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Now that Summer is on the way and that there are more national security issues being produced from the South China Sea to the Dardanelles than can be consumed locally – that sounds like the perfect time for Sal from CDR Salamander and Eagle1 from EagleSpeak to hold a Midrats’ “open house.”
A little bit of a potpourri of what we find of interest from the latest news,to a chance for you to call in or ask via the live chat room the questions and issues you’d like to to discuss.
Yep, it’s a good old fashioned “bull session” – join in live if you can at 5pm (EDT) on 1 June or pick it up later by clicking here.
Call in if you’ve a mind to -um- further our discussion.
Since its publication in April’s Proceedings, I’ve been pleased that “It’s Time for a ‘Sea Control Frigate’” has helped start a discussion about a new small surface combatant (SSC) on message boards, the blogosphere, and social networking platforms. The article describes how a modified version of the Coast Guard’s National Security Cutter with improved survivability features and combat systems could offer a terrific supplement to the Littoral Combat Ship (LCS). With the attention the article received, various readers had questions concerning some ideas brought up, so I’ve taken the time to address them.
Analyzing Cost and Production
Many asked how the projected cost for the ship could cost $800 million with the last national security cutter price costing $735 million. Surely the upgrades mentioned in the article are greater than $65 million. They are indeed. However, what was probably missed is that the $735 million order for the last NSC was for a single ship – economies of scale can drastically reduce the cost per unit due to various efficiencies gained. For example, when the Coast Guard ordered several at a time, pre-NSC #5, the cost was substantially less. My math: the 2006 per unit cost for an NSCs (in a bulk order) was $584 million – when we account for inflation, it goes up to a current value of $650 million, or $85 million less than the last single contract. (The Coast Guard had to order the later ships one by one because it wasn’t written into the budget at the time –and it was uncertain if the 7th and 8th NSCs would even be funded). Thus, a procurement cost of $684 million, which is used in the article and various other official reports, is an average between all the ships. Most likely a base hull would be even less than this, as the price doesn’t include the initial hull design costs (this was incorporated into the NSC program), there are increased economies of scale, and various items included in the NSC price are not be needed on a navy frigate (eg: the complex stern boat launching apparatus). While I estimated $800 million by adding the cost of a VLS, an upgraded 76mm gun, a new radar, and various survivability upgrades, in accordance with navy and congressional reports, a fixed price will likely creep closer to the $900 million mark due to inflation over the next few years and other add-ons the Navy incorporates (this would happen with all of navy shipbuilding though).
Ship Force Numbers and Value Metrics
The latest LCS estimates are at $550 million per ship including mission modules vs. $800 million for a sea control frigate. Assuming we have the same budget to work with, and we’re deciding between a basic LCS only, we’ll either have to choose between 20 LCSs, or 13-14 frigates. This led many to question if it’s worth having a lesser amount of warships for the same price. First of all, for the most part, comparing these numbers are like apples and oranges – who cares about the amount of a certain ship if they can’t do the missions that we need them to do, especially cost efficiently? However, as much of a red herring the argument is, politically, it’s still hard to rationalize, especially since many elected officials find it easier to talk about our ship count in terms of our budget, vice a thoughtful debate on capabilities and requirements. In contrast, one good metric to take into consideration is the average number of ships at sea on missions per day. 20 LCSs on a 3 crews-2 ships-1 deployed plan, averages 20 total days a quarter of underway time on assignments, or 4.5 ships per day. 14 stateside frigates on a traditional deployment cycle average 32 days a quarter out to sea on assignments, or 4.9 ships per day. This means that despite a lesser amount of ships, the sea control frigate still has more underway time doing planned missions than the LCSs. I calculated this data from the class average of underway hours per quarter, and verified this by known historic and planned deployment operational schedules for frigates/destroyers and littoral combat ships.
At first, this may seem contradictory to statements made by officials like Rear Admiral Rowden, who recently claimed that 26 forward deployed LCSs equate to 120 CONUS-based single-crewed ships. This kind of statement is misleading. The Admiral is correct for certain missions and events like foreign nation cooperation and training, humanitarian assistance and disaster relief (HADR), vessels in distress or under pirate attack, counter-narcotics operations, and little-to-no notice popup missions like special ops support. For example, let’s take an earthquake in a Southeast Asian country. The LCS is perfectly fitted to get underway immediately from Singapore, speed to the location, and provide necessary humanitarian assistance, all within hours. However the same can’t be said about the majority of tasking and deployments that have requirements already defined by combatant commanders relating to sea control, like naval escort, focused operations, and deep-water anti-submarine warfare. These missions all require more consecutive days-at-sea, which helps explain the reason why, by design, the LCS averages less mission days per ship than frigates and destroyers.
