194 employees
completed the questionnaire and received their own Work Roles report
13 minutes
to complete the behavioral questionnaire, powered by Wave
Manager-led
personal and team sessions tailored and run by Enfield’s own managers, with our materials
Enfield Council wanted to make the most of a new strategy by building a more empowered, responsive and engaged workforce, at a time when teams were working in new ways and under new demands
Changing how a whole council workforce works, remotely and at scale
Enfield Council was implementing a new strategy during a period of change and uncertainty, and wanted a workforce that was more empowered, more responsive and more engaged as a result.
Together we set out what success would look like: teams empowered to become architects of their own change, better collaboration for better service delivery, and managers developed to maximize the productivity of their teams.
Two conditions shaped everything else. The content had to be adaptable and inclusive enough to reflect the diversity of roles and teams across the council, and delivery had to be virtual and scalable, in line with new working environments and new demands.
A 13-minute assessment, a report for everyone, and sessions the council ran itself
A virtual development program built on the Work Roles toolkit, powered by Wave, with Enfield’s managers in the lead.
Define success together
We partnered with the council to agree five criteria: empowering teams to own their change, enhancing collaboration for better service delivery, adaptable and inclusive content, virtual and scalable delivery, and developing managers to maximize their teams’ productivity.
One short assessment, a report for everyone
194 employees completed the 13-minute behavioral questionnaire, powered by Wave. Each received their own Work Roles report, with guidance on adding value at work by reflecting on their most and least preferred work styles and how these combine with others, plus a user guide to get the most from it.
Managers run the sessions
Participants chose a personal development session, a team development workshop, or both. We provided the materials, exercises, support and guidance, so Enfield’s managers could tailor each session to their team. A virtual group overview showed each team’s combination of preferred roles and opened conversations about dynamics, service delivery, communication and collaboration.
the three changes Enfield’s own managers and participants described in their feedback
A workforce that owned its own change
A short assessment and sessions run by the council’s own managers gave Enfield a development program that reached 194 people and changed how teams worked together.
Because managers ran the sessions themselves with our materials, the program flexed to each team rather than forcing one format on all of them, and it scaled virtually across the council at a time when nothing could happen in a room.
The feedback the council gathered describes team members taking ownership of their behaviors months later, managers ending silo working to improve service, and teams respecting each other’s work preferences so that people could bring their whole selves to work.
“I have seen a positive impact in the team respecting the differences in people’s work styles and working together as a cohesive team, understanding each other more.”
Participant feedback
Enfield Council
Developing a workforce through change, at scale?
We can help you run a program your own managers lead, so it fits every team and reaches everyone.
