experience in conducting hundreds of ALCP classes to provide it to our work- force as a pilot program.
After successfully piloting more than 10 offerings in Atlanta, GA, we decided to bring ALCP to our acquisition sites in the Washington, DC, area, as well as Huntsville, AL; Warren, MI; and Aber- deen Proving Ground, MD. Tis 2 ½-day civilian leadership course provides
an
opportunity for those in grades GS-12 and -13 to receive instrument-based feed- back on their leadership skills, and offers a follow-on course for GS-14/15.
Te ALCP stresses self-awareness
as the key to developing leadership and diversity. Its aim is to create
SPEAKING A COMMON LANGUAGE
The Acquisition Leadership Challenge Program is based on a number of objectives that aim to equip leadership with well-developed skills in communication, critical thinking, problem-solving, collaboration, creativity, and innovation.
Additional information on the pro- gram is
at
http://asc.army.mil/web/
To that end, in addition to using DAWDF, aka Section 852, to further incentivize
an innovative culture
by
helping
participants understand each individual’s personal preferences and behaviors, how they interact with their co-workers, and how they are viewed by others.
Te ALCP training aims to improve team communication by providing participants with a common language, and helps develop leaders who value individual end result
styles and behaviors. Te is a leadership corps that
is more capable of critical thinking and problem-solving, teamwork, cre- ativity, and innovation. (See related article in Critical Tinking, Page 142).
career-development/programs/acqui- sition-leadership-challenge-program/.
MENTOR/PROTÉGÉ PROGRAM Why is building our future leaders more important than ever? Statistics show that a large percentage of our organic AL&T Workforce is presently eligible to retire or will be eligible within five years. Te Army Acquisition mission cannot afford to let this intellectual capital walk out the door, especially as we are growing the AL&T Workforce under the initial guidance memo from the USD(ATL), dated Oct. 7, 2011, on strengthening the DAW by improving capabilities.
ACQUISITION LEADERSHIP CHALLENGE PROGRAM (ALCP) I OBJECTIVES
Develop an awareness of individual leadership strengths, weaknesses, preferences, styles, and behaviors. Understand and apply “diversity of thought.”
Learn a model for understanding and appreciating leadership challenges.
Assess and understand preferred styles for approaching leadership in individual and team settings.
Experience leadership styles in a work group activity with a shared and executable vision.
Identify and understand key organizational cultural traits that impact the organization’s performance.
Develop an awareness and appreciation for multigenerational and cross-cultural environments.
Create a list of attainable goals and practical strategies to reach them, and appreciate the concept of lifelong learning.
SOURCE: U.S. Army Acquisition Support Center
ALCP I is targeted for those in the organization who are now being asked to lead smaller groups and “worry about things other than themselves.”
ALCP II is targeted for those in the organization who are in a group level of leadership. They are now being asked to manage an organization.
ASC.ARMY.MIL
187
CAREER CORNER / USAASC PERSPECTIVE
OBJECTIVES
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