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Not sure if it was on this forum or solving the world's problems over two beers at the Bra but the rationale to that I have heard is that once they have found the right guy they have to make sure he will be the right guy for the next promotion, select opportunity, recognition, etc... the attitude expressed to me, not one I accept mind you, is that the AF considers the sunk cost once it puts a person on the path to power and it is very reluctant to cut loose that investment even when evidence to the contrary that said person was a good pick comes up... F'd up reasoning in my humble opinion, good coaches and investors cut their losses if they see problem that is perennial, not fixable, getting worse and or all them.
They don't wait to see if the problem will just go away on its own, they cut it out... not saying at the first problem a leader at any level should get his/her walking papers but as an institution if it is apparent that they have gone as far as they can go or should, then for the good of the team take necessary but likely unpleasant action.
In reference to the second boldface point, they don't (big shocker) - from the attitude of you are replaceable from the CSAF himself, the detachment from the mission / day to day environment is incredible. To some degree I think this is unfortunately probably an unavoidable trait of air forces in general not just the USAF. We have lots of people, the vast majority are not in operations and of those in operations, only a small percentage participate in direct combat, combat support or other operations in a tactical environment where there is an appreciable amount of risk which has a tendency to keep the mind focused on that which is truly important. The other members, God bless them, just may not realize this on an intuitive and conscious level and hence you get shoe clerks who believe some meaningless CBT, whose training has no real world value, is the most important weapon we wield.
It would really be a cultural shock but greatly limiting the rank available to certain sections of the AF might be a feasible solution, not easy as the entrenched shoe clerks would fight like hell to keep the status quo, but keeping their ranks high enough to manage their people but low enough to not cause trouble with make work projects could be done.