Archive for the 'Naval Institute' Category
By Mark Tempest
Who was “The Gun Doctor,” the officer over a century ago led the revolution in naval gunnery, the development of torpedo boat and destroyer operations, and during WWI served as the senior US naval commander in Europe? More than the man instrumental in the establishment of the convoy system that helped keep the United Kingdom from starvation in the conflict, following the war his leadership as president of the Naval War College he help to established the creative and innovative Navy that in the interwar period developed the operating concepts for the submarines and aircraft carriers that led the victory in World War II.
What are the lessons of a century ago taught by Admiral William S. Sims, USN that are critically important for the serving officer today?
Our guest for the full hour to discuss this latest book, 21st Century Sims, will be returning guest, LCDR Benjamin Armstrong, USN.
Benjamin “BJ” Armstrong is a naval aviator who has served as a helicopter pilot flying amphibious search and rescue and special warfare missions and as the Officer-in-Charge of a Navy helicopter gunship detachment deployed for counter-piracy and counter-terror operations. He is a PhD Candidate in the Department of War Studies, King’s College, London.
Following the end of the Second World War, Captain B.B. Wygant felt that the United States Navy needed a reminder of the great men of its past. With so much valor and accomplishment during the war in the Pacific, and on the European front, he appeared to fear that important historical examples of naval professionalism might be lost.
There was one man, above all others, that he felt the next generation of officers needed to be aware of: Admiral William Sims. He wrote an article that was published in Proceedings in 1951 entitled “Admiral Sims As I Knew Him,” where he reminisced of his personal experience serving under Sims and the stories that circulated in the fleet during his years in uniform.
For more than two decades William S. Sims was at the forefront of naval affairs. From the revolution in naval gunnery to his development of torpedo boat and destroyer operations, he was a central figure in preparing the U.S. Navy for World War I. During the war, he served as the senior naval commander in Europe and was instrumental in the establishment of the convoy system. Following the war his leadership as president of the Naval War College established the foundation of the creative and innovative Navy that developed the operating concepts for submarines and aircraft carriers leading up to World War II.
Below are excerpts from Wygant’s article. For USNI members who want to read the original, with a multitude of sea stories and leadership lessons, it can be found in full in the Proceedings Digitization Project.
By 1903 I had been detached from the Kearsarge and was a division officer on board a gunboat with four inch guns. At the time that Sims came on board we were engaged in the process of substituting human hair for the coarse metal wires that had been supplied in the telescopes. He took as much interest in that procedure as if it had concerned the telescopes of a turret in a battleship. In the conferences that were held to discuss gunnery matters he encouraged the younger officers to speak out and not to be tongue tied in the presence of their seniors.
He was liberal minded in other things as well. One day while walking in the countryside near Newport, he told me something of his experiences while serving as Naval Attaché in Paris and St. Petersburg. When asked about life in the Russian capital during the gay season, he remarked that he avoided social activities as much as possible because Russian society was extremely corrupt and the treatment of the lower classes was revolting to him. “Had I been a Russian I might have been a Nihilist,” he added jokingly.
Later he had command of the Atlantic Destroyer Flotilla, and it was in this latter position in particular that his characteristic methods were brought into play. Frequent conferences were held in which all were encouraged to be outspoken and decisions were arrived at after free discussion. Sims was never a great advocate of “spit and polish” but was immensely concerned with getting things done. In May 1917 when the second group of our destroyers arrived in Queenstown for antisubmarine operations the Admiral came on board the destroyer Tucker to ascertain how we had stood the trip. After looking about and asking a vew questions he requested a boat to take him ashore, having dismissed the familiar green barge on his coming aboard. A boat was called away and while I explained that there had not been time to shine the brightwork since our rather rough passage he interrupted, “Will the boat run?” When I replied that it would, he said, “What is it for?” The thing that mattered was not the appearance of the boat but its ability to carry out its mission.
Sims had the ability, essential to a naval officer, of making decisions and making them quickly if necessary. He expected the same of those under him. There are several versions of a story which illustrates this characteristic. The captain of a destroyer on his way from Newport to Charleston sent this dispatch to Sims, whose flagship was anchored in Chesapeake Bay. “My starboard engine is disabled, shall I continue to Charleston under one engine or put in to Lynnhaven Roads and effect repairs?” Promptly came the answer from Sims, “Yes.” The puzzled skipper sent another dispatch saying he did not understand and repeated his original query. This time, equally promptly came the reply, “No.” I once intercepted a message from Sims to one of his destroyer captains tersely instructing the officer, “Don’t ask questions, act.”
Sims’ willingness to permit the exercise of initiative by the man on the spot was noteworthy, as was also the extent to which he decentralized administration at a time when such practice was somewhat new in the service. I have a letter from him in this connection in which he wrote as follows: “Decentralization was of course bound to come with experience. Probably you do not know to what extent. Here is an example from before your time: I was closely associated with a C-in-C … who opened all the flagship mail, wrote all the endorsements … in his own hand, had all signals brought to him, wrote the answers himself, and allowed nothing to be done without reference to him. And he was immensely proud of his achievement!”
