organizational culture – Resource Library

I’ve been in Federal Service excluding military time for about 15 years and my main responsibility is managing the Human Capital Office for the Office of Management and Budget (OMB). Under that responsibility, I’m responsible for talent acquisition for general schedule employees.

When I worked for a small (less than 10 employees) consulting group, it was the habit of each person to ask everyone else if they needed any help before leaving for the day. Because it was a small group of people, it was easy to check in with everyone. This would occur like clockwork at the end of every day, and each person asked the same question before shutting down his or her computer.

At the 39th Annual Blacks In Government National Training Institute (BIG NTI), approximately 2,000 attendees filled the exhibit hall and ballrooms at Harrah’s in Atlantic City, New Jersey, from August 21st through the 24th. Management Concepts was a proud gold sponsor, and presented and hosted a pair of workshops in addition to a Munch & Mingle networking event in conjunction with the BIG NOW Generation.

What is a skill gap? Traditionally, it is defined as the gap between the skills an employer needs to get the work done and the skills employees have when they walk through the door.

However, skill gaps can emerge with an existing workforce. A critical gap can occur suddenly with a new mission critical priority or slowly with looming predictions, such as the impending retirement wave.

When a critical skill gap emerges, an organization’s speed and approach are critical components to effectively closing the gap.

Now that we’re halfway through February, how many of us are still working towards our New Year’s resolutions? If you’ve made it past January 17, the official Ditch New Year’s Resolutions Day, then congratulations! And for those who marked the occasion, it’s still early enough in the year to get back on track.

Do opportunities exist to fortify culture when a big change occurs?

Change is happening across the Federal government at all levels. Individuals are adjusting their attention, teams are shifting their focus, and organizations are responding to new priorities. The speed with which organizations must respond to change while maintaining effective and productive momentum is increasing, and the potential consequences will have a greater impact on agencies and the public served.

Organizational life in all sectors is feeling a lot different these days, but it is hard to pinpoint exactly what is different about it, let alone what to do about it. What is clear is that organizational life has changed, and it’s still changing.

In a recent post, I discussed how a lack of a systematic approach to role definition and organizational structure design can create issues that reduce organizational effectiveness. In response to some excellent follow-up questions, I wanted to shed further light on the specific approach we used for a client in healthcare services that had experienced a period of rapid growth resulting in a muddled organizational structure.

I remember as a child my mother saying to me, “most often two heads are better than one.”

This phrase still pops into my head when I am contemplating whom to involve in an upcoming work project or initiative. On occasion, working solo is the right course of action, but in most situations, involving others produces better outcomes for everyone.

Tag: organizational culture