Monday, November 30, 2009

2009 Annual Commanding Officer Firings On Pace With Historical Trends

On average, the Navy publicly fires 12 (about 1.2%) of its Commanding Officers annually (accurate statistics are not available on XO firings). In Accordance With (IAW) Navy Regulations, the Navy gives broad authority and responsibility to its commanding officers - afloat and ashore - who number more than 1,000 (commands as listed in the Navy's Standard Distribution List (SNDL)). A single mistake can usually end a career. Some criticize this as a "zero defects mentality". But, let's be honest - these are usually huge mistakes. Grounding and collisions are costing the Navy 100s of millions of dollars. In these cases, the Navy has no alternative but to fire the responsible Commanding Officer (and usually several other responsible officers, Chief Petty Officers and Sailors).

Nor is the Navy shy about firing its Commanding Officers for personal misconduct, ranging from extramarital affairs, false travel claims, illegal or improper use of government property to alcohol abuse (typically resulting in a DUI/DWI which comes to the attention of Navy authorities). Several Navy Captains who were certain Flag selectees have seen "their Flag" flushed down the toilet over DUIs.

The Navy Inspector General's reports in 2005 and 2008 found that Commanding Officers were more likely to be fired for improper behavior than for poor job performance (groundings, collisions, failed inspections, creating a poor/hostile command climate, etc). One of the reasons for this is that in this age of information sharing, more improper behavior is being reported by command members than in years past. More than half of the Commanding Officers were fired because of misbehavior.

Navy IG reports note that a "CO's failure to follow established regulations, laws, moral or ethical principles, occasionally after being counseled, was the primary cause of most" of the actions. The report also found that most dismissals for misbehavior involved adultery (often with the wives of subordinates) or alcohol abuse.

For my part, more open discussion of the reasons for firing Commanding Officers would serve to better educate others on appropriate behavior demanded of Navy officers selected for command. Navy Regulations set the standard (Article 1131 below) - the Commanding Officer need only live up to it.


1131. Requirement of Exemplary Conduct.
All commanding officers and others in authority in the naval service are required to show in themselves a good example of virtue, honor, patriotism and subordination; to be vigilant in inspecting the conduct of all persons who are placed under their command; to guard against and suppress all dissolute and immoral practices, and to correct, according to the laws, and regulations of the Navy, all persons who are guilty of them; and to take all necessary and proper measures, under the laws, regulations and customs of the naval service, to promote and safeguard the morale, the physical well-being and the general welfare of the officers and enlisted persons under their command or charge.

Sunday, November 29, 2009

Command Climate

As CO, I consider my most important job to be creating the right command climate. To me, the right climate is one where each individual has maximum opportunity for initiative and achievement. All focused on getting the job done. The tools for creating the right climate are called good leadership techniques. Anybody who has risen to command should be able to preach leadership. But as CO, more than any other time in my life, I realized that actions do speak louder than words. If the CO doesn't practice what he preaches, he can't expect anyone else to. I believe fair, consistent leadership is the most essential element of command. Without it there is no hope of creating the climate necessary for mission accomplishment.

Saturday, November 28, 2009

Competitive Category: Information Warfare


1. Joint Experience
2. Cyber Operations and Planning
3. Language, Regional Expertise, and Culture Experience
4. Expeditionary Warfare
5. Naval Special Warfare Experience
6. Acquisition Corps
7. Space Cadre

The selection board convened on 02 NOV 09 for - INFORMATION WARFARE REAR ADMIRAL (LOWER HALF). The board's work is complete. The waiting and guessing - and second guessing begins. The officers considered were those with lineal numbers between (and including) these two gentlemen listed below. If the Chairman of the JCS and CNO's diversity goals hold, the selections will receive plenty of scrutiny - whichever way it goes.

REAR ADMIRAL LOWER HALF
-----INFORMATION WARFARE (161X)------
SR INITIAL ELIGIBLE - HAWS, G. J. 018363-00 01 DEC 06
JR INITIAL ELIGIBLE - DOLLAN, J. A. 018596-00 01 OCT 07

Friday, November 27, 2009

Command Excellence - Admiral Nimitz

Fleet Admiral (FADM) Chester Nimitz created command excellence in every command he was a part of. He did not broadcast his expectations, but conveyed them subtly to his officers. He demanded excellence not for his sake, but for the sake of the men themselves and their own prides and self-fulfillment.

