chief executive

Preaching to the choir: reflections on key leadership skills for local authority chief executives – part 3: courage

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Catherine Staite

Leadership is not a sprint – it’s a marathon. You are in it for the long haul and that is why courage is so important.

Maya Angelou argued that courage is the most important of all the virtues because without courage you can’t practice any other virtue consistently and that is certainly evident in the role of chief executive. Not only do you need to keep yourself going through challenging times, you also need to be able to demonstrate courage to your staff and members. If you falter, so will they.

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Don’t make the mistake, though, of thinking that you have to go it alone. True, it can be lonely at the top and you can sometimes feel that you should keep your doubts, fears and frustrations to yourself. That’s a big mistake – and so many leaders make it. You are only human – very clever human, but human nonetheless.

Not only do you need support, you also need someone to tell you when you are wrong. If you isolate yourself in your leadership castle, you could be very wrong without knowing it. There’s a saying that ‘a lawyer who acts for himself has a fool for a client’ and that is just as true of chief executives who only take their own advice. You need a critical friend you can turn to, someone who will help you focus, learn from your mistakes and laugh about the sometimes crazy world that you inhabit.

Some chief executives have really strong relationships with their Leaders and each can be a good critical friend to the other. For others, their Leader is the source of many of their troubles. They definitely need to go elsewhere for support.

You need all your energy to be a strong and courageous leader, so don’t waste energy on what you can’t change. Do let go of the past. Only look back to learn from your mistakes, not to wallow in nostalgia for a misremembered past. Times may seem particularly hard –but then they always do when you are living through them. As Heraclitus said, the only thing that is constant is change. I observe the very different ways that chief executives respond to change, from seeing it as a threat to greeting it as an opportunity. The best at using the prevailing challenges of austerity to make the sort of bold changes that would never have been possible in times of plety.

Focus on building a better future for your Council and the people you all serve. To do that you should keep searching for better ways of doing things. Support your staff to do that now and they’ll carry on doing it when you are no longer there. The more talent you can develop in others, the more support you can draw on now and the better the legacy of your leadership.

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Catherine Staite
Catherine Staite is the Director of INLOGOV. She provides consultancy and facilitation to local authorities and their partners, on a wide range of issues including on improving outcomes, efficiency, partnership working, strategic planning and organisational development, including integration of services and functions.

Preaching to the choir: reflections on key leadership skills for local authority chief executives – part 2: charm

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Catherine Staite

If Brian Tracy and Ron Arden are right when they say the deepest craving of human nature is the need to feel valued and valuable. The secret of charm is therefore simple: make others feel important – then charm must be a crucial attribute for leaders.

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Charm is shorthand for a sophisticated set of skills which enable you to make new connections and solve old problems. Charm is about much more than being nice in a superficial way – otherwise known as ‘smarm’. If you don’t have real charm then just be gruff and honest. Everyone will understand. Smarm, on the other hand, will simply breed distrust.

The truly charming have notable skills. They are interested in others. They pay them real attention and give them positive regard – as opposed to the barely controlled irritation demonstrated by some powerful people in their dealings with underlings. Even if they attempt to catch you with a bright idea when you are en route to the toilet, don’t snap – suggest they catch you on the way back, when you can give them your full attention. You need all the bright ideas you can get.

Charming leaders also know how to listen, not just to what the people you lead are saying but what they perhaps feel they can’t say to you. A leader who doesn’t listen won’t have access to all the facts, no-one will tell them the unvarnished truth and they won’t hear when people are trying to tell them they may just be wrong. The failure to listen renders leaders about as effective – and as potentially dangerous – as a blindfolded driver. You may have had experience of a leader who doesn’t listen. Remember how awful that was and don’t case that level of distress to your staff.

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Charming leaders seek to bring people together and that has never been more important for local government. Albert Camus observed that charm is a way of getting the answer ‘yes’ without ever having asked a clear question. You need a lot of people to say ‘yes’ to a lot of things they may not necessarily like if you are going to effect real change.

There is so much good work going on around collaboration for the benefit of the people we all serve but there are still so many terrible instances of people in senior positions who perpetuate old feuds and personalize organizational battles, to the point where there is no way out for anyone. A history of corrosive, destructive pettiness endlessly repeats itself.

