This session started off with a bang (or a rumble more aptly) with the infamous song being pumped through the speakers of the conference room, bringing the audience to their feet!
We're live blogging Human Capital Institute's 2010 Government Talent Management Summit. Up next: Retaining Top Talent moderated by Michael Flentje, Director, PricewaterhouseCooper, Washington, D.C. Federal Practice; presented by Cynthia M. Rooney, Director, Acquisition Policy, Workforce Development, and Evaluation, Federal Aviation Administration, Lisa Doyle, Chancellor, VA Acquisition Academy, Department of Veterans Affairs and George Tanner, Chief Learning Officer, Department of Homeland Security
How do you ensure the best people make it into leadership positions? Professional development programs can have a significant impact on retention and morale. This panel shared their thoughts and best practices that bring the very best out of their employees.
Lisa - They start with the intern/entry level candidate and have three simultaneous classes running in different stages. She calls them her 30 new hearts and minds this is because she believes you have to have a heart and embrace the mission and a mind to help with sharp business skills. When they start she gives them a sponge so they can soak up everything the program has to offer. “You will get out what you give”. Training is a three year program after which they will be infused as contract specialists anywhere in the US. Training starts with technical skills in a learning lab to build confidence and competence. Then they go on job rotation to be productive resources. It’s about developing the next generation of leaders.
Cynthia - We have an executive level across the organization that has formed an acquisition council. The council meets at least once a month or more and is hands on and engaged outside the meetings. They are invested in the workforce plan and strategies; they have gone through in-depth processes to define acquisition workforce planning processes. They are currently developing new programs and competencies requirements including mentorship programs. The council is involved in polices and practice areas as well. As a working group of executives it’s an opportunity for them to give back to the organization and the next generation of leadership development.
George - The bottom line is that: Leaders need to lead by example. Every leader out there has a briefing deck. Employees are our greatest asset and the ones that are usually short changed. They need to go out and do what they are telling their employees to do. It usually works out that the senior most leader’s direct reports are the ones that aren’t being taken care of. At the enterprise level we are putting in a lot of opportunities for our people. We have leadership development courses and programs. As a leader you need to go to the trainings that we tell our employees to, we need know and lead by example.
