NHS East Midlands Strategic Health Authority

Emerging leaders programme

Programme overview

This is a 6 day modular programme, taking place over 3 months. It uses the NHS Leadership Qualities Framework (LQF) as the guiding principles for development because this model has been specifically researched and designed to describe the key characteristics, attributes and behaviours of successful leaders within the NHS. In addition, we would incorporate the Hay Group researched Foundation Trust Competencies as these look at those behaviours that are critical for operating successfully in the current environment

The programme aims to enable participants to develop a detailed understanding of the skills and behaviours that are needed from managers to deliver excellent services and enhancing the patient experience.

Participants will have an opportunity to explore:

The contributions of managers and leaders in developing implementing and meeting strategic objectives in order to provide efficient, effective and culturally sensitive services.
The importance of motivating and leading teams to achieve organisational/service goals.

The programme will be delivered using activities including input, group work, individual reflection, action learning sets, simulations, diagnostics and 1:1 sessions. Participants will also be required to complete individual assignments.

Programme objectives

To develop:

An understanding of the issues of discrimination and oppression and how these impact on self-confidence
An understanding of the concept of resilience (the way we deal with adversity) and build on personal resources and tactics to overcome future obstacles
Leadership skills and enhance individual potential
Skills and behaviours to increase performance and leadership capability
Greater clarity of the changing roles of managers at different levels within an organisation
An understanding of partnership working and the ability to influence effectively
Networks for support and sharing ideas
An understanding of the role of mentors, coaching and action learning sets in supporting development

Programme outcomes

Highlight areas for personal development that will lead to enhanced service delivery
Develop a SMART action plan identifying specific areas of further support required
Increased self confidence and resilience
Understand leadership challenges and qualities required of emerging leaders in the NHS
A network of support both internal and external to the organisations participants work for increased motivation and commitment to engaging and meeting the challenges within the NHS

Launch of the Emerging Leaders Programme - 3 hour briefing

Aim

To familiarise participants with the content of the programme in the context of the LQF
To clarify the difference between skills and behaviours
To clarify the commitment required from individuals including individual projects and any other work that needs to be carried out between modules
To discuss support required from sponsors
To discuss expectations and concerns
To ensure participants have an opportunity to highlight any additional skills gaps that need to be integrated into the relevant modules

Outcomes

By the end of the briefing, participants and their sponsors should have a clear understanding of what the programme will/will not deliver and an understanding of the individual commitment required.

Possible format

Introduction from LeadershipAcademy and SHA
Key note speakers from the region
Overview of the programme and questions
Activity – expectations and concerns
Networking through guided activity
Post card exercise
Clarification of next steps
Lunch

Module 1

Empowerment - 3 days

NB this will be delivered as 2 days with a gap of two weeks before day 3

Aim

This module enables participants to focus on developing their ability to access and use their personal power to overcome internal and external barriers to their success.

Objectives

To understand and appreciate that the idea of ‘power’ is at the root of the term empowerment. This module will focus on assisting participants to develop their:

Internal power. That is ways of thinking, believing and behaving that effectively create the desired state/outcome. This includes recognising and valuing their own diversity and the strengths they can draw from it
The Power to effectively work with others to create the desired outcomes
Strategies for gaining and sustaining decision-making authority.

Indicative Content

From our experience we know that it is critical that participants develop their resilience as early on in their careers as possible. We will help participants to understand how they handle stress and other adversity in the workplace. Research shows that the people who know how to bounce back from adversity – those who are more Resilient – are most successful. Learning these valuable skills, will help participants to handle the daily challenges at work.

Understanding ‘what is great about me?’ is the key to really being able to capitalise on bi cultural competence. In this module we explore circles of influence, understanding organisational norms and how to bring the best of ourselves with authenticity to the workplace. We will also help participants understand how to develop their influencing skills and navigate more successfully through a complex organisational system by developing both their organisational awareness and their political astuteness.

Research shows that people from BME backgrounds have often internalised self limiting beliefs due to a combination of their past experiences and their experiences in the work place. A key reason for this is that they tend not to have received constructive, consistent, robust feedback during their careers for a variety of reasons. This results in them being over or under confident in some areas. We help participants to reframe some of their self limiting beliefs and become more accurate in focusing on the areas that will be most helpful in their personal action plans.

In addition, we will share a variety of models that will help participants look at improvements in service delivery through a different set of lenses. Rather than always beginning with what is not working, we encourage participants to start with the positive using tools such as Appreciative Inquiry.

During the 2 week gap between day 2 and day 3 participants will have time to reflect on their learning and begin to think about how they will put this into practice on a day to day level.

Day 3 will focus on helping participants to embed their learning and think about what they are going to do differently. We will use forum theatre, a range of reflective exercises and 1-1 conversations to help participants to crystallise their action plans.

Outcomes

By the end of this module participants will be able to:

Examine more closely their own personal set of strategies for achieving the positions that they aspire to and test and refine this in practice
Develop an even stronger sense of personal worth
Gain clarity about the strategies that work in the real world
Develop greater self-awareness and self confidence
Understand the debilitating impact of internalised oppression and how to overcome this
Gain a greater appreciation of the importance of self-management through emotional self-awareness
Build and strengthen networks that support and challenge
Have begun to develop a SMART PDP

There will also be an expectation that participants will have selected action learning sets by the end of day2

Possible Agenda

Introduction and context – starting from a place of strength
Reminder of expectations and concerns
Shield exercise (pre work)
Story telling – what it says about leadership
Appreciative inquiry
Bicultural competence
Power
Reframing negative beliefs
Resilience
Setting up action learning sets
Action planning
Day 3 – forum theatre
Project planning

Module 2

The role of a Manager in the NHS - 3 days

There will be a gap of two weeks between days 2 and 3.

Aim

Using the LQF as a reference point, this module focuses on both the skills and behaviours required of successful managers in the NHS. The module will enable participants to consolidate, develop and demonstrate key skills and behaviours, whichunderpin effective leadership at all levels. It concentrates on the practical application of management theory and principles, thus providing a foundation for continuing professional development.

Objectives

To understand the role of a manager and the unique contribution they bring to delivering effective performance
To understand and practice problem solving techniques to encourage innovation
To understand key behaviours for successful partnership working
To understand and practice coaching as a leadership style
To motivate, manage and support individuals and teams
To understand the importance of building interpersonal relationships
To learn to communicate more effectively
To understand the differences in leadership roles as individuals progress through the NHS

Outcomes

Participants will have begun to understand the art of leadership
An understanding of how to create a positive climate which enhances performance for both individuals and teams
To understand what motivates people at work
To have identified areas of strengths and development needs both in terms of skills and behaviours
1:1 feedback sessions with module facilitators
Identified further sources of reading
Further developed PDP