The illustrious Charles Berlemann and LT Hipple (pictured on left, in a way) started up a conversation on facebook earlier based on Dr. Holmes’ latest at The Diplomat, How Not to Prepare for War.
Our conversation centered around whether or not Dr. Holmes is correct in asserting that that peace time militaries shy away from making scenario’s too difficult, and whether or not our Navy should “make the simulation harder than real life.”
My reply to the good LT was that I agree with Dr. Holmes, we should be making our training harder than real life. But, I also want to know what the logical limit to such a line of thinking is–that we need to falsify ‘harder than life’ before we can say what our training should really be.
The Kobayashi Maru is a striking example from science fiction of a no-win scenario used to train a ship’s crew. But, such training immediately runs into the limits of human endurance already strained by the daily routine of shipboard life.
Many moons ago, aboard the SAN ANTONIO, I placed my first suggestion in the CO’s box. I suggested that we run DC drills that ran about a day or more. The COLE, SAMUEL B. ROBERTS, and STARK all had GQ set for longer than any DC drill I had ever ran.
The thing about it though, all those ships are afloat today, or made it to their ‘naturally decided’ DECOM date. So, while I point to those examples of why we should train harder, the examples already show training programs that were (at least back then) able to train their crew well enough so that the ship didn’t have to be given up.
So, what is it?.. Is our DC training a mere shadow of what it once was? It is only half what it should be? Or, does the fact that the US hasn’t lost a ship in decades mean that we don’t need to radically alter our training paradigm today?
So far in 2014, the big lesson is what people have known for centuries; in Eurasia you cannot ignore Russia. The cliché is accurate, Russia is never as weak or as strong as she seems.
What do the developments so far mean not just for Ukraine, but for all the former Soviet Republics, slumbering Western Europe and Russia’s near abroad?
To discuss this and more, for the full hour we will have returning guest Dr. Dmitry Gorenburg, Senior Analyst, CNA Strategic Studies, an Associate at Harvard’s Davis Center for Russian and Eurasian Studies, an author, and host of the Russian Military Reform blog.
Dr. Gorenburg focuses his research on security issues in the former Soviet Union, Russian military reform, Russian foreign policy, ethnic politics and identity, and Russian regional politics. He is also the editor of the journals Problems of Post-Communism and Russian Politics and Law and a Fellow of the Truman National Security Project. From 2005 through 2010, he was the Executive Director of the American Association for the Advancement of Slavic Studies.
Join us live or pick the show up later by clicking here
Somethings just don’t change. Like, getting that letter. Waiting to see if your loved ones, your friends, your family; waiting to see if they wrote back to you. Knowing in your hand is that letter, which they once held, which was written in the very place you hold so dear: Home.
“I pray that you are in good health night and day, and I always make obeisance before all the gods on your behalf. I do not cease writing to you, but you do not have me in mind. But I do my part writing to you always and do not cease bearing you (in mind) and having you in my heart. But you never wrote to me concerning your health, how you are doing. I am worried about you because although you received letters from me often, you never wrote back to me so that I may know how you.”
1,800 years ago. That same sense which is so real for those who have deployed, was felt. It was known. I immediately identify with the sentiment uttered by a Roman Soldier in a land far from home.
We know the Soldier’s name, Aurelius Polion and it seems he wasn’t getting replies to his letters. Which, yeah, is the worse part–waiting, wondering if your absence is felt. You know that life is still going on back home, yet you don’t know what those goings-on exactly are, especially when all that was had for communication was papyrus and the hand carrying of letters across Continents.
Today, I sit at a computer, watching the curser blink as thoughts of what to say race through my mind. But, the effort is no different, the thoughts are much the same. There’s a very good reason why we include the phrase, “those who have gone before us” in the Sailor’s Creed, we find that reason in reading and identifying with the words of Polion.
Alex Clarke hosts Sea Control’s East Atlantic Edition from Phoenix Think Tank. He discusses Naval Escorts with CDR Paul Fisher (RN, Ret) and CIMSEC associate editor Chris Stockdale.
