America 250: Jefferson v. Hamilton Ideals on Governance

Submitted by NCAC Board Member, Ryan Heimer

Jefferson’s ideal was rooted in liberty, restraint, and distrust of concentrated power. He believed republican government worked best when authority remained close to the people, when the national government was limited, and when public life was anchored in civic virtue rather than bureaucracy or financial centralization. Jefferson feared that too much federal power would reproduce the corruption and hierarchy Americans had just rejected. His vision leaned toward a stricter reading of constitutional power and a belief that self-government flourished best in decentralized institutions. 

Hamilton’s ideal, by contrast, centered on energy, capacity, and national cohesion. He believed the young republic would fail without a strong central government able to stabilize finances, maintain public credit, coordinate national policy, and command public confidence. Hamilton did not see government strength as the enemy of liberty; he saw it as the condition for survival and prosperity in a fragile new nation. His political outlook favored broader constitutional interpretation and durable national institutions capable of turning revolutionary aspiration into effective governance. 

This was never merely a personal rivalry. It was a foundational disagreement over the purpose of government itself. Jefferson asked how liberty could be preserved against overreach. Hamilton asked how the republic could endure without administrative strength. Jefferson worried about power becoming distant from the people. Hamilton worried about the government becoming too weak to govern at all. Both concerns remain familiar to anyone working in public administration today. 

Jefferson v. Hamilton 

That is why the Semiquincentennial is such a useful civic moment. It encourages reflection not only on what the founders said, but on what public servants must do. Modern administrators work in institutions that carry both Jeffersonian and Hamiltonian inheritance. When they defend transparency, local responsiveness, civic trust, and constitutional restraint, they echo Jefferson. When they build competent agencies, manage public resources, coordinate across jurisdictions, and respond to national crises with professionalism and scale, they echo Hamilton. The daily work of public administration often lies in balancing both traditions rather than choosing one absolutely. 

Thomas Paine adds another important dimension to this conversation. His writings pressed the revolutionary generation to see government as a public instrument tied to the welfare of ordinary people, not merely the privilege of elites. Paine’s moral urgency helps connect the Jefferson-Hamilton debate to the ethical core of public service: government must be judged not only by its structure, but by whether it serves the common good. In that sense, the question is not simply whether one prefers limited government or strong government, but whether public institutions are acting with legitimacy, competence, and fidelity to the public they exist to serve. 

For today’s public administrators, that may be the most valuable lesson of all. The founding era did not leave behind one settled blueprint. It left behind a constitutional democracy shaped by argument; between liberty and capacity, localism and nationhood, restraint and action. The enduring strength of the American government has often come from wrestling with those tensions rather than pretending they do not exist. As the nation nears its 250th birthday on July 4, 2026, public servants have an opportunity to frame their work within this longer civic tradition. The American experiment has always depended on people willing to translate ideals into institutions and principles into practice. Jefferson reminds us that the government must remain accountable to liberty. Hamilton reminds us that liberty without effective governance can become fragile and unprotected. Between them lies the continuing challenge of democratic administration: building a government strong enough to serve, but restrained enough to remain the people’s own. 

Reflecting on the works of Jon Meacham’s The Soul of America adds another layer by emphasizing that democratic resilience depends not only on constitutions and institutions, but on civic character. American democracy has survived not because it avoided conflict, but because enough citizens and leaders chose responsibility over cynicism at key moments. That idea is especially meaningful for public administrators. Administrative work often appears procedural, technical, and routine. Yet much of democratic life is preserved through ordinary acts of competence, honesty, and fairness. The Soul of American does just state government is not found only in founding documents or great speeches. It is also found in the daily, disciplined work of public servants who keep institutions trustworthy. 

Governing in the Age of Artificial Intelligence

Submitted by Board Member, Ryan Heimer

Technology Policy, Democratic Institutions, and the Future of Public Administration 

The relationship between government and technology has entered a new phase. In earlier eras, public administration often treated technology as a supporting function that has been important for efficiency, recordkeeping, and communication, but secondary to the central tasks of policy design, budgeting, and implementation. That distinction is becoming increasingly untenable. Artificial intelligence, semiconductor supply chains, digital platforms, cloud infrastructure, and data governance now shape not only how governments operate, but also how they exercise authority, maintain legitimacy, and deliver public value. 

