The aim was to change the management culture and the way things are done has certainly changed. It was not however the cultural change programme with its emphasis on management development that has resulted in new thinking and new ways of working. Executive coaching, management mentoring and leaning sets didn't change relationships or shift priorities. Investing in corporate communications, senior management roadshows and a chief executives blog to get the message across didn't change the way people behaved. The focus on performance threw up some unintended perverse outcomes and frequent restructuring distracted management but culture change happened when the budget was cut by 50 %.
The new culture is finance driven not practice led and as such has thrown out much that was good.
Blair McPherson www.blairmcpherson.co.uk