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Interdepartmental conflict remains one of the most persistent challenges faced by municipal leaders today. Yet, cities that foster collaborative cultures consistently outperform their peers in meeting community goals. The key differentiator? Effective leadership that intentionally breaks down silos and builds up cooperation.
There are 206 bones in the human body, but as City Manager Sarah slumps deeper into her chair after another grueling leadership meeting, she’s certain she can feel every single one of them aching as they turn to jello from the overwhelming exhaustion. The mental and emotional toll of her failed attempt to maintain order and civility weighs heavily on her shoulders. What should have been a productive planning session has once again devolved into a bitter interdepartmental squabble about credit, resources, and territory.
The echoes of raised voices still ring in her ears: Public Works accusing Finance of shortsightedness, Parks and Recreation demanding a larger slice of the budget pie, and IT insisting they need more staff to keep up with demands. Instead of a united front collaborating for the city’s betterment, Sarah sees a fractured team, each department clutching their resources while eyeing their neighbors’ share with barely disguised envy.
As she massages her temples, trying to ward off the impending migraine, Sarah can’t help but wonder: Is this what city management is supposed to feel like? A constant battle, refereeing turf wars instead of building a thriving community?
If this scenario strikes a chord, you’re not alone. In municipalities across the country of all shapes and sizes, this scene plays out with depressing regularity. Department heads compete for limited resources, recognition, and influence. Staff members feel undervalued, trapped in routine tasks without seeing their greater purpose. The result? A culture of contention that stifles progress, breeds resentment, and ultimately fails to serve the community effectively.
But it doesn’t have to be this way.
As the founder of HaltingWinter Municipal Services, I’ve stood in Sarah’s shoes. I’ve felt that bone-deep exhaustion, that frustration of watching a team pull itself apart instead of pushing forward together. But I’ve also seen the transformation that’s possible when you have the right tools and approach.
Today, I want to share insights on how to transform your municipal culture from one of contention and competition into a united superpower. Drawing from both my hands-on leadership experience and insights from well-respected books on the subject, let’s explore how to create a thriving municipal organization where departments work in harmony, staff feel valued, and the community reaps the benefits of a high-performing local government.
Are you ready to trade that headache for hope? Let’s dive in.
The cornerstone of any high-performing organization is a compelling vision and a clear mission on how to get there. As Patrick Lencioni points out in “Silos, Politics and Turf Wars,” a single, overarching goal can unite disparate departments. In my work with executive leaders, I’ve found that unclear vision and mission statements that lack critical actions and key behaviors are often at the root of unhealthy competition.
Action Step: Facilitate a workshop with all department heads to craft a mission that’s not just clear, but captivating. Ensure that each department understands how they contribute to this mission through their actions and behaviors and how collaboration is crucial for success. Remember, a mission is something you’re going to accomplish in the next year or at most two. There needs to be a sense of urgency or it will lack the power to unite and drive collaboration.
To truly transform your municipal culture, we need to address leadership at multiple levels. This is where my ABCs of Impactful Leadership framework comes into play:
Now that we’ve explored the ABCs of Impactful Leadership, it’s time to put this knowledge into action. Here’s your next step:
Action Step: Take a moment to reflect on which area – Awareness, Well-being, or Organizational Excellence – feels like your biggest challenge right now. Identify one specific aspect within that area where you’d like to grow. For example, if you chose Awareness, you might decide to focus on improving your Language-Awareness in team communications.
Once you’ve identified your focus area, create a simple, actionable plan for growth. This could involve seeking feedback, practicing new skills, or implementing new processes in your organization.
Remember, leadership growth is an ongoing journey. To support you along the way, I invite you to subscribe to our newsletter “The Leader’s Lens” and tune into “The HaltingWinter Podcast” for weekly insights and practical action steps for implementation on these ABCs.
Bonus for Newsletter Subscribers: Sign up for “The Leader’s Lens” newsletter and receive a free e-book, “Essential Reads for Mastering the ABCs of Impactful Leadership”. This curated collection will deepen your understanding of effective municipal leadership and provide practical strategies for implementation.
