Archive for the 'Training & Education' Category
When you look in the mirror, are you satisfied with who you see? Are you one of those military officers who won’t speak out when you know something isn’t quite right because you don’t want to make waves? While these may seem like philosophical questions, no matter how junior you are or how long you have been in the military, if you don’t question your values and consider what you would be willing to sacrifice to take a stand, chances are you are going to miss the boat. The ultimate choice you will have to make in your tenure as a military officer is which fork of the road you will take- the road to rank and popularity or the road to the moral high ground.
By the time I was commissioned as a second lieutenant in the United States Marine Corps, I had been taught by my parents to stand up for what I believed in no matter what the cost. At that time, it would never have occurred to me that I would be relieved from command after 19 years of service for holding my Marines accountable and pointing out the existence of lowered expectations for females and gender bias on the Marine Corps Recruit Depot. However, I quickly learned that for all of our talk of core values and ethics in the Marine Corps, many individuals I served with were more concerned with being liked than making difficult but necessary decisions. Some careerist commanders demonstrated that when assessing leadership, the words “negative command climate” carried far more weight than an officer’s actual ability to hold subordinates accountable for conduct and performance.
To that end, the greatest danger facing the military is not ISIS, but the failure of leaders to do the right thing even if it means being viewed as a problem by their superiors. As military officers, we must be willing to make difficult decisions, even when they are not popular. We must be able to look in the mirror and be satisfied with the person we see. We must also be willing to accept the consequences of decisions made on principle.
This does not mean these decisions will be easy to make. We talk a good game in the military about taking risks and living dangerously but the sad truth is that all too often we do nothing to fight bureaucracy and red tape even if we know that doing so would be in the best interests of our subordinates, our service, and the nation. History has shown time and again that when organizations stop evolving, they stagnate and go the way of the dodo bird. It takes individuals questioning the status quo to speak truth to power. Speaking up when something isn’t right can be uncomfortable and may cause others to view you as a problem. But it will allow you to know that you stood for something and that you set the example for your subordinates.
While there is a fine line between stating an opinion and disobeying an order, as military professionals, each of us owes it to our subordinates and the nation to question authority when we know what we are being told or what we see directly conflicts with our moral principles. We must consider whether we want to be likened to Marine Corps Lieutenant Colonel Ollie North or Air Force Colonel John Boyd. Lieutenant Colonel North is known for being a patsy who illegally sold weapons to the Contras, shredded classified documents to hide the paper trail, and lied to Congress during his testimony about the Iran-Contra Affair. Surely he knew each of these actions was morally and ethically wrong, yet he never spoke out or refused his orders.
Colonel Boyd, on the other hand, was known for being a candid strategic thinker and change agent who was willing to upset the apple cart if it meant saving lives and winning battles. In talking to his subordinates about the career fork in the road each of them would face, Boyd stated that they had two choices. “You will have to make compromises and you will have to turn your back on your friends. But you will be a member of the club and you will get promoted and get good assignments. Or you can go [the other] way and you can do something – something for your country and for your Air Force and for yourself … If you decide to do something, you may not get promoted and you may not get good assignments and you certainly will not be a favorite of your superiors. But you won’t have to compromise yourself …”[i]
As military leaders, we must have the moral courage to make difficult decisions in the interest of our subordinates, our service, and our nation, no matter what the consequence. We must recognize that service is not about being popular and liked, but is about getting results. As Colonel Boyd said, “To be somebody or to do something. In life there is often a roll call. That’s when you have to make a decision. To be or to do?”[ii] Which road will you take?
[i] Brett and Kay McKay, “John Boyd’s Roll Call: Do You Want to Be Someone or Do Something?”, http://www.artofmanliness.com/2014/01/22/john-boyds-roll-call-do-you-want-to-be-someone-or-do-something/, (22 January 2014).
[ii] McKay. “John Boyd’s Roll Call”.
The laws and norms surrounding the movement of economic goods across geopolitical boundaries are well-defined. By contrast, the ability to create and manipulate information has become ubiquitous and robust legal frameworks governing how state actors, individuals, and institutions interact with the information ecosystem do not yet exist. This creates risk and opportunity for state and non-state actors looking to devise new information manipulation tactics and make claims on this evolving space. Information control has always been a key component of strategy; however the current speed of evolution provides an advantage to potential disruptors, who do not have sunk costs in existing expensive processes and techniques. Whereas during the medieval period, a limited number of literate clergy had the ability to control the information space (which was explicitly linked to the capacity to wage war), today both state and non-state actors, no matter how marginal, have the ability to contribute to the information battlespace. Even a single, well-placed YouTube video, such as the beheading videos released by ISIL can influence military response.
Information is a non-rivalrous commodity, which should fundamentally change military investment profiles. In FY10, the United States spent $160B for the wars in Iraq and Afghanistan, compared to CIA estimates of Al Qaeda’s 2010 operating budget of $30M. Despite 5,000 times more investment by the US, Al Qaeda continued to expand its influence throughout the region with involvement in Yemen, Russia, Syria, and by facilitating the eventual destabilization of Iraq. In the information age, spending and traditional military definitions of success no longer correlate with stable end states. It is more difficult to characterize 21st century conflicts in terms of definitive winners and losers than traditional industrial conflicts. It follows that post-industrial, digital-age conflicts will be characterized by informational pluralism, and that single source-point information control is no longer viable for military organizations.
The Department of the Navy’s (DON’s) information construct is currently divided along two objectives. One objective is to disseminate propaganda about the DON’s agenda and operations to a small circle of military-industrial and congressional elites who can afford 4-digit subscriptions to defense publications. The approach is not only fundamentally undemocratic, but also flawed in its assumption that “authoritative information” flowing out of the Navy information channels actually holds value in the information economy. The Navy information organization relies on humans to do the searching, processing, and dissemination of information, while most private-sector organizations, rely on advanced algorithms to fulfill these functions. Relying on humans results in slower processing speeds, increased error rates, and the bias that occurs from having associative, rather than random access, memory. Humans are subject to confirmation bias and will continually reinforce existing hypotheses with new information, rather than allowing the data itself to guide conclusions. In a world where decisions are made based on multiple sources, curated by digital systems, human-centric, centralized information systems are decreasingly relevant.
