On March 23_ the Com- CDR Scott Kitchen is the ex- by lonyoo

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									  The Leadership News
   A quarterly newsletter on leadership issues in the Coast Guard
   www.uscg.mil/leadership                                                               Issue 30      June 2006

Leadership Award Winners Inspire Others, Set the Bar High
by Lynne Donahue, Coast Guard Headquarters (CG-133)




O          n March 23, the Com-
           mandant, ADM Thomas
           Collins, presented the an-
nual Coast Guard Inspirational
Leadership Awards at a ceremony at
                                          After the ceremony, the award
                                        winners were honored guests at the
                                        Commandant’s State of the Coast
                                        Guard address and luncheon.
                                                                               to enabling the air station to pre-
                                                                               pare for, respond to and then re-
                                                                               cover from one of our nation’s
                                                                               worst natural disasters. After Hurri-
                                                                               cane Katrina struck, the severely
Coast Guard Headquarters in                During the ceremony, RADM           damaged air station conducted a
Washington, D.C. This year’s win-       Sally Brice-O’Hara, the director of    massive, around-the-clock air rescue
ners were:                              Reserve and Training and master of     operation. Indefatigable and unwa-
                                        ceremonies, summarized each of         vering under the most physically
  CDR Scott Kitchen of Air Sta-         the award winner’s contributions, as   and emotionally demanding cir-
  tion New Orleans for the Wither-      described below:                       cumstances, CDR Kitchen ensured
  spoon Award (for officers)
  BMC Heath Jones of Station Lit-       CDR Kitchen: A Compas-                               (continued on next page)
  tle Creek in Norfolk, Va., for the    sionate and Caring Leader
  McShan Award (for chief petty
  officers)
  Kathleen Thore of Training
  Center Petaluma, Calif., for the
  Putnam Award (for civilians)
                                        C       DR Scott Kitchen is the ex-
                                                ecutive officer of Air Sta-
                                                tion New Orleans. His ex-
                                        ceptional leadership, compassion
                                        and devotion to duty were crucial
                                                                                Inside
                                                                                Coast Guard Leadership Hall
                                                                                   of Fame                       2
                                                                                Leadership Award Nominees        4
                                                                                Unit Leadership Program Helps
                                                                                   MLC Atlantic Determine
                                                                                   Strengths, Weaknesses         5
                                                                                Those Who Need It Least?         7
                                                                                Adventures in a Coast Guard
                                                                                   of One                        8
                                                                                Medal of Honor Recipients Share
                                                                                   Leadership Philosophies       9
                                                                                CWO Professional Dev. Course
                                                                                    a Rewarding Experience      10
                                                                                Leadership and Management School
                                                                                   Coming to a Unit Near You    11
                                                                                Units Sought to Host LAMS in
                                                                                   Fiscal Year 2007             11
                                                                                Documentation: A Vital Part of
ADM Thomas Collins, BMC Heath Jones, Kathleen Thore and CDR Scott                  Individual Development Plans 12
Kitchen on the day of the award ceremony.


                Honor                                 Respect                           Devotion to Duty
The Leadership News


(continued from page 1)                  ty of its planning and preparedness;   compassion and humanity in active
                                         its determined and successful re-      and regular charitable work among
his unit and its people successfully     sponse to Katrina, which won na-       less privileged community mem-
weathered some of the most diffi-        tional acclaim; and resilient recov-   bers. Before Katrina, he spent four
cult challenges to ever face any         ery to full operations — reflects      hours weekly as a volunteer coun-
Coast Guard unit. His leadership         CDR Kitchen’s passionate devotion      selor at a homeless shelter and a re-
efforts bore fruit time and again        to his crew, his unit, our core val-   hab center. After Katrina, as soon as
during the Katrina response, as pi-      ues, and the Coast Guard.”             he was no longer required to work
lots whom he had trained per-                                                   through each weekend, he has spent
formed magnificently. He also             Quietly and without fanfare,          at least half of virtually every week-
served as a role model by putting        CDR Kitchen demonstrates his           end volunteering as a relief worker
himself in harm’s way alongside                                                  in the city, performing such tasks
his shipmates, saving 35 lives fly-                                              as unloading trucks of supplies,
ing 10 sorties during the height of       Coast Guard Leadership                 distributing goods to survivors and
the rescue operations. Masterfully        Hall of Fame                           gutting and repairing flood dam-
juggling myriad critical priorities                                              aged homes.
daily, he always focused on the           The following people are all
crew’s health, safety and welfare.        award recipients to date:             BMC Jones: Helping Oth-
He personally ensured that after                                                ers Succeed
day five, when many crew began to
“melt down” from the stress, each
was flown out of theater for
mandatory rest and relaxation.
                                          Witherspoon Inspirational
                                          Leadership Award
                                          2006 CDR Scott Kitchen
                                          2005 LCDR Adrian West
                                          2004 CDR Keith Smith
                                                                                B      MC Heath Jones is assigned
                                                                                       as the executive petty officer
                                                                                       of Station Little Creek, Va.,
                                                                                but has also recently served as tem-
                                                                                porary officer-in-charge of Station
   Enlisted and officer personnel         2003 LCDR James Elliott               Cape Charles, Va.
comment on his obvious caring             2002 CDR Lynn Henderson
and dedication. They still marvel at      2001 LT Michael Davanzo                  At Station Little Creek, BMC
how in the pre-dawn hours of Au-          2000 CDR Michael Ghizzoni             Jones is in charge of 56 active duty
gust 30, rather than wake up two          1999 LCDR Philip Ross                 and 30 Reserve personnel. He con-
exhausted enlisted personnel, CDR         1998 LCDR Karl Schultz                tinuously conducted training ses-
Kitchen personally manned the             1997 LT Russell Davidson              sions with junior personnel to ex-
fuel truck and refueled incoming          1996 LCDR Timothy O’Leary             pand their knowledge beyond unit
H60s from Mobile so they could            1995 CDR Manson Brown                 requirements. In addition, he
continue search and rescue. You                                                 worked with newly assigned per-
would be hard pressed to find any         McShan Inspirational                  sonnel to help them achieve their
other XO in the Coast Guard per-          Leadership Award                      personal goals. He also worked
forming that task at 0300 or any          2006 BMC Heath Jones                  with non-rated members to in-
other time, but it is typical of his      2005 DCC Travis Lovvorn               crease their ASVAB scores, which
humility, caring and dedication.          2004 SKC Stacey Dolly                 allowed them to attend the “A”
                                          2003 BMC Terry Lathrop                schools of their choice.
   CAPT Bruce Jones, the com-             2002 EMC Jerome Rider
manding officer of Air Station                                                     Like CDR Kitchen, BMC Jones
New Orleans had this to say about         Putnam Inspirational                  was also involved in responding to
CDR Kitchen: “Every aspect of             Leadership Award                      Hurricane Katrina. He volunteered
this unit’s success — the outstand-       2006 Kathleen Thore                   to go to Louisiana, and he as-
ing readiness of its crews; the quali-    2005 Mrs. Norma Bullock               sumed the executive petty officer