Recent works on technology and governance including Chris Miller’s Chip War, Jennifer Pahlka’s Recoding America, and Alexander C. Karp and Nicholas W. Zamiska’s The Technological Republic. They offer a particularly useful framework for understanding this transformation. Although these works approach the subject from different vantage points (geopolitical competition, bureaucratic reform, and national strategy) they converge on a shared conclusion: the ability of governments to understand and manage technology is increasingly inseparable from the broader question of effective governance. 

My hope is the outline within these texts, when read alongside contemporary AI policy efforts such as the Build American AI initiative, the White House National Policy Framework for Artificial Intelligence, and research on municipal AI readiness, point toward a major shift in the field of public administration. Technology policy is no longer a specialized issue confined to technical agencies or information technology offices. Rather, it is becoming central to democratic governance itself. Public administrators must therefore develop not only traditional competencies in management and policy analysis, but also the institutional, strategic, and ethical capacity to govern in an increasingly technological society. 

Technology as a Question of State Capacity 

Chris Miller’s Chip War provides the broadest strategic context for understanding why technology has become so important to governance. Miller’s central contribution is to show that semiconductors are not simply commercial products; they are a form of strategic infrastructure underpinning economic power, military capability, and technological leadership. Modern economies depend on chips to power everything from smartphones and automobiles to artificial intelligence systems and advanced defense platforms. As a result, semiconductor production and supply chains have become a core arena of geopolitical competition. 

For public administration, the significance of this argument lies in its implications for state capacity. Governments have historically treated infrastructure such as roads, ports, water systems, and electric grids. Now foundational to national development and public welfare. Chip War suggests that advanced technological production now occupies a similarly foundational role. The ability to access and sustain semiconductor capacity is increasingly tied to economic resilience, innovation potential, and national security. 

This insight is especially important because it broadens how public administrators must think about technology. The issue is no longer simply whether agencies possess updated software or modern information systems. Rather, it is whether the state as a whole possesses the institutional and strategic capacity to operate in an environment where technological dependencies shape policy outcomes. In this sense, Miller reframes technology not as a narrow policy area but as an essential component of modern statecraft. 

Institutional Failure and the Administrative Problem 

If Chip War explains why technology matters strategically, Jennifer Pahlka’s Recoding America explains why governments often fail to use it effectively. Pahlka’s analysis is less concerned with geopolitical rivalry than with the ordinary functioning of the administrative state. Her central claim is that many public-sector technology failures are not caused by a lack of ambition or public purpose, but by institutional arrangements that make effective digital implementation difficult. 

In Pahlka’s account, government technology projects frequently fail because they are constrained by outdated procurement systems, fragmented authority, rigid compliance structures, and an overreliance on large external contractors. These institutional features tend to reward procedural caution over practical usability, producing systems that are expensive, slow to deploy, and often poorly matched to the actual needs of citizens and frontline workers. The result is not merely inefficiency, but a deeper disconnect between public purpose and administrative execution. 

This argument is particularly important for public administration because it locates technological failure within the core structures of governance. The problem is not simply that governments need better tools; it is that they often lack organizational forms capable of building, managing, and adapting those tools effectively. Pahlka therefore shifts the debate from innovation in the abstract to institutional design in practice. 

Her proposed solution is equally significant. Rather than continuing to treat technology as a service to be outsourced, governments must cultivate internal technical expertise, embrace iterative design, and build closer working relationships between policy professionals and technologists. For public administrators, this implies that effective governance increasingly depends on the ability to connect administrative processes with digital realities. 

Democratic Governance and Technological Power 

Alexander Karp and Nicholas Zamiska’s The Technological Republic extends this discussion by placing technological development within the larger question of democratic power. Their argument is that democratic societies cannot remain effective, secure, or competitive if the government becomes detached from technological innovation. In an era defined by artificial 

intelligence, advanced computing, and strategic rivalry, the relationship between public institutions and technological development becomes a central political question. What distinguishes The Technological Republic from the other works is its emphasis on the broader constitutional and civic stakes of technological governance. Karp and Zamiska suggest that democratic states must do more than regulate innovation after the fact. They must actively shape the conditions under which innovation occurs, ensuring that technological advancement strengthens rather than undermines democratic institutions. 

This argument carries considerable weight for public administration. Public institutions are not merely neutral managers of social complexity; they are the mechanisms through which democratic societies organize collective action. If governments withdraw from technological development or fail to understand its implications, they risk ceding strategic power to private actors, foreign competitors, or institutional systems that operate beyond meaningful public accountability. 