That’s not to say the 3-2-1 cycle isn’t the right method with the LCS. On paper, minus the sea swap trap, it’s actually a smart plan that saves money and optimizes the ships very well. It’s also necessary to have a flexible warship forward deployed for the reasons stated above, but only for quick back and forth missions in the littoral environment, not sustained blue-water deployments. If we do end up purchasing LCS variants, most of these ships will regrettably end up getting pulled from the presence and shaping missions they were designed for to support these missions.
Determining Feasible Designs
Earlier this month, a request for information (RFI) came out that asked the shipbuilding industry on input for a follow-on to the LCS from mature designs, which led many readers to ask what’s actually on the table. The context of the RFI may seem like it’s targeting a number of different ships and shipbuilders, but it’s in fact just a formality required in the consideration process for any future acquisitions; there are actually only a few possibilities here. The foreign contender with the best shot, if any, is Norway’s Fridtjof Nansen-class frigate because of its past relationship working with NAVSEA and Lockheed Martin. Although any proper frigate is preferred over the LCS because it’s better optimized for operating in blue water environments, I’m partial to the sea control frigate because of its large flight deck and hangar spaces, which gives it the flexibility to support drones and manned helicopters together, something that will likely become the norm within the next 30 years. However, the truth is because of the timeliness of the request and decision making process, together with the red tape that a foreign design has to go through (which was touched on in the original article), it’s probably too late in the process already to even consider a foreign design, regardless or not if it meets what the Navy’s looking for. This is unfortunate; we’ve essentially locked ourselves in a box by not starting this process earlier (or coming up with an organic solution for that matter).
There are several different variants of the LCS that are likely to be considered alternatives– most concepts have been pitched publically in some manner, mostly to international navies under the banners of “International LCS” and “Surface Combat Ship”. These variants could include similar features to a sea control frigate, such as a Mk 41 VLS supporting ESSM and ASROC, a CEAFAR or SPY-1F radar and fire control system, other survivability features, and for the LCS-1 class, an upgraded 76mm gun. However, there are still some problems with this: unlike the NSC hull which was built with reserved spaces that can accommodate a VLS and other systems without hull modifications, a variant of the LCS would likely require design changes more substantial than any NSC-derivative. One industry news source remarked that an international LCS design pitched to Israel that incorporated some of the above mentioned weapons features had an estimated cost of over $700 million (this was in 2008, so it would likely be even more today). Another claimed a rough order-of-magnitude cost would be $800 million, equivalent to a sea control frigate. However, the price pitched to the Navy by Lockheed or Austal might not even matter – with the trends of the LCS shipbuilding program, it’s possible that whatever price is proposed will balloon up even further. This is probably not a risk the navy would want to already take for a program already under heavy scrutiny for its ever-rising costs, especially with a fixed-price option on the table for a sea control frigate. Secondly, it’s likely that no design changes will be able to offer an improved endurance and range; therefore, even with upgrades in weapons and survivability, it would still be ill-suited for blue water missions. Moreover, the manning structure and contractor reliance wasn’t made to accommodate long lasting blue-water missions either, which means even some small casualties that are normally fixed by a DDG/FFG ship’s force could and throw off an entire mission; something probably not ideal for optimizing the readiness kill chain.
This leads us back into re-examining the numbers. With the same budget, an up-armed LCS design with a higher unit cost reduces the number of LCSs that are produced. For example, an improved LCS costing $650 million each (which by all estimates are very optimistic) buys only 17 ships, three less than planned. As the LCS cost continues to increase, the ship price per unit gap continues to close, until its relatively the same price.
Our counterparts from the Mother Country yesterday published their National Strategy for Maritime Security (NSMS). The document outlines the United Kingdoms’s plans to provide maritime security at home and internationally.
Just from a structural standpoint, there are a lot of things here that the team working on the American version should take note of.
1. It is a highly digestible 35 pages of substance, with footnotes. It has an additional 13 pages of annexes, including a glossary. At the end, it even has blank pages for notes. Seriously, at the top of the first blank page is it titled “notes,” and that is it. It invites intellectual investigation. The paragraphs are numbered in order to facilitate direct questioning and reference for goodness sake.
