The federal hiring freeze has officially been extended through October 15th and for government people-leaders, that may sound like a signal to pause talent development strategies. Instead, now is the perfect time to lean in on team building, upskilling, and proactive talent development that prepares your workforce for what’s next.
It’s no longer true that one role equals one set of fixed skills. Even amid hiring freezes, people-leaders have an extraordinary opportunity to embrace the talent and capabilities within their current workforce. Training isn’t just for new hires — it’s a tool for transforming current team members into the future-ready professionals your mission demands. With e-learning platforms like LinkedIn Learning for Government, federal employees can develop new competencies faster and more efficiently than ever before, at times that are convenient for them.
Learning platforms can also help prepare teams to meet new mandates and deliver on their missions in innovative new ways.
Equip Your Team to Meet New Federal Mandates
With the rapid evolution of technology, including new federal policies opening doors to AI adoption by government agencies, upskilling isn’t just helpful — it’s mission-critical. The Partnership for Public Service is launching an 18-month strategic AI training for senior government leaders in partnership with Microsoft and Google.org. The program is designed to equip federal, state and local decision-makers with a deep understanding of AI fundamentals, practical strategies for implementation, and best practices for aligning AI with agency missions. The course is free for GS-15 federal employees and Senior Executive Service members and SES equivalents, but hopeful participants must apply by August 15, 2025, at 5:00 pm EST.
Online learning platforms also offer targeted courses designed for public service. The course “Building Trustworthy AI in Government: Responsible and Impactful Innovation” offers a comprehensive framework for responsible AI implementation in the public sector. It covers practical approaches for scaling projects, assessing risks, aligning with ethical standards, and fostering public trust.
No matter which program people-leaders choose, developing opportunities for your team to get acquainted with AI ensures agencies can meet innovation goals while maintaining public trust.
Acquire New Capabilities Without New Hires
Even without bringing on new full-time employees, there are powerful, underused strategies available for building your team’s capacity. Detail assignments can stretch high-potential staff into new functional areas, while mentoring programs can build bridges across experience gaps. Encouraging cross-team collaboration and learning not only shares knowledge but also builds redundancies that are vital when key staff leave or retire. These strategies don’t just fill gaps — they prepare your team for sustainable performance, regardless of hiring conditions.
Support Team Morale to Maintain Mission Momentum
During a hiring freeze, managers and people leaders can play a pivotal role in keeping team morale high and maintaining momentum. Recognize and celebrate small wins, reinforcing how each contribution supports broader team goals. Encourage collaboration so teammates support and lean on each other.
Turn the freeze into an opportunity to empower team members to build new competencies and adapt to shifting priorities. Pair that with a mentorship program to foster connection, shared learning, and support. Finally, monitor team climate regularly — use pulse surveys or one-on-one check-ins to gauge engagement and act quickly on concerns.
Today’s Investments in Skills-Building, Tomorrow’s Payoffs
The decisions you make now can reduce tomorrow’s onboarding delays, skill gaps, and operational slowdowns. Investing in your people — through training, mentoring, and innovative team-building — is always important, even during a hiring freeze, because while hiring may be frozen, missions are not. Preparing your workforce to deliver on those missions starts today.
Mike Furgason is a dynamic sales and leadership executive with a proven track record at top-tier organizations including LinkedIn, Amazon, and Grainger. Currently serving as LinkedIn’s Head of Sales for Government and Academic North America, he leads high-performing teams focused on strategic hiring and learning solutions. Mike brings deep expertise in enterprise sales, leadership development, and go-to-market strategy. He has successfully driven multimillion-dollar growth initiatives and coached hundreds of leaders. A former military professional and Business Administration graduate, Mike is known for combining disciplined execution with visionary leadership to exceed targets and empower teams across both public and private sectors.
Leave a Reply
You must be logged in to post a comment.