An example of Sims’ tendency to reduce things to their essentials is his definition of a destroyer in an attack against capital ships. “A destroyer is a projectile and the Captain is the fuse.”
His life was largely spent in uncovering deficiencies and smashing idols, but while deprecating his tendency to overstatement and his occasional inability to make clear his point of view, I feel that to him more than to any other single person belongs the credit for the efficiency which the U. S. Navy demonstrated during the Second World War.
Readers interested in the writing, thinking, and professionalism of William Sims can read some of his essays and articles, with introductions, in “21st Century Sims: Innovation, Education, and Leadership for the Modern Era.”
Recent writing by Lieutenants Misso and O’Keefe here at USNI Blog, with their call for JO’s to “stick their neck out,” as well as contributions from Lieutenant Hipple and Major Byerly at FP’s Best Defense Blog, has forwarded a vital challenge. The call for Sailors and Marines, as well as our brothers and sisters from the other services, to become active participants in the debates of the 21st century has come and gone a number of times across our history. Recently Senior Chief Murphy wrote about it from an NCO’s perspective in his Proceedings commentary “A Pseudo-Intellectual Wanna-be” in the March 2013 issue. Two months later former Army officer Jason Fritz wrote about it, also at FP’s Best Defense. Claude Berube has given us the long view of our naval history when it comes to debating new ideas with his writing on the Naval Lyceum of a century and a half ago.
On February 15th the Naval Institute Press will release the new book “21st Century Sims: Innovation, Education, and Leadership for the Modern Era.” The collection includes LCDR William Sims article “The Inherent Tactical Qualities of All-Big-Gun, One Calibre Battleships” which was seen in Proceedings in 1906. I wrote the following for Proceedings’ May 2013 issue, which offers a preview and an example of why our military services need junior officers and upstart thinkers to challenge the status quo and engage in professional writing.
Now Hear This – “If We Are to Remain A World Power…”
When the latest issue of Proceedings arrived in June 1906, Naval Institute members and the American people heard from a renowned global expert, a retired naval officer whose pen had been quiet for some months. His name was Alfred Thayer Mahan. His article, “Reflections, Historic and Other, Suggested by the Battle of the Japan Sea,” derived from the recent Russo-Japanese naval war lessons for U.S. fleet design and battleship construction. Just a few years away from Great Britain’s launch of HMS Dreadnought , which would revolutionize ship design by bringing speed together with an all-big-gun main battery, Mahan advocated for smaller and more numerous ships with mixed batteries of different calibers. As the leading naval expert, Mahan’s articles were voraciously read worldwide, and his analysis matched well with the “Big Navy” party line.
The U.S. Naval Institute, then as today, was a members’ organization. It didn’t exist for the sake of itself, but to share ideas and debate the future of the Sea Services. A naval arms race was developing in Europe; after the U.S. victory in the Spanish-American War, the nation stepped onto the global stage as a naval power. A year away from the Great White Fleet sailing around the world, the USNI members understood that their ideas, innovations, and wisdom mattered. Even though many considered Mahan the greatest living navalist and a strategic genius, he was not impervious to challenges from Naval Institute members.
In the December issue of Proceedings, a member responded to Mahan’s assertions. The article didn’t come from a civilian contractor who was building the next set of battleships, or from an academic expert who made his living advising politicians. The response came from an upstart lieutenant commander on staff duty in Washington, D.C. Then-Commander Mahan had once written him up for being disorderly at the Naval Academy as a first-class midshipman. Lieutenant Commander William Sims’ article “The Inherent Tactical Qualities of All-Big-Gun, One Calibre Battleships” dissected and refuted Mahan’s arguments. He argued that “if we are to remain a world power,” the large, fast, heavily gunned battleship was the future of naval warfare.
President Theodore Roosevelt read with great interest the exchange between the renowned, retired officer and the active-duty staff officer. The articles were republished in public-affairs magazines and entered into the record during debate on the floor of the Senate. The names of two great officers and naval thinkers make the story interesting, but it was the mission and membership of the Naval Institute that made it possible. The exchange didn’t happen in the pages of The Atlantic or Harper’s. It happened in Proceedings. Both men were USNI members and understood that ensuring the future of their Navy required discussion, debate, and participation of the membership.
In the case of battleship design, the lieutenant commander won the debate. After studying the response and new information about the Pacific battles, Mahan admitted that his argument didn’t stand up. Nevertheless, his expertise and experience as a retired naval officer-turned-civilian expert was central to the development of the future Fleet, as was his willingness to debate an upstart like Sims. The Royal Navy launched HMS Dreadnought before the United States could put its first large, fast, heavily gunned battleship to sea. But we weren’t far behind, because the ideas had already been debated in Proceedings.
