Archive for the 'Training & Education' Category

Living roomThe citizens of our great country know little about the military, even less about what military members do, and scarcely are informed about the issues of the day. I did not serve in the military, but my kids do. All have served our country, whether in Teach for America or in the Navy. As I see it, most of my neighbors understand and appreciate service. Our volunteer fire companies are generally well manned. The Parent-Teacher Association and local service groups may have an ebb and flow, but they maintain a public presence, and my neighbors understand what they do. I don’t think that this awareness is so prevalent about contemporary military service. My neighbors’ understanding of training, deployment, geography, or mission might be generously described as “foggy”.


Being community minded (and an educator by trade), I propose a simple outreach program to alter the nation’s understanding of military service. To get us started, some math might help. There are 1.4 million in current service, and nearly 22 million veterans. We all have personal and community networks. These networks leverage from dozens to hundreds of contacts for each military person. If even a small percentage of those with military experience were to work their networks, the entire country could be exposed to this new information several times over. A local community will relish a short overview of veterans’ military perspectives. This overview might include a post-deployment discussion of what it means to be deployed, what you did, how important is it to get care packages, or what it means to trust your shipmates. I am not advocating lobbying or any persuasive posturing here, simply bridging the gap from those who have knowledge and experience to those who do not. The chasm is currently deep. It need not be. Like a mountaineer setting some pins for a safer traverse, are not we all better informed with enlightenment?


Against such a concept, I have asked our kids to share some of their thoughts with local audiences. Each time, they have graciously responded and prepared some thoughts for delivery and fielded questions. A local restaurant has donated their back room on a weeknight for the event, and I have made some postcards for hand delivery to the librarian, butcher, UPS deliveryman, teachers, neighbors, local government folks, and friends of all stripes. I buy a few trays for appetizers and leave the cash bar to the audience for drinks. The topics have been fascinating: “How the Navy prepares future leaders,” “Deployment 2013 – Who, What, Where, When and Why,” and “ The Rise of China’s Naval Power”. Every time, the question and answer periods have been wide-ranging and penetrating. Neighbors look at former school kids in a whole new light of respect, and the local business community gains confidence in our local citizens in service.

Case studies

I have five daughters, four of whom have attended the Unites States Naval Academy. The fifth is a Duke grad who worked two years in Teach for America. LT Ashley O’Keefe is our eldest. Upon her return from her first deployment, she spoke to a gathering of more than 40 people about her experience on her destroyer. She made a map of the port stops, clarified her role on the ship, and talked about enlisted and officer roles. Her perspective was very helpful to the uninitiated and veterans in the audience alike. She also found it personally helpful to put her thoughts together in a logical sequence – to make sense of the major milestones and accomplishments that she had just achieved. LT Lindsey Asdal just returned from her second deployment, and will put together a similar program on her next trip home. kirs

Sharing our insights to interested audiences can take many forms. Annie Asdal is a smart senior staffer for a regional real estate investment firm, and has spoken several times to a local hometown audience about return on investment, financial analysis, and investment models.

Finally, LTJG Kirsten Asdal recently reported to her first ship at Pearl Harbor. Before she reported, she completed a Masters’ in Contemporary China Studies, so she chose to mesmerize 50 or so attendees with a talk on “The Rise of China’s Naval Power”. She is well versed in the subject matter and her graphics and maps made sense to all in attendance. They were rapt with the implications of these global policies at work. Our youngest, MIDN 2/C Charlotte Asdal, is still a student at the US Naval Academy, yet she held the audience in crisp attention telling how the Navy trains future officers. She detailed leadership lessons, the mission of the Academy and how some of her many experiences shaped her ability to lead.

Where next?

DocumentThe French call these local discussion groups “salons” – they have existed for several hundred years. It would be my hope that a simple outline template could be circulated, perhaps by local public affairs offices, so that everyone in the military might utilize their existing community networks to chat about our military. The immediate benefits include keeping the community tight, a fun night in town with a strong speaker, and some national and international perspectives. Longer term benefits might include enhanced support for the military and a softening of the distance between military and civilian sectors. What topic would spark your community’s interest? I hope you can join us.


M-60 main battle tanks are lined up in the staging area at the Dundalk Marine Terminal after being offloaded from the vehicle cargo/rapid response ship USNS ANTARES (T-AKR-294). The tanks were used by the 32nd Separate Infantry Brigade (Mechanized), Wisconsin Army National Guard, during Exercise Reforger '86.

“Hey 1980s! The second decade of the 21st century is on the POTS line, and they are wondering if they could make some copies of your stuff in the vault.”

As history shows, most times you don’t pick a war – a war picks you.

Of course, in a way, all wars are wars of choice. When faced with aggression, a people can always decide to surrender without a fight – or only after a token resistance. War is a test of national wills on many levels – big wars often result when one side misreads the national will of another.

In the 21st Century, could there possibly be a situation where we would, once again, have to fight our way across the Atlantic to support another entanglement in a European war? As 2016 arrives, are the odds of this greater or lesser than they were 1, 5, or 10 years ago?

Julian E. Barnes and Gordon Lubold at WSJ have a little required reading for you. From their article, NATO’s Supreme Allied Commander, General Philip Breedlove, USAF put out this call that should have all navalists sit up and notice;

“For two decades we haven’t thought about the fact that we are going to have to fight our way across the Atlantic.”

Let’s pull that thread a bit. Don’t bother on how you get there, just start with waking up one day and getting the D&G that you need to ready a sustained opposed crossing of the Atlantic.

For those 45 and older, this should sound familiar.

NATO countries are discussing increasing the number of troops stationed in members bordering Russia and putting them under formal alliance command. The next talks on that idea are likely to come in early December, when foreign ministers gather and begin discussing proposals to be formalized at a Warsaw summit in July.

The Army currently has two brigades—of about 3,500 soldiers each—based in Europe. It has assigned one additional brigade in the U.S. to serve as a regionally aligned force that will rotate into and out of Europe. Gen. Milley said he would like to add more brigades to those rotating to Europe, and add attack helicopter units, engineering teams and artillery brigades.

Throughout the later years of the Cold War, the U.S. military conducted a massive exercise called Reforger, that practiced moving tens of thousands of troops from the U.S. to Europe quickly. While there is no need to revive the exercise on that same scale, a new kind of drill that echoed the old Reforger operation would be helpful, Gen. Milley said.