Page 2                                                                                                       June 2006
                                                                                                    The Leadership News


role for 30 days at Station New Or-     nel, in addition to scores of “A” and       She is held in the highest regard,
leans, where he helped plan or par-     “C” school students annually. A          not only at Training Center
ticipated in more than 100 search       champion of innovation, she ex-          Petaluma, but also by the entire
and rescue sorties. He reorganized      plored new technology, methods and       Coast Guard training community, e-
the crew into standard duty format,     learning tools to improve workforce      learning program managers at head-
ensuring all members got ample lib-     efficiency and performance. Last         quarters and the local community.
erty to take care of personal issues.   year, her team earned unprecedented
He also provided assistance in the      distinction by being awarded the            Ms. Thore leads the Training
areas of insurance claims, mutual       2005 Award of Excellence from the        Center’s annual “giving tree” event,
assistance, legal issues and critical   International Society of Performance     a program that generates hundreds
incident stress management. BMC         Improvement for the newly devel-         of gifts for disadvantaged and dis-
Jones ensured that operational capa-    oped IT “A” school curriculum.           abled people. She is an active leader
bility was maintained while hosting                                              with local Special Olympics activi-
numerous VIP visits, including the         Ms. Thore perennially submits her     ties and has committed countless
president, vice president, DHS sec-     people for formal and informal           hours and contributions to the
retary, commandant, and senators.       awards. Her sincerity and passionate     “Community of the Shelterless”
                                        promotion of personal achievement        program.
   In November, BMC Jones as-           and success has earned her the re-
sumed temporary command of Sta-         spect and admiration of her person-         Nominations for the Inspirational
tion Cape Charles. In less than two     nel. She has created an internal in-     Leadership Awards are solicited in No-
months, he qualified all station per-   centive award called “Fresh Ideas        vember of each year via ALCOAST
sonnel on the newly assigned Re-        Start Here,” or FISH, for short. The     messages. An Auxiliary Inspirational
sponse Boat Small, successfully com-    FISH award is given for exceptional      Leadership Award is planned to be es-
pleted a ready for operations evalua-   and innovative ideas and efforts. The    tablished this year.
tion, helped three members advance      award is regularly used and accompa-
and restored morale to the station.     nied by a bag of “Goldfish” crackers.       To read the award winners’ accep-
                                                                                 tance speeches, go to www.uscg.mil/
   BMC Jones is also very involved         Ms. Thore personally meets with       leadership (click on “Inspirational
in community service. He teaches        each class of “A” school students to     Leadership Awards”).
Sunday school, actively participates    solicit feedback and assess the cli-
in his children’s school’s PTA, par-    mate within each class. Furthermore,        Leadership Competencies addressed:
ticipates with the YMCA youth bas-      she routinely mentors students who       “Personal Conduct,” “Influencing Oth-
ketball program and is involved         are struggling with personal issues or   ers,” “Team Building,” “Taking Care
with the Neighborhood Youth Soc-        academic deficiencies.                   of People,” “Mentoring,” “Creativity
cer League with both of his children                                             and Innovation” and “Human Re-
for the city of Virginia Beach.                                                  source Management.”