Nimitz believed that sound strategy is based on knowledge, information and technical experience. He gave an order and relied on his men to do what they thought best under a given situation. He once said "horses pull harder when the reins lie loose." Nimitz kept his door open to his men. He believed the best ideas did not come from the top, but often from the men.

From: AN ASSESSMENT OF STRATEGIC NAVAL LEADER COMPETENCIES
Commander Michael A. Strano
USN

"I'm still learning every day. I still try to do my best and refuse to worry about things over which I have no control." - Fleet Admiral Chester Nimitz

Thursday, November 26, 2009

Commander, TENTH Fleet - the man



Some of the reasons why VADM McCullough was chosen by the Chief of Naval Operations to command TENTH Fleet and Fleet Cyber Command:


  • He is an intense, nuclear-trained engineer.
  • He understands the technological intricacies of cyberspace far better than his contemporaries.
  • He advised the CNO on countering the emerging ballistic-missile threat to surface ships.
  • He absolutely understands the intersection of strategy and technology.
  • He brings profound technical depth to bear on a number of crucial military questions (cyber included).
From: Loren B. Thompson's (PhD) article over at Lexington Institute

Wednesday, November 25, 2009

Motivating the Crew - Flag Correspondence

This is a letter from former Commander, Naval Security Group Command - RDML (at the time) James S. McFarland while I was Officer in Charge of Naval Security Group Barbers Point, Hawaii. I received this note almost a year into my tour (to the day). He sent a note of thanks to all the places he visited and to many of the hot running young Sailors he met along the way.

RDML McFarland had just visited our small detachment on a worldwide tour that took him to over a dozen Naval Security Group sites in the Far East and through SouthWestAsia. His hand was blistered and calloused from all the hands he shook of the Sailors he met. When he visited my detachment, he already knew all my Sailors by name. I'm not sure if it was good staff work or simply a great memory.

He corresponded regularly with his Commanding Officers and Officers in Charge. He sent a quarterly letter to the entire Naval Security Group claimancy once a quarter to keep everyone on the same page.

On these trips he usually brought a couple of the reps from the CNSG HQ to listen to issues and provide 'on the spot' assistance where they could. On this trip, he brought a recent lateral transfer to the cryptologic community by the name of Andrew M. Singer. You could tell instantaneously that this guy had it all in one seabag. The NSG team had a great visit with my crew. The crew went on to win two Meritorious Unit Citations, one Navy Unit Citation, the National Security Agency's TOP TEN Signals Award and honorable mention for our Sailor retention program. Not to mention - the three RADM G. Patrick March Awards for language proficiency - all presented by RADM March himself.

RDML McFarland's letters served as great motivation for me and my crew. I had nominated one of my linguists (Tim Kalvoda) for a Flag Letter of Commendation for achieving the SILVER level in the Samuel F.B. Morse Award program. RDML McFarland had his awards secretary (Mary Jo Crisp) call me to say, "If you don't mind,RDML McFarland would like to upgrade his award to a Navy Achievement Medal." RDML McFarland was just that kind of man. All of our linguists were dual-qualified (and mostly self-taught) as Manual Morse operators and Tim Kalvoda had achieved a level of expertise that some Cryptologic Technician Collection (CTRs) were not even capable of reaching.

What a great crew ! What a great Admiral ! What a great man ! And, I heard that Andrew M. Singer guy turned out to be a pretty good cryptologist - even if he had been a SWO first.

Tuesday, November 24, 2009

The New Main Battery - N2/N6

“Unless you make bold changes to your information capabilities and … take some risk by developing more comprehensive approaches as to how you manage the electromagnetic spectrum … and the flow of information, there is a potential that the United States and the U.S. Navy would begin to lose that competitive advantage."

VADM Jack Dorsett
Deputy Chief of Naval Operations for Information Dominance


“The Navy has made a commitment to bring together ISR, cyber, C4 [command, control, communications and computers], EW [electronic warfare], space and other information capabilities into a single organization, the Information Dominance Corps. Information has become the main battery of the Navy’s arsenal.”

