Federal government agencies face big challenges today: sequestration, increased community demands, and significantly fewer resources. Amid these challenges, Baby Boomers are already overdue for a mass exodus, with some three to four years past retirement eligibility. Yet Gen Xers haven’t been sufficiently groomed for succession, and Millennial employees, unless engaged with meaningful work, may not stay with any single agency long enough to warrant leadership development.
While succession planning is important for any industry, it’s even more crucial for the federal government, whose agencies must ensure continuity of service to communities, regardless of internal challenges. How, then, can the federal government begin preparing the next generation of leaders today?
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