Into the Storm: A Study in Command


Tom Clancy

Lessons for managers from how the Army re-made itself between Vietnam and Desert Storm.

I was moderating a conference of business owners in the late 1990s as they lamented the poor work habits and other failings of “Gen-Xers.” Finally, I’d had enough so I said, “Say what you will about body piercing and Starbucks, I don’t think that’s the key issue. It looks to me that our generation’s contributions were the drug culture and Vietnam while the present generation has given us the Internet and Desert Storm.” The question becomes, how did this happen? Into the Storm provides part of the answer.

I am a baby-boomer who came of age in the Vietnam era, so my interest in things military was slight and my general opinion of military organization, I’m ashamed to say, came more from Catch-22 and MASH than reality. Yet, the U.S. Army has done some huge and useful things, so I was willing to take a fresh look with this book.

In the aftermath of Vietnam, “the Army began a revolution in

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© Tony Mayo 2008 except as otherwise noted.
Posted in For Executive Coaches, For Executives, Recommended Books.

Your greatest strength is your #1 blindspot

If your only tool is a hammer you treat the world like a nail. Screen Beans Art © A Bit Better CorporationI got a call from a salesman looking for my help with a business owner. The salesman was frustrated because the owner so needed the product but was not making a decision, though he was willing to keep talking.

The business owner was tired and frantically busy as his business grew past 100 employees. He was traveling more and more, continually meeting prospective clients, reviewing active projects, and checking on employees. He was proudly a stickler for quality and involved with every detail. His company’s reputation for excellent work was a foundation of their success and growth.

My immediate response was, “Wow! He must have a terrible time retaining key employees.”

“How did you know that?” the salesman exclaimed “He says that is his #1 problem.”

“Of course it is. The best people don’t want to be micro-managed. The most creative, responsible, and growth-oriented people are going to run from him like fleeing a fire. He’s going to be left with the people who need to be monitored.”

The catch is: his passion for control seems to be what made the company successful. Why would

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© Tony Mayo 2008 except as otherwise noted.
Posted in For Executive Coaches, For Executives.




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