Leader development was a hard thing to come by in the Imperial Navy during the 24-year reign of the Galactic Empire. Throughout the movies, books, and television shows set in the Star Wars universe, there are countless examples of counterproductive leadership in the Imperial hierarchy that highlight the lack of positive role models in the organization. From Grand Moff Tarkin violating the Yavin Conventions by ordering the destruction of Alderaan in Episode IV: A New Hope, Arihnda Pryce scheming and manipulating her way up the political ladder to become the Governor of Lothal in Thrawn, or every scene of Darth Vader “relieving” an Imperial officer via force choke, there is no shortage of counterproductive leadership examples within the Galactic Empire. While no one is expecting to see Admiral Ozzel sit Captain Piett down prior to the Battle of Hoth, pull out the trusty Imperial Navy (IN) Form 4856 (Developmental Counseling Form), and give him a proper evaluation of his quarterly performance aboard the Executor, there is certainly a lack of counseling, coaching, and mentoring occurring throughout the Empire. There is one notable exception: Thrawn.
Also known as Mitth’raw’nuruodo, Thrawn was a Chiss officer from the Chiss Ascendancy who rose through the ranks of the Imperial Navy to eventually become a Grand Admiral. Throughout his career, Thrawn constantly sought to improve and strengthen the Imperial Navy. Whether it was developing younger officers, investing in future combat systems, or removing treasonous leaders, Thrawn worked constantly to improve his command and the Imperial Navy as a whole. He particularly excelled as a coach and mentor to subordinate Imperial officers. Although Thrawn was generally known first and foremost as a brilliant tactician and strategist, his desire to develop personnel and manage talent made him one of the most valuable leaders in the Galactic Empire.
(Note: For the purposes of this article, I have decided to focus only on Star Wars canon sources that took place while Thrawn served in the Imperial Navy)
To understand why Thrawn stood out in this particular area, one needs to look at why the culture of the Imperial Navy was not one built to successfully develop leaders. Throughout the Galactic Civil War (GCWOT), at least during the screen time of Episodes IV through VI, there seemed to be little reason for Imperial officers to develop their subordinates, and this is due to the presence of Darth Vader. First, when a simple mistake could lead to an Imperial officer’s permanent removal, such as the case with Captain Needa’s failure to maintain accountability of the Millennium Falcon after the Battle of Hoth, an officer would almost always focus on their own survival in lieu of developing those around them. Second, because of the high mortality rate for Imperial officers, there once again seemed to be little reason for any first line supervisor to improve their immediate subordinates by making themselves a more attractive target for Darth Vader’s wrath (I would have stated “Senior Rater” or “Supplementary Reviewer,” but Lord Vader was well outside of the Imperial Navy’s standard rating chain). The last reason is any positive leader development may have been all for nothing if the Sith Lord chose to force choke or cut them down with a lightsaber; Grand Moff Tarkin would have certainly felt he wasted his time developing Admiral Motti if Darth Vader would have followed through with his strangulation on the first Death Star. These examples demonstrate that due to the precarious nature of being an officer in the Imperial Navy, no matter your rank, position, or area of expertise, there seemed to be little incentive in developing subordinate leaders because everyone was expendable.
So then what made Thrawn different? Aside from seemingly being a superior tactician than the entire Galactic Empire combined (covered in the Thrawn novels and Star Wars Rebels television series, as well as in James Grove’s excellent essay in To Boldly Go titled The Empire’s New Hope), Thrawn utilized effective leader development techniques such as counseling, coaching, and mentoring to improve the Imperial officer corps. Quoting Force Manual (FM) 6-22, Developing Leaders, “It is an important investment for the Empire’s future because it builds trust in relationships and units, prepares leaders for future uncertainty, and is critical to readiness and our Empire’s success.” From Director Krennic to Grand Moff Tarkin to Emperor Palpatine himself, Imperial leaders did not seem to be concerned with building trust within their organizations or preparing subordinates for uncertainty (such as a growing Rebel insurgency). For the Empire’s sake, it is truly unfortunate that Thrawn was the only officer who seemed to open the manual on leader development.
