How do you know what a good professional "network" looks like?
Is it the quality of information sharing?
Is it the professional connections you can make?
Is it the personal connections you can make?
Is it the access you have to new opportunities?
Is it the ability to add a line to your resume?
YGL has over 1800 members, yet our "network" means different things to each of them. Some enjoy coming to our professional development events, like the one we recently had in January on TSP or the one coming up on resume writing. Others like socializing at our Third Thursdays Happy Hours (like the one tonight at Eyebar!). Others prefer to use our LinkedIn network to contact colleagues and build their virtual network. And others are content to just scan our newsletters and not join us on the town, in the seminar room, or on the web.
I understand a "good network" means different things to different people, but there must be some common elements of a "good network" that make it valuable. What are they? And what does it take to get someone to step out from behind the computer and reinforce their virtual network with face-to-face connections?
Respond to this blog or come network with us tonight (Feb 19) at Eyebar. We'll be there at 6pm! http://www.facebook.com/group.php?gid=2422687464#/event.php?eid=65148513640
Thursday, February 19, 2009
Thursday, January 1, 2009
Happy New Year Young Government Leaders!
Looking at the challenges facing federal government in 2009, it looks like we will have some work to do. Luckily, taking on tough challenges is when young government leaders really shine.
Despite all the bad news we hear in the press, there is a lot to look forward to in 2009, especially for those of us in public service. We want to hear from you about what you are looking forward to most in public service in 2009. Please respond to this blog with your comments and we will feature some of them in our next newsletter!
Despite all the bad news we hear in the press, there is a lot to look forward to in 2009, especially for those of us in public service. We want to hear from you about what you are looking forward to most in public service in 2009. Please respond to this blog with your comments and we will feature some of them in our next newsletter!
Sunday, December 7, 2008
Are You a Member of Generation C?
In my journeys across the Web, I have observed a fascinating phenomena: Millennials and Gen X'ers aren't the only ones embracing the power of social media and its potential to create "Government 2.0."
If I had to estimate the average age of guests at virtual venues like GovLoop, Twitter, the blogosphere and beyond, most participants are people in their late 30s through mid-40s.
In case you're wondering, here's a quick breakdown of the generations in the workforce:
Veterans: Born before 1940
Boomers: 1940-1960
Generation X: 1960-1980
Millennials: 1980-2000
Earlier this week, I was posting a PowerPoint on the generations to SlideShare and saw this deck:
But it's the following slide that really caught my attention:
I think this definition is too limiting and would contend that Generation C represents someone of ANY age who is actively using social media and engages others on the Internet with a "2.0" mindset - creative, collaborative and community-oriented. (For a list of "68 Words Beginning with C" that describe social media, see this tag cloud posted by Ari Herzog.)
In delivering workshops and blogging about the intersection of the generations in the workforce, social media and government, I describe the difference between "Web 1.0" and "Web 2.0" in the following way:
Members of Generation C operate under this 2.0 mindset, creating marketplaces all over the Web to share and shape information and ideas.
For Boomers (who don't want to admit that you're getting old!), here's your chance to consider yourself part of a "younger" generation. For the Millennials and Gen X'ers, it's our turn to exercise leadership and create the agencies and organizations that we envision by building upon our aptitude with new media. For people of all ages, becoming a member of Generation C presents an opportunity to construct a bridge across the intergenerational divide and create a cohesive community that coalesces around a collection of common goals.
So if you are a member of Generation C (or wannabe), let's get to work! How can we bring other people in our agencies and organizations into the fold, encouraging them to embrace the 2.0 mindset?
If I had to estimate the average age of guests at virtual venues like GovLoop, Twitter, the blogosphere and beyond, most participants are people in their late 30s through mid-40s.
In case you're wondering, here's a quick breakdown of the generations in the workforce:
Veterans: Born before 1940
Boomers: 1940-1960
Generation X: 1960-1980
Millennials: 1980-2000
Earlier this week, I was posting a PowerPoint on the generations to SlideShare and saw this deck:
But it's the following slide that really caught my attention:
I think this definition is too limiting and would contend that Generation C represents someone of ANY age who is actively using social media and engages others on the Internet with a "2.0" mindset - creative, collaborative and community-oriented. (For a list of "68 Words Beginning with C" that describe social media, see this tag cloud posted by Ari Herzog.)
In delivering workshops and blogging about the intersection of the generations in the workforce, social media and government, I describe the difference between "Web 1.0" and "Web 2.0" in the following way:
Web 1.0 is like a store front where browsers can behold the wares, but the door to the store is locked. With Web 2.0, there is no store front. It's an open market where people exchange and barter to gain better products and ideas.
