High Velocity Learning: Changing how NSWC Philadelphia Division innovates and shares knowl

PHILADELPHIA -- See. Swarm. Share. Sustain.

These terms tossed together may conjure up images of a busy bunch of bees buzzing about together to keep life humming at the hive.

But what they actually refer to are the key components of High Velocity Learning, detailed in “High Velocity Edge” by Dr. Stephen Spear. Simply put, “High Velocity Learning” refers to taking the time to learn about, document and share mistakes and achievements; constantly experimenting; chasing perfection; and teaching others. High-velocity organizations want to understand and solve problems, and not just put up with them.

The U.S. military has embraced this concept, most notably in January 2016 with the issuance of the Chief of Naval Operations Adm. John Richardson’s “A Design for Maintaining Maritime Superiority,” which includes “Achieve High Velocity Learning at Every Level” as one of four lines of effort.

Now the Naval Surface Warfare Center, Philadelphia Division is ramping up to take full advantage of what high velocity learning has to offer so that the organization carries on its long history of providing innovative cradle-to-grave support to hull, mechanical and electrical components of the U.S. Naval Surface Fleet. Knowledge sharing and sustainment are critical to NSWC Philadelphia Division’s continuous affordable, efficient and excellent technical performance.

“There is an urgency to the implementation of high velocity learning as it’s a rapidly changing world. Our global interdependence makes the Department of Defense and Department of Navy more susceptible to technological surprises than ever before,” said NSWC Philadelphia Division Commanding Officer Capt. Francis E. Spencer III.

“High velocity learning not only supports the CNO initiatives, but it fits in well with other management theories, such as lean six sigma and the theory of constraints,” said Spencer, adding how all of these concepts focus on the importance of experience and empowerment at the deck plate levels.

Primary objectives of high velocity learning implementation at NSWC Philadelphia Division include fostering change in how the organization approaches problems and training the workforce how to think and act differently when working together to improve products and processes.

Civilian and military personnel alike will be encouraged to collaboratively tackle problems head-on in the context of:
• What’s working?
• What’s not working?
• What’s next?
• Are we willing to do what it takes next?

To better ensure success, NSWC Philadelphia Division leadership at all levels – senior, department, division and branch – are to be seen “walking the talk,” as the saying goes, actually working on the most difficult problems. Along with NSWC Philadelphia Division branch heads, a newly created Continuous Learning Advisory Board (C-LAB) to lead high velocity learning efforts will share information and help the concept become a part of daily business.

“The aim here is to merge HVL into a framework where NSWCPD becomes a continuous learning and development organization designed to address workforce challenges in recruiting/hiring, onboarding/mentoring or coaching, STEM/outreach, succession planning, tools/techniques and the right policies and procedures,” said Alonzie Scott, director of NSWCPD’s newly established Talent Management Office.

“Our goal is to incorporate the principles of high velocity learning into our everyday work and problem solving activities,” added Kelley Woessner, the co-lead for continuous learning, development and retention work on the Talent Management team.

Leveraging online tools, such as the Naval Sea Systems Command’s new iNFUSION suite, myPD and the Total Workforce Management System (TWMS) mentoring tool, will also aid in the ability to share information and enable empowerment of the NSWC Philadelphia Division workforce to the lowest level, said Spencer.

A continuous learning and development approach focuses on solutions that work in the NSWC Philadelphia Division environment by educating the workforce and leadership. The high velocity learning education package emphasizes breaking down barriers, knowledge sharing and stewardship, and increasing momentum and awareness.

The first high velocity learning project on which NSWC Philadelphia Division will focus is improving onboarding for new employees. NSWCPD will leverage the existing Norfolk Naval Shipyard waterfront training program, coupled with Philadelphia Division familiarization. The first evolution will include a few dozen of the newest Philadelphia hires who will rotate through this three-week pilot training program starting in the third quarter of fiscal year 2017, according to Woessner.

A relationship with the NSWC Philadelphia New Hire Employee Resource Group facilitates direct and immediate feedback between new employees and the Talent Management Office.

“New employees are eager to contribute to and improve the organization they are joining. The onboarding improvement project, in particular, has sparked excitement in seeing recommendations become reality,” shared Cara Mazzarini, chairperson of the New Hire Employee Resource Group.

Plans are underway to meet with the New Hire Employee Resource Group to obtain their input on what else the division’s training program needs.

After the pilot training program concludes, the continuous learning advisory board/high velocity learning community of practice will determine a sustainment plan for conduct, review and improvement moving forward.

The Naval Surface Warfare Center Philadelphia Division provides the Navy's primary technical expertise for naval machinery research and development and in-service engineering, as well as machinery cybersecurity and lifecycle engineering.

High Velocity Learning: Changing how NSWC Philadelphia Division innovates and shares knowledge