“Nobody wants to go back to the days of the Cold War,” Gen. Milley said. “We don’t need exercises as big as Reforger anymore. But the concept of Reforger, where you exercise contingency forces … that is exactly what we should be doing.”

Technology has changed, but geography has not. There are some constants from the 1st and 2nd Battles of the Atlantic in the first half of the 20th Century that still apply a century later. Some will repeat, some with rhyme. Some will surprisingly not be a repeat factor, some new factors will show up unexpectedly. There will also be new technologies that no one should talk about that will change the odds greatly in favor or one force or the other. There will also be new technologies that on one should talk about that one force or the other thinks will be “war winning” but once put in to operational use will be a complete dud.

Here are some things that have a high probability of being true in a 3rd Battle of the Atlantic if it happens in 2016 or 2026 or 2056.

– You do not have enough escorts. Those escorts you do have do not have enough ASW or AAW weapons.
– Those ASW and AAW weapons you are going to war with, in addition to not being adequate in number, there is a very good chance that one bit of that kit does not work and cannot kill anything. Hopefully you have a backup for the pointy end of the kill chain. If not, you are going to have a bad first year.
– Higher HQ is asking for too much information from deployed forces, and as a result, deployed forces are talking too much. As a result, the enemy has a better idea of your location than you think, and may have cracked your code.
– Your allied forces that on paper look good? Many of them aren’t what your N2/3 think. Some of them won’t even deploy. Some of those that do won’t engage the enemy to an effective degree.
– The threat from the air will be easier to counter than the threat under the water, though in the early stages, the threat from the air may be a larger concern than you planned.
– This is a game where “body counts” actually matter. If something is being sunk faster than it can be replaced, you need to change what you are doing.
– It will be seductive to think attacking bases will be a shortcut. It will help, but will not be a magic bullet.
– Finally, the war will go on much longer than you think. Though you may think that it is industrial capacity that is going to be your greatest challenge, it may actually be your ability to find competently trained personnel fast enough.

War, if it came, would be very much a come as you are event. We do not have a huge mothball fleet to reactivate. We do not have a huge Naval Reserve to recall. We do not have a diverse industrial capacity to quickly build up, nor, unlike the period right prior to WWII, do we have a few years headstart in new construction.

So, think about it. The geography is the same, technology and enemy different, but the mission is the same; a sustained, opposed crossing of the Atlantic.

The Navy’s knowledge of its own human terrain is like using a map of the world from the 14th Century. The Navy can do better.


Current Map of Navy Talent (or a Genoese map from the 14th Century)

Before we get too far into the weeds on one possible way to improve our talent management in the Navy, we are doing a survey to better understand the detailing process. Its for all officers and can be reached here.

And now back to your regularly scheduled programming.

Wouldn’t you want $2.7 trillion more without a lot of effort?

A recent study by McKinsey Global Institute was headlined with the following:

Labor markets around the world haven’t kept pace with rapid shifts in the global economy, and their inefficiencies have taken a heavy toll.

This study on connecting talent with opportunity in the digital age found that online platforms could boost global GDP by 2.7 trillion dollars. The Navy (and DoD) can benefit from similar thinking.

I’m tired of this touchy-feely stuff – the military is for warfighting

Over the last fifty years, our manpower strategy was built on the assumption that the correct operation of superior platforms would ensure victory in a 20th century, system-centric conflict. However, the proliferation of disruptive technologies and the growing budgets of assertive near-peer competitors challenge this industrial-era model in an age of fiscal austerity. Meanwhile, demographic shifts complicate the latest cyclic officer retention challenge, especially among highly trained individuals such as cyber operators, special warfare personnel and aviators. And ultimately, millennial sailors display generational personality traits with diverging views on work from prior generations, including a tendency to switch careers. The consequences of the “war for talent” could have far reaching implications in the military’s ability to win the wars of the future. Talent management IS about warfighting.

Yeah, but we’ve been down this road before

Talent management is not a new topic, but during the last twelve months the stars and suits have aligned to begin to provide much needed reform on the military’s personnel management systems. Our leaders all appear to feel the budgetary pressure to do more with less in an increasingly complex security environment. The Secretary of Defense ordered a sweeping review of civilian and military systems this summer. Secretary Mabus’ Task Force Innovation (TFI) is undertaking broad reforms focused on developing a data-intensive approach to personnel assignments and career management. Last year, the CNO tasked his Strategic Studies Group to focus on “Talent Management in the 21st Century” rather than developing operational concepts. The Chief of Naval Personnel (CNP), VADM Moran, sounded the initial horn and is championing a basket of reforms to bring the Navy’s personnel system into the 21st century.

So what should we do?

We currently understand the richness and capabilities of our people about as well as the early explorers understood the world beyond the horizon. To meet emerging security challenges in a fiscally austere environment, the Navy must map its human capital to better understand and best utilize the unique talents of its individual Sailors.

A talent management system must know enough about its users to put the right person in the right job at the right time. However, the Navy’s own systems don’t provided the necessary data needed to truly understand and maximize the capacity of its personnel. Nor can IT alone deliver the force needed to maintain our competitive advantage in the mid-21st century. Innovative HR policies that give commands and officers increased influence in the assignment process are needed, along with the necessary digital systems to enable them.

Coming soon to a detailer near you?

We, the CNO’s Rapid Innovation Cell (CRIC), think a data-enabled, internal labor market approach to officer detailing might enhance unit effectiveness, improve human capital allocation, and engender greater trust within the service. We are working together with Navy Personnel Command on this project to examine the impact a market-based approach will have on detailing officers. The prototype will work with members of the Information Dominance Corps (IDC). The IDC provides a heterogeneous community with a robust requirement to field a wide bench of experts. The ability to match individual talents with billet requirements provides a large potential impact in this community, so it’s a great place to start.

Some considerations for a data-enabled, market-based approach

The efficacy of this market-based approach rests upon advances in cultivating, managing, and accessing large amounts of information. Current software technology allows us to quickly assimilate all the relevant personnel data about our Sailors into an easily configurable user interface. The resulting talent profiles would gather data from a variety of sources. These might include past education, language skills, demographics, and evaluations. Officers would then input additional information onto a LinkedInTM style profile to capture granular data that the Navy currently doesn’t have about its people.

Additionally, unit commanders could put forth detailed billet requirements onto a digital information exchange. As officers approach their rotation date and commanders approach the time to fill a billet, they would have the opportunity to communicate during a designated window of time. When the window closes, Sailors and commanders would then have to submit their preferences, and a detailer acting as a HR agent will facilitate the appropriate placement of each billet.