Members of Generation C operate under this 2.0 mindset, creating marketplaces all over the Web to share and shape information and ideas.
For Boomers (who don't want to admit that you're getting old!), here's your chance to consider yourself part of a "younger" generation. For the Millennials and Gen X'ers, it's our turn to exercise leadership and create the agencies and organizations that we envision by building upon our aptitude with new media. For people of all ages, becoming a member of Generation C presents an opportunity to construct a bridge across the intergenerational divide and create a cohesive community that coalesces around a collection of common goals.
So if you are a member of Generation C (or wannabe), let's get to work! How can we bring other people in our agencies and organizations into the fold, encouraging them to embrace the 2.0 mindset?
Wednesday, November 12, 2008
Web 2.0 as an enabler Federal Government
Web 2.0: What is it? Who’s using it? How to introduce it in your organization? What to expect from a new national administration in 2009? On October 22, 2008, these questions and more were answered at the Web 2.0 event sponsored by Young Government Leaders (YGL), in coordination with our partners at the National Academy of Public Administration (NAPA), The Public Manager and our corporate sponsor, Cisco Systems.
Our expert panel consisted of Frank DiGiammarino, Vice President of Strategic Initiatives at NAPA; Mary McCaffery, Senior Advisor to the Office of Environmental Information at the Environmental Protection Agency (EPA); Andrew Krzmarzick, Senior Project coordinator in Business Development at the Graduate School, U.S. Department of Agriculture; and Alan Balutis, Director and distinguished fellow of CISCO’s Internet Business Solutions Group.
The mission of YGL is to provide a community and infrastructure for current and future public service leaders that will educate and inspire to transform government. Web 2.0 plays a pivotal role in all of this because it leads to more efficient government by breaking down stovepipes, inspires innovation and serves as an enabler for knowledge sharing and management.
Some highlights of the event were:
- Closing the gap on transformation. NAPA launched a website, http://www.collaborationproject.org/, which is an initiative aimed at leveraging the benefits of Web 2.0 and collaborative technology to solve government’s complex problems.
- Getting to Active Transformation. Discussed how Facebook and TSA blogging were forms of incremental passive and active transformation, respectively. Expanded on Active Transformational Initiatives such as the Pugent Sound and Virtual Alabama.
- Change in your agency. Clear problem, people who care and a real value exchange. Focusing on the ‘who’ by bringing in a wider array of stakeholders and embrace the opportunity. Do not empower the status quo.
- Information sharing and collaboration. Solicit knowledge, tagging and facilitating internet collaboration. Some people want to contribute, but don’t want technology to get in the way.
- Collaboration tools in your agency. Why? Tie it to the mission. Who? Owner/Audience – you need a champion. How? Decide which tools. What? Content is the key to success. When? Create a schedule to implement and evaluate. Andrew explores Web 2.0 in the federal environment in his blog, http://www.generationshift.blogspot.com/. His slide presentation on how Web 2.0 is changing government can be found at http://www.slideshare.net/akrzmarzick/web-20-for-young-government-leaders-oct-22-2008-presentation.
- Culture change. The government needs the ability to actually deliver and embrace collaborative technology. A citizen-centric model of service delivery is critical. Using technology to reach out to the American people for ideas on improving government.
The mixed crowd of over 60 people from both public and private sector took advantage of the opportunity to engage in open discussion with these experts and the event was a complete success. If you are eager to learn from our leaders throughout the private and public sector, have ideas to share or just want to get involved, take a look at some of YGL’s upcoming events by visiting http://www.youngovernmentleaders.org/ or send me an e-mail (shaun.khalfan@navy.mil) for more information.
Shaun Khalfan
Chief Information Officer
Young Government Leaders
Our expert panel consisted of Frank DiGiammarino, Vice President of Strategic Initiatives at NAPA; Mary McCaffery, Senior Advisor to the Office of Environmental Information at the Environmental Protection Agency (EPA); Andrew Krzmarzick, Senior Project coordinator in Business Development at the Graduate School, U.S. Department of Agriculture; and Alan Balutis, Director and distinguished fellow of CISCO’s Internet Business Solutions Group.
The mission of YGL is to provide a community and infrastructure for current and future public service leaders that will educate and inspire to transform government. Web 2.0 plays a pivotal role in all of this because it leads to more efficient government by breaking down stovepipes, inspires innovation and serves as an enabler for knowledge sharing and management.
Some highlights of the event were:
- Closing the gap on transformation. NAPA launched a website, http://www.collaborationproject.org/, which is an initiative aimed at leveraging the benefits of Web 2.0 and collaborative technology to solve government’s complex problems.
- Getting to Active Transformation. Discussed how Facebook and TSA blogging were forms of incremental passive and active transformation, respectively. Expanded on Active Transformational Initiatives such as the Pugent Sound and Virtual Alabama.
- Change in your agency. Clear problem, people who care and a real value exchange. Focusing on the ‘who’ by bringing in a wider array of stakeholders and embrace the opportunity. Do not empower the status quo.
- Information sharing and collaboration. Solicit knowledge, tagging and facilitating internet collaboration. Some people want to contribute, but don’t want technology to get in the way.
- Collaboration tools in your agency. Why? Tie it to the mission. Who? Owner/Audience – you need a champion. How? Decide which tools. What? Content is the key to success. When? Create a schedule to implement and evaluate. Andrew explores Web 2.0 in the federal environment in his blog, http://www.generationshift.blogspot.com/. His slide presentation on how Web 2.0 is changing government can be found at http://www.slideshare.net/akrzmarzick/web-20-for-young-government-leaders-oct-22-2008-presentation.
- Culture change. The government needs the ability to actually deliver and embrace collaborative technology. A citizen-centric model of service delivery is critical. Using technology to reach out to the American people for ideas on improving government.
The mixed crowd of over 60 people from both public and private sector took advantage of the opportunity to engage in open discussion with these experts and the event was a complete success. If you are eager to learn from our leaders throughout the private and public sector, have ideas to share or just want to get involved, take a look at some of YGL’s upcoming events by visiting http://www.youngovernmentleaders.org/ or send me an e-mail (shaun.khalfan@navy.mil) for more information.
Shaun Khalfan
Chief Information Officer
Young Government Leaders
Wednesday, October 29, 2008
Extra, Extra, Read All About It
Alerting members and enticing nonmembers to YGL news and activities – in effort to expand YGL’s membership and effectiveness – is the goal of our public relations activities.
YGL events (speakers, seminars, social activities, etc.) and messaging need to be shared as far and as wide as possible. Whether through major media outlets such as the Washington Post, social media such blogs, campus newspapers or agency-specific leadership development groups, all are value platforms in which to advertise YGL.
But in Washington where it’s easy to lose visibility in a city full of professional and social activities, we want your help and to hear from you on how to best get the YGL word out.
Please send your suggestions (see e-mail below) on the best ways to inform you on upcoming YGL news and events and how to help spread the word to draw in those not yet YGL members. There is no “silver bullet,” we need to include an array of publications, broadcast media, agency mailing lists, etc.
Also, if you would like to directly assist in YGL’s public relations activities, let me know of your interest.
-Chris Vaccaro
YGL Public Relations Manager
christopher.vaccaro@noaa.gov
YGL events (speakers, seminars, social activities, etc.) and messaging need to be shared as far and as wide as possible. Whether through major media outlets such as the Washington Post, social media such blogs, campus newspapers or agency-specific leadership development groups, all are value platforms in which to advertise YGL.
But in Washington where it’s easy to lose visibility in a city full of professional and social activities, we want your help and to hear from you on how to best get the YGL word out.
Please send your suggestions (see e-mail below) on the best ways to inform you on upcoming YGL news and events and how to help spread the word to draw in those not yet YGL members. There is no “silver bullet,” we need to include an array of publications, broadcast media, agency mailing lists, etc.
Also, if you would like to directly assist in YGL’s public relations activities, let me know of your interest.
-Chris Vaccaro
YGL Public Relations Manager
christopher.vaccaro@noaa.gov
Wednesday, October 15, 2008
Is micromanagement killing generation X/Y?
"The best executive is one who has sense enough to pick good people to do what he wants done, and self-restraint enough to keep from meddling with them while they do it."
Theodore Roosevelt
Humans have incredible potential. If you set a path for advancement and challenge people you will often be pleasantly surprised. One of the biggest struggles a senior manager can face is a lower level manager that refuses to allow his or her people to grow. Employee satisfaction will last only so long and management must encourage growth at all levels and hold those accountable.
When an employee feels micromanaged they become pressured and demoralized thereby distancing themselves from work. In the worst scenario, the employee may focus only to earn their salary, leaving motivation at home resulting in little productivity.
To avoid this situation, managers should establish goals with organization mission and employee development plans and each must stay updated and aligned. Otherwise the employee receives a sense of confusion and lack of satisfaction in their work. I recently went through this exercise and had a hard time mapping my personal goals to the organization’s mission so what’s the problem here?
A read from a colleague that speculated “micromanagement is so prevalent because it passed from generation of leaders that were applauded and promoted in this backwards environment”
If you feel unrestricted and empowered I believe you will hold increase morale and ambition. When this happens, you feel comfortable thinking independently and pitching new ideas fostering performance, innovation, and creativity.
