New leadership program is an investment in employee development
We are proud to announce the launch of the Leidos Leadership Program (LLP). The LLP represents our commitment to making Leidos a great place to work by investing in the growth of our employees. The effectiveness of our employees is critical to achieving our business objectives and providing our customers with innovative solutions, the highest possible levels of service, and enhanced program outcomes.
LLP offerings are designed by our leadership development experts to align with our Leadership Framework to shape a collective leadership mindset for leaders at all levels. We integrate peer learning, networking, and simulation experiences with direct application to the Leidos environment. The offerings are intentionally designed to meet the needs of a global organization with dispersed employees working in a variety of environments.
What is the LLP mission?
Simply stated, it is the following: To develop effective, inclusive leaders that leverage diverse talent, ideas, and innovative solutions to enable our business strategy. All of the offerings target specific competencies for managers at multiple levels. By increasing leadership capacity, we are better able to execute our corporate strategy and meet our growth goals.
“Great leaders attract great leaders and engage their employees,” says Susan Cumbus, the Leadership Development Manager who leads the LLP implementation. “With the Leidos Leadership Program, we create a climate where leaders are encouraged and equipped to lead themselves and their teams more effectively. We want to cultivate a learning culture at Leidos that permeates every level, across the entire organization.”
Who takes part in the LLP?
LLP facilitators—made up of internal coaches as well as external partners—deliver development offerings to more than 4,000 managers, senior leaders, and executives. These combined offerings represent a multi-million dollar investment in leader development. The LLP includes the following:
First-Line Managers. Every first-line manager completes self-directed online learning, covering such topics as inclusion acumen, talent acquisition basics, and giving constructive feedback. In addition, they attend a one-day leadership lab to learn and practice additional skills in an experiential environment. In the lab, participants identify their personal leadership style and learn to celebrate differences, explore the change management curve, conduct behavioral-based interviews, learn coaching techniques, practice pay conversations, and create an individual action plan.
New managers are also provided a comprehensive toolkit with an array of resources to support them in their role. “The primary focus at this level is on the pivotal transition between individual contributor to manager, moving from ‘me’ to ‘we’,” adds Marirose Ziebarth, Director of Leadership and Organization Effectiveness.
Mid-Level Managers. Development for this level is a cohort-based program designed to build leadership capabilities in three areas: personal adaptability, strategic agility, and collaborative networks. The format encourages peer learning and networking via study groups, and promotes application of concepts to real-world work, culminating in a capstone presentation. The design of the program is not “one and done;” instead, it promotes the development of a growth mindset over time by encouraging participants to incorporate learning and reflection into their weekly schedule – skills they will need as they continue their career journey.
Senior Managers. All senior managers take part in a cohort-based executive development program with our university partner that includes a robust leadership simulation. The goal of the program is to enhance strategic thinking and operational effectiveness. Learning goes beyond the classroom as participants attend follow-up events and receive ongoing reminders of key concepts. Leaders at this level are primarily focused on growing new leaders and making a difference for others by translating strategic objectives in ways that every employee in their care understands how they contribute to the strategy and mission every day.
How will the LLP affect all Leidos employees?
We have designed the LLP to benefit all Leidos employees, to positively impact overall organizational health, and to aid in retaining our talent. With an enterprise focus and development in relation to our core values—integrity, innovation, agility, collaboration, and commitment—it means that all Leidos employees benefit from:
- Working for more effective team leaders who are able to better integrate work project needs and people priorities
- Increased collaboration among operations and divisions leading to enhanced career mobility
- Higher performing inclusive teams that leverage diversity of thought and experience
- Pivotal leadership development opportunities throughout an employee’s career journey
Over the course of our company’s history, our people—their efforts and ideas—have been the key catalyst for successful innovation and growth. Having a strong leadership brand is a differentiator for us from our competitors as well as how we work with each other, our customers, our teaming partners, and suppliers. We are happy to share news of this investment in our culture and our employees’ professional development as we foster current and future leaders across the organization.
Employees and interested observers of the Leidos Leadership Program can track its progress by searching #LeidosLeads on LinkedIn.