National Center for Public Sector Innovation
Did someone say INNOVATION?!
As I was making notes to prepare my quarterly American Society for Public Administration (ASPA) article…I remembered my promise to ASPA officials that INNOVATION especially in the public sector would be one of my priority topics as a guest author. And I also realized that I had never shared my personal drive to somehow create and sustain a National Center for Public Sector Innovation!
Well it is more than the right time to share!
I hope everyone takes the right amount of time to get a solid idea of the potential design of and tremendous value that would eventuate from creating an institutional National Center for Public Sector Innovation.
Let me know what you think.
National Center for Public Sector Innovation
As a regular article author for the American Society for Public Administration PA TIMES online publication, I promised I would make “INNOVATION” one of my main topics. This promise has enabled me to contribute at least one quarterly article per year primarily focused on creativity and non-traditional initiatives in the public sector. However, today I have to admit that until this moment I have not discussed my single, most significant idea in this area, the establishment of a: National Center for Public Sector Innovation (NCPSI).
Let me describe what I am proposing.
The National Center for Public Sector Innovation would be formed to fill a void to build an inventory, share ideas, and provide learning about public sector and private non-profit innovations at a level never before available. Public sector innovations (new and creative ways to deliver public service) are rarely recorded and often taken for granted by governmental and private non-profit organizations. Unlike the private sector where money is a motivator for new thoughts and products, the public sector is (and always has been) starved for innovation. NCPSI would respond to this void.
Membership in NCPSI would be open to share public service innovations effectively and efficiently. Potential members may include:
- Public administrators from federal, state, and local levels
- Front-line public/private non-profit service workers
- Elected officials
- Educators
- Volunteer board members
- College students
- High school students
This proposed membership base would help extend NCPSI’s main principle which is: Innovation is only understood, appreciated, and celebrated when it is shared. Because innovation in the public sector adds service value, NCPSI could have a positive impact on the lives of citizens everywhere.
A proposed virtual library of innovations solicited from the public/private non-profit sectors would be the most significant service of the NCPSI. Unique is the best word to describe the inclusive design of the NCPSI’s innovation recruitment and registration process. The NCPSI would allow for an open forum for identifying and contributing good public sector innovation ideas. There would be no long-term program/project/service evaluation demands for submitting an innovation. There would be no minimum or maximum fiscal or client-customer participation numbers. The main focus would be on each innovation’s potential for addressing a public sector problem or issue in a better way. This special structure would be critical because no person or group innovates at the same pace nor in the same way.
Innovations would be cataloged under the following major areas:
- Community Development
- Organizational Development
- Workforce Development
- Education Development
- Business Development
- Environmental Development
Catalog Definitions
- Community Development
The NCPSI defines community development as any public sector/private non-profit initiative that serves to better a community. Innovations related to safety, recreation, infrastructure or organized growth would all fit in this category.
- Organizational Development
Organizational development is defined as any public sector/private non-profit initiative that enhances, advances, or improves the effectiveness/efficiency of an organization’s programs or services. Many times, external and internal innovations are needed to move an organization down the road to conquer new age problems.
- Workforce Development
The NCPSI defines workforce development as any public sector/private non-profit initiative that trains or re-trains America’s workforce. Innovations may include new ways to approach old problems (e.g., worker illiteracy) or alternative methods for encouraging lifelong learning in the workplace.
- Education Development
Education development is defined as any public sector/private non-profit initiative that furthers opportunities for student learning. No idea is too small or too specific for this category! Options could include expanded on-line learning opportunities, new curriculum development, changes in school hours, or incorporation of job-specific coursework.
- Business Development
Business development is defined as any public sector initiative that enables the business community to improve financially, operationally, or structurally. Innovations that represent non-traditional partnerships between the public and private sectors would be likely candidates for this category.
- Environmental Development
Environmental development is defined as any public sector/private non-profit initiative that works to renew, protect, or preserve our natural resources. Examples could include creative ways to improve water quality, develop “brownfields”, or clean up a neighborhood.