I am sometimes obliged to listen to a range of grievances going to back to 1974 and it’s no fun. The petty disputes I observe range from being mere energy vampires to the evidence of utter moral failure. Those disputes are about the past and you have to get beyond them – and encourage your members to do the same. You are leading in the present to build a better future and you’ll need all your energy and charm to do that. That behavior will shape your organizational culture and ripple through external relationships to the point where no-one can articulate or even want to remember why this country doesn’t co-operate with that district or vice versa. That will have an impact across your area and beyond – so your charm is a force for real good.

It’s amazing how pervasive and powerful an influence the chief executive and top team have on the culture of their council. When the people I pass in your corridors are smiling – in spite of all the challenges – I know their leaders have charm and their councils will survive and thrive.

Catherine Staite

Catherine Staite is the Director of INLOGOV. She provides consultancy and facilitation to local authorities and their partners, on a wide range of issues including on improving outcomes, efficiency, partnership working, strategic planning and organisational development, including integration of services and functions.

Preaching to the choir: reflections on key leadership skills for local authority chief executives – part 1: creativity

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Catherine Staite

I have called this blog series ‘preaching to the choir’ as it is dedicated to local authority chief executives and they already know a great deal about leadership. They wouldn’t survive and thrive in their posts if they didn’t.

They already know that heroic leadership is only useful in the case of fire and flood and that leadership of organisations in giving way to leadership of whole systems – which is a whole lot harder. Instead, I’d like to focus on three aspects of leadership which are talked about less often but are absolutely crucial to effective and sustainable leadership, in complex systems and in difficult times. They are: creativity, charm and courage.

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So what is creativity and why do leaders need it so much?

We hear a great deal about the need for change and innovation – which implies creativity. However, so much which is described as innovation is nothing of the sort. Adam Smith introduced us to lean thinking in The Wealth of Nations in 1776. The Hanseatic League demonstrated the benefits of collaboration and shared services in the 17th century. We could and should learn from the past, but too often old ideas are re-labelled and sold on as new, not as a coherent element of a new way of solving problems but as a ‘one size fits all’, ‘but this and all will be well’, single focus solution.

So if creativity isn’t just about endlessly recycling the ideas of previous eras, what is it? Steve Jobs said creativity is just connecting things. How simple, and how true.

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We are subject to constant but superficial change. The ink hasn’t dried on one paradigm before it’s shifted. But we’re in a time of evolution not revolution, no matter how apocalyptic the environment feels at times. Not withstanding the 24/7 networked digital revolution we all still meet in rooms – not cyberspace. Joseph Chamberlain could come back from the dead and find his way round Birmingham City Council. Not only is the décor much as he left it, members and officers are focusing on the successor problems to those that were the focus of his attention. Both he and they are attempting to achieve the same outcomes – better lives for the people of Birmingham.

We really need creativity – not to create a new universe but to unstick the current one. In mental health services in the 1990s we were innovating to create an integrated care system, including diverting mentally disordered offenders from inappropriate custody. The evidence was clear. Early diversion from the criminal justice system and multi-disciplinary support wrapped around the person saved a lot of money for services and a lot of damage for people with severe mental health problems who committed minor offences. 25 years later not much has changed. Why is that? Perhaps it’s because, in spite of the enthusiasm and commitment of the champions of change, episodic creativity and short term collaboration does not penetrate the roots of organizational silos and professional conservatism. As Albert Einstein said, we can’t solve problems by using the same kind of thinking we used when we created them.

So what can leaders do to help convert short-term creativity into long-term benefits? According to Albert von Szent-Gyorgy, discovery consists of seeing what everyone has seen and thinking what nobody has thought. Leaders can make the space for creativity as well as bringing people together, allowing time, encouraging risk and forgiving failure. Creativity is often about seeing opportunities to bring together different ideas and new ways of thinking. Leaders can also help to embed new thinking by challenging some of the entrenched interests rather than colluding with those who say that change is ‘too difficult’. As Thomas Edison put it, with admirable brevity, there’s a better way to do it – find one.

Catherine Staite

Catherine Staite is the Director of INLOGOV. She provides consultancy and facilitation to local authorities and their partners, on a wide range of issues including on improving outcomes, efficiency, partnership working, strategic planning and organisational development, including integration of services and functions.

