Department of Behavioral Sciences & Leadership

Department Head

 
 

COL Everett Spain

Professor, USMA and Head

US Army

COL Everett Spain

Contact Information:
Phone: 845-938-3707
Email:   Everett.Spain@westpoint.edu

 

 

Biography

Colonel Everett Spain, U.S. Army, is a Professor, USMA and Head of the Department of Behavioral Sciences and Leadership at West Point.       
 
From 2015-2016, Everett served in the HQ, US Army Special Operations Command at Fort Bragg and in Iraq.  Previously, he served at West Point as an Academy Professor and the Director of the Eisenhower Leadership Development Program, a joint-USMA/Columbia University master's degree program.
 
From 2009-2011, Everett was the commanding officer of the U.S. Army Garrison-Schweinfurt (Germany), responsible for a community of over 10,000 Americans.  Prior to that, he was a White House Fellow during the Bush and Obama Administration's transition year, where he served as the acting Deputy Chief Operating Officer of the U.S. Treasury’s Office of Financial Stability, "the TARP."  During 2007-2008, Everett was the aide-de-camp for the Commander, Multi-National Force-Iraq, for “the Surge.”
 
At the start of his career, Everett was a platoon leader and staff officer at Fort Bragg, where he was a member of the winning team of the 82nd Airborne Division’s Best Ranger Competition, and placed 6th in the Army-wide competition.  As a captain in Germany, Everett led his company on the initial NATO deployment into Kosovo, after which they were recognized with the Itschner Award, given annually to the outstanding engineer company in the US Army.
 
Everett received a Doctorate of Business Administration (DBA) in management from Harvard Business School (Dean's Award), a Master of Business Administration from Duke University's Fuqua School (Spaulding Award), and a Bachelor of Science in Environmental Engineering from West Point (Association of Graduates Award).  He is the author of several articles on leadership and talent management, one of which received the US Army Command and General Staff College's MacArthur Leadership Writing Award.  Everett is also a licensed professional engineer (PE) and a Holocaust Legacy Partner.
 
Everett is a graduate of U.S. Army Ranger and Sapper Schools, and is a Master Parachutist.  He is a recipient of the Soldiers' Medal, Bronze Star, Purple Heart, Combat Action Badge, Defense Meritorious Service Medal, and Secretary of the Treasury’s Honor Award.  Additionally, Everett has received three honorary medallions, the Bronze deFluery Medal (Engineers), the Honorary Order of Saint Barbara (Field Artillery), and the Order of Saint Michael (Aviation).

Education
  • D.B.A. in Management, Harvard Business School
  • M.B.A., Fuqua School, Duke University
  • M.S. Engineering Management, Missouri State and Technological University
  • B.S. Environmental Engineering, United States Military Academy
Publications
  • Kelly, Dennis; Kobylski, Jerry; Judd, Tim; Peterson, Jeffrey; Ryan, Diane; Spain, Everett; West, Holly; Wong-Dodge, Melanie (2018) Developing Leaders of Character- The West Point Leadership Development System.  The United States Military Academy at West Point.

  • Spain, E.; LeBoeuf, J. & Cook, C. (2017). Assessing and Leading Change. In Smith, Swain, Brazil, Cornwell, Britt, Bond, Eslinger, and Eljdid (Eds.), West Point Leadership. New York, NY: Rowan Technology Solutions.

