Situational Leadership® II (SLII) is recognized as both a business language and a framework for employee development that transcends cultural, linguistic, and geographical boundaries. Bringing together highly engaging classroom activities with pre- and post-tools helps reinforce, measure, and cement learning. Emotionally compelling videos, leveraging Hollywood talent, draw learners into character challenges, helping link content to practice and showing them the painful ramifications of not using SLII. Learners are taken to the edge of their comfort zone and participate in challenging activities that require them to demonstrate their familiarity with SLII content and teach them how to integrate material into their own personal leadership style. A self-study, momentum building video called The Power of SLII drives excitement and anticipation on the front end of learning and managers can use it as a refresher with team members so that everyone can learn the language of SLII. Access to videos, game cards, conversation starters, and streamlined participant materials include a new 12-module SLII Challenge, SLII Fitness Test, Goals Worksheet, SLII Worksheet, and One on One Worksheet. Participants of the NAVAIR Leadership Development Program (NLDP) Contemporary Leadership Issues and Practices seminar toured USS George H.W.
As part of the NLDP Contemporary Leadership Issues and Practices seminar, NLDP participants toured the hangar bay, flight deck and bridge, and observed a briefing on flight deck operations. One of the worlda€™s largest warships, USS Bush is the Navya€™s 10th and final Nimitz-class supercarrier and was commissioned in 2009. The tour resonated with NLDP participants because it offered an immediate connection and demonstrated the importance of the work they do and the fleet they serve. The NLDP serves as NAVAIRa€™s flagship career developmental program, blending critical leadership learning with vital productivity skills to better prepare civilian and military employees for future leadership roles. NAVAIRa€™s goal is to develop, deliver and sustain aircraft, weapons and systems on time, on cost, with proven capability and reliability, so Sailors and Marines succeed in every mission and return home safely. More than 400 new participants were accepted into the 2011 Journey Leadership Development program at NAVAIR.
JLDP is part of the Naval Air Systems Commanda€™s plan to create a long-range workforce strategy that gives the workforce the tools it needs to excel in key skill areas and contribute more effectively to NAVAIRa€™s overall mission. This yeara€™s program attracted more than twice the number of participants as last year, and for the first time, new participants were present from every NAVAIR site. NAVAIR Deputy Commander Kal Leikach welcomed the new program participants at the July 14 event. Each program participant was endorsed by their managers to take part in the program because of their high potential for future leadership roles. Intended to target highly motivated journey-level employees, JLDP complements the more senior-level NAVAIR Leadership Development program (NLDP).
Participants will produce an individual development plan (IDP) and formalize at least one mentoring relationship.
Gary Kurtz, senior executive service member and assistant commander for NAVAIR Corporate Operations and Total Force, offered his support for the program and urged participants to make use of as many formal and informal mentoring opportunities as possible.


He also encouraged program participants to become mentors themselves, stating, a€?In the eyes of brand new NAVAIR employees, you are the ones they see as leaders. An informal panel of recent program participants, Vicki Leonard and Cody Schnaufer, discussed their experiences with shadowing and interviewing. NAVAIR engineer and JLDP student Joshua Hogge said that JLDP is an important part of his plans to go into program management. The 2011 Journey Leadership Development program Pax River class gathered for orientation July 14 at Patuxent River Naval Air Station, Md. The two programs a€” the NAVAIR Leadership Development Program (NLDP) and Journey Leadership Development Program (JLDP) a€” are designed to prepare employees to more effectively lead large and small teams toward mission success for Sailors and Marines. Notably, the 224 JLDP participants recognized were the first to graduate from the program since it was formally established in 2010. NLDP, the commanda€™s flagship leadership program, is designed for high performing NAVAIR employees with demonstrated leadership potential. The JLDP helps develop future NAVAIR leaders, both civilian and military, through exposure to NAVAIR leadership responsibilities.
Another JLDP graduate, telecommunications specialist Tony Masi said, a€?In this time of budget cuts and lean times, it is nice to see that I work for an organization that is investing in its most important piece of the puzzle: its people. Greg Geiger, one of the 71 NLDP graduates recognized at the ceremony, said he appreciated the programa€™s leadership and continuous process improvement training, as well as the flexibility to complete the program while working full time. For more information about eligibility criteria or the application process for NLDP and JLDP, NAVAIR civilian and military employees should call the NAVAIR National Help Desk at 301-342-3104, 888-292-5919 or DSN 342-3104, and press option 4, then 2, for training and Career Development Office support.
NAVAIR Journey Leadership Development Program participants celebrate their graduation from the program in Patuxent River, Md., Oct.
NAVAIR Leadership Development Program graduates from the Fleet Readiness Center Southeast after their graduation ceremony Oct. Terry Clark, left, congratulates NAVAIR Leadership Development Program graduate Roberto Garcia in Point Mugu, Calif., Oct. Terry Clark, left, celebrates the three NAVAIR Journey Leadership Development Program graduates from Point Mugu, Calif. Its foundation lies in teaching leaders to diagnose the needs of an individual or a team and then use the appropriate leadership style to respond to the needs of the person.
Short, fast-paced learning scenarios using real work problems capture learners' attention. The SLII Diagnosis App for smart phones and mobile tablets enables diagnosis and coaching in real-time and can be shared with team members. They also visited the onboard museum, displaying models, artifacts and videos of Busha€™s early experiences as a young aviator and though his presidency. The Department of the Navy and NAVAIR offer several career tools, including programs such as NLDP, to attract and keep a strong and vital workforce.


Additionally, the program supports a large number of artisans at the Fleet Readiness Center East.
Elements of the two-year program include networking, classroom-based leadership training, computer-based organization and operations training, shadowing assignments, and interviews with senior leaders. They urged new students to be prepared not only to interview senior leadership, but to be interviewed themselves. David Dunaway praised NAVAIRa€™s leadership culture, saying, a€?Every day, you should wake up and learn a little more.a€? Dunaway addressed 295 graduates of the NAVAIR Leadership Development Program and Journey Leadership Development Program at a national graduation ceremony Oct. The program serves to develop leadership, management and productivity improvement skills and provide mid- to senior-grade employees a systematic and logical approach to clarify their career goals.
In the one- to two-year program, participants enhance their interpersonal communication and productivity skills, gain a stronger working knowledge of command operations, and develop a more robust personal network through classes, training and developmental activities. A P-3 Fleet Support Team avionics team lead, Iv said she cherishes the knowledge and experience she gained from her classes. The NLDP serves as NAVAIRa€™s flagship career developmental program, blending critical leadership learning with vital productivity skills to better prepare civilian and military employees for future leadership roles (U.S. Tim Gorman, right, shows NAVAIR employees some of the group flight deck resources available on USS George H.W.
Employees maneuvered through the steep, narrow, open stairways and saw the shipa€™s dining area, which serves more than 15,000 meals daily. We have an incredible organization and purpose,a€? said NAVAIR Career Development Office Director Diane Wallace.
Walt Augustin, director of NAVAIRa€™s Human Systems department, was the keynote speaker for Orlandoa€™s event.
16 recognized 295 employees who completed the requirements of a NAVAIR leadership development program. NLDP is a three- to five-year program that focuses on leadership and AIRSpeed Black Belt training. Paul Sohl, far right, congratulates Susan Walker and Nancy Beth Schultz, the two NAVAIR Leadership Development Program graduates in China Lake (U.S. Employees toured the ship as part of the 2012 NAVAIR Leadership Development Program May 22 and commented that the tour reminded them how their daily work connects with the fleet (U.S.



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