Message from the President...

from those in attendance was extremely positive and spoke of being informed,

recharged, and energized to take what they learned at the conference to share with their Marines and Sailors.

The National organization had to make some tough decisions recently to shore up the financial stability of the organization, to include raising the annual dues.  The general body voted and passed the amendment with overwhelming support. This would be the first increase to the national dues in over a decade and places us more in line with the rate of inflation. We're seeing the same level of support from our membership and if that remains constant, we will continue to gain financial strength going forward.

As Birthday Ball and Holiday seasons are quickly approaching, I cannot stress enough the importance of membership involvement in the effort to support our strategic goals.  Simply attending a meeting generates another opportunity for senior officer mentorship and makes a difference in our most valuable asset - our Marines and Sailors! Planning for the PMEs, meetings, and social events hosted by the chapter have resulted in worthwhile events that have added value to our membership. 

continued on next page

Greetings Members, Friends and Family,

Our General Body should take pride in the fact that with every event, the Mighty Quantico Chapter of the NNOA has continued to grow stronger and has remained committed to the NNOA's vision of strengthening a diverse officer corps.  The National Conference was hosted right here aboard MCB Quantico, and because of your support, it was a tremendous success.  All of the feedback that we received

Quantico Chapter Newsletter

Inside this Issue:

Competitors Run in Honor of 3 Montford Point Marines

How Diversity Makes us Smarter 5

Member in the Spotlight 7 Capt Andrew Holmes

Effective Public Speaking 8 Skills

Leadership Lesson from the 10 25th USCG Commandant

President Maj Travis Reeves Membership Maj Roe LemonsVice President Capt Andrew Holmes Public Affairs Maj NaTasha EverlySecretary Vacant Historian Capt Jose GonzalezTreasurer Maj Patrick Nelson Parliamentarian Maj Karl TinsonMaster at Arms Maj McDaniel Sharber Chaplain LT Devon Foster

Executive Board

Upcoming Events

02 Nov - Quarterly Church Visit

05 Nov - PME - Commander’s Leadership Panel

03 Dec - General Body Meeting 13 Dec - Chapter Holiday Social

14 Jan - General Body Meeting

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Message from the President cont...As we continue to grow and evolve, we must have  the membership numbers to support the work we are doing. 

In closing, the Quantico Chapter is off to an exciting and fast-paced start following the National Conference, and while we have set high expectations for ourselves, I have no doubt that we will exceed them.

       Semper Fidelis,

Major Travis Reeves

Major Travis Reeves President Quantico Chapter, NNOA

WASHINGTON — The Army, concerned about the lack of African American and other minority officers, plans to expand recruiting efforts in major metropolitan areas, top officers said Monday. Black and other minority officers are virtually absent from leadership of the Army's combat units — the main avenue toward the service's highest ranks, USA TODAY reported in August. The Army has responded to the shortage by implementing a strategy that includes enhanced recruiting and mentoring of young minority officers. "It takes us about 25 years to make a senior officer," said Lt. Gen. James McConville, the Army's top officer for personnel. "So we've got to start now. As we look at the demographics moving forward, our country is going to be much more diverse. The demographics are changing as we go forward. And we're going to need to reflect those demographics and we need to start right now." Infantry, armor and artillery units have the most acute shortages of black officers. In 2014, there was one black colonel among 26 brigades, the Army's main fighting unit of about 4,000 soldiers. Brigades consist of three to four battalions of 800 to 1,000 soldiers led by lieutenant colonels. Just one of those 78 battalions is scheduled to be led by a black officer in 2015. One effort to deal with the shortage will be expanded efforts to recruit minority officers in New

York City, Los Angeles, Miami, Chicago, Dallas and Phoenix, said Brig. Gen. Peggy Combs, who leads Army Cadet Command, its center for the Reserve Officer Training Corps, its college program to commission officers. About 14% of ROTC students are African American, Combs said, up one percentage point from 2013. The Army also aims to encourage more minority students to attend college in order to expand the pool of potential officers, she said. A hurdle the Army faces, McConville said, is that the Army is becoming a "family business," in which successive generations of the same people continue to serve. Sons and daughters of soldiers understand how "exciting life" can be in the Army. "But we have other areas of the country where the military is not very well represented," McConville said. "They don't get to see what happens on a military base. They're not quite sure what military life is like." Finding young minority officers now is key to diversifying the next generation of the Army's leaders, he said. "We have three four-star African American generals," he said. "We want to continue to have that opportunity to serve."

