E-Strategy and Evidence and Evaluation Directorate Culture
1. Short summary
What are we like?
Merging the two directorates brings three cultures together. E-Strategy has a strong culturebased on clear direction and planning.
There is a “core” E&E culture that is a more sceptical
version of the E-Strategy culture.
There is a “maverick” E&E culture that is more change
-oriented than the other two.Both directorates regarded themselves as people-oriented and supportive. Both sets ofmanagers regard their directorate as similarly people-oriented. However E-Srategy peopletend to see their directorate as more people-oriented than their managers and E&E peoplesee their directorate as less people-oriented. The E-Strategy directorate and two thirds of E&E are more results oriented than changeoriented. Around one third of E&E are mavericks who are more change oriented than resultsoriented. These mavericks also tend to be located at the more outer edges of the
directorate‟s working culture, sco
ring lower than most in terms of work formalisation or peopleorientation.Of the 9 issues that define B
ecta‟s aspiration for
its culture, Team working, Accountability,Innovation and Inclusion (as defined by me) seem to be reasonable strengths for us. We areweakest in the areas of Transparency, Consistency and Success, and are not particularlystrong in the areas of Respect and Learning.
There is some scope for misunderstanding between the three cultures, so we will need torespect each othe
.The question remains as to whether Becta needs mavericks. Either way, we need to givesome thought as to how this issue is handled.