2. It has nice, bulleted concepts that lend themselves for further, focused discussion.
3. It clearly defines terms.
4. It has illustrations that are substantive. No rah, rah pictures. No, “run the pictures through the PAO’s metrics counter” selection of photographs fluff.
5. It is signed by their Secretaries of State for Defense, Transport, Foreign and Commonwealth Affairs, and the Home Secretary. That is a unified front, not a maritime self-licking ice cream cone splendid in its own intellectual isolation.
Let me give you just two examples how they have structured the document to provide a framework for planning, discussion, and education.
UK Maritime Security Objectives
1. To promote a secure international maritime domain and uphold international maritime norms;
2. To develop the maritime governance capacity and capabilities of states in areas of strategic maritime importance;
3. To protect the UK and the Overseas Territories, their citizens and economies by supporting the safety and security of ports and offshore installations and Red Ensign Group (REG)-flagged passenger and cargo ships;
4. To assure the security of vital maritime trade and energy transportation routes within the UK Marine Zone, regionally and internationally.
5. To protect the resources and population of the UK and the Overseas Territories from illegal and dangerous activity, including serious organised crime and terrorism.
The Maritime Security Risks for 2014-15
• Terrorism affecting the UK and its maritime interests, including attacks against cargo or passenger ships;
• Disruption to vital maritime trade routes as a result of war, criminality, piracy or changes in international norms;
• Attack on UK maritime infrastructure or shipping, including cyber attack;
• The transportation of illegal items by sea, including weapons of mass destruction, controlled drugs and arms;
• People smuggling and human trafficking.
One of the best parts of the document was how they finished up the Forward. A highly efficient summary of what, in the end, free people need a navy for.
The future will see further expansion in the global requirement for safe and secure seas as the oﬀshore-energy sector continues to expand and maritime trade increases to meet the consumer demands of emerging countries and new consumer classes. We will seek to take advantage of this economic opportunity by continuing to promote London as the global centre for maritime business, promoting a stable maritime domain and the freedom of the seas, and maintaining the UK’s position as a driver of international cooperation and consensus.
This is very much a document of a nation focused on its mercantile interests.
One final point; for these types of documents I use a very rough tool to see what the authors are really focused on – or want the reader to think about. Here we go: “International” is used 158 times; British/Britain=21; United Kingdom=5; America=8 (but not referencing USA, and USA only in footnotes); NATO=15, Russia=4; Germany & France=nil. Wordclouds, as always, help.
It hasn’t gone anywhere, the Long War, that is.
People may be suffering whiplash having to look back to Europe in the middle of a Pacific pivot, and the Arab spring wilted in to extremism and bloodshed – but the war against the West still goes on from lone wolf attacks at home, to drone strikes across the swath of southwest, south, and central Asia.
Coming back to Midrats for the full hour to discuss this and more will be Bill Roggio, 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.
Join us live if you can or pick the show up later by clicking here.
If you have questions for Bill, please join in the chat room and we’ll pass on what we can.
Women and men of the Class of 2002 may think they are in the shadow of their grandparents — “The Greatest Generation” who beat fascism, crushed nazism and crossed the Pacific to avenge Pearl Harbor and win the war in the Pacific in less than four years.
“In the Shadow of Greatness: Voices of Leadership, Sacrifice, and Service from America’s Longest War” is a compilation by or about members of the U.S. Naval Academy Class of 2002. (USNI offers comprehensive reviews of the book, published in 2012; this is another look into the shadows.)
Put together with love and appreciation by Joshua Welle, John Ennis, Katherine Kranz and Graham Plaster — and including a foreword by David Gergen — the book is filled with essays and memories by and about members of the U.S. Naval Academy Class of 2002. The authors set the stage with a look back to the past:
“The magnitude of World War II provided the opportunity and experiences that shaped twentieth-century American leaders. As men served abroad, women provided support at home. All overcame great odds and faced adversity that gave them confidence and shaped their outlook in the decades to come. This ‘greatest generation’ returned from war, took advantage of the educational benefits offered through the GI Bill, and advanced the country’s economy and transformed its society. World War II veterans, while fueling economic advancement, remained resolute in their value system: service, sacrifice, and community.”