In the first decade of the 1900s, the United States was fighting a counterinsurgency war in the Philippines. An Asian power, the Empire of Japan, was rising to become a major economic and military force, rapidly building up its navy. USNI members faced shifting alliances and adversaries, new technologies, tactical innovation, and globalized economics. These challenges should sound familiar today. We need the expertise and experience of our senior members to keep us from repeating past mistakes. We also require the exciting and innovative ideas of new, younger members, junior officers and enlisted personnel, to propel the discussion and debate forward.
The pages of Proceedings (and USNI Blog!) need your well-developed research, thoughtful articles, and best ideas to ensure that we continue the vital debate in the 21st century. To provide an independent forum to advance the professional, literary, and scientific understanding of sea power and national defense, we must first have those who dare to read, think, speak, and write. The U.S. Naval Institute is a members’ organization—help us continue the debate!
“Let us dare to read, think, speak, and write.”
-President John Adams
If John Adams were a junior officer in the Navy today, his admonition to his fellow officers might read something like this:
Let us [not] dare to read [lest my own beliefs be challenged], think [lest my perceived truths be shown as falsehoods] , speak [lest my commanding officer notice me], and write [lest my FITREP result in an MP].
As junior officers, we recognize this attitude in ourselves, our peers, and our superiors. Yet if today’s junior officer is to have any lasting legacy on the Navy or Marine Corps, it will be by recognizing and acting upon an essential truth:
The health of the service is more important than your career.
We need junior officers willing to stick their necks out and write. Our service and our country are dealing with serious challenges, many of which may have non-traditional solutions. This generation of junior officers will be judged for our courage to stand up and work to solve those problems. The nation can no longer afford our silence.
At the turn of the 20th century, a young naval gunnery officer couldn’t get anybody to listen to his revolutionary ideas on gunnery. Unwilling to be silenced, he stuck his neck out. In what he later termed “the rankest kind of insubordination,” he wrote a letter to President Theodore Roosevelt. This young officer, William Sims, would later use the pages of Proceedings to challenge his peers to be wary of the dangers of a lack of innovation or honest introspection, asking, “which of us will be quoted in the future as example of dangerous conservatism?”
In 1894, another author wrote scathingly about the lack of introspection in the British Empire’s naval culture. The parallels to today are striking: the world’s dominant maritime power for three generations, unchallenged in might but facing an increasingly complex and globalized world. Entitled “The Children of Nelson” and reprinted in the pages of Proceedings, the article lambasts British naval leadership, saying:
“The Admiralty … sternly refuses to permit junior officers to write or speak on questions of speculative strategy and other subjects which involve neither criticism of things that are, nor betrayal of official secrets. Junior officers are thus restrained in their usefulness and discouraged in their legitimate professional ambitions; and the impression has taken root amongst them that the man who endeavors to elbow his way out of the crowd, to bring forward a new theory, or to do any kind of serviceable work beyond the minimum which his position requires of him, is a fool for his pains… Thus discouraged on all hands, the British naval officer, with a few brilliant exceptions, resigns himself to living and moving in deep and well-worn grooves. He thinks little; he speculates less; he almost fails to realize, save in a dull and general way, that some day the storm of battle will again rage around him, and that he will be expected, by an unreasonable country, to repeat the triumphs of his ancestors.”
One hundred years later, the US Navy seems to have institutionalized and incentivized intellectual conformity in both strategy and policy through a culture that discourages professional intellectual dissent in favor of promotability. Navy Captain Jay Avella said it best in 1997 when he wrote, again in Proceedings, that the problem, “is about the culture change that seems to be pervading the sea service—a change that says, ‘don’t rock the boat, it will cost you your career.’”
The US Navy is in a perplexing situation: we pay lip service to buzzwords such as “innovation” and “transformation,” but will only act if ideas don’t upset entrenched interests or institutional inertia. Nevertheless, junior officers today are the scions of generations of transformative men and women who came before us—those like Mahan, Sims, and countless others. These officers never accepted the status quo just because “it’s the way we’ve always done things.”
As organizations such as naval aviation’s Tailhook Association prepare to name 2015 the “Year of the Junior Officer,” it is important for the thousands of junior officers in the Navy and Marine Corps to engage in some serious introspection. What will be our enduring mark on our service?
From a rank and file perspective, junior officers can drive change in their divisions and departments, and if lucky with supportive commanding officers, within their ships, submarines and squadrons. But what ultimately set Sims apart from many junior officers who have driven innovation on the deckplates was that he wrote about it. Had Sims not put pen to paper, unrelentingly, institutional change might never have happened. Today, we must pick up our tablets and laptops, just as those before picked up their pens and typewriters, and write, regardless of the pressures on our careers.
There is a disturbing trend among some that equates intellectual dissent with outright insubordination and disrespect. One recent Proceedings article went so far as to suggest that today’s millennial generation is derelict in their adherence to time-honored naval customs and courtesies, simply for asking “Why?” This belief blithely ignores examples like William Sims, that show us one of the most time-honored naval traditions is that of innovation driven by the junior officer ranks challenging the status quo.
