OUR CLIENTS
NATIONAL LOTTERY COMMUNITY FUND: ORGANISATIONAL DEVELOPMENT
We expected Camburg to deliver OD know-how and experience, but it was their rapid grasp of the wider business and organisational issues we face that made their contribution to our change programme invaluable.
STUART FISHER
CHIEF FINANCE AND RESOURCES OFFICER
The challenge
The National Lottery Community Fund wanted to ensure it was in the best possible position to deliver for the local communities it serves. With a challenging new strategy in place alongside a three-year business plan, the Fund called in Camburg to help the executive team agree the changes to team structures needed to deliver its operational priorities successfully.
The Fund also asked us to work with individual directors to draw up directorate-specific plans to implement revised structures. They had to take account of interdependencies between – and within – directorates.
Approach
Camburg mapped current systems, processes and practices against the Fund’s desired business outcomes as well as individual directorate objectives. We started by reviewing the Fund’s:
- culture and values
- governance and leadership
- customer relationships
- use of technology and digitisation
- staff capability, skills and capacity.
This enabled us to work with each director to identify:
- core capabilities and personnel changes needed to deliver their directorate objectives
- the impact of changes to their delivery model on customers, colleagues and other areas of the business.
In drawing up optimal structures for each, we considered dependencies between directorates and individual teams, and the appropriate phasing of existing workplans and programmes.
We also worked with the chief executive to establish a coherent change narrative and a core set of messages directors could use to engage and involve colleagues, communities and other stakeholders.
Throughout the process, we considered whether proposed new structures would:
- support the fund in solving its strategic challenges
- optimise workforce skills, knowledge and experience.
- demonstrate value for money.
Outcomes
Camburg agreed fully-costed structures with each director, which would enable directorates to become more pro-active and results focused in the delivery of the Fund’s strategic objectives. Once agreed at directorate level, Camburg facilitated the process of securing senior leadership approval of the changes. The new structures delivered the required cost savings including an investment post to support any further changes needed once the structures were full stress tested.
Camburg also delivered a coherent change narrative to support stakeholder engagement and developed bespoke HR plans to enable each directorate to implement structural change effectively.