City Hall. What do you think of when you hear those words? If you are like some tax-paying citizens, you may think of your city government as one of politics, infighting, frustrated citizens, long lines, disengaged, entitled, and well-compensated employees (all at taxpayer expense). “Leadership” may not be a term that comes to mind.

Erase that ugly picture now. Let’s start over and paint a picture of great leadership, a well run “City Hall” organization, and engaged employees who really care about the city they work and live in.

These are tough times for local government

Local governments in the state of Michigan are trying to prepare for the unknown, and many are in a wait and see mode; unsure of what they will receive from a financially stressed State in revenue sharing funds. In addition, due to the housing situation (perpetuated by our state’s high unemployment rate), many city governments are becoming concerned about how they’ll continue to provide the services that citizens deserve and expect.

The City of East Lansing (home to Michigan State University), has had a reputation as a very well-run and financially solvent local government. But they, too must consider extra steps to assure solvency into the future in these unusual times.

Engaged employees step up to do their part

An organization’s culture is always a reflection of its’ leader(s). The City Manager, Ted Staton, enjoys a well-deserved reputation as a prudent city manager – and if others weren’t willing to add “great leader” to his (future) legacy, they should be convinced to do so now. So here is the story:

Employees throughout the organization have VOLUNTEERED to take a five day furlough (without pay) in FY 2010. They did this VOLUNTARILY in order to give back to the organization and city they love, and to assist in what may be a difficult financial year (and hopefully stave off layoffs or other more drastic measures) for the City.

You may not see this as remarkable, but it is. Government leadership, generally enmeshed in heirarchy, will usually MANDATE such cost-cutting measures. The VOLUNTARY nature of this program, and the willingness of employees to step up to the plate speaks volumes about what type of leadership and organization is present at the City of East Lansing.

Marie McKenna, Assistant City Manager, told me that this program started with the City Manager’s team of department heads. They agreed initially to the furlough for themselves, and then asked the rest of the organization (after explaining the financial situation) if they wanted to VOLUNTEER to a furlough, they could. No coercion. No consequences if they didn’t volunteer. Leadership set an example, and figured others would follow.

As of today, 67 non-union employees have VOLUNTEERED to five days off without pay. There may be more as time goes on. Further, management has acknowledged that union employees have also contributed their part by helping to contain health care increases.

Marie stated this morning that the feedback received from employees has been supportive; employees feel like they are making a contribution and “giving back”.

It’s Better to Ask Than to Mandate

When asked what contributed to the success of this VOLUNTEER program, Marie stated that “….when you have great communication and an excellent organizational culture, it is not necessary to mandate this time off. We are all doing it willingly because credible leaders have explained the challenge and asked for our help.”

The City of East Lansing has a great culture that has been demonstrated with this act: rather than MANDATING, the leaders ASKED the employees to participate. How respectful, how right, and how rare.

Oh – one more notable item from this remarkable organization: on August 19 they are having a community fireworks show with music and refreshments – FREE for community members. This was fully funded by an Employee Silent Auction earlier this summer and “proudly brought to the community by the employees of the City of East Lansing.”

Remarkable.

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