Case Study: Transforming Leadership and Culture at Runnymede Borough Council

Context

Runnymede Borough Council boasts the second-largest Gross Value Added (GVA) percentage outside of London. However, despite significant infrastructure investments totalling hundreds of millions, the Council was served with a Best Value Notice in Autumn 2023.

The notice highlighted concerns around leadership, culture, and strategic vision, specifically pointing to:

• A lack of clear strategic direction and effectiveness in leadership.
• Cultural challenges, including resistance to open and positive relationships.
• A risk of progressing to Special Measures if improvements were not made within 12 months.

Faced with this critical challenge, the Council needed a transformative intervention to address leadership effectiveness and organisational culture to meet the high expectations of their stakeholders and communities.

Intervention

Working closely with the Head of Communications, HR, and Organisational Development, we designed and implemented a tailored intervention to reshape the leadership culture and organisational dynamics. This included:

Stakeholder Engagement

We facilitated discussions with key stakeholders across the Corporate Leadership team to gain their insights and secure their commitment to the cultural transformation journey.

Leadership Development

We delivered targeted upskilling programs for all senior leaders to equip them with the tools and strategies needed to foster a strong, empowered, and engaged workplace culture.

Comprehensive Diagnostics

We conducted in-depth assessments through:

Executive & Senior Leadership Team diagnostics

Individual leader evaluations

A full organisational culture survey to gain a holistic understanding of the workplace environment.

Insightful Feedback

We provided constructive and strategic feedback to leaders and employees, ensuring they felt both informed and empowered to take ownership of their development and the wider cultural shift.

Results

• The intervention delivered tangible, high-impact outcomes within the 12-month timeframe:
• The Best Value Notice was officially lifted in December 2024, marking a successful transformation.
• The Local Government Association’s Corporate Peer Challenge provided exceptionally positive feedback, particularly acknowledging the Council’s cultural progress and advising leadership to “keep up the good work.”
• The first Council-wide culture survey in several years saw strong engagement, reflecting improved morale and trust within the organisation.
• Leaders now feel significantly more equipped to drive sustained progress, ensuring a more resilient and strategically aligned leadership culture.

Impact

This intervention not only addressed the immediate concerns raised in the Best Value Notice but also laid the foundation for long-term success. The Council now has:

• A leadership team that is more strategic, effective, and aligned.
• A workplace culture that fosters open communication, collaboration, and empowerment.
• Renewed confidence from external stakeholders and regulatory bodies.

Recommendation