NCAC Congratulates Board Member Dr. Wendy Chen on Multiple Milestones

The National Capital Area Chapter of the American Society for Public Administration would like to take a moment to celebrate the incredible accomplishments of our board treasurer, Dr. Wendy Chen. This year has been a banner year for Dr. Chen and our chapter is proud to celebrate and promote her work!

 

A New Chapter 

Dr. Chen has worked diligently and thoroughly and is excited that her book, Innovation and Entrepreneurship in the Public Sector, published by Oxford University Press, will be released later this year. Look for an announcement from NCAC about a possible local book release event in late summer or early fall. Dr. Chen’s book first gives a history of public innovation from around the world. Then, she uses data and real-life examples to discuss lessons of public innovation.  More importantly, this book provides actionable strategies for the public sector to push innovation. She shows that public leaders are not only civil service workers- but are entrepreneurs in their own right that can create a culture of innovation to bring about change.

 

A Career Milestone

Another outstanding accomplishment, Dr. Chen recently became a tenured professor at Texas Tech University! She is an expert in various areas within public administration including technology and government innovation, public and nonprofit leadership, local governance, emergency management, and entrepreneurship, etc. She was recently honored with the prestigious Chester A. Newland award from Public Administration Review and is also the 2024 recipient of the Excellence in Science and Technology Research Award from the American Society of Public Administration.

 

Thought Leadership

Dr. Chen is a Senior Associate Editor of the Management Decision journal. It is a peer-reviewed and high-impact journal based in the UK and is the oldest academic journal that focuses on understanding management and leadership.

In her role, she is leading the new initiative “In Motion” to expand boundaries. Dr. Chen believes that lessons learned from practitioners and other sectors can be just as valuable as lessons from the private sector.

 

A Leader

Dr. Chen has worked diligently as the treasurer of our Board and is an active participant in our events, discussions, and promotions. NCAC is fortunate to have an innovative leader with fresh ideas and a holistic approach.

 

Final Thoughts & Congratulations

We congratulate Dr. Chen on her forthcoming book, being awarded tenure at Texas Tech University, and for her thought leadership in the Management Journal. Join us in congratulating Dr. Chen and look for news later this year about her book launch!

Categories: Current Events, Leadership, NCAC

Chapter Board Members Attend ASPA Annual Conference in Washington, D.C.

NCAC Board Members at ASPA National Conference

Allen Lomax, member-at-large; Judy England-Joseph, past-president; and Dale Jones, president, enjoy a break among numerous sessions.

The 2025 ASPA Annual Conference was held in Washington, D.C. at The Mayflower Hotel during March 28 through April 1, 2025. Our National Capital Area Chapter (NCAC) co-sponsored with the Iowa Chapter a session titled “Reception and Relationships: First-Timers and Others!” on March 28. Wendy Chen, NCAC treasurer and session co-facilitator with Iowa Chapter representative Tom Becker, moderated the overflow audience at the session designed to jump-start conference participation and conversations.

NCAC Board Members at ASPA Annual Conference

Kitty Wooley, director of programming, joins Dale Jones and Allen Lomax outside one of the conference sessions at the historic Mayflower Hotel.

The NCAC also sponsored a presidential panel on March 30 titled “Trust in Government.” Overall, both sessions and the entire Annual Conference were exceedingly successful. Photographs show members of the NCAC Board of Directors attending the Annual Conference. Allen Lomax, member-at-large; Judy England-Joseph, past-president; and Dale Jones, president, enjoy a break among numerous sessions. Wendy Chen, treasurer, is shown socializing with attendees at the reception co-sponsored by NCAC. Kitty Wooley, director of programming, joins Dale Jones and Allen Lomax outside one of the conference sessions at the historic Mayflower Hotel.

NCAC Treasurer, Wendy Chen at ASPA Annual Conference

Wendy Chen, treasurer, is shown socializing with attendees at the reception co-sponsored by NCAC.

Photographs show members of the NCAC Board of Directors attending the Annual Conference.

Categories: Annual Conference, ASPA News, Leadership, NCAC

Creating Safe Spaces in the Workplace: Key Takeaways from Our Oct. 24th Discussion

Summary respectfully submitted by Kitty Wooley, Keesha Gill, and Whitney Meyerhoeffer

In today’s evolving workplace, cultivating a safe environment for open, honest communication is essential for organizational success. Recently, the National Capital Area Chapter of the American Society of Public Administrators hosted a Drinks and Conversations discussion on “Creating Organizational Safe Spaces.” To prioritize trust and camaraderie of these specific events we did not record it, however, here are some of the key insights and strategies shared.

Understanding Different Perspectives on Safety

One major takeaway was the idea that safety in the workplace isn’t universal. What feels safe to leaders may not feel safe to employees at other levels. Leaders must recognize that their position may afford them a sense of security not shared by everyone in the organization. Being mindful of these differences is the first step in fostering an inclusive environment where all voices are valued.

Beyond the Meeting Room

Organizational safety extends beyond what happens in formal meetings. Employees notice how leaders interact with them in all contexts, and these day-to-day interactions set the tone for trust. Actions outside the meeting room are just as important as the discussions within it; they reveal whether leaders truly value openness and mutual respect.

Leveraging Third-Party Feedback Channels

The group discussed the value of third-party facilitators in collecting employee feedback. A neutral party can often build more trust and foster greater honesty, as employees may feel more comfortable sharing their experiences and concerns. Many organizations, such as the U.S. Department of State and the Nuclear Regulatory Commission (NRC), offer anonymous reporting systems to encourage openness while protecting individual identities. This approach can help leaders receive honest feedback without employees fearing potential repercussions.