In this respect, The Technological Republic revives an older tradition of thinking about the state, not as a passive regulator, but as a strategic partner in national development. Its relevance to public administration lies in the reminder that governance requires institutional ambition as well as managerial competence. 

Artificial Intelligence and the Expansion of Governance Responsibilities 

The arguments advanced in these three books are reinforced by the rapid emergence of artificial intelligence as a major policy domain. AI is no longer simply a matter of private-sector innovation or consumer technology. It now occupies a central place in debates over economic growth, infrastructure investment, national defense, labor markets, public service delivery, and democratic accountability. 

Initiatives such as Build American AI reflect this shift by emphasizing the need for coordinated investment in domestic AI research, semiconductor production, computing infrastructure, and workforce development. The underlying premise is that AI leadership will not emerge automatically from market forces alone. It requires intentional public investment and strategic coordination across institutions. 

For public administration, this development is significant because it expands the scope of governance responsibilities. Artificial intelligence touches multiple domains traditionally associated with public management: procurement, workforce training, infrastructure planning, intergovernmental coordination, and public accountability. It also introduces new governance questions concerning transparency, algorithmic bias, privacy, and oversight. In short, AI governance is not reducible to technical regulation. It is a multidimensional administrative challenge that cuts across the core functions of modern government. 

The White House Framework and National Administrative Capacity 

The White House National Policy Framework for Artificial Intelligence further illustrates the extent to which AI is becoming embedded within the machinery of governance. The framework presents artificial intelligence as both a strategic technology and a foundational driver of future economic growth, public service modernization, and national security. It accordingly emphasizes four major priorities: strengthening American AI leadership, building infrastructure and capacity, modernizing government use and procurement, and ensuring responsible and trustworthy AI. 

The first priority, strengthening American AI leadership, underscores the need for sustained federal investment in research, advanced computing, semiconductor production, and strategic collaboration among government, universities, and private industry. This priority reflects the growing recognition that technological leadership is not self-sustaining; it depends on deliberate policy choices and long-term institutional commitment. 

The second priority, building infrastructure and capacity, highlights the material foundations of AI systems. Artificial intelligence depends on data centers, broadband, cloud resources, energy systems, and talent pipelines. In this sense, AI policy is also infrastructure policy. The federal government’s emphasis on physical and digital capacity reinforces the broader lesson of Chip War: technological power rests on concrete systems of production, supply, and support. 

The third priority, modernizing government use and procurement, is particularly relevant to the field of public administration. The framework recognizes that agencies must improve their ability to acquire, govern, and deploy AI tools effectively. Streamlined procurement, clearer guidance, stronger internal expertise, and more agile institutional systems are necessary if AI is to become a useful tool of governance rather than another source of bureaucratic failure. This emphasis closely aligns with Pahlka’s critique in Recoding America: governments cannot modernize merely by declaring technology a priority; they must also reform the institutional processes through which technology is adopted and managed. 

The fourth priority, ensuring responsible and trustworthy AI, points to the ethical and democratic dimensions of technological governance. Transparency, accountability, privacy, fairness, and human oversight are not peripheral concerns. They are central to whether citizens will trust the systems public institutions adopt. As AI becomes more deeply embedded in public decision-making, maintaining public legitimacy will require more than technical efficiency. It will require strong governance safeguards and a continuing commitment to democratic values. Taken together, these priorities show that AI policy is now inseparable from broader 

questions of national administrative capacity. Investments in infrastructure, reforms in procurement, and safeguards for trust and accountability all point toward the same conclusion: governments must modernize institutionally if they expect to govern effectively in an AI-driven environment. 

The Local Dimension: Community AI Readiness 

Although national strategy is essential, the consequences of technological transformation are often felt most directly at the local level. This is where research on community AI readiness becomes especially important. The National Academy of Public Administration’s report Bringing AI to Main Street argues that AI should not be viewed solely as a national competitiveness issue or as a private-sector innovation trend. Rather, its effects will be experienced in communities, where local governments, civic organizations, educational institutions, and regional economies must adapt to technological change. 

