some thoughts on leadership frank j. anderson, jr. president september 10, 2007
TRANSCRIPT
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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!