The second objective is to manipulate the information space as it is perceived by our adversaries, via network operations and psychological operations, for example. However, the efficacy of this construct is challenged by adversaries, many of whom recognize that they can achieve strategic objectives at minimal cost by creating a multiplicity of equally viable perceptions within the information space. While the US Navy continues to rely on an outdated approach to information, countries such as Russia and China understand how to apply pressure to their adversaries by insidiously manipulating information through a broad range of channels. This is evident in Russia’s substantial investments not only in internal propaganda machines such as RussiaTV, but more disturbingly Washington D.C. think tanks and London banking. Similarly, China’s ability to map connections and place pressure on individuals through data gathered in the OPM breach clearly indicates how information is valued in the Chinese defense paradigm.
The primary goal of the current battlespace information agenda is to have real-time ‘perfect’ information that is consistent from the tactical to the strategic level—the battlefield equivalent of the Waze app for traffic or Uber for transportation services. These capabilities are being developed using today’s information paradigms and technology, although they are unlikely to be operational for several years. However, with minimal investment, unsophisticated actors have the ability to disrupt this approach by making it impossible to distinguish real from fabricated threats. This is comparable to populating the Uber app with fake cars, eliminating users’ ability to distinguish between real and avatar drivers and therefore efficiently travel between points. The Russians demonstrated this approach in 2014 when they flooded social media channels with false reports of a chemical spill in Centerville, Louisiana. Optimizing the battlefield information ecosystem for real-time, perfect information piped through singular channels creates tremendous vulnerabilities when the potential for information oversaturation by an adversary is high.
Often times, DON assessments of novel approaches to the legal uses of information and weaponization (notably the use of disinformation) devolve into rights-based arguments focused narrowly on injunctive norms and “ethical” applications of information within defined legal realms such as intellectual property and privacy. While important, these conversations amongst military and political leadership often contribute little in terms of practical solutions and tend to overlook evolving challenges within the information space. The DON has been efficient in developing sweeping statements about the “importance of information” that never get adopted locally, while our adversaries continue to experiment with novel approaches in the information space. The military is the catastrophic backstop for the United States, and as adversaries invest aggressively and disruptively to control this evolving space, the DON will undoubtedly have a role to play in informing future frameworks and tactics.
In order to influence the information space, the DON must make investments in global cultural understanding. Cultural proficiency within the information space is not only paramount to generating information that produces the desired effects, but also critical to the DON’s ability to effectively mine the data of our adversaries. Effective use of information requires first-hand knowledge and cannot be outsourced to the intelligence community or communicated through powerpoint briefs. It requires understanding consumption habits, means of ingestion, and technical and semantic characteristics of information in a particular context. Close collaboration and immersion is necessary to understand subtle cultural constructs and the DON must grow this expertise or develop partnerships to provide the depth and breadth of cultural understanding across the DON needed to function in the information age.
Secondly, perhaps the greatest threat the DON faces is having its information ecosystem saturated with disinformation, or false positives. This mandates the use of advanced algorithms to parse the information ecosystem efficiently. Complex models and algorithms are often more art than science and heavily influenced by their creators. This capability must be developed organically, allowed to grow, and continually adapted by experts and integrators. This is a way of thinking that has become a core capability in an information world that resides in a small subset of synthesizers. It is non-transferable, cannot be trained, and cannot be outsourced. The DON must invest in finding and cultivating this unique set of talents. The US Navy must acknowledge its role and invest accordingly or it will find itself increasingly unable to compete on the information battlefield.
If you look up the word “equalist” in Webster’s Revised Unabridged Dictionary, you will not find it. As I write this article, the word is underlined in red squiggles which, interestingly, not only highlights its grammatical inaccuracy, but also its significance on the page. Urban Dictionary defines the word as “one who defends the rights of all, without discriminating against the opposition’s rights.” I look at myself and see an equalist. I also see a First Lieutenant in the US Marine Corps, a leader in my local community, a lover of people, and a woman.
I do not need to ask my fellow women military personnel—of any rank—if they too describe themselves as equalists. I know the answer. These women desire one thing in their personal and professional lives: equal opportunity to show their talents and pursue their goals. While these goals and talents are as diverse as those of the male military personnel, they also represent the beautiful individuality of the women who make up less than 15% of the armed forces. We do not want to be given a “hand;” we do not want to meet anything less than the standard; and, we do not want to discriminate against anyone else in the pursuit of our own success and happiness. We just want the same chance.
In our effort to succeed in our military work life, Sheryl Sandberg’s Lean In: Women, Work, and the Will to Lead has become one of our great guidebooks. Without a hint of feminist rant or cliché, Ms. Sandberg nails it. With intuitive understanding of the way women see themselves generally, she identifies what has held us back from becoming the fine leaders we can be, and then provides a nice roadmap for demolishing our own “glass ceilings” and getting there – even in that tritely termed “man’s world.”
The phenomenal success of the Lean In philosophy has been subsequently embodied in the “Lean In Circle,” developed in recognition of the reality that life’s challenges are more eagerly and effectively faced when we have support, rather than “going it alone.”
The Lean In Circle is becoming an increasingly valuable mentoring program for the military because of the well-known challenges that have faced women in this choice of career. These groups offer young women – and men as well – an opportunity to get together and talk. In these forums, the new generation of women military personnel meet with more senior women that have experienced the same doubts and obstacles. Insecurities can be discussed without fear of judgment, and strategies developed for personal success.
The proof, as they say, is in the pudding. Lean In Circles are popping up on military bases around the world, both in garrison and deployed. Even the academies are getting in on a good thing. My alma mater, the U.S. Naval Academy, now has eight Lean In Circles, and circles are in place at the US Air Force Academy, and the US Military Academy.
One of the most notable side effects of leaning in is the way military women are more likely to actively seek and absorb inspiration in our daily lives, even beyond the circle. For example, I recently attended a conference to recognize the “Report on the Status of Women and Girls in California,” published by Mount Saint Mary’s University. The acclaimed actress, Geena Davis, founder of the Geena Davis Institute on Gender in the Media, said something I now try to live by as I lean in: “If you can see it, you can be it.” Applying this model to the military, I believe that if you can meet it, you can believe it!