  • Spain, Everett & Groysberg, Boris (2016) Making Exit Interviews Count. Harvard Business Review, April 2016, pp. 1900-1907.
  • Spain, Everett; Mohundro, J.D.; & Banks, Bernard (2015) Intellectual Capital: A Case for Cultural Change, Parameters Journal, Summer 2015, pp. 77-91.
  • Spain, Everett & Fisher, Daniel T. (2015) The Long Crimson Line: White Paper on the Integration of Harvard University and the US Military. Self-published (available at https://harvardmilitary.wordpress.com/about/).  May 25, 2015.
  • Peng, Ann C., Riolli, Laura T., Schaubroeck, John, & Spain, Everett S. P. (2012) A Moderated Mediation Test of Personality, Coping, and Health among Deployed Soldiers. Journal of Organizational Behavior, 33, 2012, pp. 512-530.
  •  Schaubroeck, John M.; Riolli, Laura T.; Peng, Ann Chunyan; & Spain, Everett S. (2011) Resilience to Traumatic Exposure among Soldiers Deployed in Combat. Journal of Occupational Health Psychology, Vol 16(1), Jan 2011, pp.18-37.
  •  Spain, Everett S. P., Wait, Glenn, & Gordon, Eric (2011) Human Capital Sustainability in U.S. Army Garrisons, U.S. Army Journal of Installation Management-Plus (online), Spring 2011.
  •  Riolli, Laura, Savicki, Victor, & Spain, Everett (2010) Positive Emotions in Traumatic Conditions: Mediation of Appraisal and Mood for Military Personnel. Military Psychology, 22, 2010, pp. 207-223.
  •  Spain, Everett S. P. (2006) Managing Expectations While Leading Change, Military Review, Fall 2006.
  • Spain, Everett S. P. (2005) Leading Beyond Your Sphere of Influence, Leader to Leader Journal, Leadership Breakthroughs from West Point, Wiley & Sons, 2005
  • Michaelis, Patrick R. & Spain, Everett S. P. (2005), Knowledge Management in Iraq. Leader to Leader Journal, Leadership Breakthroughs from West Point, Wiley & Sons, 2005.
  • Spain, Everett S. P., & Williams, Albert G., (1999) Command Team Leadership of Task Force Falcon: Camp Bondsteel, The Army Engineer, October, 1999
Research
  • Spain, Everett S. P. & Groysberg, Boris. (TBD), How Do Leaders Grade Junior Leaders? 

 We have completed 24 in-depth, semi-structured interviews (literature review, hypotheses, and data collection completed) in order to unpack how leaders rate other leaders and leaders in training that work for them. We also see how these junior leaders and leaders-in-training perceive they are being graded and segment the results by demographics. The goal of this project is to create new theory that describes how leaders evaluate other leaders. (in analysis phase) 

  • Spain, Everett S. P. & Mukunda, Gautam. (TBD), Follow the Leader: Do Career Role Models Matter?

Using a dataset of 400,000 first-term professional employees and their senior leaders over 20 years, we measured to see if the employee’s “career role model,” the first tenured supervisor in the organization, influences the first-term professional’s retention decision. Literature review, hypotheses, and data collection completed, and initial analyses have been run. Our initial results show that career role models do matter (significant at the p<0.001 level). Next steps are to see which leaders retain more of the high-performing first-term professionals, and what about those leaders’ development and behavior are different. (in analysis phase)
 

  • Space, Everett. S. P, Joyce, Maurice, & Gupta, Budhaditya, (TBD), Psychological Scale Development: Sense of Social Belonging. 

 We developed a 16-item psychological construct scale, including two sub-scales, Sense of Social Belonging-Personal and Sense of Social Belonging-Professional using the six-step construct scale development process (Hunter, 2011). Pre-test completed (N=49). The overall scale is nearing final stages of refinement and validation testing. (in analysis phase)
 

  • Spain, Everett S. P. (TBD). Do Traits Change During Intense Developmental Experiences? A Longitudinal Study of West Point Cadet Candidates. 

I conducted four survey events for the USMAPS Class of 2013 (CC R-Day, after CCBT, after 1st Semester, after 2nd Semester/Graduation) and measured if personality (Five-Factor Model), Motivation to Lead, Goal Orientation, Hardiness, Resilience, and Leadership Identity changed during the year, and if so, how. I will also compare the surveys with USMAPS performance data to see what predicts success at USMAPS. (in analysis phase)

  • Spain, Everett S. P. & Groysberg, Boris. (TBD), Are West Point Graduates Changing the World?

We are planning a survey for every USMA class inbound for their five year reunions, focused on the West Pointers that have left the service, to answer the following questions: 1) How are West Pointers changing the world (beyond the military)?, and 2) Do West Pointers serve their communities post-military (public/community/business) differently than their non- West Point peers. If so, how and why? (in design phase)