case study - strategy and culture change

The Brief

Public Sector organisations increasingly face the same performance pressures as the private sector, particularly in areas capable of being outsourced. The initial brief for this assignment was to work with the Management Team at Hampshire Fire and Rescue Service workshops to develop a Business Plan which would increase organisational effectiveness. At the outset, the team had no business planning experience and had received little or no management training. Over a 4 year period, the project evolved and Nova Connection was able to provide support in a range of areas including management training, strategy development, team building and organisational culture.

Outcome

The management team is functioning as a team in every sense of the word. They now run the workshops rather than allowing the workshop to run them. They have a high sense of ownership, pride and commitment in all that they do. Of their own volition, they have stripped out management positions and reduced overheads while improving service effectiveness and efficiency. Their self-confidence, sense of achievement and self-worth are all greatly increased. The business plan has been refreshed annually and there is a clear link between the plan and individuals’ performance objectives.

Methodology

A series of awaydays provided the focus for the development of the business plan, which included a combination of training and facilitation. The benefit of this approach was to bring about self-sufficiency rather than dependency on outside support.

The Myers-Briggs Type Indicator® formed the basis of the team building phase by promoting heightened self-awareness, appreciating the dynamics of the team and understanding better the needs and contributions of others. An immediate impact of this training was an improvement in communication skills both within the peer group and with direct reports.

Later in the programme, insights into group culture were provided through the use of the Human Synergistics Organisational Culture Inventory®. This showed a passive defensive culture, where behaviours are conventional and difficult issues are often avoided. Understanding the pitfalls of the current culture was of tremendous benefit in promoting a more constructive culture which encourages achievement of tasks and personal growth.

Client Feedback

At the outset of the programme, managers and supervisors were sceptical about the methods and benefits of a management development programme. In the space of four years however, the team has developed beyond recognition.

The process was painful for a few and difficult for others, but with careful handling Nova Connection moved the team along at its own pace with a series of ‘awaydays’, mentoring and individual encouragement. Elements of the programme included strategy, personal development, team-working and organisation culture.

Four years on the workshop management team really has become a team. We take ownership of our decisions, are not frightened of change, communicate much more effectively, are much less inclined to avoid making decisions and are now on the third issue of our business plan. We have now reached the point where the “blue skies” ideas of our first plan are becoming a reality. Designing and commissioning our new purpose-built workshop will be our greatest challenge yet but with the skills and confidence gained over the last four years this is a very exciting time for us.

Lee Phillips - Workshop Manager

Hampshire Fire and Rescue Service