While I know it will not happen overnight, in the short 20-year span that I have experienced the military, first from the perspective of the daughter of a Marine Captain and sister of a Marine mortar man, to my own first-hand experiences as a Marine Officer, I have seen the Marine Corps – and other services as well – make strides toward eliminating gender bias and promoting a more equal playing field. For example, the Marine Corps has indicated its policy commitment to better representation of women among its top leadership – the current number of women Lieutenant Colonels and above is not nearly acceptable, and I am confident that this will one day change.
Thus, it appears to me that, while women in the military are leaning in toward a better future for themselves and their families, the military is making an effort to lean in as well, and needs to continue on this path. If we are going to work toward an environment free of gender bias – where Marines are Marines and not labeled as female or male first – then we junior women must take responsibility to seek mentorship from our leaders. This includes not only our “older and wiser” female leaders, but also our male leaders, whose unique perspective can be most valuable. And, those leaders must feel charged to share their own experiences and advice with the goal of success for all.
We know that formal policy changes and implementation of mentoring programs will not alone solve the issue of gender inequality within the armed forces. But, they are a great start. These efforts, coupled with the passionate support of top commanders, down to most junior enlisted, will eventually result in a military culture that recognizes the unique value women bring to the force. Women will then embrace the opportunities they feel they lack now, and women representation in the armed forces will rise.
Imagine what the US military will look like when we all lean in together.
Coming from the private sector I was struck by the conspicuous lack of female voices participating in SECNAV’s Taskforce Innovation (TFI). Women currently constitute less than 10% of The Hatch innovation crowdsourcing community and innovation organizations like the CNO’s Rapid Innovation Cell (CRIC) have been overwhelmingly male. The women involved in TFI have provided a disproportionately large contribution in terms of content, commitment, and ability to catalyze larger networks, highlighting the need to cultivate more women innovators. The value of women innovators has been demonstrated in the private sector, where according to a Kauffman Foundation report women technology entrepreneurs achieve a 35 percent better return on investment than male counterparts.
Both in the private sector and the military women have worked to be recognized for their skillsets alone, often by attempting to remove gender from the equation. The Department of the Navy (DON) diversity agenda has largely focused on eliminating differences in perception and opportunity between the genders, such as opening all operation billets and gender-neutral uniforms. The DON may have moved beyond the active intent to exclude or discriminate, but cultural norms still prevent women from fully contributing to activities that take them off the prescribed path.
Scarce numbers increase visibility and scrutiny, and humans are less likely to try things when there is a potential of being threatened. As Sheryl Sandberg and Adam Grant pointed out in a Jan 2015 New York Times op-ed, when male executives speak up, they receive 10% higher competence ratings; when female executives do the same, their ratings from their peers are 14% lower. In male dominated fields men and women are held to a different standard when it comes to proving initial competence. Men are assumed competent at the core functions until proven otherwise, whereas women are forced to spend time proving core competence prior to being allowed to push boundaries. One private sector manifestation of this is the fact that women are often excluded from positions on technology boards because they lack STEM backgrounds, however a significant proportion of the male board members of technology companies also lack STEM backgrounds, but are assumed to be competent.
Innovation requires the ability to question norms, synthesize different views, and collaborate to develop unique and powerful solutions. Diversity is the DNA of innovation, but the current DON focus on diversity is simply about bringing women to the table, not providing the environment to ensure they are included in the conversation. Inclusion is about ensuring diverse voices are heard, recognized, and rewarded. Below are three suggestions for more fully incorporating women innovators throughout the DON.
An often cited Hewlett-Packard internal report found men apply for jobs when they meet only 60% of the qualifications, but women will not apply until they meet 100% of them. The fact that women make up less than 1% of writers at the Naval Institute Blog is likely an artifact of this fact. Women are less likely to present ideas in progress in a male dominated environment. Encouraging women to innovate requires creating safe space to develop ideas and experiment. Additionally, creating a sense of community where women can talk openly and take risks without being judged prematurely is critical. Women specific initiatives, such as discussion groups and women in writing week, can create the sense of community and the critical mass necessary to push women innovators into taking risk.
Research also shows that when women come to the table the ideas are more likely to be more developed comprehensive solutions. Innovation programs need to ensure they are not primed to give more consideration to ideas that are brought to the table first.
Support the First Followers:
Derek Shivers gave a TED talk on how the first followers are critical to starting a movement and transforming a lone nut into a leader. In a hierarchical organization followers are generally those that have less authority and influence than their superiors. They may try and get along to preserve career or simply because it is the path of least resistance. Leadership in the innovation space is being the lone nut, a place women are often uncomfortable in that role due to the reasons discussed in this blog post. Good followers are the key to driving innovation. They empower people, remove obstacles, and catalyze implementation. They support good leaders and are willing to actively oppose bad leadership. Valuing, actively encouraging, and rewarding first followers are critical to the success of any innovation agenda and give those outside of the cultural majority a place to engage, refine ideas, and if desired step into leadership positions.
As an organization the DON spends a significant amount of the manpower effort getting the workforce to a minimum acceptable standard. This was critical in an industrial era military when force structures were optimized for homogeneity and interchangeability. However, research suggests that the most successful individuals capitalize on their innate dominant talents and develop those strengths by adding skills and knowledge. Rethinking who and how people come together to collaborate and solve problems is critical to avoiding group-think, a condition which has created past national security failures. Innovation requires intentionally cultivating views that are outside the cultural norms.
In order to be an innovative organization, the DON needs to embrace the fact that individuals have different strengths and weaknesses and that a model based on interchangeability is not tenable in today’s world. There are biological distinctions between the genders, it is a fact, and not something organizational conversation should shy away from. Scientific breakthroughs occur in teams with more women because of increased creativity and fresh approaches and according to research published in Science increasing the collective social sensitivity by adding women increased the collective intelligence of teams. Creating a culture that values individuals and emphasizes organizational constructs that maximize cognitive diversity will allow the DON to maximize the innovative potential of its workforce irrespective of gender.
The views expressed here are those of the author and do not necessarily represent or reflect the views of the Department of the Navy.
