Leading Change
On the Offensive
Resistance is futile!
Revolution is actually Evolution! Change must continue.
Proceed until apprehended!
Continue even if apprehended! (Use the little red book)
Do what you have to do until you're told to stop and then ask why!
Mr. Gore - Great words about the Blair House 15 points - However, we're the committed. We need you to go to every department/agency and repeat "Do it" to our colleagues and leaders who were not there. They need to see you inside each organization.
NPR needs to have individuals that report to them placed in each organizations/command to facilitate the process and report on progress. This plants an independent "counter culture" seed in each existing culture (If not independent the position quickly becomes co-opted).
I applaud VP Gore's involvement and commitment, but why isn't President Clinton (the leader of the federal government) more visible. Prime example: at the last Baldrige Award ceremony the President gave the awards to the winners and he remarked that his being there reflected the importance he and others should have for the award. However, the award for Federal organizations, named after his office has never been presented by a President. Federal workers (programs) appear to be second class.
V.P. Gore needs to ACT to Really empower Reinvention Labs by getting President Clinton to sign Exec Order authorizing each Reinvention Lab Commander/CEO to waive any federal reg/policy not based in law. Period. No process required.
VP Gore should use email to get in touch with the federal workplace. Image - Branch Chief X receives a note: "Which of the 15 points have you made a contribution to today?"
Yours,
Al Gore
Once "leadership" structure (formal) gets out of the way of change and progress, it (leadership) will rise up from the rank and file of its own accord.
NPR needs a process that will enable them to determine which managers now "get it" and which are just giving lip service.
You are right - the managers don't get it. Many of them got ahead by being "experts" in the bureaucracy, so why would they want to change it destroy it, or do away with it? One thing that needs to change is the set of personnel relations that gives more credence to a "supervisory" position than to a non-supervisory one. 'This provides incentive to be a "manager", not to do away with unnecessary layers.
What do the OIG's need to do to help rather than to hinder reinvention?
I'll know we've been reinvented when the Government Printing Office is no longer a monopoly.
Top level management (SES & perhaps GS15's) needs to be evaluated on their active support of innovation/reinvention. Their salary must be linked to their performance in this critical area)
Change agents need air cover all the way up in order to get the best from every level. If you have to choose between your family and your job, family wins. No one wants to hire a lawyer instead of sending their kids to college.
Free us from the "service" agencies (DFAS, DISA, DAASC) and let us deal with commercial carriers/service bureaus and see some real savings and improved customer service!
Add the Defense Printing Service to this list - - it's easier and cheaper to go to a commercial printer!
Do away with restrictions that keep us from getting what our customers need now, at a reasonable price.
DOD controller is requiring personal certifications on credit card purchases and calling it reinventing govt. . . . Personal certs for subordinates' cards sound like bureaucracy to me.
Anyone worried about "grade creep"? Having the "non-reengineered" lip sync the GPRA by setting low targets and showing "success"? "Learning " and "performance" need not be linked; We want them to be but they may not be.
Downsizing to reduce number of federal employees and replacing those employees with contract employees makes the numbers look good but isn't going to save the money that is being promised.
Now upper management who did not "get it" in 1996 still don't get it, but practice "lip service" to satisfy Gore/Clinton/NPR. Now it's not as obvious to outsiders that they still don't get it! Recommend GS 15's and higher be evaluated on the ideas implemented! Create an incentive for managers to participate.
At what point do we hold senior leadership accountable for making us do more with less versus less with less.
In order to gain more visibility for our lab, streamlining the security clearance process, we would like the opportunity to brief NPR's from the various departments; has this type of briefing ever been done before and would it be worthwhile?
The mechanism for reporting to agencies what happens at these conferences is not efficient. Also, there should be mini-reinvention revolution conferences within agencies during the year so everyone in the agency can learn what their reinvention revolution is doing, and so everyone can learn to do it.
Here, more than most places, does one get imbued with the success of America's grassroots democracy. Here, one feels through practices of service-oriented, as opposed to profit-oriented intelligence, an enthusiasm and affection toward Govt. Why isn't the story of the Reinvention Revolution out there. Not as a self-congratulatory story, but as an act of service to the Gov't.
How 'bout a hip magazine and/or home page (not a dry newsletter)? Is there one called "Revolution" yet?
I would like the Army to explain its philosophy (espoused values) and describe its application in the case of the treatment of AMEC. It sounds . . . curious that AMEC now finds itself on the verge of extinction. Is this the ground breaking reinvention legacy, Army, AMC and TRADOC want to leave. Let's flaunt it.
