The masterclasses are a series of standalone presentations covering a variety of topics. Each masterclass is 2.5 hours long and colleagues can pick which ones to attend.
Thursday 15th Dec 1-3.30pm
Courageous leadership
Leaders of high performing teams exhibit four key characteristics: Courage, Compassion, Curiosity and Connectedness. This module explores how to develop each of these characteristics, providing an extensive toolkit for advanced listening skills, ethical awareness and managing politics.
The module also explores key concepts of distributed leadership — enabling team members to exercise more of the functions of leadership than has traditionally been encouraged. We explore the concept of BEAU teams (Business Evolving As Usual), which enable teams to raise radically the rate of experimentation and collective development.
The masterclasses are a series of standalone presentations covering a variety of topics. Each masterclass is 2.5 hours long and colleagues can pick which ones to attend.
The leader as developer of talent – Thursday 3rd November 1-3.30pm
The leader as developer of talent
This module draws upon extensive studies of how effective leaders develop the talent in their teams. It starts from a recognition that talent comes in many forms. The role of a leader is tor recognise it, nurture it and enable people to apply it for the benefit of patients and the organisation. The content includes:
Why historic approaches to talent identification don’t work (linear versus systemic thinking)
How to help direct reports take greater accountability for their own self-development and career management
How to recognise when people outgrow their current job role
How to hold a powerful developmental conversation
How to work with strengths and weaknesses
How to develop your own emotional intelligence and that of your team members
The masterclasses are a series of standalone presentations covering a variety of topics. Each masterclass is 2.5 hours long and colleagues can pick which ones to attend.
Being a champion for diversity – Wednesday 02nd November 2-4.30pm
This module explores diversity from two perspectives: how to create an environment where diversity is valued; and how to be an effective mentor in support of diversity. The key themes are:
What is diversity? The psychology of bias
What prevents the NHS achieving the level of diversity it needs?
The role of a diversity champion
Working with the Diversity Awareness Ladder
Skills of mentoring someone from a different background
How to make the most of a reverse mentoring relationship
The Five Behaviors® of a Cohesive Team (Patrick Lencioni and Wiley/Inscape) Programme (programme) empowers teams to rethink their approach to teamwork and shape new behaviors in the workplace taking teams and organisation to the next level.
The programme content covers the following learning and development elements:
Self-discovery and getting to know each other better powered by DiSC.
Introduction to The Five Behaviors® of a Cohesive Team Model.
Trust One Another – When team members are genuinely transparent and honest with one another, they are able to build vulnerability-based trust.
Engage in Conflict Around Ideas – When there is trust, team members are able to engage in unfiltered, constructive debate of ideas.
Commit to Decisions – When team members are able to offer opinions and debate ideas, they will be more likely to commit to decisions.
Hold One Another Accountable – When everyone is committed to a clear plan of action, they will be more willing to hold one another accountable.
Focus on Achieving Collective Results – The ultimate goal of building greater trust, conflict, commitment, and accountability is one thing: the achievement of results.
Shared team goals and behavior improvement to connect better together.
Practice reflection as a team and individually.
Programme face-to-face facilitation approach
This face-to-face programme for takes a facilitation approach whereby an Enono associate will discover with a team how they can work more effectively and cohesively together.
Can any team participate in the programme?
Enono has specially designed The Five Behaviors® programme for between 4 to 8 people on a team that have been working relatively well together for approx. 1 year.
All the team members should be willing to:
engage in the programme
learn the power to self-reflect and team reflect
consider their own behaviors (good self and when in overdrive) and how other team members see and feel them
talk openly about their and other team members behaviors in a honest and safe environment
commit to change the way they work and how they connect with their team members
sustain new positive behavior changes.
Is this programme suitable for a team in unhealthy conflict?
This programme has not been designed for teams who are in unhealthy conflict. If a team is working in unhealthy conflict and basically not getting on, Enono can offer an alternative programme once a needs assessment and analysis of the team has been undertaken.
The power of we and healthy workplace cultures
The programme facilitator will encourage the programme participants to rise to the challenge of working better together to aid the “power of we” and not “I”, to approve the workplace culture of the organisation. If this happens during the programme delivery, the programme learning, development and impact outcomes are outstanding!