Again, this sentiment is not new; one need only consult Alfred Thayer Mahan’s FITREPs to appreciate its longevity. CDR Rich LeBron, Commanding Officer of the USS Benfold, put it this way: “In this vertically stratified setting, the boss can find isolation behind the closed door of authority and good ideas can be transmuted, crushed, or simply dismissed on their way to the top as spirits and morale are driven into the ground.” Today’s navy, facing a staggering array of complex geopolitical, fiscal and technical challenges, cannot afford to keep thinking that all the answers reside with senior leadership.
Yet we cannot wholly blame a cessation of intellectual development on this entrenched culture; fault lies within the junior officer corps as well. Writing is hard, and quite often, after a long day aboard ship or in a cockpit, the last thing we wish to embark on is a quest to articulate on paper a problem and solution that we would simply prefer to move past. It forces us to defend our ideas, to take a stand, and perhaps even to be wrong. But it is a duty that lies squarely on our shoulders, and we must rise to the occasion.
At the junior officer level, we have a responsibility not just to put complaints to paper, but to constructively identify issues or highlight positives, defend our views and promulgate solutions. This improves our professional knowledge, and enables senior leadership to take their pens to paper to engage in dialogue where we can actually leverage and learn from their experience. Simultaneously, it is particularly important for naval leadership to closely examine the quality and content of their own writing, because we as junior officers look to them to provide for both context and inspiration.
Some junior officers are already making positive contributions to our great naval debates. Through projects such as the Defense Entrepreneur’s Forum (DEF), Center for International Maritime Security (CIMSEC), and CNO’s Rapid Innovation Cell (CRIC), junior officers write, share ideas, and set the tone on issues from future ship design and innovative apps to geopolitics and strategy. Yet more is required — we must fight to forge a culture of writing without trepidation, establishing a groundswell of professional discussion in our service.
Furthermore, we do not simply need more people writing – we need more people writing about the issues that matter. Somewhere along the line, much of naval writing, even in the pages of Proceedings, has devolved to a bland party line. Writing must incorporate substance.
Importantly, we should not solely focus on writing the “next big article,” but also on inscribing in record the grassroots innovation and effective procedures observed and implemented in our divisions and squadrons. We have nearly ceased discussion of the important, often mundane issues and ideas of daily naval life: strategy, operations, tactics, and procedures. Glancing through the pages of Proceedings and similar journals, a majority of material comes from senior officers who have long since moved beyond the realities of division level maintenance and deckplate challenges. Junior officers should remember our roots and reclaim proclivity in this arena, promulgating instructive tips for our brethren and observations on daily naval operations. In the same Proceedings issue as “The Children of Nelson,” there was also an article on the relationship between barometric pressures and ocean currents, a discussion of rustless coatings, and articles on naval reform. By recording these conversations in printed word, junior officers were able to share solutions from around the fleet.
Ultimately, the Navy must be led by the constant ingenuity and engagement of its junior officers and driven by the strategic thought and innovative perseverance of its seniors. Therefore, officers of all levels must write substantive pieces of all types: the mundane but useful, the transformative, the well-founded, the controversial pieces, and we must write without fear for our careers. The currency of institutional change available to the junior officer today, just as with William Sims and Alfred Mahan, is in writing. And so, regardless of the barriers we face, write we must.
Much has been written about the institutionalized pressure on junior officers to “get on board, or get out.” This is manifested in discussions, both in print and in individual counseling sessions, about the narrow, cookie-cutter paths to commanding officer; junior officers that deviate even slightly from “the pipeline” risk abandonment.
Many factors play into the issues of junior officer retention, and for some, the pressures to leave the service are strong. Not surprisingly, few officers want to remain in a service where “ducks pick ducks.” Success in our service often seems to be determined by how well an officer’s career mirrors the prescribed path, while intellectual curiosity gets one a pat on the head or maybe even an adverse FITREP.
Yet these challenges to us as individuals are not insurmountable. It doesn’t matter what we face: we need officers willing to stick their necks out. So what if it’s frowned upon to challenge entrenched ideas that can be improved? So what if your career may be shortened? Most of us joined to sacrifice to serve our country. Perhaps some of us may need to sacrifice our perfect FITREP for the greater good.
The kind of change needed cannot be driven from outside the service. Paradoxically, though we may feel that getting out is best for our individual careers, it is harmful to the service overall. The future of the Navy and Marine Corps will be driven by the strength of the positive insurgency forming in the junior ranks today. We must dare to think, write, and speak–and also to stay in the service, despite the financial and psychological benefits of the private sector. We must join our thoughts and words with the courage required to forge the type of leadership our Navy and Marine Corps deserve.
To be sure, there is a time and a place for opinions and disagreement. Respect must continue to be the rule of the day: respect for rank, experience, and naval culture. Junior officers must continue to master their craft, get qualified, and above all, care for their Sailors and Marines.
Likewise, our generation cannot solve these problems simply by shifting our verbal complaints to paper. We must write with substance, bring forward ideas–even contentious ones–and help each other through the writing process. How and when junior officers write is also important; even William Sims acknowledged the inappropriateness of his letter to the President. Thankfully, the commander-in-chief was able to see past Sims’ youthful follies and identify the intellectual substance present behind his actions.
