Professional Leadership Development Skills Training for the 21st Century

Award Information
Agency:
Department of Defense
Branch:
Air Force
Amount:
$99,988.00
Award Year:
2001
Program:
SBIR
Phase:
Phase I
Contract:
F33615-02-M-6005
Agency Tracking Number:
012HE-0424
Solicitation Year:
N/A
Solicitation Topic Code:
N/A
Solicitation Number:
N/A
Small Business Information
ANACAPA SCIENCES, INC.
301 East Carrillo Street 2FL, Santa Barbara, CA, 93101
Hubzone Owned:
N
Socially and Economically Disadvantaged:
N
Woman Owned:
N
Duns:
053859526
Principal Investigator
 Susan Fischer
 Principal Scientist
 (805) 966-6157
 sfischer@anacapasciences.com
Business Contact
 Steven Rogers
Title: Vice President
Phone: (805) 966-6157
Email: sprogers@anacapasciences.com
Research Institution
N/A
Abstract
In response to quickly changing military environments in which leaders must face non-traditional missions, the Joint Chiefs of Staff (JCS) and the individual services have recognized the need for changes to leadership preparedness and training. Thisproject seeks to determine the feasibility of developing computer-based instruction that increases non-cognitive and cognitive leadership skills in military officers. The proposed research focuses on three technical objectives. First, we seek to identifyand select skills important to effective military leadership. Second, a model of military leadership will be developed to define leadership and associated concepts. Third, current teaching methods for developing leadership will be evaluated. The Phase IIresearch will use the model and incorporated list of leadership skills to develop a computer based instructional system for Air Force personnel. The instruction will focus on at least one cognitive and one non cognitive skill. Because militaryleadership now requires new and different leadership skills, the provision of the proposed training is critical to the effectiveness of Air Force leaders. The instructional system would also be a valued and highly marketable product for the otherservices, as they face similar demands on their leaders. In addition, CBT that develops non cognitive skills in leaders would be of great interest to civilian industries that also require high levels of leader effectiveness. For example, corporations maywant to use the system to train their employees in non cognitive leadership skills. The model could also be used to direct the development of reliable and valid assessment instruments of leadership that could be marketed to other services and businesses.

* information listed above is at the time of submission.

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