1. Some Thoughts on Leadership Frank J. Anderson, Jr. President September 10, 2007

2. 2 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

3. 3  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

4. 4 Leading Is About Serving… Leaders Help Their Bosses and Subordinates Succeed!

5. 5 There Is a Price of Poor Leadership Job Performance Suffers Employees Leave --- Unhappy Work Environment Problems Increase Requiring 3 rd Party Intervention Less then Optimal Outcomes Transformation Initiatives Fail Others?

6. 6 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 21 st Century Federal Manager, National Academy of Public Administration, February 2004 Gallup Survey…29% of workforce engaged 55% not engaged 16% actively disengaged

7. 7 Tactical and Strategic are Inseparable Tactical Strate gic 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 Outcomes Multi-year Trends Stakeholders Students Faculty

8. 8 “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 jumps New 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

9. 9 Leaders Have High Expectations

10. 10 Leaders Listen It takes two to speak the truth; one to speak and one to hear

11. 11 Leaders Have Positive Attitudes

12. 12 Business Competence + People Orientation = Trust Leadership Competence + Action Orientation Fundamental Belief in People + Open Communication +Consistent Behavior Trustworthy Leadership

13. 13 Five Crucial Areas: 1.Organization’s Vision 1.Organization’s Value 1.Compensation System 1.Work Environment 1.Personnel Decisions Build Trust

14. 14 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:

15. 15 National* DoD** Civilian AT&L Workforce*** Generation Workforce (millions) % WorkforceWorkforce % WorkforceWorkforce % Workforce Silent Generation (born before 1946) 11.57.5%65,0999.5%10,1858.7% Baby Boomers (1946-64) 61.542.0%435,87163.5%81,38569.3% Generation X (1965-76) 43.529.5%124,50918.1%17,57115.0% Generation Y (1977-89) 31.521.0%61,3728.9%8,2177.0% Millennium (1990- present) 51.00%0 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 Generations As of September 30, 2005

16. 16 U.S. Civilian Workforce Change Numeric Change in Labor Force, 2004 - 2014 65+ 55 - 64 45 - 54 35 - 44 25 - 34 5,000 10,000- 5,000 - 10,000 +7,616 +3,689 +1,769 -2,813 4,548 Source: Department of Labor -110 16-24

17. 17 Conclusion What You Do… Is Really Important!