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What Senior Leaders are Really Thinking

 
What Senior Leaders are Really Thinking 
 
 
Check out the comments your senior leaders have made on how Navy’s inclusive culture and diverse workforce contribute to mission success and maximum possible performance.
 

     
Diversity and the National Defense Strategy
 
CNO Speaks to the National Naval Officers Association
 
     “So now you can say well why do you value diversity? I think you get a lot closer to the root of the math, the root cause, the real reason, and it goes right to the heart of the National Defense Strategy, and it goes right to the heart of the Design for Maintaining Maritime Security. We need to value diversity because that makes us a more powerful Navy, a more powerful Coast Guard, a more powerful Marine Corps. This is going to be the difference between winning and losing.”
  
     August 8, 2018

  
Warfighting Through Humility, Inclusiveness and Trust
 
CNO Speaks at the Women in Defense Forum
 
     CNO spoke about the importance of humility, inclusiveness and trust, the power of unconscious bias, and the warfighting advantage of diversity.
 
     ““No single person has the greatest idea. We’re going to need the modern security and leadership environment is going to require us to approach this as sort of a team sport. Collaborative skills, innovative skills, teambuilding skills are going to be highly, highly valued.”
 
     CNO also discussed the many ways Navy is making all positions and careers more accessible to women.
 
     “We’re thinking about parenthood, not just motherhood. Removing barriers towards, in the Navy, when we can create a lot of career flexibility that allows both parents to go off, have a family, maybe take a break, a career intermission, and come back in and, if they want, and pick up where they left off.”
 
     “We’re striking this balance in our personnel programs. We have a program called Sailor 2025 which has this career intermission program built in. It’s growing. And other things like targeted reentry. We’re looking at giving families a lot more flexibility in when they move, so they can move at those times when maybe it’s best for their children or best for their careers.”
 
     June 14, 2018

   
Building a More Diverse and Resilient JAG Corps
 
Navy JAG Corps Strengthens Diversity Outreach, Partnerships
 
     The Navy Judge Advocate General's (JAG) Corps is welcoming its most diverse assembly of new judge advocates in Spring 2018.
 
     In 2017, Navy JAG Corps launched the Diversity Liaison Program, which directly supports the JAG community's Strategic Framework and Sailor 2025 by helping the JAG Corps "build a strong, diverse, resilient JAG community.” The program enriches current relationships and forges new partnerships with national and student diversity organizations. The Diversity Liaison Program assigns exceptional Navy judge advocates to act as sustained partners with select national and student diversity organizations in the legal field. These representatives establish substantive and open communication between the Navy JAG Corps and the community leaders and potential applicants within these organizations. Championing a commitment to public service, the liaisons are often the first substantive exposure to those in military service for many organization members.
 
     "The spread of diversity among our new accessions is better than ever, and the quality of those candidates is remarkable," said Vice Adm. James W. Crawford III, the Navy's judge advocate general. "We are just beginning to see the results of the Diversity Liaison Program and these expanded partnerships."
 
     June 6, 2018 

  
Connecting with Navy’s Center of Gravity – Junior Leaders
 Leadership Forum: It Must Be About Leadership
     “For an organization that values leadership so highly, we have woefully underprepared most of our force – our junior sailors and junior officers – for success. We must dramatically improve the training for such a critical mass of our force to correct issues of the day and prepare them to the middle and senior leaders in a more challenging tomorrow.”
     CDR David Wroe and CMC Michael Leggett developed a 14-item Division in the Spotlight Survey to help provide leadership feedback to Navy’s junior leaders.
     The survey includes prompts such as:
  • I have a good work-life balance.
  • I would quit this job tomorrow if I could.
  • How would you describe your Chief or Division Officer?
  • What three words best describe your Division?
     Surveys like this require little time or effort, but provide valuable and desperately needed feedback to division leadership. They can spur candid communication across the division and can help identify areas for leader improvement at all levels of the chain of command.
     “It is time to provide the education and tools to our junior officers and sailors so they can lead their peers, set expectation, and maintain Navy standards.”
     October 2017

 
Navy's Most Valuable Weapon 
 
     Hundreds of Sailors gathered at the annual Career Development Symposium (CDS) in San Diego, California in September to hear from senior leaders and learn more about Navy’s newest initiatives and policies, including changes to the enlisted detailing system, new performance evaluations, Ready Relevant Learning, Rating Modernization and the Blended Retirement System. Sailors also learned how to find their purpose at work and that inclusive leadership is the secret weapon of the Navy’s best leaders. Hundreds of Sailors gathered at the annual Career Development Symposium (CDS) in San Diego, California in September to hear from senior leaders and learn more about Navy’s newest initiatives and policies, including changes to the enlisted detailing system, new performance evaluations, Ready Relevant Learning, Rating Modernization and the Blended Retirement System. Sailors also learned how to find their purpose at work and that inclusive leadership is the secret weapon of the Navy’s best leaders.
 
     The Vice Chief of Naval Operations and the Chief of Naval Personnel, among other senior leaders, spoke to Sailors about how Navy is constantly working to better care for and develop Sailors. VCNO in particular emphasized that despite Navy’s new technologies and initiatives, Sailors are still Navy’s most valuable and lethal weapon – and inclusive leadership is the key to using that weapon effectively.
 
     “The F-35 is coming into the fleet, the most modern airplane ever built and submarines are rolling off the production line brand new, but none of that matters unless we get good men and women, well-trained with experience and proficiency. This is the most important thing we do, right here. To figure out how we are going to develop and care for our team.”
 
 Learn more about Navy’s Learn more about Navy’s Career Development Symposium.
 
     September 22, 2017  
 


  

Our Future Success

CNP Highlights Sailor 2025 and Stresses Mentorship During NNOA Symposium 

     "We are one Navy Team - a mosaic of America - and our future success is intrinsically linked to our ability to leverage the diverse resources, skills, capabilities, and talents of our people. The strength of our service is our diversity - diversity of thought, of education and background. We need it at every level, in every command, and at every decision table throughout the Fleet and must work every day to build and maintain a workforce that reflects the nation we serve."

     June 26, 2017


Last Updated: March 2019
 
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