I've worked across a lot of different sectors over the years, but public sector transformation stands apart.
Not because the people are less capable - far from it. The teams I work with across NHS trusts, local authorities, and central government are some of the most committed, mission-driven individuals I've ever met. But the environment they're working in is genuinely more complex, and if you don't account for that complexity, even the best-designed change programme can stall.
Private sector change is hard enough. But in the public sector, you're rarely just managing one organisation's readiness for change. You're navigating multiple agencies, competing priorities, shared accountability, and governance structures that are designed to be thorough, which is absolutely right, but which also slow things down considerably.
Decisions take longer. Ownership can be blurred. And there's often political scrutiny attached to anything that looks like it isn't going to plan.
It's no surprise that many programmes stall, not through lack of effort, but because the change has been designed without fully accounting for the environment it's landing in.
Here's the other thing: change takes time and energy. Both of which are in very short supply.
I don't think enough change programmes genuinely account for the reality that the people they're asking to change are already running at full capacity. Asking teams to embed transformation on top of business-as-usual, without reducing or rethinking their workload, is setting them up to struggle.
That's why practical change management in the public sector has to work with existing rhythms, not on top of them. When we work with NHS trusts or local authorities using Verto, the focus isn't just on introducing a new tool, it's on removing the friction and duplication that's been slowing teams down. So the change feels like relief, not another burden.
When people can see the new way of working making their day easier, they lean in. Quickly.
All of that said, I want to be clear: public sector transformation is also some of the most meaningful work I've been involved in.
These are mission-driven organisations. People choose to work in them because they genuinely care about outcomes. That's an extraordinary foundation for change, if you design your approach around the people carrying the mission, not just the systems supporting it.
In my final post, I'll share the success factors I see most consistently across public sector transformation. Practical lessons from the field, from what actually works.