Archive for the 'Surface Warfare' Tag
A half-decade after the fall of the Soviet Union, a top-down movement started to take root in the US Navy around a word; transformation. The Transformationalists gained steam as they were swept up in the mid-90s Zeitgeist; all was new and now was the time to make a new Navy.
With the end of the existential threat of global Communism, technology’s promise of Moore’s Law, and with the self-esteem and optimism that their generation felt as they first gained the reins of power from the White House to the first GOFOs – this was the time where, yes, all was new – in a fashion.
There were challenges though. In the pre-9/11 Pentagon, the post Cold War was one of lean budgets and an expensive to maintain legacy Fleet. Each new ship and each new program put greater demands on a already strained budgetary pie. How do you sail in to the future with, as you see it, a sea-anchor of the past holding you back?
Even with a larger budget, as the Navy fed off the fat of the Cold War Fleet – how do you get the Fleet of tomorrow? With challenges comes opportunities the saying goes, all that was needed was a vision.
Decades, indeed centuries, of best practices of shipbuilding and aircraft development – how to build them, maintain them, and man them – were showing one path of requirements and a way forward; but that was a hard story – one that made beloved new theories come away bruised and battered. On that path to that still undefined “there” one thing was clear – we could not get “there” from “here” with the money in hand and the numbers in mind.
If experience, history, and best practice told us what we did not want to hear, there was but one thing to do – ignore that reality and create a new one. From such was born Transformationalism.
By selective hearing, blinkered optimism, para-scientific concepts, faith, a dose of hope in the best case scenario, and even more importantly – the force of personality – we thought would get “there.” Our Navy would be transformed – a Navy based on New Technology, New Networks, New Manning, New Training, and New Maintenance; the PowerPoint gods had it written; therefor it would be done.
There is a fine line between institutional optimism, overconfidence, and arrogance. When facts are brushed aside and history ignored, and instead you gird your future with untested theory and hope – you have to play the odds. As an institution we decided in that brief period in time that now was the time, it was a moment that a generation needed to grab hold of an institution and Transform it; to steer not in to – but away from the skid and see what the odds brought.
“Don’t you want to take a leap of faith? Or become an old man, filled with regret, waiting to die alone!”
— Saito, from the movie Inception.
And so we threw away the charts, put the radar in to stand-by, and we sailed forth in to the sea of New Technology, New Networks, New Manning, New Training, and New Maintenance.
Who was to ride the wave of Transformationalism and have a front-row seat? Naturally, those who would make it happen would be those Captains who at the turn of the century would make Flag and would spend the next dozen years doing the best they could to bring the fruits of Transformation to the Fleet.
The best perspective would be from someone who spent a good quarter-century in the Cold War “legacy Navy” – one knowledgeable of the “build a little, test a little, learn a lot” philosophy & culture that brought about such programs as cruiser development in the 1920s and 1930s, and surface-to-air missiles from the 1950s through Aegis. They would have seen how it was done, knew how it was done.
What have those individuals who have rode that path seen? In a moment of candor – what do they have to say at the end of their travel? What fruits have come from the tree of Transformationalism?
4-star Admirals come and go. Some leave larger footprints than others, and today one of the size-13 4-stars has re-joined the civilian world; Admiral Harvey – welcome to the other side – and thank you for your service.
Like one of his predecessor 4-stars from another service – Admiral Harvey has left those who are taking over the watch a gift, if they want to take it.
Earlier this month, Admiral Harvey sent out an email to the other SWO Flag Officers. I encourage you to read the whole thing; The Fundamentals of Surface Warfare: Sailors and Ships and read the embedded attachments.
The past few years have been a serious wake-up call for our surface force. We discovered that the cumulative impact of individual decisions made over long periods of time, driven by unique and widely varying circumstances, had put the future readiness of our surface force at risk.
Prepare yourself, because a decade of manpower, maintenance, and programmatic sacred cows are about to be brought to task by one of the ones who raised them.
