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“The Bottom 3” – A New Revolution in Leadership Development

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Conference

2013 ASEE Annual Conference & Exposition

Location

Atlanta, Georgia

Publication Date

June 23, 2013

Start Date

June 23, 2013

End Date

June 26, 2013

ISSN

2153-5965

Conference Session

Faculty and Course Evolution: Teaching With Technology, Online Delivery, and Addressing Emerging Student & Industry Needs

Tagged Division

Continuing Professional Development

Page Count

18

Page Numbers

23.1406.1 - 23.1406.18

Permanent URL

https://peer.asee.org/19031

Download Count

46

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Paper Authors

biography

Eric Paul Pearson Northrop Grumman, Electronic Systems

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Eric Pearson is the Director of Cross-Sector Program Initiatives for Northrop Grumman Corporation. His has responsibilities for relationship building and cross culture leadership development. Eric has a BS in Education from Bowie State University and an MS In Technical Management form the Johns Hopkins, Whiting School of Engineering.
Eric is best known for his development and leadership of the Northrop Grumman Electronic Systems New Graduate Engineering Rotation Program and the Recent Graduate Leadership Training Program (LTP), having selected and mentored over 650 leaders through the 18 month journey of self-discovery.
In addition Eric has served on several Industry Advisory Boards at North Carolina State University, currently serves as an volunteer Adjunct Professors in the School of Engineering at Cal Poly, San Luis Obispo, and recently completed a five-year term on the Board of Directors for the Southern Association of Colleges and Employers.

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biography

Timothy Boyd Northrop Grumman Corporation

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After graduating from the California Institute of Technology in 2006, Tim started working at Northrop Grumman as a Systems Engineer. Since 2006, Boyd has not only been involved in performance analysis and on-orbit sensor characterization but has also managed technical teams as a technical team lead and a deputy Integrated Project Team lead within the SEIT (Systems Engineering Integration and Test) organization. Boyd has presented his work at both academic and industry conferences.
Furthermore, to address his passion for leadership development and community building, he kickstarted a chapter of Connect1NG; a professionally recognized yet non-traditional development program focused on engaging and assimilating new employees to the workplace through leadership development activities and networking. He is currently one of two Western Region liaisons for the program.
Boyd was also selected to be a part of the company’s prestigious LTP (Leadership Training Program) and, just two cycles from graduation, planned and facilitated two recent offsite retreats, events involving a hundred participants, requiring months of detailed planning and acute project management.
An avid nature lover, Boyd’s hobbies include back country camping and hiking as well as learning self reliance in the wild.

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biography

Noah Miller Northrop Grumman, Electronic Systems

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Noah Miller – Change Agent, Intrapeneur, and Software Engineer – brings passion to all that he does, especially in fusing technology and people to accomplish the mission. Most recently, “His business awareness and leadership skills have grown in scope as he takes on challenges beyond his cost and schedule objectives that are geared towards helping elicit excellence from others in the company.” He has kicked it into high-gear as an engineer-teacher after graduating from a prestigious experiential leadership training program in the Spring of 2010.

His unique perspectives on leadership come from experiences in both small, private companies with at most ten people to large, public companies that include upwards of fifteen thousand. He has worked as a facilitator, trainer, engineer, mentor, and leader within his ten years of industry experience. As part of a legacy greater than himself, Noah is a true believer in the divine, and seeks strength through diversity in both perspectives and open and honest dialogue.

Noah holds a Bachelor’s of Science in Computer Science from the School of Engineering and Applied Science at the University of Virginia, located in Charlottesville. He has recently relocated from Virginia to Chicago, IL. In his past life, he became an expert in modeling and synthesizing machinery control systems for the Maritime industry and founded the OWNERSHIP process as means to drive culture change from all directions within the organization. He currently works as a senior engineer to develop cutting-edge infrared counter measure systems, striving to use technology as a shield to human life. It’s all about the ends, not the means.

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Abstract

“The Bottom 3” – A New Revolution in Leadership DevelopmentIn the search to identity the best, young leadership talent who are ready to step into majorleadership roles, “The Bottom 3” has emerged as a visionary approach to how we teach,train, and develop extreme leaders. If embraced by corporate and educational systems,this best practice will serve as a new model for successful identification of individuals withthe greatest potential to become highly effective leaders.Through a ten-year leadership development experiment involving seventeen groupsranging from twenty-four to forty-six participants each, that include over six-hundred-and-fifty graduates, a philosophy of the Bottom 3 was developed and spawned an outpouringdesire to carry forward the challenge of identifying and creating highly capable leaders forthe future.This paper will present the background and most successful elements of XXX CompanyLeadership Training Program including; the vision and purpose of the Bottom 3, the valueof its best practices to individual companies and industry as a whole, and the impetusbehind the recommendation to embrace the ideals of the Bottom 3 within the Universitysetting, more specifically to preemptively foster early learning and growth in our futureleaders as early as possible.In closing, this paper will explore the vision of the Bottom 3, the program creation, and theobservable success that has been achieved through empowerment of its motivated youngleaders. These newfound rising stars begin to seek their own level of extreme engagementby: selecting their own mentors and assuming personal responsibility for creating anddelivering new revisions to the program for the next generations, thus, creating a legacyunto itself

Pearson, E. P., & Boyd, T., & Miller, N. (2013, June), “The Bottom 3” – A New Revolution in Leadership Development Paper presented at 2013 ASEE Annual Conference & Exposition, Atlanta, Georgia. https://peer.asee.org/19031

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