Among “Shadow’s” contributors are aviators, surface warfare officers, submariners, U.S. Marines and mothers of junior officers killed during training or in action.
The book is filled with first-person, heartfelt accounts of triumph and hardships: what it’s like in humanitarian assistance missions, duty at sea, Search and Rescue operations, and combat; what it means to face family separation, “setting aside the comforts a normal life in service to our country and the Constitution. The dark sides of these sacrifices are broken marriages, post-traumatic stress disorder, depression, and estrangement.”
But there is plenty of triumph here, too, focusing on why and how Navy and Marine Corps leaders choose to serve — “not for self, but for country.”
A highlight is the account by Meghan Elger Courtney, who served aboard USS John Paul Jones (DDG 53) of her commitment to promote warfighting readiness for Sailors aboard the Arleigh Burke-class guided-missile destroyer. Courtney recognized a need to improve shipboard physical fitness opportunities to help Sailors who would deploy forward — either aboard ship or as individual augmentees in Iraq and Afghanistan.
With the blessing of her commanding officer and strong support from the command master chief and Chief’s Mess, j.o. Courtney planned for, procured and arranged for installation of a new fitness center that replaced outdated insufficient gear and space. Courtney writes, “Almost immediately, I saw a positive renewal in people’s attitude toward fitness, healthy eating, and incorporating workouts into their daily routine as a way to relieve stress and stay in shape.”
“What some may have viewed as my silly pet project, the command master chief took seriously, and he became my closest ally in seeing it through. I never really knew how much the experience had impacted him until I saw him become visibly choked up recollecting it during his closing remarks when he transferred off the ship. I don’t think he thought that a young officer like me could have cared about his crew so much, but I did, and I still do…”
Courtney’s story is just one of many inspiring reflections. She said she was inspired by a quote by explorer Robert E. Peary on a motivational placard in Halsey Field House at the academy: “I will find a way, or make one.”
Other essayists share their sources of inspiration as President Teddy Roosevelt, President Dwight Eisenhower, President John F. Kennedy, Senator Daniel Inouye and Secretary of Defense Chuck Hagel, among others.
One essayist quotes the last two lines of a poem by Mary Oliver, “The Summer Day” in pursuing a life of purpose, wanting to make a difference:
“Tell me, what is it you plan to do
with your one wild and precious life?”
The authors and essayists show how core values of honor, courage and commitment make up an ethos that “forms the fabric of people’s personality and drives them to a life of service, in and out of uniform.”
“‘In the Shadow of Greatness’ was envisioned to recognize and chronicle the service of brave men and women and through their stories establish connections with the broader, nonmilitary community. These first graduates of the Naval Academy after 9/11 entered a global war at sea, in the air, and on land. This war would last more than a decade and define the United States in the early part of the millennium. The actions of the select few profiled here represent those of a much broader spectrum of patriots.”
Attacks on 9/11/2001 changed the lives of the Class of 2002.
In a short introductory piece, “Inside the Gates of Annapolis,” Adm. Sam Locklear (now Commander, U.S. Pacific Command) writes about the investment the country makes in the women and men who attend service academies, including the Naval Academy, reflecting on the morning of September 11, 2001 when he sat at his desk as commandant of midshipmen.
“I recall vividly watching the al-Qaeda attacks on the World Trade Center and the Pentagon and the plane crash in Pennsylvania. When the images reached the Brigade, and the uncertainty of the events rapidly became reality, I asked myself, Are these men and women, these young patriots, ready for the challenges that most certainly lay ahead. A decade of war has proven that they were more than ready. Fortunately for us all, they remain ready today. We are extremely proud of all they have accomplished and thankful that we chose the right men and women to lead the next great generation.”
The book, published by the Naval Institute Press, is a key title on the CNO’s Professional Reading Program essential list under “Be Ready.”
A version of this post appeared on Bill Doughty’s Navy Reads blog.
In trying to come to a better understanding of what the CNO’s Rapid Innovation Cell should be, I came across at old (from 1988! ) essay written by Stephen Rosen titled New Ways of War: Understanding Military Innovation (h/t Adam Elkus for the lead on it). Rosen’s essay details the full evolution of innovation, what innovation is as a process, and how ‘disruptive thinking’ is only the first step and is not innovation in and of itself. Innovation doesn’t truly take hold until the intellectual, technical, and political aspects of the new idea has matured. While the tempo of technological change can be breathtaking, institutional changes in the service still have a tempo that iterates at a generational pace. For Rosen, innovation is not complete until an innovation has been fully developed into doctrine and operational paradigm. In other words, only once the disruption from new ways of thinking has dissipated can the innovation process be considered complete.
