Professional Documents
Culture Documents
1990 - 1992
An organisation required to modernise, operate on reduced funding, facing rising crime with a
management hierarchy steeped in tradition. In addition, the Police and Criminal Evidence Act –
PACE - was placing far greater demands on officer’s time than was ever previously experienced.
David Hall - Chief Constable (retired) - wished to create a culture of change within the
management team and prepare them for even greater challenges he envisaged in the future. He
initiated a host of reforms and programmes designed to set the scene for the future. They
included:
ÿ One of the earliest Graduate recruitment programmes in the 30 plus regional police
forces
ÿ Exchange programmes with the Hong Kong, New York and Los Angeles forces
This programme addressed Leadership and Management issues associated with change.
Officers were invited to attend and create a cadre of management who would drive the reforms
and the cultural shift required.
The six seminars for each of the three groups were spread over a two-year period
Themes:
Sema expanded rapidly through the late 90’s acquiring and winning large managed services
contracts in a wide variety of organisations, among them:
One of the consequences of these acquisitions was the accumulation of a host of differing
cultures and staffing issues. The management expertise was varied and inconsistent.
The top team embarked on a programme to provide education for the top 200 managers
throughout the organisation. Mitchell Phoenix designed and built a series of programmes
providing a fundamental level of management and leadership strength.
The structure was six one-day seminars with a two-day event in the middle
Westferry faced the typical challenges facing the newspaper-printing business: in the late 90’s
The emerging customer base would not tolerate the attitudes associated with the old practices.
They had shed these archaic practices themselves and wanted modern thinking and delivery
from outsourced services. Aims of the programme:
Mitchell Phoenix built a programme for directors and senior managers and managers comprising
four two-day seminars addressing the following themes:
2. Leadership
The role of the UK business has traditionally been one of manufacturing and local sales. In order
to interpret and implement the new strategy a management team was created locally. This
Regional Operating Committee (ROC) committed itself to a programme of development and
communication designed to strengthen leadership and management.
ÿ Creating a strategic purpose for the ROC - fusing this with the overall Stanley strategy
Stanley commissioned a ‘top-down’ series of seminars for the ROC, the senior operational
managers and their direct reports. The main headings are: