• Rapid Policy Changes. The Trump administration has implemented many executive orders and policy shifts that affect both government agencies and private industry. Regulatory freezes, hiring freezes, and shifts in priorities mean different ways of working for leaders and staff. Organizations have to quickly adapt to these changes as they continue to work toward their missions.
• Organizational Restructuring. With the administration’s focus on reducing the federal workforce and eliminating certain positions (like Chief Diversity Officers), many organizations will implement significant restructuring. Leaders and employees will have new workloads and different procedures to follow.
• Process Redesigns. The emphasis on deregulation and “unleashing prosperity” means many agencies might need to redesign their processes to align with new regulatory landscapes. To do it right, agencies need insights, methods, and lessons learned from across sectors.
• IT System Rollouts. As organizations adapt to new policies and regulations, they may need to implement new IT systems or modify existing ones. Technical modernization is a priority for this administration. Supporting the people side of digital transformation is key to adoption and performance.
• Supply Chain Transformations. The administration’s focus on infrastructure investment and potential changes to international trade policies might require supply chain transformations. These kinds of transformations have ripple effects that touch many teams and employees’ day-to-day work. They need help transitioning to the new way of working.
• Navigating Uncertainty. Frequent policy changes and potential legal challenges to some administration actions create an environment of uncertainty. Uncertainty is disruptive to any workforce. Clear messaging and alignment from leaders can help stabilize teams and maintain performance.
• Balancing Compliance and Innovation. Organizations must balance compliance with new directives while pursuing innovation and growth. It’s essential to prioritize employee behaviors and activities so everyone is aligned and meeting those goals.
• Managing Cultural Shifts. Some of the administration’s policies, particularly those related to DEI, might go against the culture of an organization. Leaders must clarify values and norms to affirm culture, and engage employees in the conversation, while remaining in compliance.
• Leveraging Cross-Industry Insights. Some policy changes might blur the lines between public and private sectors. It’s a great time to adopt valuable cross-sector insights and best practices.

Each of these challenges highlights the need for change management in some form.

It’s important to consider the impacts on the entire “performance system” at the organizational, cultural, and individual levels.

Even in a historically dynamic federal government, we can achieve positive change.