The organizational struggle that leads to innovation often involves the creation of a new path to senior ranks so that a new officer learning and practicing the new way of war will not be hunted aside into a dead-end speciality that does not qualify him for flag rank.
Rosen frames military innovation in terms of there actually being three struggles: intellectual, political, and technological. He observes this in three case studies. However, in my remarks here, I shall only stick with one of the examples: development of carrier warfare by the USN.
Rosen pays special attention to how Rear Admiral Moffett performed his duties as the first Chief of the Bureau of Aeronautics. Rosen accounts how at first, aviators objected to the notion of a battleship sailor being chosen to lead the newly minted BuAer. However, they would come to find that it was Moffett’s ability to wage the political struggle, and his ability to articulate the role of the carrier in warfare – in a manner that met the evolving nature of the intellectual struggle – that warranted his selection. As Rosen states
The intellectual redefinition of naval warfare from combat among battleships to the development of mobile air bases at sea would have been futile if the political struggle for power within the officer corps in the Navy had not been fought and won by Moffett and his allies.
Technology alone doesn’t cause innovation, nor does it usher in a new way of war, neither does a good idea make it very far if the champion of that idea can’t help foster institutional change. Rosen cites the efforts of Moffet and so many others as having taken 24 years from the general board first considering naval aviation in 1919 to fruition with the publication of PAC-10 in 1943. A truly generational effort, that saw not just the technology of naval aviation develop, but the aviation career field take its initial shape, and the political structure of the officer corps evolve and the wider community adjust accordingly.
Rosen had to chose for his case studies large and significant shifts that do not often occur in militaries. Where the Navy finds itself today doesn’t nearly parallel the example of the development of naval aviation. However, this is not to say that there are no lessons to be gleaned from it, especially in regards to the intellectual and political struggles within the Navy.
People, ideas, hardware… In that order! — Col. John Boyd, USAF (ret)
Boyd was more right than he realized. Not only is that the order of importance for military leaders, it’s also the order what is the hardest to improve, and once improved that is the order which has the greatest impact. As well, it is the evolution of all three aspects that are required for innovation in the military.
Leaders are people professionals…and must master the subject matter of their vocation.
Military mindsets tend to be overly mechanical and process oriented. While mastering the tools of war and upholding procedures are extremely important, they are not the currency of leadership. Man is more than a rational, solitary being. Perhaps the most distinguishing characteristic of our species is its social nature. Humans have a strong desire to be esteemed within social networks. If leadership is the primary function of officers and non-commissioned officers, then leaders must comprehend the subject matter over which and through which they are to exercise their roles. That is, leaders must understand the psychological forces that cause individuals to act.
Components of effective leadership are two-fold; (1) mastering the position of a leader, and (2) managing the forces that move people. To help leaders exercise influence over a group, the Navy empowers certain positions with authorities. But these vested charges do not make one a leader. Leaders must earn their broader powers from their followers. As stated in the Declaration of Independence (itself a statement of terms between the led and their leaders), “to secure these rights, Governments are instituted among men, deriving their just powers from the consent of the governed.” Before conceding any power “the led” must trust that their prospective leader will act in their best interest.
So back to the proposition that leadership is a contract between socially inclined creatures. The more “the led” trust their leader, the more power they will loan and thus the greater will be their equity and commitment to achieving group goals.
The virtue that exemplifies someone as trustworthy is integrity. Integrity is uprightness of character, the quality of truthfulness and honesty. It is the preeminent character of a leader because it the quality that individuals must believe is present before committing to followership. The relationship between leaders and followers is reflected in the ethos, moral nature, of the group.
Accordingly, leaders should focus a significant portion of their time and efforts toward nurturing trust-based personal relationships at all levels of the group. The goal and byproduct of building such a command relationship is confidence, respect, and loyalty. Leaders that take time to express a genuine interest in the aspirations, ideas, and problems of others reap the golden coin of leadership; trust.
Judging from the comments on social media and the notes I have received from active and retired shipmates, the buzz surrounding CDR Guy Snodgrass’ “Keep a Weather Eye on the Horizon” is real and I’m encouraged to see it. It’s no surprise why this paper has become a topic of discussion in wardrooms and ready rooms around the fleet, and passed electronically across warfare communities.