Find more examples of reinventing and feature one every month. Give one "Hammer Award" every month instead of the yearly big award ceremony. It seems that a few successes keep getting mentioned over and over again. Once people have heard about the major successes once, twice or more times, they get bored and turn their ears off. Look harder for more examples.
I'm planning a new lab ... and do not want to repeat mistakes of other labs. How do I find out honestly what didn't work so I can avoid those pitfalls? Help!
Reward and Recognition
Behavior that gets rewarded gets repeated! Don't allow AMEC to close . . . It will set Reinvention back 5 years or more!Celebrate the unsung heroes of reinvention! We have so many people doing great stuff for the right reason! - Without any prompting from management/leaders. Find a way that is meaningful to them to celebrate their contribution!
In these times of wanting to work smarter, how about working on agencies to share a portion of the savings with the workforce. This is a message that is repeated by the Fort Huachuca, AZ garrison workforce (TRADOC) at Town Hall Meetings. The sharing could impose incentives to work smarter.
Reinvent the complete federal appraisal system to reduce time and complexity without impact to the current level of promotion opportunity.
Develop and use a 360 degree management system with our organization we assisted 57 government organizations and agencies to use 360 degree.
Attempting to privatize.
Why don't all government agencies have to work on a "franchise" basis? Self-supporting?
Let Us In! Why isn't the Judicial Branch involved in Reinvention Labs??
Teams don't just happen. If you really want teamwork every level of the organization must be trained . . . . ideally before you force people into teams by eliminating layers of management.
Initiate Pay Banding.
In order to operate like a business we need to compete better in hiring the "best of the best" - especially for technical/professional positions - Need to eliminate the "rule of three"; develop a "package" system where agencies can be competitive based on their "market".
Change legislation so state and local governments can use federal contracts such as the FSS Multiple Award contracts and GSA Telecommunications and ADP contracts. Aggregated purchasing results in lower costs to federal agencies. State and local governments should be allowed to participate in these savings as well.
Reinvention waivers are great but the only way real progress can happen is to bring down the walls of "policy" and regulations. Hopefully, ABD's are the answer.
Issue one government credit card for employees to travel/make purchases, etc. Start utilizing electronic signature for 835's and travel.
Why not empower and develop reengineering management skills through changing heads of departments (power changing) annually - giving way to many more leaders?
At NIH we've just gone to a pass-fail system. I think it will be an improvement.
Listening to the voice of the customer has made us extremely competitive and value added. To break trail, you must follow no one!
Change takes time and ceaseless effort. Stay alert to ensure that the change is for the better and tangible improvement is the result.
There should be a way to "grow" your own "Reinvention Revolutionaries. Train them in partnership.
Do the process differently and see what happens.
Just Do It!!!
Use the Blair House documents - go into agencies looking for results . . . Don't discard any ideas. Be slow in making negative judgements about negative ideas.
Abandon dependence on checklists and application to the exclusion of theory. Theory is necessary and must be learned if progress is to be made.
Empowerment means: the trust of those who work for (and with) you!
Racism is the issue.Issues
Where is NIH in reinvention? There is so much that could be re-thought, restructured on the intramural programs (e.g., administrative personnel, animal care facilities). We could have a great impact on cost savings and yet have a very productive workforce. Let's look at labor management partnerships and start developing performance based animal care contracts.
"Good enough" is Not Good Enough!
Teach improvement ("Quality") in the language of the user (in the military, for instance, teach it as an analog of "maneuver warfare" ("dynamic, interactive, warfighting").
For value added perspective, change the words that describe the work to weed out hierarchies: From: Higher/lower, superior/subordinate
To: Closer/Further to the job
Leadership is sometimes as simple as the words you choose:
- Assignment vs. Opportunity
- Limit/restrict vs. Enable
- I/Me vs. Us/We
Talk, walk . . .
We must keep on questioning
Ask: Why?
Ask: Is this adding any value to my customer?
Ask: Who am I doing this for?
Understand that "Quality" theories (Deming, Juran, etc.) do not compete with each other. They compliment each other in a unified whole.
Please stop measuring NPR success in terms of the number of jobs eliminated! This is a demoralizing disincentive to productivity improvement which could be leveraged far more effectively by providing better quality, more output, or new/additional services. Citizens will not be satisfied with government if resource reductions exceed and negate productivity increases!
Check reflective reductionism. Teach "profound knowledge." Accept it as the basis for all positive change.
"Free Time" is not FREE! We all pay for it.
