Introduction
Following a Decision-Making Accountability (DMA) review, East Hertfordshire underwent a significant leadership and structural transformation. The departure of the former chief executive provided an opportunity for a re-set, greater strategic alignment, and cultural renewal. The interim chief executive implemented the DMA recommendations, streamlined the senior leadership structure, and fostered a more engaged and empowered workforce as a result. The changes improved decision-making, enhanced member relationships, and prepared the council for Local Government Reorganisation (LGR).
The challenge
The DMA process exposed significant leadership and structural issues, including a lack of strategic direction, unclear decision-making pathways, and a disengaged workforce. The council needed a clear, actionable route to rebuild trust, improve accountability, and prepare for the anticipated LGR.
The impact
The impact DMA made has been significant, the council has saved approximately £240,000 from the senior leadership restructure. There has been a cultural renewal with staff report feeling more valued, engaged, and informed. A recent staff survey showed significantly improved morale and trust in leadership with over 80 per cent of staff feeling supported by their line manager and believe their contributions are valued.
Stronger member relationships have developed through transparent communication and defined roles have strengthened trust and collaboration between officers and elected members. The DMA review has also helped LGR readiness by aligning structures and shared services which have positioned the council to transition smoothly into any future reorganisation.
How is the approach being sustained?
- Ongoing structural reviews, including the third-tier restructure are taking place to continue with reshaping the council.
- Continued staff engagement through regular briefings and open communication is also an important part of the transformation.
- Streamlined structures and clearer accountability have led to faster, more confident decision-making.
- The expansion of shared services with neighbouring councils in addition to plans for a future peer review to assess progress and maintain momentum are all part of the council’s improvement agenda.
Lessons learned
The DMA approach provided a clear, flexible roadmap for change without being overly prescriptive. Open, honest communication with staff and members is essential for cultural transformation and the DMA approach provided an opportunity for this dialogue in a safe and confidential set of conversations. The recommended changes in team structures and the ensuing change in leadership style can (as is the case in East Herts) unlock organisational potential and drive meaningful change.
The DMA review has supported LGR readiness by aligning structures and shared services, positioning the council for a smooth transition in any future reorganisation.
Helen Standen, Chief Executive, East Hertfordshire District Council