Landmark decision for the Navy – Standup of OPNAV n2/N6

8 years ago.  How far have we gone?

EFFECTIVE 02NOV09, N2/N6 ASSUMES RESPONSIBILITY FOR INTELLIGENCE, INFORMATION, INFORMATION WARFARE, CYBER, COMMUNICATIONS, NETWORKS, OCEANOGRAPHY, AND SPACE, AS WELL AS MARITIME DOMAIN AWARENESS AND NAVY UNMANNED SYSTEMS. OPNAV RESOURCES ASSOCIATED WITH INFORMATION-CENTRIC PROGRAMS ARE CONSOLIDATED UNDER N2/N6 SPONSORSHIP.

THE STAND UP OF N2/N6 REPRESENTS A LANDMARK TRANSITION IN THE EVOLUTION OF NAVAL WARFARE, DESIGNED TO ELEVATE INFORMATION AS A MAIN BATTERY OF OUR WARFIGHTING CAPABILITIES, AND FIRMLY ESTABLISH THE U.S. NAVY’S PROMINENCE IN INTELLIGENCE, CYBER WARFARE, AND INFORMATION MANAGEMENT. 


TOWARD THIS END, THE STRATEGIC OBJECTIVES OF N2/N6 ARE TO:

A. ELEVATE INFORMATION TO A CORE NAVY WARFIGHTING CAPABILITY.

B. FUNCTIONALLY INTEGRATE INTELLIGENCE, INFORMATION WARFARE, INFORMATION/NETWORK MANAGEMENT, OCEANOGRAPHY, AND GEOSPATIAL INFORMATION FOR INFORMATION AGE OPERATIONS.

C. DELIVER ASSURED COMMAND AND CONTROL AND INFORMATION ACCESS TO OPERATIONAL FORCES.

D. BOLDLY INTRODUCE GAME-CHANGING CONCEPTS, STRATEGIES, AND CAPABILITIES.

E. COORDINATE RESOURCE INVESTMENT TO DELIVER INFORMATION-CENTRIC CAPABILITIES AND COMPETITIVE ADVANTAGES.

F. AGGRESSIVELY ACCELERATE EXPERIMENTATION AND INNOVATION WITH INFORMATION CAPABILITIES.

G. DELIVER DEEP MULTI-INTELLIGENCE PENETRATION AND UNDERSTANDING OF POTENTIAL ADVERSARIES, MELDED WITH DEEP MULTI-DOMAIN UNDERSTANDING OF THE OPERATING ENVIRONMENT.

H. DELIVER REMOTELY PILOTED, UNATTENDED, AND AUTONOMOUS CAPABILITIES ADAPTIVELY NETWORKED TO EXTEND REACH, PENETRATION AND PERSISTENCE IN DENIED AREAS.

A naval officer

recognizes her responsibilities and therefore does not accept them lightly. A Naval officer understands that her word is her bond, exercised by everyday actions and daily decisions. A Naval officer will not waft through life selfish or disconnected, like someone who carries a fickle mind. A Naval officer, the genuine article, will not make promises she cannot keep, and chooses her words as carefully as she does her commitments. And because a Naval officer honors her words, she is in turn honored in her actions.

You are a Navy man

You are a Navy man, part of the largest and strongest seagoing force in the world. When you were sworn in and put on your uniform for the first time, you became part of a great tradition. All the brave men who have gone before you, and those who will follow you, make up an unbroken chain of courage and devotion to duty that should make you proud to wear your uniform. 

As a Navy man you are, in a special sense, a good citizen of these United States. Your uniform alone does not entitle you to special privileges, rather it obligates you to set high standards of conduct and performance of duty. At home, and on duty abroad in foreign countries, you will be under constant observation as a representative of the United States government. Be sure that no careless act of yours brings discredit to your uniform or to your country’s flag. 
Service in the Navy can be whatever you make it. It takes some time to understand and become adapted to the ways of the Navy, for going to sea in ships and aircraft is a tough, serious business, particularly in these troubled times. If you must work hard and at times miss a leave period or a few liberties in your home port, remember that you chose a man’s job when you joined the Navy. 
From THE BLUEJACKET’S MANUAL 
NOTE: The Bluejackets Manual has just been reissued.  I would guess this has changed in its wording to be more inclusive.

