00000159-953d-da5f-ad5b-b57f7f4d0000-authorID

jeff-press.jpg

Jeff Press

The Government Workforce: Learning Innovations conference attracted nearly 300 attendees and saw participation from employees from more than 50 different federal agencies or government working groups, many of whom represented their organizations in conversations on 16 concurrent panel discussions. Throughout the day, four general subjects—data analytics, performance management, training and workplace volatility—emerged as the most cited on twitter, underlying the timeliness of topics that touch everything from engagement to knowledge transfer in the public sector. One popular panel track focused on using data analytics to deliver on agency missions, whether through better use of social media, or learning how to use smart data to boost program and workforce performance. Attendee Tracy Hansen tweeted one important takeaway from a data analytics panel. To make the first move towards improving performance, ask employees to fill in the blanks in the following question: “If I had \_\_\_\_\_ and \_\_\_\_\_, I'd know \_\_\_\_\_\_ to solve \_\_\_\_\_\_.” Managing the performance of programs and people was another important topic, with panels addressing strategies for delivering the highest levels of performance and technology. Panelist Christine Heflin, in the session, “Changing Up: Integrating a Culture of Performance in Your Organization,” observed that “good individual performance plugs into good organizational performance. Meanwhile, informal learning and non-traditional training stood out as major themes in the “Everything Learning” track. Conference attendee Oscar Marin observed the importance of acknowledging the pervasiveness of mobile communication patterns. He tweeted that, “66 percent of employees use two mobile devices in the workplace.” The topic also struck a chord with attendee Dr. Monica Evans, who tweeted her takeaway question on the subject, “How can we use mobile apps to facilitate \[finding the\] right training for right task?” Finally, the panel discussion on managing volatility and change to get results, “The View on VUCA,” generated spirited conversation. Panelists Jessica Southwell of NASA and U.S. Department of Commerce representative Jeff Press emphasized the importance of harnessing VUCA to create positive change.  “VUCA gives us an opportunity to be transformational,” said Southwell, while Press instructed the audience to “Use VUCA as a catalyst for innovation.” Indeed, attendee Bill Adams agreed with Press and Southwell. He tweeted that “Before 9/11 relying on technical skills was sufficient. But now, leaders have to be adaptive.”For more Government Workforce 2015 conference highlights from the twittershere, check out the twitter hashtag #GovWorkforce.

Panelists and Attendees Talk Data, Performance, and Volatility Management at Government Workforce 2015

 Volatility in the workplace is something to be expected, especially in the federal realm, but it doesn’t always need to result in panic. In fact, embracing VUCA can lead to opportunities for innovation and creativity, and an increased relevance for government agencies.If we plan for the future with the mindset that we will always exist in the same operational environment, we are kidding ourselves. Strategic plans are necessary, but they should always allow for flexibility and the possibility of a new normal.After the Government Performance and Results Modernization Act was made into law, many agencies were thrown into a state of volatility, uncertainty, complexity and ambiguity, or VUCA. It was up to us at the Performance Improvement Council, in partnership with the Office of Management Budget (OMB), to establish clear channels of communication in regard to this new legislation. To do this, the Performance Improvement Council positioned itself as trusted advisors to answer questions and provide guidance, as well as cultivate connectedness between stakeholders by establishing working groups centered on various aspects of the law. This made a complex and unknown new initiative less intimidating to the agencies impacted by it.Open the Door to Conversation—and InnovationVolatility and uncertainty can create valuable conversations across an organization, providing opportunities to listen across hierarchies as employees band together. Completely new ways of working can be introduced as the opportunity to take smart risks becomes available. The practice of raising issues should be rewarded rather than punished, as they frequently are, so they can be addressed.During times of volatility, it is important to ask the right questions—even if we are afraid of the answers. Uncertain times allow for ingenuity and the chance to make data-informed decisions. One important question to ask is how to stay relevant. The public sector would do well to learn from private industry by treating their government customers as if they have a choice of services. How would such a concept impact operations if business could be lost and taken elsewhere? That pressure would push agencies to put their best foot forward at all times—and possibly cut down on their own levels of VUCA in the process. In government, we might not go out of business due to VUCA, but we do run the risk of becoming ineffective or obsolete if we don’t change with the times.Bottom LineFederal agencies are especially susceptible to VUCA due to constant budget uncertainty, frequent leadership turnover, multiple customers with competing interests, and operational complexity that bogs down action. Organizations that thrive despite it all, however, embrace VUCA and see it as an avenue for positive change.For more insight, join me for my session, “The View on VUCA: Managing Volatility in the Government,” at Government Workforce: Learning Innovations. I will discuss how VUCA plays out in government, and how you can productively address it when it occurs within your own agency.

Embracing VUCA—The Pathway to Government Workforce Innovation

November 2015 - The Public Manager

Staying engaged amidst the uncertainty of the federal realm can be tough for government employees. The 2015 FEVS, released last month, reveals that several engagement factors have improved at least one point since the 2014 results.

Jeff Press

About