By Kari HawkinsJanuary 22, 2018
Tanya Allbritten's leadership tool box is filled with joint military experience and training exercises, teaching opportunities and recruiting challenges that have sharpened her ability to deliver for Aviation and Missile Command employees.
Allbritten is making plans to do just that as she and her team of employees in AMCOM's Training and Career Management Office develop new training programs to assist employees with realizing their full talent potential in support of operational readiness.
"We support total force readiness and mission accomplishment," Allbritten said.
"We assist in creating an operationally ready, adaptive and flexible workforce through deliberate training and development. A trained and ready Army will always require leaders who are professional in every way. So, the goal is to deliver competent, high-performing employees in support of current and future missions. Everything we are doing is in line with customer needs and the strategic big picture communicated to us by (AMCOM commander) Maj. Gen. Doug Gabram."
Allbritten's career in employee training and development got its start while she was serving as a Navy Intelligence Specialist. During her 10 years of active duty, she had the opportunity to provide training during joint military exercises involving military from such countries as Japan, Thailand and South Korea.
After leaving the Navy, Allbritten completed both her bachelor's degree in Psychology and her master's degrees in Education from the University of Maryland, and worked in recruiting and development for post-secondary institutions before moving to Redstone Arsenal.
"My passion has always been teaching. I enjoy teaching a concept and actually seeing a student grasp that concept and understand it," she said. "I like to take training information that may seem uninteresting and then finding the nuggets of information that can make that training valuable. It's rewarding when students complete a class knowing they got something out of it."
Allbritten first came to the Arsenal in 2007, working as a Human Resources Specialist for Training and Career Development and Acquisition Center Management at the Missile Defense Agency. She moved to AMCOM for the first time in 2011, where she served as the Career Program Administrator for CP 34 (Information Technology).
"At MDA, I was totally immersed in training while also having the opportunity to learn about key HR functions like staffing and classification, but my focus was on the intern program, where I managed training for 100 interns coming in to MDA every six months," Allbritten said.
"At AMCOM, I helped to further develop the Information Technology Career Program for the Chief Information Officer/Information Management Directorate. I loved AMCOM and its employees. The people are dedicated, professional and committed to the mission."
In 2015, she became the Army's Career Program 15 Proponency Manager for Quality and Reliability Assurance, headquartered at the Army Materiel Command, where she gained experience working at the Department of the Army level, and with Army depots.
Allbritten became the manager of the AMCOM Human Resources (G-1) Training and Career Management Office in October. Much of her time is spent working with employees Tom Olszowy, Melissa Kilgore, Anna Edmunds, Jared Turner, Mike Roberts and Nancy Cox to rebuild AMCOM's training curriculum and ensuring that her team members hold the credentials they need to teach in a wide range of disciplines.
"This is a dream team of employees. My job is to give them a vision, support them in what they want to do to accomplish that vision, and empower them to be creative and get results," Allbritten said. "As long as I provide them the support they need and trust them to do their job, they will make positive things happen and the mission will be accomplished."
AMCOM's Training and Career Management Office is best known for its work in providing the Leader Investment for Tomorrow program for AMCOM and Team Redstone employees. The program will be reshaped as the training team begins merging it with concepts from the Army's new Emerging Enterprise Leader program.
"AMCOM is one of the few commands that has a program like LIFT, which already encompasses many of the elements being pushed through the EEL program. We are currently working with leadership to broaden the LIFT program so that our workforce is given additional opportunities for experiential training and developmental opportunities that meets the intent of EEL," Allbritten said.
"In the near term, we will be refreshing some of our standard programs while keeping best practices that have worked well for us. We will reach out across the Garrison to partner with other agencies to expand programs, make them more realistic and develop more opportunities for our workforce."
In addition, employees can expect more courses focusing on supervisor skill development, soft-skill courses for the workforce-at-large, and information sharing utilizing MilSuite.
"Training courses play a significant role in equipping supervisors and aspiring leaders with the skills they need to be successful today, and to further develop them for future roles and responsibilities tomorrow," Allbritten said.
"AMCOM employees and supervisors are our customers. We want to provide them with training and mentoring programs that promote retention, and increase productivity and accountability. We want to facilitate workshops and other events that meet organizational training goals, foster environments where employees are connected with colleagues and leadership, and ensure that our workforce is actively involved in continual learning."
AMCOM's training program will continue to focus on ensuring employees "have the tools they need to do their job every day. They should be technically proficient and have the interpersonal tools they need to foster cohesive networks that encourage information sharing and command esprit de corps," Allbritten said.
Refreshing the AMCOM training program is no simple feat, and Allbritten knows she must have the buy-in of the entire training team to be successful.
"My team consists of forward-leaning subject matter experts who will shape our direction," she said. "We will offer training that makes our workforce more adaptive, resilient and effective. In most cases, employees already know the 'what and how' of what they do. We are here to help them make the connection with the 'why.'
"It is the 'why' that inspires employees and makes them passionate about the job they do every day. When they make that connection, they become empowered to make a difference in in all aspects of their development. Productivity is enhanced, organizational readiness is positively impacted, and the quality of services and products provided to the warfighter is optimized."