We don’t claim to have all the answers; this is an iterative learning process. We are spending time with detailers, COs, and members of the IDC to better understand their needs and requirements. We are also conducting this survey for officers. We hope our prototype system will add granularity to officer talents and billet requirements, increase transparency in the detailing process and offer the potential for a more accurate talent-to-billet pairing than industrial-era fill processes, and increase officer agency in the detailing process.

Ultimately, we are testing the hypothesis that injecting more agency, flexibility and transparency into the detailing process will improve it. We’ll measure results through interviews, fit/fill metrics, and job satisfaction surveys. Regardless of outcome, the lessons we learn will help the Navy continue to shape the force it needs to meet future threats.


Today, the Aviation Major Command Screen Board (AMCSB) convenes in Millington, Tennessee. It is the annual gathering to determine the future of Naval Aviation’s most promising leaders, and plays a large role in setting the strategic direction of our enterprise.

As we alluded to in our August 2015 Proceedings article “On Becoming CAG,” the fates of aspiring leaders were determined years prior to this week. FITREPs, joint jobs, and other career assignments funnel COs into competitive tracks for leadership positions, including Carrier Air Wing Commander, or CAG.

However, as the current AMCSB convenes, one troubling trend remains: Naval Aviation has gone five years since a non-VFA CAG was selected.

After publishing “On Becoming CAG,” the authors received intense positive and negative feedback about our arguments. Notably, at the annual Tailhook Reunion in Reno, Nevada this year, PERS-43 addressed the debate in an open forum (you can watch it here).

He pointed out that CAGs are responsible for the mentorship of squadron COs, with the ultimate goal of cultivating leaders who are able to replace him or her as CAG.

Reflecting on the past five years, it appears as though CAGs have failed their non-VFA Commanding Officers in this essential mentoring. All else being equal, if zero COs from outside the VFA community have been selected, we arrive at one of two conclusions:

1) VAQ, VAW, HSM, and HSC squadron COs have been inadequate leaders compared to their VFA contemporaries. If this is true, it points to a huge, unspoken problem in these communities that Naval Aviation has not addressed.
2) VAQ, VAW, HSM, and HSC squadron COs are not viewed as equally qualified leaders by CAG when FITREP time comes. If this is true, it points to a problematic culture within our ranks that Naval Aviation has not addressed.

As thousands of junior officers and Sailors will attest, we have seen many outstanding leaders from the VAQ, VAW, HSM, and HSC communities over the past five years. Conclusion #1 would seem to offend this reality.

As such, we are left with Conclusion #2, and the problem it exposes in the process of selecting carrier aviation leadership. The culture change needed in our collective Ready Room is the realization that aviation major command is about leadership; not tactical proficiency. We expect this proficiency of our junior officers and our junior officers expect leadership—both within the Air Wing and across the joint force—from their major commanders.

The ability to fly a strike mission from an F/A-18 or execute a flawless fly-by of the carrier are impressive skills, and it is true that only one community can really experience those fully. But CAG is a leader at the operational level of warfare, and the leadership required to execute at that level is not exclusive to the aviators of a single airframe. If our process for selecting CAGs is based on tactical proficiency as a proxy for promoting certain types of officers at the expense of an equally talented pool of others, that system–and the culture that underpins it–must change.

The authors believe that increasing the diversity of perspective at the CAG level will improve combat efficiency, leadership acumen within the air wing, and interoperability with the joint force. We invite you to join in the constructive debate of these issues.

Over the coming weeks, the authors will share some of the most common feedback received from “On Becoming CAG.” The most important takeaway is that people on each side of this issue care about Naval Aviation and seek to make it better.

Please join us at 5pm (Eastern) on 11 Oct 15 for Midrats Episode 301: Confessions of a Major Program Manager, w/ CAPT Mark Vandroff, USN:

One man’s chore is another man’s hobby. Another man’s dread, is the other’s fantasy. Such, in a fashion, is Program Management in the Navy.

To be a good one, step one is to be self-aware. From his latest article in USNI’s Proceedings, Confessions of a Major Program Manager, Captain Mark Vandroff, USN just lays it out; “Face it: Everyone hates MPMs. For the budget-conscious officials in the Pentagon, our products are never cheap enough. For technologists both inside and outside the Department of Defense who want military progress to be state of the art, our products are never fielded fast enough. For the fleet users and their advocates, products could always be more capable, usable, or maintainable. Industry gets upset when we treat the taxpayers’ money like it is worth saving rather than help Wall Street with its next earnings report. Our uniformed brothers and sisters, support scientists, contractors, and comptrollers all loathe us—and if

you aren’t in one of those groups, you probably quit reading already.”

Coming back to Midrats, we will have the author on for the full hour to discuss the dark art of the program manager, what it takes to be one, and why at the end of the day someone would – really – come to love it all.

Join us live if you can (or pick the show up later) by clicking here. Or you can find the show later on out iTunes page here.

[ Stuart Swan] USS Constitution vs. HMS Guerriere 19 August 1812 This painting by Anton Otto Fischer depicts the first victory at sea by the fledgling US Navy over the mighty Royal Navy.

Last week saw an interesting footnote for our Navy;

Simpson has turned into a ghost ship.

Its passageways are pitch black and steamy hot. It’s silent, the constant hum of machinery that’s the heartbeat of a warship eerily absent. Its windows are covered and ventilation sealed off. Its battle ribbons have been removed, its flag lowered.

But the ship still has a story to tell.

The U.S. Navy decommissioned the 30-year-old frigate Tuesday and with it shut the back cover on one of the most significant — yet little-heralded — stories in U.S. military history.

The Simpson was the last modern U.S. Navy warship to sink an enemy vessel in action. Of the 272 ships in the fleet now, only one ship can claim a similar honor: the USS Constitution, now a showpiece in Boston harbor, which sank British vessels in the War of 1812.

Not to take anything away from her, but SIMPSON’s exchange was a brief and lopsided affair – but well executed;

Chandler warned the Iranian ship via radio at least four times to stop approaching the U.S. group, according to published accounts of the battle.

“Finally it got to the point where he (Chandler) said, ‘If you don’t stop, I’m going to sink you,'” McTigue told CNN. The Iranian ship responded by firing a Harpoon missile.

McTigue said the Wainwright could not respond because of the formation the ships were in. Its missile batteries were obstructed.

Simpson, however, had a shot. Chandler ordered McTigue to take it.

