Empowering teams through change: a journey of innovation and participation

Change is never easy, but when handled with empathy, innovation, and clear communication, it can lead to transformation that benefits both teams and communities. At Adur & Worthing Councils, we are committed to not just delivering services but evolving how we work — ensuring that our teams are empowered to thrive through every phase of change. As professionals in strategy, innovation, digital, organisational development, delivery management, and missions-based working, you know that success comes from supporting teams, embracing new tools, and creating a culture that promotes continuous growth.

1. Helping teams adapt: clarity and communication

A crucial part of any organisational redesign is ensuring that teams understand their new roles and responsibilities. Through our Organisational Design programme, we are taking steps to ensure clarity and confidence as teams settle into their new positions. This includes sessions, where staff have opportunities to discuss the changes and how they fit into the bigger picture. We are also hosting transition workshops, where teams can reflect on the impact of the redesigns and share ideas for moving forward.

This emphasis on clarity echoes the approach taken by Leeds City Council, where continuous communication during a recent restructuring helped staff feel more aligned with the overall mission. By making space for dialogue, we ensure that our teams feel connected, valued, and confident in their roles.

2. Innovation and digital transformation

Innovation plays a central role in how we support our teams through change. We are rolling out digital tools that help teams manage projects, track progress, and solve challenges more efficiently. This not only frees up time for more meaningful work but also equips teams with the technology they need to succeed.

The move towards a digital-first approach is mirrored in Camden Council’s digital transformation, where automated systems have streamlined operations, allowing staff to focus on complex tasks. By investing in technology, we are creating an environment where innovation drives better outcomes for both staff and residents.

3. A missions-based approach: connecting daily work to bigger goals

At Adur & Worthing, we are fostering a missions-based approach to ensure that teams see how their work contributes to the broader goals of the organisation. By embedding this mindset into daily activities, we are helping teams feel more engaged and motivated. This approach makes it clear that what staff do day-to-day has a real impact on the community.

This mirrors the work done by Manchester City Council, where a mission-focused strategy has helped teams align their work with the city’s long-term objectives. When staff understand how their efforts tie into the bigger picture, they are more likely to be invested in the success of the organisation.

4. Building skills and supporting growth

Change is an opportunity for growth, and we are committed to ensuring that staff have the skills they need to thrive. Our Skills Framework helps teams identify areas for development, while new learning initiatives such as the Managers Development Programme and Trauma-Informed Training Programme ensure that staff are equipped to handle the complexities of their roles.

Similarly, Bristol City Council’s investment in leadership development has transformed how managers lead their teams, ensuring that they have the tools needed to navigate periods of change. By focusing on skill-building, we are creating a workforce that is resilient, adaptable, and ready for the challenges ahead.

5. Sustainability and long-term success

We understand that for change to be successful, it must be sustainable. That is why we are focusing on manageable workloads and creating feedback loops to continuously assess how the new ways of working are being received. Regular reviews after three months will ensure that we can gather feedback and make necessary improvements.

This commitment to sustainability is reflected in Nottingham City Council’s approach, where ongoing assessments and staff check-ins have ensured that changes are not only implemented but also refined for long-term success. By planning for the future, we are making sure that the benefits of our redesigns last.

5. Call to action: empower your teams, drive change

As we continue to support our teams through this period of change, we encourage you to think about how you can apply these principles within your own organisations:

• How are you ensuring clarity and communication during periods of change?
• What digital tools are you adopting to support your teams and streamline operations?
• Are you connecting your team’s daily work to the organisation’s broader mission?
• How are you investing in skill-building to support your teams in navigating change?

Join the conversation and share your experiences in the comments below. Together, we can create workplaces that not only adapt to change but thrive through it — empowering teams, embracing innovation, and delivering meaningful results for our communities.