The University of Manchester Library underwent a culture change process to improve their strategy and leadership. Their initial strategy saw over 100 projects but lacked staff involvement which led to disconnect and resistance. To improve, they held meetings to get staff feedback and have staff self-elect involvement in developing a new strategy. For the new strategy, 30 staff were involved across 4 themes linked to the university's goals, compared to just 3 staff previously. Lessons learned included the importance of empowering staff, maintaining involvement, and regularly checking in with staff.