How a Local Government Led a Cultural Shift and Built the Capability to Sustain Organisational Transformation

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Snapshot

Organisation Type: Local government
Starting Point: Major transformation impacting multiple departments
Primary Need: Culture, leadership capability, and organisation-wide alignment
Timeframe: 6 to 12 months
Outcome: Stronger leadership, cultural uplift, and sustainable ways of working

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The Situation

A local government organisation was facing a period of significant change, driven by new community expectations, shifting regulatory requirements, and internal pressures to modernise. Departments were working in silos, leaders felt stretched, and past change efforts had left staff fatigued. The Executive Team knew this transformation required a different approach, one that put people, clarity, and capability at the centre.

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The Challenge Behind the Challenge

The main barrier was not the transformation itself, but the organisation’s readiness to navigate it. Without alignment, shared language, and confident leadership, the change risked becoming another initiative that overwhelmed staff rather than strengthened the organisation. The culture needed to shift from reactive and siloed, to collaborative, forward-focused, and empowered.

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How NEON SNOW Supported the Change

Vision Clarity
We worked with leaders to define a clear transformation vision, making it meaningful, relatable, and relevant across all departments.

Alignment Ready
Senior leaders, managers, and key influencers were engaged early, building trust, readiness, and a united approach to leading change.

Path Design
A staged roadmap was developed, with practical priorities, clear ownership, and realistic timeframes that considered internal capacity.

Capability Build
We equipped leaders and teams with the mindset, tools, and behaviours needed to lead and participate in the change with confidence.

Embed and Evolve
New ways of working were reinforced through coaching, structured support, and cultural rituals that embedded change into the day-to-day.

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The Outcome

The organisation built stronger leadership capability, improved cross-team collaboration, and shifted the culture towards openness, accountability, and progress. Staff felt supported, leaders felt equipped to lead change, and the organisation gained the confidence and capability to continue transforming with less resistance and greater unity.

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The Ripple Effect

The cultural lift extended beyond the initial transformation program. Teams began working together more proactively, communication improved, and decision making became more aligned and future focused. The organisation developed the internal muscle to navigate ongoing change with clarity and resilience, rather than fatigue and friction.

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Could This Be You

You may be ready for a large-scale transformation if you:
• Are facing organisation-wide change and need alignment and readiness
• Want to uplift leadership capability to guide people through change
• Know the culture must shift for transformation to succeed

If this sounds familiar, let’s explore what a people-first transformation could look like for your organisation.
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