If I asked you to describe a 21st century public servant, what would you say?

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Catherine Mangan

I read with interest the recent announcement from Birmingham City Council that they did not intend to recruit a replacement chief executive, but would instead create a ‘lead officer’ role. A few years ago it would have been unthinkable not to have a chief executive at the head of a council.  Now, with councils debating what their role is, and the need to seize an opportunity to make savings, more and more councils are making the decision to remove the chief executive post entirely.

Arguments about whether this is a good idea or not have been much debated in the local government world, but I’m interested in what this says to those seeking a career in local government, and the wider public service.   If the very pinnacle of public service, a council chief executive, is no longer a relevant role, what does this mean for the wider workforce?  As the ‘how and what’ of local government changes, so too must the workforce.  How can public servants ensure they remain relevant, and ready for the future challenges?   What does a public servant in the 21st century look like?  How do those of us who provide development support to the workforce best work with them to give them the skills to achieve?

These are questions we will be exploring through a new knowledge exchange project in partnership with Birmingham City Council, funded through the ESRC.  Over the next year we will examine the recent literature, carry out interviews with key stakeholders and create an on line resource to support public servants seeking support and development.   We aim to address key questions such as:

What is the range of different roles of the twenty first century public servant?  As people’s roles expand to encompass the whole person in a system, they can no longer dispense professional judgement in isolation. They need to be negotiators, brokers, story-tellers and resource weavers. Perhaps no longer a social worker but a care navigator.

What are the competencies and skills that public servants require to achieve these roles?  What do you need to be good at to be an effective family support worker?  Probably an ability to empathise, engage, motivate and inspire.  Along with the skills to get things done.   What might that look like in a professional development plan? How do we best support people to develop those roles and skills?  Skills for the 21st century public servant may not be those that can be developed through traditional training; we need to think imaginatively about supporting peer learning, sharing knowledge about what works; facilitating networks of learning.

And as the career path becomes more complex and less certain; with roles spanning organisations and sectors, how can central and local government better support and promote public service as a career?

We are looking forward to exploring the ideas and issues raised by these questions, and want to hear what those of you working in or supporting the public sector have to say.   If you’d like to know more about the project, or contribute in any way, contact us.  We’d love to hear your views.

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Catherine Mangan is a Senior Fellow at INLOGOV.  Her interests include public sector re-design, outcomes based commissioning and behaviour change.  She is currently leading the 21st century public servant project, in partnership with Catherine Durose and Catherine Needham. She can be contacted about the project via email, or on Twitter – and you can join the conversation: #21CPS.

The managerial-political interface: strong relationships prosper in difficult times

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Andrew Muter

The Chief Executive’s leadership position in Local Government operates in a different context to simple hierarchies. We all manage at the political interface – what some have termed a grey area between the hurly-burly of big P Politics and the general management of the organization. And the relationship at the core is that between the Leader and Chief Executive.

Much has been written and said about these relationships over the years. In particular, Simon Baddeley’s research has provided a fascinating insight into the way that Leaders and Chief Executives describe the way they work together. One of the recurring themes is the way that strong leadership relationships are under-pinned by shared reflections about the way the partnership works. It’s the ability to describe, express and check-back on what is happening that helps to define the relationship and build trust.

The Leader / Chief Executive relationship can come under the greatest of strain even in the best of times. Where trust hasn’t been built, or is undermined, the consequences are huge. So you might have expected that the impact of the harsh financial climate for local government over the last five years would have placed an increasing strain on that crucial interface between politics and the organization.

I doubt that the answer is so simple. In fact, it’s perhaps more likely that strong relationships will prosper in difficult times. The pressures of shrinking resources, transformational change and spiraling demand call for leaders to raise their games. This is a test for the relationship but it’s also an opportunity for synergistic co-leadership.

In our pre-recession world, the managerial-political interface was sometimes illustrated through the development of policies. The dividing line was that although the development and discussion of policies engaged senior managers and politicians, it was the politicians who decided. In today’s world, this may be no less true. But choices have narrowed and the pace and direction of change is relentless and unforgiving. Political and managerial careers may not have been planned around this destination, but we are where we are.

