Tuesday  morning, as part of the American Council for Technology – Industry Advisory Council (ACT-IAC) Executive Leadership Council meeting in Williamsburg, Virginia, Gen X and Y government (and former government) leaders participated in a panel discussion themed “Leading in a Government Transformed by Social Technologies.”  This panel of “digital natives” was masterfully moderated by Lena Trudeau, National Academy of Public Administration, and included:

• Jonathan Benett, Program Manager, Supplemental Nutrition Assistance Program (SNAP), USDA Food and Nutrition Service;
• Matt Collier, Special Assistant, Office of the Director, Office of Personnel Management;
• Andrew Krzmarzick, Director of Community Engagement, GovLoop, formerly with the USDA Graduate School); and
• Steve Ressler, Founder and President, GovLoop, (formerly with the U.S. Department of Homeland Security).

The panel quickly established that the use of social networking by younger government workers is less about technology and more about the norms of the newer workers, who tend to send out documents in draft form seeking input, comments, and critique from peers in an expanded community, versus waiting until a document has passed internal reviewers and approvers. Not that our younger workers don’t use data. Taking a page from Vivek Kundra's book, the panelists stressed accessing all available and relevant data then making a decision - even if the data  isn’t perfect. The panel discussed social entrepreneurship, and the draw to public service when working in multiple sectors, government and/or private industry. Moderator Trudeau predicted that given this passion to serve, Krzmarzick and Ressler, like many of their peers, will be back in government, continuing the service they are presently called to in the private sector.

Perhaps the most sage advice came from the panel as the session opened up for Q & As. The panel urged seasoned government managers to mentor new hires, engage in co-coaching ( a seasoned manager coaches the newer hire on "the ropes," and the digital native coaches the mature government worker on social networking), provide a new hire a digital camera to interview Baby Boomers about to retire to capture agency knowledge, and have new hires create their own training. Observing that trends indicate that Baby Boomers won't really retire but that most will find meaningful, if part time work, in balance with free time, Krzmarzick asked the audience to imagine what type of working environment they want in the year 2020. He then urged the more seasoned workers to create that environment now, with a balance of work and family, as that same environment is one that is so appealing to the always connected Gen Y workers.

However, the question of the day came from an audience member asking for advice for seasoned workers, who find themselves working for these four panelists and other Gen Ys as they become the workplace leaders. The panel responses revealed their collaborative working style, stressing a working with approach versus a working for, a need for curiosity, and taping into the individual and collective skills of a team. It may have been tongue in cheek when a webcast participant, regarding more mature employees working for Gen Ys,  offered the observation that although he understood that there was global warming, he hadn’t realized that "Hell had frozen over."  However, this comment is very telling as it demonstrates the depth of generational and cultural resistance to changing work styles, including little appreciation for the talents, thinking, and empowering skills of emerging young leaders.  I believe that there is an opportunity here, so my plea for the Baby Boomers – some of whom are former revolutionaries of the 60's – and open to new ideas four decades ago, is to remember the passion for change and openness that evolved then and extend support to the Gen Ys who have mastered their "openness movement" through technology. And if you are lucky enough to be on a Gen Y team, share and learn, and consider yourself  lucky enough.