“I turned to Mark and said “Shoot!” McTigue said. “Mark turned to Tom and said –”

“Shoot!” Tierney said.

Buterbaugh said the same to a sailor at his side, who pushed a button that sent a Standard missile screaming off the front of the Simpson at 1,900 mph and toward the Iranian ship.

“We were locked and loaded and ready to go,” Buterbaugh said. “We already had a war shot, a white bird on the rail, all of our fire control radars were pointing right at him. It was not going to take long for us to get the weapon away.”

McTigue said it all took less than three seconds.

The Iranian Harpoon missed, passing closest to the Wainwright, though McTigue said the U.S. ships couldn’t be sure which one was the intended target.

Simpson’s missile did not; about 15 seconds after launch, it slammed into the Joshan.

Three more missiles from the Simpson and late fire from the Wainwright hit the Joshan before it was destroyed.

It was the only ship-versus-ship missile duel in U.S. Navy history, with opposing missiles airborne at the same time, Tierney said.

Let’s pause for a bit and ponder where we are in our modern understanding of the reality of war at sea. Though we have good datapoints (mostly damage control) from COLE, SAMMY B, PRINCETON, TRIPOLI, scattered engagements in between Israel and her Arab neighbors, the Falkland Islands War and a few others – as an institution the US Navy is sailing without too many benchmarks about what her strong points and weak point are going to be when once again she finds herself at war at sea.

The known-unknowns are there, but we are not blind. First of all we should fully hoist onboard what we know from our ground combat brothers in the Army and USMC and their experience of the last decade and a half. They had to relearn a few things (such as cage/slat armor we learned in Vietnam) and accept other people’s lessons we ignored (South African counter-IED vehicle technology).

They had to redouble their efforts on fundamentals from small arms to making the best of every RW cargo flight – but they learned as they were forced to.

Some of these critical lessons were lost simply because the professional expertise retired and was not passed on (the Army RW CWO pilots in the Reserveds and NG helped mitigate this tremendously), and others were lost through the direct action of the accountants and those who convinced themselves that was was new.

We should accept that in our warships we have our counterparts to the forgotten essentials that are sitting there, waiting to show themselves when war breaks out … and to be obvious.

We also know some things that are always true when a peacetime ship has to go to war. They are items we should consider and look very closely at.
1. We do not have enough defensive weapons against attack from the air. More will have to be added. What we do have will be found to not have enough range for the job, or will have too small of a magazine. If you have too small or too tightly designed ships, you will run out of space, displacement, and righting-arm issues.
2. ASW weapons are exceptionally delicate and expensive things. They require a lot of maintenance and upgrades as technology advances. They tend not to be tested as much as they should be for scheduling and budgetary reasons. When they are tested, they are tested in optimum conditions. For the same reasons, you don’t have many of them to draw on in the magazine once the shooting starts. They may not work all that well. If you only have one kind of ASW weapon that can only be used in certain kinds of water and delivered in only a few ways – you may have a problem on your hands. Early WWII USN, Argentina, and more recently Sweden, along with a few other examples, are screaming this lesson.
3. You can quickly go through damage control parties. Are you overmanned, or are you manned to fight and survive after suffering casualities?
4. Automated systems fail. What is your offline backup?
5. People get tired. How many qualified people can competantly stand watch over extended periods of time? Weeks to months onstation?
6. He who punches first, often wins. Are you happy with the range, speed, quantity, and diversity of your offensive weapons? How do they measure up against what is coming over the horizon?
7. Especially in the modern context; ROE trumps paper capabilities every time.

Finally, two things that simmer in the background:

1. There will be an assumption that everyone has about what will or will not work that will not survive the first contact with the enemy. Do you have a Branch Plan to cover that?
2. You will not pick the battle you want, and a good chance not the battle your ship was designed for.

Do you have a peacetime fleet that will make do in war, or a wartime fleet that is trying to justify itself in peace? Which are you defending, and why?

bulb_inspiredLet the defense innovators among us take a moment for introspection and self-awareness. We are charged with institutionalizing and structuring ideas like “innovation” and “disruption” which are themselves often ad hoc and unpredictable; we gather in working groups, task forces, and cells to legitimize new ideas. So as we foster creativity and rapid implementation, let us ask: How long can the innovators really keep innovating before they fall into a rut?

Who among us really know when to walk away?

What are the ways that we find and develop the next generation of disruptive thinkers, and then step out of their way?

How can we prevent the game-changers from being assimilated into more traditional hierarchies and ways of thinking?

When the disruptive become the establishment, can they continue to self-disrupt and reinvent, in the face of practices that made them successful?

Do these tendencies towards complacency extrapolate to entire organizations, agencies, and corporate cultures?

Do innovative organizations have a shelf life?

If so, does that mean they should also have an expiration date?

Can we work within a structure and create something meaningful, with our full commitment and intention, while knowing from the very beginning that it cannot and should not last forever, at least if we really want to continue to innovate?

One of the many great joys of a billet at USNA is the ability to reconnect with former professors and professional mentors. As someone who graduated 5 years ago, I am fortunate enough to see many of them still on the Yard.

I want to share with you a conversation I had with someone whom I really didn’t know during my time here. If you attended USNA anytime from 1991 onwards you may have seen him around. He’s likely barked “Strike!” at you during Plebe Summer’s introduction to martial arts or has evaluated your ability to perform a wrist lock during a PE course. He may have even coached some of you in gymnastics.

If you didn’t go to USNA, you’ll still find his story fascinating and revealing about two nations’ abilities to heal following history’s most destructive, fearsome war.

Sho Fukushima was born in Hiroshima, Japan in September 10, 1946, a little over a year after the bomb was dropped on the city. His family ended up in Hiroshima after the war during which his father was an officer in the Imperial Japanese Army in Pusan, Korea. With the war’s end, the Japanese were expelled from Korea, and his parents hopped on a freighter bound for Japan. Sho’s parents had heard “a new type of bomb had wiped out everything” in Hiroshima and it was rumored that nothing could grow there for the next 70 years.

“I asked them why did they really come back to Hiroshima, where there was nothing. It was because our relatives were there.”

He, his four siblings, mother and father lived in a “wooden structure, with a metal roof.” There were no real buildings yet.

His kindergarten teacher passed away from a bomb-related illness. His 1st grade teacher, who had facial scars from glass shards from the blast, died from leukemia. He lost an aunt, uncle and 5-6 cousins to the bomb. On that day his grandmother was 20-30 miles outside the city and saw a “bright, white flash” followed by the mushroom cloud. A search of the city the next day by the surviving family members revealed those in downtown had simply “evaporated.”

