Throughput: 100% capacity Target Population: All Newly Hired DAF Civilian Employees

Length: Up to 4.5 hrs

Location: LMS (asynchronous)

Description: Designed to prepare newly hired civilian personnel to be more effective in their roles as civilian employees of the Department of the Air Force (DAF) team. The curriculum provides an introductory understanding of the DAF culture and its unique mission. The curriculum is designed to enable students to assimilate into their role as members of the total force by providing broad overviews related to basic DAF foundations and begin preparation through the Probationary Period to the Competitive Service or the Excepted Service. This course satisfies 5CFR412.202 (c) “…critical career transitions…” and “…consistent with assessments of the agency's and the individual's needs.”

Throughput: 538 Target Population: All DAF Civilian Employees GS9 and below; exceptions to grade will be considered

Length: 32 hrs

Location: LMS (Blended e-learning, synchronous)

Description: Designed to develop interpersonal communication and leadership skills for Department of the Air Force civilians pursuing future leadership roles and candidates for a supervisory position per 5CFR 412.102 (3) and 412.202. This course builds on DAF foundational competencies and enables transition from being a follower to a leader. This course is a pre-req to attend Developing Team Leader Course.

Click Here for a Schedule of Classes and Enrollments link 

Throughput: 150 annually Target Population: All DAF Civilian Employees GS9 through GS12, exceptions to grade will be considered.

Length: 76 hrs

Location: LMS/Maxwell (Blended e-learning, synchronous)

Description: Provides the knowledge and skills of a developing team leader. The Developing Team Leader Course (DTLC) is designed to provide foundational and fundamental team leadership skills for DAF civilian personnel who are being developed, or who are being considered for present or future leadership assignments and candidates for a supervisory position per candidates for a supervisory position per 5CFR 412.102 (3) and 412.202. The course is facilitated over 6 weeks in an eLearning environment and concludes with four days of experiential exercises.

Throughput: 100% capacity Target Population: DAF Civilians/Military Supervisors of DAF Civilians (based on supv status)

Length: 36 hrs

Location: LMS (Blended e-learning, synchronous)

Description: Designed to provide new DAF supervisors of civilian employees with knowledge of the ten (10) DoD Framework Supervisory Skills: Performance Goals, Objectives & Appraisals; Mentoring and Motivating Employees; Fairness, Respect, Equal Opportunity and Quality of Work; Handling Unacceptable Performance; Hostile Environment, Reprisals, Harassment; Merit System Principles; Prohibited Practices; Labor Relations and Employee Rights; and Workforce Incentives.

The course satisfies 5 CFR 412.201 federal law requirement for systematic development of supervisors.

Throughput: 100% capacity Target Population: DAF Civilians/Military Supervisors of DAF Civilians (based on supv status)

Length: 4-20 hrs

Location: LMS (Blended e-learning, synchronous)

Description: The course satisfies 5 CFR 412.201 federal law requirement for periodic refreshing of supervisor knowledge every 3 years. Course includes a Learning Assessment tool, which allows students to demonstrate competencies already acquired through prior experience and education. Students receive immediate remediation on “missed” areas. If needed (or desired) after remediation, a short, faculty-led on-line seminar is available.

Throughput: 100% capacity Target Population: DAF Civilian Managers (Based on Supv/Mgr Status)

Length: 27 hrs

Location: LMS (Blended e-learning, synchronous)

Description: Designed to educate experienced supervisors and to prepare them for the transition to become a manager. The course satisfies 5 CFR 412.201 federal law requirement for this systematic development.

Throughput: 100% capacity Target Population: DAF Civilian Managers (Based on Supv/Mgr Status)

Location: (Blended e-learning, synchronous)

Description: Designed to enhance DAF foundational competencies that experienced managers and 2nd level supervisors need to manage themselves, others, and organizational systems. The course satisfies 5 CFR 412.201 federal law requirement for periodic refreshing of manager knowledge every 3 years.