Army tries to boost number of minority officers By: Tom Brook

LTGen James McConville, center, visits troops in Afghanistan in 2013.

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Competitors Run in Honor of Montford Point Marines By: Lance Cpl. Eric Keenan, Defense Media Activity

!ANNUAL HOLIDAY SOCIAL The Quantico NNOA Chapter will be having its annual holiday social (“Potluck” style dinner) on 13 Dec 2014 from 5:30-10 pm. All members, family and friends are invited to attend. The White Elephant gift exchange has been a big hit in previous years and will be held again this year. Gifts should be valued around $20. RSVP to Maj NaTasha Everly at natasha.everly@usmc.mil.

MARINE CORPS BASE QUANTICO, VA-- A 105mm M101A1 Howitzer salute sent competitors racing on a muddy path and underbrush for the second annual Montford Point Memorial Biathalon at Marine Corps Base Quantico, Virginia, July 25, 2014. Marines with The Basic School, where newly commissioned officers go to learn the art and science of leading Marines, and weapons training battalion hosted the event to build camaraderie and teach Marines about their own history. “It’s an event we do each year built on competition, teamwork and espirit de corps while highlighting the accomplishments of the Montford Point Marines,” said Col. Todd Degrosseilliers, the commanding officer of The Basic School. The event honored the legacy of the Montford Point Marines and the challenges they had to face until President Harry S. Truman signed Executive Order 9981 on July 26, 1948, ending segregation in the uniformed services. “The challenge I faced was being a black Marine,” said Richard H. Walker, a retired gunnery sergeant and original Montford Point Marine. “Back then we couldn’t even go to Camp Lejeune unless we had a white Marine with us.” African American Marines were trained at Montford Point, Jacksonville, North Carolina, now known as Camp Gilbert H. Johnson, until Sept 9, 1949, when the United States armed forces integrated all service members.

“There was a new breed on the block, but that’s gone now,” Walker said. “You’re just a Marine.” Competitors ran an estimated three and a half miles from the Montford Point trail head to the battalion’s Range 4. Upon reaching the range, the Marines fired ten rounds in both the prone and standing firing positions. For every miss, a minute was added to their time. After firing, the competitors ran back to the Montford Point trailhead, for an approximate total of seven miles. “I look at the biathlon as a challenge,” said Sgt. Geoffrey Artis, a cyber network operator with The Basic School. “It shows me, no matter what goes on, there is someone who went through worst and they prevailed.” At the close of the event, awards were presented to the top three finishing teams as well as fastest time and best marksmanship score during the competition. The Marines were in high spirits in the aftermath and had a better understanding of perseverance in the midst of great challenges like the Montford Point Marines experienced, according to Artis. “I think this gives the Montford Point Marines nostalgia and shows them where the Marine Corps is now and the positive effect they had on Marines,” Artis said.

Left: U.S. Marine Corps Gunnery Sgt. Richard Walker (Ret.) is awarded the Montford Point Medallion after the 2nd Annual Montford Point Biathlon

Right: One team of Marines complete the 200 yd course of fire during the biathlon.

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Chester Nez, last of WWII's original Navajo code talkers, dies at 93 By:  Elaine  Woo

If Chester Nez dared to use his Navajo language in school, punishment was swift and literally distasteful. He had to scrub his tongue with a toothbrush and wash out his mouth with bitter soap.

So he was intrigued when recruiters from the U.S. Marines showed up in 1942 seeking young men like him who knew both English and Navajo.