Kathleen Thore: A Cham-
pion of Innovation and                               we adapt to meet new mission requirements, we will
Recognition                                “As       retain our organizational character as a military, multi-


K         athleen Thore is chief of
          the Computer Services
          Branch at Training Center
Petaluma, Calif. She leads a diverse
branch of 39 people, including mili-
                                           mission, maritime service. Our core values, principles of opera-
                                           tions and leadership competencies, together with a bias for ac-
                                           tion, remain fundamental to our success. This character has been
                                           tested from the rooftops of New Orleans to the oil platforms of the
                                           Persian Gulf. It sustains us.” — ADM Thad Allen, Commandant
tary, civilian and contractor person-

June 2006                                                                                                         Page 3
The Leadership News


  Leadership Award Nominees
  The following people were also nominated for the 2006 leadership awards. They are commended for being stellar
  examples of inspirational leadership in action.
   Witherspoon Inspirational Leadership Award               OSC Mitchell Fletcher, Sector/AirSta Hum. Bay
   Finalists                                                SKC Sandra Gerber, TraCen Petaluma
                                                            AETC Mark Haney, AirSta Cape Cod
   CDR Matthew Miller, CGC Thetis                           SKC Lionel Jeffcoat, Sector North Carolina
   LT Travis Rasmussen, CGC Reliance                        PSC Eric Johnson, PSU 301
   CWO Parker Vanderhoof, SFO Southwest Harbor              AETC Robert Kidney, AirSta Clearwater
   LT Amy Florentino, CG Academy                            YNC Robin Koska, Sector San Diego
   LT Robert Berry, TACLET South                            MKC Jeffrey Milgate, Sector Boston
   Other Nominees                                           MKC Paul Muller, Sector Miami
                                                            ETC Nicholas Mynuk, CG Academy
   LT Mathew Baer, Sector Seattle                           EMC Brandon Pfeilmeier, CGC Spencer
   CDR Steven Baynes, CGC Decisive                          YNC Jeffrey Pilkington, Personnel Service Center
   LCDR Eric Bernstein, PSU 301                             BMC Stephen Pollock, CGC Gallatin
   CDR Raymond Brown, MEPS                                  SKC Leonard Radeka, Group/AirSta Port Angeles
   CWO Scott Chroninger, Activities Far East                MKC Matthew Ripley, CGC Seneca
   CDR David Cinalli, CGC Valiant                           MKC John Ronchetti, CGC Nunivak
   LT Jeffery Craig, Sector Portland                        MKC Jose Suarez, CGC Valiant
   LCDR Charlene Downey, Group Cape Hatteras                AMTC Paul Thomas, AirSta Barbers Point
   LT Jamie Frederick, Station Cape Disappointment          OSC Tina Viglietta, Sector Mobile
   LCDR Claudia Gelzer, Sector Boston                       HSC Rebecca Vinlove, CGC Morgenthau
   CWO Samuel Kornreich, ESU Boston                         BMC James Weber, ANT Fort Pierce
   LT John Kousch, Pacific TACLET                           EMC Chad Wolfe, CGC Tiger Shark
   LT Daniel Leary, Group/AirSta Port Angeles               BMC John Wright, CGC Hamilton
   CWO Richard Loster, Sector/AirSta Hum. Bay
   CDR Thurman Maine, AirSta Cape Cod                       Putnam Inspirational Leadership Award
   LT Charlie Marino, CGC Bear
   LCDR Beth Naff, AirSta Kodiak                            Finalists
   LCDR Michael Obar, CGC Seneca                            Renee Sykora, 9th District
   CAPT Robert Palombo, ISC Alameda                         Max McDermott, ESU Cleveland
   LCDR Doug Schofield, CGC Escanaba                        Sheila Shepard, TraCen Yorktown
   LT Keith Smith, PacArea Training Team                    John Hillin, Sector New York
   LT Kevin Smith, CG Security Center
   LCDR Jonathan Spaner, AirSta Sacramento                  Other Nominees
   CWO Todd Stoughton, Station Sandy Hook                   George Aldrich, NESU Charleston
   CAPT Michael Sullivan, CGC Morgenthau                    Bruce Blackman, ISC Boston
   LTJG Stephen West, Sector LA-Long Beach                  Charles Coiro, CG Academy
   LT Eric Williams, Sector San Diego                       Jerome Crooks, Sector Hampton Roads
                                                            John Dwyer, Sector Seattle
   McShan Inspirational Leadership Award
                                                            Steve Farthing, C2CEN
   Finalists                                                Peter Gallagher, AirSta Cape Cod
   YNC Etta Hackler, CGC Chase                              Andrew Hammond, Sector Boston
   EMC Julio Suazo, CGC Escanaba                            Howard Hime, Headquarters (G-PSR)
   BMC Christopher Sage, Sector Seattle                     Gail Jackson, Headquarters (G-PRP)
                                                            William Kautz, Headquarters (CG-622)
   Other Nominees                                           Gene Leonard, ISC Portsmouth
   BMC William Absher, MLE Academy                          Benjamin McCarty, 1st District
   BMC Robert Breaker, Station Gloucester                   Donald Murphy, International Ice Patrol
   BMC David Bullard, ANT Los Angeles                       Harold Noriega, AirSta Barbers Point
   PAC Marshalena Delaney, 14th District                    Kenji Shibachi, Activities Far East
   MKC Albert Fernandez, CGC Active                         Nancy Tsoodle, Sector Houston-Galveston
                                                            Michael Vanhouten, 11th District


Page 4                                                                                                      June 2006
                                                                                                       The Leadership News




                                                                                                           Leadership
                                                   B     E S T               P      R A C T I C E S


Unit Leadership Development Program Helps MLC Atlantic Determine
Strengths, Weaknesses
by Dr. Kathy Nash, Maintenance and Logistics Command Atlantic, Norfolk, Va.




