• Client Government (Public Sector)
  • Client challenge Lack of communication with management, lack of cooperation between departments, low employee engagement
  • Solution Leadership audit


Leadership is a crucial aspect of organizational success, especially in the public sector. A leadership audit provides a systematic evaluation of an organization’s leadership practices, identifying areas of strength and weakness.

This article highlights the results of a case study of a government organization’s leadership audit and the impact it had on the organization.

Assessing the Current State:
A Look at the Pre-Audit Results

The first step in the leadership audit process was to gather information on the current state of the organization’s leadership practices. This involved conducting surveys, interviews, and focus groups with employees and leaders.

The results showed a clear need for improvement in several key areas, including:

Assessing the Current State
  • Communication:

Many employees felt that leadership communication was inadequate and that they were not informed about important decisions and initiatives.

  • Collaboration:

There was a lack of collaboration between departments, leading to silos and inefficiencies.

  • Employee Engagement:

Employee engagement was low, with many employees feeling that their contributions were not valued and that their opinions were not heard.

Building a Strong Foundation:
Key Findings and Recommendations from the Audit

The leadership audit revealed several key findings and recommendations that would help the organization to improve its leadership practices. Some of the key findings and recommendations included:

  • Improving Communication:

Leaders were advised to improve their communication practices, making sure that employees were informed about important decisions and initiatives and that their opinions were heard.

  • Encouraging Collaboration:

Leaders were advised to foster a culture of collaboration, breaking down silos and encouraging interdepartmental cooperation.

  • Increasing Employee Engagement:

Leaders were advised to create opportunities for employee engagement and to recognize and reward employees for their contributions.

Putting it into Practice:
Implementing the Recommendations

The organization took the findings and recommendations from the audit seriously, and set about implementing them. This involved creating a clear action plan and allocating resources to ensure that the changes could be made effectively.

Some of the key steps that were taken included:

  • Improving Communication:

Leaders began holding regular town hall meetings to keep employees informed about important decisions and initiatives, and established an open-door policy for employees to voice their opinions and concerns.

  • Encouraging Collaboration:

Cross-functional teams were formed to break down silos and encourage interdepartmental cooperation, and team-building activities were introduced to promote teamwork and collaboration.

  • Increasing Employee Engagement:

Employee engagement initiatives were introduced, including recognition and reward programs, employee surveys, and opportunities for employee development and training.

Measuring the Results:
The Post-Audit Outcomes

After implementing the recommendations, the organization conducted a follow-up audit to measure the impact of the changes.

The results were impressive, with significant improvements in the key areas that had been identified in the pre-audit results:

Leadership Audit
  • Communication:

Employee satisfaction with leadership communication improved significantly, with many employees reporting that they felt more informed and that their opinions were heard.

  • Collaboration:

Interdepartmental collaboration increased, leading to more efficient and effective work processes and better results.

  • Employee Engagement:

Employee engagement increased, with many employees feeling more valued and empowered to contribute to the organization’s success.

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