Rear Admiral (select) Sean R. Filipowski
Director, Cyber, Sensors, and Electronic Warfare
(OPNAV N2N6F3)

From:
The New Main Battery
The Navy realigns its organization toward information dominance

By RICHARD R. BURGESS, Managing Editor

Leader Responsibility - Building Resilience & Mental Hardiness In Subordinates

In work groups such as the military, where individuals are regularly exposed to a range of stressors and hazards, leaders are in a unique position to shape how stressful experiences are processed, interpreted, and understood by members of the group. The leader who by example, discussion, and established policies communicates a positive construction of shared stressful experiences exerts a positive influence on the entire group in the direction of his or her interpretation of experience—toward more resilient and hardy sensemaking. Leaders can increase mental hardiness and resilient responding in several ways:
  • Set a clear example, providing subordinates with a role model of the hardy approach to life, work, and reactions to stressful experiences. Through actions and words, demonstrate a strong sense of commitment, control, and challenge, responding to stressful circumstances with an attitude that says stress can be valuable, and that stressful events always at least provide the opportunity to learn and grow.
  • Facilitate positive group sensemaking of experience, in how tasks and missions are planned, discussed, and executed, and also as to how mistakes, failures, and casualties are spoken about and interpreted. For example, do we accept responsibility for mistakes and seek to learn from them, or do we blame others and avoid responsibility (and learning)? Leaders build resilience by setting high standards, while addressing shortfalls and failures as opportunities to learn and improve. While most of this “sensemaking” influence occurs through normal day-to-day interactions and communications, it can also happen in the context of more formal after-action reviews, or debriefings that focus attention on events as learning opportunities, and create shared positive constructions of events and responses around events.
  • Seek out (and create if necessary) meaningful and challenging group tasks, and then capitalize on group accomplishments by providing recognition, awards, and opportunities to reflect on and magnify positive results (such as photographs, news accounts, and other tangible mementos).
  • Through example and policies, communicate a high level of respect and commitment for unit members. This fosters a strong sense of commitment to the surrounding social world, or Mitwelt.
  • Anticipate high-stress events such as deployments and combat, taking opportunities beforehand to build mental hardiness among subordinates, especially subordinate leaders, by sharing experiences, imparting sensemaking skills, and focusing on organizational cohesion.
From: To Build Resilience - Leader Influence on Mental Hardiness

Defense Horizons - A National Defense University Publication

Monday, November 23, 2009

7 Years Ago - How Are We Doing Today?

These six guys are still with us. All have been promoted. All are leaders in the Information Warfare community.

Sunday, November 22, 2009

Iconic Cryptologic Technician Maintenance Master Chief - CTMCM George Theis Says 50 Years of Service Is Enough - Retires 01/10

CTMCM (ret) George Theis is concluding his 50 year Navy career in January 2010.

His note to the cryptologic community he served for a half century:

"I wanted to retire in 2010 because I first enlisted in the Navy in Oct 1960 and wanted to say I served, in one capacity or another, for 50 years (even if not day-for-day). After graduation from EM"A" school at Great Lakes, en route to my first duty station, the USS CONWAY DD-507 home ported in Norfolk, I married Marie my high school sweetheart. Diane, our first daughter, was born while in Norfolk. She is now an ARLING and just retired from active duty last year after 22 years in the Navy. Like me, upon retiring she has taken a civil service position and is currently working at Ft Gordon. That's why we're retiring and moving to Augusta, GA to be near the rest of the family.

Chief Wyatt (first name Chief) was my first supervisor on the ship. He taught me what it meant to be a sailor, which established the foundation for the rest of my career. I have many great memories from the ship, including the three med cruises and many visits to the Caribbean with lots of interesting liberty. The French Rivera in the summer, Naples with a visit to Pompeii, Athens with a visit to the Acropolis, Aqaba, Jordon with a visit to Petra, even a port visit to Bandar Abbas, Iran (not many people today can say they have been to Bandar Abbas), Djibouti, Bermuda, Montego Bay and even GITMO. The most memorable experience during the four years on the ship was during the Cuban Missile Crisis. CONWAY was part of the BG that surfaced a Russian submarine. We had been tracking the sub for the better part of a week and would periodically tossed grenades over the side to get their attention. The sub finally surfaced at 2230 and when we went to GQ they announced "this is not a drill." Apparently the sub ran out of fuel and the batteries went dead and they had to come up. In the morning when we secured from GQ, the sub was dead in the water, with a helo hovering over it and five tin cans circling her, like Indians around a wagon train. After a couple of hours, we left one ship with the sub and rejoined the carrier to continue to enforce the blockade.