Throughput: Not offered at this time

Target Population: DAF SES (Based on S upv/Mgr Status) Length: 4-6 hrs

Location: LMS (Blended e-learning, synchronous)

Description: Designed to provide SESs with a brief, but focused overview of the ten (10) DoD Framework Supervisory Skills: Performance Goals, Objectives & Appraisals; Mentoring and Motivating Employees; Fairness, Respect, Equal Opportunity, and Quality of Work; Handling Unacceptable Performance; Hostile Environment, Reprisals, Harassment; Merit System Principles; Prohibited Practices; Labor Relations and Employee Rights; and Workforce Incentives. The course satisfies 5 CFR 412.201 federal law requirement for systematic development of supervisors as they transition to becoming SES level.

Throughput: 700 annually Target Population: DAF Civilians Who Supervise Military Personnel

Length: 16 hrs

Location: LMS (Blended e-learning, synchronous)

Description: Designed to provide essential knowledge-based training for DAF civilian personnel

who supervise military personnel. Training covers sources of authority governing military personnel management, unique aspects of military Airmen, Guardians, and career management issues. Course provides essential information, policies, and procedures and where to go for resources to use in each of these areas.

Throughput: 100% capacity Target Population: All DAF Civilian Employees

Length: 1-2 hrs

Location: LMS (asynchronous)

Description: Intro to Coaching is an introductory overview of performance management coaching in the workplace. Introductory coaching concepts are examined along with real-world Department of the Air Force examples relating to the employee performance management process. Students are introduced to the fundamentals, competencies, principles, and philosophy of coaching necessary to become a coaching-leader, foster a coaching culture, and improve individual and organizational performance IAW with 5CFR412.102 (3) and 412.202 (b).

Throughput: 100 annually (when scheduled) Target Population: DAF Civilians/Military Supervisors of DAF Civilians

Length: 135 hrs

Location: LMS (Blended e-learning, synchronous)

Description: Designed to develop leadership competencies required to enhance employees’ performance. Skills are developed through a combination of experiential and demonstrated learning activities to train individuals how to develop high-performing subordinates and teams that will create high-performing organizations IAW with 5CFR412.102 (3) and 412.202 (b).

Throughput: 100 annually Target Population: DAF Civilian Managers (Based on Supv/Mgr Status)

Length: 24 hrs

Location: Maxwell or TDY location (resident course – unit funded)

Description: The Coaching for Leaders course is an intensive performance coaching workshop designed to teach and develop performance coaching skills for use in a performance management setting. The course uses real-world coaching and problem- solving exercises and requires active participation from all participants IAW with 5CFR412.102 (3) and 412.202 (b).. This course is either conducted with a mobile training team at a TDY location or at Maxwell AFB.

Throughput: 168 Target Population: DAF civilian, GS-9-11 (and equivalent)

Length: 32 hrs

Location: LMS/Maxwell (Blended e-learning, synchronous, and/or resident)

Description: This course is designed to provide DAF emerging supervisors, a foundational construct that continues the development of leadership skills and competencies required to lead in volatile, uncertain, complex, and ambiguous times. The course provides team leadership experiences, establishing a baseline for further growth and development for the student as leadership responsibilities increase. Students will have an opportunity to examine themselves through an assortment of self- assessments and experiential exercises IAW with 5CFR412.102 (3) and 412.202 “candidates.”

(Asterisk* denotes course is part of CD Call):

Throughput: 72 Target Population: DAF civilian, GS-12 to 13 (and equivalent)

Length: 32 hrs

Location: LMS/Maxwell (Blended e-learning, synchronous, and/or resident)

Description: This course is designed to equip the new supervisor with a variety of practical tools to expand their abilities and confidence for making and implementing decisions as an intermediate level supervisor. This course focuses on self-awareness, interacting, engaging, and developing others, as well as building cohesive, productive groups and teams. Designed around the OPM and DAF Foundational Competencies, this course will provide the tools to stimulate and optimize engagement in the workplace IAW with 5CFR412.102 (3) and 412.202 “candidates.”