The Importance of Acting on Feedback

Feedback is only as effective as the response it generates. When employees see that their input leads to tangible action, it strengthens trust and demonstrates that their voices are valued. Leaders should be careful not to react defensively or dismiss feedback; this can discourage future input and create an unsafe environment.

Recognizing the Cost of Silence

Failing to foster open communication can have a financial impact. When employees do not feel safe speaking up, issues can remain unresolved, leading to inefficiencies and budget implications and high turnover rates. Professional skepticism—encouraging employees to question processes and suggest improvements—was highlighted as a key element in creating an innovative, responsive organization.

Taking Action Before Issues Escalate

By the time a workplace’s issues are visible from the outside, it’s often too late to easily remedy them. Addressing problems internally before they become public ensures a healthier work culture and protects the organization’s reputation. Leaders should actively listen to concerns, rather than assume they already have the full picture. As one participant noted, letting go of the “IKEA effect” (the bias of believing that, because you built something, you know best) can help leaders become more receptive to feedback and uncover blind spots they might have missed.

Using Tools like 360 Reviews Wisely

Some agencies use 360-degree reviews to gather a well-rounded perspective on employee performance and satisfaction. When done correctly, these reviews can be a valuable tool for uncovering hidden issues and fostering a culture of accountability and continuous improvement. The group discussed limitations to the 360 review when the sample is so broad that the process becomes cumbersome and time-consuming.

Future Discussions: Giving and Receiving Feedback

In response to interest from participants, future events in this series may delve into topics such as effectively giving and receiving feedback in the workplace. These discussions will further explore how leaders and employees can improve their communication skills to create a safer, more productive environment for all.

Creating an organizational safe space isn’t easy, but the benefits are undeniable. By taking these insights to heart, leaders and employees alike can work together to build workplaces where everyone feels empowered to contribute. Thank you to all who joined the discussion and shared their valuable experiences and ideas!

Categories: Leadership, NCAC, Public Administration Toolbox Tags: Tags: , ,

Recap of “Horrible Bosses: How to Navigate a Toxic Workplace”

Recap submitted by NCAC Board Members, Kitty Wooley and Whitney Meyerhoeffer

On Tuesday, September 10th, the National Capital Area Chapter of the American Society of Public Administrators held a virtual Drinks and Conversations networking event.

Our Drinks and Conversations events arose out of the pandemic when the Board felt it was a good idea to have an open event where our colleagues in public administration could get together and talk about the issues we were facing in a relaxed environment. These events became a wonderful staple of our programming during the pandemic and have kept going with lively discussions. In the past year, the chapter has begun introducing themed Drinks and Conversations events that propose a topic for the discussion. The spirit of the networking event, where we share our experiences with candor and discuss strategies to handle issues, is still ever-present. If you’ve been to one of our Drinks & Conversations events you know this is a time for us to tip our drinkware and have open discussions about a topic.

This week’s event topic was Horrible Bosses: How to Navigate a Toxic Work Environment.

We’ve all heard stories—or perhaps lived them—of challenging work environments, difficult supervisors, or navigating office politics. 

Throughout the 1-hour event, attendees did not just listen; but engaged in an open, honest conversation about their own experiences. The group shared stories, asked questions, and offered each other support and a few strategies to navigate and overcome the obstacles that can make workplaces feel toxic.

We had meaningful and lively discussions and learned from one another’s journeys. 

This event is as much about connecting as it is about learning new strategies. 

This event was not recorded to be mindful of folks sharing experiences and to create a safe open space for sharing.

A member recounted how productivity in his situation ground to a halt under toxic leadership. Several other members shared strategies they used to try and effect change, some still trying to make changes even as they were exiting the job.

Questions arose about why these people do these things.

  1. They have personal agendas.
  2. Something is going on in their lives.
  3. They have some sort of lack of self-esteem, lack of confidence, or they are intimidated by something.
  4. Other reasons

There were also a few books mentioned relative to discussions about leadership, and how to a) be a successful leader and b) how to give and receive feedback to help improve yourself and others in the workplace.

Out of these discussions, as is often the case, other topics for future Drinks and Conversations events were proposed. One that we all agreed would be good to have soon is how to create a safe space for feedback (Thank you, Belva Martin!)

The main takeaways from the event and the most important bullet points the group wanted to make sure everyone knew:

  1. You are not suffering alone. It can feel very lonely and helpless in a toxic workplace. But always know, you are not alone in your struggle. There are others out there on similar journeys and it is essential that you know you aren’t alone and you don’t have to do this alone.
  2. It is important to find allies inside or outside of work. Find a trusted colleague at work or attend a networking event outside of work to find allies. Having a person to lean on, to talk to, or to vent and take a walk with is important to helping you get through this challenging time. The mental work it takes to manage difficult situations is taxing and giving ourselves the grace and space to process is important.
  3. Sometimes leaving has its own impact. While not always the case, choosing to leave your job can be a signal to higher-ups that there is an issue. Strategies such as mentioning to a higher-up leader that the reason you are leaving is because of a toxic situation can have an impact. Other times you can make HR aware that there is a reason why you are leaving. But even if you just leave and say nothing, there is an impact.
  4. Sometimes you learn more from the horrible manager. You learn who you are as a leader or what you are looking for in a company culture. You know the signs of a toxic workplace and can look for them in the future. You also are learning how you do not want to be treated, which in turn helps you be a better leader in the future.
  5. Organizations and businesses with bad leadership are not sustainable. Over time, poor leadership affects productivity, creativity, and teamwork. 

It was a great discussion and a helpful event with support and compassion.

Look for our next Drinks and Conversations event with the topic of creating safe spaces for feedback in the workplace.

Categories: Event, Leadership, NCAC, Public Administration Toolbox Tags: Tags: , , , ,