The timely validity of creating a National Center for Public Sector Innovation lies in the need for people and organizations to simply share good ideas. Today (more than ever) it is critical to stay ahead of the expanding global economy. The NCPSI through its Innovation Catalog allows all contributing innovators to be an inclusive part of “product development”. As a virtual organization, the NCPSI would be “centered” in all who participate in the task of bringing forth quality public sector innovations.
Finally, a National Center for Public Sector Innovation could easily respond to questions like:
- Where can I go for information about innovative, public sector programs and services?
- What examples of public sector innovation can I learn from?
- How can I get assistance from someone who has real life experience to develop my own public sector innovations?
- When is the best time to venture forward with a new public sector innovation?
My hopes for helping create a NCPSI organization/service site continues.
LEARNING MOMENTS: Who Owns The BIG Picture?
This month’s podcast: Who Owns The BIG Picture? … is almost a strong personnel policy directive! Too often in many businesses or organizations employees within them seem to be “once removed” from owning and standardly sharing a common message about what their business/organization stands for!
I believe it is crucial for all employees… Board members… business owners… to make sure everyone knows Who Owns The BIG Picture… BECAUSE THEY ALL DO!! There is little doubt in my mind that if everyone regularly carries forward the “CAUSE” that they stand for… progress, and profit will follow.
Enjoy the listen!
TRIPLE III TIME: Nurturing Patience
No one would/could ever say that I am a patient person. Historically I toss out my business and/or personal expectations…and yes I want to see related action and results fairly quickly. But is that always a good “mind-set”?
As I have professionally grown, one of the most significant learnings I have experienced is the art of: Nurturing Patience.
Think about it.
Nurturing Patience on a professional level is one of the key traits that makes one a solid leader. And let me say that applying appropriate patience to a challenging situation does NOT always come as a result of growing older. Rather I have witnessed many young adults better apply their patience skills when dealing with difficult people than I thought possible.
Consider the goods and bads of seeking “immediate gratification” in different situations. Too often when people apply an “I want it now” attitude to a certain business deal, the result is rarely as good or complete had a Nurturing Patience approach been utilized.
I believe that by Nurturing Patience in business or personal development situations: (1) one gains a better understanding of their role, (2) steps back and gains more insight as to the good or bad outcomes that could result and (3) possibly draws other appropriate people into the discussion for advice.
I have lived on both sides of the patience issue. Have I experienced the negatives of moving too fast and expecting too much…or waiting too long to take action and not getting what I was hoping to achieve…absolutely! However, as leaders…it is critical for everyone to discuss Nurturing Patience, reflect on it’s appropriate application, use patience as determined and then take action.
Again making Nurturing Patience a high-value skill…is time well spent.
TRIPLE III TIME: More Than Just One “RIGHT WAY”
As we start thinking about this week’s TRIPLE III TIME topic: More Than Just One “RIGHT WAY”!…consider all of the people you have worked with in the past and currently. For me…fortunately I feel like I can report that I have been involved with only a few that seemed locked-in on a single path forward. Or maybe some of my “let’s try something different” work style may have rubbed off to minimize the “we have always done it this way” mindset?!
Regardless of what your past or current work/life situation is regarding the More Than Just One “RIGHT WAY”position…this TRIPLE III TIME message will focus primarily on the progress lost resulting from a Just One RIGHT WAY approach.
- Just One RIGHT WAY prohibits the input of other minds.
- Just One RIGHT WAY means no additional learning…for anyone.
- Just One RIGHT WAY labels you as narrow-minded.
- Just One RIGHT WAY means that no “what-else”discussion time would be allowed.
- Just One RIGHT WAY commits to a single process/activity (no matter what!)
Bottomline: The five progress lost examples are only some of the most significant negatives of Just One RIGHT WAY operations. And to avoid these types of negatives, we need to better understand that today we live in continuous growth TRANSFORMATION world. This means continuous growth TRANSFORMATION is the bestlife/work goal…not a Just One RIGHT WAY single life/work assignment.
TRIPLE III TIME: “Being With MY Own Kind”
Recently I was meeting with a group and the focus was on innovation (GREAT STUFF)! We discussed options for non-traditional opportunities for their organization and they also asked about my cool creativity experiences.
