Authors
- Bill Cole (4)
- Dean Shoesmith (2)
- Jacqueline M. Wehmeyer, IPMA-CP, SPHR, PPP (1)
- Jim Lowery, IPMA-CP (1)
- Joe Lunt (4)
- Marnie E. Green (12)
- Steve A. Harman (4)
- Tina Chiappetta (5)
Tags
Is Now a Good Time?
May 29, 2009
Posted by Marnie E. Green
With budget cuts, layoffs, reorganizations, and associated turmoil, I've heard that some organizations are choosing to postpone or completely cut out long-standing leadership development efforts. For the last decade we've talked so much about succession planning, talent management, and employee development. Now, within a six month period, our twitch-speed attention spans have shifted to survival mode, forgoing many of the initiatives we've been saying are important.
I understand the need to live within our means--I do it daily with my own checkbook. Still, I can't help but wonder what consequences public agencies will experience by losing focus on such important initiatives. Aren't the veterans and baby boomers still going to retire (or at least leave the organization) in the relatively near future? Is anyone worried about the preparedness of the public sector workforce in terms of leadership capacity?
Your thoughts?
Comments
I'm deeply concerned. I
I'm deeply concerned. I don't think any of our talent management challenges--succession planning, knowledge management, branding, etc.--went away, we've just shifted our focus as you point out. It is the truly outstanding organizations and HR professionals that will be able to maintain a long-term focus as well as capably handle the short-term challenges.
I agree, it is
I agree, it is concerning...our agency has postponed all training except what is necessary for safety and security. Our agency succession planning and management initiative is handled in my organizational development unit and we are moving forward, in real time, creating and using tools and strategies, as we see nearing 500 employees leaving by end of June (6 weeks from announcement of the retirement incentive). We've been able to capitalize on the need and provide support that has been useable and valuable. Thoughts I've been having around the training piece is to work to employ, for example, lunch-and-learn type settings, on applicable leadership topics, i.e., change management - I believe we have to work to provide concrete, relevant, immediately useable information and training to keep learning in the forefront as we're functioning in survival mode.
Cheryl, It's tough--knowing
Cheryl,
It's tough--knowing we are creating our own problems by cutting our talent development efforts but having few other choices. I really like your cost effective solutions: brown bags, self-paced learning, etc. I'm wondering what other agencies are doing to maintain the momentum for professional development in spite of a lack of funds.
I reacently wrote and now offer on my website a book discussion guide for my book, Painless Performance Evaluations. The idea is that a group of managers can use the guide to "train each other" while discussing how the concepts in the book relate to their organization. You can find it on my site under the Resources/Books link.
Anyone have other creative ideas?
We have incorporated webinars
We have incorporated webinars and web-based training options for staff as budgets have been reduced. We have found these programs have high quality speakers and content. We could never have afforded the participation rate in person. We have incorporated more "post session" discussions as a way to help supplement the need people have to discuss the content and reinforce the concepts included in the presentations. Many of these programs also count for "CEU" credits that would have cost even more to arrange. Sometimes we surprise ourselves when we look outside the box to make a difficult situation better. Good HR people are always on the prowl for better training, new innovations in technology and good applicants willing to do the work.
I'm with you, Jim. There are
I'm with you, Jim. There are so many creative options out there. We need to be resourceful. I'm wondering what other agencies are doing? What specific resources would you recommend to other agencies?
Many associations like IPMA,
Many associations like IPMA, NPELRA have state or local affiliate programs. These state affiliates have regional and statewide meetings that have reduced costs to encourage better communication and participation without the expense of hotel and air fares. Many of the state affiliates look for ideas or groups interested in providing speakers on certain topics, e.g. FLSA, background screening, etc. The national group usually has links to their state affiliates who in turn have identified speaker's bureaus or can provide suggested local speakers who can travel to provide focused training on subjects that have specific needs. Other web linked groups enable members to connect and enhance their pool of resources. Many of these alternate connections have no cost and also provide exposure to job opportunities, services or topic blogs. These connections also provide new graduates a way of connecting to professionals in specific areas otherwise unknown.
Yes. Learning and growing
Yes. Learning and growing are still very important in this time of uncertainty. The Inland Area Public Management Association (IAPMA) have been very supportive in providing learning opportunites despite our financial condition and concerns. We have continued to offer training at low cost effective prices with the help of our local legal agencies and support throughout our communities. We have continental breakfast meetings, brown bag lunches, etc. ;whatever it takes for us to keep the information flowing and to ensure that our organization remains solvent. The cost effective training sessions have been well received and appreciated amongst our colleagues. We contrnue to send our board members to training so that they can continue to have access to important information. I understand that we get sidetracked and caught up in the budgetary crisis, but we must never lose sight of our goals, mission and vision.
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