At the end of my first enlistment as an EM2, I reenlisted to convert to the CTM rating. While waiting for orders to ET"A" school at Great Lakes (there was no CTM"A" school at the time) I spent several months at the Receiving Station in Anacostia, Md. Met some VERY interesting people there and even did some brig chasing, not quite as exciting as the Last Detail (they had the wisdom not to give me a sidearm), but memorable none the less.

After ET"A" school, next duty station was NAVCOMMSTA Cheltenham, MD. First job was with Technical Research-Ship Special Communications System (TRSSCOM), the Navy's first SATCOM system. We used the natural satellite (the moon). The system was used to link with our AGRs and I was on watch when the LIBERTY was hit. Took a while to figure out why she failed to come up on schedule, but I'm sure you know the rest of the story, so I'll skip the details. Another milestone while there, I PM'ed R-390 serial number one. Found out first ten R-390s were sent to Cheltenham in 1949 for field test and serial number one was still there in mid-60s. We continued to use the R-390 into the 90s, so I'd say the Navy go their money's worth out of those receivers. Another notable event, I first met Grady Gamble while there. He was the driving force in G-40 at CNSG for decades. I considered Grady a good friend and mentor and was saddened by his passing.

After Cheltenham, it was back to Great Lakes for another year to attend ET"B" school. While there, our second daughter Debby was born. Following "B" school it was on the Adak, via Pensacola for my only "C" school. While a Pensacola, I was initiated as a Chief Petty Officer in Oct 1970. As a new Chief, I was fortunate to work for Master Chief Bill Maurer, who taught me how to be a Chief. I was honored when Bill requested I follow him to Homestead, FL after leaving Adak. While at Homestead, I was selected for the ADCOP program and transferred after about 18 months to attend Florida Junior College in Jacksonville, FL. I graduated with an Associate Degree in Management with a 4.0 GPA.

It was then off to Edzell, Scotland where I had the good fortune to work for Master Chief George Thompson. He showed me that to become a Master Chief, you had to learn to manage as well as lead and I attribute his mentorship for my later advancement to both Senior and Master Chief. While in Scotland, in addition to a visit to Lock Ness to look for the monster, several trips to London, touring many castles, and placing second two years in a row in the Navy's European Chess Tournament, I was advanced to Senior Chief Petty Officer.

My next duty station was at NAVCOMMSTA Rota, Spain. My first job was to run the Fleet Electronic Support (FES) shop where I was able to reconnect with my Navy roots and again work with the fleet. I consider Rota my best tour. In addition to the many great people at the command, the food was incomparable, wine was cheap, and the family and I were able to fit in many, extensive site seeing excursions including Italy, Morocco, Portugal, and all over Spain. I also completed my Bachelors Degree and as a crowning achievement, I was advanced to Master Chief Petty Officer before I transferred in 1982.

