Hopefully, most readers here have already listened to EagleOne and my one hour interview on Midrats with Vice Admiral Bill Moran, USN, Navy Chief of Naval Personnel, and Commander Guy “Bus” Snodgrass, USN, concerning Bus’s paper, Keep a Weather Eye on the Horizon.
If not, you can listen via the Midrats archive here. If you have yet to read the paper, then click the link in the above paragraph to get that too.
Well, the “quick look” is out and you can get it here. It is an executive summary, in a fashion, that outlines the respondents’ demographics and the above-the-fold responses from an unofficial survey taken between May 1st – May 31st.
A couple of things out of the box; yes, everyone knows this is not a scientific survey and only represents those who decided or were able to respond – but it is still useful. You know the old phrase, “half of life is showing up?” Well, take a large dose of one of my favorite versions, “the future belongs to those who show up,” and a dash of, “you must be present to win” and “it isn’t the people, it is the voters who decide.”
No one was forced to take it, so this is really a snapshot from the, “I’ll at least make the effort to take your survey” brigade. Does that skew the results? Who knows … and really who cares. To be part of a conversation, you have to make the effort to speak. These people decided to join the conversation, so we should listen to them.
For statistics geeks and fanatics for transparency and the messy yet vibrant creative friction found only in the market of ideas, this is the – dare I say – sexiest part;
A full report will be published in early fall which will provide an in-depth look at survey background, methodology, and analysis.
This gives everyone with a good understanding of the art to play around with the results and make their own suppositions and observations. From what we have already, there are a few things the stick out.
First, the a few things about who participated sounds about right:
1. Warrant Officers and those already retirement eligible really are not interested in surveys – their decision has been made.
2. Those who are at the most critical decision point are the most interested in the survey.
The results present what appears to be a slit personality – but one most of us will recognize. All you STEM types can roll around in the numbers and graphs, let me summarize the personality type of the plurality of those who responded.
They feel they are making a difference in their job (60%), but regardless of what they do – they don’t think they will be rewarded in any way by superior performance (64%).
Looking at what they could do if rewarded for performance, luck, or whatever the flavor of the board is – most aren’t really sure they would even want their boss’s job (61%).
Not that any of this matters anyway – they have no confidence that senior leaders will take the time to try to internalize and take action on anything they have to say anyway (62%).
In spite of it all, they want to make a career of the Navy (56%).
One of the more cynical things that is said about this line of work is that lesser men ride to the top on the backs of the well meaning and idealistic. The implication is, of course, that the well meaning and idealistic are too slow witted to know what is happening.
Well, I don’t know. Taken together, the profile we have is of people what are striving to make a difference, and want to dedicate the most productive years of their life pursuing something they find of a value larger than themselves. They know they won’t be rewarded for doing it well – are not sure they want to be – and really don’t feel that those promoted in position of authority above them care what they think anyway.
Yet … they sign up. They deploy. They serve. They leave their families. They die – in spite of it all.
For those reasons along, I do hope that the 38% were right. We have good, smart people in positions to try to address this perception/reality – maybe they can prove the 62% wrong.
Many of these issues and attitudes have always been with us and always will be. They key is the degree, extent, and strength of feeling. No human system is perfect, but you can make them less imperfect.
The people we have are not the problem if we desire to have a meritocracy and the best Navy we can. No, the problem is the structure and senior leadership they find themselves working with.