T       he Unit Leadership Develop-
        ment Program (ULDP) was
        rolled out and made manda-
tory in 2005. This article describes
how we recently used the ULDP at a
                                            I also discussed the program with
                                         the Training Advisory Panel, which
                                         is composed of training officers
                                         from the different divisions at ML-
                                         CLant, such as engineering, finance,
                                                                                       3. Taking the ULDP 36-question
                                                                                    assessment. Participants will be asked
                                                                                    to indicate, using colored cards, if
                                                                                    they agree or disagree with each
                                                                                    statement. (A green card indicates
large unit, Maintenance and Logis-       legal, medical, personnel, technical,      agreement, yellow indicates neutral,
tics Command Atlantic (MLCLant).         etc. I requested their assistance in so-   and red indicates disagreement.)
                                         liciting volunteers for the focus
Planning for the ULDP                    groups. Our intent was to have a              4. Identification of the top and


T        he first step was to identify
         a point of contact (POC) to
         coordinate the program. As
the training and education manag-
er, I was a natural fit for the posi-
                                         cross-section of members, such as of-
                                         ficers, enlisted personnel and civil-
                                         ians from the different divisions and
                                         from all levels of the organization.
                                         The response was better than expect-
                                                                                    bottom five questions. Participants
                                                                                    will be asked to identify, personally,
                                                                                    the top five things, per the ULDP
                                                                                    assessment questions, the unit does
                                                                                    in terms of leadership (i.e., the best
tion. First, I went to the ULDP Web      ed; we had 24 people that wanted to        things the unit does). Participants
site and reviewed the information.       be involved. Instead of turning peo-       will also be asked to identify the
The program advises POCs to select       ple away, we held two separate focus       five things needing the most work.
a coach from a list provided to help     groups, one in the morning and the         Participants will indicate their
with the process. I selected a Coast     other in the afternoon.                    choices on a ballot, and the facilita-
Guard organizational performance                                                    tors will tally the ballots.
consultant, Peter Stinson, as our        Focus Group Agenda
coach. Peter and I discussed the
program and decided to use focus
groups as our approach to gather
data and make recommendations.
Next, the executive officer of the
                                         S     ix steps were planned for the
                                               focus group meetings. Before
                                               the meetings, the coach sent
                                         the following agenda to the focus
                                         group volunteers via e-mail:
                                                                                       5. Brainstorming & identifica-
                                                                                    tion. This step is to determine those
                                                                                    things the unit is currently doing
                                                                                    (both positive and negative) with re-
                                                                                    gard to each of the top and bottom
personnel division, Peter, and I met                                                questions. Also, participants will
with the deputy of MLCLant. The             1. Introductions and review of          propose other recommended solu-
goal of the meeting was to gain the      ground rules (including confiden-          tions. This will be done silently us-
deputy’s support and to understand       tiality).                                  ing sticky notes (to help ensure
his expectations of the program.                                                    anonymity). Once the brainstorm-
The deputy agreed to our proposal           2. Overview of leadership from          ing is completed, the facilitator will
of using focus groups to represent       an organizational perspective (in-
the staff of more than 550 members       cluding the 28 leadership competen-
(military and civilian).                 cies and the ULDP).                                      (continued on next page)

June 2006                                                                                                           Page 5
The Leadership News


(continued from page 5)                  some notes and additional input         proved action plans to MLCLant
                                         from the group.                         members, implement staff-wide ac-
ask clarifying questions to elicit                                               tion interventions as approved by
greater details.                         Strengths and Weakness-                 the guidance team, and solicit feed-
                                         es Identified                           back on the interventions from all
   6. Conclusion and next steps. In-
cludes reminding participants about
confidentiality and that the overall
results will be briefed to the deputy
commander of MLCLant, the
                                         T        he top two strengths identi-
                                                  fied were (1) self awareness
                                                  and learning, and (2) tech-
                                         nical proficiency. The two topics
                                         needing the most improvement
                                                                                 key stakeholders.

                                                                                   The ULDP Web site is http://learn-
                                                                                 ing.uscg.mil/uldp.

process will be discussed by the         were (1) conflict management, and         Leadership Competencies addressed:
deputy at the next all-hands meet-       (2) vision development and imple-       “Management and Process Improve-
ing, and this is the first of periodic   mentation. The groups recom-            ment” and “Decision Making and
leadership focus groups.                 mended that the first item for the      Problem Solving.”
                                         command to work on should be,
Focus Group Results                      “Leadership does not provide long-


E       ach focus group met for two
        hours, with the coach facili-
        tating the meetings. The
meetings ran smoothly, and open
dialogue ensued between the partici-
                                         term goals or communicate well
                                         with the members.” This item ap-
                                         peared to be one that could pro-
                                         duce some immediate and positive
                                         results before working on the sec-
                                                                                                 Chief,
                                                                                       Office of Leadership and
                                                                                      Professional Development
                                                                                       CAPT Gene Cunningham
pants. During the assessment step, I     ond item, “Conflict is not managed                     Editor
told the participants that if anyone     well at MLCLant.”                                  Lynne Donahue
felt uncomfortable about a ques-                                                  The Leadership News is published
tion, to raise the yellow (neutral)         Once the focus groups adjourned,      quarterly by Commandant (CG-133).
                                                                                  Contents are unofficial and not au-
card. Using the colored cards ap-        Peter and I briefed the deputy on        thority for action. Views and opinions
proach, the coach was able to quick-     the results. We anticipate that our      expressed do not necessarily reflect
ly ask each survey question, and I       efforts will result in the first two     those of the Department of Home-
                                                                                  land Security or the Coast Guard.
recorded the results.                    weak areas being improved. Once
                                         those areas improve, we will move        Article Submissions
                                                                                  We need your articles on leadership
   Following this, each participant      on to the other weaknesses identi-       issues and best practices. Article
selected five questions that repre-      fied by the focus groups.                length should be 500 words or few-
sented strengths and five questions                                               er. At the end of your article, please
that represented improvement op-         Action Plan To Continue                  identify the two or three most rele-
                                                                                  vant leadership competencies that
portunities at MLCLant. Then we          the ULDP


