At the culmination of Leadership for a Networked World's Summits and Events, we will frequently generate a report containing reflections, insights, and thought leadership produced from that event. These reports are a collection of said insights.

Accenture’s Finance Transformation Journey

In late 2013, Accenture was at an inflection point. Throughout most of its history, the firm had functioned as a consultancy. By then, however, it had evolved into a multi-dimensional business with wings devoted to consulting, strategy, technology, and operations. Accenture’s diversification forced the entire company to evolve, but it created particularly acute pressure for the finance division to adapt.

Leadership Lessons from Sir Bernard Hogan-Howe

In September 2011, when Sir Bernard Hogan-Howe became the Commissioner of London’s Metropolitan Police Service (MET), he faced significant challenges. The agency had had five commissioners in the previous seven years, a spate of discontinuity that had interfered with the development and pursuit of a coherent vision. Making matters more difficult, the agency had to recover quickly because in less than one year, London would host the 2012 Olympics—an event that would place the city on the world’s biggest stage and test the MET’s security and event management capabilities. Hogan-Howe not only helped London to navigate the Olympics without incident; five years into his tenure as commissioner, he has made London significantly safer while pursuing transformation at the MET.

A Time for New Measures: CompStat 2.0 and Broader Reform in New York City

In January 2014, when William Bratton began his second stint as Commissioner of the New York City Police Department (NYPD), he faced a challenge unlike any he had confronted in his 44-year law enforcement career. Although the city’s crime rate was lower than it had been in decades, a survey conducted in spring 2014 revealed that 41 percent of blacks and 31 percent of Hispanics “held a somewhat negative or very negative view of the police.” Since then, the department has employed a multi-pronged strategy—highlighted by an increase in community policing, expanded trainings, and a wider embrace of modern technology—to continue keeping New Yorkers safe while restoring trust.

A Journey of Transformation in Ireland

On March 24, 2014, Nóirín O'Sullivan got the call: senior Irish officials wanted to know if she would become the Interim Commissioner of An Garda Síochána, Ireland’s national police force. Most long-time law enforcement officers spend their entire careers preparing for that kind of opportunity, but O’Sullivan, who had joined An Garda Síochána in 1981 and was then serving as the agency’s Deputy Commissioner of Operations, knew that the agency’s next leader would face enormous challenges.

The Importance of Collaboration: Seeding Change and Creating Accountability in Seattle

In 2012, SPD and the U.S. Department of Justice (DOJ) had agreed upon a consent decree mandating that SPD engage in significant reform to curb the “unnecessary and excessive use of force” and address concerns about discriminatory policing. Unfortunately, the initial reports from Monitor Merrick Bobb evaluating SPD’s progress identified further problems, namely “dug-in” resistance and “foot-dragging” within SPD—in other words, a refusal to work collaboratively with DOJ on reform. But Seattle Police Chief Kathleen O’Toole, her team, city officials, and their partners at DOJ and the Monitoring Team shifted the tide by fostering a climate that prized teamwork.

Out of Danger: Leading System and Culture Change at the FCC

When David Bray became the CIO of the FCC in 2013, the IT division was at a crossroads. The group employed more than 200 legacy IT systems, forcing it to devote over 85 percent of its budget to operations and maintenance. Making matters worse, the FCC had had nine CIOs in the previous eight years alone...

It’s All About Innovation: Embracing Shared Services, Data, and Cultural Change at Procter & Gamble

In the late 1990s, senior officials at Procter & Gamble realized that their firm was approaching a high-stakes inflection point. Since its inception as a family business in 1837, P&G had evolved into a global leader in manufacturing home and personal care products. However, company officials recognized that P&G would need to revamp its business model and culture to thrive in a 21st-century economy likely to be marked by rapid technological change and increasingly intense competition.

Translating the Value Curve into a Vision and Plan in Dakota County, MN

Leaders in Dakota County, Minnesota, recognizing the Human Services Value Curve's potential, embarked on a journey of vision and strategic planning. The resulting transformation integrates services provided by the county as well as those provided by partnering nonprofits—like 360 Communities—to create a circle of programs and services that promotes community-wide self-sufficiency.

Transforming Systems and Services in Ireland

Streamlining operations is a universal imperative in the health and human services industry, but myriad possibilities exist for how to tackle it. Deciding on the best approach demands a keen understanding of the convergence dynamics that shape the operating environment. At the national level, and in the midst of economic crisis, convergence becomes even more complex. Such was the state of affairs in Ireland beginning in 2008.

Converging on Outcomes in the State of Ohio

Governor of Ohio John Kasich took office in 2011, determined to resolve the state's alarming budget shortfall using a fiscally conservative approach while simultaneously improving the government safety net. To propel this agenda, he formed the Office of Health Transformation (OHT), a small leadership team possessing the skills and experience to formulate a successful transformation plan, which the Governor empowered them to implement.


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