Decisive Point Podcast – Ep 3-24 – Dr. Tami Davis Biddle – “Character Traits Strategic Leaders Need”

Strategic leaders must possess a range of skills to work successfully in complex environments. To use those skills to best effect, they rely on character traits that enhance the likelihood of their effectiveness as leaders and maximize their success when working in teams. Certain character traits facilitate work in demanding settings that rely heavily on communication, integration, and cooperation. Programs designed to educate senior leaders must help future national security professionals identify these character traits and then practice and hone them. Highlighting individuals with challenging roles in World War II, this podcast analyzes the character traits that enabled them to succeed in their work.

Read the article: https://press.armywarcollege.edu/parameters/vol52/iss2/14/

Keywords: leadership, character, effectiveness, self-development, self-awareness

Episode Transcript:

Stephanie Crider (Host)

Welcome to Decisive Point, a US Army War College Press production featuring distinguished authors and contributors who get to the heart of the matter in national security affairs.

The views and opinions expressed on this podcast are those of the podcast guests and are not necessarily those of the Department of the Army, US Army War College, or any other agency of the US government.

Decisive Point welcomes Dr. Tami Davis Biddle, author of “Character Traits Strategic Leaders Need,” which was featured in the Parameters summer 2022 issue. Biddle retired as the Elihu Root chair of military studies at the US Army War College, where she’s now a distinguished fellow. She’s written extensively on military history, airpower, and strategy. The author of Rhetoric and Reality in Air Warfare (2002), she is currently writing Taking Command: The United States in the Second World War for Oxford University Press.

Welcome to Decisive Point, Tami, I’m really glad you’re here.

(Tami Davis Biddle)

I’m delighted to be here, Stephanie. Thank you.

Host

Let’s talk about your article. You open with a statement that might not occur to many people. Security professionals engage in activities that are intensely analytical, but also intensely human. Students of strategy, therefore, must develop an understanding of decision making and its pathologies and must comprehend the role of cognitive psychology in that process. What does this look like in real life?

(Biddle)

This comes out of my experience and teaching for a long time and teaching war college-level students for two decades. And I realized that they have an opportunity at . . . especially at the beginning of the year to stop and really do some intentional thinking about how they process information and about how they think and how they articulate ideas. And one of the things that I think is terribly important is for them to understand the background influences on their thinking; the institutional influences on them; even the influences of other individuals, mentors, family the way that they’ve been brought up to see the world and the way that their experiences have shaped their perception of the world.

Because if they can understand that, they’re in a much better position to think clearly, to think analytically, and to understand where their biases or their predilections or their . . . even their prejudices might be influencing the way that they think about the world and therefore interfering, potentially, with strategic thinking and strategic decisions or analytical thinking.

So I felt it was really important to start students off with a emphasis on greater self-awareness and greater self-awareness about the process of thought and discussion. Understanding those and being able to be aware of those is super important, I think, for students and for helping them to understand how to interact with others and how to do the best possible strategic thinking that gets them sometimes out of their own heads and enables them to see the perspectives of others and develop empathy and to not simply be prisoners to their own biases or their own predilections.

Host

There are so many rich examples in your article. Let’s hit some of the highlights.

(Biddle)

Sure.

Host

Who’s Harry Hopkins? And what qualities did he exemplify?

(Biddle)

Oh, Harry Hopkins is such an interesting character. He was the leading adviser, the closest adviser, and the most trusted adviser to President Franklin Delano Roosevelt (FDR). They met in 1928 during, basically, FDR’s campaign for the governor of New York, and then they worked together pretty much consistently from that time onward. And of course, when FDR became president, it was in the height of the Great Depression, and the most important thing to do, or he felt that he had to do, was to improve the lives of Americans. To help people who were destitute, who didn’t have work, to try to find useful work to restore their pride, to get the economy back up and on its feet and going again, and to help Americans just basically regain their self-confidence.

And Harry Hopkins was, it turned out, exactly the right man to do that. He thought like the president. He had been basically a social worker. He went to Grinnell College, he came to New York City, he saw people who were struggling on the Lower East Side of Manhattan. He became committed to helping them, and then, when the financial crisis occurred, he had some experience. So he was in a perfect position to help the president understand how to move forward.

He became head of the Works Progress Administration and was crucially important in that role, and, also, this was kind of a first for the country. Really, the idea that a state has responsibility for its citizens was still pretty new in the 1920s and 1930s, but it’s an idea that FDR promoted and believed in deeply, and Harry Hopkins shared that belief. And so, they were a great team and they worked together on the New Deal. They tried to restore American confidence and American dignity for working people. And then, when (Adolf) Hitler became the chancellor and then became increasingly powerful in Germany, and then when the Second World War began in Europe, they worked together as a team once more. And they were working in a realm that was fairly new to Hopkins. In particular, he didn’t start out as a foreign policy analyst, but one of his great strengths was to learn quickly and to know exactly what is most important. And he recognized the crisis facing the world because of Hitler and because of fascism was the most important issue.

And he helped FDR keep that uppermost, and then he became a tremendous . . . basically, communicator for FDR. Because the president had polio and because he had limited mobility, he couldn’t often go and do the things that a modern president who has full mobility can do. So Harry Hopkins became the eyes and ears and the arms and the legs of FDR. And he went and met with very important people. He met with (Winston) Churchill early on in January of 1941. This was right after—obviously, Britain had been fighting alone in 1940, and Britain was in pretty desperate straits. The US wasn’t in the war yet, and we were trying to figure out ways—at least, FDR was—trying to figure out ways to help the British. And Hopkins ended up playing a really crucial role in that—figuring out, first of all, that Britain was in fact going to stay in the fight. Essentially, when FDR sent Hopkins over to Britain in 1941, early in ‘41, it was to find out if Britain was going to manage, if Britain was going to be able to stay in the fight, because many Americans like Joseph Kennedy were saying, “No, Britain’s gonna be overrun” or “Britain’s gonna make a deal.” And so, the first thing that Hopkins had to ascertain was is Churchill going to keep this country together? Is it going to keep it fighting? And if we send them materiel, will they be able to use it in the long run? And Hopkins determined that, in fact, Churchill was going to stay in the fight. Britain was going to stay in the fight. And yes, if we sent materiel and became essentially the arsenal of democracy, that Britain would survive. And this became kind of the keystone of this tremendous alliance between the British and the Americans in the Second World War.

So, in a way, he was discerning, like we’ve lately been discerning if Ukraine was going to survive and stay in the fight, and whether it was worth our sending materials and support or whether it would just be taken up by the Russians after a short fight. But, in fact, Churchill and Hawkins formed a very tight bond, and one of the things that Churchill appreciated so much about Hopkins was that he stayed focused on the key issues. He knew what was salient, he knew what was most important, he didn’t waste time. He went right to the key issues, and he figured out how to move forward on those key issues.

When I was evaluating my students, one of the things that I was often looking for was a sense of their ability to discern what is most important. Can they separate the wheat from the chaff? Can they really zero in on what’s key and what’s crucial and move forward and bring others on board and keep them focused on what is most important? And Hopkins did that in spades, and he did it over and over and over again. He traveled with FDR, he went to all the major international conferences and helped the president keep everyone on track. Even when there were huge differences, Harry Hopkins found a way to get people to agree and to simply create good outcomes through determination and through, I think, a certain optimism that he shared with the president.

The president had a confidence that was, oh, just winning and contagious, and this is why I think he was such a successful president in t...