Read “Reflections on Leadership”.
Write a 500-800 word doc on what “investing in others” means to you.
What can we do to improve mentorship ?
Provide examples of what you are either actively doing or would like to do- within your organization.
Reflections on Leadership – Investing In People http://www.thestrategybridge.com/the-bridge/2016/5/13/reflections-on-leadership- investing-in-people
Curt Taylor
May 13, 2016
André Malraux, a hero of the French Resistance once said, “To command is to serve,
nothing more, nothing less.”[1] Implicit in those words is an idea often lost in the
military today, where strong performance in front of the boss is frequently seen as the
most profitable investment of scarce organizational energy. Malraux reminds us that
any leader, but especially a leader on the battlefield, is ultimately no better than the
organization he or she leads. In fact, history shows that the best indicator of a leader’s
potential is the quality of their investment in their subordinates. Our finest military
leaders were the ones who could unleash the latent talent of their people and generate
incredible results with the talent they were given.
“To command is to serve, nothing more, nothing less.” André Malraux in 1933.
(Public Domain)
Aboard the fast moving train of a typical military unit, things too often look very
different. We invest hours preparing PowerPoint slides and conference rooms for the
all-important briefing to “the man” while neglecting our basic duty to develop the
young leaders within our own ranks. In fact, a recent Army-wide survey of junior
officers confirmed this widespread perception. Of the twenty-three different leader
attributes and competencies described in the Army’s leadership field manual, junior
officers consistently rated their superiors weakest in the competency of “Develops
Others.”[2] In repeated feedback sessions, young leaders assert that they are rarely
formally counseled by their leaders. Furthermore, scheduled unit leader development
activities are often tossed aside in the crush of mandatory requirements.
On a cold Sunday in October 1920, two young majors who shared a duplex at Fort
Meade met for a leisurely dinner with a senior mentor named Colonel Fox Conner. At
that time, Fox Conner was a rising star in the U.S. Army after a very successful tour
as “Blackjack” Pershing’s Operations Officer in the First World War. Both of the
young officers, Dwight Eisenhower and George Patton, were virtual pariahs in their
own branches because of controversial articles each had written about the future of
mechanized forces on the battlefield. In fact, Eisenhower had been told by the Infantry
Commandant that his military career would likely culminate in his current duty as the
coach of the Fort Meade football team.
Major General Fox Conner (U.S. War Department Photo)
Conner had known Patton for years but had just met Eisenhower. Unbeknownst to
either officer, Conner was on his way to assume command of the 20th Infantry
Brigade in Panama and was looking for a talented leader to serve as his executive
officer. At Patton’s quiet urging, Conner ultimately selected Eisenhower and brought
him to Panama. Thus began a mentorship that lasted until Conner’s death in 1951. In
Panama, Conner made Eisenhower read Carl von Clausewitz’s dense writings three
times until Conner was satisfied he understood them. The two spent many tropical
evenings discussing the complexity of a future conflict in Europe as Conner
continuously developed and refined the young officer’s insights about the nature of
war. When the infantry branch denied Eisenhower admission to the Staff College at
Leavenworth, Conner encouraged him to transfer to the Adjutant General Corps and
then transfer back to infantry once admitted. Eisenhower, now educated in the art of
war because of Conner’s tutelage (and with the help of Patton’s notes), ultimately
graduated first in his class. Conner’s influence on Eisenhower was so great that a
courier was dispatched to Conner’s hunting lodge in upstate New York in 1944 with
top secret copies of the D-Day invasion plan because Eisenhower refused to endorse
the plan until it had his old mentor’s stamp of approval.[3]
COULD IT BE THAT THE ONE OF THE MOST
IMPORTANT HEROES OF WORLD WAR II IS A MAN
MOST AMERICANS HAVE NEVER HEARD OF; A MAN
WHOSE ONLY CLAIM TO FAME IS THAT HE POURED
HIS LIFE, HIS EXPERIENCE, AND HIS WISDOM INTO
THE DEVELOPMENT OF TWO OUTSTANDING YOUNG
LEADERS?
