{"id":43229,"date":"2025-01-08T14:40:51","date_gmt":"2025-01-08T19:40:51","guid":{"rendered":"https:\/\/ourpublicservice.org\/?p=43229"},"modified":"2025-01-08T14:44:13","modified_gmt":"2025-01-08T19:44:13","slug":"federal-communicators-offer-key-insights-for-navigating-leadership-transitions-in-government","status":"publish","type":"post","link":"https:\/\/ourpublicservice.org\/blog\/federal-communicators-offer-key-insights-for-navigating-leadership-transitions-in-government\/","title":{"rendered":"Federal communicators offer key insights for navigating leadership transitions in government"},"content":{"rendered":"\n

On Dec. 12, the Partnership for Public Service hosted the final 2024 convening of the Federal Communicators Series.<\/a> During the meeting, federal public affairs officers offered three main recommendations for communications leaders in government to effectively lead their teams through transitions in agency leadership.\u202f <\/p>\n\n\n\n

Maintain team morale and motivation\u00a0<\/h3>\n\n\n\n

Recognizing and celebrating accomplishments\u2014no matter how small\u2014can help sustain morale.  <\/p>\n\n\n\n

\u201cSuccess is measured in inches as well as miles, so \u2026 recognize small achievements and be as boisterous and as loud as the humans you are celebrating need you to be,\u201d said Donna Garland<\/a>, a senior communications leader at the State Department.  <\/p>\n\n\n\n

Leaders who share team success stories<\/a> and acknowledge team and individual efforts build trust, even during challenging times. Teams also need space to process change and understand a future vision to maintain morale. <\/p>\n\n\n\n

Ensure a continuity of work and work culture\u00a0<\/h3>\n\n\n\n

Leadership transitions often lead to changes in team or agency goals, but the overarching mission should stay the same. By aligning their work with the mission, teams adapt to change more effectively.  <\/p>\n\n\n\n

Leaning on leaders who have been at the organization for a long time is also vital.  <\/p>\n\n\n\n

\u201cFind the most experienced leaders of your organization, sit at their feet, know who they are, ask them a lot of questions, and come up with a plan,\u201d said Charmion Kinder, senior advisor at the Office of the Vice President for Public Engagement and Intergovernmental Affairs.  <\/p>\n\n\n\n

Elements of a good plan to help new leaders get acclimated to their job include preparing metrics to demonstrate team successes, proactively communicating to new leadership how offices operate and prioritizing goals critical to achieving impact.  <\/p>\n\n\n\n

Lead with empathy and self-care\u00a0<\/h3>\n\n\n\n

Leaders set the tone during times of change, and remaining calm and composed reassures teams. By leading with empathy and understanding<\/a>, leaders connect with team members on a personal level, building trust and fostering collaboration. Providing space for open conversations and encouraging employees to speak up about challenges or burnout can also improve employee engagement and satisfaction. <\/p>\n\n\n\n

\u201cYou need to be able to protect your team from the million different asks they may get from across the department,\u201d said Mike Amato, founder of Amato Advisors.  <\/p>\n\n\n\n

Self-care is also a vital but often overlooked strategy of navigating organizational change. Leaders need to prioritize their own well-being to remain strong and supportive for their teams. Those who take time to process transitions and maintain balance are better equipped to guide their teams through uncertainty. <\/p>\n\n\n\n

Leadership transitions require clarity, communication and an unwavering focus on the mission. By celebrating achievements, ensuring a continuity of work and work culture, and leading with empathy, federal communicators will successfully guide their teams through change.  <\/p>\n\n\n\n

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