We shifted our primary focus away from Sailors and Ships – the fundamentals of surface warfare – to finding efficiencies/reducing costs in order to fund other important efforts such as recapitalization. We took our eyes off the ball of the main thing for which we were responsible – maintaining the wholeness and operational effectiveness of the surface force. Because readiness trends develop and evidence themselves over years and not months, shifting our primary focus to individual cost-cutting measures gave us a very myopic view of our surface force and the way ahead; institutionally, we essentially walked into the future looking at our feet.
Institutionally, there was a culture that had you keep your head down, and your mouth shut. Who created that culture, and why?
There is also that “f” word; “fundamentals” – that most ignored concept as of late but the record is clear; the naval gods of the copybook headings are calling for their offerings. Ignoring fundamentals in manning, maintenance, and program management were all warned of, why were they dismissed?
Did we grow an appreciative and rewarding environment of operational excellence – or did we grow and reward administrative bureaucratic bloat? Did we function as a learning and self-correcting institution of critical thinkers?
… we “trained” our people on the deckplates that improving efficiency trumped all other considerations – certainly an approach and a philosophy that was completely contrary to the institutional culture of ownership – “this is MY ship; this is MY gear” – and the institutional focus on operational readiness – “we are ready NOW” – that have been at the very foundation of our surface force since its beginnings.
… and what did we do to those who objected to this outgrowth from the cheap grace of b-school management books and silly 2-week Outward Bound MBA seminars? Simple – they either shut up or were professionally told to follow the sign to Ausfahrt. How many people did we promote that didn’t have a deckplate culture (months at sea, hours in the cockpit) – but did have other things non-related to performance at sea or in the aircraft? What were those things we valued so much, and why?
The flawed process is just a byproduct of a more critical problem, a flawed culture.
When the assumptions behind the man, train, equip and maintain decisions did not prove valid, we didn’t revisit our decisions and adjust course as required.
In short, we didn’t routinely, rigorously and thoroughly evaluate the products of the plans we were executing.
There you have your answer.
Again, the word of the day; why? Part of the answer is an undercurrent to the entire Transformationalist movement; their totalitarian opposition to dissent. They abused the very important military concept – keep your differences quiet outside closed doors.
That is a great thing for war – but a recipe for failure outside a no-kidding war war. The institutional cancer of promoting a culture of loyalty to individuals over institutions, I would offer, is north of 51% of the answer to the above, “Why?”
Those assumptions were evaluated and found wanting many times over the last decade … and those results were ignored and/or suppressed. Little action was taken for reasons related to needs of individuals temporarily in positions of power, not the institution’s long term viability.
We shifted maintenance ashore, scaled back our shipboard 3M program and reduced our preventive maintenance requirements to fit a smaller workforce, and then failed to fully fund the shore maintenance capacity we required.
The result was optimally-manned ships that we could not maintain to the performance and reliability standards we previously mandated in order to achieve mission success over service life. This result became apparent with the increase in the failure rate of the INSURV Material Inspection, the “gold standard” inspection which measures the performance of our Sailors and their ships against the established standards required to sustain wholeness and mission effectiveness over the life of the ship.
How did we respond to this? We made INSURV classified in order to further hide the problem, and protect the tender egos of those who helped create the problem. That may sound a bit harsh, but it is the only answer that can survive the follow-up question.
Here is one of the best parts of the email – one everyone should read twice.
Now in discussing these issues with you, I want to acknowledge up front that I realize how much more I could have done to fully evaluate the impact the actions I’ve described to you had on our surface force’s overall mission effectiveness. Looking back on my time as a Flag officer, I can see that I focused too exclusively on the tasks and responsibilities immediately at hand and did not take sufficient time to “step off the pitcher’s mound” and reflect more broadly on the Navy-wide/community-wide impact of what we were doing. And, when we did gather together as community leaders, we did not get to the heart of the matter: our Sailors and our ships and their collective readiness to carry out our assigned Title 10 missions. I could have done better. We could have done better. You MUST do better, because now we know better.
I was guilty too. On active duty, I allowed myself to be shut up. Why? Complicated answer for myself, so I won’t pretend to know it for someone else either – but I do know what the culture was that drove me to shut up. Even at his level, I think Admiral Harvey was in the same culture.
… our TYCOMs, ISICs and ships must be focused first and foremost on EFFECTIVENESS – if it’s cheap, efficient, but doesn’t work, it does us no good. If our budgets drop, we may certainly have to do less; but whatever it is we decide to do, we must do it well.
