There's something happening here

During the Holidays I came across "A Leader's Manifesto" by Kelley Eskridge. I recommend it to those who have enjoyed "An Inconvenient Renewal", as there are many similarities between the two documents. You will also find plenty more manifestos on the ChangeThis website.

I would love to see more of these manifestos being released by public servants. It would be a great complement to the work of the guys at CPSRenewal and my own. Actually, I would argue that we need more people to join in and provide active support through unique contributions of their own. We need a diversity of ideas.

Following my presentations at the MTP Conference and CSPS' Armchair Discussions last month, I have received quite a few emails. About half of them were from public servants who wanted to share a good idea with me. That in itself is a good news. But then, a good portion of them would go on to suggest that I would be the perfect person to kick-start the idea and make it "real".

While I find the suggestion flattering, it also indicates me that while my message may be well received, it is not entirely understood. When I talk about things like courage and the need to speak up and do something, I am implying that it is our duty! Not just mine, Nick's or Mike's!

That being said, if there is one thing I have learned through my involvement and participation in various PS Renewal committees, it is that the request is rarely the true need. More often than not, we must look beyond one's request to uncover the real need that is not being met.

For instance, I have heard many young public servants demand the creation of formal mentorship programs. The vast majority of managers simply nod in approval, and once in a while, launch such a program, with mixed results. But only a minority of managers actually take the time to ask the young public servant why they're making such a request. When they do, they are able to uncover the real reason behind the request to create mentorship programs. In this particular case, the real reason is usually twofold: 1) new hires lack meaningful guidance in the public service; and 2) they don't have any role model in their immediate work environment. But that doesn't necessarily warrants the creation of mentorship programs. Mentorship programs are just one way to address the need, but there are many (less formal!) options as well.

I think it's the same thing with the people who suggest I should implement their good ideas. There must be some unmet need behind their request, but what it is ain't exactly clear. If you have thoughts, please share them.

New Year’s Resolution

Hi everyone,

I’m back from hibernation (Vancouver has received an unusual amount of snow this year – very odd given that I had seen only 2 mm of snow during my first winter here, three years ago!).

I’d like to kick-off the year with a post that might lead some people (and organizations) to take a few resolutions for 2009: the results to my poll the low participation rate to PS Renewal-related websites.

(Click on the image for the full size graph)

Based on the results, it looks like the 24 respondent were very honest in their assessment. The top three reasons for low participation are:

1. People are afraid of getting in trouble if they write something on those sites (54%);
2. People don't take the time to comment and provide input (46%);
3. Learned helplessness (38%).

So tell me: how can these three reasons be mitigated, both individually and at the organizational level? Now make it a New Year’s Resolution!

It is interesting to see how the wording of the question influences the results. A few months ago, I had conducted another poll where I asked: “How do you feel about discussing the public service of Canada and/or PS Renewal on websites, blogs, discussion forums, Facebook, etc.?” 75% of the respondents claimed to be comfortable discussing PS Renewal on the Web, which left me a bit perplexed given the low participation.

In my latest poll, 54% of the respondents said one of the reason for the low participation on PS Renewal-related websites is that “people” (not them) “are afraid of getting in trouble if they write something on those sites”. Hum…

As for my own resolutions, I plan (oooh! bad sign already!) to post more articles in 2009. I have quite a few somewhat “controversial” postings in the works, and lots of interesting links to share. I’m also working on my next “big” paper, as I have indicated previously, which will be on the topic of management and leadership.

If I have any wish for 2009, it is to get more comments on my blog!

P.S.: If you haven't read it already, I highly recommend you check out "Scheming Virtuously", Nick and Mike enlightening paper. It reminds me a lot of Bob Chartier's work, and it is in a way the missing piece to my presentation on "Bottom-Up Change" (see Sean's comment on the lack of concrete example, which is a criticism I have received a few times before regarding this presentation).

Big Day Ahead!

I've been on the road for the past few weeks - interrupted only by a short holiday in my native land (!).

Last week during the Management Trainee Program (MTP) Annual Conference I gave my "Bottom-Up Change" presentation in both official languages for the first time. Today, I'll be delivering it at the Canada School of Public Service's weekly Armchair Discussion, first in French, then in English. The presentations will also be available in webcast. If you attend the event in person or watch it on the Web, please use my blog to provide feedback. I'm looking forward to reading your comments.

Last week's MTP Conference also featured my new talk: "Living Renewal: How to Turn An Organization Around in 1000 Days". In this presentation, I discuss the drastic shift in morale and employee engagement experienced in my organization over the past 3 years. It is directly in line with the objectives of PS Renewal, and I've been waiting for the opportunity to tell this story for almost a year now. It seemed to be received quite well, despite the fact I had to cut short the last half-hour - which is also my favourite part because I use it to debunk some myths about organizational renewal and change management. This afternoon I am supposed to record the talk in both French and English for a podcast sponsored by CSPS. Hats off to Dean Landry, who is really "taking the bull by the horns" by bringing these concepts to life at the School and making the most of what technology has to offer!

I know I will be drained by the end of the day. Regardless, I think it will be worthwhile!

So PLEASE!!! Share your comments and feedback! :-)