Enjoy this episode! If you haven't yet, please make sure to subscribe to our channel and hit the notification bell beneath the video so you can get our next episodes and clips right away! Here are the chapters: 0:00 - Intro 2:07 - What is the US Navy Reserve? 4:52 - Number of people needed to impact culture 9:25 - Capacity and capability 11:05 - Active readiness of the Navy Reserve 11:43 - What could happen in the Indo-Pacific region? 13:27 - The different domains of the Navy 15:48 - Generations of Mustins in the Navy 18:44 - Leadership frameworks and styles 21:32 - Goodness and leading with Optimism 25:43 - Encouragement from leadership 29:10 - Meeting cadence 31:04 - Creating a vision for leaders and teams 35:54 - Difficult decision making and future capabilities 43:30 - Are we heading towards cyber warfare? 45:56 - Water vs air 49:23 - Limitations and internal barriers 53:33 - Sleep, energy, and Bluetooth hacking 1:02:31 - Being a Geographic Bachelor 1:05:25 - Family and partnership 1:12:02 - Being a great teammate 1:19:05 - How military life serves civilian business life 1:22:15 - Leading hybrid / distributed workforces 1:28:14 - Risk tolerance and trust 1:30:38 - Hardest part of being a leader 1:31:46 - What do reservists offer employers 1:37.50 - Top-down leadership - keep or change it? 1:43:22 - How to get to clarity 1:47:50 - The Mustin Family Legacy
Admiral Mustin wears the cloak of the true awesome responsibility of life or death, failure or mission success. That is something you wear 24/7, knowing that your failure will cost the lives of American Sailors and other service members. Thank you for this remarkable interview and look forward to part two.
This was the first time that I've watched a 2-hour video on RU-vid. Great insights/perspective and fantastic chemistry and mutual respect between Dr Gervais and VADM Mustin! The type of man I would love to grab a drink with. Thoroughly enjoyed listening to this episode! Admiral, if you're reading this; thank you for your service, sir.
When it comes to changing culture, the number of people to impact culture doesn't go far enough. There's a quantitative and qualitative aspect to the what the people bring to the party. The leadership challenge: there are exactly zero change initiatives that don't create people who resist -- call them "actively disengaged." Gallup research pointed out that a team needs FOUR engaged team members to counter-balance the impact for every ONE actively disengaged person. Dr. Mike's ratio of 6:1 works IF no more than one person of the six is actively disengaged. If there are two, the size of his core group has to be at least eight. Thanks to Vice Admiral Austin for sharing his thoughts on leadership and for his service. If you can't do it for yourself or your family, as an act of leadership, please get more sleep, sir.
