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The accountable body plays a vital role in ensuring public money is managed responsibly, decisions are properly governed and funding requirements are met. For Mayoral Combined Authorities (MCAs), this responsibility becomes particularly important as funding arrangements, statutory powers and partnerships with delivery organisations evolve. The accountable body is not a new concept, local authorities have long been responsible for sound financial management, effective governan

When shaping a department, there is rarely one agreed view of how it should work. Leaders may have a clear vision for the future, managers may be focused on operational reality, and employees may have a different perspective based on what happens day to day. All of those views have value, but they will not always align. The challenge is not to find a way to make everyone agree. It is to understand the different perspectives and use them to shape a department that is fit for

A job description should do more than list responsibilities and requirements. It should give potential candidates a clear understanding of the role, what is expected of them and the contribution they can make. Done well, it can help attract the right people, set realistic expectations and reduce the risk of recruiting someone who is simply not suited to the role. Too often, job descriptions are written from the perspective of the organisation rather than the person being aske

Good collaboration can make a significant difference to how teams work. It can bring different perspectives together, improve decision-making, share expertise and help organisations achieve better outcomes. But effective collaboration is not necessarily about involving more people. It is about connecting the right people at the right time, with a clear purpose and a shared outcome. When collaboration works well, people understand their role, contribute their expertise and bui

A poor decision rarely ends with the decision itself. The real cost is often what follows. In any organisation, decisions have consequences. Some are financial, some operational and others affect people, customers, reputation or future opportunities. The difficulty is that the impact of a poor decision is not always visible at the point it is made. It can take weeks or months before the consequences become clear. Not every decision will be right. Organisations operate with in

The announcement that the Government is pausing and reviewing parts of the Local Government Reorganisation programme raises an important question beyond the immediate uncertainty about which councils will eventually exist: what is the cost of changing course after significant work has already been undertaken? On 7 September, the Government announced that decisions affecting Essex, Hampshire, Norfolk and Suffolk would be withdrawn following updated legal advice. Proposals in a

Leadership is often described in terms of vision, strategy and decision making. Delivery, meanwhile, is frequently treated as something that happens further down the organisation. In reality, the relationship between leadership and delivery is far more connected and getting the balance right is essential if an organisation is going to perform effectively. Good leaders need to understand what is happening on the ground. They need enough knowledge of the work to ask the right q

Restructuring an organisation often begins with a familiar question: should the organisation start again from the ground up, or should it build on the structure and capability already in place? There is no universal answer. The right approach depends on why the organisation is restructuring, what it needs to achieve and whether the existing organisation provides a sound foundation for the future. A restructure should not be an exercise in moving boxes on an organisation chart

It is a simple question, but one that can create considerable confusion in project governance. In some organisations, the project start date is recorded when an idea first emerges. In others, it is when business case development begins. Some organisations only regard the project as having started once funding has been approved and delivery is authorised. These distinctions matter. The date a project is deemed to have started affects reporting, accountability, resource alloca

Leadership is often incorrectly judged by visible measures. The size of a budget, the number of direct reports or the breadth of a portfolio can all create the impression of influence and success. Yet these are poor indicators of leadership effectiveness. The most successful leaders are not those who oversee the largest departments. They are those who build capable teams, deliver consistent outcomes and leave their organisations stronger than they found them. One of the most

The establishment of No. 10 North marks a significant development in English devolution. While the announcement has understandably generated political debate, its greatest significance lies in what it could mean for the future relationship between central and local government. For combined authorities, councils and public sector leaders, this is more than a symbolic move. It has the potential to reshape the narrative across England. For decades, local government has argued th

Most local authorities should now be preparing for their mid year point reviews. Budgets have been agreed, transformation programmes are in full swing, and service demand continues to evolve. It is also the point where many organisations begin to see whether the ambitions set in April are translating into measurable outcomes. A mid-year review should never be viewed as simply a financial health check or an exercise in reporting progress. It is an opportunity to pause, reflect

Organisational change rarely fails because the strategy is wrong. More often, it fails because the foundations are not established early enough. The first 100 days of any transformation programme set the tone for everything that follows. During this period, leaders have a unique opportunity to build confidence, create momentum and establish the governance needed to deliver sustainable change. Whether your organisation is embarking on restructuring, implementing a new operatin

Culture is often described as "the way we do things around here". It shapes behaviour, decision making, customer experience, employee engagement and ultimately organisational performance. Yet many transformation programmes focus heavily on structures, systems and processes while overlooking the cultural shifts needed to sustain change. New operating models can be implemented in months. Changing culture can take years. The organisations that succeed understand that culture cha

As England's devolution agenda continues to gather pace, Strategic Authorities and Combined Authorities are taking on greater responsibility for economic growth, transport, housing, regeneration, skills, and public service reform. Much of the discussion surrounding these new organisations focuses on governance frameworks, assurance processes, constitutions, and delegated powers. While these are all important, ensuring the right behaviours and values seems to have taken a back

The establishment of new Mayoral Strategic Authorities and Combined Authorities represents one of the most significant developments in English devolution. While much attention is often focused on geography, powers, funding, and political leadership, governance arrangements will ultimately determine whether the new organisation is able to make decisions efficiently and deliver meaningful outcomes for residents. Good governance should enable delivery, not become a barrier to it

Organisations are often under pressure to act quickly. Leaders face demands to improve performance, reduce costs, modernise services, or respond to changing customer expectations. In many cases, the desire to move fast leads teams to focus immediately on identifying solutions. New systems are procured, organisational structures are redesigned, and programmes are launched before there is a clear understanding of the problem that needs to be solved. I have seen this time and ti

Controls play an important role in the day to day running of any organisation. They help maintain consistency, manage risk, protect finances, ensure compliance, and support operational performance. Without effective controls, businesses can quickly experience confusion, duplication, financial loss, poor customer outcomes, and inconsistent decision making. But controls can stifle progress if used in the wrong way. However, while controls are necessary, there is a fine balance

In transformation programmes, organisations often fall into one of two traps. They either spend too much time developing strategy without meaningful action, or they move rapidly into delivery without a clear direction. Both approaches create risk, confusion, and ultimately reduce the likelihood of successful change. Strategy and delivery should never be viewed as separate activities. A strong strategy provides clarity, purpose, and direction. Delivery turns that ambition into

The pace of transformation shapes delivery, governance, leadership, and staff engagement. Explore slow motion, sprinted, negotiated, and hijacked transformation with practical strategies for successful organisational change.