                                         A
                                                                                  your article addresses.
tallied the results for the groups.               s part of our action plan to    Lynne Donahue, Editor
With this pared list, participants                firmly set an ongoing           Commandant (CG-133)
were asked to silently brainstorm                 ULDP process in place, we       U.S. Coast Guard Headquarters
notes — things that MLCLant is           drafted a charter for the deputy’s       2100 Second St., S.W.
                                                                                  Washington, DC 20593-0001
doing well, things that the unit is      approval to create a ULDP guid-
                                                                                  Tel. 202-267-2381
doing poorly, suggestions, and gen-      ance team and an advisory team.
eral comments — for the 10 items.        The advisory team will participate       E-mail:
                                                                                  LDonahue@comdt.uscg.mil
Participants provided these ideas        in future leadership assessments,
anonymously on sticky notes. The         develop action plans based on the        Web Site:
                                                                                  www.uscg.mil/leadership
facilitator then guided an open dis-     assessment results, communicate
cussion, seeking clarification of        the assessment results and ap-

Page 6                                                                                                          June 2006
                                                                                                   The Leadership News




                                                    L    E A D E R S H I P                       E    S SAY

Those Who Need It Least?
by CDR Jim Montgomery, Coast Guard Headquarters (CG-1B1)




W            hen I first heard that a
             new e-mentoring pro-
             gram was coming, I ea-
gerly awaited its release. Besides
wanting to use the new program, I
                                       for the next decade, complete with
                                       a decision matrix at career points,
                                       milestones and options for unseen
                                       circumstances. She was about
                                       halfway through her career plan al-
                                                                               for every opportunity to enhance
                                                                               her career plan. Unfortunately, she
                                                                               is not one of the people that need
                                                                               mentoring the most.

was hoping the program would           ready, which included a schedule            Those that need it most are those
have a positive effect on retention.   of anticipated promotions and a         least likely to search out such a pro-
                                       collection of college credits, all      gram. It is the responsibility of
   Shortly after it was announced, I aimed at the point at which she           every leader in the organization to
went onto the site to sign up as a     planned to apply for a commis-          refer all junior individuals to the
mentor. The                                                  sion. My ca-      Coast Guard Mentoring Program,
process was                                                  reer plan has     especially to those people who resist
easy, while             “It is the responsibility            been to grab      it, for they are most in need of what
still providing                                              opportunities;    it can do for them and their careers.
enough infor-           of every leader in the               her career        The mentoring program can be a
mation for                                                   plan is to cre-   valuable tool, but only if we get it
potential               organization to refer all            ate those op-     to the right people. That is the chal-
mentees to                                                   portunities.      lenge to good leaders.
choose some-            junior individuals to the
one to be                                                       As my of-         The Coast Guard Mentoring Pro-
their sounding          Coast Guard Mentoring                fice began        gram, including an e-mentoring appli-
board for ca-                                                working on fe-    cation, is located at www.uscg.mil/
reer decisions.         Program ...”                         male retention    leadership (click on “Mentoring”).
I was excited                                                issues with a
when I got my                                                female attri-        For comprehensive information on
first inquiry,                                               tion study and    Coast Guard mentoring, such as guid-
from MST2 Chrystin McLelland.          female retention study, I had the       ance, training opportunities, e-mentor-
We exchanged some e-mail and got opportunity to speak with 32 enlist-          ing and local programs, see
to know each other.                    ed women in the Coast Guard. I          COMDTINST 5350.24C, Coast
                                       asked each of them if they had tak-     Guard Mentoring Program, of March
   Since she and her husband were en advantage of the e-mentoring              14, 2006 (available at
coming to the Washington area for system. All of them (as in 100%)             www.uscg.mil/leadership, click on
a couple of days, I invited them       were not familiar with the program.     “Mentoring”).
over to dinner. The meal conversa- Why did MST2 McClelland know
tion focused on her career and         of the program and these other             Leadership competencies addressed:
plans, and I soon realized that she women didn’t? The answer is that           “Influencing Others,” “Taking Care of
did not need me at all. In fact, she MST2 McClelland is an exceptional         People” and “Mentoring.”
later e-mailed me her career plan      petty officer who actively searches



June 2006                                                                                                         Page 7
The Leadership News


Adventures in a Coast Guard of One
by EMCM Richard Wiles, U.S. Army Sergeants Major Academy, El Paso, Texas

Installment one of a four-part series.   lands safely in El Paso. A quick         path. It was to be expected that
                                         rental car ride later and I am report-   Army processes would be more bu-


A        ttending the U.S. Army
         Sergeants Major Academy
         (USASMA) involves a 9-
month permanent-change-of-station
move to Fort Bliss in El Paso,
                                         ing in to the welcome center on
                                         Fort Bliss. Hooah!

