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What can today's organizations learn from the US Navy's approach to innovation during the rapid technological changes of the 1920s, 30s, and 40s? Trent Hone reveals how naval leadership created a remarkably effective learning system during this era of transformation.
The Navy's secret wasn't centralized control—it was distributed experimentation coupled with systematic assessment. Junior officers were encouraged to test new approaches with radar, aircraft, and fire control systems, while the organization built mechanisms to evaluate results and incorporate successful tactics into doctrine. This systematic approach to innovation allowed the Navy to adapt quickly to changing circumstances while capitalizing on the creativity of its personnel.
As Hone explains, this balance shifted during WWII when standardization became more important. The post-war Navy continued innovating but in a more centralized, top-down manner. Today's Navy could benefit from recapturing elements of that earlier, more distributed innovation system—particularly when facing technological revolutions in AI, software, and uncrewed systems.
The conversation explores leadership lessons from iconic naval commanders like Nimitz and Spruance, who maintained multiple paths to victory rather than fixating on single approaches. Their close working relationship created tacit understanding that made complex operations flow more smoothly—a lesson for any organi
John R. Boyd's Conceptual Spiral was originally titled No Way Out. In his own words:
“There is no way out unless we can eliminate the features just cited. Since we don’t know how to do this, we must continue the whirl of reorientation…”
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John Boyd’s Conceptual Spiral was originally titled “No Way Out.” In his words:
“There is no way out unless we can eliminate the features just cited. Since we don’t know how to do this, we must continue the whirl of reorientation…”
Download a complete transcript of Conceptual Spiral for free by clicking here.
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