Government: Leadership Training

Lord Norton of Louth Excerpts

Thursday 16th September 2021 Lords Chamber

Moved by

[Lord Norton of Louth]

To move that this House takes note of the case for enhancing the quality of government through the introduction of training in core leadership skills for (1) ministers, and (2) senior civil servants.

[Lord Norton of Louth (Con)]

My Lords, when I joined your Lordships’ House 23 years ago, I was in the middle of research funded by the ESRC into the role of senior Ministers and their relationships with senior civil servants. Many of the problems I identified then remain today. Over the past 20 years, there has been a growing recognition of the importance of training those who lead government, but the capacity to deliver that training has not kept pace with the aspirations.

My proposition is that those who head departments should have some training in how to lead. Leadership entails not just being able to manage an organisation in terms of ensuring that it runs efficiently but, crucially, creating a vision, getting others to buy into that vision—making them feel they have a stake in it and have contributed to it—and being able to turn that vision into action. Let me flesh out the two primary components of this proposition; the first covers who should be trained and the second what the training should—indeed, must—include.

We have a system of government where, historically, senior civil servants and Ministers have been generalists, lacking specialist knowledge and training in management. Although the importance of training civil servants has been variously recognised and led by bodies such as the Civil Service College, the National School of Government and Civil Service Learning, less attention has been accorded to the value of training Ministers, even though it is Ministers to whom we look for leadership and generating the vision—the goals—that civil servants are then expected to deliver.

Ministers matter. The doctrine of individual ministerial responsibility is important not so much for ascribing culpability when things go wrong but for ensuring that senior Ministers have line control of departments. Despite recurrent claims of prime ministerial or presidential government, the resources of No. 10 are limited and Prime Ministers are rarely interested in the whole gamut of public policy. They may determine high policy, but middle-level policy remains with senior Ministers. I have argued that the baronial model of government is as applicable in British government as that of prime ministerial government.

Some Ministers have their own fiefdoms. Legal powers are vested in senior Ministers—formally the Secretary of State—and not the Prime Minister or Cabinet. Ministers matter not only for what they may decide to do, but for what they decide not to do. They are important gatekeepers. As Heclo and Wildavsky noted many years ago in their seminal study, Cabinet Ministers are

“chief executives of their own departmental empires”.

Ministers matter, not just in terms of the powers vested in them but in how they seek to use them. I generated a typology of Ministers, comprising commanders, ideologues, managers, team players and agents. I distinguished purpose in office from the skills necessary to achieve it. Ministers may have a vision, but they may not have the ability to turn it into action. Some may be skilful politicians, but they may lack any clear vision.

New Ministers will typically come into office with no training or experience in running a department and often with no experience in leading others. They learn by observation as junior Ministers or by seeking to translate experience from a previous occupation, which may not always be apposite. At the time of my research, it was very apparent that Ministers got very little, if any, guidance from No. 10 as to what was expected of them. Providing guidance is clearly important, but Ministers need leadership skills to deliver their policies. The recent report of Policy Exchange’s Reform of Government Commission, entitled Government Reimagined, recognised that Ministers must develop skills to lead a department successfully.

I am delighted that the National Leadership Centre has been created and is designed, as the name demonstrates, to offer a leadership programme. I note that the evaluation report on the first year of the NLC states that

“one leader considered the engagement in training to improve their leadership capability and capacity as being a duty of all public service senior leaders”.

However, it does not reach all such leaders. It is designed for only 100 of them. The programme is selective and, as the evaluation noted, the recruitment process lacks transparency. It should encompass all senior civil servants—and Ministers.

I therefore very much welcome the Cabinet Office and Civil Service Declaration on Government Reform, published in June, which recognises the need for training Ministers as well as civil servants. It recognises that the training should encompass skills. There is a commitment not only to online provision but to a physical campus—in other words, a reversion to what existed before training was moved online for cost reasons.

Commitment to training Ministers is a major step forward, but within the declaration the focus is very much on the Civil Service. Of the 30 concrete steps promised for implementation this year, only one refers explicitly to Ministers, namely number 9:

“Put in place a training programme for Ministers, including project and commercial skills.”


Training in skills should not be confined to project and commercial skills, but should encompass how to develop strategy, crisis management and understanding the environment in which one has to work to achieve goals. Ministers who are commanders and ideologues will have clear future goals, but knowing what you want to achieve is different from knowing how to get there. Engaging in strategic planning is crucial; so too is crisis management. Training in crisis management is best practice in leading companies and, I was very pleased to see, appears to be included in the NLC leadership programme. Key to handling a crisis is, first, being able to recognise that there is a crisis—which is not as simple as it may sound—and, secondly, knowing how to respond.

In terms of the political environment, it is crucial not to be insular. Both Ministers and civil servants need to appreciate the significance of Parliament. Senior civil servants should not see it as an irrelevance or an adversary, or something to be left to the Minister to handle. I achieved an amendment to the Constitutional Reform and Governance Bill in 2010, which became Section 3(6) of the Act. It requires the Minister for the Civil Service to have regard to the need to ensure that civil servants who advise Ministers are aware of the constitutional significance of Parliament and the conventions governing the relationship between Parliament and Her Majesty’s Government. Although this forms part of the Civil Service Code, no record is kept centrally of what departments have done to give effect to it, and answers to questions I have asked on the subject have been notably unforthcoming.

