WTS International Conference: Leading the Way – Accelerating Innovation in Transportation (2026)

A Fireside Chat with Transportation Leaders Shaping America’s Future

Moderator:

• Bridgette Beato – Board Chair, WTS International

Panelists:

• Seval Oz – Assistant Secretary, United States Department of Transportation
• Russell R. McMurry, P.E. – AASHTO Chair & Commissioner, GA Dept of Transportation
• Leanne Redden (she/her/hers) – APTA Chair & Executive Director, Regional Transportation Authority, Chicago

Interoperability

• Goal to keep the process seamless as transportation crosses the state line.
• Federal government should listen, guide through policies, and come up with a common language in the backend, but be as least involved as possible.

Autonomous People Movers

• Leanne: The technology is here and available, but people need to gather to share knowledge, make investments, and demonstrations as well as get funding in alignment.
  • Education and communication to users is key. There is a human component when sharing information, and it’s important to get people comfortable and explain that the technology is not taking away jobs, it is retooling and repurposing.
• Seval: Bringing up the next generation is also important. Example: Taking your child to watch you work as a truck driver so they understand the process and effort but at the same time can also provide input on how it can be made more efficient.

Autonomy by 2035

• Russell: Digital infrastructure, real time info
• Leanne: Human infrastructure
• Seval: Rider trust to system trust

AASHTO Panel – Voices of Vision

Moderator:

• Bridgette Beato – Board Chair, WTS International

Panelists:

• Shante Hastings – Delaware DOT
• Priya Jain – Commissioner, New Jersey DOT
• Gia Biagi – Illinois Department of Transportation
• Marie Therese Dominguez, JD – New York State Department of Transportation
• Dina El-Tawansy – California Department of Transportation (Caltrans)

In 10-15 years, what is fundamental for operations?

• Gia: Infrastructure, developing community, connecting people through walking, biking, trains, etc. Connection to economic development, housing, and understanding what’s important to people and their daily lives.

What is something people are holding on to that we may need to let go?

• Priya: Their mindset. Need to shift organizations to think differently. Some people work in silos, and there is a need to connect everyone. There are lots of good ideas but nobody is talking to each other.

What are the greatest tensions right now and what are some competing priorities?

• Dina: Finding funding for all our needs.
• Marie: Evolution of how we innovate. Making sure organizations and people are ready for this. Investing in people and listening to them and their challenges. Providing training. If you invest in the team, there is nothing you can’t do. Talking to communities and hearing what else they care about.
• Priya: Connecting people to the end user. Understanding what’s driving them and why what they do matter.

What must DOT fundamentally change?

• Shante: People’s expectations now are different. We have to communicate and engage with them. Trying out pilot programs can be transformational.
• Gia: The industry is risk adverse. Rebuild the organization around different levels of experience so that staff of all levels of experience are encouraged to share knowledge.

How can you move innovation from a pilot or concept with so many employees?

• Dina: Continue talking about the vision – what are we here to do? To serve people, to move people across the state efficiently and safely. Give staff the platform to try ideas on a smaller scale. When working with different people, you also have to phrase your messaging differently.
  • One example was letting staff to start using Copilot. Originally, the staff member was reluctant and against using it, but after testing it out and seeing how useful it can be, they were more open to it.

What are some workforce challenges and what can we do about it now? How can we build and sustain the talent pipeline?

• Dina: Provide training and mentorship, in-person activities. There’s a shortage of good people in the workforce and there is a need to grow the pool of qualified professionals. It’s been difficult bringing people back into the office post-pandemic.
• Shante: Have an internship program. Reach out to middle school and high school.

Advice

• Dina: Take risks. Go out of your comfortable especially early in your career.
• Shante: You are never 100% ready. Learn while doing.
• Gia: Say yes. Sometimes you unintentionally mentor people by what you do and say.
• Marie: “Be a buffalo.” Buffalos run into the storm, plow through, and survive. Cows run away and perish.
• Priya: It’s okay to pivot in your career.

Innovation Begins with Values and Culture – Tips and Tales from Transportation Leaders

Moderator:

• Paula J. Hammond, PE – WSP USA

Panelists:

• Susan Martinovich, PE – Martinovich Advisory Group
• Victoria Sheehan – HDR
• Leslie S. Richards (she/her/hers) – Lumenor Consulting Group
• Diane Scaccetti, MS – HNTB

What are your core values and how has it shaped the culture?

