CULTURE – A Perspective

by: Thomas W. Bamford, DVC-DA, DDC-L D7

We are Coast Guard Strong. Having passed the halfway point of the year, we still have more to go, not just the remainder of this year, but for years to come. Right now, I want to say what a fabulous effort every one of you has put forth despite the challenges since March 2020. Yet, the effects of the health concerns have not diminished our continual desire to support the missions of the U.S. Coast Guard Auxiliary and the U.S. Coast Guard. However, the work of this year is not yet been completed. We have the serious task at hand of electing the future leadership for both the flotillas and the divisions.
The year 2020 and now 2021 have brought many changes across the entire spectrum of the Coast Guard. We have a new Vice Commandant, Admiral Linda Fagen; a new District Commander, RADM Brenden McPherson; our new Chief Director of the Auxiliary, CAPT Troy Glendye, and a new commander at DIRAUX, Commander Navin Griffin. In addition to these senior Coast Guard command changes, there are several operational changes in play as well. This is perhaps the single greatest number of organizational changes, all at once, that have come our way.
Probably the most significant cultural change has been the implementation of virtual training and meeting modes. So how do we address and adapt to these significant changes? We know we have all heard the cliché, "change is inevitable" but how do we collectively make this all work out?
We get it done through "culture." What is a culture? There are both good and some cultures that are not so good, which affect every one of us, every day in everything we do. We have developed a strong culture of successes because of the strength of our relationships with other partner groups, and our people. It all comes down to the people in our culture. The Coast Guard has an initiative in place, the "Diversity and Inclusion Action Plan for a Total Workforce." The plan is inclusive of the Active Duty, the Reserves, Civilians, and the Coast Guard Auxiliary.
We have a culture within the Coast Guard and the Coast Guard Auxiliary of many individuals who have the best interest of our units in mind. There is a "servant minded mentality" to support the members and our partner groups. The satisfaction of individual expectations and achievements are complimented by the successes of our organization. This translates into our ability of being able to support the missions of the U.S. Coast Guard Auxiliary and those of the U.S. Coast Guard; the missions to which we have been entrusted.
The culture of any organization, including those of our units, can be undermined by individuals with hidden agendas. Well, maybe with one exception, and that being an agenda to be successful and fulfill ones expectations.
Everyone has expectations. Sometimes individuals have a fear they will fail to meet those expectations. Failure should never be seen as failure, but only as an opportunity to change course in one's direction; like sailboats altering their sails while chasing the wind to stay on course. A strong positive culture provides support and direction toward success and negates any of those perceived fears.
It is human nature to never want to fail, but only to be successful in whatever one does. Most everyone desires the notion to be number one in his or her careers and achievements.
Why? Because no one remembers who was number two.

Another consideration toward the development of a healthy and productive culture of expectancy, can probably be best expressed by contemporary motivational speaker Ralph Marsden, "Don't lower your expectations to meet performance. Raise your level of performance to meet your expectations."
Healthy and positive expectations drive a healthy and productive culture. Individuals considering joining our "Volunteer Organization of Choice" need to express their expectations as well as understand ours.
Why? If the two sets of expectations are not in harmony with one another, there will surely be disappointment all around. Complementary expectations promote a positive environment and cultural chemistry.
When there is this clash of expectations, the next phase of the cultural chemistry is really going to become a serious challenge. And that is the situation of attitude. A simmering, negative, unhealthy attitude is poison to the quality of a culture, and it will definitely lead to divisiveness, which will create a hostile culture. No one will want to be part of such a negative environment and the culture will collapse.
As we continue to provide a respectful organizational culture, there are certainly going to be less than pleasant circumstances, which will arise. However, we must acknowledge the value of what people offer, what our members provide, and instill the servant leadership mentality through productive attitudes. In doing so, we will have created an atmosphere that will foster a climate of respect for one another where each person will have better clarity in understanding their individual responsibility for the growth of the organization.
Acquiring responsibility within a culture means, doing the right thing even when no one is looking. Responsibility breeds the necessity to take ownership concerning the actions of individuals or the group as a whole. Some are ready, willing and able to take on responsibility at any given moment. For others it is a growth process. It also means taking ownership of oneself, and it means an individual is willing to take on the servant minded mentality to support the culture.
Empowerment is the catalyst, which drives new ideas, new processes and new levels of success. Realizing the values gained through these various components, a bright and successful culture can and will thrive within an organization. When we are able to master, or seek help in doing so, you will find, you will know, that a significant portion of the cultural puzzle is being achieved, through empowerment. Empowerment gives each part of the organization the ability to reach higher, achieve more, and cultivate new responsibilities for the unit or individual members.
We are stronger together. It all comes back down to the people who create the culture. The final piece; the glue, which brings the organization together, is recognition. Be proud of what you do, be proud of your organization, and most importantly be proud of who you are.