Her email address was nowhining@…, a symbol of her outlook on life. Married to Paul since the early 1960s, Phyllis Galanti endured six years as a wife of a prisoner-of-war (POW) in Vietnam. But she never complained. Instead, she got busy. The “shy, retiring housewife,” as she was described by Paul at the time he left for Vietnam, later became a national advocate for the release of all our American servicemen who were held as POWs in Vietnam, as well as those service members who were missing-in-action (MIA).
Warned by the military that speaking out publicly about their husbands’ status as POWs would result in worse treatment for them and a setback in the government’s attempts to secure the POWs’ release, wives like Phyllis were ordered to keep silent about their husbands and, for awhile, they obeyed. But after several years of inaction by the government, many of the POW and MIA wives grew tired of suffering alone. Fearing their husbands were languishing and deteriorating in prison, the women were also becoming increasingly impatient. Backed financially by Ross Perot, they banded together and decided to raise awareness of their husbands’ plights, overtly defying the military’s directives. It was a bold move and, at the time, their aggressiveness was shocking. But, encouraged by Mr. Perot and their own determination, they walked the halls of Congress and talked to anyone in the White House, the State Department and the media who would lend them an ear. Phyllis became a leader of this forceful group of women.
Addressing a joint session of the Virginia General Assembly, facing down Henry Kissinger, and traveling the world to meet with the North Vietnamese and keep the pressure on the peace negotiations, Phyllis became an outspoken advocate for all the POWs. She was tireless. She never gave up and never lost the faith. More than six years after Paul was shot down and incarcerated at the infamous Hanoi Hilton, he was finally released on February 12, 1973 – 2,432 days after his capture. Four decades later, the wives and their campaign are widely credited with influencing the Paris peace negotiations and securing their husbands’ freedom. That shy, retiring housewife had been replaced with a steely advocate for change. As Kissinger later said to Paul in his thick German accent, “Your vife, she gave me so much trouble.” Paul was so proud.
Statuesque, poised and calm, Phyllis was not easily excitable. She had a softness about her that was disarming. It started with her full head of spun-silver hair, punctuated by a large, sunny grin that filled her fair-skinned face and lit up her blue eyes. She exuded Southern charm, warmth, and class. And she had the patience of an oyster.
Their emotional reunion was captured on the cover of Newsweek magazine and their story had a happy ending: Paul finished out a successful Navy career and is now the Commissioner of the Virginia Department of Veterans Services. They had two sons and three grandchildren. They continued to serve in the community of their adopted home of Richmond, Virginia, through extensive volunteer work – especially at the Virginia War Memorial, which named its new education center after the couple. They were enjoying their golden years. And, then, Phyllis became ill and died very suddenly last week. I’m sure she would say that she had no regrets in her life – except for perhaps more time with Paul and her children and grandchildren.
Einstein was quoted as saying, “In the service of life, sacrifice becomes grace.” Phyllis sacrificed greatly for Paul and her country, but she won her war, and she exited this world quietly and full of grace.
Taylor Baldwin Kiland is the author of two books about Vietnam POWs.
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.
A heartfelt thanks to all of you who’ve followed the journey of the “Keep a Weather Eye on the Horizon” paper and for the thoughtful conversations that have followed in its wake. The upcoming survey and study on retention presents an opportunity to get at the heart of what YOU think, and help provide that relevant information to senior decision makers, our Navy family, and the American public.
I’ve been humbled to have had many positive interactions with our Navy’s leaders over the past few weeks — officer and enlisted alike, and from all communities. Please know that this effort is being watched by many, and the outcome — and your support — has the potential to foster a climate where our best, brightest, and most talented men and women choose to remain in uniform.
