Transforming Government Culture
Leaders' best-laid policies won’t last long if they don't tackle their organizations’ culture.
Leaders' best-laid policies won’t last long if they don't tackle their organizations’ culture.
When it comes to the biggest government challenges, the greatest barrier may be the least understood: organizational culture. Leaders who put culture front and center are more likely to attract talent and deliver for citizens.
Help is now available. The founders of Culture Cascade Today are urban policy university professors with decades of hands-on experience with city managers and public administrators around the world.
As authors of the City Leader Guide on Organizational Culture, part of the Bloomberg Harvard City Leadership Initiative, we understand the unique challenges of the public sector – and how to overcome them.
"If you're not thinking culture, you're not doing your job."
"Cities are working on great and innovative initiatives, but culture continues to inhibit change."
Why your city needs a chief organizational culture officer
“The vast majority of public leaders recognize how important organizational culture is, but then they quickly realize how difficult it is.”
"A lot of people think that what's holding cities back is funding, technology, staffing—and obviously, those are issues. But when we talk to mayors and ask what their biggest obstacles are, five times out of 10 they’ll say it’s the culture of the organization itself."
The first step, an evidence-based digital assessment, identifies assets to leverage, gaps to close, and provides an overall readiness for culture change, including benchmarks to other jurisdictions. Interactive workshops engage the leadership team to understand the current state and identify reform opportunities.
Culture change is not a one-off activity. We offer ongoing advisory and individual coaching to enable leaders and organizations to coordinate and sustain culture change. We focus on practical techniques to expand impact beyond the executive office to the departmental and frontline level.
For new officials, whether elected or appointed, the best time to start culture change is day oneWe co-develop a phased plan from 100 days to one term and longer to embed values into key hires, communications, and results that will benefit constituents.
Contact us to share your story and learn how we can help you unlock the potential of your greatest asset, your people.
We engaged hundreds of government leaders and spent three years understanding how to change culture. Whether you’re investing in new data technology, making services more equitable, or simply trying to be more responsive to residents, workplace culture is the make-or-break ingredient – and too often the culture needs to change. And it can be done!
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