Counseling
According to Academy Training Publication (ATP) 6-22.1, The Counseling Process, “counseling is the process used by leaders to review with a subordinate the subordinate’s demonstrated performance and potential.” Although certainly not adhering to the standard model of a scheduled, organized, and documented counseling session, Thrawn found time to conduct non-traditional sessions with his subordinates to accomplish event, performance, and professional growth counselings. While serving as the First Officer of the Thunder Wasp with Ensign Eli Vanto as his aide-de-camp, Thrawn conducted a counseling session with him after an anti-smuggler operation, reviewing the event and his grasp of the situation. At the end of the discussion, Thrawn noted Vanto’s knowledge and understanding in the art of tactics had grown in aptitude. He conducted a similar counseling session with Commodore Karyn Faro following her victory against Grand Admiral Savit. After he recognized her superior command performance during the battle, she respectfully stated it was all him, to which Thrawn then directed her to recount the decisions she made under his initial guidance and why she made them. This counseling session not only led to her gaining additional confidence in herself, but it also reinforced her ability to lead and make decisions within his commander’s intent. He provided each subordinate with positive feedback on their performance, including that they were progressing in skill, to enhance their confidence and leadership ability.
Coaching
It states in FM 6-22 that “coaching is a development technique used for a skill, task, or specific behaviors” and it “helps another individual or team through a set of tasks or with improving personal qualities.” Even more than counseling or mentoring, Thrawn excelled at coaching his subordinates. Unlike other officers in the Imperial Navy, Thrawn looked for unconventional methods of self-development, such as evaluating and appreciating a civilization’s art to determine their values, psychology, level of aggressiveness in battle, and even potential combat strategy. Throughout his career, he routinely coached subordinate officers through his process of evaluating art, usually through inquisitive techniques. During an interrogation of Hera Syndulla (posing as a servant) on Ryloth, he questioned Captain Slavin to get his thoughts on a seemingly insignificant piece of Twi’lek art. While Slavin dismissed it as simply a “primitive native trinket,” Thrawn revealed it was a kalikori, a “revered Twi’lek heirloom, passed from parent to child through generations,” further elaborating that it is “worthless to outsiders, priceless to family.” Through this deduction, he was able to determine the Twi’lek in question was actually Captain Syndulla, an important member of the Rebel Spectres cell. He was using the engagement as an opportunity to coach Slavin on how to think outside of the Imperial box; it unfortunately did not take, as Slavin still did not understand the piece’s importance, suggesting instead that they should just destroy it.
Even when coming up against a failure to develop these skills in another, Thrawn did not stop coaching his subordinates. During a conversation aboard his flagship, the Chimaera, he posed a similar question to both Lieutenant Lyste and Agent Kallus regarding some graffiti found on Lothal. While Lyste simply saw a section of the retaining wall, Kallus identified the piece as the “mark of the Phoenix Squadron, a creature of flight rising in the flames, a symbol of their commitment to victory.” Thrawn acknowledged the correct analysis and further elaborated on its importance for Lyste and Kallus, stating the Rebels had an attachment to Lothal and will always return. Thrawn provided coaching and learning opportunities for Slavin, Lyste, and Kallus, and even though only the latter showed the potential to learn from these experiences, he still provided each subordinate with the opportunity for growth. Until ultimately proven otherwise (such as in the case of Admiral Konstantine), Thrawn continued to provide complimentary development opportunities for his subordinates.
