What is awesome – in a negative sense – about what is described in this post is the fact that abusive cultures such this are allowed to flourish in the first place. Over the past month and a half I have been working with Serene Teffaha and others as a result of disclosures that pointRead… Read more »
When accounting for the costs (both real costs, such as time taken to select and recruit a replacement, and also opportunity costs, such as lost productivity), the cost of employee turnover to organizations has been estimated to be up to 150% of the employees’ remuneration package. In the case of the public sector can, orRead… Read more »
An excellent video from Erik Qualman. A progression from the death of the wrist watch to the emergence of the Digital Leader. Destruction may seem a harsh term to some. After all, these devices and services have been replaced by something better. All of it social. However, that being said the way some of theRead… Read more »
In the course of examining data from the current Australian Public ServiceState of the Service of the Service Report the previous report. It contains an interesting chart showing employee satisfaction or engagement by length of service in the APS (see at the end of this post). What is interesting is the reduction in engagement overRead… Read more »
Government and Frustration go together like “F” and “G” in the alphabet. They are inseparable. Although this relationship is often blamed for crushing morale, high blood pressure, and attrition; it can be (and has been) transformed into fuel for action. In the right hands, frustration can be a powerful ally. Frustration with government is oftenRead… Read more »
Here are the highlights from the First Annual Signature Development Organizational Development Roundtable discussion on Managing Organizational Change. Below you will find the major questions clients asked during the discussion as well as some of the best practices CHENEGA, U.S. Department of Energy and other client organizations are implementing to manage organizational change. Challenges: CreatingRead… Read more »
In times of government restraint it is rare that we get 20% of our time to “think out of the box”, as suggested in the “80/20 rule”, so let’s just face facts, but consider an alternative, so we don’t stifle innovation! Instead why not, in the spirit of government lingo, develop another more viable idea:Read… Read more »
I know I’ve heard the talk around government of shutdown culture and how last minute CRs are just becoming normal. Heck I think it’s even been talked about on GovLoop. It was two days ago when I got an e-mail asking if we were covering the shutdown here on GovLoop. I remember I read theRead… Read more »
Change is never easy. Change is a bumpy process. But why is change so hard? Change is hard because it is an emotional experience for most. An emotional experience, particularly an experience one often has little choice in being part of, creates resistance. Resistance is a natural emotion, though an emotion that can make changeRead… Read more »
Can an entrenched bureaucracy, encumbered by a rigid culture and public records compliance adapt open source ways to collaborate more effectively? Is it like pulling teeth just to get people to share ideas? Is that devil’s advocate bringing your team down? If you want results, try something different. Use open communications and transparency with yourRead… Read more »