Government Executives: Navigate U.S. Policy Shifts with this Checklist

Before diving into action, build trust with peers by forming a multidisciplinary team.

Coordinate

• Define the purpose and intent of such a team with executive leadership.

• Ensure participation from empowered representatives of the executive team, business units and supporting functions for a comprehensive policy assessment.

• Identify agency/department liaisons for policy implementation and communication.

Organize

• Establish operating procedures and start meetings immediately to stay updated on policy changes.

Determine and communicate the purpose and potential impacts of new policies. 

Review

• Analyze new policies that are published or provided in draft form.

• Determine the purpose of each policy change (i.e., what is the driver?).

Communicate

• Engage with department executives to resolve differing opinions on policy changes.

• Alert key stakeholders of potential impacts, with detailed communications to follow.

• Inform staff about new policy changes.

Focus on new goals and governance, not controversies, update strategic plans and maintain open communication with stakeholders.

Measure

• Review current metrics (KPIs, OKRs, ODMs) to ensure alignment with new goals and adjust accordingly.

• Reassess governance structures to focus on new strategic priorities..

Monitor

• Track executive appointments for impacts on core functions and legal/regulatory areas.

• Consult with local legislative contacts for guidance and alignment.

• Update strategic plans to align with new policies and remove conflicting initiatives..

• Maintain open communication with stakeholders and staff to build trust and transparency.

Evaluate policy changes to classify and assess risk exposure, identify new opportunities and develop action plans.

Assess

• Review your portfolio, funding streams and staff resources for impacts on existing programs.

• Classify impacts as one of the following:

  • Regulatory impact: Evaluate changes affecting government functions and service contracts.

  • Fiscal policy: Assess impacts on contracts, inventory and procurement.

  • Talent management: Address effects on internal and contract staff.

  • Tax policy: Consider tax implications for contractors.

  • Supply chain: Identify disruptions in the current supply chain.

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Categorize

• Identify risks as high, medium or low, based on criteria such as direction, confidence, impact certainty, significance and familiarity:

  • For those at high risk:Develop alternative funding plans or prepare to shut down services, communicating with stakeholders and considering legislative alternatives.

  • For those at low risk: Conduct scenario planning, monitor areas and consider redirecting funds to high-risk initiatives while maintaining policy alignment.

• Meet with stakeholders of at-risk initiatives to strategize alignment with new policies.

Reevaluate your operating model to determine alignment with new priorities and business outcomes.

Recognize that staff will be at different stages of change acceptance when conditions fluctuate.

Identify

• Identify your staff’s stages of change acceptance. Early adopters, for example, embrace change and engage with challenges, while resisters and laggards are least likely to adopt changes and may obstruct progress.

Develop

• Create strategies for each staff category based on their acceptance level.

• Use incentives and disincentives to encourage acceptance..

• Recognize and praise past achievements to reassure staff of their value.

• Emphasize the benefits of changes for everyone.

• Use early adopters to promote upcoming changes.

• Maintain communication through town halls, videos, blogs and meetings.

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