Leading Technical & Acquisition Teams in the AI Era
Give mixed teams a shared operating picture, so engineers, 1102s, and program staff move in step.
🟤Roles and decision rights (RACI for AI work)

🟤Common vocabulary: model lifecycle, risk, and evidence expectations

🟤Meeting cadences: design reviews, risk triage, and change control

🟤Conflict patterns (speed vs. compliance) and resolution playbooks

🟤Briefing formats that work for both tech and acquisition leadership

🟤Escalation templates and “stop-rules” when uncertainty rises

Cultural Direction in Times of Rapid Tech Shift
Articulate a north star and make it real through norms, rituals, and incentives that outlast hype cycles.
🟤Culture statements → behaviors: what “good” looks like in practice

🟤Psychological safety without complacency: dissent channels and red-team etiquette

🟤Communication rhythms: updates, town halls, and decision logs

🟤Incentives that reward learning, not performative adoption

🟤Guardrails for external communications and vendor influence

🟤Signals of drift and how to course-correct quickly

Retaining Human Value in AI-augmented Roles
Redesign work so people do what only people should, judgment, stewardship, relationship, while AI handles assistive tasks.
🟤Task inventories: automate, assist, or retain (decision matrix)

🟤Role redesign: new competencies, boundaries, and handoffs

🟤Dignity-preserving practices: tone, attribution, and authorship

🟤Oversight patterns: human-in/on-the-loop where it matters

🟤Performance standards that reflect augmented workflows

🟤Career narratives: progression paths that include AI fluency

Reskilling the Federal Workforce
Build competency-based learning that sticks, mapped to real tasks and tracked with micro-credentials.
🟤Competency maps for leaders, 1102s, engineers, analysts

🟤Learning paths: core → role-specific → advanced

🟤Practice design: labs, case clinics, and workplace projects

🟤Assessment: observable skills, not quiz scores

🟤Micro-credentials and CLPs; recognition tied to assignments

🟤Inclusion strategies for non-technical staff and late adopters

Change Management Across Civilian + Military Lines
Orchestrate change at two tempo, civilian governance and military readiness, without fragmenting the mission.
🟤Stakeholder map: CIO/CISO, privacy, J-staff/PMO, unions, counsel

🟤Pilot → scale: phased deployments, gates, and rollback plans

🟤Policy alignment: records, privacy, ethics, and attribution

🟤Union and workforce relations: consultation and impacts review

🟤Cross-component playbooks: handoffs, play-downs, and after-action reviews.

🟤Measuring readiness and sustaining gains post-launch

Measuring Adoption & Impact: Metrics That Matter
Track outcomes people feel and leaders can defend, quality, time, safety, and satisfaction, rather than vanity usage stats.
🟤Metric set: cycle time, error classes, rework, decision quality, stakeholder confidence

🟤Baselines and counterfactuals; simple A/Bs and control groups

🟤Qualitative signals: sentiment, trust, and burden shift

🟤Dashboards for leadership vs. team-level views

🟤Incentives that prevent metric gaming

🟤Review cadence: monthly learnings → quarterly course corrections