Posted by:
COMO David G. Porter
Asst. National Commodore
National Diversity Team
US Coast Guard Auxiliary

Fwd: PROUDLY CELEBRATING WOMEN’s HISTORY MONTH…





On this 𝐖𝐨𝐦𝐞𝐧'𝐬 𝐇𝐢𝐬𝐭𝐨𝐫𝐲 𝐌𝐨𝐧𝐭𝐡, we would like to pay tribute to all the women of the U.S. Coast Guard Auxiliary and U.S. Coast Guard. We have a beautifully diverse and dedicated membership. 

Women in the Auxiliary join a committed group of Team Coast Guard members past and present, and play a vital role in contributing to the varied missions of the Coast Guard and Auxiliary. Bravo Zulu and thank you for your service!

The Diversity and Inclusion Directorate website states, "Our diversity is shaped by a variety of characteristics including age, ethnicity, gender, disability, language, religious beliefs, life stages, education, career, sexual orientation, personality and marital status. Additionally, Diversity & Inclusion means accepting, welcoming and valuing the differences inherent in every individual and recognizing the contribution that a diverse and inclusive membership can make to our organizational effectiveness and operational performance."

We encourage all of you to recognize, respect and appreciate the differences we all have.

U.S. Coast Guard Auxiliary photo illustration (depicting just a few of our female members) and✍ by Deborah Heldt Cordone, AUXPA1.

Regards to all,

Lourdes

Lourdes R. Oliveras, MPH/AUXPA1  

• National Director, Public Affairs DIR-A

US Coast Guard Auxiliary

SAN JUAN, PUERTO RICO   

lourdesauxpa1@yahoo.com

                              

  

COMO David G. Porter

Asst. National Commodore 

National Diversity Team

US Coast Guard Auxiliary

646-523-1213 cell

DIVERSITY AND INCLUSION

Diversity and Inclusion:

Driving the USCG Auxiliary Rev. V

By Michael Neuman 091-18-11

 

[Author's Note:  I, at times, have not been a shining light and have not always lived up to the ideas, challenges and principals noted in this piece. Practicing inclusion and diversity is a never-ending challenge that constantly needs improving on my part.]

 

Our Auxiliary is a diverse organization. It's members serve the Coast Guard in multiple areas which encourages variety in our missions, training, and qualifications. We have become qualified in Vessel Safety Checks, boating safety course instruction, boat crew and operational support. Additionally, we have developed skills to address more non-traditional mission areas such as interpreter, health services support and the Auxiliary culinary assistance missions. 

 

Expansion of these skills has greatly led to our capacity to augment the Coast Guard ashore, afloat on various cutters around the world, and deployments for duty in foreign countries with vastly different cultures and spiritual practices.   These expanded mission areas have resulted in a need for multilingual members with experience growing up, living in and working in countries where the culture is vastly different from the majority traditional Judeo-Christian culture of our country. 

 

The Auxiliary has become a more diverse non-military group of volunteers that serve the Coast Guard in its ever-expanding need for qualified people in the growing missions of non-traditional areas. These new mission opportunities are supported by Auxiliary members participating regardless of age, gender, ethnicity, religion, and sexual orientation. This has been the result of our recruitment efforts, which encourage everyone to share in our passion to serve. 