                                            The soldiers at the welcome cen-
                                         ter, and later at most other places,
                                                                                  reaucratic than the Coast Guard
                                                                                  due to the sheer number of soldiers
                                                                                  in the Army. My class alone has
                                                                                  roughly 600 Army (active, Reserve
                                                                                  and National Guard) E-8s and E-9s;
Texas. This is the pinnacle non-         seem to be at a loss as to the correct   47 international students (from ap-
commissioned officer (NCO)               procedures for checking in a Coast       proximately 30 different countries),
school of the Army and from the          Guardsman; they keep treating me         including the first sergeant major of
Army’s perspective, the premiere         as a National Guard reservist. Final-    the Afghanistan Army; five Navy E-
NCO academy in the world. This           ly, after a round trip run to USAS-      8s and E-9s; three Air Force person-
school is their enlisted equivalent to   MA itself, the welcome center staff      nel; and this Coastie. This is one
the Army War College. Besides lead-      finally admits me into the Army          big class. For a reference, Fort Bliss
ership training, other topics covered    fold, and then tries to steal my         is due for an increase in active-duty
are national security, research tech-    records. After convincing a soldier      troops over the next couple of years
niques, history, writing, ethics of      that I indeed hand carry my own          that will equate to 50,000 soldiers,
war, staff studies, public speaking      records, I am issued a check-in          more than we have in total. Hind-
and physical fitness training. Time      sheet. Hooah.                            sight, though, showed me that my
to attend outside college courses is                                              path to USASMA was as easy as fol-
incorporated into the daily sched-          The check-in sheet lists building     lowing the yellow brick road, well
ule; I easily completed 15 upper lev-    numbers (no streets), and the corre-     not the whole road, just that spiral
el semester credits. In addition, col-   sponding map I am issued shows           section at the beginning with the
lege credits are earned for complet-     streets (no building numbers). Com-      bad housing issue. Hooah.
ing USASMA (ACE recommends               ing from the land of red-roofed
11 upper and 11 lower level credits).    buildings with normally a whop-            In the next issue: Leadership from the
This is the first of four installments   ping five buildings, usually on the      Front and Army Physical Fitness
to cover the good and sometimes          same road, this poses a special chal-
odd issues I experienced during my       lenge. Somewhere between sanity             USASMA is open to members above
nine months at USASMA.                   and dementia, I manage to complete       the cut for E-8 through E-9, with less
                                         the check-in process for Fort Bliss      than 26 years of service, as of 1 June
My Trip to USASMA (or                    proper, and head for USASMA.             2006. See ALCGENL 035/06, Ad-
Looking for my Hooah)                    Hooah! Then it happens: another          vanced Education Process for Enlisted
      uly 4, 2005: As I look out the     check-in sheet. If Army processes are    Personnel, for application requirements.

J     window of the airplane hoping
      that no early displays of fire-
works would cut my flight short, I
                                         anything, they’re redundant.

                                            When I finally settle in, I reflect
                                                                                  Applications are due to CGPC (epm-1)
                                                                                  by 1 July 2006. The program manager
                                                                                  is MSTCM Diane LaCumsky, e-mail,
notice the landscape of El Paso for      on the humor of the situation. I am      DLacumsky@comdt.uscg.mil, phone
the first time. Where are all the        a small piece of blue cutting and        202-267-0777.
trees or the water to feed them for      zigzagging through a land of brown
that matter? Flying has never been       and green — like the Rio Grande —          Leadership competencies addressed:
big on my list of preferred modes        in some cases taking the easy route      “Self Awareness and Learning” and
of travel. Eventually, my flight         and in others, dredging my own           “Followership.”

Page 8                                                                                                           June 2006
                                                                                                   The Leadership News


Medal of Honor Recipients Share Leadership Philosophies
by LT Brian Robinson and LT Amber Ward, Coast Guard Headquarters (G-LCL)




O          n April 10, 2006, the
           Washington Coast Guard
           Association (WCGA)
sponsored a Medal of Honor lead-
ership panel at Coast Guard head-
                                          Col. Fox enjoys the unique dis-
                                       tinction of having served in every
                                       rank in the Marine Corps from pri-
                                       vate to colonel over his 43-year Ma-
                                       rine Corps career, a career that in-
                                                                                vation that even the most talented
                                                                                teams of people will not succeed if
                                                                                they do not practice and hone their
                                                                                skills together as a unit.