In many ways the continuing conversation is about two things: What it means to serve, and the importance of nurturing a sense of ownership throughout the fleet. “Service” isn’t just wearing the cloth of our nation or collecting a paycheck from the government … it’s about putting the good of the Navy before yourself. The paper has also helped reveal that many throughout the Navy, and at all levels, share a strong sense of ownership. Many have stepped forward with innovative ideas to improve processes and policies at their level of the organization, whether as a Yeoman, a Lieutenant in the F/A-18 community, or as a pre-major command surface warfare officer.
Luckily, there are many in senior leadership who openly support the potential for positive change, including Vice Admiral Bill Moran, the Chief of Naval Personnel. He has made the time for several “all hands calls” with the fleet since the release of the paper, and is truly interested in hearing from those of us at the deckplate — what inspires sailors to remain in uniform and, just as importantly, what is pushing sailors away. We’re incredibly lucky to be having this conversation with a Chief of Naval Personnel, among other senior leaders, who are willing to listen intently, think deeply, and act boldly in support of our Navy.
In the end, no matter your rank or position, it’s about asking ourselves what type of Navy do we want to dedicate some portion of our lives to … and what type of Navy do we want to leave for those that join 5, 10, 15 years into the future and beyond?
Again, my most humble and sincere thanks. The support for the paper and for the 2014 Navy Retention Study has been tremendous. If you haven’t visited the website, please consider following our progress at http://navy.dodretention.org. Keep the constructive feedback and ideas coming!
All my best,
The CNO’s Rapid Innovation Cell, in partnership with Combat Direction Systems Activity (CDSA) Dam Neck is dedicated to bringing 3D printing to the Fleet. We need your participation, and your ideas. We have set up a lab to print prototypes, training aids, and anything else you can think of that would make your lives easier.
With the ever changing landscape of warfare, new, unanticipated problems continue to emerge. Technology of yesterday may not meet the needs of today’s warfighter. Our military must adapt to solve new challenges quickly and within present-day financial constraints. CDSA Dam Neck has the ability to provide affordable, rapid response solutions to the warfighter.
One of the ways CDSA Dam Neck is able to provide solutions efficiently is through the use of additive manufacturing, also commonly known as 3D printing. Engineers can design, model, build, and test their solution in a matter of days, as opposed to months or years. Usually these designs are sent to a shop for final fabrication, but, in some cases, we send our final “printed” designs for direct deckplate use.
Last year, the CRIC began a project called Print the Fleet (PTF), which was designed to improve sailors’ access to additive manufacturing technology. The CRIC decided to leverage the knowledge, capabilities, and location near the Norfolk waterfront of CDSA Dam Neck. CDSA is now a technical lead for this project.
The PTF team is looking for problems that may be solved through the use of additive manufacturing. Sailors can bring urgent or non-urgent issues to the attention of PTF, where potential 3D printing solutions will be analyzed. If there is a feasible and cost-effective solution, PTF will use additive manufacturing technology to solve the problem, with the approval of the sailor’s commanding officer. Upon completion of a project, we request input from the users to determine the usefulness, timeliness, and cost-effectiveness of the solution. These metrics will help us improve our ability to effectively and efficiently provide additive manufactured parts to the warfighter.
Recently, the USS Whidbey Island (LSD-41) ran into an issue with their new sound-powered phone boxes. The new composite boxes are strong, lightweight, and will not rust like the old brass ones. Unfortunately, these phone boxes have bolt holes in a different location than the original boxes. To solve this problem, sailors were going to have to cut the standoffs out of the bulkheads, grind down the bulkheads, and re-weld new studs in the correct locations. Instead, we are “printing” a variety of prototype adapter brackets to theoretically allow for the continued use of the old standoffs, cutting down the installation time of each phone box drastically. In this case, additive manufacturing is allowing us to provide an easier, cheaper, and faster solution to these sailors.
We have also sponsored a printer aboard the USS ESSEX to create medical devices and models for use with the Ouija board in the flight deck control in collaboration with Navy Medicine Professional Development Center (NMPDC) at Walter Reed National Military Medical Center. Sailors and their creativity, combined with the technical acumen of our technologists, are pushing this technology forward for integration in the Fleet.