The NPR realized that oversight agencies such as the IG have a major cultural effect on driving the right kind of change. Yet, it seems little emphasis has been placed on using (directing) the IG to model sought behaviors.
Agree 100%. Bureaucrats are hiding behind "we'd like to change but Congress said . . ." If in doubt they write a rule even tougher than the regulation. Even on GPRA, we are mechanizing it and taking out its risk - taking heart.
Although in a corporate board room dialogue and differences are disdained and a challenge to leadership is unwelcomed, whereas in public agencies this is not always so, the two can mix successfully. Mixed interests can produce good results, as long as each interest sees that the other is pursuing the same civic role as the other.
Toben Nelson toben.nelson@npr.gsa.gov
National Performance Review, DC USA -
I am all in favor of downsizing government but I don't believe that the current civil service personnel should be treated as second class citizens. The current work force made an agreement with their employer based upon the current federal systems such as retirement plans, health benefits and so on. To change the amount of contribution for retirement is grossly unfair to the current workforce. I am not saying that the amount of contribution shouldn't be increased. Increase it for all new employees who enter federal service. The government consummated a contract with the current employees! This agreement should be honored in full--if not then we will all know that the government's word is meaningless!
Dennis S. Taylor Taylord@bellatlantic.net
Pa Delaware -
The Administration needs to stop attacking managers as the problem. The leaders already on the line can help lead the revolution if they were not always under attack by arbitrary things like mandated supervisory ratios. One to fifteen sounds fine, but some folks are dealing with 60 or more and that's just not fair or efficient. It's hard to get excited about reinvention when your own efforts are devalued by arbitrary downsizing plans. Why does
T. Novak
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Why does "delayering" always seem to happen at the first line level?
T. Novak
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If only Al Gore would call me up and ask me what HE could do to make make Government better/cheaper. Then I would have somethong to say.
Ed Muszkie muszkie@erols.com
DOE, MD -
I believe the purpose of the Town Hall Wall is to solicit input/feedback from employees, and maybe more importantly non-federal customers, about how to reinvent government. By not giving people the option to have their name withheld (as most publications/journals do), I believe people will be reluctant to give open and honest input/feedback. I can only imagine that non-federal customers will be extremely reluctant to provide their name to "big brother" for fear of "retaliation."
D. Lakeman Dana.Lakeman@FAA.DOT.GOV
FAA, DC -
I could see that the next census could be taken from IRS records, as ALL citizens who are claimed on a tax return are required to have unique SSN's.
On a tax return, there is name, ssn, age, income, address, employer, home ownership, donation records, union membership, medical expenses, etc.
In order to vote, you must register, to register you have to show acceptable identification, usually a drivers license, to get a drivers license, you prove age and citizenship, usually with a birth certificate.
So using IRS information you can obtain demographics on locations, ages, income, charity, ownership, etc. on all people who pay taxes and could be voting.
The whole census department could be elimiated, and IRS could hire some of their programmers and managers to improve IRS hardware and software.
Jim Hochstein hochstei@kpt.nuwc.navy.mil
NUWC DK, WA USA -
Civil Service workers need to reach out to community people and community based organizations to support their efforts to change the way governemnt works. We can be natural alies in mobilizing public opinion, working with legislators and putting pressure on top agency personnel to make meaninful change.
Beth Goldowitz whodini@earthling.net
YMCA of Greater New York, NY U.S.A. -
Harmed for good ideas? A system in need of change? Re-identifcation of who and what determines a good civil servant. Yes . There are federal employees harmed daily for "Good Ideas". The Civil Servant who has a plan to make an office run smooter, where work is accomplished more effeciently and the quality of the work is improved--- that is too radical for most managers. Espeicially when these radical thoughts are not from those individuals in the office who are "protected" . Yes, there are civil servants i n the system who get away with doing nothing, because they know the right person. The HARM is felt by those who are the WORKERS, getting the grief and being pushed harder without getting recognition for there efforts. It is a system where poor workers have become poor managers in some offices, and cover for and promote the poor workers they supervise. Why? If a good worker got ahead, and had the opportunity to investigate the methods of office practices, then the manager with poor working habits would be found out. There are too many federal offices run by henchman or henchwomen -- people designated by managers, too busy or out- of- touch to properly manage an office.
Here in lies the problem. Train People Prior to Placing Them Into Management Positions and Give Them the Knowledge to Understand and Recognize Good Workers and Dedicated Workers and the Abiity to Recognize the
Dead Wood and Problem Worker. And Stop Using the Over-used, Double-standard Term "Team Player"---the most ill-fated hype to hit the system since the self -gratification of the TQM syndrome. The system that has led to more mismanagement and less control in the offices of federal government.