That relationship between Leaders and Chief Executives has been tested in this grave new world. Local government’s performance in handling the reductions in finance, showing that we are fleet of foot in comparison with almost every other area of public service, suggests that we might be optimistic about the resilience of our political and managerial leaders.

In a recent meeting I watched a Leader and Chief Executive of another council explaining how they were planning to deal with the challenges ahead. Their explanation was clear, compelling and seamless. The tone and content of their sentences melded with one another into a seamless narrative. They had not rehearsed their approach – they had lived it, breathed it.

In time, we may have a new academic analysis which sheds light on the stresses and strains of leadership during the austerity years. Here’s hoping it shines a light on strong and successful leadership relationships forged in the heat of battle.

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Andrew Muter is the Chief Executive of Newark and Sherwood District Council.

Budget cuts, outsourcing, council mergers: 12,000 miles travelled, but Cornwall’s ex-CE will find plenty that’s familiar

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Chris Game

Even allowing for local government’s legendary Stakhanovite working practices, the sector can’t usually manage that many hot news stories on Christmas Eve, so you do tend to notice them, especially if they contain a strand of possible personal interest. I remember well, then, the BBC’s announcement this past Christmas Eve that Cornwall Council CE, Kevin Lavery, had accepted a five-year appointment as CE of Wellington City Council and would be moving to New Zealand to take up the post in March – oh yes, at an annual salary of NZ$400,000, which converted then into £203,000, but today into £219,000 (I note irritably).

The reason (for my remembering, not for his moving) was that I happened to know that England’s cricketers would be playing the second Test Match in their series against the New Zealanders at Wellington’s charming and historic Basin Reserve ground in March – and I was planning to watch it. How brilliant, I thought, if I could do a quick interview with Lavery, just a couple of weeks into his new job, about his first impressions, contrasts with Cornwall, etc. Unfortunately, it quickly turned out that – for, I have to concede, eminently good reasons – ‘March’ in fact meant 31st March, by which time I would be well back in the UK.

More recently – like this morning – it also turned out that the final day of the said Wellington Test Match would almost certainly be rained off. So, lacking anything better to do, I thought I’d report anyway on some of the stuff that the interview might have covered.
First, the contrasts and similarities. Wellington City has a population of 200,000 and the biggest of 9 and a bit elected councils (1 regional, 8 and a bit city and district – don’t ask!) in the Wellington region. The council has an elected mayor (currently Green), 14 councillors, employs 1,500 staff, and has a budget of NZ$400 million (£220 million).

Cornwall has a population of 535,000 and a 123-member council – roughly the number of councillors plus mayors in the whole Wellington region. The council employs 19,000 staff – not far short of NZ local government’s total employment – and has a budget of about £1 billion.

In short, Lavery’s new job represents an apparently significant drop in scale, but barely a drop at all in remuneration. I quoted his salary at the outset, partly because the NZ media (and possibly public) are at least as fascinated/obsessed with executive pay, pay-offs, etc. as ours are, but mainly because so far his financial cost is one of the very few things that most Wellingtonians, including most councillors, know about their new CE. He was head-hunted in a recruitment process that cost NZ$157,000, including NZ$12,000+ to fly him out for interview; he can claim up to NZ$40,000 removal costs, and is promised a ‘golden parachute’ payment of up to NZ$200,000, if the job disappears in the regional governmental reorganisation expected over the coming couple of years. As one councillor put it: “We don’t know what we’re getting, but he’s cost us a bomb to get and he’ll cost us a bomb if he goes”.

So it’s fair to say that his relations, initially at least, with some councillors could be as touchy as they were with some of those in Cornwall, where, it may be recalled, the Conservative leader, Alec Robertson, was deposed and plans for a massive Lavery-driven shared services joint venture project had to be halted after they’d failed to win majority councillor backing.

Reportedly, Lavery was first sounded out by the Wellington headhunters immediately following the leadership change and the resulting withdrawal of one of the two bidders for the shared service joint venture, leaving only BT, one of Lavery’s former employers. But whatever the detailed sequence of events, the reputation preceding him to Wellington has been that of a ‘Marmite (or perhaps Vegemite) bureaucrat’ – you either love him or loathe him – and one with an undisguised enthusiasm for privatising and outsourcing services.