After 30 days leave in the states to allow the children to get reacquainted with their grand parents and other family members, we reported to NSGD Yokosuka, Japan for our third consecutive overseas tour. I again ran the FES and served with many great people. We lived in Yokohama and I had the "pleasure" of navigating Route 16 twice a day for three years. Traffic in Japan, makes the H1-H2 merge look like a drive in the park. We also did a lot of site seeing and partook of many culinary delegacies, like sea urchin, jelly fish, natto (fermented beans) and fugo (blowfish, which can be deadly if not prepared properly). It was in Japan when I first meet LT Jim Newman who was the Div Off on the USS JOUETT. Jim already had orders to the PACFLT staff and when the ship pulled into Yokosuka for repairs, he stopped by the FES and we had lengthy discussions on DIRSUP operations in the Pacific and readiness of the carry-on systems. After reporting to the staff, he and I coordinated frequently during the next year. It was through Jim's persuasive efforts that RADM McFarland, then Captain, decided it would be beneficial to have a senior CTM on the PACFLT staff to help manage the FES' and afloat cryptologic equipment resources and that I would be the ideal candidate to fill the position. RADM McFarland initiated the action to get me orders to the staff, and as they say, the rest is history. After reporting to the staff in 1985, Jim was my first boss and he took me under his wing, showing me how a staff functioned and he took me back to DC, showing me around the Pentagon and introducing to key players at OPNAV, SECGRU and NSA. Then I know it took all of Jim's considerable powers of persuasion to convince CDR Ivan Dunn that I knew the issues well enough and was capable of effectively representing the staff at various conferences and that I should go instead of Jim. Hopefully my actions since, have justified Jim's confidence in me and have validate his mentorship. After six years on the staff, as I approached 30 years service and was getting ready to retire, RADM Stevens, then Captain, called me into his office and asked, "If he created a civilian position on the staff, would I be willing to take the job after I retired?" Flattered that he judged my service good enough to retain after retirement, I told him I would be honored to continue to serve him, the staff, CNSG, the Navy and the country. So with the Admiral's good blessing, I retired from active duty, shifted from khakis to an aloha-shirt and again as they say, the rest is history. Of note, at the time I retired, I was not only the senior CTM, by time in rate, I was also the senior CT in the Navy.

As I have announced my pending retirement, many have said, "What are we going to do when you're gone?" As flattering as it is, that my efforts over the years are appreciated by so many, I know full well that no one is indispensable, least of all me. I then usually respond by asking, "Who was Grady Gamble, Roy Hill, Howie Ehret, or other icons from our community's past who set policy and influenced actions world wide, on a much greater scope and for longer than I have. With rare exception, they usually say, "Never heard of them." I consider it a great honor to even be mentioned in the same context as the above gentlemen, and like them, as the years past there will be fewer and fewer people who will remember my name or what I did. Some one will take the job after me and make it theirs, doing things their way and the fleet, the staff, and the Navy will continue to go forward and as it should be, what ever legacy I may have left, will pass into history.

Before I transmit this missive, (which is already much longer than I initially planned) and sign off for the last time, I can't resist making one last appeal to our senior leadership to take the necessary action and allocated sufficient resources to properly reconstitute the CTM rating. I would like nothing better than have one of my grand children join the Navy and become a CTM, but in good conscience I couldn't recommend they choose the rating as it is now and that saddens me very much. It's unquestioned that the actions over the past four or five years have broken the rating and set our young sailors up for failure. I feel strongly that as leaders we should find this unacceptable. As leaders we have an obligation to take care of our sailors and it's my opinion, with regards to our young CTMs, we are failing them. Plus, in my opinion, our community has a very strong requirement for a technically competent, highly skilled, maintenance work force, similar to what the CTM rating use to be, to support the IW community in the future as it tries to quickly adapt to the technically agile adversaries we will no doubt face. I know we are in a VERY austere funding environment, but as ADM (Archie) Clemins used to say, "While there isn't enough money to do everything, there is always enough money to do the right thing." Clearly properly training our young sailors and improving the readiness of our IW systems is the right thing to do. If, as we rebuild the rating, we limit its focus primarily to afloat systems, we will be missing an opportunity to structure our future work force to meet the technical challenges we will encounter in the future. I feel strongly it will require the focused attention and dedicated action by our senior leadership in order to make the decisions necessary to properly restructure the rating and I pray that they will make that commitment. As many could attest, I could write many, many more pages on this topic alone, but I've made my point so I'll step off soapbox and leave to our leaders heed this call to action and do the right thing.

I have been blessed with a great career and a wonderful life. Even in retrospect, there is little I would change. I can't think of a better career than the Navy and would still want to begin as a snipe on a tincan. In addition to seeing much of the world, I feel it gave me a much broader prospective then if I had been a CTM for my entire career. And the memories that stands out the most in my life is the many wonderful people (far too many to mention) I have known and worked with over the years. It's become clear as I've grown older that the relationship with people you know is more important then the things you do during your life. So to each of you, if you ever find yourself in Augusta, please give us a call and we'll get together to swap sea stories, catch up with old times and create new memories together.