(Asterisk* denotes course is part of CD Call):

Throughput: 78 Target Population: DAF civilian, GS-14 to 15 (and equivalent)

Length: 32 hrs

Location: LMS/Maxwell (Blended e-learning, synchronous, and/or resident)

Description: This course is designed to equip the new manager with a variety of practical tools to expand tier abilities and confidence for implementing and leading through the challenges of change. Students will learn models for leading change, develop skills for managing both self and a unit’s energy, and explore frameworks for building trust and influencing in the ever- changing leadership decision-making process. The course has a heavy focus on critical thinking, the human impacts of change, and the application of course content to real-world leadership decisions IAW with 5CFR412.102 (3) and 412.202 “candidates.”

(Asterisk* denotes course is part of CD Call):

3 Semester Hours

This course provides a foundation for DAF civilian Airmen to understand and value the history and heritage of the DAF through a study of the events, leaders, and technical developments that led to the evolution and employment of Air and Space power. The course covers the period from the first balloons and dirigibles to contemporary operations.

3 Semester Hours

This course explores what it means to be a professional civilian Airman. The course will discuss the history and purpose of the civil service, as well as the valuable and evolving role civilian Airman and Guardians play within DAF organizations.

This course provides Civilian Airmen an opportunity to access the history of civil servants in the context of national security and the evolution of the Department of the Air Force. In addition to the broad outlines of national security and airpower history, this course will introduce topics such as legal influences on Civilian Airmen and Guardians, DAF regulatory guidance for the civilian workforce, policies that have influenced the civil service, and civil service reform initiatives.

3 Semester Hours

The course will focus on students getting a clearer understanding of the Constitution. Students will learn the importance of a Constitution, its relevance to DAF civilians, the events leading up to it, its ratification, major principles, and each of the amendments to include how they apply today. Students will also gain knowledge on the process of the Electoral College.

Throughput: 400 individual course completions

Length: 8-weeks

Location: (Blended e-learning, synchronous)

Description: CADP is designed to meet mandatory by-law requirements IAW with 5CFR412.102 (3), 412.201 and 412.202 “candidates.” and DAF requirements (DAFI 36-2687). This course of study, focuses on Department of the Air Force Foundational Competencies, prepares graduates to be effective in the exercise of their unique responsibilities as current or future civilian DAF Leaders. The degree program develops essential skills and competencies through solid knowledge and practical experience based on leadership and management principles and incorporating professional communications, behavioral sciences, and critical thinking skills that develop DAF civilians as employees, supervisors, managers, and leaders.

3 Semester Hours

This course focuses on DAF workplace writing. This course is designed to help students improve their communication in workplace settings. Students will learn to express themselves clearly, persuasively, and professionally.

This course explores current and historical leadership theories and styles, with an emphasis on what constitutes effective leadership within the DAF. The course focuses on how leaders emerge and assume responsibility and visionary leadership within a framework of social responsibility.

This course enhances the development of leadership skills and traits in DAF civilians. It reinforces students’ understanding of basic leadership theories and principles by identifying practical leadership skills and traits identified by the Foundational Competencies List to support the development of self and others, including interpersonal communications, coaching and mentoring, and goal setting.

LDR2001 Thinking, Logic and Decision Making 3 Semester Hours

This course is designed to help develop critical thinking skills in DAF civilians. It will introduce students to various decision-making models, with a primary focus on the Military Decision-Making Model used throughout the DoD.

3 Semester Hours

This course is an overview of the role of ethics in leadership emphasizing how ethics impact one’s leadership ability and its overall impact in the work center and overall organization. Students will define ethics and identify ethical behavior in various situations in an Air Force organization. The ability to identify ethical and un-ethical leadership behavior will be observed via case studies and scenarios. Case analysis and simulation of problem solving and decision making are used to develop insight into ethical leadership.

