Business as Usual
Context of Command Transition
David Marquet was prepared for command of the USS Olympia, having extensively studied the submarine and its crew. He expected to observe operations during a reactor plant evaluation just before officially taking command but was unexpectedly denied boarding despite his responsibilities as the incoming commanding officer (PCO).
Reflections on Leadership and Systemic Flaws
- Short-Term Focus: Marquet noted a pervasive issue within naval leadership. Commanders optimized their units' performance solely during their tenure without a systemic incentive to foster long-lasting improvements.
- Conventional Leadership Attractiveness: The traditional top-down leadership model was appealing because it delivered immediate results and reduced responsibility for subordinates. Such a model rewarded commanders for their indispensability and did not encourage development of their replacements, creating a cycle of dependency on leadership rather than fostering independence and growth.
Personal Challenges and Changes
The chapter details Marquet's challenges in affecting long-term change due to the prevailing leadership model and crew satisfaction with the status quo. Despite his earlier aspirations for a transformational leadership style, he recognized considerable resistance and reconciled himself with the necessity of more gradual reforms in the hierarchical structure.
Unexpected Turn of Events
Towards the end of the chapter, Marquet’s command of the Olympia is suddenly canceled, and he is reassigned to the USS Santa Fe. This abrupt change disrupts his preparation, leaving him uncertain about his new role where he lacks the technical familiarity he had with the Olympia.
Reflection Questions
The chapter concludes with questions inviting reflection on how leadership is perceived based on immediate versus long-term outcomes, encouraging consideration of how actions taken during a leader's tenure can influence future outcomes beyond their immediate presence.
It questions the merit of being "missed" after leaving a post and challenges the efficacy of leadership that results in performance decline once a leader departs.