Well as you can assume I immediately jumped into a proud almost speech-like discussion about a number ofinnovative projects and service designs I had the privilege of developing over my career. And as the discussion continued, one individual asked a unique question that I had never been asked before. He asked:
“What was/is the single most motivational concept/issue that pushed you then and now to keep dreaming-up innovative ways of doing things in everyone’s workplaces?”
What a totally thought-provoking question!
My answer: Fortunately…historically… “Being With MY Own Kind!”
I explained that in my career long worlds-of-work, I have been able to surround myself with co-workers, co-partners and co-leaders that retained a TOP 10 set of professional priorities that exemplified the always innovative value of: “Being With MY Own Kind!”
Here are the colleague innovation-motivation TOP 10 professional priorities:
- Regularly thinks of new solutions to old problems.
- Steps-up for extra new challenge work.
- Is a calculated risk-taker.
- Truly believes in an always-a-better-way principle.
- Understands finances…but does not let it cease innovative concepts.
- Retains an immediate “bring-it-on” attitude.
- Appreciates that CHANGE is a natural activity.
- Maximizes a “no one goes it alone” strategy.
- Carries a natural professional “people-draw”.
- Continually operates with a “what next” momentum.
I always hope that my opportunities to highlight the benefits I have gained from “Being With MY Own Kind!” help to ignite innovative initiatives for others.
And yes I thanked him for asking the question.
TRIPLE III TIME: Know The MONEY-SIDE!
Way back…when I got my first real, solid job…I was lucky enough to have a Boss that immediately became a mentor for me. Even though he in age was not many years older than me, in the area of extra education, life experience (he was an armed service veteran) and professional-style jobs, he carried a great deal of valuable knowledge! And even though we only worked together for about three years, (and yes he helped me become the new Boss at a VERY young age), the multiple key professional learnings I gained were tremendous.
But for this week’s TRIPLE III TIME, I want to focus on the one area FEL stressed the most: Know The MONEY SIDE! So what specifically was he trying to emphasize to me?
Well to answer this question… I can fairly report that at least every other day of our work time together, FEL made sure he clearly explained:
- Know where the dollars for our agency’s operation came from.
- What specifically could the funds be used for.
- The results/products/services we were trying to obtain/provide.
- Who was overseeing what we were doing to make sure we didn’t mess up with the money.
- Avenues for other dollars that could expand what we do.
- The legal methods we were using to account for the money.
- Pro and con impacts that would show up if we lost money or gained more money.
- Finally making the point that in public or private business…nothing happens without the money.
Bottomline: As a good employee/business person in any profession, if you Know The MONEY–SIDE of your organization…you will be a better employee. Agency actions and decisions will make more sense and your potential progressive impact on “making good things happen for you and the company”…will be a solid result.
LEARNING MOMENTS Podcast: “Presentation… Who Me?”
This month’s Inspiring Innovations, LEARNING MOMENTS September 2024 podcast is important/special to me in so many ways! First, I have always believed and preached that everyone that I worked with should be confident and prepared to make a good presentation on their work “stuff” anytime.
Next, as I transitioned more in to the consultant world-of-work, I tried very hard to be the very best-in-the-business when doing a workshop, teaching a class, or making a presentation.
The “Presentation… Who Me?” podcast contains a number of suggestions on preparing for and delivering a GREAT presentation whenever asked. So maybe take notes?!
Enjoy the listen.
TRIPLE III TIME: Channeling Your Occupational Energy
If someone asked you: “How well are you at Channeling Your Occupational Energy”?…what would be your answer? Would you REALLY understand the question or would you just say something basic like: “I do ok” or “It depends on the situation?” But deep down would you confidently understand what is being asked?
I believe that until I transitioned into my current consultant role, I could not have answered the Channeling Your Occupational Energy question!
When you think about Occupational Energy, I am referring to the mental and physical energy you put into your job every day. As a consultant…regardless of the project goals or service product I was working with a customer on, I almost immediately became more aware of everyone’s Occupational Energy “channels”. Whether the situation was directly interacting with customers or composing an audit response, how people expend their Occupational Energy became more apparent.