3 Semester Hours

This course will focus on leading smaller groups of people and teams. It will cover more than just working in small groups and the impact on work centers and the overall organization. Students will define small team tactics, techniques, and procedures and be able to identify small team dynamics and behavior in various situations. Small team leadership and larger group leadership behaviors will be compared. Students will be observed via case studies and scenarios. Examples and non-examples scenarios will be provided and/or constructed by students.

This course functions as a capstone for CADP. It links and reinforces concepts learned throughout the first two years of the program. This course builds on previous courses by taking the leadership theories, principles and competencies covered throughout the program and exploring them in greater depth.

This course provides an overview of management theory, management functions, organizational structure, daily management

responsibilities, ethics, and current management tools and resources as they relate to the DAF leadership environment.

3 Semester Hours

This course is an introductory overview of Performance Coaching related to performance management. Introductory coaching concepts will be explained along with real-world Air Force civilian examples relating to the employee appraisals. The students will learn to identify the coaching elements necessary for improving performance.

This course explores a variety of theories and frameworks, derived from the Air Force Alternative Dispute Resolution Program, that facilitate understanding and responding to conflict. Students will move from constructive communication skills to conflict analysis to exploring techniques, process models, and third-party roles as ways to intervene constructively in conflict within the large and complex social environment of the DAF organization

This course provides students an awareness of organizational culture theories while developing practical knowledge of how these concepts can influence DAF mission success. Students will discuss how structures and processes created within DAF organizational culture influence individuals’ behavior. They will also begin to gain an appreciation for how, as leaders, they can influence organizational culture.

This course provides an in-depth introduction to the Air Force 8-step Process Improvement method and how to apply it in DAForganizations. Students will learn how the 8-step method guides Airmen to identify a process that is not efficiently achieving the mission, and then develop and implement alternatives to improve the efficiency and effectiveness of such processes.

3 Semester Hours

This course focuses on the basics and framework of individual and group behaviors and processes describing human behavior and organizational motivation. This course will help prepare students to deal with problems and opportunities presented by behaviors and performance of others that typically arise within the Department of the Air Force setting.

Developing Better Civilians (DBC), hosted on DAF TEAMS, is an educational initiative designed to address topics that impact all Department of the Air Force (DAF) civilians. There are live webinars, a library of numerous topics where civilians can view and download previous webinar recordings and topic materials; it also provides a venue for them to ask questions and get answers from subject matter experts within the DAF. The DBC covers a wide range of areas, including employee assistance, performance management, retirement, telework, and professional development opportunities. To join, access your DAF TEAMS app and use join code gq2al56!

Employee Toolkit - serves as a comprehensive foundational resource designed to help new employees acculturate to the Department of the Air Force (DAF) and navigate their professional journey within the Department of War (DoW). To access the Toolkit on CLDS SharePoint, click HERE. 

The toolkit is structured around several key concepts to ensure civilian success:

· DAF Civilian: outlines the solemn obligations of federal service, including the Oath of Office, the U.S. Constitution, and the strict codes of civilian conduct and ethics (DoD 5500-7R). It also explains the Merit System Principles that govern federal employment to ensure fair treatment based on ability rather than political factors.

· Mission and Structure: provides a detailed look at the layout of the Air Force and Space Force, explaining their distinct missions—such as the AF mission to "Fly, fight, and win" and the SF mission to "Secure our nation's interests in, from, and to space". It also contextualizes the civilian role within the DOW.

· DAF Culture and Values: defines the "personality" of the organization through its core values—Integrity First, Service Before Self, and Excellence in All We Do for the Air Force, and the "4 Cs" (Character, Connection, Commitment, and Courage) for the Space Force. It also serves as a guide for workplace courtesies, rank structure, and customs, such as proper flag etiquette and retirement ceremonies.

