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Steve Hall is vice president of corporate accounts at Sandler Training and a member of ATD. Steve leads the design and delivery of National and Global sales and management training. Sandler has evolved into a world-leading training company with over 250 offices around the world.

Steve Hall

A remote training learning model that supports Work-Aligned Learning Threads will make learning an activity, not an event.

Online Learning Takes Over . . . Seriously?

Voice-Activated Sales Enablement Coaching Is Here!

Human capital managers at government agencies face many challenges thanks to strict budgets, compliance policies, and organizational hesitancy for change. These challenges often prevent them from offering innovative projects to younger employees, using compensation as a performance motivator or touting growth opportunities, which are frequently defined by tenure rather than performance. As a result, 71 percent of local and state government workers are not engaged in their jobs, according to Gallup.Considering this culture, HCM leaders must seek out innovative tools and leverage creative strategies such as job rotations, flexible work arrangements, or mentorship programs to increase engagement and provide continuous training and development. But it’s no easy task—The State of Human Capital Management in Government report highlights five key obstacles HCM leaders grapple with at government agencies, and how to overcome them.Skills Gaps and Private Sector CompetitionRecruiting people with the right skills for the job is one of the top three talent management priorities for 53 percent of leaders, according to the Human Capital Management Group (HCMG) study. An aging workforce, combined with an observed skills gap in the incoming workforce, means that HCM leaders must find ways to empower and excite employees to attract talent, boost retention rates, and remain competitive with the private sector.Creating a formal mentorship program, putting shadowing opportunities in place, and allowing employees to explore different functional areas are ways to attract talent and build needed skills on the job. To sustain an empowering culture, lead administrative workshops on how to problem solve, create positive change, and implement core values in daily work.Succession PlanningSuccession planning is essential to building a well-trained workforce—36 percent of leaders report that improving succession planning is their greatest staff development need, and 70 percent say they are currently investing in leadership development.By finding ways to develop internal employees for advancement, HCM leaders can build skill sets and create an environment that people want to stay at long term. Incorporating annual employee performance reviews, prioritizing professional development, and having clearly defined competencies can encourage learning across the workforce and inspire future leaders.Limited BudgetsHCM leaders focus much of their time, energy, and resources on employee engagement. And rightly so—when employees feel undervalued or that there isn’t room for growth, they will either leave or disengage, resulting in low productivity and morale. For HCM leaders in government, engagement efforts are typically complicated by a smaller budget.Despite this limitation, agencies are getting creative in their approach to engagement: 81 percent are implementing employee recognition programs and 71 percent are implementing flexible work-from-home options.Listening to employees and implementing flexible solutions that align with their needs helps drive commitment and loyalty. Encourage employees to participate in town hall meetings, roundtables, focus groups, and employee surveys. Based on feedback from these activities, the agency creates targeted, focused, strategic initiatives around engagement.Change ManagementOther than budget, change management is the most cited barrier preventing agencies from reaching their talent management goals. To successfully roll out new initiatives, HCM leaders must first receive buy-in from organizational leaders.Once they have approval, HCM leaders should discuss the goals, benefits, and rollout plan using a variety of communication methods, giving early adopters the tools they need to get the word out and be transparent and clear in messaging.Data-Based Decision MakingHCM leaders can rely on data for information on employee skill level, engagement, and development so they can make better decisions for their workforce. Despite its far-reaching capabilities, data is underutilized by HCM at government agencies.Currently, data is mostly being used to streamline onboarding and assessment processes. But, that is just the tip of the iceberg—data can also be applied to succession planning, recruiting, and talent retention efforts by using employee surveys to gain feedback, or people management software to identify and close skills gaps, or uncover themes and trends to boost satisfaction.As agencies increasingly rely on data to enhance their talent management practices, they must also navigate the complexities of data security. This is particularly important for government agencies, where the stakes of data protection and cybersecurity are exceptionally high. Ensuring that their talent management platforms meet stringent security standards is not just a best practice but a necessity.The Federal Risk and Authorization Management Program (FedRAMP) plays a crucial role in this regard. It is designed to authorize and monitor cloud products and services across the entire government landscape. FedRAMP provides security tiers ranging from impact-level 2 (IL2) to IL4, with IL4 authorization ensuring the highest security standards are met.Despite the many challenges that government agencies face, HCM leaders can build a loyal employee base and nurture future generations of leaders by finding ways to boost employee engagement, provide learning and career development opportunities, and utilize data to generate insights and make decisions.