It is a fascinating experiment in counterfactual history to consider where the world
would be today had Fox Conner not seen and cultivated the latent potential in these
two young officers. Would the incredible organizational miracle at Normandy have
happened without Eisenhower’s meticulous planning and painstaking coalition
building? Would the great German counter-attack known today as the Battle of Bulge
have stalled in Bastogne were it not for the audacity and sheer willpower of George
Patton? Could it be that the one of the most important heroes of World War II is a
man most Americans have never heard of; a man whose only claim to fame is that he
poured his life, his experience, and his wisdom into the development of two
outstanding young leaders?
Growing the leaders we need to fight and win in an increasingly complex world will
take more than just the standard large group lecture that has become the centerpiece of
most unit leader development programs. It requires a sustained program of
investment, one leader to another, face-to-face, and person-to-person. It demands that
a leader not just talk, but also shut up and listen, asking probing questions and waiting
for the answers, thereby shaping and molding the thoughts and insights of a protégé. It
requires a program of learning that not only draws upon the classics of military art,
but also weaves into them the refined perspectives of modern warfare drawn from
today’s front lines. Most importantly, it demands that we, the caretakers of our great
military institutions, unshackle ourselves from our email inboxes and go counsel our
subordinates.
Counseling, as a vital component of leader development, has received a bad reputation
recently. In today’s litigious society, counseling is now seen as nothing more than a
necessary and inconvenient step before showing someone the door. Rather than a tool
to make the good into the best, it is too often seen as a pro forma milestone on the
way to a foregone conclusion. Counseling, when done right, is nothing more than
constructive feedback on individual performance. The purpose of counseling is
always to improve the counseled. It works best when it is built on a solid foundation
of mutual trust and when the senior leader communicates a genuine intent to see the
subordinate succeed. That sincerity of investment, built upon a sincere desire to help a
subordinate achieve his or her full potential, is the indispensable hallmark of effective
leader development.
Over two decades ago, a superb company commander named Bob Hannah took this
young officer out to lunch at a low-quality pizza parlor and gave me my first real
counseling session. I was four months into my first assignment in the U.S. Army and
had made more than a few mistakes in that short time. Captain Hannah laid out in
clear and unambiguous terms where my performance had fallen short and then
showed me how I could recover. He then put me in charge of an enormously
important project for the company and told me he trusted me to execute it well. Most
importantly, he convinced me beyond all doubt that he was absolutely invested in my
success. That event was a turning point in my fledgling career. After that session, I
would do anything to make that project and our company succeed. Twenty-two years
later, that afternoon in the pizza parlor remains the finest example of leader
development I have witnessed.
IF WE EXPECT TO HAVE EISENHOWERS AND
PATTONS ON TOMORROW’S BATTLEFIELDS, WE MUST
BEGIN BY CREATING A CADRE OF FOX CONNERS
TODAY FROM THE LEADERS CURRENTLY IN OUR
RANKS.
In a world where no one has the time or energy to execute every mandatory task, the
urgent too often crowds out the important. It is imperative that we take a hard look at
the casualties of this frenetic tempo. No one can predict with certainty when the world
will need another Eisenhower or another Patton but we know that the time will come
again…and probably sooner than we think. That next generation of leaders who will
decide the fate of thousands on the battlefield almost certainly stands in our ranks
today. The most valuable thing we can do now is to invest our lives in them, mentor,
develop, and counsel them so that when history calls, they will stand ready to do their
duty. If we expect to have Eisenhowers and Pattons on tomorrow’s battlefields, we
must begin by creating a cadre of Fox Conners today from the leaders currently in our
ranks.
Curt Taylor was commissioned in the Army in 1994 and has served in a variety of
command and staff positions. He holds a bachelor of science from the United States
Military Academy at West Point, New York, and two master's degrees from the
Command and General Staff School at Fort Leavenworth, Kansas. The opinions
expressed here are his own and do not reflect the official position of the U.S. Army,
the Department of Defense, or the U.S. Government.
Notes:
[1] Malraux, André. Man's Hope. New York: Modern Library, 1983.
[2] John P. Steele, 2011 Center for Army Leadership Annual Survey of Army
Leadership (CASAL), “Main Findings,” Vol. 2, Fort Leavenworth, KS: Center for
Army Leadership, 2012, p. 40.
[3] Cox, Edward L. Grey Eminence: Fox Conner and the Art of Mentorship.
Stillwater, Okla: New Forums, 2011. Print