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March 5, 2021 By cs

Inclusive leadership in a digital-first workplace

The rapid transition to remote work – especially during a global pandemic – wasn’t easy.

Over the past year, organizations across all industries have shown immense resilience, successfully pivoting their workflows and workforce into a digital-first environment.

While this digital transformation was critical for growth and stability, it also created challenges and opportunities for making remote work more diverse and inclusive.

From embracing new and unfamiliar technologies to balancing job responsibilities while caring for children, elders, or relatives, this new virtual world has impacted generations, genders, and ethnic groups in different – and often inequitable – ways.

While organizations must take the initial step to continue to strengthen their diversity and build inclusive cultures, research has found that a leader’s behavior has a direct link to an employee’s experience of inclusion.

Effective and inclusive leadership in a virtual workplace takes self-awareness, vulnerability, empathy, and often – agility. When these leadership skills and behaviors are applied effectively, inclusive teams routinely make better decisions and more quickly achieve better results.

Here are three ways you can embrace accelerating change and lead your remote team with inclusivity.

Recognize and challenge your implicit biases

When you take on the role and responsibility of leading a team, you’re charged with fostering a culture of collaboration, engagement, and growth while leveraging the differences of your employees. As individuals, we all have implicit biases – influenced by our environments, experiences, and those around us – that lead us to form unconscious judgments about others.

Further, research shows that when we’re stressed, we often default to mental shortcuts and gut instincts, rather than making deliberate and goal-oriented decisions. Thus, potentially perpetuating inequalities in the virtual workplace and reinforcing the phenomenon of homophily, or the tendency to seek out those similar to yourself. If left uncurbed, the effects of unconscious biases can be detrimental to remote teams, causing corrosion of relationships and impacting your capacity as a leader, compelling you to make choices outside of The U.S. Equal Employment Opportunity Commission (EEOC) mandates, company values, established best practices, or general ethics.

“As a leader, it is vital to routinely assess your team and look for opportunities to transform dynamics,” says Sonia Alvarez-Robinson, executive director at Georgia Tech Strategic Consulting and the host of the Georgia Tech Organizational Effectiveness Conference. “Think about everyone on your team. Do you hear ideas from each of them regularly? When in meetings, are there voices that get overrun? Very often, things that create discord are subtle nuances that can easily be missed.”

Leaders should be intentional about leveraging the varied strengths and talents of all their employees. To combat implicit biases, Harvard Business Review suggests making a list of the current core and extended team members, with their photos, and keep it in front of you while you’re working each day to help you make more conscious decisions about allocating responsibilities and information.

In doing so, inclusive team leaders can create a deliberate space that values differences, ensures all voices are heard, and harnesses the power of diverse perspectives.

Create a strong sense of belonging

When people feel like they belong at work, they are more productive, motivated, and more likely to contribute to their fullest potential, according to research from BetterUp.

Being physically separated from colleagues can impact team communication, and over time, stifle opportunities for engagement, impede diverse perspectives, and perpetuate systemic inequalities. By taking extra steps to make your remote team feel valued, connected, and respected, you are creating psychological safety while improving morale, motivation, productivity, and retention.

An inclusive workplace is one in which employees feel safe, comfortable, and respected. “It’s about establishing those relationships within your organization and establishing that sense of, ‘Yes, I belong there. I matter,'” notes Sonia Garcia, senior director of Access and Inclusions at Texas A&M’s College of Engineering. Without the blanket of inclusivity, there is no opportunity for equity.

On a peer-to-peer level, establishing more opportunities for coworkers to check in with one another will help to make inclusivity tangible and allow teammates to feel seen and connected, regardless of their backgrounds. One easy way to do this is to create a virtual water cooler – such as a group chat on Microsoft Teams – for colleagues to share resources, tips, life hacks, words of encouragement, or non-work-related chatter.

In addition to virtual connections among distributed colleagues, it’s also important as an inclusive leader to develop individual personal relationships to foster a culture of open dialogue and mutual respect. According to a study by Gallup, employees who meet with their managers regularly are three times more likely to be engaged than those who don’t.

To ensure these valuable conversations routinely take place, establish a standing weekly or biweekly check-in and take advantage of audio and visual technology to mimic face-to-face interactions. Leave time at the beginning or end of the meeting to connect socially and listen for any challenges, feelings of isolation, or privacy concerns while proactively sourcing or empowering team members to crowdsource solutions.

Enhance your communication skills and approach

For leaders, communication isn’t just part of the job – it is the job. Studies from McKinsey Global Institute have found that leaders spend about 80% of their workdays communicating, and even more so in a virtual setting.

Take the time to think about the varying viewpoints and backgrounds of your team members, and adapt your communication skills and approach according to their interests and demographic makeup.

