GovLeaders Blog

The press release below announces FedPitch 2009, a competition in which citizens (including government employees, of course) can present their ideas for improving leadership and management of the Federal workforce. Each semifinalist will have the opportunity to “pitch” his/her idea in a 2-minute presentation at an event on the National Mall during Public Service Recognition Week in May.

If you have ideas for improving leadership and management of the Federal workforce, please consider submitting you idea via the website FedPitch.org.  Even if you don’t submit an idea, if you happen to be in the DC area please think about attending this event during Public Service Recognition Week.  It should be a lot of fun.

GOOD-GOVERNMENT GROUPS ANNOUNCE FEDPITCH COMPETITION:
Citizens to “Pitch” Ideas for Better Managing the Federal Workforce

Washington, D.C. – Several good-government organizations today announced FedPitch 2009 – a competition where citizens present 2-minute “pitches” of their ideas for improving workforce management in the federal government. The FedPitch 2009 competition will be held during the week of May 4 on the National Mall in Washington, D.C., as part of Public Service Recognition Week, a yearly weeklong celebration that honors the men and women who serve America as federal, state and local government employees. The first annual FedPitch competition was held last year during the Public Service Recognition Week celebration. (more…)

In many agencies there is disagreement over who is responsible for leadership development.  In some organizations, responsibility for leadership development is delegated to HR.  In others, leadership development is viewed as the domain of trainers.  In yet other organizations, employees expect the agency’s senior leadership to take the lead.

They are all right—to a point.   All three groups–HR staff, leadership trainers and senior leaders–have an important role in facilitating leadership development in the agency.  Their roles should be as follows:

• HR should ensure that the agency’s personnel policies are aligned to ensure that effective leaders rise to the top.  That means leadership capacity must be a key factor in promotions and hiring/selections for key leadership positions.
• Leadership training should be readily available and trainers should ensure that leadership training courses are of high quality and relevant to the agency’s culture and needs.
• And senior leaders throughout the organization should make it clear by word and deed that leadership is important and valued in their agency.  That means being good mentors, coaches, and role models–and providing strong support for the efforts of HR and the trainers.

And it sure helps if someone is connecting the dots between the leadership development efforts of HR, the trainers and the managers to ensure that their efforts are mutually reinforcing and that that are no gaps.

The Real Bottom Line
Your agency has an important role in helping you develop as a leader, but the person with the ultimate responsibility for leadership development is you.  All the incentives, training, and mentors in the world will accomplish nothing if each individual does not take ownership of his/her own leadership development.  Learning to lead is a lifelong process.  It’s hard work that requires practice, new skills, lots of feedback, and continual reflection.  And only you can do it.

So, what are you going to do about it? How committed are you to growing as a leader?  There’s no time like the present to begin!  Seek out the experiences, mentors, and courses that can help you along the way.  Seek feedback and make time for reflection.  And never, ever, stop learning.