quarters. The speakers were retired    cluded combat tours in Korea and            The Congressional Medal of
Marine Corps Col. Harvey C. “Bar-      Vietnam. Col. Fox emphasized the         Honor Society (www.cmohs.org) as-
ney” Barnum, currently the deputy      themes of leadership that he be-         sisted in organizing the event with
assistant secretary of the Navy for    lieves are applicable to leadership      the WCGA. The Medal of Honor
Reserve Affairs, and retired Marine    positions at any rank. He explained      citations for Col. Barnum and Col.
Corps Col. Wesley Fox, author of       that his personal leadership style is    Fox are available on the society’s
“Marine Rifleman: Forty-Three          best characterized by care and re-       Web site. Copies of Col. Fox’s
Years in the Corps.” Both men re-      spect for the people under his com-      book, “Marine Rifleman: Forty-
ceived the Medal of Honor for ac-      mand. Col. Fox described his first       Three Years in the Corps,” signed
tion during the Vietnam War. Cols.     squad leader in Korea as one of the      by the author, are available from
Barnum and Fox each spoke for          best examples of leadership he has       the WCGA. A videotape of the
about 30 minutes, highlighting         ever seen. His sergeant communicat-      Medal of Honor leadership panel is
their combat and non-combat lead-      ed clearly with his men and kept         also available from the WCGA.
ership experiences. A question and     morale high even in the worst of         Contact LT Brian Robinson, tel.
answer period followed.                circumstances. He did this by            202-267-1040, or LT Amber Ward,
                                       putting his men first, whether it        tel. 202-267-0055, for details.
   Col. Barnum brought the per-        was scrounging needed and hard-to-
spective of a combat leader who        find gear or taking the worst of ra-        The Washington Coast Guard Associ-
went on to senior civilian leader-     tions during lengthy stretches of        ation’s Web site is www.uscgwcga.org.
ship upon retirement from the Ma-      combat, when meals were hard to
rine Corps. Stressing the fundamen-    come by. As a combat leader, Col.          Leadership Competencies addressed:
tals of leadership to an audience      Fox emphasized his insistence upon       “Effective Communications,” “Team
that included civilian and military    constant training as one of the keys     Building” and “Taking Care of People.”
members, ranging in rank from E-4      to his success and offered his obser-
to O-8, Col. Barnum emphasized
selflessness, loyalty, moral courage     Women’s Leadership Symposium to be Held in June
and decisiveness as hallmarks of his     The 19th annual Women’s Leadership Symposium will be held June 21-22,
personal leadership philosophy. He       2006, in Washington, D.C. The theme for this year’s symposium is “Trans-
emphasized that good leadership          formation: A Leader’s Role.” The symposium will be jointly sponsored by the
skills are “born of concern and nur-     Coast Guard Women’s Leadership Association and the Navy’s Sea Ser-
tured through practice” and encour-      vices Leadership Association. These are professional organizations that
aged all to seek challenging oppor-      foster educational and career development and provide networking and
tunities and increased responsibili-     mentoring opportunities for active, Reserve, Auxiliary, civilian and retired
ties. Col. Barnum also highlighted       members of the sea services. See ALCOAST 261/06 for more information.
the importance of continued profes-
sional development, stating that a       Leadership competencies addressed: “Self Awareness and Learning,” “In-
strong leader must be, fundamental-      fluencing Others” and “Mentoring.”
ly, a good teacher.

June 2006                                                                                                        Page 9
The Leadership News




 News From
 N        E W     L   O N D O N

CWO Professional Development Course a Rewarding Experience
by CWO Patrick Montgomery, Coast Guard Headquarters (G-IPA)




O          n April 21, 2006, all 23
           members of Chief War-
           rant Officer Professional
Development Class 06-06 graduated
at the Coast Guard Academy. On
                                       Bald. Dr. Patrick kept us from dan-
                                       gling our participles and showed us
                                       how to properly place our modi-
                                       fiers. His classes were always enjoy-
                                       able with his caffeinated wit.
                                                                               can or Coast Guard history you
                                                                               would stumble across.

                                                                                 A note of appreciation to LT Bri-
                                                                               an Caudle, CWO Guy Cashman
the first day of the course,
this motley crew was lined
up into two different
groups, the young across
from the old. Each of us
was transformed into a gi-
ant, wizard or elf in an ac-
tive teambuilding exercise.
Later, the competitive and
friendly nature of our
classmates continued as a
modified game of “Duck,
Duck, Goose” teetered on
the edge of rugby, com-
plete with tackling.

   The first day of team-
building rolled into             The members of CWOPD Class 06-06
more challenging topics
of English composition, public            The class was not all work and       and CWO Kathleen Parker for be-
speaking, Coast Guard history,         no play. The New London area of-        ing the glue to this course and help-
military etiquette, swordsmanship, fers many outstanding places to go          ing to turn the giants, wizards and
military law, project management, and see. The close by Mohegan                elves of the first day into better all
written communications and vari- Sun has shops, restaurants and                around CWOs.
ous other leadership sessions          other activities. Minor league base-
spread over two weeks.                 ball is nearby in Norwich, and             For more information and applica-
                                       Mystic Seaport is a sight to be-        tion procedures, see www.uscg.mil/
   Among the highlights of the class hold. Walking (briskly) across the        leadership/training/.
were the many outstanding instruc- Academy grounds was a favorite
tors and speakers. We learned mili-    activity in the late afternoon. You        Leadership competencies addressed:
tary ethics and law in a very reward- never knew what piece of Ameri-          “Self Awareness and Learning,” “Influ-
ing and satisfying way from CDR                                                encing Others” and “Team Building.”

Page 10                                                                                                     June 2006
                                                                                                      The Leadership News


Leadership and Management School Coming to a Unit Near You



T       he scheduled start dates and locations for Leader-
        ship and Management School (LAMS) courses for
        June through September 2006 are listed below.