But these requirements should not preclude junior officers from actively engaging in discussions on the tactics, operations, and strategies they will be called upon to execute, on the culture of the institution that we love, in support of the country that we serve. We should not wait to attend the War College or Postgraduate School to consider who we are, what we are doing, where we are going, and why. We should not allow discouraging leadership and administrative burdens to choke our Navy and muddle our Marine Corps.
Many of our brothers and sisters in arms today and in decades past have paid the ultimate price for protecting our freedoms. They sacrificed their lives in defense of this nation. We can only hope to match their dedication by being willing to put our careers on the line, to “stick our necks out,” to make the service and this country better.
On March 7, 2014, a self-directed study was emailed to Vice Admiral Bill Moran, the U.S. Navy’s Chief of Naval Personnel. Titled “Keep a Weather Eye on the Horizon: A Navy Officer Retention Study”, the paper provided Vice Admiral Moran with a canary in the coal mine, describing a looming retention downturn using historical data and, perhaps most importantly, timely and relevant information based on primary source interviews with hundreds of U.S. Navy Sailors.
Within days, the paper leaked from the Navy’s Personnel Command and made its way throughout the Navy. The message resonated with Sailors at the deck plates — officer and enlisted alike — and caught the attention of senior leaders throughout the U.S. Government. To their immense credit, Vice Admiral Moran and other senior Navy leaders have responded to decreasing retention indicators with personnel changes designed to improve morale and a Sailor’s ‘quality of service’. These changes provide commanding officers with greater flexibility to prescribe uniform wear, increase sea pay for Sailors on extended deployments, and reduce general military training requirements on commands, just to name a few.
Larger initiatives are in the works although they have not been publicly announced. Some initiatives, like expansion of the Career Intermission Pilot Program, require Congressional approval. There is also a desire to better understand the current retention downturn before acting. This is understandable. The Navy is a large, diverse, and dispersed organization and more information is required to ensure the next round of changes provide the greatest return on investment. However, the time to act is now.
So, how do you determine the right course of action to provide the greatest return on investment?
Senior decision makers are asking important questions. First, is there really a retention problem? Is it possible we are retaining the right quality of Sailor, just in fewer numbers? Are previously cited retention factors — an improving economy, significant operational tempo, perceived reductions in quality of life, among others — truly impacting our Sailor’s “stay/go” decisions? If so, in what ways?
The desire to further expound on the tenets of the paper — in a thoughtful and deliberate way intended to benefit senior leaders — led to the creation of an independent 2014 Navy Retention Study Team in March 2014. The team is comprised of a volunteer group of high-performing active duty Sailors and select civilians who have dedicated their off-duty time to create a first of its kind retention survey — created by Sailors for Sailors. All of our members are upwardly mobile, highly-placed individuals who want to measurably contribute to the continued success of the U.S. Navy. The success of this initiative is due largely to their sense of ownership for the Navy and their correspondingly impressive efforts.
This report details the results of this year’s survey, including a broad analysis of factors which are assessed to affect retention and additional recommendations to avoid the shoal waters of a multi-year retention shortfall for several communities. Further, it is important to provide relatively unfettered access to the survey data (as appendices in this report) with more raw data to be made available throughout Fall 2014.
While our analysis of the data is presented for your use, I suggest you don’t take our word for it — read and assess the data for yourself. Then read widely, think deeply, write passionately, and act decisively to help retain our most talented Sailors in uniform.
We must continue to cultivate a strong sense of ownership within the U.S. Navy. Reassuringly, many Sailors have stepped forward with innovative ideas to improve processes and policies, whether as a Yeoman, a Lieutenant in the F/A-18 community, or as a pre-major command surface warfare officer. In the end, no matter your rank or position, it’s about asking ourselves what type of Navy we want to dedicate some portion of our lives to … and what type of Navy we want to leave for those that join 5, 10, 15 years into the future and beyond. It’s easy to lay problems at the feet of our senior leaders, however it’s incumbent upon all of us to take part in solving this issue.
At the end of the day, the Navy cannot directly hire uniformed personnel into positions of responsibility, nor can it surge leadership, trust, and confidence. Instead, we must explore changes to legal statutes and internal policies in order to retain our very best, brightest, and most talented — the continued success of the U.S. Navy depends on nothing less.
The 2014 Navy Retention Study report may be downloaded at: www.dodretention.org/results beginning Sept 1, 2014.
Reviews by Bill Doughty
The United States Navy is making and living history right now in Hawaii in the world’s largest maritime exercise: Rim of the Pacific (RIMPAC 2014), fostering collaboration and cooperation and promoting international understanding. Among the participants in this year’s RIMPAC are navies from 22 nations, including UK, Japan, and China.
Two books give perspective on the past two centuries of naval history and provide context for the history being made by the U.S. Navy this summer.