Our Navy has a proud tradition of professional discourse, and this excellent paper lies squarely in that mold. Good arguments are typically dual-edged – one side passion, the other logic. Guy’s passion is evident and it appears many of you share it. More than that, he understands complete loyalty means complete honesty, and I know – personally – that he wrote this paper only to help make our institution better. It already has. Top naval leaders are aware of several of the issues he touches on. Many are being studied, budgeted for, or in the early stages of implementation. Others give us pause.
I share many of the concerns and have similar questions to those detailed in Guy’s paper. A quick example – many of you have heard me on the road talk about how BUPERS (being self-critical) historically “swings behind the pitch”, unable to nimbly react to economic and early stage retention issues. It’s not neglect, good people here trying to do the best they can with limited tools, but the fact is it has cost us in both good people and money. We have to do better, and I must say that this discourse helps.
We’ve all been JO’s and yes we can also fall victim to forgetting what it was like, but this is also the power of discourse. The idea that there is a perception that operational command is not valued and there is an erosion of trust in senior leadership bothers me…I want to hear more, learn more from you.
Fostering an environment where folks feel empowered to share their thoughts on important issues is a core responsibility of leadership. Ideas, good and bad, have no rank. Yet the discourse can’t just stop there. We need thoughtful debate on how to solve problems, not just an articulate accounting of what’s wrong and who’s at fault. We need leaders willing to offer new and innovative solutions to problems that at times appear impossible or hopeless. Those kind of leaders inspire all of us to continue serving men and women in our charge.
Guy has set an example for one way to ensure thoughtful debate has a voice. Please push your ideas forward — write about them, talk about them with your Sailors, up and down the chain of command. This is the only way we will overcome the challenges ahead of us – together.
Last month we examined the characteristics of leadership and found that as an organizing principle its unique strength was derived from convincing others to willingly act in a desired way to achieve larger objectives. With this in mind, what then is the best way to implement and harness the benefits of sound leadership within a complex organization? Said differently, what operating methodology is commensurate with leveraging the free will of individuals?
One approach gaining renewed interest is known as mission command. Mission command is a command and control philosophy based on “command by influence”, a phrase that reflects the essence of leadership. Mission command is a leadership-based governance concept built on trust and mutual understanding. Mission command depends on an organizational hierarchy that is comfortable delegating tasks and decision making.
The operative function within this decentralized administrative process is leadership. In this organizing mode the commander gives subordinates broad, clear goals, but grants them wide latitude of how to accomplish those goals. In return for accepting the risk of subordinate actions, the commander is rewarded with superior results. The empowerment of subordinate leaders exercising initiative in accord with the commander’s intent has a compounding rate of return in that it enables faster proactive and reactive action; which in turn expands new opportunities for the group and forecloses opportunities for opponents. In short, mission command surpasses other organizing principles because it exploits the power of “leadership-gone-viral.”
For military professionals leading is not a collateral activity; it is a full-time, continuous responsibility. To be effective in any field of endeavor one must first know how to use the tools of the trade. While knowing the subject of one’s profession can be gained through study and experience, unless that knowledge rests in the forefront of one’s consciousness, where it serves as a backdrop for influencing daily activities, it will be as useless as an unread book.
Leadership is about convincing others to act in a desired way. Hence, the art of the profession lies in persuading others that it is in their best interest to pursuit a particular objective. Convincing then, is what distinguishes leadership from others methods that rely on compellence or coercion, such as dictatorships or subjugation to achieve objectives.
Yet getting others to willingly work to achieve a desired end takes more than eloquent talk or irrefutable evidence. The willingness to follow is a pivotal emotional commitment taken by an individual. It is an emotional investment by one individual in another based on the belief that the leader is a credible individual with worthy ideals. The currency exchanged in a follower – leader contract is trust. Thus, to reap the benefits of effective leadership, mutual trust must be continuously nurtured and reinforced.
With information abundantly available, the primary challenge for most leaders is not a lack of knowledge but the ability to pierce the fog of daily distractions and actively apply engrained leadership tenets.
Effective leaders are guided by prevailing winds of enduring principles, but informed by present realities. They do this by continuously learning and refreshing their thoughts about leadership. Professional leaders must study the subject of leadership regularly in much the same way a medical professional continuously studies and tools of his trade.