Carla Dolney kencarla@erols.com
Former Civil Servant, VA USA -
To promote a healthier workforce, agencies should be mandated to underwrite participation in some sort of fitness program for employees. This could include fitness centers, instructional programs, etc. It is beyond dispute that a healthy workforce would be more productive, thereby making this a good investment.
Jeff Eisinger Jeffrey.Eisinger@sba.gov
SBA, CA USA -
There is a direct, effective method to implement the principles of reinvention and streamlining.
Federal Executives must in-fact "manage" the real, daily problems caused to their Federal workforce by less than optimum processes and procedures.
I have available a position paper which discusses this viewpoint - just contact me and ask for :
"Scientifically Engineer all Processes, Including Those Just Reinvented, to Maximize Performance of the
Federal Workforce." By Harold Chanin
Harold Chanin hchanin@pica.army.mil
DoD/Army/Civilian, NJ USA -
As currently promoted/practiced, reinvention will most often result in "reinventing the wheel". The majority of the people sold on "reinvention"never took the time to learn how and why the various tasks/processes were established before recommending some form of reinvention.People to lazy to learn the intricate concepts of the various disciplines are ready and willing to embrace the concept of making it up as you go and "if it feels good, do it" ! I believe that is the standard operating procedure on "Romper Room".
A gamble such as this with perhaps what may be the civil service workforce's last chance to improve, seems like folly to me.
hastings phasting@redstone.army.mil
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We have been "transforming", "reengineering", and "redesigning" for years. The end product always seems to look very much like the previous. The only conclusion I can make is that the organizations will not change unless the focus in on the Customer or Client, not on power and authority.
Randolph D. Perrin rdperrin@bpa.gov
BPA, OR USA -
Efficiency in Government does not equal shifting of costs from personnel to contract accounts. Harvesting of positions, then contracting the mission only answers the downsizing piece of the NPR and does nothing for the works bettter and costs less pieces.
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We need to carefully review any further downsizing! Many leaders seem reluctant to tell their superiors what "cannot" be done with fewer people. I understand why we need to focus money on technology and weapons but please don't keep cutting people unless you also cut some of the missions we are asked to perform. Accept "less with less", many people are getting tired of "more with less".
Also, all agencies and organizations need to have a dynamic suggestion program where people from all parts of the unit can submit suggestions for improving processes. A critical look at "who" in the organization can say "NO" to employee suggestions will help foster a good suggestion program.
Richard Jefferson RICKJEFFER@AOL.COM
Air Force, Ne USA -
I recommend that the post office deliver all but priority mail every other day. Most of your users would not know or be negatively impacted by this change. Saturday delivery could most probably be eliminated also. Secondarily, provide the capability to purchase stamps with a credit card.
Kathryn E. Dodge kdodge@pobox.alaska.net
Alyeska Pipeline Service Co., Ak USA -
I recommend that the post office deliver all but priority mail (over night, special delivery, etc.) every other day. Most of your users would not know or be negatively impacted by this change. Saturday delivery could most probably be eliminated also. Secondarily, provide the capability to purchase stamps from a machine with a credit card.
Kathryn E. Dodge kdodge@pobox.alaska.net
Alyeska Pipeline Service Co., Ak USA -
REWARD, DO NOT STIFLE THE WHISTLEBLOWER
you will learn your shortcomings and how to improve them
whistleblowers are not the enemy, they are friends.
Roger Helbig rhelbig@california.co
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Has anyone had success getting lawyers on board with innovative approaches to anything? They seem to be a major roadblock to innovation and seem to prefer status quo &/or ultra-conservative approaches, stifling creativity with in favor of a checklist approach. Their opinions take on higher authority than many .. and have the tendency to stifle progress. Any success stories or breakthroughs out there?
Jeff Florin JFlorin@erols.com
USCG, VA USA -
We need to be very careful with this "miracle fix" of increasing the supervisory-employee ratio. Already there are nominal supervisors who are not designated supervisors so they don't impact the data. But they are not eligible to be trained as supervisors, don't get paid to be supervisors, can't claim to be supervisors on their evaluations. And their incentive to be top-of-the-line supervisors is what? Coming up with "quick fixes" like this has become the same as coming up with flashy mottos, then walking away saying "There, that answers the mail." If an office operates efficiently with one supervisor and four employees, then leave it alone. Do away with statistical nonsense that denigrate the working system. Designate that manager a formal supervisor, train her or him, put it on their evaluation, and get on with the job. Let's face it, if you strike a tuning fork that gives you an "A" note, then the truth is -- that is an "A" note. It was an "A" 5,000 years ago, it will be "A" 1,000 years from now. Coming up with statistical calculations that says it disrupts the musical ladder are meaningless, a waste of time, and could be a senseless disruption of people's lives. It is, always was, and always will be "A". Leave it alone.