In the interest of full disclosure, I, too, have missed a few elections. I was more interested in buying lottery tickets at eighteen than casting a ballot, and I have come up with more than a few ways to justify why I skipped out on my constitutional right to democratic participation. But after less than a year in a job at the intersection of the military and our system of government, I am convinced that missing even a single election is one too many. There are far too many prevailing myths that might explain why service members choose not to vote – and it is a choice. Here are just some of those that I have heard over the past five years – all paraphrased, and some heavily exaggerated to try and draw out the true reasoning (also interpreted by me.) But if you don’t feel like reading the whole list, I can summarize it for you. They predominantly fall into three camps: “it’s too hard,” “all of my options are terrible” and “I’m lazy/I don’t care.”
For your enjoyment (or horror…):
1) I haven’t been keeping up with current events; I would be an uninformed voter. I’m really busy.
2) I don’t even live in the state where I am registered to vote. Haven’t for a decade. Probably won’t even go back either (don’t tell Mom.)
3) I used to vote by absentee ballot, but I stopped dealing with that hassle when I found out my vote wouldn’t count unless there was a less than 1% winning margin. I still tell people I vote though.
4) I don’t want to register to vote in the state where I am stationed, because I will lose XYZ benefits of keeping my home of record. (Usually some form of tax exemption.)
5) I have to work on voting day – I’ll be in the office before the voting stations open and until well after they are closed. It’s just not convenient. I mean maybe if there was a polling station on base? I actually have no idea where the polling station is though. Or –
6) I’ll be in the field/on the ship/on a det(achment) on voting day. Or –
7) Deployed on voting day, and the one after that, and the one after that. I’m really busy.
8) No, but seriously, I don’t even know where my voting station is. I moved here last week. And I’m moving again before the next election, so… I’m really busy.
9) School Board Election? You’re assuming I have kids, or will have the opportunity to have kids one day. I’m not even married, slow your roll.
10) As a member of the Armed Services, I serve at the pleasure of the Commander-in-Chief, the President of the United States, and to cast a vote for his or her opponent, then see my chosen candidate lose, would inspire me with a profound resentment towards the individual who will ultimately (or continue to) lead me. I wouldn’t be able to follow any orders from any authority after that; I couldn’t deem them lawful – I mean, I would have voted for someone else. #notMYpresident
11) General election? Midterm elections? What are those? Oh local stuff – not interested. See 1, 2, and 3.
12) The Presidential race? Now that’s something I can get interested it – I love those debate drinking games! Oh, but I really can’t stand watching the news, I don’t like any of the candidates, all politicians are awful, who’s running this country anyway? I’m really more of an Independent, so I’m just going to abstain, in protest of our dysfunctional political system.
I want to break down a few of these; we’ll call them “justifications.” Because I’ll assume that you might, too, feel guilty after complaining about your local, state, or federal representation, when you realize that you have no idea who they are, nor did you have any say in that – by choice.
Starting on the issue of accessibility – and admittedly at the risk of going down a rabbit hole of absentee balloting issues and assuming you want to play a role in your local or state level government – I’m going to briefly highlight a few things going on in the ever-changing field of voting rights, then we’ll move onto heavier topics.
First off, this is a one-stop shop for the “long distance voter” and (spoiler alert) military members and their spouses meet this criterion (by law) for federal elections, no matter which state you click. Also, you may be registered in Washington, Colorado, or Oregon – which would make you the lucky resident of an “Mail Voting” State, wherein, according to the National Conference of State Legislatures, “a ballot is automatically mailed to every eligible voter (no request or application is necessary), and the state does not use traditional precinct poll sites that offer in-person voting on Election Day.” And these states have instituted vote-by-mail procedures for specific types of elections, but even more tremendously, these states (and DC) have “No-Excuse Absentee Voting” which means, you don’t need to have an excuse, but now (I think) you have #noexcuse. Finally, like subscriptions for GNC products, some states have made it possible to opt into a “permanent absentee voter” pool, wherein your ballot will be automatically mailed to you before all elections. Because who has time to order more protein – I mean, another ballot – from the field?
Using the Long Distance Voter tool (thank you, Internet), you won’t be surprised to find that there are specific steps (sometimes several) required to get to the point where you can drop your ballot, and many times, there is an in-advance-of-elections deadline for registration. But these states (and DC!) have online voter registration, and the Federal Voting Assistance Program specifically exists to help you – a member of the Armed Services – with the other 38.
Now, to the “All my options are terrible” camp. I’ve convinced you that it’s possible to participate in the democratic process, but you still don’t want to? You are not alone, but then again, you are EXACTLY who SHOULD be participating at – not avoiding – the polls.
On the issue of a conflict of interest, whoever is elected will be your President and Commander-in-Chief, whether you voted for him or her or not. As a civil servant, you have two responsibilities – albeit sometimes seemingly in contradiction – both in service to national security and as a citizen in your community. Insisting that the elected official in the highest office in the country is #NotMYPresident is inaccurate, and disrespectful to the entire executive administration. And in your case, probably insubordinate. Stop.
On the issue of representative choice and being an “Independent” – great! So you:
- … have concerns about your options, and you want to influence the process to have better ones – vote! Oh you can’t, because there aren’t any “I’s” running? How about a moderate during the primary season who could potentially unseat someone who could otherwise pull your would-be party (doesn’t matter which one) to an extreme you dislike. Because unless you are registered in a state where you can vote in either party’s federal primary regardless of your party affiliation (known as “open primaries”) registering as an Independent may shut you out of the primary process altogether.
- … came to the conclusion that you are an Independent because you are legitimately so moderate that you can’t pick a camp – but you swear you’re not just confusing “Independent” with “apathy” – vote anyway! See above. Don’t worry, you can still tell everyone you “identify as politically independent” and join 43% of the United States population who feels the same way.
