Though this book has had received brickbats, yet, there is no doubt that it does some plain speaking. Some of the traits the authors indicate above are worth mulling over, but could they be applied? Would it not put the current evaluating system and criteria for postings totally on its head? Can what has been suggested be implemented without tweaking the system too much to result in chaos for those who administer promotions and postings? There are good officers who are great administrators, but not too good at combat. While there are good officers who are good combat officers, but are not good administrators. The ideal officer should be good at both! How do we ensure that we get a good combat officer and yet a good administrator?