Based on interviews and focus groups with federal employees -- managers, program staff and analytics staff -- we identified strategies for using data to make informed assessments of how programs are working and how to achieve better results.
As a general rule, successful federal leaders are highly motivated by a public service mission, clearly articulate a vision of what they want to accomplish, are persistent, collaborative and often have bosses who provide them with strong support.
The federal government's human-resources community has its hands full dealing with declining budgets, looming workforce reductions, employee retirements, widening gaps in leadership skills and a host of other challenges.
David Strickland is the administrator of the National Highway Traffic Safety Administration (NHTSA), the agency dedicated to reducing automotive crash-related injuries and fatalities while ensuring safety on the nation's roadways.
Geoff Smart is the chairman and CEO of ghSMART, a leadership firm for CEOs and investors. He is the author of leadership books and a social entrepreneur who sees his mission as creating, communicating and putting into practice useful ideas about leadership.
No one sets out to get in trouble, but they end up there nonetheless. If you're interested in avoiding negative public attention and keeping your neck off the chopping block, here are some rules for federal leaders to live by.
Federal employee satisfaction with pay was down 6.1 percent during 2011, the most significant drop in almost 10 years. As a federal leader, your initial reaction might be to throw your hands up in air.
I've got some good and bad news for federal leaders. On a positive note, federal employees' views of their leaders have been on the upswing since 2003 based on an analysis of the Best Places to Work in the Federal Government rankings.
To some public servants, the call to do even more with even less may sound all too familiar. It's especially difficult if your employees see it as a call to work even harder to achieve the same results with fewer resources.
Managing workplace stress requires focusing on the issues that you can control. Here are a few ideas I've picked up from colleagues and executive coaches over the years that may offer some benefit during these crazy times.