- … still hold to “my vote never gets counted anyway” either because it’s an absentee ballot, or I’m a registered X in a predominantly, non-competitively Y state? All I can say is that things change, and while there may be an anticipated election outcome, the unexpected could happen instead. Because demographics change, and redistricting occurs, and most of all, people show up to vote. Even if they think it won’t matter, because that’s what the polls had been saying. But if not to actually have your ballot counted, there’s one more reason to vote…
Credibility. If you are in the “I’m lazy/I don’t care” camp, then you are really saying, I don’t have any opinions about anything except reality television. But as someone who chose to serve, I highly doubt it; in fact, I would bet that you have very strong opinions. And you have opinions about things on which are rarely legislated, and/or that affect you personally, and/or your family, and/or the country at large – you do care! You probably have a thought or two about the way that the military is resourced, or how we take care of veterans – young and old – and which bases are built up and which ones are torn down. Only you will know if you voice those opinions – out loud or on social media – without ever having taken the time to cast a ballot for anyone, anywhere, but you will know. And you will be, literally, incredible.
So, for the first time I will use the word “easy,” to say that I know there is nothing easy about the process, particularly as a member of the military – because you really are busy. It will take time, energy, and thoughtful consideration. You will have episodes of frustration, and you may feel like giving up, (repeatedly, there are many elections) but to do so is only to alienate yourself from the result, and deny yourself the credibility in trying. And there’s no excuse for that.
*Disclaimer: I am not encouraging any activity that would “use official authority or influence to interfere with an election, affect the course or outcome of an election, solicit votes for a particular candidate or issue, or require or solicit political contributions from others.” There is a distinct difference between participation and exhibition. This is a pitch for quiet, thankless civic participation, even when nobody is watching, or even because nobody is watching.
 Alabama, Arkansas, Georgia, Hawaii (Open primary for state, local, and congressional races; caucus system for presidential races), Massachusetts (All races’ primaries open for “unenrolled”/unaffiliated voters only), Michigan, Mississippi, Missouri, New Hampshire, North Carolina, North Dakota, South Carolina, Tennessee, Texas, Vermont, Virginia, and Wisconsin.
We are part of the CNO’s Rapid Innovation Cell, a group of junior personnel charged to bring rapid prototypes and emerging technology to the fleet. Part of the job is acting as agents for innovation, and as a result, we meet with organizations in the civilian world and government who are pushing boundaries, building new tools, and making the tech of tomorrow a reality today. When we visit new companies and organizations, we try to capture the principles and characteristics that make them effective.
On our most recent trip we visited Scaled Composites, a small aerospace engineering company based in Mojave, California that produces custom aircraft from concept to flight. Our key takeaway was that the company’s value proposition is built on a passion for aviation, and using bold materials and groundbreaking design engineering to overcome technical challenges. This has been the company’s passion since the beginning, resulting in a number of innovative projects, including winning the $10 million Ansari X-Prize in 2004 for a suborbital space flight in SpaceShipOne, the first privately built manned spacecraft. We liked that they do not limit themselves to traditional aircraft designs and construction techniques, as shown by one of their ongoing projects, the StratoLauncher. Designed to launch a payload into low earth orbit with more flexibility than traditional launch systems StratoLauncher will be the biggest airplane ever built.
From the beginning, it was clear that we were dealing with something different. We met the President of the company, Kevin Mickey, early on a workday, and most of us didn’t realize who we were talking to, until he passed out his business card and showed us a company overview slideshow with his title on it. The contrast to our own naval culture was readily apparent. There was no entourage, no aide or executive assistant hovering around to serve his every need, and he insisted on talking on a first name basis, making us feel completely at home.
After an hour-long discussion on the company, its mission and culture, and how they are pushing the limits of aircraft material and design, we toured the factory floor and saw their unique corporate culture in action. The company’s corporate values showed through, from Kevin knowing his employees by first name and greeting every one we passed, to the close working relationships and collaboration we saw between the shop workers and engineers. This was clearly a company that places its people first, in pursuit of solving big technical challenges.
Walking the floor and observing the manufacturing process, the group asked whether given the name, the company and its employees had a special passion for building with composites. Surprisingly, the answer was no. The materials used by Scaled Composites are actually conventional in the world of composite engineering. The company uses composites for the simple reason that building with them is the quickest pathway from design to flight, and allows rapid progress in short timelines.
Mojave is a desolate place. The town is dry, windswept, and has a population of fewer than 4,000. Scaled Composites attracts employees by giving them interesting problems to solve, and keeps them by continuing to challenge them with rewarding projects. Of the 550 employees in the company, over 60% are pilots themselves, and work on aircraft as a hobby. After building and fling aircraft all day, it is very common for employees to then go home and continue building and flying their own personal projects. Project teams are purpose-built around customer problems, and deliberately small and collaborative. There is a large amount of latitude for individual employees, based on a trust that they are trying their best to work for the company and to deliver a high quality product for the customer.
The company’s management exists to keep barriers away from the employees on the factory floor doing the actual work of the company, and serving the needs of its people, in order to put out a better product, more quickly. An interesting concept we discussed was the idea of the company being successful because of all the things it is not doing. This includes eliminating unnecessary process and oversight, preventing too much of an employee’s time from being spent in meetings, and undue reporting requirements to the corporate management. They quickly get rid of anything that gets in the way of employees designing and building aircraft.
In discussing oversight, questions of risk tolerance and failure came up. Kevin related that in building inventive aircraft and in providing latitude to engineers and floor workers, failure does occur. But what differentiates them from traditional development processes in, say, the government, is that they focus not on elimination of failure, but rather on ensuring they fail early in a project, and for the right reasons. An honest mistake is not punished, with the idea that an employee who makes a mistake for the right reasons is actually very unlikely to fail that way again. Negligence can’t be tolerated, but whole-scale risk aversion is toxic for a group. A key reminder for us was that if progress is going to be made, a healthy culture of risk tolerance is critical. At Scaled Composites, the atmosphere is anything but “zero defect.”
Overall, what lessons did we learn, and how can we in the Navy and Marine Corps apply them? This is an interesting question, since Scaled Composites is a for-profit company, with a mission of financial gain through deliverance of the best product it can. Meanwhile the military exists to win our nation’s wars, without a commercial profit motive. But there is one overriding commonality we observed: in both of these seemingly disparate missions, the people should come first. If you encourage a culture that questions boundaries, provides an intellectual challenge, is willing to reward boldness and even encourages failure in the pursuit of overcoming challenges, you attract and develop the kinds of people who dare to fail and drive outsized success when they win. This culture develops boldness, creativity and audacity that lead to considering more and bigger ideas, and cultivates people willing to try these ideas. As a result of this focus on people, Scaled Composites has been able to deliver a consistently high level of quality and breadth of products. For a military organization, a focus on people will result in enlisted and officers who aren’t afraid to act boldly and accept risk in accomplishing a mission. This will enable the capability and capacity to ensure we are building combat-ready forces in peacetime in order to win decisively in times of conflict.