So enough talk about how I came to realize the importance of Channeling Your Occupational Energy. Let’s use a select TOP 10 to discuss simple, direct approaches that should maximize YOUR Occupational Energy applications.
- Be positive and progressive. Negativity breeds negative energy.
- Don’t be continually selective when using your Occupational Energy. Apply it fairly.
- Don’t hesitate to utilize extra Occupational Energy when everything is going great.
- Share good Occupational Energy with those that can benefit everyday.
- Don’t wait to gain progressive Occupational Energy from someone…be the provider.
- Return customers should be a standard receiver of quality Occupational Energy.
- Practice keeping a Channeling Your Occupational Energy log book. Positive reflections matter.
- Compliment co-workers as they practice showing helpful Occupational Energy.
- Don’t allow for a high-low Occupational Energy roller-coaster to evolve…maintain.
- If you are uncertain of your method of Channeling Your Occupational Energy…consult a trusted friend or colleague.
“Perfectly” Channeling Your Occupational Energy is not possible. However, maximizing it…IS!
TRIPLE III TIME: “In-Person or Convenience”
Over the last at least 10 years, I have watched the meaning and quality of effective communication fade. You know where I am going with this TRIPLE III TIME message…and the “old-timer” position I am taking concerning “In-Person or Convenience” communication impacts! But before you stop reading and apply that old-school label to me…let me offer a few “reverse-the-trend” thoughts.
First, think about the “real” feelings gained when meeting/conversing with someone In-Person! I believe the completeness of every discussion and an extended feel for a “what next” partnership should reverse every concern about miles traveled or extra time required to make an In-Person event happen.
Next think about video and/or text message limitations. Do people subconsciously limit their thoughts…problems…ideas…points or concepts needing discussion? Even In-Person telephone calls seem to invite more in-depth conversation opportunities than words or pictures on a screen!
Lastly (at least for this week’s message), think about the engrained importance of simply “seeing who you are talking to…and them seeing who they are talking at”! Facial expressions…genuine laughter…quizative looks…direct negativity and absolute support are all critical components of meaningful/quality communication everyday…EVERYDAY!
Bottomline: Every person has the power to determine “In-Person or Convenience” messaging. And I understand that every situation and communication options are different. However the critical point to this TRIPLE III TIME topic is to encourage everyone to not allow convenience to be the principle deciding factor in your method of personally and professionally communicating. Taking a stance against the growing trend of In-Person communication avoidance…can be positive, progressive and fun too!
TRIPLE III TIME: Dedicated & Balanced
One of the historic TOP 10 Employee Expectations is to have leaders and managers follow a professional style of being Dedicated & Balanced no matter the challenge. And I can say as a career-long student of the principles of being a great leader…in almost every writing I have found the terms Dedicated & Balanced used regularly in a variety of progressive ways!
So for this Triple III message lets begin by thinking about the term Dedicated. At first glance, issues that come to mind include being Dedicated to the: company, making a profit, employees, customers…and of course the “cause” driving your organization. But doesn’t EXAMPLE-SETTING, ACCESSIBLE, MOTIVATIONAL, CALCULATED RISK-TAKER and FUTURE-THINKER have a “fit” with being Dedicated?? Or should each have their own section to discuss and assess?
Next what about the main elements of being professionally Balanced. Does it mean focusing too much on one area and giving a different area only a little leadership effort? Or are we talking about interaction time with co-workers, partners in business, fiscal record-keepers, the general public or selective friends/colleagues? Or is Balance more about money and how it is used within a group versus a specific product area?
The intent of this TRIPLE III TIME message topic: Dedicated & Balanced is to encourage everyone to explore to multiple LEADERSHIP quality points contained in these special terms. As you consider your own status regarding being Dedicated…realize that showing up early and sometimes staying late at the job is only a small part of the measurement. Then as you assess your skill at being Balanced on the job…understand that time management is only one section of it’s total value.
Take a little extra time on this III message and hopefully progressive understandability will be your reward.
Inspiring Innovations, Inc. 