The Academy’s central concept is community AI readiness, which it defines as a community’s capacity to adopt, adapt to, and benefit from AI technologies through investments in digital infrastructure, workforce training, education, data governance, and local policy. This concept is especially valuable for public administration because it reframes AI adoption as a question of institutional and civic preparedness, not merely technological availability. Communities do not benefit from artificial intelligence simply because the technology exists. They benefit when public institutions create the conditions that make adoption possible, useful, and equitable. 

This insight adds an important practical layer to the broader arguments advanced in Chip War, Recoding America, and The Technological Republic. If Chip War demonstrates why technological capacity matters strategically, and Recoding America explains why public institutions often struggle to modernize, then the NAPA report shows where much of this challenge will actually unfold: in cities, counties, and regions that must translate abstract technological change into concrete public outcomes. Local government thus becomes not a peripheral actor, but a central arena in which the future of AI governance will be tested. 

The report is also significant because it emphasizes that AI adoption must be approached through iterative design rather than static planning. AI is not a static technology, and therefore the infrastructure, policies, and communications supporting it cannot remain static either. This argument closely parallels Jennifer Pahlka’s critique in Recoding America. Both perspectives suggest that governments will struggle if they continue treating technology adoption as a one-time procurement exercise rather than an ongoing process of adaptation, learning, and redesign. 

Equally important is the Academy’s focus on community engagement and performance measurement. The report recommends public engagement, asset mapping, and regularly updated metrics as tools for identifying readiness gaps, informing decisions, and building trust. For public administration, this reinforces the idea that AI governance must be participatory as well as data-informed. Efficiency alone is not enough; legitimacy also depends on whether communities understand, trust, and help shape the systems being implemented. 

The NAPA report further highlights the extent to which Al governance depends on foundational infrastructure and workforce capacity. Its discussion of broadband, fiber networks, cloud computing, data centers, energy supply, and workforce reskilling makes clear that AI policy is inseparable from broader investments in public capacity. In this respect, the report supports the broader argument of this essay: technological governance is not simply about software or digital tools. It is about whether institutions possess the infrastructure, talent, and organizational systems necessary to convert innovation into public value. 

Finally, the Academy emphasizes that local AI adoption must be grounded in transparency, fairness, accountability, and human-centered decision-making. Its case examples and governance recommendations point to the importance of ethical frameworks, vendor oversight, evaluation processes, and public-facing accountability mechanisms. This is especially significant for public administrators because it makes clear that AI readiness is not merely a technical matter. It is also a matter of democratic legitimacy. Communities that pursue innovation without trust, oversight, or ethical safeguards may improve administrative efficiency while undermining the public values they are meant to serve. 

For these reasons, the concept of community AI readiness adds a vital local and administrative dimension to current debates over technology policy. It reminds scholars and practitioners alike that the future of AI governance will not be determined only in federal strategy documents, research labs, or corporate boardrooms. It will also be determined in the practical work of local institution-building: expanding infrastructure, preparing workers, engaging residents, strengthening data governance, and ensuring that technological change serves the broader public good. 

Implications for the Field of Public Administration 

Taken together, these works suggest that public administration is undergoing a significant transformation. Traditional competencies such as budgeting, personnel management, policy analysis, and program evaluation remain indispensable. However, they are no longer sufficient on their own. The governance challenges associated with semiconductors, digital infrastructure, artificial intelligence, and public-sector modernization require a broader and more technologically informed conception of administrative competence. 

This does not mean that every public administrator must become a technologist. It does mean, however, that future administrators will need to develop a working understanding of digital systems, procurement strategy, infrastructure dependencies, data governance, and the ethical implications of technological deployment. They must be capable of translating between policy goals and technical realities, between public values and institutional design, and between democratic accountability and administrative innovation. 

The NAPA framework reinforces this point by showing that public administrators must increasingly think in terms of readiness, not simply adoption. Readiness includes not only whether institutions can purchase or deploy a system, but whether they have the infrastructure, workforce skills, governance standards, and public legitimacy needed to make that system effective. In this sense, the public administrator of the future is not just a manager of programs, but a builder of institutional capacity in an environment shaped by rapid technological change. Equally important, these works point to the continued value of cross-sector collaboration. 

Many of the most consequential technological advances in American history emerged through partnerships among government, academia, and private industry. That pattern remains relevant today. Effective technological governance will depend not only on what governments do internally, but also on how they structure relationships with researchers, firms, civic organizations, and local communities. In this sense, the public administrator of the future increasingly resembles a strategic integrator. Someone who can navigate institutions, technologies, and democratic values simultaneously. 