In the military, we put our people first. Said another way, our people are the most important tool for winning wars, ideas are next, and the technology we use serves both. This is an oft-repeated paradigm, and while we aren’t perfect in following it, it has been proven true time and time again, throughout history. We must ensure we keep this focus. Wars are won by commanders with the vision and boldness to make hard decisions, and by Sailors, Airmen, Soldiers and Marines with the courage to carry those actions out. This paradigm is hardly unique to the military however, and we can learn much from people and organizations outside the DoD who share this commitment. In Scaled Composites, we saw just that. The company’s bold vision, failure tolerant and risk accepting culture attracts, and more importantly, develops and retains the type of employees who are comfortable with risk. Inculcated in a “dream big” culture, employees are encouraged to think boldly and pursue radical ideas. From this milieu of people and ideas, new technologies and airplanes are born, with many failures, but with enough successes that the company remains on the leading edge of the aeronautical field. The big successes that have put the company on the map, such as introducing manned spaceflight to the private market, are a testament to the philosophy of supporting and challenging their people. Scaled Composites is a model that is hard to ignore, and a valuable example to the Navy.
With the recent spate of media attention on the firing of LtCol Kate Germano and the separate physical standards that female Marines have been held to for years, I feel the need to clear up some misconceptions, particularly those that hold that female Marines prefer lower standards and that such standards in any way benefit the Marine Corps.
I have been a Marine for over 17 years. Prior to my commissioning, I was a midshipman for four years. During those 21+ years, I have never heard a single female Marine express satisfaction with any physical standard that was less than that required by the men she served with, nor have I heard a female Marine express a desire for separate and different training. On the contrary, the prevailing attitude among women has repeatedly held that lower, easier standards for women were stupid, made women seem weaker and less capable, and were in the end downright dangerous, and that integrated training is the only way to go.
Over the past month, stories about LtCol Kate Germano’s “agenda” have been circulated in the news (her agenda seems to be all about holding women to the same standards as the men, seeking gender-integrated training, and similar supposedly tough demands). While I cannot speak with authority about the specifics of an “abrasive” leadership style, I can certainly talk about her complaints regarding the separate—lower—standards applied to female Marines. In fact, I am beginning to feel like a broken record. And in conversations I have had over the past two weeks, it seems many women, both those currently serving and those who have left the military, feel the same way. See my past posts about the PFT and pullups for some past discussion.
So to make this perfectly clear, women by and large do not appreciate, deserve, or desire different physical standards to be a Marine, nor do they benefit from them. Female Marines do not clamor for lower standards, don’t seek simply to achieve the minimum of said lower standards, and rarely speak approvingly of such standards. Those of us serving today did not create the existing standards, and do not benefit from their existence. On the contrary, we repeatedly and vocally deplore the lower standards applied to women (70-second flexed arm hang? Red boxes on the O-Course?), and have described the implications of lower standards as restrictive, dangerous, and biased.
Lower, different physical standards for women are restrictive, because they teach women and men alike that women simply aren’t capable of tougher physical achievements. Higher standards may be tough to reach at first but they are reachable, and by holding expectations low we are just teaching that that’s all we can expect from women.
Lower, different standards are biased, because they separate Marines into two categories based on nothing but stereotypical beliefs that certainly don’t apply easily to any individual, male or female, who decides they want to become a Marine. Seriously, who wants to become a watered-down version of a Marine? We wanted to become Marines because of what Marines stand for. We didn’t want to become half-Marines, or Marines with an asterisk. We wanted the whole deal.
And above all, such standards are dangerous, because they call into question the abilities of female Marines based on externally-held beliefs about what those Marines are capable of. And really, the danger goes much deeper than that. I co-authored a Proceedings piece about that some time ago.
Why are separate standards for women there? Read First Class, by Sharon Disher, or Breaking Out, by Laura Brodie, to get an idea of how those standards were set and who really was asking for them (hint: it wasn’t the women trying to join the academies or VMI. It was the middle-aged men making the decisions and regulations.).
So to sum up: separate and unequal physical standards help no one and endanger everyone; most of us do not want or need separate standards; and the Marine Corps would be better with one standard for Marines based on the needs of the job. Stop blaming female Marines for being subject to lower physical standards, and start listening to them when they say they don’t want them. For crying out loud, we have been saying it long enough. That is all.
Please join us at 5 pm (EDT) on 9 August 2015 for Midrats Episode 292: The Force of the Future w/Acting Under SECDEF Brad R. Carson:
If people are your most important asset, as the hardware people look to a future of F-35s, SSBN(X), and the FORD Class CVN, what are the steps being taken to set of the personnel structure to address future requirements?
Our guest to discuss this and more for the full hour will be Brad R. Carson, Acting Under Secretary of Defense for Personnel and Readiness.
Mr. Carson was appointed by President Obama to serve as the Acting Under Secretary of Defense for Personnel and Readiness on April 2, 2015. He currently serves as the 31st Under Secretary of the United States Army and Chief Management Officer of the Army.
He has previously served as General Counsel of the Department of the Army Special Assistant to the Secretary of Defense, member of the U.S. Congress representing the 2nd Congressional District of Oklahoma, academia, and a lawyer in private practice.
His military service includes a deployment in support of Operation IRAQI FREEDOM December 2008 until December 2009, as a United States Navy intelligence officer.
Mr. Carson holds a bachelor’s degree in history from Baylor University, Phi Beta Kappa. He received a bachelor’s and master’s degree in Politics, Philosophy and Economics from the University of Oxford, where he was a Rhodes Scholar. Mr. Carson also holds a J.D. from the University of Oklahoma.