From which you might suppose that the costly new appointment was perhaps a symbolic act on the part of a council whose leadership had recently taken a shift to the right, and was looking at one and the same time to signal its political authority and a major change in policy direction. You might, but you’d be quite wrong.

If party politics in Cornish local government is, by UK standards, relatively low-key, in Wellington – and indeed in NZ local government generally – it is barely visible and almost uninterpretable to the untrained eye. In the city’s 2010 local elections, only 3 of the 14 successful candidates had stood openly under party labels (2 Labour and 1 Green), and the Mayor, elected for the first time (like councillors, for a three-year term), though a Green party member, had campaigned as an Independent.

Celia Wade-Brown’s election as Mayor seemed to surprise her almost as much as it did pretty well everyone else. Born and brought up in England, she came to NZ only in her late twenties, and, with little prior public warning, decided in 2010 not to recontest her council seat, but instead to challenge the high-profile mayoral incumbent, Kerry Prendergast, seeking her fourth term of office. In the STV election, Prendergast was a comfortable 6% ahead after the count of first preference votes, was still ahead on the second, third and fourth counts, but was overtaken by Wade-Brown on the fifth and final count by just 176 out of more than 60,000 votes cast.

The mayoral and councillor results combined were interpreted as representing at least a modest move towards the centre-left, but if voters were looking for a significant leftward policy swing, most must have been disappointed. Indeed, the CE appointment, involving as it did the personally humiliating dismissal of the former CE after 15 years and for apparently nothing very particular, was one of the few visible signs of an intended change of direction. As far as the 2013/14 Draft Annual Plan and budget is concerned, the headlines must look as familiar to Wellington electors as they do to us: large-scale savings (NZ$240 million over 10 years), necessitating service cuts, job losses, increases in fees and charges, and ongoing outsourcing.

A major reason for Lavery not taking up his post until the end of the month is that there are three important events taking place between now and then, the consequences of which will take up a sizeable chunk of his in-tray. One is the Council vote on 27th March to approve the Draft Annual Plan, detailing the Council’s work programme and proposed rate and fee increases, following which it will, as required, go out for a month’s public consultation, before coming back to the Council for final approval in June.
This year’s Draft Plan cuts council spending by NZ$9 million and proposes a rate (property tax) increase of 2.8%, and several of the detailed cuts especially are controversial: restricted library opening hours, increased parking charges, “changing the operating model” of the aquatic centre crèche (unsubtle euphemism there!), reduced grants to the Zoo Trust and ‘Positively Wellington Tourism’. All can, of course, and doubtless will be compared to the new CE’s salary.

Before that, on 21st March, another public consultation begins – on three options for local government reform across the whole Wellington region. Two of the three are alternative ‘super city’ models, as favoured by the regional reform working party. The third is a minimally modified status quo, added by the Mayor and councillors who oppose a super-city solution and argue that the public should be presented with a wider-ranging choice. Lavery will be on familiar territory here.

Also on 21st March Wellington councillors vote again on the national Transport Agency’s proposal for a 300-metre long, 9-metre high concrete flyover to ease the perpetual congestion round the huge roundabout within which is situated the Basin Reserve cricket ground (where in fact I should be sitting at this moment). We cricket fans fear the flyover would seriously blight our spectating, to say nothing of its impact on hundreds of local residents. The Mayor – for whom almost any kind of road development is anathema – and a majority of councillors argue that the congestion can be resolved by a combination of other means. However, some of the Mayor’s phraseology is worrying. She talks rather vaguely of ‘fine-tuning’ the present roundabout, and of how Basin Reserve “must not be blighted by a naked block of concrete”, as if various forms of pleasingly attired concrete were available alternatives. And now there’s talk of a couple of the eight councillors who opposed the flyover in December maybe switching sides following a two-month council staff investigation. What a pity I couldn’t have given the new CE a short personal briefing on the issue.

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Chris is a Visiting Lecturer at INLOGOV interested in the politics of local government; local elections, electoral reform and other electoral behaviour; party politics; political leadership and management; member-officer relations; central-local relations; use of consumer and opinion research in local government; the modernisation agenda and the implementation of executive local government.