If it is expensive, inefficient, and doesn’t work – then it is doubly no good. I am not sure we were focused on “cheap.” LPD-17 and its titanium fire mains were not cheap. LCS as a littoral corvette is far from cheap. The pocket battleship sized Zumwalt “Destroyers” are not cheap. I’m not sure what we have tried to make that is cheap in the last couple of decades. F-35? No. F-18? Well, they are cheaper than the alternative … but they do work at least.
Here is another quote that is valuable and deserves great reflection in our Flag Officers;
The absolute accountability of our COs for the performance of their ships and Sailors is the sure foundation for the performance of our Navy under the most challenging conditions imaginable. We know that the concept works.
So why did we so readily walk away from an approach that had accountability at its foundation with regards to how we deliver combat capabilities to the Fleet?
Yep. Accountability up? Spotty record there.
Towards the end, there is a call for an about-face to what is already the dying concept of Transformationalism;
Re-establishing the fundamentals of how we train, how we equip, and how we operate and then putting those responsible to deliver on those fundamentals back under accountable officers in the chain-of-command … for the sake of our surface force and our Sailors, be ruthless in the maintenance of our standards and keep your focus where it MUST be – on our ships and Sailors. …
That is a good start.
Some may say that Admiral Harvey’s call is too late, perhaps – but that does not matter. Is he now an anti-transformationalist? I don’t know, but he’s trending that way at least.
I will give him the benefit of the doubt, and all should welcome the message of this email. The higher you go, the larger the Sword of Damocles is … but of course no one but the person in the seat can see it. As most everyone does – he did the best he could for the country and Navy he served, and he did it better than most.
We should hope that this letter is the start of an ongoing conversation, not just by Admiral Harvey as he adopts the suit and tie, but by those in uniform as well.
There is a lot of ruin in a navy as big as the US Navy. Regardless of well intentioned mistakes of the past, there is still plenty of excellence left to build a better Navy from. Let us repair and redirect the damage done as we move forward from the last couple of decades of poor concepts and cultural warping. If the larger Navy community is looking for a starting point for that conversation – Admiral Harvey has provided us one to use; we should accept it in the manner it was offered and get to work.
When does a leader need to backoff – and when does a leader need to get in to fine-granularity leadership? The more senior a leader gets – what is a constructive level of detail?
This time around this habit gained steam with “Intrusive Leadership” and the belief in that if we have a long enough shafted screwdriver with a finely engineered head, then by-golly we can get things right!
Is it people or process? A bit of both? Perhaps. Is it required, or is it simply one leader’s reaction to D&G higher up?
After awhile, even the best “Intrusive Leadership”/micromanaging/helicopter-leadership/etc reaches a point of diminishing returns by either excessive detail or context. Those at the receiving end feel frozen from action and look for a point of pivot where they can get some relief, while those at the giving end believe that the more they do of the same, the further away from what is needed they find themselves. Everyone is frustrated, and results suffer.
This week over at my homeblog, we’ve had a little fun with CNSL’s SHIPS ROUTINE message, but in all seriousness shouldn’t one ask; is this an efficient and effective way of doing business at that level?
It brings up two broad questions; are we excessively micro-managing our leaders from the highest levels, and are we making prudent use of Record Message Traffic?
As I understand it, the message we highlighted is just one of a series that’s been getting rolled out this summer (the first being about small arms), and the messages are just the *highlights* from the upcoming re-publication of SURFLANT Regulations. It is a good thing to update and clarify how things should be done … but do we really need CNSL to put out a messages (as opposed to regulations promulgated via different means) that prescribes details so minor they wouldn’t even make it in to the POD? Is that a good habit for others to copy?
ALL COMMODES, URINALS, SINKS, SHOWERS, AND DRAINS MUST BE CLEAN AND OPERABLE. SHOWER CURTAINS, MATS, BULKHEADS, AND DECKS MUST BE CLEANED AND SANITIZED TO PREVENT MILDEW.
We call it “Record Message Traffic” or “Messages,” but I always preferred the Royal Navy “Signals” – mostly because it frames the medium better. There should be very few “signals” – and those that exist should be short, direct, and of such importance that other delivery methods are inadequate – otherwise the important things get drowned out in the signal-to-noise ratio.