Please join us at 5pm (EDT), 2 August 2015 for Midrats Episode 291: Nashville, Omar, Nigeria and Kurdistan, Long War Hour w/ Bill Roggio
This summer, the terrain shifted in the long war that we thought we needed to bring back one of our regular guests, Bill Roggio, to discuss in detail for the full hour.
Bill is a senior fellow at the Foundation for Defense of Democracies. Bill is also the President of Public Multimedia Inc, a non-profit news organization; and the founder and Editor of The Long War Journal, a news site devoted to covering the war on terror. He has embedded with the US and the Iraqi military six times from 2005-08, and with the Canadian Army in Afghanistan in 2006. Bill served in the US Army and New Jersey National Guard from 1991-97.
Mabus announced a plan to boost the sea service’s enlisted female recruitment efforts to at least 25 percent of all accessions during a mid-May speech at the Naval Academy in Annapolis, Maryland. The move, he said, will help attract, recruit and retain women in communities in which they are underrepresented.
“[We] need more women in the Navy and Marine Corps; not simply to have more women, but because a more diverse force is a stronger force,” Mabus told an auditorium of midshipmen.
“I’d like to do better than that,” Mabus told reporters Tuesday following an address at the American Enterprise Institute in Washington. “I think that one in four is a floor, not a ceiling, and if people keep using one in four, I think it’s going to be.”
“The services have got to be friendlier when you come in, because even if you get enough women, we’re losing too many between eight and 12 years,” he said.
In the last month, our Marine Corps provided those who were watching both an object lesson and a case study on how an organization can tear itself apart when it decides to operate under self-contradicting priorities – priorities that do not share the same understanding of what the goals are.
Like people, organizations can get by for a length of time in self-contradiction, self-delusion, and ultimately self-destructive behavior; as long as it is small and does not have a major impact on the end result, or can be mitgated with a little slight of hand.
They can live multiple lives and promote nested systems under a polite agreement to keep the contradictions below the surface and both sides agree that that larger of the two will work harder to mitigate the contradiction of the smaller. As we Southerners like to say, a polite pretense.
There comes a point of inevitable friction when one party decides to not live by the agreement, or the smaller party gets unmanageably large – or both. There is a point someone stands athwart the whole arrangement and yells, “Halt.” Then the brewing conflict breaks out in to the open.
The organization makes a decision to pretend that the conflict is not there, or can be managed as before. The comfort of the “now” remains the priority, the unknown discomfort “later” identified by the challenge will be someone else’s problem.
When that person comes forward with grit, passion, and a steadfast belief in their cause, it then becomes a story of the reaction as the entrenched inertial of the status-quo resists the challenge that cannot be pushed to another PCS cycle. Via C.H. Chivers at NYT;
For decades the Marine Corps has tolerated, even encouraged, lower performance from the young women who enlist in its ranks, an insidious gender bias that begins with the way women are treated immediately after they sign up and continues through their training at boot camp. The results are predictable – female Marines risk being less confident and less fully accepted than their male counterparts, because the Corps has failed them from the outset.
We have often discussed at USNIBlog the importance of our leaders to “… dare to read, think, speak, and write …” – what can happen when you do?
That is the position of Lt. Col. Kate Germano, an active-duty Marine officer who commanded both a Marine recruiting station in San Diego and a segregated all-female training battalion at Parris Island, the Corps’ boot camp in South Carolina. Colonel Germano presented this argument in a draft article, “When Did It Become an Insult to Train Like a Girl?” that she wrote early this year and in which she argued for tougher standards and higher expectations, or, in her words, a movement toward “radical change.”
The article, which does not address full integration into combat roles but details institutional patterns that Colonel Germano suggests ensure female Marines will not be fully respected by their male peers, had been slated for publication in September in the monthly Marine Corps Gazette, a private publication that serves as the Corps’ de facto professional journal. Then matters grew complicated.
That is just one part of the story – read C.J.’s article not only for the full detail, but to also read LtCol Germano’s article that was spiked;
Colonel Germano was relieved of command at Parris Island in June under circumstances that remain contentious, setting off a controversy about whether she was being punished for what the Corps calls an abusive leadership style, or for forcefully expressing her views about the how the Corps trains and integrates women into its male-dominated ranks.
Soon after she was relieved, the editor of the Gazette, John Keenan, who is also a former Marine colonel, dropped Colonel Germano’s article from the journal’s publication lineup. Her arguments taking the Corps to task for what she depicted as a record of double standards and complacency stood not to reach Marines’ eyes, including such passages as this: “The performance double standard extends to virtually every aspect of recruit training. Over the past decade, female recruits have consistently scored below their male counterparts in every quantifiable category minus the gender-normed physical fitness test. Yet despite the statistics, historical records do not indicate that anyone has ever seriously considered why females have consistently been outperformed at boot camp. Acceptance of the status quo has simply become the norm. Ironically, notwithstanding the delta in female-male performance, a greater percentage of female recruits are promoted by contract to private first class upon graduation, meaning they are also more swiftly promoted to lance corporal in spite of potentially being less qualified. This is essentially where the Marine Corps meritocracy cart goes off the rails.”
A few more quotes, this time from LtCol Germano’s spiked article that gives some context to the below;
In general, from the instant a female applicant joins the delayed entry program (DEP) she faces lower expectations for accountability and performance than her male peers. Females are often allowed to miss applicant physical fitness training, seldom hold leadership positions within their respective recruiting substations, and are frequently allowed to ship to recruit training in spite of not having made progress with their physical development, all of which is observed firsthand by their male counterparts. As a result of this double standard, many female recruits arrive at boot camp utterly unprepared for the mental and physical rigors of training. Even more significant, their male counterparts arrive at recruit training with well-established preconceptions about the difference in accountability for men and women in the Marine Corps based on their observations in the DEP. The double standard is reinforced by the fact that, despite most females having an average of five months in the DEP, their IST failure rate is historically nine times greater than that of their male counterparts.
For years, the females and males on Parris Island conducted the nine-mile hike back from the Crucible separately, only to link up for a joint Emblem Ceremony at the Iwo Jima statue after the hike. Conspicuously, a line of chairs would be staged behind the female formation for recruits who were too “exhausted” or sore to stand. Conversely, there were no chairs staged behind the male formation. It was simply expected that the females would fall out of the formation, and fall out they did because there was no set expectation that standing through the ceremony was part of earning the title of U.S. Marine.
