Ethics and integrity aren’t just buzzwords in local government—they’re the foundation of public trust, team cohesion, and long-term success. When leaders prioritize ethical behavior, they create a culture where employees feel accountable, engaged, and proud of their work. But fostering this kind of culture doesn’t happen by accident—it requires intentional effort and strong leadership.

In a recent LeaderGov workshop, government leaders from across the country came together to explore practical strategies for promoting ethics and integrity in their organizations. Through insightful discussions and real-world examples, they uncovered key approaches to strengthening ethical standards within their teams.

Why Ethics Matter in Local Government

As William Whitson, a seasoned local government professional, put it, “working in local government is like "living in a fishbowl." Every decision, policy, and action is under public scrutiny. When integrity is compromised, the consequences ripple...

In local government, an engaged team isn’t just a nice-to-have—it’s a necessity. When employees feel connected, valued, and motivated, productivity increases, collaboration thrives, and the organization better serves the community. Yet, many leaders struggle with engagement, facing challenges such as remote work, communication barriers, and team members who are resistant to change.

In a recent LeaderGov podcast episode, host Bill Stark sat down with Stan Wilson, Director of Health and Human Services and Community Development for Fulton County, Georgia. With extensive leadership experience across multiple local government agencies, Stan shared invaluable insights on how leaders can build engaged, high-performing teams. His practical approach, developed over years of leading diverse teams, provides a roadmap for any leader looking to foster a culture of engagement.

Understanding the State of Engagement

Before improving engagement, it’s crucial to assess where your team currently...

In today’s workplace, it’s common to see multiple generations working side by side. From Baby Boomers to Gen Z, each generation brings unique experiences, strengths, and—let’s face it—quirks. However, these differences can sometimes create friction, especially in local government settings where Baby Boomers are often overrepresented compared to the private sector. Instead of letting these differences create conflict, forward-thinking leaders can leverage them to build high-performing teams.

Navigating a multigenerational workplace can feel challenging, but it’s also a unique opportunity to strengthen teams by leveraging diverse strengths. To transform generational differences from sources of conflict into drivers of collaboration, leaders can focus on six key strategies:

1. Understand Generational Dynamics – Recognize the strengths and quirks of Baby Boomers, Gen X, Millennials, and Gen Z.
2. Foster Mentorship – Bridge gaps by encouraging knowledge-sharing between experienced leaders...