If you’re ready to dive deeper and create lasting change in your municipal leadership, reach out to us to explore how a tailored workshop or executive coaching program could best serve you and your team. Together, we can transform your leadership impact and create a thriving municipal culture.
One common source of unhealthy competition is the desire for recognition. Managers often compete for attention, sometimes resorting to undermining others to elevate themselves.
Action Step: Implement a recognition program that specifically rewards cross-departmental collaboration, as suggested in “Silos, Politics and Turf Wars.” Ensure that your communication channels are clear and consistent, providing regular opportunities for departments to showcase their contributions to the larger vision.
In municipalities, budget discussions often exacerbate silo mentalities, with departments fighting for “their share” rather than considering the bigger picture.
Action Step: Implement a collaborative budgeting process. Use your overarching vision to guide budget allocation, encouraging departments to think about how their budgets contribute to the city’s overall goals. This aligns with Lencioni’s concept of a thematic goal that transcends departmental interests.
Municipal work can often feel routine, leading to disengagement. To combat this, we need to focus on making employees feel seen, heard, and valued.
Action Step: Implement regular “purpose connects” where employees at all levels can see how their work contributes to the city’s larger mission. This aligns with Pink’s emphasis on purpose as a key motivator. Additionally, create opportunities for growth and learning, supporting the mastery element of motivation.
As Patrick Lencioni emphasizes in “The Five Dysfunctions of a Team,” trust is the foundation of a high-performing team. In a municipal setting, this means creating an environment where department heads feel safe to be vulnerable and engage in productive conflict.
Action Step: Organize regular, informal gatherings for department heads outside of work. Encourage sharing of professional challenges and successes in team meetings. When conflicts arise, use the STATE method from “Crucial Conversations”: Share facts, Tell your story, Ask for others’ paths, Talk tentatively, and Encourage testing.
Q: How long does it typically take to see results from implementing these strategies?
A: While some changes can be observed within weeks, significant cultural shifts usually take 6-12 months. Consistency and commitment are key to long-term success.
Q: What if I face resistance from long-standing department heads?
A: Resistance is common. Start by involving these leaders in the vision-crafting process. Show them how the new approach benefits their departments. Sometimes, one-on-one coaching can help overcome individual resistance.
Q: How can I maintain momentum after initial enthusiasm wanes?
A: Regular check-ins, celebrating small wins, and continuously tying daily work to the larger mission are crucial. Our newsletter and podcast provide ongoing support and fresh ideas to keep the momentum going.
Q: Can these strategies work in smaller municipalities with limited resources?
A: Absolutely! In fact, smaller organizations often see faster results due to more direct communication channels. The principles remain the same, but the implementation might be scaled to fit your resources.
Transforming a culture of contention into a united superpower is no small feat, but it’s entirely achievable with the right approach. By focusing on a clear vision, implementing the ABCs of Impactful Leadership, addressing common challenges, and fostering trust and healthy conflict, you can create a municipal organization that truly serves its community effectively.
Remember, this transformation is a journey, not a destination. It requires consistent effort, patience, and a commitment to continuous improvement. But the results – a more efficient, collaborative, and effective city government – are well worth the effort.
At HaltingWinter Municipal Services, we’re committed to supporting city managers through this transformation. Together, we can create municipal organizations that don’t just complete tasks, but consistently deliver exceptional service today while thoughtfully building the community of tomorrow. Schedule a free Strategy Call to see if our solutions would solve your problems.
Remember, as the great management thinker Peter Drucker once said, “Culture eats strategy for breakfast.” By focusing on transforming your municipal culture, you’re laying the groundwork for sustainable success and meaningful community impact.
For those interested in diving deeper into the concepts discussed in this article, here’s a list of the books referenced:
These books offer valuable insights into team dynamics, motivation, communication, and leadership that can help you further transform your municipal culture.
