually get the most leaders, followed the Americans and the British, with the Russians and the Italians getting relatively few leaders.

Where ASL uses the number of leader counts to reflect the command and control of a nationality, Crossfire models this explicitly with the Command & Control rating. Germans are good, American and Commonwealth are okay and Russians and Italians poor.

Steve Burt suggests awarding a +2 commander for excellent Squad Leader leaders (9-1, 10-2). I suggest other ASL commanders become a +1 commander in Crossfire. Any other Crossfire commanders will have a rating of 0.

One of the many reasons I play Advanced Squad Leader (ASL) is because I am a self-professed amateur historian. The history of the Second World War is not only fascinating but is rich and has even to this day many surprises awaiting anyone who wants to dig deep enough. I intend to do a blog post on how ASL is part history teacher.

For example, it is through ASL that I learned of a battle in early 1942 to the west of Moscow, The Battle of the Kholm Pocket. I discovered this epic battle through the purchase of a Historical ASL (HASL) product from a 3rd party producer, le franc tireur. Based in France, this HASL was designed by Andrew Hershey of Virginia. Before doing a blog post about learning history through gaming, I reached out to him and interviewed him. That interview follows now.

Besides beautiful color plates, the book is data packed, and in the age before wiki, it effectively held all the stats and brief blurbs on all combat and non-combat aircraft of WW2. I decided to look up the DFS230 German glider, having known of their role in the air assault on Eben Emael, and of course Crete.

This is shown not only in the map, and through the intros and aftermaths to scenarios, but likewise by set up instructions (he knows in good detail where certain weapons were located, that is why you the player are not free to put them wherever you want) or in Scenario Special Rules (SSR), which impart additional details.

We not only share the game, and foster newbs along the road to tactical viability in the game, but we know about each other and care about each other, and mourn the loss of those who have passed on. An example of this is when Paul M. Weir passed away. He for those of you who may not know was an Irish ASLer, but played the game mostly solo, but he was an ASL community leader and giant though his presence on Game Squad. Where his knowledge of WW2 vehicles, aircraft, and weapons was second to none, and he was a source many designers, including myself, often consulted with.

Try to find more than 1 source about your battle. Try to find out as much about the terrain as you can, and do not be afraid to use overlays to achieve your battle-scape. Should you be lucky to have 3-4 sources and excellent details, perhaps say about the number of machine guns on each side, be wary of this- exact orders of battle do not universally translate into ASL game design. Why?

Thank you. Dr Hershey is a fine example of the type of people producing the scenarios and other products in ASL. There is a lot of work that goes on behind the scenes and there is definitely pride in the work involved.

Hi Mark

Thank you for that. Andrew is a humble and prolific designer. He has had his hand in many ASL products for producers from Avalon Hill and MMP to 3rd Party Producers such as HoB and lft. His stuff is all top notch!

The quality of his scenarios should demonstrate that Andy is a great researcher. Was pleased to interact with him during the design of Forgotten War, and I believe the Modern ASL group that Frank Meier had been running on Yahoo years ago. Andy would be a great project manager as he has a gift for coordination, communication and organization. Nice to see his work given some recognition here. I get the feeling scenario and campaign design is often a lone-wolf activity but Andy has always gone the extra mile of tracking down arcane details in order to get them right.

Scenario-based questions are an effective way to assess a candidate's problem-solving skills, decision-making abilities, and leadership qualities in practical situations. By presenting candidates with real-life scenarios, you can gauge their critical thinking, communication, and conflict-resolution skills.

Sample Answer: If I encounter a team member consistently missing deadlines, I would first schedule a private meeting to discuss the issue. I would approach the situation with empathy, seeking to understand any underlying challenges or obstacles they may be facing.

I would provide clear feedback on the impact of their missed deadlines and set realistic expectations moving forward. Together, we would develop an action plan to address the issue, which may include offering additional support, adjusting workload distribution, or providing relevant training. Regular follow-ups and performance monitoring would ensure improvement and accountability.

Sample Answer: To address conflicts and restore a positive team dynamic, I would encourage open communication among team members. I would initiate a team meeting to allow everyone to express their concerns and perspectives. Actively listening to each individual, I would facilitate a constructive dialogue to identify the underlying causes of the conflicts.

Together, we would work towards finding common ground and developing mutually beneficial solutions. I would emphasize the importance of respect, collaboration, and compromise to foster a harmonious team environment. Ongoing conflict resolution strategies, such as mediation or team-building activities, may also be implemented as needed.

Sample Answer: When confronted with a sudden increase in workload, I would first assess the team's capacity and available resources. I would then prioritize tasks based on urgency and importance, considering each team member's skills and workload balance.

Clear communication would be vital to ensure everyone understands the new expectations and timelines. I would offer support by delegating tasks effectively, providing additional resources or training where necessary, and continuously monitoring progress.

Sample Answer: Upon receiving a customer complaint about the quality of service, I would promptly investigate the matter to gather all relevant details. I would reach out to the customer to apologize for their negative experience and assure them that their feedback is valued. I would take responsibility for the issue and demonstrate empathy towards their concerns.

In collaboration with the team, I would conduct a thorough analysis to identify skills gaps or areas for improvement. I would develop an action plan to rectify the situation, ensuring that the customer receives a satisfactory resolution. Regular follow-ups with the customer and continuous quality monitoring would help rebuild trust and prevent similar issues in the future.

Sample Answer: When faced with a consistently absent team member during an important deadline, I would address the issue promptly. I would initiate a private conversation with the individual to understand the reasons behind their absences and discuss the impact it has on the team's productivity and goal achievement.

Depending on the circumstances, I would offer support and guidance to help them overcome any challenges. However, I would also emphasize the importance of reliability and accountability. If the issue persists, I would escalate the matter to higher management or HR for further action, ensuring the team's productivity and success are not compromised.

Sample Answer: To identify the root cause of a significant drop in performance, I would first gather data and analyze performance metrics to identify patterns or trends. I would also engage in open and transparent communication with team members, seeking their input and feedback. By understanding their perspectives and challenges, I can address any underlying issues effectively.

I would conduct individual performance reviews, offering constructive feedback and identifying areas for improvement. Collaboratively, we would develop a performance improvement plan, set clear goals, provide necessary training, and monitor progress. Regular performance check-ins and recognition of achievements would motivate the team to regain their performance levels.

Question 7:

A key stakeholder requests a change in project scope that will impact the team's workload and timelines. How would you handle this request while maintaining team morale and project success?

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