Top 5 Employee Engagement Challenges That Government Agencies Face

Steve is a former HR practitioner and the vice president of solution marketing at SumTotal Systems, where he uses his background and deep understanding of customer and prospect opportunities to communicate and deliver remarkable solutions. He has global experience in every industry and has helped organizations of all sizes, including numerous small businesses and nearly half of the Fortune 100 companies, achieve better results through their people. He has redesigned HR processes and technology for some of the world's best places to work, and has led efforts to drive HR solution education and awareness globally. Steve has developed a unique, cross-functional HR perspective from leading several strategic HR functions and initiatives for various organizations throughout his career, including talent acquisition, performance management and leadership development, talent management and succession, and HR operations. He is a former executive-level consumer of HR technology, a former member of the United States Army Special Operations Command, a Senior Professional in Human Resources (SPHR), a certified Human Capital Strategist (HCS), and sometimes travels the world in search of adventure like Cane from Kung Fu.

Steve Parker

Content creators and facilitators are much more influential on the success or failure of an LMS than you think.

How to Get Your Organization to Love Your LMS

Anne Bruce doesn't just speak for a living, she's also a talent manager and an executive coach who helps speakers and authors including celebrities, politicians, sports figures, and well-known business leaders soar to the next level of their career. With a background in broadcast journalism and years of extensive television work, Anne has written for clients and projects in Hollywood and New York. Her clients have appeared on Ellen, Shark Tank, Steve Harvey, Today Show, Good Morning America, Anderson Cooper 360, and more. She's also carved a niche in coaching talent to write and deliver popular TEDx and TED Talks.Anne has had the privilege of speaking, writing, and conducting talent projects worldwide for organizations like the American Red Cross, Baylor University Medical Center, Sony Entertainment, Sony International, Saks Fifth Avenue, GEICO, Ben & Jerry's, Accenture, Coca Cola, Southwest Airlines, JetBlue, The White House, the Pentagon, the FBI, Harvard Law School, Stanford Law School, Columbia University School of Business, the Conference Board of Europe, and NASA, where she produced a documentary on the lives of women astronauts.She is the author of dozens of e-books and more than 23 books, which have been translated into more than 36 languages worldwide. Some of Anne's books include Speak for a Living: The Insider's Guide to Building a Speaking Career; Discover True North: A 4-Week Program to Ignite Your Passion and Activate Your Potential; Be Your Own Mentor; How to Motivate Every Employee; The Manager's Guide to Motivating Employees; and Building a High Morale Workplace; and Leaders Start to Finish: A Roadmap for Developing Top Performers (2nd edition). She's also been a featured author for Perfect Phrases for Employee Development Planning, part of McGraw-Hill's Perfect Phrases series. Anne also authored and acted as acquisition editor for the Pocket Tool Kit series. She has been interviewed by the Wall Street Journal, London Times, San Jose Mercury News, Newsweek, and Inc. magazine, among others.Anne's home base is in the greater Los Angeles area at Channel Islands Beach her favorite place to coach clients and film her popular weekly video blog, #30SecondsAtTheBeach. She has also partnered with her co-author Sardek Love, to launch The Speak for a Living Success Academy, a program for aspiring and accomplished speakers.

Anne Bruce

To demonstrate the power of vertical development, let’s compare and contrast the last two CEOs of Microsoft, Steve Ballmer and Satya Nadella.

Elevate Leaders’ Operating Systems to Navigate Disruptive Conditions

Ari Bixhorn is vice president of technical evangelism at Panopto. In this role, Ari is responsible for driving awareness and understanding of Panopto's enterprise video platform. Prior to Panopto, Ari worked at Microsoft Corporation for 12 years, writing speeches for CEO Steve Ballmer, leading business development in the Windows division, and driving product management efforts within the developer tools division. Ari studied computer science at Virginia Tech.

Ari Bixhorn

Steve Frieman has spent more than 33 years working as an industrial/organizational psychologist, organization development consultant, and executive coach. Steve is with the Federal Consulting Group, which is part of the Department of Interior. His current research interest involves identifying Type II leader development processes and techniques to help experienced leaders increase their leader effectiveness back on the job on a sustained basis. He is the developer of the PEG peer coaching process, the Leadership Effectiveness Exchange workshop, and the Savvy Leader Practicum training program—all of which are designed to help leaders find the best perspective and choice to use when facing highly difficult and stressful leadership challenges. Steve holds a PhD in industrial/organizational psychology from George Washington University in Washington, D.C.

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