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December 2009Service AnniversariesDept. NameDept. NameDept. NameDept. Name40 Years10 Francoeur, Leon Roger30 Years19 Musser, Gerald Andrew20 Fecteau, Reginald Thomas80 Arsenault, David Lee80 Kendrick III, Cyrus Maxcy86 Caton, Patricia Marie91 Higgins, Bruce Dennis25 Years06 Fraser Jr, Daniel William19 Briskey, Wayne Eugene10 Years52 Mathisen, Laura Ann98 Hagan, John35 Years07 Lupardo, Michael Paul15 Hinkley, Wayne Merle32 Vigue, Thomas Lyndal43 Cooper, Frederick Lee43 Tanger III, Leo George20 Years86 Smith, Wayne Scott87 Vice, Dee Vance5 Years40 Carlson, E ChristianLDP Learning Curve ContinuesThe Leadership DevelopmentProgram is one of a handful ofprograms which promote shipyard-widedevelopment, education andexperience-based learning. LDP, alongwith the Supervisor Development, ProgramManagement Development, EngineeringDevelopment and Organizational andEmployee Development programs andactivities, are in place to ensure that thecompany has talented and capable leadersready to meet the complex challenges aheadof us.The fifth session of BIW’s LeadershipDevelopment Program (LDP) began witha kick-off dinner in December. The newgroup includes Toby Bell (D05), MikeBloxam (D97), Tait Brown (D10), JerryCashman (D87), Bob Clark (D53), EvanGilman (D40), Laura Mathisen (D5210),Gene Miller (D10), Dan Nadeau (D10) andChris Waaler (D40) who together, representa mix of talent, experience and positionswithin the company. Chris Waaler said,“I am looking forward to learning fromthis group of people and finding outmore about what drives other parts of thecompany so that I can better understandhow my decisions affect them.”The LDP program uses self-awarenesstools and activities to enhance leadershipcapabilities. Participants learn strategiesfor continuous development throughextensive assessment, group discussions,self-reflection, small group activities andpersonal coaching.LDP participants with Jeff Geiger, left, include, l to r: Dan Nadeau, Mike Bloxam, Chris Waaler, LauraMathisen, Gene Miller, Bob Clark, Jerry Cashman, Tait Brown, Toby Bell and Evan Gilman.Each individual benefits from a 360Degree Assessment tool which analyzesfeedback from supervisors, peers and directreports. This type of assessment also helpsBIW develop the types and range of leadershipcompetencies needed in the future.Over the next six months, this groupwill participate in a variety of learningexperiences designed to increase their individualleadership skills as well as overallknowledge of BIW. Success is measureddifferently and can range from peoplebecoming more effective in a current roleto finding different opportunities andexperiences better suited to their leadershipstyle elsewhere within the company.A strength of the LDP program is thecommitment by members of senior managementwho sponsor the participants, haveinput to how the program is organized,present individual modules of their areasof responsibility and evaluate feedback toensure continued effectiveness. Toby Bellsaid, “This program offers access to seniormanagers and leaders of the companyand insight as to what drives them to begood leaders. I look forward to learningfrom them and improving my own style.”Pat Conley (D46), HR DirectorPersonnel Administration and EmployeeDevelopment, said, “Another innovation isthat we decided to maintain and reinforceties to alumni of the LDP Program byincluding past participants in selectedaspects of the current curriculum. Thisallows previous as well as current classgroups to meet and learn from one anotherin a non-traditional environment in anticipationthat many will work together onfuture shipyard projects.”Pat concluded by saying, “This looks likeanother great class and they are ready to go.”10 | January 2010 | BIW NEWS