Hunger was a central feature of childhood. “We just didn’t have enough food to eat,” Sho explained, “so all four kids had to learn to share.” The staple dish was rice mixed with wheat or sweet potatoes, and was considered an adulteration–“not white rice.”

Growing up in Hiroshima, he remembers playing with one of his “best friends,” the “shadow man” of the city’s bank. “Mom had a couple of bottles,” artifacts crystallized by the blast. “She told me if I could break that thing she would give me a 100 yen. Even with hammers and throwing it against the rocks, I couldn’t break that thing. It became a family joke.”

During our talk I tried to imagine growing up with such stark, ever-present reminders of war and death. I asked Sho if all of this seemed normal. “It was totally normal. I didn’t know any other life,” he responded. There were parts of Sho’s childhood that seemed normal. “The ocean was my playground. I had a little fishing pole and starting fishing. I loved to fish. Besides that, I remember playing with my brothers and sisters. My older sister was an avid reader so at least once a month we would get a new book.” Yet, Sho was quick to point out that fishing also served to supplement their food.

Meanwhile, his father, despaired with losing the war and escaping death. A graduate of a professional military academy, all of his classmates had died in the South Pacific while he served in the national guard in Korea. “How would you feel about cheating death?” Sho asked me. “He was the strongest military guy before the war, but after he lost the war and he lost his classmates…he lost a kind of spirit,” as he struggled with the thought of suicide.

Sho’s gymnastics talents led the University of Washington to recruit him. Hearing about the promises of America from his grandfather, who had lived in Seattle and San Francisco, Sho jumped at the opportunity.

The son of a IJA officer, Sho found himself staying in the home of a Pearl Harbor survivor, Jack, who offered to sponsor him. “My father asked him to take care of me, and my American father promised he would. He did everything like a father was supposed to. The families stayed in touch, hosting one another in Japan and the US.

I was most struck by Sho telling his father of his job offer at the Naval Academy. Sho had maintained a green card, but with the job offer his father suggested something more. “Such an honor,” his father told him, “that you can get a job like this at the Academy. You have to show them your commitment.” His father meant applying for American citizenship. “That’s him–Japanese military guy,” Sho explained.

In October, Sho will retire after nearly 25 years at the Academy. As a child, his mom would take him once a year to see US Army doctors, who would give him a cookie and check him for radiation related illnesses. He plans to search for his medical records at the University of Maryland, which archived many records of Japanese patients affected by the bombs.

“I always dreamed of being a bridge between the US and Japan,” Sho mused towards the end of our talk. I think he has done just that.

Sho Fukushima

Sho Fukushima

CommandDuring the period of August 17-21, a short informal survey querying desire for command was promulgated by junior officer across junior officer forums. When the survey closed on the 21st, we had collected 442 responses, from all of the unrestricted line communities, plus many more. We found that of the survey respondents, 53% did not desire command, 23% did desire command, and another 23% were unsure. These results anecdotally validate our hypothesis that fewer than half of today’s junior officers seek command. In the unrestricted line communities, where we had enough responses to draw some conclusions from our data, we found that while men and women desired command at approximately the same rate, that rate was not uniform across communities. In the Surface Warfare Community, 33% of respondents desired command, while only 13% of Aviators and 14% of Submariners did.


We promulgated our five survey questions via the US Naval Institute Blog, the JOPA Facebook page, the Female Navy Officers’ Facebook page, and our own personal accounts. The survey was available online for four business days.


This survey serves as a baseline, and is not sufficient to analyze trends. Additionally, the survey methodology does not guarantee an unbiased respondent population; it is likely that we are seeing a response bias in favor of those with strong opinions about the likelihood of their continued service. We do hope that these results will serve to help gauge the current climate amongst the JO corps.

A few questions for discussion:

  • Are these numbers actually a problem?
  • Junior officers tend to be instructed that they should aspire to command. Do these numbers indicate a disconnect between the institutional expectation of command aspiration and the reality?
  • Should we “do something” about the aviation community’s apparent lack of desire for command? If so, what?
  • What other questions should we ask in future surveys?
  • Is there a place in the Navy for those who desire continued service, but don’t aspire to command?


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Representative Responses

We found that the responses we received from our 442 survey-takers were extremely thoughtful. Most respondents wrote us at least a paragraph; some wrote several. We have curated a representative sample below:


Any other reason to stay in is wasting my time. If I stay in, then I stay in for the whole deal. Too much time away from my family to just sluff off and not add value to my community, get an opportunity to lead a squadron into combat, set my expectations for leadership and mentorship within the squadron. I like that it is very hard to get to be a skipper, it makes me want to be the best and eventually (if the almighty timing is right) get selected for command.

In my limited 6 years of submarine service, I have had both good and bad leaders (Dept Head and above). When I was leaving my last submarine, I had a check out interview with my CO. I asked one final question before shaking his hand and walking off the ship: “Sir, has your command tour been worth it?” He responded, “I always thought that being a CO would be very tactical, but I am often surprised that tactics in today’s navy make up a smaller percentage of the job. I often have to take a moment to look past the fact that I am mostly getting the ship ready for inspections and evaluations to I realize that I am afforded the opportunity to go on deployment and do what we constantly train to do. In those moments, I feel very satisfied. I was somewhat shocked to find out that my CO (a great CO by the way) had the same perspective as that of a Junior Officer. It was at this moment that I aspired to be a CO and could possibly do his job someday.

It’s an exciting time for the SWO community – where we’re placing an emphasis on talent, tactics, innovation, options, work-life balance, and FUN! I want to mentor JOs and help change SWO culture for the better.

You don’t spend a career as a SWO to execute someone else’s command philosophy.

I love working with Sailors. I’ve served under two amazing Captains and an amazing Executive Officer now moving on to CDR command of his own. Their mentorship, guidance, and leadership have been inspiring and refreshing in a sometimes negative climate/community.

All the pain and suffering up until command is the investment that pays off when you’re sitting on the bridge wing of your own ship watching the sunset. Not striving for command wastes all of the effort that comes before. I’m in it to win it! — NOTE: No interest in Flag.

I can think of no better test of my personal will, creativity, character, and moral courage than to command an operational squadron. The number of people and value of the mission make it a task that seems immensely daunting but equally rewarding.