Self-assessment and profiles
Programme participants will be asked to complete a self-assessment (it takes approx. 20 to 30 minutes to complete) in advance of the programme day 1 start date in order to have access to The Five Behaviors of a Cohesive Team Profile. DiSC is woven into each of the programme sessions.
In the first part of the assessment, each programme participant is answering DiSC questions. The second part of the assessment is a team survey. This includes 20 statements and asks the participant how often the statement is true of his or her team. For instance, one item is, “The team is clear about its overall direction and priorities.” Almost always? Usually? Sometimes? Rarely? Never? It’s a five-point scale, and the responses are anonymous. The responses will, however, be reported in aggregate in the profile. And then, finally, the third part involves the team culture questions. These are broad questions that ask about various aspects of the team culture and how it can be improved. For instance, one question is, “What can the team do differently to build more trust?” Another one is, “What are some of the things that are keeping us from focusing on results?”
What is DiSC?
As the world’s most popular behavioral assessment, DiSC offers a simple solution with profound results. This assessment measures and provides insight into four primary behavioral tendencies and emotions and explores how these come together in a personal blend of style to create our DiSC style. DiSC reveals how a person will most likely behave within a given environment, situation, or relationship. It offers prescriptive lessons designed to highlight and maximise self-awareness, intentionality, and interpersonal communication, personally and professionally.
DiSC is a simple, practical, easy to remember and universally applicable model. It focuses on individual patterns of external, observable behaviors and measures the intensity of characteristics using scales of directness and openness for each of the four styles:
D – Dominance: Direct and Guarded, Fast-paced and Task-oriented, Focuses on Problems & Challenges, Assertive
I – Influence: Direct and Open, Fast-paced and People-oriented, Focuses on People & Contacts, Persuasive
S – Steadiness: Indirect and Open, Slow-paced and People-oriented, Focuses on Pace & Consistency, Supportive
C- Conscientious: Indirect and Guarded, Slow-paced and Task-oriented, Focuses on Procedures & Constraints, Analytical
How does our team express an interest in this programme?
How will I know our team has a place on the programme and when does it take place?
Enono and Staffordshire and Stoke CCG will consider the expression of interests and email all the team members to confirm if your team has or has not been successful in securing a place on this programme. Programme delivery dates and times will be mutually agreed between the programme facilitator, SSCCG and the team.
This programme is being delivered in the context of the COVID-19 pandemic and the ambitions of the recently published NHS People Plan. With a growing population and people living longer, often with long-term conditions, and health inequalities, the demand on local health services is ever-increasing. To meet this increased demand, Primary Care Networks [PCNs] are to become the building blocks to every Integrated Care System [ICS], allowing community, mental health, social care, hospital and voluntary services to work together to enable greater personalised, compassionate, inclusive, coordinated and integrated health and social care. This system will require a different way of working, different relationships and new roles for general practice and primary care.
The Opportunity
NHS Stoke and Staffordshire is providing a fully funded programme of 3 professional one-to-one 90-minute coaching sessions, to support Clinical Directors [CDs] of PCNs in local systems in Stoke and Staffordshire. The coaching is provided by We Are Beyond and their professional coaches.
Coaching offers a confidential and supportive environment for CDs to consider their own leadership style and challenges, focus on their Clinical Director leadership role, understand and lead change, explore collaboration and system working, and clarify what it will mean to be successful and support the integration of the health and care system.
Coaching will be provided by a highly qualified, and experienced professional coach.
You will need to commit to three virtual, 90-minute, one-to-one coaching sessions, to be started in June and completed by December 2022. Sessions will likely take place around 4-6 weeks apart.
About Coaching
Coaching is a confidential 1-to-1 relationship with a professional coach who works with you to clarify your goals and help you to determine how to best achieve them. It sounds simple and indeed it is, however, in this increasingly busy world, very few people, particularly in Primary Care, have time to stop for long enough to reflect, gain clarity, and achieve their purpose. Coaching is about many things; however, principally it is about changing thinking patterns and behaviours, which will lead to the outcomes that you want.