Throughout his career, a common theme is Thrawn’s desire to coach his subordinates on identifying patterns which could help them at the tactical level. While the majority of Imperial officers Thrawn encountered did not understand the purpose of these coaching exercises, it did provide tactical development to the crew of the Chimaera. Both Vanto and Faro excelled in these coaching exercises, where Thrawn used Vanto’s unique ability of analyzing data and Faro’s combat ingenuity to improve their ability to critically think. Upon observing one of these coaching exercises between Thrawn and Faro, Assistant Director Ronan initially saw it as another opportunity for a senior Imperial officer to entrap and humiliate a subordinate, just as he had witnessed with Governor Tarkin, Lord Vader, and even Emperor Palpatine. It was not until the end of the coaching session, when Thrawn smiled at and commended Faro’s analysis and conclusions, that he realized the positive engagement which just occurred. When discussing patterns, further separating himself from the rest of the Imperial Navy’s leadership, Thrawn reminded Vanto and Faro to be cognizant of their own tactical patterns, as they could either be used against them or utilized to further deceive an adversary.
Mentoring and Talent Management
According to Academy Doctrinal Publication (ADP) 6-22, “mentorship is the voluntary developmental relationship that exists between a person of greater experience and a person of lesser experience that is characterized by mutual trust and respect,” with the mentor providing the mentee “advice and counsel over time to aid professional and personal growth.” Throughout his career, Thrawn provided long-term mentorship to both Commodore Faro and Commander (Imperial Navy) / Lieutenant Commander (Chiss Defense Fleet) Vanto. For Faro, this mentorship relationship existed solely during their time together aboard the Chimaera, where she served as Captain of Thrawn’s Flagship while he commanded the 96th Task Force and later the Seventh Fleet; Vanto’s mentorship started during their time together at Royal Imperial Academy, where he began serving as Thrawn’s translator and aide, and continued up until Vanto was promoted to Lieutenant Commander in the Chiss Defense Fleet. Thrawn saw exceptional potential in both individuals and ensured they had the developmental opportunities and personal mentorship to facilitate this potential.
Faro began serving under Thrawn as his First Officer when he took command of the Chimaera. Through the aforementioned counseling and coaching sessions, as well as giving her additional tactical command responsibilities during several combat engagements, she grew in both confidence and tactical aptitude. During this mentorship though, much to Thrawn’s discredit, Faro was not even aware this was taking place. When Admiral Ar’alani of the Chiss Defense Fleet referenced Faro’s position, stating that Thrawn chose well, Faro seemed generally surprised to be considered his protégé. Even though mentor-mentee relationships can grow organically over time, it is important for both to know it is occurring to encourage guidance and feedback as part of the process. Thrawn rectifies this issue after explaining to Faro why he recommended against her consideration for command of Task Force 231. Seeing greater potential in her than the Imperial Navy High Command, he recommended instead she jump straight to commanding a larger organization, in this case the Eleventh Fleet. This further reinforces positive mentorship with the mentor by advocating on the mentee’s behalf for opportunities more commensurate with their leadership potential. In one of their final encounters prior to her taking command of the Eleventh Fleet, Thrawn further drove the point home, for both her and mentorship as a whole, by telling Faro directly she is an “exceptionally competent commander, and the Imperial fleet needs to recognize and reward all such people.”
In the case of Vanto, Thrawn initially saw him as nothing more than a translator and aide who could help him better integrate into the Imperial system. Over time though, Thrawn started to recognize his potential, specifically in the realm of combat command, and counseled, coached, and mentored him to fulfill this potential. Whereas Vanto initially saw this assignment as a hindrance to his career, including his (initial) failure to promote with peers, Thrawn and others saw this as a unique opportunity to personally learn from a future senior leader in the Imperial Navy. Again, to Thrawn’s discredit, Vanto did not even realize this until he is made aware by Faro, who stated he “belongs on the bridge, not the conveyor,” and further elaborated on how Thrawn’s mentorship has made him a better officer. Thrawn’s greatest contribution to Vanto’s development is his recommendation that Vanto serve aboard the Chiss heavy cruiser, Steadfast, under the tutelage of Admiral Ar’alani; similar to a reference in the Assignment Imperial Marketplace (AIM), Thrawn’s recommendation alone increased Vanto’s standing in the eyes of Ar’alani. Certainly against Imperial procedure, but really not that different than an officer in the Stormtrooper Corps attending the Imperial Navy’s Command and General Staff Officer’s Course (CGSOC), this provided Vanto with a unique opportunity for growth which was not an option for the majority of his peers. Mentors should seek out these opportunities for those with potential, even if it means bending the rules a little to facilitate additional growth in their mentees. Of all the personnel who Thrawn mentored throughout his illustrious career, Vanto benefited the most from this due to the unique opportunities Thrawn provided to him after identifying his true leadership potential.
