The Taylor Clarke Partnership. Realeasing Potential In Organisations

 Client Requirements

Following a major reorganisation of the Corporate Finance and Departmental Finance functions into a centralised/shared services operating model, City of Edinburgh Council invited us to develop a 3 dimensional change leadership and management development programme for their Principal Finance Managers to :

• Identify the learning’s from a period of major change
• Improve change leadership confidence, capability and capacity
• Develop more effective team working and strong partnership building to establish the new team culture and working practices
• Introduce the knowledge, skills, tools and processes for faster, more effective and sustained delivery of the benefits of major change.

This major restructuring of the team coincided with a major council wide overhaul of their computer systems and financial management processes to put additional strain on the teams change capacity in a deadline driven environment.

Our Contribution

Following a diagnostic phase involving 1:1 interviews with the participants we designed and delivered 3 themed Core Modules (leadership, change management and building high performance teams) made up of two, 2-day residential events and one 1-day event, delivered over 4 months.

At each event progress was reviewed, learning’s surfaced, successes celebrated and key barriers to application and progress explored to ensure alignment with strategy. 

“Buy-in” to the new teams’ change drivers, vision and solutions and establishing a compelling sense of purpose and accountability for delivery within clearly understood roles was key.  As was the teams’ increased self-awareness around their potential, and leadership impact on others and ability to manage their own change transition and resilience.

Live change projects were used as a learning vehicle to apply new thinking, tools and processes to engage people in change and build high levels of commitment. New skills in coaching, communication, relationship building, managing resistance, setting priorities and delegation were introduced to accelerate the pace of change, build confidence and release the potential within the team

The Impact

Overall, higher levels of commitment, collaboration and discretionary effort were achieved to improve contribution and personal accountability, through leadership of more empowered teams in full support of the new change agenda.

The insights into opportunities to lead and manage change with more sensitivity have been widely recognised as contributing significantly to the new structure, processes and systems improving service levels to existing internal customers

Following on from the success of this programme we have also delivered a programme of 5 bespoke team development event for the individual Principal Finance Managers to improve group dynamics and processes to create a more energised, empowered, engaged and focused high performance team culture.

All workshops have received extremely high participant ratings which point to our facilitation expertise and content knowledge, while participants have reported real positive changes in the impact of their leadership and management of change.

We have also delivered a Change Management event for 200 staff from the Health and Social Care Department utilising 14 of our facilitators, to support staff to transition to new roles, structures and behaviours following a departmental reorganisation.

return to Client List Homepage >>>