Coaching is not therapy or counselling. Coaching is almost entirely a forward-looking process that helps you get from where you are now to where you want to be, and to do so faster than if you were working on your own.
What this Leadership Coaching Offers you
Leadership Coaching will offer you an opportunity to have confidential conversations that (among other things) will provide:
Headspace to work through challenges, decisions and opportunities, and identify priorities related to your leadership role.
An opportunity to reflect on and develop the collaborative, compassionate and inclusive leadership skills that are key to success.
Increased personal insight, enabling you to build your confidence, build on your talents and play to your strengths.
Improve communication and influencing skills in order to achieve better outcomes
Increased understanding of personal resilience and how to deepen it.
Coaching is particularly relevant when individuals are faced with change, challenges, opportunities or options. It is relevant for those who want to review where they are now, consider how they would like things to be different and plan next steps. Coaching is about developing and utilising personal insight, taking action and looks to the future; it will help you to identify what is important that would extend satisfaction and fulfilment and how you will achieve it. During coaching, you will have a chance to appreciate the skills and experience that you have accumulated, deepen your existing competencies, and identify and clarify opportunities for change to be even better as a leader.
Eligibility Criteria for this Coaching Support
Funding is being provided by NHS Stoke and Staffordshire. To be eligible for this programme, you must be:
A CD of a PCN in the Stoke and Staffordshire area
Able and willing to commit to three virtual coaching sessions of 90-minute duration before June and December 2022
And crucially:
Want something to be different for yourself (even if you are not sure what that is).
Confidentiality & GDPR
Data contained in the Expression of Interest form will be treated as confidential. Identifiable details will not be shared with any other parties, with the exception of the We Are Beyond Coaching Team. Beyond will share with NHSE/I anonymised themed information. By completing the form below, you are agreeing for NHSE/I to share your personal/professional information with We Are Beyond and their Coach Team.
How to Apply
If you would like to apply for a place on this coaching programme, please register your expression of interest by 27th May 2022.
If you are allocated a place on this coaching programme, coaching session dates will be agreed personally between you and your allocated coach.
Please note: Places are limited and applications will be considered on a first-come first-served basis.
By completing this form below you are agreeing for NHS Stoke and Staffordshire to share your personal/professional information with We Are Beyond and their professional coach associates in line with GDPR.
Well-being is consciously understanding the impact the natural highs and lows of life have on our ability to be well, and resilience is what enables us to positively bounce back. In order to live a well and resilient life, we need to be armed with the skills to navigate them positively. Our ability to be well impacts every aspect of our lives, enabling us to perform at our optimal in and outside of our workplaces. Organisations who understand this concept and are able to embed the many intersectional layers of well-being into their culture realize every person’s potential. Just like a plant needs light and water to bloom, people also have fundamental needs which enable them to flourish.
Research suggests that when organisations put their people first, they create a thriving culture where every person can be and do their best. This, in turn, supports collective well-being, resilience and creates first-class service outcomes. Well-being and resilience can’t operate effectively in silos. Adopting an integrated systematic approach enables a wider-reaching impact, leading to meaningful progress and lasting change.
The purpose of these workshops is to provide an understanding of well-being and resilience at an individual level, creating collective well-being and resilience at a team level, developing a culture of positive well-being and resilience at an organisational level and creating positive strategies at the system level.
Workshop 1 – Through the individual lens
Understand and benchmark personal holistic well-being and resilience
Use your benchmark as a gauge to measure your levels
Learn the skills and tools to take proactive action
Learn techniques to boost your well-being and resilience
Identify your enablers and blockers Identify the importance of a life-work balance and learn how to maintain it
Craft effective strategies
Generate action plans and learn how to build positive well-being habits
Workshop 2 – Through the team lens
Create a communal and shared approach to building collective well-being and resilience
Encourage conversations around well-being, resilience and health
Identify and build support mechanisms
Gain a conscious understanding of the shadow you cast and how to model healthy behaviours
Explore positive team cultures that support well-being and resilience
Explore how job crafting can support well-being, build resilience and generate optimal work outcomes
Workshop 3 – Through the organisational lens
Building Resilient People & Workplaces
Developing a realistic perspective
Learning how to navigate ambiguity and uncertainty in life and work with confidence
Learn how to embrace the mess and magic of change in a VUCA world
Understand how to feel comfortable when navigating uncomfortable experiences
Explore positive organisational cultures that support well-being and resilience
Workshop 4 – Through the system lens
Developing a system science approach to well-being
Integrating well-being and resilience strategies
Measuring and collating individual, collective and organizational well-being data
Measuring what matters
Bridging well-being and resilience with operational. tactical or strategic objectives
Decision making through the lens of well-being
The programme is delivered through four 2-hour workshops for four cohorts. Colleagues are expected to participate in all 4 sessions.