A lot has happened in the two centuries since the Revolutionary War and War of 1812: from wooden ships to littoral combat ships; the birth of naval air forces, airpower and UAV; nuclear-powered fleet ballistic submarines; computers and cyber-security. The world is changing too, as captured in the Maritime Strategy, from world war confrontation to global cooperation. Think about the evolution of the fleet and the world in which it operates today.
Thomas J. Cutler thinks and writes about changes and challenges over the past 200-plus years in “A Sailor’s History of the U.S. Navy.” His Naval Institute Press book is a mainstay and now a top pick on the “Be Ready” list of the CNO’s Professional Reading Program suggested reads.
Cutler writes about the “magic” of the lore, language and legacy of the United States Navy, and invites Sailors to reflect on the “club” to which they belong. His book recounts — and makes relevant — history through the stories of Sailors in the past and present.
“The more you know about the Sailors who served before you, the more prepared you will be to do your job, and do it well. It is your turn to follow in the wakes of those who went before you, to lead the way for others who will follow you, and to make your contributions to the Navy’s ongoing legacy of honor, courage, and commitment.”
In a Chapter 6, “Don’t Give Up the Ship,” Cutler sets the stage with a brief description of Master Commandant (Commander) Oliver Hazard Perry, his famous pennant and the sailors who fought in the face of adversity at the Battle of Lake Erie. Cutler then gives more recent history, including the story of the five Sullivans brothers lost aboard USS Juneau in Guadalcanal Campaign, 70 years ago this year.
Cutler ties in the brothers’ namesake ships, including the current USS Sullivans (DDG 68), showing how the ship was targeted in a failed attack by al Qaeda in Aden, Yemen in January 2000. That same year, on the day before the Navy’s 224th birthday, terrorists launched another attack on an Navy ship, this time against USS Cole (DDG 67).
He recounts the heroism of the Sailors who all focused on three tasks, “caring for the injured, providing security against further attack, and saving the ship.” Don’t give up the ship…
The author packs a lot of history in this easy-to-read overview that contains stories and photos about JFK’s PT-109, Rear Adm. “Amazing” Grace Hopper, 1776‘s gondola Philadelphia, Commodore Matthew C. Perry, battleship USS Maine, Master Chief Boatswain’s Mate Carl Brashear, and naval aviator and astronaut Alan Shepard Jr., among others.
In the appendix he offers synopses of key engagements through battle streamers, showing the operational history of the U.S. Navy.
The streamers demonstrate a commitment to always “Be Ready.”
Speaking of “back to the basics,” also recommended is a new book by Rear Adm. Robert O. Wray Jr., “Saltwater Leadership: A Primer on Leadership for the Junior Sea-Service Officer.”
The book, with a forward by Sen. John McCain, is endorsed by retired Adm. Gary Roughead, former chief of naval operations, and former President George H. W. Bush, who served as a naval aviator and “junior officer at sea.”
Wray offers self-described bite-sized “sea stories” and practical, pragmatic “salty advice” along with plenty of lists, including traits and tributes, rules and advice, and a list of 35 books on leadership!
Interestingly, the book opens with advice from ancient philosopher from China Lao Tzu:
A leader is best
When people barely know that he exists,
Not so good when people obey and acclaim him,
Worst when they despise him.
“Fail to honor people,
They fail to honor you”;
But of a good leader, who talks little,
When his work is done, his aim fulfilled,
They will all say, “We did this ourselves.”
— Lao Tzu’s “Tao Teh Ching,” verse 17, 6th century BC
Wray’s book is published by the Naval Institute Press and is in the same “Blue and Gold Professional Library” series as “The Bluejackets Manual,” “Command at Sea,” and “A Sailor’s History of the U.S. Navy” (above), among others.
(An earlier version of this post appeared on Navy Reads — http://navyreads.blogspot.com. Recent posts include reviews of “Cybersecurity and Cyberwar,” “Thomas Paine: Enlightenment, Revolution, and the Birth of Modern Nations,” and “Zumwalt: The Life and Times of Admiral Elmo Russell ‘Bud’ Zumwalt, Jr.”)
A heartfelt thanks to all of you who’ve followed the journey of the “Keep a Weather Eye on the Horizon” paper and for the thoughtful conversations that have followed in its wake. The upcoming survey and study on retention presents an opportunity to get at the heart of what YOU think, and help provide that relevant information to senior decision makers, our Navy family, and the American public.
I’ve been humbled to have had many positive interactions with our Navy’s leaders over the past few weeks — officer and enlisted alike, and from all communities. Please know that this effort is being watched by many, and the outcome — and your support — has the potential to foster a climate where our best, brightest, and most talented men and women choose to remain in uniform.
In many ways the continuing conversation is about two things: What it means to serve, and the importance of nurturing a sense of ownership throughout the fleet. “Service” isn’t just wearing the cloth of our nation or collecting a paycheck from the government … it’s about putting the good of the Navy before yourself. The paper has also helped reveal that many throughout the Navy, and at all levels, share a strong sense of ownership. Many have stepped forward with innovative ideas to improve processes and policies at their level of the organization, whether as a Yeoman, a Lieutenant in the F/A-18 community, or as a pre-major command surface warfare officer.