That day, four months after Japanese bombs fell on Pearl Harbor, Nez helped form an elite, top-secret group that became known as the Navajo code talkers. Chester Nez stands outside his son’s home in Albuquerque in 2001, the

year he received the Congressional Gold Medal. Using the Navajo language, they developed an unbreakable military communications code, then risked their lives on battlefields across the Pacific to send and decipher messages critical to America and its allies in World War II.

He didn't have to volunteer; barred from voting, Native Americans were barely considered citizens. But Nez's heritage spoke louder than decades of rejection. "I reminded myself that my Navajo people had always been warriors, protectors," he wrote years later. "In that there was honor. I would concentrate on being a warrior, on protecting my homeland."

Nez, the last of the original 29 code talkers, died Wednesday in Albuquerque. He was 93 and had kidney failure, said Judith Avila, who helped Nez write his 2011 memoir, "Code Talker."

In 2001 he received the Congressional Gold Medal, Congress' highest civilian honor, from President George W. Bush.

One of five children, Nez was born Jan. 23, 1921, in Two Wells, N.M. His mother died when he

was about 3. When he was about 9, his struggling father packed him off to government boarding schools to learn English and other skills that might help him succeed among whites.

The Marines showed up at his high school in Tuba City, Ariz., in the spring of 1942. The recruiters did not say why they needed Navajos, but the promise of adventure appealed to a teenager whose future otherwise seemed to offer little more than growing corn and beans or tending sheep.

"The Navajo feeling is to go to the top of the hill and see what's on the other side," he told The Times in 2001.

He left immediately for basic training at Camp Pendleton. After boot camp, he and the other 28 Navajos chosen for the project were sent to Camp Elliott in San Diego. It was there that they learned the daunting nature of their assignment.

The Japanese had already broken every code used by the Allies, so when Philip Johnston, a World War I veteran who had grown up on a Navajo reservation, proposed using the Navajo

language as the basis for a new code, the top brass thought it was worth a try.

In many respects, Navajo was perfect for the task: It had no written form, used complicated syntax and had unusual tonal features that added another layer of difficulty.

For 13 weeks Nez and his fellow recruits were confined to a room at the base where they were instructed to come up with words to represent the letters A to Z as well as a code for military terms. At first "everybody thought we'd never make it," Nez recalled. "It seemed impossible because even among ourselves, we didn't agree on all the right Navajo words."

But the code finally emerged.

"Wol-la-chee," the Navajo word for "ant," represented A, "na-hash-chid", the word for "badger," was B, "moasi," the word for "cat," was C, and so on. For key military words, they relied on easy-to-remember images. So "a-ye-shi," the word for "eggs," for example, meant "bombs." "Ni-ma-si," or "potatoes," signified "grenades."

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The first thing to acknowledge about diversity is that it can be difficult. In the U.S., where the dialogue of inclusion is relatively advanced, even the mention of the word “diversity” can lead to anxiety and conflict. Supreme Court justices disagree on the virtues of diversity and the means for achieving it. Corporations spend billions of dollars to attract and manage diversity both internally and externally, yet they still face discrimination lawsuits, and the leadership ranks of the business world remain predominantly white and male.

It is reasonable to ask what good diversity does us. Diversity of

expertise confers benefits that are obvious—you would not think of building a new car without engineers, designers and quality-control experts—but what about social diversity? What good comes from diversity of race, ethnicity, gender and sexual orientation? Research has shown that social diversity in a group can cause discomfort, rougher interactions, a lack of trust, greater perceived interpersonal conflict, lower communication, less cohesion, more concern about disrespect, and other problems. So what is the upside?

The fact is that if you want to build teams or organizations capable of innovating, you need diversity.

Diversity enhances creativity. It encourages the search for novel information and perspectives, leading to better decision-making and problem solving. Diversity can improve the bottom line of companies and lead to unfettered discoveries and breakthrough innovations. Even simply being exposed to diversity can change the way you think. This is not just wishful thinking: it is the conclusion I draw from decades of research from organizational scientists, psychologists, sociologists, economists and demographers.