· Professional Development and Growth: A significant portion of the toolkit acts as a Force Development roadmap, offering tools like the Individual Development Plan (IDP), mentoring through MyVECTOR, and coaching opportunities to help employees reach their full potential. It emphasizes a Continuum of Learning that integrates education, training, and experience throughout a civilian's career.

· Practical Resources: Finally, it includes links to essential support systems like the Developing Better Civilians (DBC) webinar series, the Personnel Administration information, and historical texts like Dr. Anthony Cain's Mission Essential book.

Microlearnings - a wide variety of smaller sized learnings designed for Department of the Air Force (DAF) personnel. These learnings are categorized into four main functional areas: Civilian Development – Foundational, Communication and Connection – How to Communicate with my Boss and Others, Performance and Effectiveness – Bringing my Best Self to Work, and Artificial Intelligence. To access the Microlearning Library on the CLDS SharePoint, click HERE. 

Foundational

Finding our Strengths - The "Maximizing Mission Success Through Foundational Strengths and Competencies" micro-learning is a developmental program designed to help individuals move away from a "fix what is wrong" mindset and instead focus on identifying and leveraging what is strong. The course is built on the premise that people who use their strengths every day are six times more likely to be engaged on the job and are generally less stressed, more resilient, and more confident.

Interpersonal Communication - The Interpersonal Communication micro-learning is a foundational program designed to help participants understand the complexities of human interaction by moving beyond simple message-sending to a deeper understanding of how meaning is created. It supports the AF Competency of Communication, which involves effectively presenting and prioritizing ideas through active listening and tailored messaging.

Engagement - This micro-learning, titled "Engagement- Giving 100%," is a seven-lesson, self-paced program designed to help participants find greater purpose and satisfaction in their roles. The course defines engagement as a sense of purpose derived from an employee's needs, values, and drivers, which serves to strengthen their emotional connection to the workplace.

IDP - The "Individual Development Plan (IDP): Crafting Your Path to Success" micro-learning, developed by the Civilian Leadership Development School, is a strategic guide designed to help personnel transition from viewing an IDP as a mandatory administrative task to utilizing it as a personalized roadmap for professional growth. It provides the framework for employees to align their personal career aspirations with the specific mission needs of the Department of the Air Force (DAF)

Supporting the Warfighter - DAF Civilians: Supporting the Warfighter" is designed to instill a sense of urgency and purpose in Department of the Air Force (DAF) employees by connecting their daily tasks to the broader mission of national defense. It moves beyond administrative onboarding to define the civilian's role as a vital contributor to the strategy of "Peace through Strength" within a complex global environment.

How to Communicate with Your Boss & Others

Pre-influencer - The "Pre-Influencer" micro-learning is a developmental resource designed to support the Air Force Competency of Communication. It teaches individuals how to move beyond routine complaining to take constructive action through the skill of influence, which is defined as the ability to affect the behavior of others toward a particular direction by connecting with and inspiring them. Unlike manipulation, which focuses on personal gain, the influence taught here focuses on what is best for the team.

Coaching Up - The "Coaching Up: A Guide to Professional Influence and Readiness" micro-learning is a developmental framework designed to help employees use coaching skills to engage with and influence those in positions of power. Rather than challenging authority, this approach focuses on a disciplined, professional method of communication that improves clarity, surfaces insight, and aligns individual effort with mission priorities.

 Active Listening -This micro-learning is an instructional lesson focused on the AF Competency of Communication, specifically designed to help individuals transition from passive hearing to intentional, active listening. It defines active listening as the act of providing "full attention to what is being said for the primary purpose of understanding the speaker". The training is structured around four critical behaviors: paying attention, showing you are listening, checking for understanding, and responding appropriately

Empathy - This micro-learning program is a modular course designed to develop empathy as a core professional skill within the workplace, particularly for Department of the Air Force (DAF) and military personnel. The training frames empathy not as a "soft skill," but as a "data analytic tool" that provides essential insight into the motivations and needs of teammates and customers.