For example, using “guys” to address a multi-gendered team could insinuate that men are the preferred gender at the organization. Instead, use gender-inclusive alternatives, such as “team” or “colleagues.”

Additionally, your actions will speak louder than your words. Interactions aren’t just limited to verbal or written communication, your visual behaviors, such as posture, facial expressions, or eye contact, are also an effective component of your communication style.

“Whether listening attentively when another person is voicing their point of view or preventing miscommunication by double-checking tone, inclusive leaders must be skilled at delivering authentic, clear, and supportive messages to build trust and credibility with their remote team,” says Nisha Botchwey, assistant dean of academic programs, Georgia Tech Professional Education.

The future of work requires inclusion

While cultivating and managing an inclusive workforce was already a major challenge across industries, the Covid-19 pandemic elevated systemic racial and economic inequities while disrupting the professional workforce. The uprising for racial justice has amplified the need for organizations to reassess priorities, values, and dynamics – confirming that previous, more passive strategies have not been effective.

To create a workplace where every employee feels included, leaders must embrace these changes and take action now. These approaches will be crucial, not only to help remote teams build new habits and social connections, but also to allow for a more cohesive and inclusive culture better equipped for an equitable society and the future of work.

Source: https://pe.gatech.edu/blog/future-of-work/inclusive-virtual-leadership

Filed Under: Georgia Tech News Tagged With: communication, Georgia Tech, inclusion, pandemic, professional education, remote learning, remote work, telework

May 18, 2020 By cs

Effectively communicating the acquisition impact

For far too long Contracting Officers (KOs) have been articulating in a rather underwhelming way the impact their acquisition efforts have on enhancing capabilities, mission success, and ultimately supporting the War­fighter.

The terms that KOs typically use to frame their support to the Warfighter involve detailing the dollars obligated and number or contract actions performed in support of the Warfighter. While this approach is used widely within the acquisition community to describe the efforts of contracting professionals, it does little to effectively illustrate the impact of contracting professionals or their teams’ contributions to the Warfighter. In order to effectively communicate/articulate their support with key stakeholders outside the acquisition community, contracting professionals need to change their words and approach and develop their message.

More specifically, they need to transform their message from a technical one to a dialogue that is relatable outside of the acquisition enterprise.

Operationalizing Contracting

An illustration of the need to change how the acquisition professional’s value is described is the concept of “operationalizing contracting,” which was introduced by Gen. Gustave Perna, Army Materiel Command Commanding General, in 2017.  In an online Army Contracting Command article, Perna shared his vision of operationalizing contracting by describing it as “… integrating and synchronizing contracting across the materiel enterprise in order to meet the Army’s priorities and the combatant commander’s priorities.” He adds, “It’s not about the number of actions and the dollars obligate …” but rather “… it’s about outcomes for the Soldier on the battlefield and for the Army.”

There is very little debate that a complex Base Life Support (BLS) or Logistics Civil Augmentation Program contract, valued at more than $1 billion, undoubtedly provides a significant capability to a combatant commander across all levels of warfare and warfighting functions. However, if contracting professionals continue to express their value to supported units in terms of dollars and actions, they will fail to illuminate the impact of less complex contracts that also greatly enhance a unit’s ability to train, fight, and win at the tactical and operational levels.

Training Environment

In deciding how to effectively communicate to their stakeholders, contracting professionals need to consider several things. One way to build a better framework for their communications to the non-acquisition community is to start with an understanding of the “why, what, and how” associated with the requirement being acquired for the supported unit. Frankly, contracting professionals are well versed in focusing adequate energies and efforts in understanding the what, as well as the how. But how much effort is dedicated to understanding why? Furthermore, are staffs and requirements developers prepared to provide the necessary information about why it is necessary to contract for a requirement or capability? Simply put, the stakeholders are singularly focused on the “what.” Having the information necessary to answer “why” is crucial to further contracting professionals’ communications. Equipped with that vital information, development can begin of an effective communications framework to utilize when interacting with the supported commanders and their staffs on requiring activities. Building an effective communications framework begins with fundamentals and requires an understanding of:

  • The levels of warfare (Field Manual [FM] 3-0, Operations).
  • The Phases of the Operation (FM 3-0).
  • The commander’s key tasks and intent.
  • Operational Contract Support (OCS) (Joint Publication 4-0, Joint Logistics).
  • The Warfighting functions (Army Doctrine Publication 3-0, Operations).

Doctrine is the language of our profession while the acquisition policies and regulations are a dialect. A focus on the use of doctrinal language should extend past the confines of Professional Military Education.