Information and Innovation The key to understanding the positive influence of diversity is the concept of informational diversity. When people are brought together to solve problems in groups, they bring different information, opinions and perspectives. This makes obvious sense when we talk about diversity of disciplinary backgrounds—think again of the interdisciplinary team building a car. The same logic applies to social diversity. People who are different from one another in race, gender and other dimensions bring unique information and experiences to bear on the task at hand. A male and a female engineer might have perspectives as different from one another as an engineer and a physicist—and that is a good thing.

How Diversity Provokes ThoughtLarge data-set studies have an obvious limitation: they only show that diversity is correlated with better performance, not that it causes better performance. Research on racial diversity in small groups, however, makes it possible

continued on page 9

How Diversity Makes Us Smarter      By:    Katherine  W.  Phillips                                                                                                                                            Being around people who are different from us makes us more creative, more diligent and harder-working

1)  Make a to-do list (electronic or paper). Put the most important item first and work down from there.

2)  At the end of your day, review what you’ve done and make a new list for the next day. In order of importance.

3)  Be ruthless about setting priorities. Make sure that what you think is important is really important.

4)  Learn to differentiate between the important and the urgent. What’s important is not always urgent. What’s urgent is not always important.

5)  Carry your to-do list with you at all times.

6)  Deal with E-mail at set times each day, if possible. If you need to check messages as they arrive, limit your sessions to less than five minutes.

7)  Schedule some uninterrupted time each day when you can concentrate on important tasks, even if you have to take refuge in a conference room or at the library.

8)  Don’t be afraid to get projects done early.

PME Tip of the Quarter 8 Time Management Tips

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Navajo code talkers cont...

 Once they agreed on the code, they began to practice it, demonstrating speed and accuracy. Messages that had taken 30 minutes to code and decrypt using other systems were translated and deciphered in 20 seconds by the Navajo code talkers.

The first message Nez transmitted was at Guadalcanal in November 1942: "Enemy machine gun nest on your right. Destroy." The Allied forces blasted the target.

After Guadalcanal, Nez never stopped moving, encrypting, relaying and deciphering messages about enemy positions, Allied strategy, casualties and supplies — at the Battle of Bougainville in New Guinea in November 1943, Guam in July 1944 and Peleliu and Angaur in September 1944. The code talkers were so vital to the war effort that they were not permitted leaves.

"We were almost always needed to transmit information, to ask for supplies and ammunition and to communicate strategies," Nez wrote in his memoir. "And after each transmission, to avoid Japanese fire, we had to move."

Ultimately 400 Navajos served as code talkers. They were crucial to the campaign on Iwo Jima, conveying and decoding 800 messages without error in the first 48 hours of the operation. "Were it not for the Navajos, the Marines would never have taken Iwo Jima," according to a memo by Maj. Howard Conner, a 5th Marine Division signal officer.

Nez avoided serious injury but was once threatened at gunpoint — by a fellow GI who thought he was a Japanese soldier.

He remained in the Marines through the Korean War. But civilian life proved difficult at times. The code talkers were

forbidden to talk about their activities for more than two decades, until their mission was declassified in 1968. Nez avoided veterans parades and had nightmares about Japanese soldiers and the carnage he witnessed.

For many of his fellow code talkers, the secrecy order made it hard to get a job; they couldn't tell employers what they had done during the war.

"Chester was one of the lucky ones," Avila said in an interview Wednesday. "He got an interview at the VA hospital in Albuquerque and

was hired to be a maintenance guy. He was a painter. Sometimes he painted lovely things," including murals depicting Navajo culture. He retired in 1974.

He is survived by sons Michael and Tyah, nine grandchildren and 11 great-grandchildren.

"I worried every day that I might make an error that cost American lives," Nez told CNN a few years ago. "But our code was the only code in modern warfare that was never broken. The Japanese tried, but they couldn't decipher it. Not even another Navajo could

Make your plans now to attend

NNOA Quantico ChapterCommander’s Leadership Panel

Nov 5, 2014Liversedge Hall

1600

Panel Members Col Robin GallantCol Shane Tomko

Col Mitchell CassellCol Jerry Carter

Col Timothy Mundy

For more information contact: Maj Karl Tinson at 703-695-2037/karl.tinson@usmc.mil

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Captain Andrew L. Holmes is currently serving as the Section Officer-in-Charge, Plans and Research, Marine Corps Recruiting Command in Quantico, Va.

