Developing tomorrow’s leaders, today

Talented people are the driving force behind mission accomplishment of Naval Sea Systems Command’s (NAVSEA) Campaign Plan to Expand the Advantage. Organizing, aligning, and optimizing that talent requires continuous professional development and leadership programs that enable a pipeline of motivated and empowered employees.

The Journey Level Leadership (JLL) program, NAVSEA’s premiere mid-level leadership development program, represents one such opportunity, serving a critical role in NAVSEA’s strategy to attract, retain and develop a workforce that is second to none.

“Cultivating tomorrow’s leaders requires us to develop today’s workforce while assessing needed professional and soft skills,” said Cindy Shaver, chair, NAVSEA Design for Talented People Line of Effort.

NAVSEA created the program to advance its top mid-level performers within the enterprise and provide them with opportunities to develop and strengthen their leadership skills, ultimately returning them to their original positions to apply their newly-formed skill sets. Since completing the first JLL “cadre” in 2015, 50 graduates have rotated through headquarters, field activities, shipyard activities and program executive offices.

“It (JLL) gives the person completing the program an understanding of the inner workings of the command and how things get done,” said Charles Denton, Team Submarine chief financial officer and JLL graduate supervisor. “They learn the inner workings of NAVSEA and the program executive offices by doing and not relying on a textbook.”

Currently, members of third cadre apply this hands-on approach to six different capstone projects that identify ways to improve the on-time delivery of ships and submarines.

“Our (capstone) focus is to leverage working relationships to increase knowledge transfer between the shipyards and the maintenance facilities,” said Julie Henry, Naval Undersea Warfare Center Newport mechanical engineer and JLL Cadre 3 participant. “This should be a great way to show how we can improve on this and prevent duplicating efforts or information that should already be available.”

To apply, employees submit a six-page application (contact Woods for details) by June 9. Applications must include previous leadership development assessments completed within the past five years, a supervisory endorsement, and written answers to four essay questions explaining why the applicant desires to participate in the program.

“Be honest, and cognizant of what you can give to NAVSEA,” said Joe Carver, a Puget Sound Naval Shipyard training specialist who also participated in Cadre 3. “Ask yourself, what do you bring to the table that’s unique?”

Johna Woods, JLL workforce development program manager recommends that written responses be coherent and concise. She said responses for the four essay questions must all fit within a single page on the application. Also, applicants should include examples on their application on how they’ve already balanced professional/personal requirements in their current jobs.

“Most of one’s (application) focus should be on the narrative questions,” said Woods. “I recommend applicants start the process now, since the package also requires a supervisor assessment and an senior executive service (SES) endorsement.”

Up to 144 application packages have been submitted for prior JLL cadres. Twenty applicants were accepted for the latest (third) JLL cadre. A typical cadre ranges from 20 to 30 participants. The competitive process begins with the applicants’ submission of completed application package via the command’s intranet website.

Interviews will be held in July for applicants in the Washington D.C. area and by video tele-conference for those unable to attend. Each panel takes 10 - 15 minutes. They consist of three to five SES members who ask applicants three to five questions.

Woods also recommends that each applicant thoroughly self-examine their motivation and understand the “why” of their desire to participate in the program.

For more information on the JLL program, contact Johna Woods.

Career opportunities for junior and senior top performers

While the Journey Level Leadership program provides management development opportunities for many employees, leadership opportunities also exist for entry-level and senior-level employees through NAVSEA’s NextGen and Commander’s Executive Fellows programs.

NextGen or Next Generation Leadership Program, serves as NAVSEA’s initial tier in its leadership continuum. The program allows accepted individuals (GS 7-11 equivalent) from across the enterprise to gain leadership skills through classroom and online instruction from the Harvard Business School. Interested individuals should contact Rachelle Sutterfield.

NAVSEA created the Commander's Executive Fellows Program (CEFP) as the third and final tier in its leadership continuum to develop its senior (GS 12-15 equivalent) top performers. Program graduates demonstrate a focus on raising both organizational and individual performance.

For additional information about the CEFP, please visit the command’s intranet website.

- NAVSEA -