It is not just civil servants who need to be trained in the significance of Parliament. Ministers will benefit from it as well. The fact that a Minister is an MP or Peer does not mean necessarily that they have a clear understanding of the body of which they are a Member. Some Ministers are notably dismissive or defensive in the Chamber and in Committee. Ministers in the Commons frequently lack an understanding of the role and significance of this House. I fear we even have on occasion a Minister in this House who does not fully understand or appreciate its role. Parliamentarians are among those whom Ministers need to buy into their vision.

Acquiring or honing leadership skills will enable Ministers to deliver on their policy goals. It is not a case of creating identikit Ministers. There is more a danger of that in imposing specific processes and potentially producing a tick-box approach than in empowering Ministers with the skills to lead and achieve the outcomes they seek.

I can find nothing in the declaration and the list of actions that addresses skills necessary for effective leadership. There are some very welcome commitments in terms of recruitment to the Civil Service and ensuring closer engagement with Ministers, but the emphasis is on establishing frameworks and processes. I am not decrying what is proposed—I very much endorsed it—but, rather, am drawing attention to what is omitted.

The same applies to the report of the Commission for Smart Government, chaired by my noble friend Lord Herbert, who I am delighted to see is speaking in today’s debate. It recommends giving each Minister on appointment a formal and public “commission letter” stipulating what they are expected to accomplish and with public reporting on performance. As I read it, there are no recommendations on how Ministers are to be proficient, to provide leadership, in delivering what is expected of them. Checking that Ministers have delivered what is expected of them is important, but more important is ensuring that they are provided with the skills to do it.

I look forward to the contributions of other noble Lords—we have a quality line-up—and to my noble friend the Minister explaining the Government’s plans to deliver training, especially for Ministers. Given that the June declaration embodies commitments to be implemented this year, how far advanced are plans for a physical campus and what skills training will Ministers be expected—indeed, required—to undertake, and will such training apply to current Ministers and not just new Ministers on appointment? I very much support the proposal for a mandatory induction package for the senior Civil Service, but what training will be provided for all existing senior civil servants? In particular, what steps are being taken to ensure that the senior officials who advise Ministers are fully cognisant of the importance of Parliament and the relationship between Parliament and the Executive? Simply saying that the requirement is in the Civil Service Code is not an answer to the question.

My Motion calls attention to the case for enhancing the quality of government through the introduction of training in core leadership skills for Ministers and civil servants. It is surely a public good. I beg to move.

--- Later in debate ---

[Lord Norton of Louth (Con)]

My Lords, I said in opening that there was a quality line-up of speakers, and the debate has rather proved it; we have had some stellar speeches. One of the things that has been clear is the common theme about the sheer importance of this.

In response to the noble Baroness, Lady Fox, I say that it is not just a case of using external providers and a one-size-fits-all form of training. I distinguished between purpose in office—what Ministers seek to achieve—and the skills necessary to achieve it. You will get variety and different qualities of Minister. You cannot ensure you are necessarily getting all good Ministers, but you can ensure you are getting the best you can by giving them the skills to deliver. That is the key point.

It is not just using external providers; one of the things that I drew from my own research was the importance of best practice drawn on the experience of former Ministers. When I interviewed those who had held senior office, it was quite clear that when new Ministers come in they reinvent the wheel rather than draw on those who have already invented it. There is a lot of experience out there that we can draw on, from those who have the experience; that is absolutely vital.

In terms of providing training, as my noble friend Lord Maude has clearly indicated, and the noble Lord, Lord Bilimoria, has reinforced, there are the courses available. The supply is there, but a key problem, as my noble friend indicated, is that they tend to be optional—the danger there is that you end up preaching to the converted. The ones who want to do it are the ones who go and do it. It is the ones who are the most resistant who need to be reached.

As the noble and learned Lord, Lord Judge, said in his excellent contribution, there tends to be resistance to training when you first introduce it. Once it is in place, you start to wonder how you coped without it. It is about overcoming that resistance and getting it in there. It then becomes part and parcel of good government. That is absolutely the point that we must stress, as the noble Baroness, Lady Smith, was saying. We are talking about good governance. This is such an important debate. What could be more important than ensuring the quality of government of the United Kingdom? This is a way of facilitating it.

I am very grateful to my noble friend the Minister for his response demonstrating that we are making some progress. It is a case of building on that and particularly, as I was stressing, not only providing skills training for civil servants but really developing it for Ministers as well. That must be the driving force.

The noble Baroness, Lady Smith of Basildon, was making the point about the distinction between Ministers and civil servants; there is no reason why they cannot both be engaged in order to understand the role of the other. That is particularly important to achieving what we seek to achieve.

The exemplar of what we seek to achieve is embodied in my noble and learned friend Lord Mackay of Clashfern, because he demonstrated what a good Minister does, which is to work as part of a team, to bring people on board and to ensure that they feel that they are part of the process, because loyalty must be earned; it cannot be dictated. Ministers must have a vision to bring others within that vision, to ensure that they feel part of it. That is the way to deliver this.

We recognise what needs to be done and are moving in that direction. The more that we can do to achieve that, the better for the governance of the United Kingdom. I beg to move.

Motion agreed.