Captain Holmes is originally from Savannah, Georgia. In 2001, he attended the U. S. Naval Academy Preparatory School. He graduated from the U. S. Naval Academy (USNA) with a B.S. in History and was commissioned in the Marine Corps in May 2006. He reported to Quantico Virginia in December 2006, where he attended The Basic School and follow on instruction at Basic Adjutants course in Camp Lejeune, North Carolina.

In 2007, Captain Holmes reported to Camp Lejeune, North Carolina for duty, 2d Battalion, 6th Marine Regiment, 2nd Marine Division. While with 2d Battalion, 6th Marine Regiment, he completed assignments as the Battalion Adjutant and Company Commander of Headquarters and Service Company. During his time at 2d Battalion, 6th Marine Regiment, he was attached to the 26th Marine Expeditionary Unit (Special Operations Capable) as the Battalion Landing Team 2/6 Adjutant. In 2010, he deployed to Marjah, Afghanistan in support of

Operation ENDURING FREEDOM (OEF). After deployment, Captain Holmes assumed command of Headquarters and Service Company, 2d Battalion, 6th Marine Regiment.

From 2011 to 2012, Captain Holmes was assigned to Naval Postgraduate School (NPS) in Monterey California. While at Naval Postgraduate School, he earned a Master’s in Science Management in Manpower System Analysis. Captain Holmes also completed Command and Staff through the Naval War College. Upon graduation, he was awarded the United States Marine Corps Superior Service Award for his outstanding thesis and diligent work in the community through various civic organizations.

In 2013, Captain Holmes reported to Marine Corps Recruiting Command (MCRC) as the Market Research and Manpower Analyst Officer in Quantico, Virginia.

Captain Holmes’ academic and professional education includes: B.S., History (USNA, 2006); M.S., Management (NPS, 2013); Expeditionary Warfare School (2013); Command and Staff College (NWC, 2013)

Captain Holmes first became involved with NNOA in 2006 at MCB Camp Lejeune. As a member of the NNOA Camp Lejeune Chapter, he served as the Membership Director and Master-at-arms. Capt Holmes also served as the President of the Monterey Chapter for two years from 2011-2013. Since transitioning to Quantico, he has served as the chapter Vice President and has planned and participated in numerous successful chapter events. His efforts have helped to ensure that the Quantico NNOA Chapter remains “Mighty.”

Captain Holmes is married to the former Shayla Akins of Tallahassee, Florida. They have two daughters, Kirsten and Jayda. They currently reside in Woodbridge, Virginia.

MEMBER IN THE SPOTLIGHTCaptain Andrew L. Holmes

General Body Meetings 2014

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“There are always three speeches, for every one you actually gave. The one you practiced, the one you gave and the one you wish you gave” - Dale Carnegie.

Speaking publicly can be very intimidating, yet it is one very important skill to have in your military kit bag. Whether you are standing in front of your unit or presenting a military brief, your spoken words define you and establish your reputation. Truly effective performance in any job requires communication skills that are most exacting and effective. A dull and boring speech marks you like a “stain” on a shirt..

In this first of a two-part series, I would like to share with you some speech tips and techniques to improve your public speaking skills. There are some basic elements for all speeches and presentations—we’ll call these the five knows of your speech.

Know your material… If invited to speak, check with your host regarding the venue or topic of interest. If it is left for you to decide choose a topic you are interested in and know more about it than you include in your speech. Use personal stories, vignettes, acronyms, and conversational language. Put what you have to say in a logical sequence. This will help you remember the material and keep you organized. I encourage inexperienced speakers to not memorize their speech. Develop an outline of your speech and use it as a guide. Practice and rehearse your speech at home or where you can be at ease and comfortable, i.e. in front of a mirror or with friends.

