The Architect of the Capitol (AOC) is responsible for the maintenance and preservation of federal buildings, including the Capitol Power Plant, Supreme Court, House Office Buildings, Senate Office Buildings, and Botanical Gardens. AOC leadership faced organizational silos, resistance to training, and a high attrition rate of 28 percent due to a culture that undervalued professional development. There was a need for a capacity-building program that engaged employees across all levels—from frontline workers to senior executive leaders.

A multi-cohort leadership training program was designed to develop competencies in team management, cross-functional collaboration, and problem-solving. To address resistance, individualized follow-ups with participants were implemented, and executive leadership was engaged to introduce accountability measures.

• Conducted an organizational assessment to tailor the program to AOC’s leadership, operational, and engagement challenges.

• Designed a cohort-based leadership development program that included interactive workshops and leadership coaching.

• Provided one-on-one coaching to leaders struggling with the transition.

• Integrated accountability structures by engaging division leaders to track participation and implementation.

• Reversed the 28 percent attrition rate, improving employee program retention.

• Increased participation and engagement, even among initially resistant employees.

• Participants applied learning beyond the workplace, improving relationships with colleagues and personal relationships outside of work.

• Senior leadership implemented accountability models to sustain training benefits.

• Resistance to change can be overcome with a high-touch, relationship-based approach to leadership development.

• Reframing training as a tool for both professional and personal growth increases participation and impact.