Before I close, I have to give a special tribute to my family, with out whose support my career would not have been possible. To may daughters, Diane and Debby, I couldn't be prouder of the women you have grown to be and the three beautiful grand children you have given us and who will give us untold joy over the coming years as we work very hard to spoil them rotten. And to my wife, Marie, my high school sweetheart and life long companion, it is you who always may every house we lived in a home and we will walk hand-in-hand for the remaining years of your life, no doubt discovering new joys as we done in the past.

As I request permission to go ashore for the last time and I close this chapter on my Naval career and Marie and I begin the next phase of our life together, I would like to bid you all a fond aloha and the wish that each of you enjoy fair winds and following seas for the rest of your days."

NOTE:

Master Chief Theis,

Thank you for acting as mentor to countless PACFLT and Naval Security Group Matmen and for training so many of our Sailors (officers, Chiefs and Petty Officers. Sincerely appreciate all you did personally and professionally for me and my Sailors at U.S. Naval Security Group Activity Yokosuka, Japan. Your expert guidance and mentorship helped us earn the Commander, Naval Security Group Command Maintenance Award in 1997 and then again in 1998. Your work on Fleet Electronic Support for the future and maintaining the CTM rating are certainly important parts of your legacy. I know many men and women who are proud to say they were "THEIS TRAINED", the hallmark of cryptologic maintenance excellence. I count myself among them.

Vr/Captain Mike Lambert

Saturday, November 21, 2009

A Sailor's Sacrifice For Our Freedom

Navy Petty Officer 2nd Class Chad Kueser doesn't remember much about the day in Iraq that he lost both legs to an enemy mortar round.

"I'm not sorry I went in to the Navy at all, and would do it again," said the Naaman Forest High School graduate, who said he wasn't able to discuss his activities in Iraq.

Cryptologic Technician 2nd Class Chad Kueser is recovering at the Center for the Intrepid at Brook Army Medical Center in San Antonio, Texas, after losing both his legs in a mortar attack in Iraq. Kueser is participating in the Navy Safe Harbor Program, which helps him handle retirement paperwork, complete his personnel records, and other issues.

You can write to our heroes there at:

Center for the Intrepid
3851 Roger Brooke Drive
Fort Sam Houston, TX 78234

Friday, November 20, 2009

Disruptive Leadership Explained - A Bit

Success in today's defense establishment requires a very different leadership approach. Disruptive leaders are applying techniques that change the game and overturn the status quo. Successful disruptive leaders are employing leadership models that ultimately lead to unprecedented growth and progress for their communities.

VADM Dorsett seems to have an almost uncanny ability see connections in the larger systems of which he is a part, has embraced shared assets and opportunities, and is cutting through the chaos to make a better future for our Navy.

I use VADM Jack Dorsett as the most recent example of disruptive leadership in the Navy because he has aggressively moved the naval intelligence community forward in a very short period of time by (among many initiatives) helping establish four intelligence centers of excellence. He accomplished this in February 2009 to provide a concentrated focus and increased levels of expertise. In doing this, he demonstrated his capacity for additional responsibility.
  • Nimitz Operational Intelligence Center is responsible for Maritime Domain Awareness, intelligence products for Maritime Operations Centers and the Fleet, and Global Maritime Intelligence Integration.
  • Farragut Technical Analysis Center produces integrated assessments and intelligence on current and future adversary weapons, platforms, combat systems, ISR and cyber capabilities to prevent technological surprise to the Fleet.
  • Kennedy Irregular Warfare Center delivers tailored reach-back and forward-deployed services to Navy Special Warfare and Navy Expeditionary Combat Command forces engaged globally.
  • Hopper Information Services Center improves interoperability and enables enhanced access to ONI products and expertise via a service-oriented architecture.
Recognizing his disruptive leadership skills, the Chief of Naval Operations gave VADM Dorsett a mandate to mature the Information Dominance Corps (IP, Intel, METOC, IW) to meet ever-expanding requirements of their fleet, joint, and national customers.

Earlier this week, VADM Dorsett hosted the inaugural IDC Flag Panel. This panel establishes synergy among the IDC at the Flag/SES level. Attendees at the panel were: JCS VJ6, Vice Commander NNWC, Oceanographer of the Navy, Director-National Maritime Intelligence Center, OPNAV N2/N6C, Director Total Force Management, PEO Space Systems, NCIS, COS-OPNAV N2/N6S, FORCM NNWC, and OPNAV N2/N6 SEA.