Command at sea is the pinnacle of the leadership challenges that the Navy offers to me as a Surface Warfare Officer. At no other point in my career do I have the enormous responsibility that command at sea requires. I am responsible for the ship and its most important asset, the Sailors and Marines that serve aboard the ship. I chose to continue serving in the Navy because of the incredible leadership opportunities that this job presents to those lucky enough to have the honor of command.

My happiest moments in the Navy are building successful teams. No better way to do that then be a CO. Because I’d like to change and be a positive leader. Especially for so many enlisted females that we have, I’ve never had a female DH, much less female CO and I think it is important for our sailors to see both

I desire the opportunity to test my leadership and decision making capability in a harsh, remote environment. I believe in our mission and am committed to leading our country’s brightest men and women to achieve victory in battle.

I aspire to only early command, and want no part of CDR command or major command. Command is not what it used to be, and I do not want to be second guessed on every single decision I would make as CO. As with many things in the SWO community, I believe a mentality shift would be required away from our zero-defect and administrative warfare obsessions before I would put any serious thought into CDR command or higher.

I desire to have the ultimate responsibility for a ship, her crew, to craft her into state of readiness that reflects my standards, and to slip the lines, sail over the horizon to do our job. I love Sailors, I love the pressure, I’ve thrived on the competitiveness required in getting to the precipice of command, and I think there’s something supremely traditional about command at sea; I think across all warfare areas, commanding a ship at sea reflects the core warrior ethos of the American Navy.Did I always want command? No, I didn’t as a division officer. Not at all. However, once I made a decision to be a department head and really began to thrive professionally, my heart changed. I think if you’re committed to your profession, and for me, I’m a professional mariner-Surface Warfare Officer, then why wouldn’t you aspire to have the opportunity to do things your way, change it up, apply your standard, train a ship how you see fit, sail a ship down range under your guidance to fight and win? If you haven’t committed to a career, then I get it—I didn’t aspire to command at that point. But if you’re in for the long haul, why wouldn’t you? I speak strictly as a straight-stick SWO; I acknowledge there are alternative career paths.


It seems every O-4 and O-5 I’ve worked for is chained to a desk and email. I have yet to talk to LCDR that said they actually enjoyed their job.

Politicization of the officer corps and the loss of reality that comes with it.

Our department heads are miserable and we are taught that the only way to make CO is to follow the Golden Path, a path that no one actually wants to take. The amount of time we waste at work to “show face” is absurd. Most of our “work” on days when we are not event planning or flying could be accomplished in two hours, but we stay at work all day so that we can be “seen” because in the long run this is what influences your fitrep. I just feel that so much time and talent is being wasted at the JO level and that the job is not what we all thought it would be.

The challenging nature of the job has been lost; furthermore, I have spent enough time away from family. I performed the last 6 months of my DIVO tour essentially performing a DH job. I lost the enjoyment in the job and I do not want to spend 2 years performing that job. I explored other communities, but the ones of interest won’t allow me to lateral transfer into them, even though I am in most cases qualified if not overqualified with schooling.

Because it seems the number one goal of COs these days is to NOT get fired. Everywhere you look there is some ridiculous reason why a CO is getting fired. Publicly elected officials and political appointees are held less accountable for their actions. I joined the military to join the military, not to work on the Hill or in politics. Command should not be viewed or held equal as to someone in politics. We don’t “elect” our COs. Firing COs don’t solve the problems for certain issues. Their job is to make sure the job gets done. If the Commodore or Admiral didn’t personally select them for command of a ship or boat in their squadron, then they should fire themselves. There is WAY too much overhead in the Navy and an organizational structure that is in place right now within the Navy would never last or even be put into place within a corporate environment. It also seems that the overhead takes the wind out of sails of CO to actually take command and run the ship how they want to run it. Within the first 6 months as an Ensign onboard a DDG, I knew that I had zero aspirations to shoot for Command at Sea. The COs I’ve had just seemed like puppets vice leaders.

There was a time when I would have served the Navy for no compensation at all and now seeing the models that I have to follow of “look better than the next guy” and DH’s who use you and your work as a stepping stone whilst slandering your name for not being as good as they are, I have little interest in playing a game to stay on a golden path instead of doing something I love. Think I’m being melodramatic? Observe, if you will, your DH’s when FITREPs are rounding the corner and also then note the number of JO’s that don’t have a DH living inside their behinds. How could command ever seem appealing when I would apparently have to make up things to do to appear busier than the next guy as a stepping stone to the next job and where I’ve got to monkey around instead of focusing on how to actually be good at something useful, meaningful, and important for my growth as a naval officer? Admittedly, many JO’S of my generation tend to expect success to fall into their laps but I believe it’s because we don’t have the right kind of mentorship, someone to clone good habits into us. What we do have are entitled and jaded O-4’s and O-5’s that just want you to know they’ve been there/done that already without considering that young JO’s will emulate that same attitude which in turn only inspires the people who want to step on the next stone to command without considering the magnitude of the responsibility to people other than yourself and your career. This path is just extremely unappealing and just sucks the enjoyment out of what I once thought would be a really satisfying job.

I feel as though CO’s are always needing to “look over their shoulder.” CO’s fear getting fired for “poor command climate” or worse, collision at sea. I feel like if I were to take Command at Sea, I would need to literally live on the bridge to ensure that if anything happened, I felt I did everything possible to not get fired. I do however, feel like I would love to take command of a Small Boat Unit, ACU or something “non-due-course.” This is not what the Navy wants from its SWO’s though. And I think that is a real issue with the SWO community. There needs to be other options for SWO’s that don’t necessarily want to take command of a warship, but still want to continue their career in the Navy.

Transitioning to civilian work force and spending time with family. Tired of moving every 2 to 3 years; Doing more with less; Inability to tell Chain of Command that we can not accomplish a mission or project without the fear of getting fired; Big Navy saying “Taking Care of Sailors”, when it is all lip service; Right sizing or down sizing, or what every catchy phrase they dream up that utilizes the slash and burn technique vice targeting the Sailors who really are not doing anything for the Navy vice your star performers; Navy not getting ride of more E7-E9 personnel that are underperforming; Get ride of CMDC rating, they have become bureaucrats and have lost touch with deck plate issues; The ugly and uncomfortable NWU’s that make us the circus clowns of the DOD; The crappy PT uniform; Intrusive leadership, I really don’t want to know or care if a 21 year old Sailor is out drinking at 2 AM, they are adults and such be treated like it. Sorry for rattling on. Some of these items are trivial, but I was on a roll.