Building Pivotal Conversations- The "Building Pivotal Conversations" micro-learning is an instructional resource designed to help employees transition from routine work interactions to quality, authentic conversations with their leadership and peers. It serves as the final installment of a five-part series focused on "How to Communicate With Your Boss," specifically supporting the Air Force Foundational Competency of Communication. The program provides a structured framework of questions to "cut the ice" and build the necessary trust, respect, and understanding for a productive team.

Receiving Feedback Graciously - The micro-learning titled "Mastering the Art of Receiving Feedback Gracefully" is designed to help individuals transform their relationship with feedback, moving from a defensive posture to a growth mindset. It frames feedback not as a personal judgment, but as a "nudge" in the right direction that is essential for professional development and building stronger workplace relationships.

Bring your Best Self to Work

From to-do to Done - The "From To-Do to Done" micro-learning is a self-awareness program designed to help individuals understand the behavior patterns behind why they delay tasks and provide a structured plan to consistently finish them. Rather than treating procrastination as a time management failure, this training frames it as an emotion regulation problem, where people use delay as a coping mechanism for challenging moods like anxiety, insecurity, and frustration

Appreciating my co-workers - The "Appreciating My Co-workers" micro-learning is a self-paced, seven-lesson program designed to enhance the AF Competency of Communication by teaching the value and practice of sincere appreciation in the workplace. It moves beyond traditional recognition programs to focus on valuing individuals for who they are rather than just what they do.

Non-Judgement - The Non-judgment micro-learning is a developmental program focused on transitioning from automatic, hard-wired reactions to a fact-based, compassionate communication style. It supports the Air Force Foundational Competencies of Communication, Decision Making, and Information Seeking. The training frames non-judgment as a "pause on judgment," where individuals learn to identify automatic labels their brains create and replace them with objective descriptions of situations.

Assertive Communication - This micro-learning is a developmental resource focused on Assertive Communication, defined as the ability to speak up for one’s wants and needs in a clear, straightforward, and respectful way. It is grounded in the principle of balancing care for one's own needs with the needs and feelings of others. The training aims to move individuals away from being "at the mercy of others' desires" and toward a communication style that achieves win-win outcomes.

AI

Intro to AI - The micro-learning titled "Digital Wingman: AI Fundamentals for DAF Professionals" is a foundational resource designed to help Department of the Air Force (DAF) personnel transition from novice users to confident AI collaborators, It frames Artificial Intelligence not as a replacement for human intelligence, but as a "Digital Wingman" or assistant intended to augment human capabilities and automate complex processes.

Tone and Bias - The "Cognitive Tools for Effective Government Communication" micro-learning is an instructional resource designed to help government employees navigate the complexities of daily information and decision-making by understanding the internal mental processes that influence their work. It provides a framework for recognizing mental shortcuts, identifying systematic errors in thinking, and intentionally managing the attitude conveyed in professional interactions.

AI Nano Learning - The "Generative AI for the Department of War Nanolearning Series" is a ten-lesson, rapid-skill-building program designed to integrate Large Language Models (LLMs) into military operations. This training frames Generative AI (GenAI) as a highly advanced digital assistant that can synthesize vast amounts of data to enhance decision-making and operational effectiveness.

Book Discussions Journals - are designed to move beyond simple reading, giving participants an active role, control over their choices, and responsibility for their own learning. The journals serve as a companion to the books, providing a tactical and actionable playbook to put language, skills, and tools into practice in real-life situations. These journals are categorized into three main functional areas: Civilian Development – Foundational, Communication and Connection – How to Communicate with my Boss and Others, and Performance and Effectiveness – Bringing my Best Self to Work. To access the Book Discussion Library on CLDS SharePoint, click HERE. 