Practical Example

Let’s utilize the previously described contract action to help illustrate how to better effectively communicate contracting support in terms that are “operationalized.” Remember the BLS contract described earlier as valued at more than $1 billion? For illustrative purposes, let’s assume you are preparing a message for the Task Force (TF) Commander under a combatant commander. The TF staff described the BLS contract support as being necessary due to the Boots On Ground limitations established by the host nation (the why). Some other background information is necessary before we begin to build the communications framework.  Let’s assume that the audience for the discussion is the TF Commander and, for the purposes of this illustration, he is most interested in the impacts contracted support have in the strategic level of warfare.  Operation X is currently in Phase III, and one of the commander’s key tasks and intent for the current phase is to deny the enemy safe haven and freedom of movement throughout the Joint Operations Area (JOA).  As a contracting professional, you are primarily concerned with the BLS contract acquisition timeline. How do you communicate the significance within the OCS framework?

Based upon the process described above, a more effective method of describing your organization’s impact to the mission might look like this: Regional Contracting Center (RCC)-Operation X utilizes 15 acquisition professionals to provide administrative oversight of the BLS contract in country that provides mission critical contracted support to 10,000 Soldiers across six Camps/Bases. RCC-Operation X’s administrative oversight provides mission partners with secure and sustainable facilities and infrastructure that enhance their capability to plan and provide mission command across the JOA. RCC-Operation X’s support provides a platform to marshal and mobilize forces rapidly through the use of mission enhancing services such as maintenance, logistical resupply, and health services in order to deny the enemy safe haven and freedom of movement throughout the JOA. This contracted capability provides the commander with the ability to rapidly scale operations as necessary.

Value of Effective Communications

While changing the way contracting professionals express their value to the formation is one aspect of the issue, it is only one part. The other facet that requires some attention is the working relationship that contracting professionals have with requiring activities.  There is no denying that there is a continued reliance on contracted support by Army units on both the battlefield and home stations to meet their needs. It is critical that contracting professionals work as closely as possible with supported units from logistics planning to requirements development to help facilitate this reliance on contracted support. A concerted effort from all stakeholders is necessary to more effectively involve contracting professionals in the acquisition process. Increasing the involvement and touch points across staff functions coupled with an expectation of communication from contracting professionals that is grounded in doctrine will help set the conditions for success.

Increasing Opportunities

To develop this critical skill set, it is crucial to create opportunities, and the environment and situations that facilitate the contracting professionals’ use of a more effective framework for communicating their support of the Warfighter.  The cohesion, trust, and communication our maneuver commanders have with the contracting community can be helped significantly by increasing the contracting professionals’ involvement in Warfighter Exercises, Table Top Exercises, training rotations at combat training centers, and logistics planning. Relying on contracting professionals to develop the “language” only when deployed is not an effective training model.  We are, however, in luck, because the acquisition support that is provided to our mission partners at the Camps, Bases, Posts, and Home Stations provides us with an environment that is ripe with opportunities to train.

Conclusion

Finally, a simple example of changing the communications framework contracting professionals use is the pervasive use of the term “customer” when describing the units we support.  The use of the term conjures up images of “take a number and have a seat,” work hours posted on the door, and long lines at “customer service” sections.  This is not the image of a combat enabler that provides a diversity of enhancements, operational flexibility, and reduces vulnerabilities of the Warfighter across all warfighting functions.  More appropriate terms that should be used are, for example, requiring activity, mission partners, stakeholders or support unit.  Knowing when to use and when not to use certain terms can go a long way to better convey our value to the Warfighter as contracting professionals.

In closing, in order to fully articulate the impact contracting professionals have to the mission and Warfighter, it is critical that: 1) contracting professionals develop a relatable lexicon in describing their impact; 2) increase opportunities and touch points with supported units that facilitate practice in utilizing these skills for contracting professionals; and 3) adopt a simple change such as no longer using the term “customers” as the catalyst for change.


This article was authored by LTC Kevin P. Shilley, U.S. Army.  Shilley is Battalion Commander of the 902nd Contracting Battalion, Joint Base Lewis-McChord, in Washington State. Simultaneously, he is serving as the Chief of Contracting for Regional Contracting Center-Operation Inherent Resolve, Iraq, and is due to redeploy in March 2020. In 2008, he transitioned to the Army Acquisition Corps. His acquisition assignments include Contract Management Officer, Contracting Team Lead, Contracting Battalion Operations Officer, Program Integrator, Regional Contracting Center (Iraq), Contracting Battalion Commander. He is Defense Acquisition Workforce Improvement Act certified Level III in Contracting, and Level I in Program Management. He earned a master’s degree in Procurement and Acquisitions Management from Webster University.  The author can be contacted at Kevin.P.Shilley.mil@mail.mil.