When, as leaders, do we get too far in to the weeds to the point that we can’t do our jobs because we are too busy doing others’ job? When is too much – just too much?
Well, as one of my commenters pointed out – when in doubt, benchmark the best. At the beginning of the year that would end with our nation in a World War, Admiral Ernest J. King, USN, then CINCLANT, put it well;
Subject: Exercise of Command — Excess of Detail in Orders and Instructions.
1. I have been concerned for many years over the increasing tendency — now grown almost to “standard practice” — of flag officers and other group commanders to issue orders and instructions in which their subordinates are told “how” as well as “what” to do to such an extent and in such detail that the “Custom of the service” has virtually become the antithesis of that essential element of command — “initiative of the subordinate.”
2. We are preparing for — and are now close to — those active operations (commonly called war) which require the exercise and the utilization of the full powers and capabilities of every officer in command status. There will be neither time nor opportunity to do more than prescribe the several tasks of the several subordinates (to say “what”, perhaps “when” and “where”, and usually, for their intelligent cooperation, “why”), leaving to them — expecting and requiring of them — the capacity to perform the assigned tasks (to do the “how”).
3. If subordinates are deprived — as they now are — of that training and experience which will enable them to act “on their own” — if they do not know, by constant practice, how to exercise “initiative of the subordinate” — if they are reluctant (afraid) to act because they are accustomed to detailed orders and instructions — if they are not habituated to think, to judge, to decide and to act for themselves in their several echelons of command — we shall be in sorry case when the time of “active operations” arrives.
4. The reasons for the current state of affairs — how did we get this way? — are many but among them are four which need mention: first, the “anxiety” of seniors that everything in their commands shall be conducted so correctly and go so smoothly, that none may comment unfavorably; second, those energetic activities of staffs which lead to infringement of (not to say interference with) the functions for which the lower echelons exist; third, the consequent “anxiety” of subordinates lest their exercise of initiative, even in their legitimate spheres, should result in their doing something which may prejudice their selection for promotion; fourth, the habit on the one hand and the expectation on the other of “nursing” and “being nursed” which lead respectively to the violation of command principles known as “orders to obey orders” and to that admission of incapacity or confusion evidenced by “request instructions.”
5. Let us consider certain facts: first, submarines operating submerged are constantly confronted with situations requiring the correct exercise of judgment, decision and action; second, planes, whether operating singly or in company, are even more often called upon to act correctly; third, surface ships entering or leaving port, making a landfall, steaming in thick weather, etc., can and do meet such situations while “acting singly” and, as well, the problems involved in maneuvering in formations and dispositions. Yet these same people — proven competent to do these things without benefit of “advice” from higher up — are, when grown in years and experience to be echelon commanders, all too often are not made full use of in conducting the affairs (administrative and operative) of the several echelons — echelons which exist for the purpose of facilitating command.
6. It is essential to extend the knowledge and the practice of “initiative of the subordinate” in principle and in application until they are universal in the exercise of command throughout all the echelons of command. Henceforth, we must all see to it that full use is made of the echelons of command — whether administrative (type) or operative (task) — by habitually framing orders and instructions to echelon commanders so as to tell them ‘what to do’ but not ‘how to do it’ unless the particular circumstances demand.
7. The corollaries of paragraph 6 are:
(a) adopt the premise that the echelon commanders are competent in their several command echelons unless and until they themselves prove otherwise;
(b) teach them that they are not only expected to be competent for their several command echelons but that it is required of them that they be competent;
(c) train them — by guidance and supervision — to exercise foresight, to think, to judge, to decide and to act for themselves;
(d) stop ‘nursing’ them;
(e) finally, train ourselves to be satisfied with ‘acceptable solutions’ even though they are not “staff solutions or other particular solutions that we ourselves prefer.”
One does wonder how Admiral King would react to the goings-on in our Navy. A man whose own daughter stated,
… her father was “the most even-tempered man in the Navy. He is always in a rage.”
Odds are, he wouldn’t take kindly to retired CDRs commenting on his messages. Good odds, methinks.
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