DSS ACCESS, Volume 1, Issue 3 - Defense Security Service (DSS)

Northern Region
growingfuture
leaders
To “grow” better leaders, Mike Halter, Regional Director, and
Cheryl Matthew, Regional Operations Manager, Northern
Region, created the Leadership Development Program (LDP)
to provide employees with opportunities to develop their
leadership skills and prepare themselves to compete for and
assume positions of increased responsibility within DSS.
The program was started as a pilot in the Northern
Region and was intended for employees who aspire to fill
leadership positions at some point in their DSS careers, with
an emphasis on developing the skills needed to serve as a
field office chief. Throughout the program, the employees
are mentored by field office chiefs, and goals are set and
reviewed each month to ensure each participant achieves
a level of knowledge and the ability to successfully perform
in a leadership position.
“The intent of the LDP is to provide opportunities
for our team to better understand challenges and
expectations of field office leadership,” said Halter. “Also
key to the program is enhancing communications and
understanding not only between different field elements
but across agency directorates.”
Each program participant travels to the Northern Region
office, where they meet with the Regional Director and staff,
as well as to another field office outside of the Northern
Region to see the industrial security mission being managed
and executed in a different manner. The program also
includes a two-week rotation at DSS Headquarters where
employees work with various offices in Industrial Security
Field Operations and Industrial Policy and Programs to
increase their understanding of these functional areas.
“Having each participant work directly with the offices that
support them in the field will expand their knowledge and
appreciation for the work being done,” said Sarah Laylo,
NISP Team Chief. “The visits also include a meeting with
senior leaders from Industrial Security Field Operations,
Industrial Policy and Programs, and the Counterintelligence
directorates, where each participant discusses his/her goals
and outlook for the future.”
“I found my visit to DSS headquarters to be both educational
and beneficial,” said Matthew Rennie, Senior Industrial Security
Representative from the Detroit Field Office. “Headquarters
is much like the field, in that they are managing a maximum
workload with minimal staff. Each area is working to support
the field by streamlining our processes and providing us
tools to help us manage our responsibilities.”
Sal Urbano, Industrial Security Representative, St. Louis
Field Office, recently completed his headquarters rotation
and had this to say about the experience, “It gave me a
different perspective of my understanding on the relevance
of the work the field is completing in concert with the
metrics compiled every month by the region. I understood
the metrics but seeing what and how they play such keys
roles during Field Operations staff meetings was an eye
opener. It was great to see how they really do focus on the
field to ensure we have everything we need and where
the shortfalls are.”
He added that while at Headquarters, he had the opportunity
to meet with and discuss 10 different disciplines within DSS.
“I was able to see what their role was in DSS and how they
help complete the circle. It also gave me the opportunity to
walk a couple steps in their shoes to see if it was something I
may be interested in the future,” Urbano added. “There were
some disciplines that I enjoyed more than others. I think the
LDP is something that everyone should want to participate
in to develop a broader picture and scope of understanding
of the role each and everyone plays in the agency.”
According to Richard Lawhorn, Director, Industrial
Security Field Operations, while still in its early stages
of development, the program is working as intended.
“It’s providing participants with a good overview of
the Headquarters to improve communication and
understanding across Field Operations.” Lawhorn added
that the plan is to expand the program in the near future
to the other regions with the Western Region scheduled
to come on board later this summer.
Editor’s note: DSS is developing a Leadership Development
Program, which will be available to all employees in early
FY13. This new program will incorporate the lessons
learned from this Northern Region initiative but also provide
expanded opportunities for formal leadership development
and training opportunities. Initiatives from individual offices
or regions such as this, will continue to be encouraged and
will complement and augment the agency-wide program.
http://www.dss.mil —— 23