Reshaping Local Governance in Kent: 5 Practical Steps to Align People, Culture and Strategy for Sustainable Public Value
By Dr Blessing Enakimio | Chartered Change and Culture Consultant

As a Kent-based Chartered Change and Culture Consultant with a global outlook, I’ve had the privilege of witnessing local government transformations in action both at home and abroad. While discussions on government devolution and reorganisation can sound dry or even daunting at first glance, I see it as an incredible opportunity for Kent to lead the way in delivering real and tangible value to our communities.

Kent County Council and our borough councils are at a once-in-a-generation crossroads. The context is pressing. We’ve navigated the missed Devolution Deal Prospectus bid, faced the looming 2025 government deadline and are now tasked with realigning how public services can be efficiently provided across our county. Rather than treating this as a mere structural or bureaucratic shuffle, it’s worth reframing the conversation around people, purpose and culture. After all, sustainable public value is created when we energise those delivering the services, those receiving them and the strategic leaders guiding the change.

Here are five core steps to help you whether you’re a CEO, director, councillor or part of the extended leadership team navigate this reorganisation effectively. These steps build a culture that thrives on clarity, cohesion and impact.

 

1. Clarify the People-Purpose Connection

Transformations often fail when leaders forget to weave people into the very fabric of change. Everyone needs to understand why we’re doing this and see a future Kent that genuinely benefits from the shift.

Why this matters: When individuals can connect their daily roles to a broader community vision, they become champions of that vision rather than bystanders.

Practical tip: Begin with a unifying ‘Why this change now?’ statement that resonates across every level of staff and stakeholder groups. Align it with a vivid picture of what success looks like for our boroughs, from improved healthcare access to streamlined education support or better infrastructure.

OD&D insight: Before crafting that unifying vision, diagnose your current culture and understand your workforce’s sentiment. Engage in honest discovery. Is there readiness for change or are pockets of scepticism quietly growing? These insights shape a people-first narrative that rallies everyone in the same direction.

 

2. Design Leadership Structures that Empower Not Confuse

One of the biggest pitfalls in reorganisations is merging departments or roles without clarifying who leads what. This inadvertently creates tension, power vacuums or siloed thinking that stalls progress.

Why this matters Without clear lines of accountability and decision-making, even the most well-intentioned plans can grind to a halt.

Practical tip Map out the new governance and leadership structures ensuring that each role has a definitive scope. Who signs off on what? How do teams escalate decisions? That clarity must be crystal clear not just to senior leaders but to every employee.

OD&D insight Leadership alignment sessions and coaching are invaluable at this stage. When senior teams model collaborative and transparent behaviours, it cascades down the hierarchy, reducing overlap and boosting confidence in the new structure.

 

3. Engage Staff through Transparent Communication and Psychologically Safe Environments

Uncertainty creates fertile ground for rumours and anxiety. During major changes people worry. Where do I fit in? Will my job still exist? Is there a hidden agenda?

Why this matters: If staff feel left in the dark, morale plummets and resistance to new structures intensifies.

Practical tip: Embrace a simple yet effective communication framework:

• What is happening
• When can staff expect updates or changes
• How will these updates be delivered
• Who is leading and who to contact for questions

OD&D insight: A culture of psychological safety encourages people to speak up, share worries and propose solutions without fear of reprisal. This environment not only quells fears but also fosters creativity and engagement which are vital to navigating change smoothly.

 

4. Embed Culture-Building into Every Phase of the Reorganisation

Culture will emerge one way or another so it’s important to shape it intentionally. If you’re redesigning processes and structures, culture must be developed just as deliberately.

Why this matters: A cohesive culture glues together different teams, departments and councils. When people operate from shared values and behaviours, collaboration improves and friction reduces.

Practical tip: Develop a concise culture blueprint. This is not about jargon but about clear and understandable values and behaviours that define how the newly structured councils will interact. Keep it real, tangible and relevant to Kent’s communities.

OD&D insight: Tools like cultural surveys, focus groups or psychometric assessments can measure the before and after of cultural change. Tracking these shifts helps leaders course-correct if certain aspects of the reorganisation aren’t taking root as intended.

 

5. Measure Success beyond Compliance

With a pressing government mandate it’s easy to reduce success to ticking boxes against the 2025 deadline. But genuine public value means going further and ensuring the end result is something all stakeholders can champion.

Why this matters: Hitting the deadline is essential but thriving beyond it means tracking meaningful indicators that speak to real impact such as staff engagement, service improvements and operational resilience.

Practical tip: Create a balanced set of metrics combining hard data like cost efficiencies or service outcomes with soft data such as staff satisfaction, resident feedback and leadership alignment. Review these metrics regularly and adjust where needed.

OD&D insight: Embed continuous improvement loops across the organisation. If data shows that certain teams or processes are lagging, leadership can fine-tune with targeted interventions keeping people and culture central to every decision.

 

Seize the Opportunity for Real Impact

Local government reorganisation in Kent is more than a check-the-box exercise. It is an invitation to reshape our future. By clarifying purpose, empowering leadership, communicating transparently, deliberately building culture and measuring beyond compliance, you lay the foundation for a robust and people-centred model that truly serves Kent’s diverse communities.

These five steps offer a glimpse into how we can align people, culture and strategy to deliver sustainable public value. Drawing on my experience in Organisational Development and Design, I’ve seen how a meticulously planned and executed transformation can spark long-lasting improvements for both staff and citizens.

 

A Subtle Invitation

As you reflect on these ideas, consider your own readiness for this level of strategic and cultural evolution. What’s currently in place and where might a fresh perspective help?

If this resonates with you or your colleagues, feel free to share the article across Kent’s boroughs. Collaboration is at the heart of effective public service. Should you wish to explore these principles in more depth, I’m based right here in Kent, available for advisory or thought leadership conversations on building a more integrated and future-ready local government landscape.

Kent’s opportunity for long-term public value is now. Let’s make it count.