Ed Evans edward.m.evans@usace.army.mil
U.S. Army Corps of Engineers, TN U.S.A. -
How can reinvention work if most managers and high level executives have never heard of this plan.
Unless the management at my facility is playing stupid this plan is a joke and just another waste of the taxpayers money.
I asked the Chief Nurse [at this brand new, big budgeted, over staffed,under used, grossly mismanaged,deep in debt, over loaded with management at all levels, and let's not forget to mention it is the biggest joke in all of South Florida.] who will be our representative at the reinvention convention in Washington, DC. In all her wisdom, she said, "I have no idea what you're talking about." I provided her with information concerning Al Gore's reinvention plan to which she responded, "Thanks, maybe I'll take a look at it later." I haven't heard from her since--and that was several months ago. The biggest failure of reinvention is the lack of employee input. Management continues to go about business in the old way with no desire to reinvent anything.
Joe A kjtomaso@aol.com
Department of veterans affairs, FL USA -
Here's an idea that keeps everyone on their toes.
In Canada, government employees (all ranks)have an option of entering into a program that allows them to take home 80% of their yearly salary and to "stash" 20% of their yearly salary. Why would they do this? Because, after 5 years that employee can take off a year and go on a sabbatical! Some employees go to school full time. Some teach. Some just "take off" and do volunteer work. But the point is, they ALL come back to work after a year away, with fresh perspectives and motivations. Those that teach are marketing their agency. Those that return to school receive state-of-the-art tools to bring back to their agency. Those that volunteer stay in touch with grass roots living. And those that remain at the agency until their turn, are basically rotating positions with those who go out. There's always a number going out and a number returning. Potential Benefits: internal professional development; On-The-Job training at it's best; accountability; WORTH Ethics; quality and optimum performance; everyone is a leader and a follower; fosters community relations; keeps fingers on the reality pulse; to name a few. Obviously, a lot of upfront work needs to go into how this program could work in the US, but I think it's an idea whose time has come...
D. Cheeks
IRS, DC USA -
leading change has two operative words. They are "leading" which in many instance does not take place, and "change" which also in many instances does not take place. The trick in trying to re-invent government is to define in clear terms the business case for change. A strong business case will generate the support required to implement change and will map out anticipated results in terms of sytems processes and returns. By having a well documented business case there is a blueprint against which measurement can be made at any point in the change agenda. This will allow for ajustments and/or termination of the initiative as necessary to reflect reality at any given point in time. Change should only be undertaken when ther is a positive Net Present Value (NPV) for the initiative which ultimately results in a return to the taxpayer that is greater than the cost of implenting change.
Andrew Burt Burt.Andrew@tbs-sct.gc.ca
On Canada -
Federal Reserve Bank.
"If the American people ever allow private banks to control the issue of their money, first by inflation and then by deflation, the banks and corporations that will grow up around them [around the banks], will deprive the people of their property until their children will wake up homeless on the continent their fathers conquered."
-- Thomas Jefferson
Anyone?
rich@fuelmedia.com.au
Richard Jeffries rich@fuelmedia.com.au
Friend, Global Pangea -
I am in the process of learning the new leadership skills as opposed to the old industrial based era. Is this all a bunch of bunk, or is change to a knowledge based era actually becoming a reality? Is empowerment a postive aspect? Does it really demand creativity?
d-ville, usa -
Federal Managers should stop allowing their support staff to work 20% of the time. Pay attention to your staff, talk to your staff. If they're not busy, make it your job to recreate their job. Downtime costs too much money and creates low morale and waste. Pay attention to your support staff! They're downloading recipies from Martha Stewart's website.
Kathryn Troutman resume@ari.net
The Resume Place, MD USA -
It's time to shake up federal law enforcement. Bureaucracy is in the way. A new generation is willing to foster and adapt to change if the old timers will let it happen or step out of the way! Middle management is taught to allow for empowerment.. The top level resists fearing loss of control. We can't do our jobs effectively. I am ready, willing and able.
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