Courtesy Photo | Navy Rear Adm. Margaret “Peg” Klein is serving as Defense Secretary Chuck...... read more read more
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Through its Office of Military Professionalism, the Defense Department has made strides toward restoring and maintaining trust and transparency internally and with the American public, a senior official said today.
At the 2014 Military Reporters and Editors Conference at the Army and Navy Club, Navy Rear Adm. Margaret “Peg” Klein explained efforts to take a scientific, tactical approach in addressing ethical transgressions that emerged following public reports of senior officer misconduct in 2012 and 2013.
“After talking with psychologists, sociologists, neuroscientists and others, the simple answer that they were bad people may not be complete,” said Klein, who serves as Defense Secretary Chuck Hagel’s senior advisor for military professionalism.
Possible explanations for ethical lapses
Klein noted behavioral findings from neuroscientists, some of whom have cited sleep deprivation or poor nutrition as potential causes of self-control dysfunction.
Alternatively, she said, some psychologists advanced a theory of hubris syndrome, a personality disorder acquired through the long-term possession of power with minimal constraint, and particularly associated with overwhelming success.
“One of the unique symptoms of this hubris syndrome is the belief by these individuals that they are only answerable to history for their actions,” said Klein, adding that, while she is not making excuses for their behavior, scientific and business communities have something to teach about how people make decisions.
Toxic leadership
Within the profession of arms, Klein contends that toxic behavior is part of the failure to adapt.
“Some call it toxic leadership,” she said, “but my opinion is that toxicity is a lack of leadership.”
And while such behavior hasn’t been eradicated from the military, Klein believes she can work with the services to raise the level of professionalism high enough that the community recognizes and addresses aberrant behaviors.
Psychometric tools
She cited tools such as Myers-Briggs psychometrics, climate assessment surveys, and peer input as useful in extracting professional feedback. Not only could leaders find the tools useful, she said, but so, too, can they develop new leaders with more consistent, tactically, technically and ethically competence-based feedback.
The efforts won’t be foolproof, but can still yield long-term benefits, Klein said.
“Will we expose every poor leader? No, but small efforts across the entire department can make a huge difference -- that is evolution,” she said.
Ultimately, Klein said, the DoD will seek the best programs in each of the military service branches to determine which specific practices or techniques can be adapted for use by other organizations then adopted, scaled and systematically shared.
“We’re in good hands, and we must earn the trust of each other, our civilian leadership and the American people every day,” she said.
(Follow Amaani Lyle on Twitter: @LyleDODNews)
Story by Amaani Lyle, DoD News, Defense Media Activity
| Date Taken: | 10.02.2014 |
| Date Posted: | 07.03.2025 10:38 |
| Story ID: | 505235 |
| Location: | WASHINGTON, US |
| Web Views: | 0 |
| Downloads: | 0 |
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