Luckily, there are many in senior leadership who openly support the potential for positive change, including Vice Admiral Bill Moran, the Chief of Naval Personnel. He has made the time for several “all hands calls” with the fleet since the release of the paper, and is truly interested in hearing from those of us at the deckplate — what inspires sailors to remain in uniform and, just as importantly, what is pushing sailors away. We’re incredibly lucky to be having this conversation with a Chief of Naval Personnel, among other senior leaders, who are willing to listen intently, think deeply, and act boldly in support of our Navy.
In the end, no matter your rank or position, it’s about asking ourselves what type of Navy do we want to dedicate some portion of our lives to … and what type of Navy do we want to leave for those that join 5, 10, 15 years into the future and beyond?
Again, my most humble and sincere thanks. The support for the paper and for the 2014 Navy Retention Study has been tremendous. If you haven’t visited the website, please consider following our progress at http://navy.dodretention.org. Keep the constructive feedback and ideas coming!
All my best,
Women and men of the Class of 2002 may think they are in the shadow of their grandparents — “The Greatest Generation” who beat fascism, crushed nazism and crossed the Pacific to avenge Pearl Harbor and win the war in the Pacific in less than four years.
“In the Shadow of Greatness: Voices of Leadership, Sacrifice, and Service from America’s Longest War” is a compilation by or about members of the U.S. Naval Academy Class of 2002. (USNI offers comprehensive reviews of the book, published in 2012; this is another look into the shadows.)
Put together with love and appreciation by Joshua Welle, John Ennis, Katherine Kranz and Graham Plaster — and including a foreword by David Gergen — the book is filled with essays and memories by and about members of the U.S. Naval Academy Class of 2002. The authors set the stage with a look back to the past:
“The magnitude of World War II provided the opportunity and experiences that shaped twentieth-century American leaders. As men served abroad, women provided support at home. All overcame great odds and faced adversity that gave them confidence and shaped their outlook in the decades to come. This ‘greatest generation’ returned from war, took advantage of the educational benefits offered through the GI Bill, and advanced the country’s economy and transformed its society. World War II veterans, while fueling economic advancement, remained resolute in their value system: service, sacrifice, and community.”
Among “Shadow’s” contributors are aviators, surface warfare officers, submariners, U.S. Marines and mothers of junior officers killed during training or in action.
The book is filled with first-person, heartfelt accounts of triumph and hardships: what it’s like in humanitarian assistance missions, duty at sea, Search and Rescue operations, and combat; what it means to face family separation, “setting aside the comforts a normal life in service to our country and the Constitution. The dark sides of these sacrifices are broken marriages, post-traumatic stress disorder, depression, and estrangement.”
But there is plenty of triumph here, too, focusing on why and how Navy and Marine Corps leaders choose to serve — “not for self, but for country.”
A highlight is the account by Meghan Elger Courtney, who served aboard USS John Paul Jones (DDG 53) of her commitment to promote warfighting readiness for Sailors aboard the Arleigh Burke-class guided-missile destroyer. Courtney recognized a need to improve shipboard physical fitness opportunities to help Sailors who would deploy forward — either aboard ship or as individual augmentees in Iraq and Afghanistan.
With the blessing of her commanding officer and strong support from the command master chief and Chief’s Mess, j.o. Courtney planned for, procured and arranged for installation of a new fitness center that replaced outdated insufficient gear and space. Courtney writes, “Almost immediately, I saw a positive renewal in people’s attitude toward fitness, healthy eating, and incorporating workouts into their daily routine as a way to relieve stress and stay in shape.”
“What some may have viewed as my silly pet project, the command master chief took seriously, and he became my closest ally in seeing it through. I never really knew how much the experience had impacted him until I saw him become visibly choked up recollecting it during his closing remarks when he transferred off the ship. I don’t think he thought that a young officer like me could have cared about his crew so much, but I did, and I still do…”
Courtney’s story is just one of many inspiring reflections. She said she was inspired by a quote by explorer Robert E. Peary on a motivational placard in Halsey Field House at the academy: “I will find a way, or make one.”
Other essayists share their sources of inspiration as President Teddy Roosevelt, President Dwight Eisenhower, President John F. Kennedy, Senator Daniel Inouye and Secretary of Defense Chuck Hagel, among others.
One essayist quotes the last two lines of a poem by Mary Oliver, “The Summer Day” in pursuing a life of purpose, wanting to make a difference:
“Tell me, what is it you plan to do
with your one wild and precious life?”
The authors and essayists show how core values of honor, courage and commitment make up an ethos that “forms the fabric of people’s personality and drives them to a life of service, in and out of uniform.”
“‘In the Shadow of Greatness’ was envisioned to recognize and chronicle the service of brave men and women and through their stories establish connections with the broader, nonmilitary community. These first graduates of the Naval Academy after 9/11 entered a global war at sea, in the air, and on land. This war would last more than a decade and define the United States in the early part of the millennium. The actions of the select few profiled here represent those of a much broader spectrum of patriots.”