High standards for performance should never be gender-normed and, barring physiological differences, concrete evidence shows that women can perform to the same standards as their counterparts if it is demanded of them. In Fiscal Year 15, the Fourth Battalion witnessed this phenomena firsthand at the rifle range. For decades, the female initial qualification rate on the rifle range at Parris Island hovered between 67% – 78%, compared to 85% – 93% for the male training battalions. The male battalions also produced significantly greater percentages of rifle experts and sharpshooters. In Fiscal Year 15, however, the Fourth Battalion drill instructors received a defined intent for success on the rifle range, and through a strong partnership with Weapons and Field Training Battalion were able to achieve an unprecedented 91.68% female initial qualification average. The key to success was establishing the firm expectation that change was both possible and necessary to improve the credibility of our female recruits- come-new-Marines. Once the drill instructors, coaches, and primary marksmanship instructors began to see success, the movement became contagious. For the first time in history, female recruits are competitive with their male counterparts on the rifle range, proving it is not an insult to “shoot like a girl”. However, for lasting improvement across all of the testable categories to be realized, the Institution must be willing to critically examine the environment in which Marines are made and implement radical changes.
Like I said; read it all. I have not even touched on equally important issues of leadership by investigation or the commissarish use of statistically bad DEOMI surveys.
Back to the big picture.
It is this dynamic we have seen this summer in the story of LtCol Kate Germano, USMC, and her desire to bring the standards of performance and accountability to a higher level in the training of female Marines. For her efforts and passion, she was relieved of her command. The why, how, and the environment it all took place in deserves a screen play – so stick with me as we review it here. Follow every link and read it all where the links take you. There is a lot here. Here is the base conflict as I see it.
There are two pressures in the further integration of female Marines; one is from a socio-political camp of the senior civilian leadership, the other is from the operational side of the Marine Corps. The former has two sides to it as well – a paternalistic passive-aggressive vibe that doesn’t expect as much from women as men and therefor sees no reason to demand it , and another that is driven by the worst of sophomore gender-studies seminar course theory.
The later knows that female Marines will be put in harm’s way as much as the men and if that is the case, then they need to be able to perform, be respected by their male peers, and not be a net drag to their unit. The enemy does not care if you are XX or XY, they just want to kill you. You need to be able to kill them first with equal ability. I’m not going to spend much time on the paternalistic passive-aggressive side of the bureaucracy and some of the uniformed leadership, as the that is not where the central character is coming from. No, let’s stick with the source of the friction – a Marine leader who wants her Marines to be the absolute best to serve her Corps, and the socio-political bureaucracy that wants one thing – numbers to feed the metrics.
As part of the Department of the Navy, the USMC must respond to the demand signal of the Secretary of the Navy. That is how it works. As quoted at the top of this post, he has made his goals quite clear. To make it happen though, there is a pipeline problem with that goal that the real world is putting in their way.
It is a well documented challenge to not just recruit women who have the inclination and desire to be in the service, but also to find enough women who have the physical stamina to meet what should be tough but fair physical requirements to be a Marine. Anyone involved in female athletics knows exactly what that basic challenge is.
If you have an artificial numerical goal of a difficult to gather sub-set, every number counts – especially if achieving that number is your priority. To achieve that goal, you have to look hard at every barrier in your way. What are structural, what are required, what are optional. What is the cost and benefit of the removal of each barrier relative to the value you place on each variable? There is the rub.
What if everyone in your organization does not agree that strict numbers of that sub-set are the priority, but quality is? If each barrier from recruiting interview to graduation has a given attrition rate and can impact that final number, what if instead of removing barriers, another person with a different value system decides that many of these barriers are not barriers at all – but are performance gates. Not only should some of them not be removed or lowered, but a few might need to be added, and others raised.
Additional performance gates – standards if you will – and enhanced standards will have two results; first they will ensure at the end of the process you have a higher quality product of that subset, but it also means that you will have fewer numbers of that sub-set.
A thought exercise; if you have a job to do that requires 10 people, does it matter if six are wearing blue shirts and four are wearing red shirts if all 10 people are equally qualified? No. OK, what if eight wear blue and two red? Again, does not matter.
What if all six in blue are qualified, but of those in red, only two are? What is the sane and right thing to do?
1. Being that you are out of people wearing red shirts, but have a bench full of blue shirts, replace the two unqualified in red with qualified blue?
2. Instead of making the swap out, you insist that you like the 6/4 color ratio because it looks good in pictures, and your team will just have to deal with it?
If a competitor comes out on the field, they are all wearing yellow by the way, with 10 people who are all fully qualified, who wins? Where do you put the smart money?
LtCol Germano has only done what we have always asked our leaders to do; take the job you were detailed to do, and make it better. Take care of your people, enhance the ability of the service, and accomplish the mission.
It appears that LtCol Germano thought her mission was to help produce the best female Marines she could. She tried to do that, and was fired.
I guess she was wrong. It looks like there was another mission, one founded on the soft-bigotry of low expectations, lower standards, a fear of Star Chamber like investigations, and ultimately a fealty to metrics.
You see, the numbers are needed for the right metrics, because, we must feed Vaal.
Of course, this internal conflict has a frag pattern. There are good people up and down the command structure that were put in a difficult position. How do they respond to this internal self-contradiction?
That is where you have a whole series of interesting character stories. From the immediate superior in command, first General Officer in the chain of command, the SNCOs, the Junior Officers – and ultimately the recruits themselves. Are they in the right? The wrong? Both?
What lessons do they take away from it all? What do we?
UPDATE: If you want more detail and a rather sad showing of “feelings vs. facts” and leadership by DEOMI survey and investigations – click here.
- Range, Reach, Risk, Russians, and the Triumph of the Anti-Transformationalists
- Aboard the Charles de Gaulle: Sea Power and la République
- On Midrats 22 November 2015 – Episode 307: Our Own Private Petard – Procurement & Strategy with Robert Farley
- Leveraging our military relationships on the homefront
- Bring your voice once more unto the breach