When it comes to managing talent, Faro and Vanto are far and away the best examples of him finding personnel with command potential and developing their tactical skills, but Thrawn also identified untapped potential in other areas within the Imperial Navy. As an example, Thrawn and Vanto were attacked by another group of students while attending Royal Imperial Academy. When asked if he would like to bring charges against his attackers, Thrawn did not want the individuals punished because they displayed actions instinctive to combat pilots, and instead recommended they be sent to Skystrike Academy to receive starfighter pilot training. As he rose in rank, Thrawn continued to perform talent management throughout his command. After the Chimaera crew completed a difficult tractor beam operation, Thrawn asked for the names of the operators on two of the tractors. He noted one of the operators showed exceptional skill and was likely ready for the test granting them their Class A status. As for the other operator, Thrawn simply stated their procedure was weak and they required additional training. In the Seventh Fleet, when an individual showed exceptional skill, they were promoted; likewise, when an individual operated at a level below average, they were not demoted, fired, or “eliminated,” but instead given additional opportunities to train and succeed. Even Admiral Konstantine, one of the worst officers ever to serve under Thrawn, was given several coaching and leadership opportunities to improve before making a fatal mistake during the Battle of Atollon which cost him his life.
As stated before, there was clearly a lack of time, desire, or competence by most Imperial officers to positively develop their subordinates. Considering Moff Jerjerrod’s inability to effectively manage his time and resources in building the second Death Star, Moff Gideon leading the Great Purge of Mandalore, or Emperor Palpatine initiating Order 66 to eliminate the Jedi Order, the leaders of the Galactic Empire seemed both too busy and toxic to provide positive coaching and mentoring for their subordinates. These constant counterproductive leadership examples by senior Imperial leaders no doubt led to the officer corps in the First Order being crueler and less tactically proficient than that of its predecessor. Throughout his career, Grand Admiral Thrawn not only took the time to develop those around him, but he did so through demonstrating positive leadership attributes and providing constructive feedback to others.
Although he was still serving an evil organization with the stated goal of creating a “safe and secure society” through fear, Thrawn was focused on developing the next generation of leaders for the Galactic Empire. The Commander of the First Legion, Commander Kimmund, who ironically had Darth Vader as his immediate supervisor, may have said it best after observing the Grand Admiral’s leadership and mentorship while serving aboard the Chimaera:
“He cared about his people, to the point of standing up for them even against the disapproval of powerful men like Lord Vader… It was a pity Thrawn’s style of leadership hadn’t spread through the rest of the navy. Still, he was certainly having an influence on the younger officers. If he lasted long enough, maybe those lessons would someday become the military standard. If that happened, he suspected, the Empire would stand forever.”
Thankfully for all those living in the Star Wars galaxy, this oversight by the Empire to effectively develop their leaders, as well as Thrawn’s unanticipated departure to the planet Peridea, led to their ultimate downfall in 5 ABY (After the Battle of Yavin).
Major Robert A. Calkins is an officer in the United States Army and currently serving as the S2 for the 101st Airborne Division Artillery at Fort Campbell, KY. He has previously served as the Committee Chief for the Military Intelligence Captains Career Course, as well as the Executive Officer and Operations Officer for the 309th Military Intelligence Battalion. Aside from being an avid Star Wars fan, including organizing tournaments for the Star Wars: Armada miniatures game, he writes about balancing single parenting and the duties of a military officer through his blog, Adventures in Single Dadding.
The views expressed are those of the author and do not necessarily reflect the official policy or position of the United States Army or the U.S. government.
The Angry Staff Officer 
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