 

For The Auxiliary to continue thriving and serving the Coast Guard in expanding mission opportunities, the Auxiliary at all levels, needs to continually focus on our organization as one group with a common set of goals and values while serving the Coast Guard regardless of our biases outside the organization. Currently, successful companies embrace this philosophy in the workplace to attract and retain talented people of all races, ethnicities, and transgender/sexual orientations in their organizations.  

 

We need to value the concepts of diversity and inclusion to create an environment where everyone is encouraged to expand their qualifications without prejudice or judgement in order to grow our membership and mission to assist the Coast Guard. 

 

This concept may be difficult for some long-term members to embrace, but everyone in the Auxiliary deserves to be treated with dignity, kindness, respect and without judgement regardless of our personal beliefs.  How will those in the Auxiliary Chain of Leadership and Management address the issue of re-thinking our organizational culture to recruit younger people from diverse backgrounds and to retain them in the organization? The political, ethnic, and racial differences have never been greater. 

 

Encouraging the retaining and recruitment of a more inclusive and diverse membership in the Auxiliary requires a shift in our ethos and culture. The different ethnicities, spirituality, and cultures of people today are not the same as they were decades ago.  Who we are as members is now different. What members are looking for from the Auxiliary is different. The emphasis on being virtually connected in the workplace and in our personal life is more complex and multi-layered as it now includes the numerous social and news information available for consumption on the numerous media outlets.  Our country's demographics have changed. And the acceptance and inclusion of people from diverse cultures, religions and sexual orientations has also changed. 

 

This reality presents real challenges to members in their service to the Auxiliary. What do you think would be the reaction if an Auxiliarist moderating a meeting or training at D-Train asked members to write on their name cards provided at check-in, theiroffices held as well as preferred pronouns (she/her, they/them, he/him) regardless of if it reflected their sexual orientation or gender at birth? 

 

What would you do if you were in a group where the majority assumed that everyone identified with their gender at birth and were making disparaging remarks about transgendered and LBGTQ individuals? Would you let them know you were uncomfortable at the time, or would you wait to talk with each person present when you were alone with the various individuals? Would you let the remarks slide? How about if ethnic or racial slurs were bantered about? 

 

The Auxiliary must recognize and embrace these differences. They need to become part of our ethos and values. These are the questions the Auxiliary must answer in the coming years requiring honest and open discussions as we find our way forward. I hope that as a member, you'll stay active in the Auxiliary, contribute your ideas, and continue your valuable service in support of the Auxiliary and USCG.

COMO David G. Porter

Asst. National Commodore 

National Diversity Team

US Coast Guard Auxiliary

Proudly Celebrating Women’s History Month

U.S. Coast Guard Auxiliary photo illustration (depicting just a few of our female members) and✍ by Deborah Heldt Cordone, AUXPA1.

COMO David G. Porter

Asst. National Commodore 

National Diversity & Inclusion Team

US Coast Guard Auxiliary

PROUDLY CELEBRATING WOMEN’S HISTORY MONTH



On this 𝐖𝐨𝐦𝐞𝐧'𝐬 𝐇𝐢𝐬𝐭𝐨𝐫𝐲 𝐌𝐨𝐧𝐭𝐡, we would like to pay tribute to all the women of the U.S. Coast Guard Auxiliary and U.S. Coast Guard. We have a beautifully diverse and dedicated membership. 

Women in the Auxiliary join a committed group of Team Coast Guard members past and present, and play a vital role in contributing to the varied missions of the Coast Guard and Auxiliary. Bravo Zulu and thank you for your service!

The Diversity and Inclusion Directorate website states, "Our diversity is shaped by a variety of characteristics including age, ethnicity, gender, disability, language, religious beliefs, life stages, education, career, sexual orientation, personality and marital status. Additionally, Diversity & Inclusion means accepting, welcoming and valuing the differences inherent in every individual and recognizing the contribution that a diverse and inclusive membership can make to our organizational effectiveness and operational performance."

We encourage all of you to recognize, respect and appreciate the differences we all have.

U.S. Coast Guard Auxiliary photo illustration (depicting just a few of our female members) and✍ by Deborah Heldt Cordone, AUXPA1.