Someone in the comments said a piece of it best… It’s not (necessarily) that I don’t aspire to be a CO, it’s that I don’t want to grind in the bureaucracy to get there.

1- we are required to change duty stations and jobs almost every 2 years

2- we package crap jobs with the best (IA/GSA to Bahrain, get xxxxx job) so performance doesn’t help me get the best job, no one wants does.

3- we’ve become a “GS” mentality Navy. Instead of working to get a job done, the vast majority of commands require their personnel to be present during certain hours, regardless of op-tempo, duty, deployment schedule, etc. As a Suppo, I’m busier at the end of the month, so I stay late then- why must I keep my folks until 1600 at the beginning regardless of workload, etc.

4- training – NKOs and training have literally wasted HUNDREDS of hours of my life. They do NOTHING to stop criminals, rapists, sexual assault, computer hacks, etc.

5- stop being zero fault… Everyone screws things up. Not everything has to go into the system, or people’s personal records. You can teach and most great sailors by mentorship and LEADERSHIP, vs using njp, drb, xoi, etc.

6- Evals/fitrep system is COMPLETELY broken. EACH CYCLE is and should be independent of the previous one, and have nothing to do with it. “Progressing” and “improved superior performance” is crap. If I’m the best, and I leave one command and go to another- odds are, I’m the best there. Why do I have to come in as an MP so I can progress to an EP?! And if someone who’s been at the command longer than me was “pretty good” before I got to the command and was the EP, why is his career crushed, if I get an EP he moves down to an MP? EVERY CYCLE IS SEPARATE from the one before.

7- stop being risk averse. Let people make decisions and mess things up. Let JOs speak out at meetings, and question decisions… In the end, the CO is going to make the decision, but we have become a navy of “yes men,” and if I speak up, KNOWING I’m right, it doesn’t matter. “HEAD DOWN, MOUTH SHUT-PROMOTE”.

Complete a technical PhD outside the Navy, on my own terms, own time, and take control of my career.

Why leave? We are less about warfighting and more about the sanctification of the bureaucracy, careerism and political manipulation at the highest levels of government, and increasingly delusional about the reality and nature of today’s threats. Commanders do not command anymore – they are simply cogs in a greater machine, and when they get squeaky or deviant, are either smashed back into place or replaced altogether. Perhaps when we lose a few ships and subs in some yet unforeseen calamitous conflict, the Navy will rediscover it’s gritty purpose. Until then, not interested in playing full time! Two days per month will do it for me.

Does not look like any of my three COs were having any fun. Angry, plagued by so many regulations and directives that their hands are tied when it comes to being able to make decisions that actually affect people in any positive way. Submarine COs are no longer, and have not been for some time, the maverick independent actors given wide latitude in judgement – they feel the heavy hand of a cautious, risk-averse bureaucracy every day and night.

The Navy has a system set up for officers that essentially forces everyone who stays in long enough to lead more and more people and eventually lead an entire command. “Force” isn’t really the right word since if you do not show forward progression by leading more and more people as you progress through to the O-3 ranks, then you will not get promoted to O-4 and get booted out of the Navy. The Navy has to realize that not everyone who join the officer corps are meant to be leaders. Some can lead small teams but will fail when they are in charge of a larger group. Some have no desire to lead but instead want to spend their time as operators. The Navy has to be willing to accommodate different people’s character traits. If someone starts off their Naval career as an extraordinary operator, whether it’d be operating keyboards for a computer network operation, or standing engineering officer of the watch on a nuclear submarine, they should be allowed to remain at that level. Imagine how good they would be if that’s all they ever did and that’s all they ever wanted to do? Leadership and command isn’t for everyone and the career pipeline shouldn’t be catered specifically towards that. They should be given the option to stall at a certain level and have a successful and fulfilling 20 year career doing what they love. It’s unfortunate, the Navy will lose a lot of good talent to private industry due to the way the current system is set up.

I’m not sure

I started my career as a submarine officer and command was clearly not my goal because I was fortunate enough to transition into a career in medicine. I stayed in the Navy to pay for school and I enjoy the sailors in the Navy and would like to serve them. Aspiring to be the skipper of my own submarine didn’t interest me because it’s an extreme sacrifice of your time and life for a mission that wasn’t particularly rewarding. Driving boats and going on deployment for me didn’t justify the strain it puts on a family. It’s difficult to not sound bitchy talking about this because the overwhelming sentiment during my time on a fast attack was negativity. Alcoholism was a major problem for officers and enlisted alike, it was a toxic environment to be in. Some guys really liked being on a submarine, it’s certainly unique and the enlisted sailors on subs are generally great people who for one reason or another ended up enlisting instead of finishing college. For me I realized that the submarine force is just a job, and it’s a ****ty one. When you deploy you can’t communicate at all with home for months at a time, the work you are doing is usually tedious and is dictated to the letter by rules and regulations, and it’s thankless. Outperforming your peers meant you got more responsibility while the ****bags got less, and that doesn’t translate into better pay or faster promotions or a bigger bonus, just better fitters, maybe a medal, and eventually screen for rank and put it on a little faster. If you’re competent and work hard you can be infinitely more successful elsewhere, have a better family life, make more money, do work that is rewarding and maybe even helps others. That’s obviously specific to my own aspirations but I know a lot of guys who share that sentiment. The Navy is good at dangling a carrot for people and convincing them they have it good.

Too much guide by wire from upper echelons. Command by negation is nearly extinct in the surface fleet. Rather than reading the DIMs and executing smartly, we have Chat terminals and Voice over IP phones at every command and control station- including next to the CO’s chair on the Bridge – so his boss can take him in close control and essentially assume command authority instead of relying on him to execute IAW the “special trust and confidence” commensurate with his position of authority. I may stay for Command, but it would take a drastic change in culture to move back to trusting your subordinates… In our increasingly connected world and reliance on technology to execute C2 and avoid risk at any cost, I don’t think we’ll get there before I’m in the right-hand seat.

The Exit Interviews series provides an opportunity to capture and share the honest and thoughtful insights of those members of the naval service who have served their country well, and are either moving on to serve it in other ways outside of the service (the “exit interview”) or who have chosen to pursue higher rank and greater responsibility within it. It focuses on individuals who are transitioning out of the service or have recently gotten out, and those who have recently chosen to stay in past their initial commitment.