Note: VADM Dorsett's approach to change was described to me by a senior Information Warfare Officer in this way: "While all the other guys were approaching change as 'eating the elephant one bite at a time', Jack Dorsett swallowed the transformation elephant (IW, IP, INTEL, METOC) whole and asked for dessert." She added, "The Navy of 2010 and beyond requires bold, decisive leaders with integrity, vision and purpose. The IDC ship has left the pier with VADM Dorsett at the helm. If you're not onboard and need/want to be, you'd better get in line for the COD. Seating may be limited."

Thursday, November 19, 2009

Vice Admiral David J. "Jack" Dorsett - Superb Example Of A Disruptive Leader

Deputy Chief of Naval Operations for Information Dominance (N2/N6) and Director of Naval Intelligence (DNI)

Vice Admiral David J.  "Jack" Dorsett

Vice Admiral David Dorsett was born in North Carolina, raised in Virginia, and graduated from Jacksonville University (Florida) in 1978. His early career included duty on HMS Gavinton (M1140), USS Elliott (DD 967), USS Oldendorf (DD 972), and as executive officer in USS Dominant (MSO 431).

Dorsett’s subsequent operational assignments included duty as: deputy assistant chief of staff for intelligence for commander, 6th Fleet; intelligence officer on USS Ranger (CV 61) deployed for Operations Southern Watch and Restore Hope; assistant chief of staff for intelligence for commander, U.S. Naval Forces Central Command during Operations Desert Fox, Southern Watch and Resolute Response; and command of the Joint Intelligence Center, U.S. Central Command.

During his initial shore duty, Dorsett served as an analyst and then operations officer at FOSIC U.S. Naval Forces Europe, providing intelligence support during Operations El Dorado Canyon, Attain Document and Prairie Fire. He subsequently served: at the U.S. Naval War College on the Chief of Naval Operations' (CNO) Strategic Studies Group; at the Joint Intelligence Center Pacific; at OPNAV, and the Office of Naval Intelligence.

As a flag officer, Dorsett has served as: special assistant to the director of Naval Intelligence; director of Intelligence (J2), U.S. Pacific Command; director for Intelligence (J2), U.S. Joint Staff; and, director of Naval Intelligence (N2), CNO. In November 2009, Dorsett assumed office as the first deputy chief of Naval Operations for Information Dominance (N2/N6).

Dorsett possesses significant experience in national security affairs (Europe, the Middle East) and in strategic planning. He graduated with distinction from the U.S. Naval War College and Armed Forces Staff College, and was awarded a master’s degree from the Defense Intelligence College.


From the Navy's website.

The Actual Diversity We Are Really Looking For

..."Diversity of thoughts, ideas, and competencies of our people, keeps our Navy strong, and empowers the protection of the very freedoms and opportunities we enjoy each and every day."...

Admiral Gary Roughead, Chief of Naval Operations

From the Chief of Naval Operations Diversity Policy

NOTE: Let's give the CNO full credit for the full message. I think this is the real diversity we're looking for - thought, ideas and competency (These things are available from people of every color, ethnicity, nationality.) I'm onboard with that. It matters not the color of a person's skin, ethnicity or nationality. Our Navy needs the diversity of thought, ideas and competency - let's leave the 'other' diversity alone. Photo is CNO talking to a bunch of highly trained submariners from USS LOUISIANA who had just been awarded the Meritorious Unit Commendation for demonstrating sustained superior performance while setting fleet standards of excellence in administration, engineering, supply, personnel programs and community support.

Wednesday, November 18, 2009

Fair Winds RADM Pat March

A funeral service for RADM G. P. March will be held in the St. Andrew's Chapel at the U.S. Naval Academy on Friday, 4 December at 1100, followed by a procession to the Columbarium and inurnment with military honors.

The newspaper obituary for ADM March was in the Olympia, WA, OLYMPIAN. There is a provision for people to make comment in a guest book for the family. The guest book for George Patrick March will remain online until November 20, 2009, after which it will no longer be available to read or add an entry. Link for the obituary.