Know the audience… Arrive early and greet some of the audience as they move

into the room. It is much easier to speak to people as friends than as strangers. This gives the audience a personal and emotional connection to your topic. Check with your host regarding the make-up of the audience if you don’t have an opportunity to meet your audience beforehand. For example, ask the host about the group dynamics, what they want to hear from you, feedback from previous briefings with the audience, etc.

Know your room… Arrive early and walk

around the room…practice using the microphone and perform a sound check, if time allows. Visual aids… send your host a copy of any material that requires audio/visual support; most importantly, bring a copy of the material with you as a backup on the day of your speech. Ensure your software is compatible with the computer software/program/network. Check the lighting in the room as well as on the podium before you begin to speak and make sure everything works. Bright lights in your face create challenges as it makes it difficult for you to see and connect with your audience.

Know yourself... It is important to remain calm and focused on our speech. Take a moment to yourself prior to your

speech to gather your thoughts and to review your notes. If a room is not provided by your host, such as a VIP room, don’t fret. Just step away from your host for a few minutes in a quiet area behind the stage or to the side. Identify your strong and weak points in your presentation and emphasize your strong points during your speech. Identify certain words that you shouldn’t say. For example, never use profanity in a public forum. Remember, you are being recorded. In this day and age, everything is on I-phone,

Smartphone, YouTube, Face book, and Twitter feeds. So think twice

about what you say and how you say it because it will be attributed to you and your organization. Stay away from words that are hard to pronounce and make sure you do not include them in your speech. If you must use words that are hard to pronounce…spell it out phonetically on paper for the proper pronunciation. Stay away from ad-

libbing...stick to your outline.

Know when to stop talking and when to sit down... Check with your host on your time limit. Rehearse your speech with a timer to give you a general idea how long it will take you to deliver your speech. Be precise and to the point…don’t drag it out. Feel your audience and pick up on their non-verbals. If they looked bored, they are bored. Summarize your speech the same way you would summarize a written term paper.

See you in Part II.

RB out!

EFFECTIVE PUBLIC SPEAKING SKILLS

Part 1: The Five Knows By: LtGen Ronald L. Bailey

LtGen Bailey speaks at the NAACP Martin Luther King Ceremony in Oceanside, Ca

Your spoken words define you and establish your

reputation.

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The 2014 National NNOA conference was my second conference. Having been introduced to the organization later in my career (as a Major), by my former CO and mentor, it is now an event on my annual calendar not to miss.  Although some would consider me successful, an 0-5 select (not bad for a kid from the Bronx) and not in need of mentoring, the NNOA community seeks to provoke and inspire that I can still become more: a better officer, person and mentor. The National conference is a forum very different from anything I've experienced.  It's where you go to learn mid to advanced level mentoring. There is energy in the room resulting

from success being celebrated, taught and nurtured up and down the chain of command. Imagine a community of liked goaled individuals, from different sea services, with different road maps to a common destination. Prior to becoming a member of NNOA, I felt alone but unafraid. Now, it's good to know I am not alone anymore.

**Maj Nelson is a Puerto Rican Supply Officer. He enlisted in the Marine Corps in 1987. Since being introduced to NNOA in 2013, he has become active in his local Quantico Chapter and now serves as the treasurer.

No Longer Alone and Unafraid NNOA National Conference 2014 By: Maj Patrick Nelson

to draw some causal conclusions. Again, the findings are clear: for groups that value innovation and new ideas, diversity helps.

In 2006 Margaret Neale of Stanford University, Gregory Northcraft of the University of Illinois at Urbana-Champaign and I set out to examine the impact of racial diversity on small decision-making groups in an experiment where sharing information was a requirement for success. Our subjects were undergraduate students taking business courses at the University of Illinois. We put together three-person groups—some consisting of all white members, others with two whites and one nonwhite member—and had them perform a murder mystery exercise. We made sure that all group members shared a common set of information, but we also gave each member important clues that only he or she knew. To find out who committed the murder, the group members

would have to share all the information they collectively possessed during discussion. The groups with racial diversity significantly outperformed the groups with no racial diversity. Being with similar others leads us to think we all hold the same information and share the same perspective. This perspective, which stopped the all-white groups from effectively processing the information, is what hinders creativity and innovation.

