Misguided Loyalty

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What It’s About: “You need to understand what we’re really talking about when we say ‘loyalty,’ Miller said to the group of younger SEALs. ‘It should be loyalty to the Constitution first, to our values, then the Navy, then your buddy, then, last, yourself.’” - “Alpha,” by David Philipps.

I recently read Philipps’ book, Alpha, in almost one sitting. It’s the story of controversial Navy SEAL, Eddie Gallagher, and “the war for the soul of the Navy SEALS.” If you’re interested, you can do the research and form your own opinion about Gallagher. He was found not guilty of murder, and retired from the Navy with his credtetials in tact. However, what is not arguable is whether this SEAL was a misguided pirate. He was! There is a mountain of data that this SEAL had lost his way on the matter of loyalty. In his case, it was seemingly the opposite of the definition as outlined in the quote above.

So What?: The Gallagher case is riveting, real world drama with life and death consequences. Thankfully, that’s not the case in most workplaces. However, the lesson from this situation is very relevant. Far too often, the action of teammates is primarily guided by the criteria of looking good, or not looking bad. Rather than the priority filter being the purpose and values of the organization, people start with “me first” and then “my boss.” Subsequently, the situational agenda becomes highly politicized. I recognize that being devoted to purpose and values may come down to debateable interpretation and judgment. However, at least the conversation becomes about that versus blind personal loyalty to a person. If you work for someone who judges everything you say and do as a matter of personal loyalty, I promise you a miserable existence. Walking on perpetual proverbial egg shells wondering if you’re pleasing the boss is exhausting.

No What?: We are imperfect human beings, of course. That being said, behavioral integrity needs to be intentionally taught in an organization. It’s a slippery slope when values become eroded and/or overlooked. One little thing leads to another, and soon everyone is “doing it” or not. And doing what’s right MUST be taught from the top, and almost always starts with the small stuff. As an example, if the boss leaves his meeting area a mess for the “minions” to clean up, how can he/she expect people to be committed to keeping their areas clea?. Etc, etc. The downward spiral in losing one’s soul in an organization can be surprisingly swift, painful and difficult to recover from. What’s the status of the soul in your organization? How do you know?

Think Big, Start Small, Act Now,

- Lorne

One Millennial View: Luckily for most of us, our workplaces are not warzones. A SEAL’s life has levels of loudness, smells, sights and violence that without first hand experience, us civilians can’t really comprehend. Because of these fighters, we can choose not to know that life. How fortunate! That makes it so much easier for us to exist in less chaotic environments, where we can take the time and effort to be capable of doing what’s right, and maintain a positive soul status in our organizations. Let’s not take that for granted.

- Garrett

Edited and published by Garrett Rubis.

Misguided Loyalty

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