Staffordshire and Stoke-on-Trent ICS and PCN Chairing and Facilitation Training
This workshop is for anyone who sets up and runs online meetings and wants to make them more effective and productive. This virtual workshop will explore why, when, and how to run meetings to cater for an online audience. It will support people to host their meetings using engaging and inclusive behaviours to achieve the best possible outcomes.
Specifically, the programme aims are to:
To explore and practise some of the key skills involved in chairing and handling successful, productive meetings
To help individuals feel more confident in chairing meetings
To help people work productively together in meetings
To agree ground rules to build a good process
To create clear contracts with groups and individuals
To engage groups to work on tasks effectively
To use a range of approaches to organise and shape a group discussion
To handle challenge and conflict in groups
To produce a plan for an upcoming facilitation session that individuals need to deliver
Attending the Programme
This programme will be delivered virtually using the Zoom platform and the focus will be on creating a learning environment that is engaging, interactive, informative, supportive, challenging and practical. The programme is led and facilitated by experienced tutors: Clare Sutton and Stuart Whyte from Aspire Development.
Module
Theme and Focus of the development
Duration
Pre-workshop Development
Purpose: to provide delegates with the knowledge about how to run effective online meetings and enable reflection on current skills to identify development areas.
The pre-course learning will also encourage learners to answer questions and complete self-reflections; these responses will be used across the virtual workshop.
90 minutes
Virtual Workshop
Purpose: to consolidate the pre-workshop learning and allow group discussion and exercises around the topics.
The facilitators will role model several techniques across the workshop to demonstrate how to keep online meetings engaging and interactive. The session will include a practical session allowing learners to practice their skills in running an online meeting.
Votive Leadership Consultancy was formed in 2006 and specialises in developing leadership thinking, improving employee engagement and helping organisations develop the culture and skillsets required to create high performing teams. Rooted in the belief that all leadership starts with self, the consultancy has delivered its unique offering to a wide range of corporates and is also currently a member of the National NHS Leadership Academy. Over recent months they have worked with several Clinical Directors and Primary Care Networks to help them to establish themselves within the new model and deliver on the Long-Term Plan.
Aims:
The aims of the programme are to develop leadership capacity and capability across primary care to support the development of primary care networks, the coproduction of health and well-being with people and communities and the service transformation described in the NHS Long Term Plan.
The programme is designed to provide delegates with increased confidence founded on a better understanding of each other and the common component parts of an effective team. We will provide tools to improve communication, manage state in self and others, understand the challenge of changing group think, encourage open constructive conversations and establish a common leadership language across the region.
Programme Structure:
The programme is based around 5x virtual workshops, each lasting no more than 2.5hrs, and each designed to build on the learning and application from the previous. The programme will be supported via our Digital Learning Portal, which delegates will be given access to at the beginning of the programme. Any pre-module work will be found there as well as a series of videocasts designed to support the key learning messages which underpin each module. These videos will be available for at least the next twelve months and will provide the delegate the opportunity to return to the learning, access the tools discussed and support further development.
The programme will be held on the Zoom Platform and delegates will be given login details upon registration. The login details remain the same for the whole programme.
The Workshops:
Module One: Leading Self:
All of our programmes have Leading Self at the heart and therefore this module forms the foundation module of the programme. All too often being overlooked, the the ability to apply core leadership principles of Emotional Intelligence and responsibility adoption remains fundamental to good leadership practice. The module is designed to improve resilience, provide the delegate with stress coping mechanisms and improve overall wellbeing. Simply put the module is designed to help the delegate to access more of their ability when they need it most, and to be able to pass these messages on to those they lead.