Conclusion 

Artificial intelligence and related technologies are reshaping the context in which public institutions operate. They are altering the material foundations of economic growth, the structures of strategic competition, the design of administrative systems, and the expectations citizens place on government. The central lesson of Chip War, Recoding America, The Technological Republic, contemporary AI policy initiatives, and NAPA’s work on community AI readiness is that technology is no longer an auxiliary issue in governance. It is becoming one of the principal means through which governance itself is exercised. 

For the field of public administration, this represents a structural shift. The central challenge is no longer simply whether the government can adopt new tools, but whether public institutions can develop the capacity, flexibility, and ethical discipline necessary to govern technological change in ways consistent with democratic values. Ultimately, governing in the age of artificial intelligence is not just about machines, data, or software. It is about institutional capability. It is about whether democratic governments can adapt quickly enough, intelligently enough, and responsibly enough to remain effective stewards of the public good in a technological age.

Derrick Boakye Boadu Wins First Place in the 2025 Student Essay Contest

headshot of Derrick Boadu

Derrick Boadu

NCAC congratulates Derrick Boakye Boadu for winning First Place of the National Capital Area Chapter’s (NCAC) 2025 Public Administration Student Essay Contest for his essay Public Administration in the Age of AI: A Dual Approach for Scholars and Practitioners.”

 

Derrick Boakye Boadu is a Ph.D. Candidate at the Florida International University, Steven J. Green School of International and Public Affairs and along with the distinction of the essay winning the Chapter’s Essay Contest, will receive a cash award of $2,000 that we hope will go toward furthering your education and a three-year membership to the American Society for Public Administration.

 

Derrick joined us at our Chapter’s Annual Meeting on May 13 to discuss his essay and express his gratitude for being selected.

 

You can view the recording of our Annual Meeting by clicking here.

 

Congratulations, Derrick, on winning First Place for your essay in our Chapter’s 2025 Student Essay Contest!

Pablo D. Alcala Wins Second Place in the 2025 Student Essay Contest

Pablo D. Alcala headshot

Pablo D. Alcala

NCAC congratulates Pablo Alcala for winning Second Place of the National Capital Area Chapter’s (NCAC) 2025 Public Administration Student Essay Contest for his essay Can Expanding Opportunities Reduce Crime? Exploring the Link between Social Equity and Security.

 

Pablo Alcala is a Ph.D. Candidate at the University of Maryland, and along with the distinction of the essay winning the Chapter’s Essay Contest, will receive a cash award of $1,500 that we hope will go toward furthering your education and a three-year membership to the American Society for Public Administration.

 

Pablo joined us at our Chapter’s Annual Meeting on May 13 to discuss his essay and express his gratitude for being selected.

 

You can view the recording of our Annual Meeting by clicking here.

 

Congratulations, Pablo, on winning Second Place for your essay in our Chapter’s 2025 Student Essay Contest!

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!

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.

Overview of our latest event: Preparing governments for future shocks: Roadmap to resilience

Preparing governments for future shocks: Roadmap to resilience

Our Panel:

  • J. Christopher Mihm, Adjunct Professor of Public Administration & International Affairs, Syracuse University Maxwell School of Citizenship and Public Affairs and former Managing Director for Strategic Issues at GAO
  • Eric J. McNulty, National Preparedness Leadership Initiative Associate Director and Harvard-affiliated Author, Speaker, and Educator
  • Kriste Jordan Smith, TSA DFW Federal Security Director and 2024 Chair, Dallas-Fort Worth Federal Executive

Board

The panel was moderated by Smith, who later summed up the event as follows:

Reading for Thought Leaders:

  1. Preparing Government for Future Shocks, A Roadmap to Resilience, lead author Chris Mihm
  2. Harvard National Preparedness Leadership Institute (NPLI) resources such as the Boston Marathon Case Study and Eric McNulty’s book, You’re It, both at https://npli.sph.harvard.edu/resources/.