• Leslie: I let people know that I want to help. I let the team know I need their help, which elevated the team. I listened to the team and encouraged them to speak up. Be honest – I don’t know everything. It takes time to develop the trust with the team.
• Victoria: Public agencies do their best work during a crisis. It’s very personal to them. I make sure to advocate the passion of the organization, for the workforce, and communities.
• Diane: It’s important for people to feel like they can trust you. When you are in a new position or role, you don’t want to say, when we were at […], we did this. We need to embrace the way the team had operated before you. Then, within that culture, look at how you can make change.
  • First, establish trust so that people can open up and be comfortable speaking up. Then, let them share their thoughts and understand that you are not an enemy but a friend who can advocate for them. People are enthused when they hear they have the support.
• Susan: Be authentic. Someone put you in the position because of who you are.
  • Have integrity. It takes years to build and a snapshot to lose it.
  • Visibility. Earn trust by being visible with your people.
  • Be careful what you say. People take it as gospel.
• Paula: Communicate. Show up. When things go wrong, be clear about what you know, what you don’t know, and what you can do about it.

Did existing culture hinder or propel innovation?

• Diane: People who have been working for many years and are about to retire can make it difficult and may work in silos. Identify young stars that are more open-minded, are forward-thinking, and want to do things. Have fun events for the team to get to know each other in an environment that’s not work. Help the team embrace change and understand that they need to work together to deliver the best product.
• Victoria: Some departments have been innovative for some time but are not celebrating or talking about it. Give people confidence and recognize the work.

What is your secret sauce on leadership style and how has it helped maintain culture?

• Leslie: Show that you care about the clients and employees. Listen to people’s challenges. Go understand what the community needs and what the asset you are working on means to them.
• Victoria: Be authentic, be yourself, be true to who you are.
• Diane: Ask people how they are. Have small talk. Don’t be shy to meet people. Talk to people who have been through what you’re going through.
• Susan: Be kind. Be vulnerable. Let people help you.
• Paula: People like mentoring.

Learn from the Legends

Moderator:

• Christi Skinner (she/her/hers)

Panelists:

• Helen McSwain, MS – McSwain Consulting Group, LLC
• Deborah Dagang (she/her/hers) – Santa Clara VTA
• Carolyn Flowers, MBA – InfraStrategies LLC
• Leanne Redden (she/her/hers) – APTA Chair & Executive Director, Regional Transportation Authority, Chicago

What advice would you give to your 25-year old self?

• Deborah: Take risks, say yes.
  • Get involved. Volunteer to do things. Learn leadership skills.
  • Be present. Get into the office and meet people.
  • Have resilience, self-care, and optimism.
  • No two paths are the same.
• Helen: Find a sponsor – someone who sees you’re not in the role you should be in.
• Carolyn: Explore and have confidence. Find the right place and what you are interested in, not what other’s expectations are. Find what you want to do.
• Leanne: There will be twists and turns. Just give it a go. Understand that you should have more confidence and trust your guts.

What advice would you give to your 45-year old self?

• Leanne: When you’re choosing between working or being a parent, do what’s good for you. Build a strong team, because when you’re gone, they’re the ones who have to step up. The challenges you encounter will make you a better manager.
• Carolyn: Focus on what’s important to you. Treat your team the way you want to be treated. Develop trust in your team and work, communicate, and collaborate as a group.
• Helen: Have the ability to help motivate people to get things done.
• Deborah: Advocate for yourself. Working hard and doing good work is not enough.

How did you pivot when things did not go according to plan?

• Carolyn: Have 2-year horizons. Your first year is learning. In your second year, look around, see what else is going on, and find a pathway both internally and externally.
  • You don’t have to have everything in place before doing something. If you have most of it, go for it. You don’t need to master it first.
• Leanne: Have the confidence to make changes. Spend time to recognize when changes should happen. Change on your schedule, not someone else’s. Keep your options open. Stay aware. Get advice and guidance from others and learn from people who have been through more.
• Helen: Understand the culture internally. There will always be a change in management. Keep monitoring what is happening, and always have a plan. What would the endgame look like? How does the shift impact me? Trust your gut. Having an external network is even stronger than having an internal network.
• Deborah: Don’t take things personally – it might’ve used to be a fit, but things change. Companies acquire each other.

What is your take on work-life integration?

• Helen: There is no such thing as work-life balance.
  • Timing is everything. Know when you can go do certain things and know when to pause. This determines the long-term outcome. You’re here for the long game.
• Deborah: Work-life balance implies that everything is equal. You will be ambitious at times, and plateau and other times. Know the importance of your partner treating you as an equal – a strong independent woman is someone you should respect.
• Carolyn: Spend time with family.
• Leanne: You can have it all, but you can’t necessarily have it all at the same time.
  • Accept opportunities and challenges for what they are at the time. In the grand scheme of things, some things don’t matter.
  • Realize when to ask for help. It takes a village. You can’t (and you don’t need to) do everything on your own.