Bell Curve

think about the distribution like car

rear braking system

everything inbetween

front wheel drive

this tension could impact the distribution of employees across the public sector

labour supply deliberately aligns with best fit institutions

remember that car analogy?

Public Servants' Comfort Level with Social Media in Government (#smgov)

distribution of people

characteristics

avg

low

high

• slow to adapt
• knowledge is power
• see transparency as a threat to their power base
• rank outstrips capacity to deliver on expectations
• job likely process focused or tied to traditional methods of work

• can adapt if required to by their job
• knowledge enables their work
• skeptical but unthreatened by transparency
• rank aligns with capacity to deliver on expectations
• job subject to processes but not inherently process focused

characteristics

• highly adaptive portion of the workforce
• their work is sharing knowledge
• see transparency as an opportunity
• capacity to deliver on expectations outstrips rank
• job challenges existing processes and those who manage them

• slow to adapt
• knowledge is power
• see transparency as a threat to their power base
• rank outstrips capacity to deliver on expectations
• job likely process focused or tied to traditional methods of work

avg

characteristics

• can adapt if required to by their job
• knowledge enables their work
• skeptical but unthreatened by transparency
• rank aligns with capacity to deliver on expectations
• job subject to processes but not inherently process focused

high

• highly adaptive portion of the workforce
• their work is sharing knowledge
• see transparency as an opportunity
• capacity to deliver on expectations outstrips rank
• job challenges existing processes and those who manage them

distribution of comfort

agency 2.0

• slowing down organization change
• driving down retention rates
• wasting money to inefficiencies
• frustrating citizens
• decreasing the relevance of public services

• enabling organization change
• improving retention rates
• creating new efficiencies
• opening up government
• moving towards government as platform

this is where the tension is

what if ...

distribution of people

characteristics

avg

low

• can adapt if required to by their job
• knowledge enables their work
• skeptical but unthreatened by transparency
• rank aligns with capacity to deliver on expectations
• job subject to processes but not inherently process focused

high

• highly adaptive portion of the workforce
• their work is sharing knowledge
• see transparency as an opportunity
• capacity to deliver on expectations outstrips rank
• job challenges existing processes and those who manage them

• slow to adapt
• knowledge is power
• see transparency as a threat to their power base
• rank outstrips capacity to deliver on expectations
• job likely process focused or tied to traditional methods of work

distribution of comfort

agency 1.0

agency 2.0

agency 1.0

distribution of people

characteristics

avg

characteristics

low

• can adapt if required to by their job
• knowledge enables their work
• skeptical but unthreatened by transparency
• rank aligns with capacity to deliver on expectations
• job subject to processes but not inherently process focused

high

characteristics

avg

• highly adaptive portion of the workforce
• their work is sharing knowledge
• see transparency as an opportunity
• capacity to deliver on expectations outstrips rank
• job challenges existing processes and those who manage them

• slow to adapt
• knowledge is power
• see transparency as a threat to their power base
• rank outstrips capacity to deliver on expectations
• job likely process focused or tied to traditional methods of work

high

low

• can adapt if required to by their job
• knowledge enables their work
• skeptical but unthreatened by transparency
• rank aligns with capacity to deliver on expectations
• job subject to processes but not inherently process focused

• highly adaptive portion of the workforce
• their work is sharing knowledge
• see transparency as an opportunity
• capacity to deliver on expectations outstrips rank
• job challenges existing processes and those who manage them

• slow to adapt
• knowledge is power
• see transparency as a threat to their power base
• rank outstrips capacity to deliver on expectations
• job likely process focused or tied to traditional methods of work

characteristics

avg

low

• can adapt if required to by their job
• knowledge enables their work
• skeptical but unthreatened by transparency
• rank aligns with capacity to deliver on expectations
• job subject to processes but not inherently process focused

high

• highly adaptive portion of the workforce
• their work is sharing knowledge
• see transparency as an opportunity
• capacity to deliver on expectations outstrips rank
• job challenges existing processes and those who manage them

• slow to adapt
• knowledge is power
• see transparency as a threat to their power base
• rank outstrips capacity to deliver on expectations
• job likely process focused or tied to traditional methods of work

distribution of comfort

which one has more horsepower?

join the movement

agency 2.0

is

government as platform for both citizens and public servants

i'm pushing for government 2.0

no one wants to get stuck with a

are you?

by nick charney

http://cpsrenewal.ca

ncharney@cpsrenewal.ca

@nickcharney