NVTC is inviting members and industry leaders to serve as guest bloggers, sharing insights and information on trends or business issues relevant to other members. This week, the NVTC Digital Strategy Committee writes about the group’s recent event on digital strategy and public safety, featuring Fairfax City Fire Department Chief Richard R. Bowers, and how it revealed several very interesting and useful challenges for the NOVA business community.


The Northern Virginia Technology Council’s (NVTC) Digital Strategy Committee (#nvtcdigstrat) recent event regarding Digital Strategy and Public Safety, featuring Richard R. Bowers – Chief, Fairfax Fire Department – revealed several very interesting and useful challenges for the NOVA business community.Not least of which was the current challenges around focused, resourced digital strategy planning across the County constituent agencies, and among local jurisdictions.Many targeted capabilities and improvements in “front-end” digital tools, outreach and engagement, plus initiatives on the “back-end” to handle system-specific data and information management are certainly underway, but information-sharing among the public safety stakeholders – businesses, government and the public – remains a strategic planning, governance and education hurdle to address. In other words, a B2G2C digital strategy challenge.NVTC Digital Strategy with Fairfax Fire Chief Richard Bowers

“Simplicity” was a key concept – that seems hard to maintain in the first responder settings, particularly with the profusion of both new technology equipment and situational data. Chief Bowers illustrated the challenge with local EMS responders – on route or on scene -having to quickly use and interact with at least 5 separate kinds of equipment:

  • EPCR (Electronic Patient Care Reporting)
  • CAD (Computer Aided Dispatch)
  • MDC (Mobile Data Computers)
  • NCR (National Capital Region) Patient Tracking System
  • Mobile Phones, iPads and Radios

The variety of interfaces, variety of data granulation, variety of authentication methods – it all adds up to what can be a burdensome expectation on responders, which creates higher risk in areas of data quality and security, process coordination and mission efficiency. This hinders, therefore, the ability of the entire responder community to deliver optimal outcomes – in spite of the number and types of technologies available and in use.

Furthermore, as the technologies available to both the responders and the public become more pervasive, easy to operate and use – for collecting or contributing incident reporting, sensory feedback and overall situational awareness data – it’s simply too difficult to add these inputs to the mix in a way that avoids information overload, or worse, information degradation or errors. There’s no common information architecture that anticipates a proliferation of device inputs, mobile and social channels.

A standard “dashboard” visualization service for use in the field, to quickly access the various systems and growing information sources, was also mentioned as a highly-desirable capability – particularly a dashboard to sensitive systems and protected information in a BYOD environment – i.e. on personal cellphones or tablets. A related need surfaced above the actual dashboard of the response vehicles and fire engines – actually having “heads up” display on the windshield of incident information, particularly GPS and route data.

Fairfax 2015 Police and Fire Games

The Committee was also briefed on the upcoming World Police and Fire Games, coming to Fairfax County at the end of June this year (2015). It’s anticipated that over 12,000 athletes and family/guests (over 30,000 in all) will attend the games, and that Fairfax County will experience tremendous global attention, regional pride and local economic benefit from hosting the event. Over 2000 volunteer slots remain open, along with many sponsorship opportunities for businesses, organizations or individuals. The Fairfax 2015 Games Website maintains all information for athletes and all other participants, from local accommodations and event venues, to a robust social community and online marketplace.

The NVTC Digital Strategy Committee looks forward to more collaboration sessions with the Northern Virginia public safety and First Responder community, and will continue to support information-sharing about B2G2C digital strategies.

Thanks to the NVTC event sponsors, speakers, coordinators and volunteers, including:

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NVTC is inviting members and industry leaders to serve as guest bloggers, sharing insights and information on trends or business issues relevant to other members. In part three of her Engaging Your Total Enterprise Series, Board member Marta Wilson of Transformation Systems Inc. shares ways to gain the best human capital management skills.


Managing human capital as a resource is like assembling a kind of jigsaw puzzle using talent for pieces and a strategic plan for the box top. If you want results, you need the best human capital management skills possible. You either have these skills or you hire expert skills. The experts either provide a short-term infusion or become embedded in your organization to uphold the human capital endeavor. No matter how well you manage human capital or how you choose to incorporate the process into your business, human capital strategy is doomed to be just one more plan— indeed, just one more empty ritual—unless it plays out in a vibrant cultural dialogue that motivates, inspires, and magnifies greatness in all your people.

As you devise a human capital strategy, you are aiming for the multipliers. You want to plan for the ineffable quality that gets you to a sum of five when you start with two and two. What is that? The best human capital management professional may have theories, but ultimately no one individual can provide that surprise extra, the multiplier. That’s because people magnify each other. As the Hawthorne Studies found in the early twentieth century, bonding among people has a magnifying effect on productivity and even a quotient of happiness. These days, the team may entirely co-locate in the same office or be connected across time zones and continents. It doesn’t matter whether people share projects or knowledge. What matters is that they share the dialogue and exchange the ideas. They thrive in the dynamic. People in a successful dynamic do more in ways that are leaner, faster, better, and smarter. That’s exactly what you need in today’s economic climate.

We all see shifting environmental drivers, tumultuous innovations, and advancing technologies that can undermine a stable and able workforce. Human capital, that underpinning of all the production in an Ideas Economy, is itself churning and unpredictable. Human capital risks can manifest themselves in different ways. One is the sheer lack of knowledge and leadership depth across the organization. Or, there can be a protracted and unclear development path for entry and journey level staff. There can be poor alignment of talent to priorities and strategic objectives. One of the greatest risks is when nobody is talking to each other about possibility, knowing, and change.

So, your first question when it comes to your talent mix must be, “Do I have enough of the right people in the right places performing the right work at the right time?” The immediate follow-up question must be, “Will I have that in five years?” My answer to either question is another question. “Who’s talking about what?” There’s one proven way to make sure the dialogue in your business isn’t idle chatter or bitter grievance motivated by boredom.  It’s collaboration. Of course, collaboration, while an art in itself, still relies on the baseline art of dialogue where business is concerned. In the end, whatever drives the conversations that magnify the potential greatness of your team is exactly what you want people to be discussing.

Steve Case, most widely known as co-founder of America Online and retired chairman of AOL Time Warner, spoke at an NVTC Titans Breakfast that I attended.  That morning, I was inspired when I heard him say that his focus is to “invest in people and ideas that can change the world.”  So the question for you remains: Are you prepared to be a dynamic partner? Are you ready to partner with your employees, your vendors, your investors, and your community? If so, that’s excellent! You’re setting yourself up to thrive in the future economic realities, which are upon us already.

Are you tentative about launching a human capital strategy initiative with so many priorities competing for your time and attention? If so, here are some questions for quiet contemplation:

  1. Is an effective performance management system in place and understood by all employees?
  2. Do employees have knowledge of the results their actions produce?
  3. Do we have a full complement of strategies to initiate, direct, and sustain desired individual and team behavior?
  4. Do we have enough of the right people in the right places performing the right work at the right time? Will we in five years?
  5. How many key people are likely to retire or leave in the next five years?
  6. What strategies will entice my best people to stay?
  7. Are we motivating staff with career paths?

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