More Command Excellence – Not Rocket Science

• Lead by Example – Leaders have to change their own attitudes and behaviors before they can expect their Sailors to change.

• Listen Aggressively – Leaders don’t simply listen, they hear what their Sailors say to them . They know that those on the deckplates are the ones most familiar with how operations can be more effective.

• Communicate Purpose and Meaning – Leaders help their Sailors understand (collectively and individually) how their work contributes to the success of the overall mission, as well as understand how that work supports the personal goals they have for themselves.

• Create a Climate of Trust – Leaders trust and cultivate trust from their Sailors. Without trust, the barriers that prevent excellent performance will never be lowered.

• Look for Results, Not Salutes – Leaders maximize performance by making their Sailors grow. Leaders experience success only when their Sailors experience success.hey success.

• Take Calculated Risks – Leaders know that taking prudent, calculated risks can help maximize performance.

• Go Beyond the Navy’s Standard Operating Procedure (SOP) – Leaders see standard operating procedure as a guideline, because SOP may not change as rapidly as the environment and competition. Leaders foster a climate that encourages their Sailors to come up with better and more innovative ways to accomplish the mission.

• Strengthen Others/Build Up Your People – Leaders focus on making their Sailors grow and create an environment where all Sailors win, thereby making the entire command stronger.

• Generate Unity of Purpose – Leaders work to not only change undesirable behaviors but to alter the underlying attitudes. By working toward a mutual respect for all Sailors, they level the playing field, permitting all Sailors to perform at the highest levels.

• Cultivate Quality of Life – Leaders actively integrate fun into the work experience. Leaders want their Sailors to have as much fun from 6 am to 6 pm as they do at home from 6 pm to 6 am.

From Navy Command Excellence Seminar – Navigating a New Course to Command Excellence as implemented by CDR D. Michael Abrashoff on USS BENFOLD and as he wrote in It’s Your Ship. Also see Command Excellence and the Wardroom.

What I told my CO. My boss and I were the same paygrade.

Ensigns, don’t try this at your command

This is a summary of my 360 degree feedback to a former commanding officer. Skipper, there’s no doubt you’re going to be a leader in the community; these things may help you.
  • You are a great speaker. Be careful not to lose the feeling behind the words. Words have meaning; actions have con­sequences. Ensure your actions match your words. Some Sailors actually listen to every word. They can sense any hint of insincerity. 
  • Your command philosophy should be written down and distributed widely in the command. This is a huge reason for the CNO’s success in the Navy. We all know where he’s going and we talk about it. The command wants to follow you. Tell us where you want to go. 
  • Respect our time. Typically, ten or more people are always awaiting your late arrival at some function (staff meeting, wardroom meetings, dinners, graduations, etc). If people believe that you are willing to consistently waste their time, they will stop feeling guilty about wasting yours. 
  • Be consistent with your administration of military justice. It’s easy to punish junior members in the command for trivial violations. Applying the same standards across the board does not always work. In fact, the more senior the individual is, the more accountable they should be held for their action or inaction. Everyone is watching and judging. 
  • When senior officers visit the command, maximize their exposure to the junior Sailors of the command. They will benefit the most. 
  • Take your junior officers, Chiefs, and Sailors to lunch or simply go have lunch with them in their mess. Everyone will learn a lot, especially you. 
  • Invite your key command leaders to your home for a social event so they can see how it’s done. Juniors need to see how their seniors do this. It’s part of the learning process. 
  • Share information with your department heads. It is astounding how much information a commanding officer is exposed to and that is not shared with the department heads. Distributed information is enormously powerful. Your department heads can keep a secret if there is a requirement for secrecy. Trust them. 
  • Don’t play favorites with members of the wardroom. It hurts the wardroom and it hurts you. 
  • Focus your calendar on the command ‘s mission. Ceremonial events and public relations are important, but your time should be spent on those areas the commanding officer can directly influence for the greatest benefit to the command’s mission. 

From my January 2007 PROCEEDINGS magazine article “360-Degree Feedback: Can We Handle the Truth?”  You can subscribe to PROCEEDINGS (the professional journal of the U.S. Navy) HERE.

Stay tuned to this blog for the 360-degree feedback I received from everyone following my command tour. It’s a very interesting and eye opening experience.