The Power of Anticipation Diversity is not only about bringing different perspectives to the table. Simply adding social diversity to a group makes people believe that differences of perspective might exist among them and that belief makes people change their behavior. Members of a homogeneous group rest somewhat assured that they will agree with one another; that they will understand one

another's perspectives and beliefs; that they will be able to easily come to a consensus. But when members of a group notice that they are socially different from one another, they change their expectations. They anticipate differences of opinion and perspective. They assume they will need to work harder to come to a consensus. This logic helps to explain both the upside and the downside of social diversity: people work harder in diverse environments both cognitively and socially. They might not like it, but the hard work can lead to better outcomes.

Group ExerciseConsider the following scenario: You are writing up a section of a paper for presentation at an upcoming conference. You are anticipating some disagreement and potential difficulty communicating because your collaborator is American and you are Chinese. Because of one social distinction, you may

focus on other differences between yourself and that person, such as her or his culture, upbringing and experiences—differences that you would not expect from another Chinese collaborator. How do you prepare for the meeting? In all likelihood, you will work harder on explaining your rationale and anticipating alternatives than you would have otherwise.

This is how diversity works: by promoting hard work and creativity; by encouraging the consideration of alternatives even before any interpersonal interaction takes place. The pain associated with diversity can be thought of as the pain of exercise. You have to push yourself to grow your muscles. The pain, as the old saw goes, produces the gain. In just the same way, we need diversity—in teams, organizations and society as a whole—if we are to change, grow and innovate.

How Diversity Makes Us Smarter Cont...                                                                                                                                        

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A Leadership Lesson from ADM Paul F. Zukunft 25th Commandant of the U.S. Coast GuardStandards matter.

Every passageway I walk down, whether on a ship or in an office, I am reminded of a phrase I once heard: the standards you walk past are the standards you accept. As a Coast Guardsman, Sailor, or Marine, embracing your organization’s standards and values advances a culture befitting the Nation’s trust.

How?

You are faced with decisions countless times a day. In making these decisions, whether big or small, you must ask yourself “Are my actions consistent with my values and the values of my organization?” If your response is no – ask why? Refuse to accept, “We’ve always done it that way,” as an answer and challenge the status quo. Your decisions and behavior create the culture in which those you lead will live and work. You are the critical link; take the high ground.

Hello fellow NNOA members. I know as the membership director the first words you hear from me are “Have you paid your dues yet?” As not to disappoint anyone, if you have not paid your dues please log on to www.nnoa.org and pay your 2014-2015 national dues. As you know, membership in the 'Mighty' Quantico NNOA Chapter provides both personal and professional fulfillment. Our members are given the opportunity to mentor junior and fellow officers, provide a means for deserving students to receive scholarships for school, and a multitude of other volunteer services. We also offer a host of other social events to encourage further mentorship opportunities, like our recent Membership Picnic (see photos).

Due to the current operational tempo and the nature of military life our members' names change often but the spirit in which the new members join does not. Because of the dedication and sacrifices our members make I would like to take this time to welcome all new members to the 'Mighty' Quantico Chapter, say a farewell and sincere thanks to our members who are leaving, and ask that we pray for all our deployed members.

MEMBERSHIP LOUNGE

Maj Roe Lemons, Membership Director

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PAGE � 10

U.S. Navy, Marines Need More Women: Navy Secretary WASHINGTON - U.S. Navy Secretary Ray Mabus said more women should be serving in the Navy and Marine Corps, and plans to take action to boost their presence in those military branches.

"We don't have enough women in either the Navy or the Marine Corps," Mabus told the Reuters Aerospace and Defense Summit on Wednesday as he kicked off a drive to expand the number of women in the Navy.

