Some Thoughts on Leadership

Frank J. Anderson, Jr.

President

September 10, 2007

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Point of View

Leadership Always Makes a Difference…

Leaders have a Strong Desire to Lead

Leadership is Fundamentally About Service

Military Officers: LEADERSHIP then technical

Federal Civilians: Technical … then Leadership?

Leadership and Management Are Not the Same

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Leadership is not just about job title or position. It’s about alignment, action, initiative, & results.

We must all design personal strategies to lead no matter where you are in your organization.

Organizations must encourage people to proactively lead at all levels --- empowerment.

Leadership

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Leading Is About Serving…

Leaders Help Their Bosses and Subordinates Succeed!

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There Is a Price of Poor Leadership

Job Performance Suffers

Employees Leave --- Unhappy Work Environment

Problems Increase Requiring 3rd Party Intervention

Less then Optimal Outcomes

Transformation Initiatives Fail

Others?

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The Federal Environment

Employees Question Federal Leaders Abilities to Meet Responsibilities – Climate Surveys

Agencies Do a Poor Job Managing First-line Supervisors

Agency Performance appraisal Systems Are Not Effective

Incentive Systems Do Not Recognize Performance Succession Programs and Leadership Development

Programs Not Utilized

* Final Report and Recommendations – the 21st Century Federal Manager, National Academy of Public Administration, February 2004

Gallup Survey…29% of workforce engaged

55% not engaged

16% actively disengaged

Gallup Survey…29% of workforce engaged

55% not engaged

16% actively disengaged

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Tactical and Strategic are InseparableTactical and Strategic are Inseparable

DAU…• Slow to update courses• Slow to adopt e-learning• Not attuned to stakeholder priorities

StrategicStrategicVision and PlanVision and Plan

Learning and Learning and Business ModelBusiness Modelthat Links Datathat Links Data

LeadershipLeadershipDecision MakingDecision Making

CalibrationCalibration

Tactical

Strategic

Courses

ClassroomTesting

Delivery

Scheduling

Facilities

Content

On-lineFeedback

Curriculum

Learning Architecture

Alignment to Business Goals

Enterprise

Branding

Corporate University

Talent Management

Strategic Partnerships

Learning Organizations

Performance Results and OutcomesPerformance Results and Outcomes

Multi-year Trends

Stakeholders

Students

Faculty

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“If you are not making any big bets you are a fixed strategic target, and at risk.”

Leaders Make a Few Big Bets!

Part I: Continuous small steps–Professional Development–Curriculum Delivery Improvements–PLM Schedule Management–Positive role model

Part II: Many medium jumpsNew doctrine/organization/systems

− Interactive e-Learning− Performance Management − NSPS Implementation− New Faculty Plan

Part III: A few big bets– Cohort Training– Human Capital Strategic Plan– Learning Centers of Excellence– Simulations

Initiate

Collaborate

Align & Support

How

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Leaders Have High Expectations

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Leaders Listen

It takes two to speak the truth; one to speak and one to hear

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Leaders Have Positive Attitudes

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Business Competence + People Orientation = Trust

Leadership Competence + Action Orientation

Fundamental Belief in People + Open Communication +Consistent Behavior

Trustworthy Leadership

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Five Crucial Areas:

1.Organization’s Vision

1.Organization’s Value

1.Compensation System

1.Work Environment

1.Personnel Decisions

Build Trust

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The Seeds of Excellence

“Excellence is the result of caring more than others think is wise, risking more than others think is safe. Dreaming more than others think is practical and expecting more than others think is possible.”

I share with you a quote that I keep in my office, I don’t know who said it or where it came from, so I can’t recognize the originator, but it goes as follows:

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National* DoD** Civilian AT&L Workforce***

GenerationWorkforce (millions)

% Workforce Workforce

% Workforce Workforce

% Workforce

Silent Generation(born before 1946)

11.5 7.5% 65,099 9.5% 10,185 8.7%

Baby Boomers (1946-64)

61.5 42.0% 435,871 63.5% 81,385 69.3%

Generation X (1965-76)

43.5 29.5% 124,509 18.1% 17,571 15.0%

Generation Y (1977-89)

31.5 21.0% 61,372 8.9% 8,217 7.0%

Millennium (1990- present)

51.0 0% 0 0% 0 0%

100.0% 100.0% 100.0%

Notes:* Source: Amour, Stephanie “Generation Y They’ve Arrived at Work with a New Attitude” USA Today, Nov 7, 2005, 18-28**Source: OSD P&R Report: DoD Civilian Workforce Statistics/DoD Demographics/May 2006 Edition***Source: DMDC FY05 AT&L Workforce Count/AT&L workforce data contains 389 files with null for age

AT&L Workforce by GenerationsAs of September 30, 2005

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U.S. Civilian Workforce ChangeNumeric Change in Labor Force, 2004 - 2014

65+

55 - 64

45 - 54

35 - 44

25 - 34

5,00010,000- 5,000- 10,000

+7,616

+3,689

+1,769

-2,813

4,548

Source: Department of Labor

-110 16-24

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Conclusion

What You Do…

Is Really Important!