Foundational

Make Your Bed - The Make Your Bed Book Discussion Journal is a professional development resource created by the Civilian Leadership Development School (CLDS) to facilitate a structured study of the book by Admiral William H. McRaven. The program is designed to move beyond reading, encouraging participants to take an active role and responsibility for their own learning and life choices.

Start with Why - The Start With WHY Book Discussion Journal is a professional development tool designed by the Civilian Leadership Development School (CLDS) to facilitate a 6-week study of Simon Sinek's book, Start With Why. The program aims to move beyond simple reading by giving participants an active role and responsibility for their own learning, helping them establish life-long habits of success.

Tribe - The Tribe Book Discussion Journal is a professional development resource facilitated by the Civilian Leadership Development School (CLDS). It is designed to move beyond a simple reading of Sebastian Junger’s book, Tribe, by encouraging participants to take an active role in their own learning and apply tribal principles to their modern lives.

Fish Sticks - The FISH! STICKS Book Discussion Journal is a professional development resource presented by the Civilian Leadership Development School (CLDS). It serves as a guide for a book discussion designed to help participants learn a “remarkable way to adapt to changing times and keep [their] work fresh”.

How to Communicate with my Boss and Others

Crucial Conversations - The Crucial Conversations Book Discussion Journal is a companion for a six-week professional development program facilitated by the Civilian Leadership Development School (CLDS). It is designed to guide participants through the book Crucial Conversations by Patterson, Grenny, McMillan, and Switzler, helping them move from a basic understanding of dialogue to active mastery of communication in high-stakes situations.

The Coaching Habit - The Coaching Habit Book Discussion Journal is a professional development resource provided by the Civilian Leadership Development School (CLDS). Based on the book by Michael Bungay Stanier, it is designed to help participants "say less, ask more & change the way you lead forever" by building actionable coaching habits into their daily routines.

Influencer - The Influencer Book Discussion Journal is a professional development resource created by the Civilian Leadership Development School (CLDS) to guide participants through the book Influencer by Patterson, Grenny, Maxfield, McMillan, and Switzler. The journal is designed to facilitate a structured four-week program aimed at teaching the steps of the influence process to effectively change hearts, minds, and behaviors.

Outward Mindset - The Outward Mindset Book Discussion Journal is a professional development resource created by the Civilian Leadership Development School (CLDS). It is designed to guide Department of the Air Force (DAF) civilians through the principles of The Outward Mindset by The Arbinger Institute to help transform organizational culture and improve interpersonal dynamics.

Bringing My Best Self to Work

Dare to Lead - The Dare to Lead Read-Along Workbook is a tactical, skills-based companion designed to transform the research of Brené Brown into actionable leadership habits. It serves as a professional development tool for the Civilian Leadership Development School (CLDS), moving beyond theoretical knowledge to help courageous leadership skills "live in the bones"

The Art of Authenticity - The Art of Authenticity Book Discussion Journal is a professional development resource submitted to the Civilian Leadership Development School (CLDS) based on the work of Karissa Thacker. This program is designed to move participants from a basic understanding of authenticity to the active practice of it during daily struggles in high-pressure situations.

The Heart Lead Leader - The Heart Led Leader Book Discussion Journal is a six-week professional development resource facilitated by the Civilian Leadership Development School (CLDS). Based on the book by Tommy Spaulding, this journal serves as a guide for an "18-inch journey" intended to help participants move leadership principles from their heads to their hearts.

Mission Essential - This book provides the role and importance of Civilian Airmen within the US Air Force. It examines the historical context of civil service, the legal foundations for civilian employment, and the evolving relationship between civilian and military personnel in achieving national security objectives. The document emphasizes the need for Civilian Airmen to be developed, valued, and integrated into the Air Force mission. It argues that Civilian Airmen provide crucial continuity, expertise, and perspective that complements the contributions of uniformed personnel. The document also looks at the Air Force's need to rapidly adapt and change in order to maintain its dominance.

To view a PDF version, click HERE. 

Leadership – Coming Soon