These draw from recurring admiral quotes, personal command experiences, critiques of naval practices, mentorship stories, and timeless naval principles emphasized throughout the posts. They blend integrity, accountability, human connection, and mission focus.
- Hold yourself accountable without exception — Leaders who place themselves beyond accountability lose trust forever (Admiral Kinnaird R. McKee).
- Integrity is the most important leadership trait — Reward it above all else, even if it means delivering uncomfortable truths that risk your career.
- Never compromise your integrity — Once you stray, rationalization sets in, and you can no longer stand on principle (Admiral Arleigh A. Burke).
- Lead by example always — It must be "Do as I do," never "Do as I say."
- Delegate responsibility but retain accountability — Indecisive or morally weak leaders destroy morale.
- Make decisions decisively — Gather input, weigh it, then commit fully and stand by your choices with integrity.
- Embrace genuine diversity for peak performance — Not quotas or statistics, but varied talents, experiences, backgrounds, and ideas that sharpen warfighting edge.
- Cultivate a culture of fairness and respect — Unite the team through shared commitment to the Nation and each other.
- Discipline with dignity — Hold people accountable while preserving their self-respect (Force Master Chief David C. Lynch).
- Practice intrusive leadership — Show deep concern for Sailors' success through empathy, openness, honesty, and positivity; "Sailors don’t care how much you know until they know how much you care."
- Mentor proactively — Use formal and informal means to share experience and help juniors and peers grow.
- Conduct timely Career Development Boards (CDBs) — Involve CMC, Chiefs, and counselors; start within 30 days of reporting, then at 6 and 12 months.
- Implement strong sponsorship — Assign sponsors and resolve issues in the first 72 hours for smooth integration.
- Recognize creatively and often — Go beyond end-of-tour awards with mid-tour Flag letters, POD highlights, handshakes, and public praise.
- Apply military justice consistently — Hold everyone equally accountable, but expect more from seniors.
- Maximize senior exposure to juniors — During visits, ensure juniors benefit most from interaction and learning.
- Share meals with juniors and Chiefs — Lunch together to listen, learn, and build stronger bonds.
- Distribute information freely to department heads — Trust them with secrets; shared knowledge empowers the command.
- Avoid favoritism in the wardroom — Playing favorites divides and undermines trust.
- Prioritize your calendar for the mission — Minimize ceremonial distractions to focus on warfighting readiness.
- Write and widely distribute a clear command philosophy — Align the team, spark discussion, and guide followership.
- Provide honest 360-degree feedback — Ensure actions match words to avoid perceptions of insincerity.
- Use personal correspondence for profound motivation — Handwritten notes from leaders inspire more than medals and last a lifetime.
- Motivate through recognition of specific achievements — Flag-level thanks for upgrades like language proficiency drive performance, awards, and retention.
- Practice servant leadership — Give away authority to gain it, aligning the team for top performance (influenced by VADM James Bond Stockdale).
- Adhere to core Naval values — Honor, Courage, Commitment, discipline, obedience, integrity, technical excellence, and dedication to national defense.
- Be a lifetime learner — Stay current in technology, threats, and tactics to inspire subordinates.
- Know yourself and seek self-improvement — The foundational principle of naval leadership.
- Seek responsibility and own your actions — Take full accountability for outcomes.
- Infuse leadership with kindness — "Kindness Always, in all ways" — through personal connections and selfless acts.
- Proactively support families — Train ombudsmen to share info, resolve issues, and prevent escalation.
- Ensure effective indoctrination — Follow sponsorship with programs that set expectations and value talent.
- Match actions to words — Sailors detect insincerity instantly; credibility depends on consistency.
- Respect others' time — Be punctual to avoid wasting it and build trust.
- Reward integrity over promotion fears — Change systems like FITREPs to value those who risk careers for truth.
- Steer positively to avoid shoal waters — Address perceptions that integrity hazards careers before confidence erodes.
- Support up and down the chain — True followers and leaders bolster everyone.
- Become competent followers first — Study the organization, mission, and leader's style to anticipate needs.
- Anticipate problems proactively — Go beyond expectations to provide leaders with informed decisions.
- Create opportunities when none exist — Don't wait; make them happen (VADM Jack Dorsett).
- Maintain moral forces — Order, courage, confidence, and cohesion through consistent standards.
- Hold poor performers accountable — Don't accept "accomplish the mission in spite of" them; develop or correct.
- Value personal letters as the highest honor — They motivate through careers far more than medals.
- Foster initiative through honest feedback — Underwrite honest errors once to develop leadership.
- Solve problems instead of admiring them — Focus energy on fixes (VADM Jack Dorsett).
- Maintain credibility under pressure — Poor judgment undermines faith in leadership, especially in tough circumstances.
- Set high standards as representatives — Your uniform obligates exemplary conduct at home and abroad.
- Channel energy positively — Direct young Sailors' P&V (pep and vinegar) through discipline and training.
- Build lasting mentorship relationships — Decisions like detailing mentors can influence careers for decades.
- Remember leadership is about people — The 20-year-old bluejacket is the backbone; invest in their success, morale, and growth for mission success.
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