When local council directorates don’t unify under a singular vision, engagement issues can occur.
That’s exactly what happened to one Australian local council.
This is a case study about that particular council.
For more information about our industry-leading management training, visit:
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Managerial Accounting 5th Edition by Stacey Whitecotton test bank.docx
How to Bring Independent Council Directorates Together
1.
2. Most government organisations create
more directorates as they scale up.
These directorates focus on specific
areas, which means they each have
their own cultures and goals.
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3. Ideally, these will mesh with the
organisation’s overarching
vision and goals.
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4. Unfortunately, that
doesn’t always happen.
When directorates
don’t unify under a
singular vision,
engagement issues can
occur.
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7. In 2014, an Australian local council
decided to run an employee survey.
They wanted to measure employee
engagement within the council.
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9. The council’s people had grown dissatisfied with
how each directorate seemed to act independently
of the others.
There was no unifying vision.
They’d also grown frustrated at a lack of training,
which meant little opportunity for professional
development.
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10. The council came to Great
Managers to fix the problems.
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11. Great Managers used the
70:20:10 training approach to
overcome the council’s aversion
to training.
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12. This meant less
time spent in the
classroom and
more time spent
on applying new
skills.
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13. Great Managers also implemented
360-degree feedback throughout
the council.
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14. With this, the council’s people received
regular feedback from a variety of sources.
As importantly, the council’s management
also received constructive feedback
directly from the council’s people.
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15. These two
measures helped
the council to
overcome the
problems that
came from siloed
directorates.
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17. A second survey conducted two years later found
the following:
• Workplace satisfaction improved by 25.1%.
• 20.8% more people believed that the council
was a good place to work.
• Confidence in management rose by 28.4%.
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18. What can you learn about bringing
independent directorates together?
Here are three important lessons.
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20. 360-Degree Feedback allows your people
to receive feedback from several sources.
Each source remains anonymous and may
be a manager, peer, or key stakeholder.
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21. The key is that
the feedback is
constructive.
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22. This feedback goes into development
plans that the recipient can then take
action on.
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28. An “us vs. them” mentality can
arise when directorates act
independently of one another.
When mistakes get made, friction
develops.
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29. Create a more forgiving culture
that focuses on finding solutions
rather than pointing fingers.
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30. Have you experienced issues due to fractured
directorates within your organisation?
Register for the next Great Managers webinar to
learn more about how to solve them.
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