In addition to the partnership between NWDC and CDSA Dam Neck, the PTF team is collaborating extensively with other organizations. CDSA Dam Neck and NWDC first consulted with NASA Langley Research Center to leverage their extensive knowledge and experiences with additive manufacturing. For PTF, a new 3D printer was not purchased, but is on loan from Explosive Ordinance Disposal Group Two. Naval Supply Systems Command (NAVSUP) is working to create a data repository to host model files. These files can be “printed” at a location other than CDSA Dam Neck if there is an approved 3D printer nearby. Users may soon be able to request parts from engineers through this data repository in the near future. Currently, correspondence is handled through email, phone calls, and in-person meetings. To assist us with upcoming challenges for PTF, we have developed a network of experts throughout industry, academia, and the defense community, including Virginia Tech DREAMS Lab, NASA, NMPDC, and several of the naval warfare centers.
Additive manufacturing technology is giving the Navy an opportunity to provide rapid response solutions to the warfighter, which will improve operational availability and reduce total ownership costs. Embracing these types of emerging technologies will be vital in creating the agile Navy of tomorrow.
Every military service has a formal or informal mentoring system. Especially within the officer corps, the right mentor can fast-track a younger officer to a successful career. In the Navy, the unofficial, un-codified, mentorship system is called having a Sea Daddy. The effectiveness and availability of mentorship systems varies considerably among the services, and within them.
The word “mentor” originates in Greek mythology. Mentor was the name of the wise and trusted teacher Odysseus chose for his son, Telemachus. This word has now been adopted into our current English vocabulary.
Mentors can be of great value, not only providing invaluable advice, but also pinpointing professional opportunities. As senior officers rise in rank, for example, they often take their mentees with them, to plum positions. Mentors can be their mentee’s #1 supporter, and at the same time they are not afraid to give them direct, straightforward advice when they are headed in the wrong direction, and assisting in avoiding common pitfalls. The mentor/mentee relationship is a two-way street. For the relationship to be successful, both parties must be equally committed. The performance of the mentee is a direct reflection on the mentor. If a mentee becomes an embarrassment to the mentor through incompetence or malfeasance, the subordinate will undoubtedly be dumped, and neatly tucked away from future opportunities. Consistent quality performance is key to both parties in the mentor/mentee relationship.
Having an influential mentor does not, however, guarantee career success. Each year, officers come into the “zone” of eligibility for promotion. Selection boards look at the documented fitness reports of those eligible for promotion, reports written by their commanding officers. Where an officer is ranked against his peers is most important. The candidate who gets ranked 1 of 3, or 1 of 4, is most likely to be selected for advancement. A candidate can have glowing verbal reports from the “briefer” who speaks on behalf of the candidate, but it is the ranking system that is to be determinative. There is a common expression, “Boards pick records, not people.” There is also an expression though, that “ducks pick ducks” meaning, for example in the Navy, that if the board is largely aviators, they will pick largely aviators, if largely surface warfare officers (SWOs), they will pick similarly. Mentorship, record and community are all factors in the promotion selection process.
In the Navy, the mentor/mentee relationship most often develops organically through a natural connection or bonding of like-minded souls. According to several senior officers interviewed, the promotion process is far less political than it used to be. Robert Timberg’s 1996 book The Nightengale’s Song cites the Navy promotion system through the rank of O-6, Captain, as a strong example of a meritocracy. You must be proven and top-notch to advance. If your record is solid – but so are the records of your competitors — then the mentoring relationship can become determinative.
As one Senior Naval Officer at the Naval War College explained the Sea Daddy system, “Everyone in the Navy knows how it works, but nobody wrote it down. You live it, you watch it, and you see your senior officers do it.” Experienced military leaders are looking for good protégés to bring up through the system. “Careers top out where connections tap out,” remarked one former commanding officer.