6/5/06: CGC Willow
                                                              8/21/06: TraCen Petaluma (local area)
                                                              9/11/06: AirSta Astoria
                                                              9/11/06: AirSta Sitka
                                                              9/11/06: CG Finance Center
                                                              9/11/06: Sector Guam
6/5/06: MSST Galveston                                        9/11/06: TraCen Petaluma (resident course)
6/5/06: MSU Port Arthur                                       9/11/06: ISC Honolulu
6/5/06: CGC Midgett                                           9/18/06: ISC Honolulu
6/12/06: TraCen Yorktown (local area)                         9/18/06: Sector Northern New England
6/26/06: ISC Portsmouth                                       9/18/06: ISC Seattle
6/26/06: CG Headquarters (and local commands)                 9/18/06: NESU Portsmouth
6/26/06: CGC Spencer                                          9/18/06: ISC Cleveland
7/10/06: ELC Baltimore                                        9/25/06: TraCen Yorktown (local area)
7/10/06: TraCen Petaluma (resident course)                    9/25/06: AirSta Humboldt Bay
7/10/06: AirSta Miami                                         9/25/06: Activities/Detachment Sandy Hook
7/17/06: CG Academy (resident course)                         9/25/06: Sector Tampa-St. Petersburg
7/17/06: Station Rockland                                     9/25/06: Station Eatons Neck
7/17/06: Training Quota Management Center
7/24/06: Station Portsmouth                                      LAMS is a five-day course. The target audience is E-5
7/24/06: ISC Ketchikan                                        to O-3, GS-7 to GS-11 and Auxiliary members. E-5
7/24/06: CG Yard                                              members have top priority when requesting to attend
7/31/06: TraCen Yorktown (local area)                         the class.
7/31/06: Sector Port Angeles
8/07/06: TISCOM                                                  If you are interested in attending any of these class-
8/07/06: Sector San Juan                                      es, contact your local education services officer or
8/07/06: ISC Alameda                                          training officer. For more information, contact HS1
8/14/06: AirSta Houston                                       Mark Jadofsky, tel. 860-701-6694, e-mail Mark.S.Jadof-
8/14/06: Sector San Diego                                     sky@uscg.mil.
8/14/06: Elizabeth City (all local units)
8/21/06: Sector Mayport                                         Leadership competencies addressed: “Self Awareness and
8/21/06: Sector Charleston                                    Learning” and “Taking Care of People.”

  Units Sought to Host Leadership and Management School in Fiscal Year 2007
  The Leadership Development Center is soliciting requests from units interested in hosting Leadership and Manage-
  ment School (LAMS) on-site training in FY 2007. Hosting on-site LAMS training is an excellent investment for units
  because it provides valuable leadership tools to a large number of people in a short amount of time at a low cost. By
  hosting a road show, units can train a grassroots core of crew members in a standard leadership curriculum, which
  will have a positive impact in all mission areas.

  The deadline to request a LAMS road show is June 16, 2006. See ALCOAST 264/06 for more information. The POC
  is LT Tami Floodine, e-mail Tami.L.Floodine@uscg.mil, tel. 860-701-6543.

  Leadership competencies addressed: “Self Awareness and Learning” and “Taking Care of People.”



June 2006                                                                                                          Page 11
The Leadership News


Documentation: A Vital Part of Individual Development Plans, but not
the Reason for Doing Them
by BM1 Aaron Bretz, Station Grays Harbor, Wash.




C
        ounseling. This has become a word that strikes       is not the IDP. The Individual Development Plan is
        uneasiness into the hearts of senior personnel       what comes out of using the guide and forms, such as
        and subordinates alike, particularly in recent       the goals that have been identified for employees and
years. For senior personnel, this issue is now more          the follow-up tasks for supervisors, such as providing
pressing because of the recent increase in require-          our employees with the information and training they
ments to document counseling,                                                                         need to succeed.
whether it is for Individual Devel-
opment Plans (IDPs), or for other                                                                        I’m sure we’ve
general counseling. For subordi-                 “I can’t count the number of                         all heard opinions
nates, counseling often carries                                                                       on the new require-
negative connotations because it                 times I have heard someone say                       ments that accom-
presents the possibility of being                                                                     pany the IDP.
“in trouble.”                                    (or said myself), ‘Don’t do that or                  Most of the com-
                                                                                                      plaints I’ve heard
   The idea that I sometimes forget,             you’ll get a “page seven.”’ At that                  have been about
and that I have seen others forget,                                                                   the documentation
is that documentation is simply                  point, the ‘page seven’ becomes                      of the counseling
that. It is a record of an interaction                                                                and how it seems
and conversation. Or it is a record              a consequence rather than docu-                      cumbersome. If the
of the consequences or future con-                                                                    new IDP counsel-
sequences of one’s actions. When                 mentation of the consequence.”                       ing seems to take
we achieve something outstanding,                                                                     an inordinate
it should be the words of praise                                                                      amount of time,
from our supervisors and the recog-                                                                   then perhaps some
nition in front of our peers that stands out, rather than of that vitally important counseling wasn’t taking place
the piece of paper we sign acknowledging the counsel-        before. However, if adequate counseling was taking
ing given for a job well done. Likewise, when we make        place prior to the new requirements, the additional
mistakes or display a deficiency in a particular area, it    documentation is barely noticeable.
should be the words of advice or the warning and some-
times admonishment that we should reflect upon the              The proper documentation of counseling is vitally
most, rather than the piece of paper that we sign stating important. But even more important is that the mem-
that we understand. I can’t count the number of times I ber walks away from the counseling session with so
have heard someone say (or said myself), “Don’t do that much more than some ink on a paper.
or you’ll get a ‘page seven.’” At that point, the “page
seven” becomes a consequence rather than documentation          The newly revised IDP Instruction is COMDTINST 5357.1A
of the consequence.                                          of Feb. 2, 2006, available at www.uscg.mil/leadership.

   We sometimes get wrapped up in the documentation            Leadership competencies addressed: “Accountability and
of the counseling that goes with an IDP, as well. The        Responsibility,” “Effective Communications,” “Influencing
binder or booklet that we use to guide us through            Others” and “Taking Care of People.”
counseling a member is an extremely useful tool, but it



Page 12                                                                                                         June 2006

								
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