Report: Innovation in developing leaders is crucial in a time of tight resources

Federal agencies should focus on selecting and fostering key attributes when developing the next generation of government leaders, human capital experts say.

Such an approach to leadership development is critical to innovation in government, according to a report released Thursday from the nonprofit Partnership for Public Service and Hay Group, a consulting firm. Attributes found in an innovative leader can be learned and fostered over time if the employee is committed and receives constructive feedback, the report found. But the process can bog down if there is an inability to foster new ideas, gaps in communication, a system that rewards the status quo, or limited funding.

The report identifies nine attributes found in innovative government leaders, among them the ability to teach and mentor, build relationships, develop a vision, and collaborate with others inside and outside the organization. Federal agencies will be better prepared to achieve their missions if they can hire, develop and promote innovative leaders, the report found. Observers suggest that federal managers seek these qualities both in individuals recruited into government jobs as well as in current employees.

Agency supervisors should tap workers who demonstrate these attributes rather than put all employees through traditional training seminars, said Scott Spreier, senior principal at the Hay Group.

"That really takes practice and time, because you don't come out of two-day training program with those changes," Spreier said. "That's what federal agencies need to focus on with leadership development. It takes longer, it takes more effort, but in the end the return on investment is going to be much, much better."

A focus on fostering potential government leaders is particularly important when agencies are being asked to do more with less, said Partnership President Max Stier.

"When resources become constrained, you cut back on mentoring and training, but the best organizations double down in developing their talent because that's when you need the best out of your folks," Stier said. "Mentoring is an inexpensive win -- using existing talent to grow up-and-comers."