Page 4 - The MIL Leadership Line: August 2024

Ivar Oswalt – Modeling Simulation & Analysis, Team Lead
During my transition from a non-managerial role to a managerial role, I faced several
challenges, particularly related to process, technology, and time management. Although I
am fortunate to have a small team of seasoned professionals and a supportive manager, I
still needed to learn the steps, mechanics, and sequences of personnel reviews, individual
development plans, timekeeping approvals, and oversight. Additionally, I had to schedule the
extra time these tasks required into my already busy days, which took a lot of perseverance.

To prepare for my new responsibilities as a manager, I started by expanding the range of items
my team discussed and really listening to their goals and challenges. My focus was on enabling
their goals while minimizing their challenges, all within the context of delivering superior
products and support to MIL’s customers. Balancing these often-differing perspectives is
something I continue to work on.
One instance where I felt my new role made a significant impact on the team was when I
delegated a task to a solid performer and let them take charge. They produced an excellent
product, demonstrating that empowering team members can lead to great results.
The most important resource during my transition was the willingness of my manager, an
Assistant VP, to take any time needed to help me out. This dedication is a testament to MIL’s
corporate culture and plays a significant role in promoting leaders. Additionally, it would be
beneficial for new managers to understand the perspective of MIL’s top leadership and have
opportunities to meet with them in a business setting. This would help new managers adapt to
the customers, application areas, and teaming environments envisioned for the future.
My advice to others making a similar transition is to learn more about your team, your
customers, and MIL’s overall capabilities. Think both short and long term about how to balance
the overall set of capabilities and needs, both within and outside the box. Strive to gain the
knowledge, skills, abilities, recognition, and professional network to improve yourself and your
worth, all while maintaining a satisfying work-life balance.

Promotion Cycle

Our Promotion Cycle has officially ended! Forgot to process a Promotion? You can still submit HRS-
180-01 Promotion Request Form so long as the effective date is 07/05/2024 or 07/19/2024. If you’re
looking to also request an out of cycle salary increase, submit HRS-127 MIL Personnel Transaction
Form. All salary increases require executive approval.

Between now and our January 2025 cycle, don’t forget to encourage your team to update their
Individual Development Plans periodically using the Quarterly Update Form as they reach important
milestones and continue planning their growth. Tailor IDP check-ins to your bi-weekly catch-up calls
to follow up on their progress and determine if they need any support.

4 | The Leadership Line