Introduction to the practical application of emotional intelligence strategies in the workplace
Supporting leaders in handling stress
Attitude versus skills
Managing state including the role of “response-ability’.
Directing the personal mental camera
Module Two: Leadership & Culture
Unique to Votive Leadership is the effective followership concept. All leaders have a followership role to play and ultimately, they are there to create the right environment to allow effective followership traits to develop in others. This new and fresh approach to delivering a systems approach to leadership and culture fits perfectly with the People Plan and achieving the integration aims of the Long-Term Plan. The module also explores the core foundations of a leadership culture, reviewing the “Customer Experience” and asking the fundamental question ‘why should anyone be led by you?”
Introduction to Systems Thinking approach to problem solving
Understanding the concept of Effective Followership
The role of ‘servant leader’
Developing a High Performing Team
Customer Experience.
Module Three: Managing Change
A leader’s job is to deliver change and the requirements of the Long-Term Plan will require leaders to manage and handle change effectively. For change to be lasting then the change needs to be made at the thinking level. At this level there will be a series of interferences and preconceptions which cloud the change agenda. A Practioner needs to have the tools and versatility to be able to cut through these and create new visions. This module looks at the psychology behind change and provide the delegate with practical tools to deliver change within the PCN.
The importance of changing at the ‘thinking’ level
The Iceberg model
Change strategies
Strategic thinking / Systems Thinking
Reframing the Comfort Zone
Module Four: Improving Personal Communications
Improving our ability to handle conversations, especially those of a critical nature is vital. This module will focus on a series of skills-based techniques that communicators use to exert greater degrees of influence. Delegates will learn how to make conversations safe and how to improve their personal presence when communicating. We will also explore the effect of personality and help delegates design and develop their own Relationship Map.
Handling critical conversations
Improving influence and presence
Managing conflict
Relationship Mapping
Improving listening
Module Five: Developing High Performing Teams
A leader’s role is to get the job done, but it is also to release the potential in others through effective teamwork. This module focuses on what prevents a team performing effectively and looks at how we can gain alignment throughout the PCN. We explore the importance of the purposeful organisation and the need to establish a ‘corporate identity’, one which will thrive within the system. We will provide delegates with the tools to further develop their networks and a pathway for them to follow to establish a ‘pull’ bottom-up approach to delivering healthcare solutions to their end users.
The dysfunctions of a team
Using Logical Levels to gain alignment
The use of questions to develop performance-based conversations
The importance of purpose, identity, mastery and autonomy.
Workshop 1 27 Sep 1000-1230hrs
Workshop 2 17 Oct 1000-1230hrs
Workshop 3 2 Nov 1400-1630hrs
Workshop 4 16 Nov 1000-1230hrs
Workshop 5 29 Nov 1400-1630hrs
Colleagues should participate in all five sessions. Please book onto a cohort where you can make all 5 sessions.
Votive Leadership Consultancy was formed in 2006 and specialises in developing leadership thinking, improving employee engagement and helping organisations develop the culture and skillsets required to create high performing teams. Rooted in the belief that all leadership starts with self, the consultancy has delivered its unique offering to a wide range of corporates and is also currently a member of the National NHS Leadership Academy. Over recent months they have worked with several Clinical Directors and Primary Care Networks to help them to establish themselves within the new model and deliver on the Long-Term Plan.
Aims:
The aims of the programme are to develop leadership capacity and capability across primary care to support the development of primary care networks, the coproduction of health and well-being with people and communities and the service transformation described in the NHS Long Term Plan.
The programme is designed to provide delegates with increased confidence founded on a better understanding of each other and the common component parts of an effective team. We will provide tools to improve communication, manage state in self and others, understand the challenge of changing group think, encourage open constructive conversations and establish a common leadership language across the region.
Programme Structure:
The programme is based around 5x virtual workshops, each lasting no more than 2.5hrs, and each designed to build on the learning and application from the previous. The programme will be supported via our Digital Learning Portal, which delegates will be given access to at the beginning of the programme. Any pre-module work will be found there as well as a series of videocasts designed to support the key learning messages which underpin each module. These videos will be available for at least the next twelve months and will provide the delegate the opportunity to return to the learning, access the tools discussed and support further development.