Filed Under: Government Contracting News Tagged With: acquisition reform, acquisition support, acquisition workforce, communication, contracting officer, contracting officer's representatives, contracting officers, mission support, partnerships, procurement reform, stakeholders

April 16, 2020 By cs

DoD, DHS setting the bar high for vendor communication

Chris Howard is used to working from home.  The vice president of U.S. public sector at Nutanix has been working remotely for 15 years.  But even for Howard, the changes brought on by the coronavirus pandemic has required some adjustment.

“This is our new life behind the computer screen. There is no opportunity to meet in person right now so it’s an adjustment period,” Howard said in a recent interview. “I’ve working from home for 15 years, but I always had the flexibility to travel and see clients.  But this, our new reality for 10 or 12 hours a day and it can be tough to deal with.”

Howard, like many government contractors, are using video teleconferencing systems to keep in touch with his co-workers and industry and agency partners.

“We are doing a lot of virtual lunches and some virtual happy hours just as a way to get people engaged and have a semblance of a team,” he said.

It’s that engagement and ensuring the relationship continues that is something agencies tend to struggle with.  But in this age of social distancing, certain agencies are standing out in how they are communicating with vendors and customers alike.

Keep reading this article at: https://federalnewsnetwork.com/reporters-notebook-jason-miller/2020/04/dod-dhs-setting-the-bar-high-for-vendor-communication/

The Contracting Education Academy at Georgia Tech has established a webpage where all contract-related developments related to the coronavirus (COVID-19) are summarized.  Find the page at: https://contractingacademy.gatech.edu/coronavirus-information-for-contracting-officers-and-contractors/

Filed Under: Government Contracting News Tagged With: communication, coronavirus, COVID-19, industrial base, industry engagement, pandemic, vendor support

April 7, 2020 By cs

How will COVID-19 impact long term trends in contracting?

COVID-19 presents unique and enduring challenges to business operations and mission fulfillment.

While many “lessons learned” regarding best practices to confront natural disasters can be gleaned from such situations as Hurricane Katrina and 9/11, the unprecedented scope and impact of this pandemic raise troubling issues for legacy business models.  In terms of “big A” acquisition policy, we believe that the current crisis will fundamentally alter existing programmatic assumptions.  Identifying these trends is an important beginning in terms of what lies ahead.

Reading these “tea leaves” allow us to make impacts of recent events upon the broader framework of government IT acquisition. What can we foresee and predict?

From a macro perspective, we believe that the current unprecedented situation has the potential to fundamentally re-align the basic consensus regarding the much-touted benefits of globalization. In terms of government contractors, and IT specifically, we have been discussing the following trends and consequences.

Keep reading this article at: https://federalnewsnetwork.com/commentary/2020/04/how-will-covid-19-impact-long-term-trends-in-contracting/

The Contracting Education Academy at Georgia Tech has established a webpage where all contract-related developments related to the coronavirus (COVID-19) are summarized.  Find the page at: https://contractingacademy.gatech.edu/coronavirus-information-for-contracting-officers-and-contractors/

Filed Under: Government Contracting News Tagged With: acquisition workforce, communication, continuity, contract delays, contracting officers, contractor performance, coronavirus, COVID-19, disruptive, excusable delay, government trends, pandemic, relationships, supplier relations, supply chain, task orders, telework

March 30, 2020 By cs

Pentagon bracing for weapon-delivery delays due to coronavirus

Pentagon officials are bracing for companies being unable to deliver weapons on time as the coronavirus makes its way through company assembly lines and supply chains.
COVID-19 is identified as the cause of a worldwide outbreak of respiratory illness.

In separate briefings with reporters last Wednesday, the top weapons buyers for the Department of Defense and the Navy said that they are working with industry to assess the impact of the virus on their workforces, but that already some aircraft production has been halted.

“I do expect there will be some delay and disruption,” said James “Hondo” Geurts, the Navy’s top weapons buyer, on a Wednesday conference call.  Navy officials have “real-time systems” to track disruptions when they arise, and already they have spotted changes.

“We’re seeing a tightening on the supply base as smaller shops deal with their local situations,” Guerts said.

As for larger sites run by major defense contractors, it depends on where they’re located.

Keep reading this article at: https://www.defenseone.com/business/2020/03/pentagon-bracing-coronavirus-delay-weapons-deliveries/164118/

The Contracting Education Academy at Georgia Tech has established a webpage where all contract-related developments related to the coronavirus (COVID-19) are summarized.  Find the page at: https://contractingacademy.gatech.edu/coronavirus-information-for-contracting-officers-and-contractors/

Filed Under: Government Contracting News Tagged With: acquisition workforce, CO, communication, continuity, contract delays, contracting officer, contracting officers, contractor performance, coronavirus, COVID-19, disruptive, excusable delay, relationships, supplier relations

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