While I would love to get excited about this conversation, the ideas posted are nothing new to anyone following the OD field over the past 3 decades. While the use of video to gather data is interesting, data analysis and process improvements dates to W. Edwards Deming, who used similar methods to identify process shortcomings leading to errors.

Employee buy-in has been touted and proved in the industrial organization/psychology literature, dating back to Maslow, etc. The fact that senior managers are just now "getting it" should be cause for alarm, not congratulations. Rather than worrying about "getting to green" OMB should be more involved in assisting agencies in implementing programs. One only need look to the private sector for a model - there are organizations set up to help private entities make the trip to high quality/high performance. Yet little information sharing of similar sorts can be found among the government agencies. Even the Council for Excellence in Government leans toward HR issues (hiring, brain drain, etc.), all valid but not touching on issues that improve quality or responsiveness.

It doesn't take a huge leap to make the connection from employee buy-in to the current discussions about making the Federal government an employer of choice for younger employees. Read back through the articles on what younger Feds want - buy-in to the job, varied work and the feeling that the employee makes a difference and look at the "Best Places to Work" lists and it's not hard to see why the government tends not to measure up. I hope Mr. Kelman can impress on the managers the necessity of changing the workscape and reading some of the latest OD literature to see the connection between how the organization is designed and the results. Send them back with an appreciation for the contributions their employees can make. And mostly, charge them with opening a dialogue among the various Federal agencies - idea sharing is contagious and successful.

Anonymous

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