The programme will be held on the Zoom Platform and delegates will be given login details upon registration. The login details remain the same for the whole programme.
The Workshops:
Module One: Leading Self:
All of our programmes have Leading Self at the heart and therefore this module forms the foundation module of the programme. All too often being overlooked, the the ability to apply core leadership principles of Emotional Intelligence and responsibility adoption remains fundamental to good leadership practice. The module is designed to improve resilience, provide the delegate with stress coping mechanisms and improve overall wellbeing. Simply put the module is designed to help the delegate to access more of their ability when they need it most, and to be able to pass these messages on to those they lead.
Introduction to the practical application of emotional intelligence strategies in the workplace
Supporting leaders in handling stress
Attitude versus skills
Managing state including the role of “response-ability’.
Directing the personal mental camera
Module Two: Leadership & Culture
Unique to Votive Leadership is the effective followership concept. All leaders have a followership role to play and ultimately, they are there to create the right environment to allow effective followership traits to develop in others. This new and fresh approach to delivering a systems approach to leadership and culture fits perfectly with the People Plan and achieving the integration aims of the Long-Term Plan. The module also explores the core foundations of a leadership culture, reviewing the “Customer Experience” and asking the fundamental question ‘why should anyone be led by you?”
Introduction to Systems Thinking approach to problem solving
Understanding the concept of Effective Followership
The role of ‘servant leader’
Developing a High Performing Team
Customer Experience.
Module Three: Managing Change
A leader’s job is to deliver change and the requirements of the Long-Term Plan will require leaders to manage and handle change effectively. For change to be lasting then the change needs to be made at the thinking level. At this level there will be a series of interferences and preconceptions which cloud the change agenda. A Practioner needs to have the tools and versatility to be able to cut through these and create new visions. This module looks at the psychology behind change and provide the delegate with practical tools to deliver change within the PCN.
The importance of changing at the ‘thinking’ level
The Iceberg model
Change strategies
Strategic thinking / Systems Thinking
Reframing the Comfort Zone
Module Four: Improving Personal Communications
Improving our ability to handle conversations, especially those of a critical nature is vital. This module will focus on a series of skills-based techniques that communicators use to exert greater degrees of influence. Delegates will learn how to make conversations safe and how to improve their personal presence when communicating. We will also explore the effect of personality and help delegates design and develop their own Relationship Map.
Handling critical conversations
Improving influence and presence
Managing conflict
Relationship Mapping
Improving listening
Module Five: Developing High Performing Teams
A leader’s role is to get the job done, but it is also to release the potential in others through effective teamwork. This module focuses on what prevents a team performing effectively and looks at how we can gain alignment throughout the PCN. We explore the importance of the purposeful organisation and the need to establish a ‘corporate identity’, one which will thrive within the system. We will provide delegates with the tools to further develop their networks and a pathway for them to follow to establish a ‘pull’ bottom-up approach to delivering healthcare solutions to their end users.
The dysfunctions of a team
Using Logical Levels to gain alignment
The use of questions to develop performance-based conversations
The importance of purpose, identity, mastery and autonomy.
Workshop 1 9 Sep 1400-1630hrs
Workshop 2 27 Sep 1400-1630hrs
Workshop 3 10 Oct 1400-1630hrs
Workshop 4 2 Nov 1000-1230hrs
Workshop 5 15 Nov 1400-1630hrs
Colleagues should participate in all five sessions. Please book onto a cohort where you can make all 5 sessions.
Votive Leadership Consultancy was formed in 2006 and specialises in developing leadership thinking, improving employee engagement and helping organisations develop the culture and skillsets required to create high performing teams. Rooted in the belief that all leadership starts with self, the consultancy has delivered its unique offering to a wide range of corporates and is also currently a member of the National NHS Leadership Academy. Over recent months they have worked with several Clinical Directors and Primary Care Networks to help them to establish themselves within the new model and deliver on the Long-Term Plan.
Aims:
The aims of the programme are to develop leadership capacity and capability across primary care to support the development of primary care networks, the coproduction of health and well-being with people and communities and the service transformation described in the NHS Long Term Plan.