Attacks on 9/11/2001 changed the lives of the Class of 2002.
In a short introductory piece, “Inside the Gates of Annapolis,” Adm. Sam Locklear (now Commander, U.S. Pacific Command) writes about the investment the country makes in the women and men who attend service academies, including the Naval Academy, reflecting on the morning of September 11, 2001 when he sat at his desk as commandant of midshipmen.
“I recall vividly watching the al-Qaeda attacks on the World Trade Center and the Pentagon and the plane crash in Pennsylvania. When the images reached the Brigade, and the uncertainty of the events rapidly became reality, I asked myself, Are these men and women, these young patriots, ready for the challenges that most certainly lay ahead. A decade of war has proven that they were more than ready. Fortunately for us all, they remain ready today. We are extremely proud of all they have accomplished and thankful that we chose the right men and women to lead the next great generation.”
The book, published by the Naval Institute Press, is a key title on the CNO’s Professional Reading Program essential list under “Be Ready.”
A version of this post appeared on Bill Doughty’s Navy Reads blog.
By Mark Tempest
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I made my way to the USNI/AFCEA West 2014 Conference because the theme is an important one. Shaping the Maritime Strategy. And because I was fairly certain it wouldn’t be snowing in San Diego. Sure enough, the speakers and panel sessions have not disappointed. And, there is not a snowbank in sight.
This morning’s keynote event was a roundtable on Information Dominance. Moderated by Mr. David Wennergren, VP for Enterprise Technologies and Services at CACI, the panel consisted of RADM Paul Becker USN, Director of Intelligence J2 from the Joint Chiefs of Staff, RADM Robert Day USCG, Assistant Commandant for C4I for Coast Guard Cyber Command, Mr. Terry Halvorsen, DoN CIO, and BGen Kevin Nally USMC, Marine Corps CIO.
Each spoke eloquently of the need for protecting trusted information networks in an increasingly interconnected military, as well as the complexities of the dependence on trusted networks for myriad systems, capabilities, and decision support of command and control functions. Not surprisingly, the emphasis of most of the discussion was on countering the threats to our use of the electronic spectrum, which is to say “cyber” security. Each of the roundtable speakers were insightful in describing the problem of data overload, and how that overload actually stymied efforts to retrieve information. And each commented in turn that “information dominance” was not synonymous with “cyber”, which merely represented one aspect of the concept.
The discussion amongst the roundtable members did fall disappointingly short in two critical areas. The first was the focus on technical solutions for managing data and information. Connectivity and data transfer capability dominated what should have been a cultural discussion about information management. It is not the lack of sensors, or data feeds, nor connectivity shortfalls which have hampered our attempts to wring the maximum value from our information systems. We have become so enamored of the colossal capability to access raw data that we have become less than disciplined about what we NEED to know, when we need to know it, from whom we should expect it, what form that data needs to be in, and how it is to be analyzed into information useful for decision support for C2. Little of that was directly addressed, which was unfortunate, as such lack of acumen about our information and intelligence requirements will render any system to deliver those products far less effective than they should be.
By far, however, the biggest shortcoming of the roundtable discussion was the inability of any of the panel members to actually define the term “Information Dominance” in any meaningful way. I had submitted precisely that question for the roundtable via the electronic submission system in use at West this year, but someone asked it ahead of me. The attempts to define “Information Dominance” would have made a junior high English teacher cringe. We heard what information dominance is similar to, and what the supposed goals of information dominance were, but neither was in any way a real definition. (This is not a surprise. Two years ago, the Navy had an “Information Dominance” booth on the “gizmo floor”, staffed alternately by a Captain and two Commanders. I asked each, separately, over a couple days, to give me their definition of “information dominance”. None of theirs were remotely similar, nor any more adequate than what we heard today.)
The problem, of course, is the term itself. Information cannot be “dominated”, despite assertions to the contrary. An enemy with a very specific information requirement that he can fulfill reliably and in a timely manner can be said to have information “dominance” over our massive sensor and communications networks that commanders and staffs pore over in attempts to see through the fog of war. The dust cloud from the dirt bike as the teenager rides from Baghdadi to Hit to tell the insurgents of the Coalition convoy headed their way trumps our networked, data-driven ISR platform links that cannot help prevent the ambush that awaits us.
We have much work ahead of us to make most effective use of our incredibly robust data collection systems and information networks. The solution to the problems of analytical capacity resident in C2 nodes with which to turn raw data into useful information and intelligence will be far more human than digital. Commanders have to insist on a philosophy of “Don’t tell me everything, tell me what I need to know”. And then go about ensuring that those who collect, compile, and analyze data have a very good idea of what they need to know.
And we can start by retiring the troublesome and ill-suited term “Information Dominance”. As General van Riper is fond of saying, “Words MEAN things!”. They’re supposed to, anyway.
Cross-posted at Bring the Heat, Bring the Stupid.