Regards to all,

Lourdes

Lourdes R. Oliveras, MPH/AUXPA1  

• National Director, Public Affairs DIR-A

US Coast Guard Auxiliary

SAN JUAN, PUERTO RICO   

lourdesauxpa1@yahoo.com

                              

  

The Diversity Corner: Meet a Coast Guard Hero

by JeanneMarie C. McNamara, PA1, 081-07-04

The first quarter of each calendar year is chock full of memorable events. The federal government has chosen to highlight and honor different people and ethnic groups throughout the year because of the rich diversity our nation. A complete list suggested by the Department of Defense and Homeland Security can be found at Special Observances (defenseculture.mil). In brief, the DoD has designated the third Monday of January as Martin Luther King, Jr. Day. The entire month of February is designated as Black History Month, while March is designated as Women's History Month.

In light of these observances, I would like to introduce to you a true Coast Guard Hero. Her name is Lieutenant Ronaqua A. Russell, USCG and we met last summer during our tour together working on the staff for the leadership program AIM for rising high school seniors run by the Admissions office of the Coast Guard Academy. Lt. Russell was born and raised in the United States Virgin Islands. In 2008, she became a member of the graduating Class of 2012 at the United States Coast Guard Academy. While there, she excelled in her studies and was commissioned as an Ensign. She was selected for CG Flight School in Pensacola FL. After 2 years of study, she became a fixed wing aviator. Then in 2017, Lt. Russell was assigned to the 8th CG District where she flew numerous missions including search and rescue (SAR) and environmental monitoring. She also functioned as the ALO – Auxiliary Liaison Officer and got to know many of our operational CG   Auxiliarists.  

                                              

         

During Hurricane Harvey, she flew through dangerous weather conditions providing visibility and communications to our pilots and thereby, allowing SAR operations to take place. The success of the CG's response was largely due to her aeronautical skills in providing critical information throughout the storm. As a result, Lt. Russell was presented the CG AIR MEDAL by President Trump – the highest aviation award the CG has. In addition, she was installed into the Wall of Honor which highlights Coast Guardsmen who have achieved this award and is located at the Coast Guard Academy in New London CT. Her citation reads, "Lieutenant Russell is cited for meritorious heroic achievement in aerial flight from 24 August to 11 September 2017 in response to the devastation caused by Hurricane Harvey. This category four hurricane released more precipitation than any other tropical cyclone in U.S. history. Making landfall on three separate occasions, Harvey discharges as much as 52 inches of rain throughout 28,000 square miles during a five-day deluge. As an HC-144 First Pilot, Lieutenant Russell 's aeronautical skill was paramount to the successful response in the face of extremely hazardous weather. Due to widespread outage to air traffic control infrastructure, she provided expert navigation through thunderstorms, heavy turbulence, and moderate icing just hours after Hurricane Harvey made landfall. As the second fixed wing asset to attempt landing at Air Station Houston, Lieutenant Russell acted as pilot monitoring while executing a non-precision circling approach to minimums in heavy rain with less than one mile visibility. After breaking out, she quickly assessed the landing environment, provided visual traffic separation from numerous low flying helicopters, and deftly chose the best runway to land, allowing safe delivery of eight mission essential personnel and 800 pounds of lifesaving equipment. Lieutenant Russell's actions and aeronautical skill were instrumental in the rescue and recovery effort in Houston. In addition, Lieutenant Russell is the first African American female aviator in the Coast Guard to receive the Air Medal. Her courage, judgement and devotion to duty are most heartily commended and are in keeping with the highest traditions of the United States Coast Guard."

After completing duty this summer at Air Station Miami in Coast Guard District 7, Lt. Russell will be returning to District 8 as a fixed-wing flight instructor. She will be stationed in Sector Corpus Christi with duty at the Naval Air Station training CG, Naval and Marine Corps pilots. We are thrilled to have such a skilled pilot back in our sector – here's hoping that it will not be as active a hurricane season this year.

On a final note, you may have a chance to meet her when The Coast Guard Aviators Association, the Order of the Pterodactyl, has their first in-person meeting since COVID-19 at Corpus Christi, this November. CG Auxiliarists who have aviation qualifications may join the Association and attend the meeting with their counterparts from Active duty, Reserve Component and Retired CG Aviators.