The programme is designed to provide delegates with increased confidence founded on a better understanding of each other and the common component parts of an effective team. We will provide tools to improve communication, manage state in self and others, understand the challenge of changing group think, encourage open constructive conversations and establish a common leadership language across the region.
Programme Structure:
The programme is based around 5x virtual workshops, each lasting no more than 2.5hrs, and each designed to build on the learning and application from the previous. The programme will be supported via our Digital Learning Portal, which delegates will be given access to at the beginning of the programme. Any pre-module work will be found there as well as a series of videocasts designed to support the key learning messages which underpin each module. These videos will be available for at least the next twelve months and will provide the delegate the opportunity to return to the learning, access the tools discussed and support further development.
The programme will be held on the Zoom Platform and delegates will be given login details upon registration. The login details remain the same for the whole programme.
The Workshops:
Module One: Leading Self:
All of our programmes have Leading Self at the heart and therefore this module forms the foundation module of the programme. All too often being overlooked, the the ability to apply core leadership principles of Emotional Intelligence and responsibility adoption remains fundamental to good leadership practice. The module is designed to improve resilience, provide the delegate with stress coping mechanisms and improve overall wellbeing. Simply put the module is designed to help the delegate to access more of their ability when they need it most, and to be able to pass these messages on to those they lead.
Introduction to the practical application of emotional intelligence strategies in the workplace
Supporting leaders in handling stress
Attitude versus skills
Managing state including the role of “response-ability’.
Directing the personal mental camera
Module Two: Leadership & Culture
Unique to Votive Leadership is the effective followership concept. All leaders have a followership role to play and ultimately, they are there to create the right environment to allow effective followership traits to develop in others. This new and fresh approach to delivering a systems approach to leadership and culture fits perfectly with the People Plan and achieving the integration aims of the Long-Term Plan. The module also explores the core foundations of a leadership culture, reviewing the “Customer Experience” and asking the fundamental question ‘why should anyone be led by you?”
Introduction to Systems Thinking approach to problem solving
Understanding the concept of Effective Followership
The role of ‘servant leader’
Developing a High Performing Team
Customer Experience.
Module Three: Managing Change
A leader’s job is to deliver change and the requirements of the Long-Term Plan will require leaders to manage and handle change effectively. For change to be lasting then the change needs to be made at the thinking level. At this level there will be a series of interferences and preconceptions which cloud the change agenda. A Practioner needs to have the tools and versatility to be able to cut through these and create new visions. This module looks at the psychology behind change and provide the delegate with practical tools to deliver change within the PCN.
The importance of changing at the ‘thinking’ level
The Iceberg model
Change strategies
Strategic thinking / Systems Thinking
Reframing the Comfort Zone
Module Four: Improving Personal Communications
Improving our ability to handle conversations, especially those of a critical nature is vital. This module will focus on a series of skills-based techniques that communicators use to exert greater degrees of influence. Delegates will learn how to make conversations safe and how to improve their personal presence when communicating. We will also explore the effect of personality and help delegates design and develop their own Relationship Map.
Handling critical conversations
Improving influence and presence
Managing conflict
Relationship Mapping
Improving listening
Module Five: Developing High Performing Teams
A leader’s role is to get the job done, but it is also to release the potential in others through effective teamwork. This module focuses on what prevents a team performing effectively and looks at how we can gain alignment throughout the PCN. We explore the importance of the purposeful organisation and the need to establish a ‘corporate identity’, one which will thrive within the system. We will provide delegates with the tools to further develop their networks and a pathway for them to follow to establish a ‘pull’ bottom-up approach to delivering healthcare solutions to their end users.
The dysfunctions of a team
Using Logical Levels to gain alignment
The use of questions to develop performance-based conversations
The importance of purpose, identity, mastery and autonomy.
Workshop 1 9 Sep 1000-1230hrs
Workshop 2 26 Sep 1000-1230hrs
Workshop 3 10 Oct 1000-1230hrs
Workshop 4 31 Oct 1400-1630hrs
Workshop 5 14 Nov 1400-1630hrs
Colleagues should participate in all five sessions. Please book onto a cohort where you can make all 5 sessions.