Much like an exit interview in the corporate world, we ask a series of standardized questions that are intended to be open-ended and solicit honest reflection. If you would like to participate, or you know somebody who would, please reach out to


LT Tony Butcher commissioned through Air Force ROTC in 2005, and received an interservice transfer to the Navy in 2007. While in the Navy, he served as a Supply Officer on a destroyer based out of Norfolk, followed by tours ashore in Diego Garcia and Australia. He transitioned from active duty in 2014, and is in the second year of MBA studies at the UC Davis Graduate School of Management.

Why did you join the Navy?

My grandfather and six of his brothers were World War II veterans, most of who enlisted in the Navy the week following Pearl Harbor. When I was entering high school, my Great Uncle Bill told me his stories on the USS San Diego (CL 53): most notably the ship’s 18 battle stars without losing a Sailor and being the first U.S. ship to sail into Tokyo Bay after the surrender. My high school in Monterey, CA had a Navy JROTC program, and a military community represented from the Naval Postgraduate School and Defense Language Institute. That exposure drove my desire to become an officer in the Navy.

My path to a Navy commission took a circuitous route. I attended a university with an Air Force ROTC detachment and commissioned in the Air Force in 2005. However, I came in during the height of USAF force shaping programs as they ramped up officer numbers anticipating an increased Congressional authorization that never came. I used that as an opportunity to negotiate an interservice transfer to the Navy, which was approved at the end of 2007.

What was your favorite part of serving in the Navy?

The old slogan “Join the Navy: See the World” says it all. Before serving with the Navy, I’d never heard of the Seychelles, wouldn’t have been able to find Santorini, and if I’d been asked where Sydney Australia was I would have pointed at Perth. There were plenty of not so fun places as well, but I wouldn’t have erased those as they contributed just as much to the experience I gained. My exploring different parts of the world ashore and on the high seas gave me an educational experience not available in any classroom.

What did you find most frustrating?

Career management. When I transferred to the Navy it was as a Student Naval Aviator. Unfortunately, I was found to be not physically qualified to continue with aviation and was redesignated to the Supply Corps. This was frustrating because I’d listed the Information Dominance Corps (IDC) communities as my preference. In retrospect, it seemed like my only shot to select for an entire career path and involved more about timing than desire and skill set.

When I got to my ship and earned my surface qualification, I submitted a lateral transfer package. Although the IDC communities had openings for my year group, the Supply Corps community manager refused to release me, citing management of his numbers. Two years later, the next community manager reversed course and my release was granted, just in time for the IDC manager to shut the door to my year group. Further, I’d completed Naval Postgraduate School (NPS) certificate programs in Network Operations, Space Systems, and Cyber Security Fundamentals that the IDC community had recommended, only to find that they seemingly made no difference in my efforts.

With my current MBA internship, the private sector has been happy to utilize the Navy’s investment in my skills obtained at NPS. For its part, the Navy got absolutely no return on that investment. I find it hard to take articles from 10th Fleet stating they want more people with cyber skills very seriously when the current personnel system repels people like me from getting in.

When and why did you decide to get out of the Navy?

Ultimately, I left due to the inability to pursue an IDC designator as discussed in the previous question. I’d been on the fence about staying in for a full career for a while, but I made the decision while participating in exercise RIMPAC 2012. I didn’t find the work on my watch station to be adding value and was never excited about roles in the Supply Corps. My most memorable role was actually on a 5th fleet ship deployment where my C.O. allowed me to qualify and stand watch as Surface Warfare Coordinator. Anyway, I had this moment where I looked around the watch center and realized I didn’t like who I was working with and there was nobody there I wanted to be like when I grew up.

The mentorship that I was after was also lacking. The mentor that my detailer had set me up with was great for providing me with career path specific advice, but I can’t say any took the time to know anything about me personally. That’s the experience I felt with most senior officers I dealt with throughout several afloat and ashore commands. I don’t think they were being cold-hearted, but I was left feeling like we were all just cogs in a machine. Everyone seemed too serially focused on the series of wickets they needed to hit to reach 20 years of service and retirement.

If you could change one thing about the Navy what would it be?

Overhaul the personnel system. Give more flexible career management, and modify the up-or-out promotion system. I worked as a liaison to the Royal Australian Navy, and observed they did not have the up-or-out policy, which didn’t seem to wreck their officer corps. The current officer promotion boards serve as a very narrow high year of tenure checkpoint and punish anyone that deviates from a predefined optimal career path. Finally, if a Sailor leaves active duty, they’re essentially gone forever aside from a contribution in the Reserves. If a Navy veteran acquires significant skills and experience in the private sector, there’s no opportunity for the Navy to make use of that in a full time capacity.

I am encouraged by recent statements by VADM Moran and SECNAV Mabus that change may be on the horizon. They seem keen to make reforms that will modernize the current officer year group system that constrains community numbers. However, many issues are driven by provisions of the Defense Officer Personnel Management Act (DOPMA) and will require action from Congress for change to occur.

What single most important lesson or piece of advice would you leave with naval leaders?

Take care of your people.

I have a statistics professor at my current university that says “show your guts, show your heart, don’t be just talk-talk.” Leaders need to take care of their people through actions, not words. Military justice comes with unique power that no other profession has over its people. With the power comes great responsibility to use it righteously.

In 2012, when several criminal incidents involving Sailors took place in Japan, the 7th Fleet Commander decided the solution was to restrict liberty across the entire PACOM theater. I still have not heard a rational argument that supports why Sailors in Singapore and Australia with no history of bad incidents were denied due process and punished. The Navy needs leaders that use their power wisely, not selfishly to protect their careers at the cost of the masses under their commands. Sailors suffering under such toxic leadership will lose faith in it, in turn weakening the mission, their retention, and ultimately the Navy. CDR Guy Snodgrass’s recent Navy Retention Study seems to back this up.

When I had the opportunity to lead, I used corrective action as a surgical tool and saw mass punishment as effective only in destroying morale. When my Sailors and Marines were getting their job done efficiently, I rewarded them with liberty wherever possible. Ultimately, I saw this improve their quality of life and morale, and created a healthy environment driving successful mission accomplishment.

What’s next for you?

My long term career intent is to become a Chief Information Security Officer. I’m halfway through an MBA at UC Davis and wrapping up a summer internship at a Fortune 50 firm. The role has been in a strategic technology management area which I would have liked to have held in the Navy. Once I’m finished with my MBA and re-enter the work force, I plan to start a part time M.S. in Computer Science with emphasis in Computer Security to further build on my NPS coursework and improve my core knowledge.

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