7 minute read
Assistants and Deputies
Elevating Womenin Local Government Management
BY MONICA N. SPELLS
Those in the assistant chief administrative officer role—or aspiring to be— can benefit from these steps to success.
MONICA N. SPELLS, MPA, ICMA-CM, is an
assistant county administrator for Loudoun County, Virginia (monica.spells@ loudoun.gov). In 2019, the ICMA Assistant Chief Administrative Officer (ACAO) Committee was formed and launched its work plan, which included advising ICMA on expanding support for current ACAOs and improving the preparation for the next generation of ACAOs. The committee’s work is tied to the premise that the ACAO role is key to advancing professional administration and management of communities and supporting ICMA initiatives such as SheLeadsGov, which promotes the advancement of women in local government.
Research shows that inequalities between men and women continue to exist when it comes to advancement opportunities, decision-making, discrimination, harassment, and pay. Yet despite this, women break barriers every day and reach their goals. ACAO Committee members recommended a series of sessions during the 2022 ICMA Annual Conference around “the Art of Assistant Leadership” meant to help augment the tools, training, and networking that ACAOs that need in order to take their community and career to the next level. I moderated one of those sessions, “Elevating Women,” in support of the committee’s work in nurturing settings for women to flourish in leadership and management roles.
The session included a discussion with Katherine DeMoura, ICMA-CM, a former town administrator and now a regional business development leader; and Chelsea Jackson, assistant city manager of Douglasville, Georgia. I have known gotten to know Katherine and Chelsea through ICMA and state-affiliate activities over the past several years. We are each at different career stages and shared about serving as an ACAO, challenges along the way, the benefit of developing a support system, keeping a “can do” mindset, and supporting other women in the profession. Although we did not touch on all thoughts related to advancing gender balance in the profession, our discussion and the subsequent Q&A with session participants covered parallels and opportunities. Here are a few of the takeaways from the session that everyone should be aware of.
Women have different paths to the ACAO role. Reasons include, but are not limited to, background or expertise, compatibility, interest (portfolio development), education, organizational need, and title or hierarchy differences. No specific track leads to success. This diversity of experience is valuable, as managing and sustaining communities requires diverse viewpoints and knowledge.
Laura Savage, Monica Spells, Katherine DeMoura, and Chelsea Jackson at the 2022 ICMA Annual Conference.
Women in the ACAO role engage in professional development and volunteerism. In addition to academic and on-the-job experiential training, women in the ACAO role and those aspiring to the role take advantage of ICMA’s professional development, coaching, and mentoring opportunities, along with those of their local government affiliate groups and other leading organizations. They also volunteer on ICMA and state affiliate boards, committees, or task forces. Serving in this manner allows women to increase their knowledge, hone skills, and implement skill sets while developing professional relationships, networking, and making a valuable contribution to the profession. The committees and task forces cover a wide cross-section of issues important to ICMA and local governments in general, so watch for the Call for Volunteers this spring.
Women ACAOs benefit from speaking up and amplifying the voices of other women. Having a seat at the table does not equate to having a valued voice. When women share an idea or speak up during a meeting, they are often interrupted or not listened to as much as their male colleagues. Women in the ACAO role understand that they should not sit on the peripheries of a meeting and that they are as capable as anyone else. Women benefit from constructively asserting themselves in a discussion. Women should feel comfortable using their voice, especially when supporting and elevating other women who need to feel empowered to use theirs.
Women in the ACAO role have many mentors. According to a recent study, women are less likely than men to self-promote or seek promotions even when they perform well.1 Women in the ACAO role often have both women and men as mentors. Having multiple mentors allows women to receive empathy and feel encouraged to take leadership roles while gaining diverse perspectives.
Women in the ACAO role lift while they climb. American lawyer and civil rights activist Marian Wright Edelman has said, “You can’t be what you can’t see.” Reaching up the career ladder and out to mentors is wise, but so is reaching back. Bringing other women along with you on your career journey (and asking them to do the same) encourages them and offers gratification from helping others and contributing to their personal and professional development.
Leaders recognize that a rising tide lifts all boats— engage, celebrate, and elevate women!
ENDNOTE
1 https://academic.oup.com/qje/article/137/3/1345/6513425
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ICMA LOCAL GOVERNMENT EXCELLENCE AWARDS
NOMINATIONS OPEN JANUARY 2023
Have you or a colleague made a significant difference in your community or to the profession? Have you implemented an innovative program that addressed a critical community need? If so, plan to nominate a peer or program for the 2023 ICMA Local Government Excellence Awards. U.S. and International nominations accepted January 10–March 9, 2023. Visit icma/awards.
55th Anniversary
Local Government Awards
STEP UP TO ICMA EXECUTIVE BOARD SERVICE
Serve your peers. Serve your profession. Serve your association.
ICMA’s 21-member executive board provides governance to the association and is responsible for selecting the president, supervising the association’s executive director/CEO, providing fiduciary oversight, representing the association, and adopting policies to advance ICMA’s mission and vision, thereby exercising a critical leadership role for the local government management profession. The board also enforces the association’s Code of Ethics, which governs the professional and personal conduct of the membership.
There are six regions and each region is represented by three regional vice presidents. Every year, each region has one regional vice president position open up in the region’s rotation. ICMA Executive Board service demands active participation and a significant commitment of time and effort throughout a board member’s three-year term.
NOMINATIONS FOR REGIONAL VICE PRESIDENTS WILL BE ACCEPTED OCTOBER 18, 2022, THROUGH JANUARY 13, 2023.
Start planning today! ICMA strongly encourages individuals who are interested in pursuing this leadership opportunity to reach out to their state or country association leadership, affiliate organization leadership, current or former ICMA regional vice presidents, ICMA regional directors, or ICMA program staff at icmanominations@icma.org. Access regional nominations and annual election information on ICMA’s website: icma.org/BoardNominations. “Being able to represent colleagues in my region was a tremendous honor and responsibility. Throughout my time on the board, I had the privilege of working with some very talented people while making some great friends.”
Christopher Coleman, former Northeast Regional Vice President
Diane Stoddard, Mountain Plains Regional Vice President
“I have thoroughly enjoyed my time on the Board. Local governments around the world have never been more challenged than they are right now and it’s important that we have organizations like ICMA to help us navigate the difficult waters. I would strongly encourage any ICMA member to put their name forward to run for a board position.”
Chris MacPherson, International Regional Vice President
