Sector Ohio Valley Commander, CAPT Hung Nguyen, after receiving the Hamilton Award from the Commandat
Guardians,
Today we awarded the first prestigious Alexander Hamilton Award to Sector Ohio Valley. This award establishes a unit award for excellence to parallel our personal awards for leadership. Sector Commander, CAPT Hung Nguyen provides a guest post below.
ADM A
Achieving a More ?Agile, Change-centric and Thinking? Organization
CAPT Hung M. Nguyen, Commander, Sector Ohio Valley
During his tenure as Commandant, Admiral Thad Allen continually expresses his desire for the Coast Guard to be a more "agile, change-centric and thinking" organization. This is because we are operating in a very challenging environment, where the demand for our service is increasing but the budget picture is not as favorable as it has been during the last eight years. Additionally, a natural or man-made disaster could happen at anytime and the public has very little tolerance for failure.
To meet the Commandant's vision, in late 2007, Sector Ohio Valley began to implement the Coast Guard Management Framework, which is also known as the Commandant's Performance Excellence Criteria, to enhance our unity of effort, to focus our limited resources on the highest risks, and to promote continuous improvement. Since then, our collective efforts have resulted in significant readiness and performance improvement, more satisfied external stakeholders and better care for our workforce. As with other sectors, we still have many resource gaps and do not meet all of our performance targets. However, our highly effective integrated management system and culture of workforce empowerment have enabled us to anticipate change, make the timely adjustments, and achieve the desired results.
With our subordinate units' implementation of the Coast Guard Management Framework at their level and the availability of the new CG Portal's collaboration tools, we have achieved even greater vertical alignment and workforce empowerment. It is easier now for every member of the Sector to make the connection between their activities to their unit's goals, to share their perspectives on current issues, and to collaborate on improvement.
The "Brown Bag Leadership Book Club" of the CG Portal Sector Ohio Valley Place is a great example of our enhanced workforce empowerment. The purpose of this discussion forum is to promote leadership development for junior officers and senior petty officers. The books are selected by this group and its members share the responsibility for identifying leadership principles that they can employ to enhance their personal effectiveness and the Sector's organizational excellence. This approach is much more effective than the normal practice of a senior officer's recommending a professional reading list for subordinates. Oftentimes, this top-down approach results in very little response.
In his keynote speech at this year's Coast Guard Innovation Expo, Mr. Kerry Patterson, the author of "Influencer: the Power to Change Anything", suggested that, in order for an organization to be "agile, change-centric and thinking", its leaders must change the behaviors of the workforce. He recommended six change strategies (values, skills, support, teamwork, incentives, and environment). In winning this year's Alexander Hamilton Award for Excellence, we believe that our integrated management system and culture of workforce empowerment are in alignment with Mr. Patterson's recommendations, and it is our solution for sustaining organizational excellence.
Today we awarded the first prestigious Alexander Hamilton Award to Sector Ohio Valley. This award establishes a unit award for excellence to parallel our personal awards for leadership. Sector Commander, CAPT Hung Nguyen provides a guest post below.
ADM A
Achieving a More ?Agile, Change-centric and Thinking? Organization
CAPT Hung M. Nguyen, Commander, Sector Ohio Valley
During his tenure as Commandant, Admiral Thad Allen continually expresses his desire for the Coast Guard to be a more "agile, change-centric and thinking" organization. This is because we are operating in a very challenging environment, where the demand for our service is increasing but the budget picture is not as favorable as it has been during the last eight years. Additionally, a natural or man-made disaster could happen at anytime and the public has very little tolerance for failure.
To meet the Commandant's vision, in late 2007, Sector Ohio Valley began to implement the Coast Guard Management Framework, which is also known as the Commandant's Performance Excellence Criteria, to enhance our unity of effort, to focus our limited resources on the highest risks, and to promote continuous improvement. Since then, our collective efforts have resulted in significant readiness and performance improvement, more satisfied external stakeholders and better care for our workforce. As with other sectors, we still have many resource gaps and do not meet all of our performance targets. However, our highly effective integrated management system and culture of workforce empowerment have enabled us to anticipate change, make the timely adjustments, and achieve the desired results.
With our subordinate units' implementation of the Coast Guard Management Framework at their level and the availability of the new CG Portal's collaboration tools, we have achieved even greater vertical alignment and workforce empowerment. It is easier now for every member of the Sector to make the connection between their activities to their unit's goals, to share their perspectives on current issues, and to collaborate on improvement.
The "Brown Bag Leadership Book Club" of the CG Portal Sector Ohio Valley Place is a great example of our enhanced workforce empowerment. The purpose of this discussion forum is to promote leadership development for junior officers and senior petty officers. The books are selected by this group and its members share the responsibility for identifying leadership principles that they can employ to enhance their personal effectiveness and the Sector's organizational excellence. This approach is much more effective than the normal practice of a senior officer's recommending a professional reading list for subordinates. Oftentimes, this top-down approach results in very little response.
In his keynote speech at this year's Coast Guard Innovation Expo, Mr. Kerry Patterson, the author of "Influencer: the Power to Change Anything", suggested that, in order for an organization to be "agile, change-centric and thinking", its leaders must change the behaviors of the workforce. He recommended six change strategies (values, skills, support, teamwork, incentives, and environment). In winning this year's Alexander Hamilton Award for Excellence, we believe that our integrated management system and culture of workforce empowerment are in alignment with Mr. Patterson's recommendations, and it is our solution for sustaining organizational excellence.
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