Women represent 18 percent of the Navy and 8 percent of the Marine Corps, Mabus said.

"I don't know exactly what the goal ought to be, but I know those are too low," he said.

About 200,000 women serve in the entire active duty military, or about 15 percent of that force, according to Navy Lieutenant Commander Nate Christensen. More than 280,000 women have deployed in support of operations in Iraq and Afghanistan in the past decade, Christensen said.

The military services have until January 2016 to assess which jobs are open to women after a January 2013 decision by then Defense Secretary LeonPanetta to allow women to serve in combat, Christensen said.

About 80,000 of an estimated 250,000 additional jobs have already been opened to women as result of those reviews.

Indeed, some of the Pentagon's biggest programs also have fewer women than the average across the force.

Women account for 12 percent of

the Pentagon's F-35 Joint Program office, but some hold very senior jobs, said spokesman Joe DellaVedova. For instance, the civilian deputy program director, Steffanie Easter, has the civilian rank equivalent to the three-star general who runs the program.

Mabus, a former Mississippi governor who has served as Navy secretary since 2009, cited the importance of a diverse force as the reason for bringing more women to the service.

"The more diverse input you have into something, the better the organization is," Mabus said.

The Navy is developing measures it can take on its own and some that would need congressional approval, Mabus said.

For example, Mabus pointed to a pilot program that allows service members to take up to three years off without any harm to their careers, and said it might boost the retention of women.

He said the Navy would ask Congress to make the program permanent since people still fear it could be withdrawn.

"We're looking at how ... we can retain people past 4 years or 8 years, how we can be more flexible in terms of how we manage people," Mabus said. "So that if you need to take time off, that your career will not be harmed."

Vice Admiral Bill Moran, chief of naval personnel, recently said the Navy was re-evaluating its recruiting, training and career management programs, including possible changes to

make the current promotion system moreflexible.

Mabus said the Navy was also looking more skeptically at uniforms that distinguish men from women.

"We're not moving to put women in men's uniforms. We're moving to the term 'uniform'," he said. "We don't want to segregate women or anybody else in any way in the military."

Mabus has made promoting diversity a hallmark of his tenure as secretary, which included the 2011 christening of a Navy resupply ship after civil rights leader Medgar Evers.

He also cited the establishment of Navy Reserve Officer Training Corps programs at Arizona State University and Rutgers University in New Jersey, which he described as "two of the most diverse campuses in our country."

"The force that protects a democracy should reflect the population that it protects much more than we do today," he added.

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About NNOA National Naval Officers Association (NNOA) actively supports the Sea Services in the recruitment, retention, and career development of minority officers. We are an essential element in maintaining operational readiness. We provide professional development and mentoring and support cultural diversity. We establish and maintain a positive image of the Sea Services in communities and educational institutions. National Naval Officers Association (NNOA) is the "Gateway to Success" in the Sea Services. We are innovative thinkers committed to a shared vision of leadership, professional exchange, and networking. We are dedicated to achieving a diversified workforce. We are the premier professional development organization in the Sea Services. Our members are empowered with the skills necessary to achieve their full potential. We are an invaluable partner of the Sea Services in the achievement of their recruitment, retention and readiness goals. We recognize our responsibility to our community as we promote and foster American ideals. We are an inclusive organization that seeks diversity in our membership. We value all members and are committed to treat- ing everyone with dignity, respecting individual differences, and affirming organizational and personal strengths. We are "TEAM NNOA" composed of active duty, reserve and retired officers and civilians. We achieve our mission and vision through enthusiastic support and dedicated service at the national and local levels. We are an organization of professionals whose accomplishments are attained through teamwork and accountability. We are dedicated to the professional development of our members. We promote an atmosphere conducive to self improvement and forward thinking. We promote honest, effective, and open communications. We communicate and process information using the best resources and technology avail- able. We recognize achievements and maintain our valued reputation.

General Body meetings are held at 1700 on the 1st Wednesday of each month at The Clubs at Quantico (TCAQ).

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National Naval Officers Association Quantico Chapter

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