Beliefs to Shift Towards:

  1. Whole of community efforts outperform agency-centric planning
  2. Give people permission to adapt, and they will figure it out
  3. Collaboration delivers better results than competition; pursue collaborative capacity
  4. Integrating and harmonizing is our most important work
  5. Remember that governance is not just about driving towards a Return on Investment (ROI), it’s about creating relationships that integrate the horizontal and vertical

Skills to Cultivate:

  1. Deeply listening to non-traditional stakeholders; what “keeps them up at night?”
  2. Boundary spanning; extending your network beyond command and control lines of authority
  3. Identifying your “barnacles of bureaucracy”, considering how to remove them
  4. Staying iterative, keeping moving to evolve
  5. Systems thinking; understanding the incentives and drivers at play
  6. Refine how you think about resilience. Explore it in multiple ways: psychological “it’s all in our head”, engineering “you bend it, you break it”, and evolutionary, “adapt or die”
  7. Effective, human-centered storytelling
  8. Negotiating and Resolving Conflict
  9. Decision Sciences
  10. Foresight
    *8, 9, and 10 are a “package”, the baseline for successful public service professionals

Tools to Use:

  1. Human-centered design principles
  2. Situation Connectivity Map, per Harvard National Preparedness Leadership Initiative
  3. Tabletop Exercises; a tactical way to cultivate relationships long before you need them
  4. After Action Reviews; build in that whole of community perspective
  5. “Julie” – the virtual assistant at Amtrak; it works! One of the better examples of how automation does not have to result in the endless doom loop of ineffectiveness.

Contact Information:
 Chris Mihm, j.christopher.mihm@gmail.com
 Eric McNulty, eric@ericmcnulty.com
 Kriste Jordan Smith, kriste.jordan-smith@tsa.dhs.gov

Attend our Upcoming Event: Preparing governments for future shocks: A roadmap to resilience

Last November, Government Executive reported on a new study, “Preparing governments for future shocks: A roadmap to resilience,” released jointly by the National Academy of Public Administration and the IBM Center for the Business of Government under the executive sponsorship of Global Public Sector IBM. The Government Executive summary brings readers up to speed quickly and links directly to the seminal new study, which emphasizes cooperation among cross-sector networks to enable detailed actions that leaders in each can take to meet eight imperatives.

The National Capital Area Chapter will host a panel discussion featuring the study’s lead author, J. Christopher Mihm. Chris, a long-time chapter member and NAPA Fellow, is Adjunct Professor of Public Administration & International Affairs at Syracuse University’s Maxwell School of Citizenship and Public Affairs. He is the former Managing Director for Strategic Issues at the US Government Accountability Office (GAO) where he led GAO’s work on governance, strategy, and performance issues. Currently, he serves as Deputy Chair of the Governance, Audit and Compliance
Committee of the Fédération Internationale de Football Association (FIFA).

The other two panel members are associated with the National Preparedness Leadership Initiative (NPLI) at Harvard University, as follows:
Eric J. McNulty, NPLI Associate Director and instructor in the
Health Care Negotiation and Conflict Resolution program.

McNulty is the principal author of the NPLI case studies on leadership decision making in the Boston Marathon bombing response, innovation in the response Hurricane Sandy and the professional/political interface in the Deepwater Horizon response, drawing upon his firsthand research as well as extensive interviews with leaders involved in the responses. Find the case studies at https://npli.sph.harvard.edu/resources/. He is co-author of You're It: Crisis, Change, and How to Lead When It Matters Most.

Kriste Jordan Smith, Director of Federal Security at DFW International Airport and 2024 Chair, Dallas-Fort Worth Federal Executive Board (FEB). Smith, who attended the NPLI program with Transportation Security Administration (TSA) Senior Executive Service colleagues, is at the tip of the spear when it comes to dealing with non-routine events that challenge resilience. Her TSA role’s efficacy depends on good working relationships with leaders of every other function at the 3rd busiest airport in the world by aircraft movements. The FEB role extends her network to 80 Federal Agency Heads and 220 Federal Departments, Independent Agencies, and Senior agency officials
throughout North Central Texas. Smith will moderate the discussion and Q & A.

2023 Annual Meeting

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In May ASPA-NCAC held our 2023 Annual Conference on zoom!

Our keynote speaker was Beth Noveck, a professor at Northeastern University, where she directs the Burnes Center for Social Change and its partner project, The Governance Lab and its MacArthur Research Network on Opening Governance. She is the author of Solving Problems: How to Fix Our Government and Change Our World (Yale Press 2021).

It was a pleasure having Beth speak to us about her book and have a discussion.

We also awarded our Essay Contest winners with their awards and heard from them about their papers.

Included in our Annual Meeting portion of the evening was the presentation of an NCAC Award.

You can watch a recording of our event below.

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