Can you relate to this quote?
John
Chief Information Security Officer (CISO)
Wednesday, October 1, 2008
OPM and the Federal Hiring Process
It has been said time and time again that one of the best ways to get young people interested in working for the Federal Government is to change its hiring process. It became no longer acceptable to have a Federal Agency take six months or longer to hire a candidate. In that time, potential hires sought other jobs and were hired in no time especially in the private sector.
What this caused was seeing the best and the brightest perceive the Federal Government as a place that is very slow to change, very bureaucratic and a place that is not interested in seeing young blood fill the halls of each agency.
I was one of those people that felt that way. In May of 2005, on the day of my graduation, most of my classmates had been hired by top accounting and marketing firms. I at the time had applied to over 20 federal jobs and had not heard back from any of them. I only began to hear from them in late October, early November of 2005. A good six months from when I first applied. I was pretty disappointed at this and realized that unless you were determined to be as patient as I was, nobody would be willing to go through this process.
I always wondered how hiring mangers felt about the situation. Well I guess they weren’t as happy as I was because the Office of Personnel Management (OPM) is taking an unprecedented step in overhauling the federal hiring process and trying to make it more robust so that people, especially future young Feds, do not get discouraged by the whole process.
OPM on September 5, 2008, presented (in a 59 paged document) steps to cut down the time it takes to recruit at a Federal agency. One of the great initiatives is to cut down the hiring time from infinity to just 80 days or less.
The following links are great articles on this:
From OPM’s website:
http://www.chcoc.gov/Transmittals/TransmittalDetails.aspx?TransmittalId=1513
From the Government Executive Magazine:
http://www.govexec.com/story_page.cfm?articleid=40913&dcn=todaysnews
From the Federal Computer Weekly (FCW)
http://www.fcw.com/online/news/153730-1.html
From the Federal Times:
http://www.fcw.com/online/news/153730-1.html
I believe this initiative is a step in the right direction and I believe more work needs to be done, from having a clear and discernable job description on USAJobs that cuts out the unnecessary agency jargons to setting clear expectations on USAjobs on the expected hiring period.
This new initiative comes at the right time with the impending mass retirement of baby boomers.
I am excited at this hiring overhaul (as I have been a victim of the old process) and I look forward to more changes.
I.J Ezeonwuka
Chapter Liaison- Young Government Leaders 2008-2009
It has been said time and time again that one of the best ways to get young people interested in working for the Federal Government is to change its hiring process. It became no longer acceptable to have a Federal Agency take six months or longer to hire a candidate. In that time, potential hires sought other jobs and were hired in no time especially in the private sector.
What this caused was seeing the best and the brightest perceive the Federal Government as a place that is very slow to change, very bureaucratic and a place that is not interested in seeing young blood fill the halls of each agency.
I was one of those people that felt that way. In May of 2005, on the day of my graduation, most of my classmates had been hired by top accounting and marketing firms. I at the time had applied to over 20 federal jobs and had not heard back from any of them. I only began to hear from them in late October, early November of 2005. A good six months from when I first applied. I was pretty disappointed at this and realized that unless you were determined to be as patient as I was, nobody would be willing to go through this process.
I always wondered how hiring mangers felt about the situation. Well I guess they weren’t as happy as I was because the Office of Personnel Management (OPM) is taking an unprecedented step in overhauling the federal hiring process and trying to make it more robust so that people, especially future young Feds, do not get discouraged by the whole process.
OPM on September 5, 2008, presented (in a 59 paged document) steps to cut down the time it takes to recruit at a Federal agency. One of the great initiatives is to cut down the hiring time from infinity to just 80 days or less.
The following links are great articles on this:
From OPM’s website:
http://www.chcoc.gov/Transmittals/TransmittalDetails.aspx?TransmittalId=1513
From the Government Executive Magazine:
http://www.govexec.com/story_page.cfm?articleid=40913&dcn=todaysnews
From the Federal Computer Weekly (FCW)
http://www.fcw.com/online/news/153730-1.html
From the Federal Times:
http://www.fcw.com/online/news/153730-1.html
I believe this initiative is a step in the right direction and I believe more work needs to be done, from having a clear and discernable job description on USAJobs that cuts out the unnecessary agency jargons to setting clear expectations on USAjobs on the expected hiring period.
This new initiative comes at the right time with the impending mass retirement of baby boomers.
I am excited at this hiring overhaul (as I have been a victim of the old process) and I look forward to more changes.
I.J Ezeonwuka
Chapter Liaison- Young Government Leaders 2008-2009
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