"We had to build an organization--and operate it all the time that we were building it," one of the Washington officers of the organization once told me. "We had to start to get actual materials and supplies for field relief work of every sort at the very hour and minute that we were sending our first working commission to France and were struggling to get a competent field relief organization. In every direction raw and inexperienced human material confronted us. We were raw and inexperienced ourselves. And yet, as we confronted the big problem and turned it over between us, we saw light. We began to realize certain definite things. We realized, for instance, that when we needed an executive to supervise the turning out of many hundreds of millions of hospital dressings, we did not, after all, need a nurse or a doctor, but a man or a woman who had the experience or the technique to turn out dressings in huge quantities. We needed an executive. We found such a man in the person of a lumberman out in the Middle West. We brought him to Washington and there he made good on the job." These experiences were paralleled in Paris even through the exigencies of the situation, the extreme emergency which at all times confronted our Red Cross there, until the fateful eleventh hour of the eleventh day of the eleventh month of 1918 had been met and long since passed. It therefore was not always possible to pick executives with such care and discrimination as would be possible in the United States; in fact the best results were obtained by the more or less firmly fixed method of finding the personnel here--generally in response to definite cable requests from Paris--and sending it to France, but not always. Occasionally the reverse was true. Men already overseas were thrust quite unexpectedly into posts of great trust and great responsibility--posts requiring broad and instant initiative--and in those posts developed abilities which they, themselves, had not realized they possessed. In fact it is worth stating that the zone plan of organization contemplated this very possibility, and so gave to each Zone Manager great autonomy and freedom of action. In no other way would it have been possible to obtain immediate and efficient results, particularly in a war-beset land where communication of every sort, by train, by motor car, by post, by telegraph, and by telephone, was so greatly overburdened. The very autonomy of the final organization plan was largely responsible for its success. It was one of the lubricants which made the big business machine of the American Red Cross in France function so well.