There are different approaches to mentorship among the services, each with strengths and weaknesses. The Army, for example, instituted a formal mentoring program in 2005. Although this new approach encourages voluntary relationships outside the chain of command, and these still occur, most junior officers are assigned a mentor. Many individuals characterize this system as dispassionate and at times very sterile. Without a natural bonding that allows for a strong connection to develop, a personal, nurturing environment does not develop and consequently, does not lead to effective career guidance. “At the end of the day, it [the formal system] all became about the assigned mentor ‘checking the boxes’, period,” one soldier said. Although the Army’s structured approach is meant to produce leadership development, clearly mentorship is most effective when one is connected to another in a voluntary relationship.
Journalists David Cloud and Greg Jaffee write about the relationships that developed within the Department of Social Sciences (Sosh) at West Point, where generals such as Peter Chiarelli and David Petraeus served as faculty members, in their 2009 book, The Fourth Star. Though, the authors say, Army personnel officers considered spending time at Sosh as career ending, “in reality, getting promoted depended at least as much on having good connections, which Sosh had.” (59)
The Air Force has a regulation encouraging mentoring, though no official program. The Marines have an official mentoring program called Steel Sharpens Steel. Much like the Army program though, the intent is good, but the effectiveness dubious. Effective mentoring occurs most often when organically driven.
Gender is a factor in mentorship as well, in all the services. For a variety of reasons, including cultural bias, fear of reprisals, and intra-gender competition, women in the military are not always afforded the same opportunities for effective mentorship as men, especially at an organic level. Culturally, at least some women officers seem to see the Navy is a patriarchal club where they are not welcome. “Active duty in the Navy–as a woman–is asking to belong to a club where they don’t want you,” remarked one female officer who had served 25 years. No one wants to draw attention to themselves as weak, or a problem. Several women military officers, including those at the O-6 level, declined interviews for this project. In most cases those women who agreed to be interviewed asked to remain anonymous, and to meet somewhere in private for interviews.
Male officers say they are sometimes reluctant to mentor a woman for fear of accusation of sexual harassment. Many said it wasn’t worth the chance that might put a black eye on their career. All men agreed that rape and sexual assault, as well as demeaning a woman verbally, were absolutely wrong. “But sometimes compliments can be taken wrong by an overly sensitive female.”
Women mentoring women is, unfortunately, nowhere near what it is between men. There are so few positions available for women that competition between them can discourage helping each other up the ladder. Further, whereas men helping men is considered mentorship, women helping women is often considered favoritism, favoritism that can get the mentor shunned by male colleagues in the future.
Mentorship in the military is important, but it is just one of several ingredients needed to advance ones military career. Having a Sea Daddy doesn’t guarantee success. But coaching, advising and teaching are at the core of any successful organization, especially one like the military where leadership development is key. One of the most important assignments of the senior officers is to develop the character, knowledge, skills and discipline of their up and coming junior officers. This task is critical, and is inextricably linked to the success of the next generation of military leaders. In the military, the leadership is always on the lookout for the next promising, rising stars that can succeed them—and expertly lead the next generation of warriors.
Though the material in this essay is clearly preliminary and largely anecdotal, mentorship is clearly an important part of leadership development. The topic deserves further, broad-based and fact-based consideration. Leadership development is too important to leave to chance.
Allyson Reneau conducted informal interviews of retired and active duty faculty members at the Naval War College as part of an Internship program between the Naval War College and Harvard Extension School. The views expressed here are the author’s alone and do not represent the views of the Department of Defense or the U.S. Navy.
Sea Control discusses 3D printing this week with James Lambeth from the Navy’s Dam Neck facility and… almost, James Zunino, of Picatinny Arsenal in NJ (if the computer hadn’t eaten the audio). In the latter case, we go over some of the broad-strokes. From simple part adapters for ships to painted-on radios for soldiers to the pains of product certification, we cover what’s going on in two military 3D printing facilities trying to push their new capabilities out to the force.
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- The Virtue of Being a Generalist, Part 1: A Day in the Life of Sub Lieutenant Snodgrass