Your team is talking about a tough slog of a project that hasn’t been going well. Milestones have slipped. Deliverables haven’t been delivered. Rather than determining how you can move forward together, your team is fixated on finding someone to blame for what went wrong. Tempers flare as everyone points their finger at everyone else…. Read more »
Oftentimes we remember all the bad experiences- the mistakes. The bad can obscure the good. But it is critical for employee morale and an agencies’ health to talk about the wins. One of those government cheerleaders is Brian Baker, Industry Chief for the ACT-IAC’s (American Council for Technology and the Industry Advisory Council) Excellence.Gov AwardsRead… Read more »
The productivity of a business, no matter the size, largely depends on the level of efficiency. In most cases, even huge businesses tend to have a chaotic organization. For instance, a common issue that leads to gross inefficiency is activity duplication. Another form of inefficiency is inconsistencies in task allocation to staff members. In most cases,Read… Read more »
Who better to show our appreciation to than the people who bravely serve and sacrifice for our nation?
In determining where your agency stands, there are some key measures to assist you in identifying areas of strength or weakness.
Innovation. It’s the key to success that many leaders are looking for. With the pressure to increase quality while decreasing costs, there’s a revolving door of need for new strategies to tackle the complex challenges that the public sector faces. In this environment, innovative solutions can help deal with such challenges and provide meaningful change… Read more »
One way or another problem employees affect everyone. Somehow they continue to slip through the cracks and the government has fallen into this very web. But rest assured, bad governmental employees can be fired and, in some cases, should be. Stewart Liff argues we should even do it more often. Liff, President and CEO ofRead… Read more »
“I have no one under the age of 40 in my office,” said a policy analyst from the Department of Veterans Affairs in a recent GovLoop survey. That policy analyst isn’t alone – the government is graying. According to the Office of Personnel Management, the average age of a government employee is 47. At theRead… Read more »
How should leaders in huge organizations ensure that every employee can feel valued and on the path to their full potential?
Among the many decisions that transitions teams and a new administrations will grapple with, executive talent management can be overlooked as a key priority.