This Framework defines how we can all contribute to the success of our organisation and to our own successes as individuals and as a team

Some short guides and top tips on a range of leadership hot topics from the NHS Leadership Academy.

Bitesize learning – Leadership Academy

Recognising the unique contribution each clinical specialism can make in reaching net zero, the scheme is multi-professional and welcomes applications from allied health professionals, dentists, doctors in training [including public health registrars and SAS doctors], healthcare scientists, nurses, midwives and pharmacists from across England. It is aimed at aspiring future clinical leaders that have not held senior leadership roles previously.

The NHS equality, diversity and inclusion improvement plan highlights that diverse teams working in inclusive environments have a better experience at work and are more effective at their jobs. There is work to do if senior leadership in the NHS is to match the diversity of our wider workforce and the communities we serve. As a fellowship with the objective of developing current and future senior NHS leaders, we want to see an increase of successful applicants from groups underrepresented at those levels and welcome feedback about improving the accessibility of our recruitment process.

For full eligibility requirements, please read the scheme information pack. For information on other clinical fellow schemes in the FMLM portfolio, please visit this page of our website.

Chief Sustainability Officer’s Clinical Fellow Scheme | Faculty of Medical Leadership and Management (fmlm.ac.uk)

Coaching and mentoring is an inclusive offering available to all professions within the NHS and social care, irrespective of pay grade, clinical and non-clinical roles.

Whether you are leading an organisation, heading up a service, managing a team or leading yourself and colleagues, coaching or mentoring can support you on your leadership journey.

Coaching and Mentoring Hub : NHS Leadership Academy

The programme will support you as you develop essential leadership skills. The programme is comprised of a suite of short courses covering different themes of inclusive workplaces.

Core Managers: Developing Inclusive Workplaces programme – Leadership Academy

A range of articles, blogs and research around compassionate and inclusive leadership in health and care from the Kings Fund.

Compassionate and inclusive leadership | The King's Fund (kingsfund.org.uk)

What this looks like in practice

• Have a clear leadership development strategy in place outlining capability requirements and access to training.
• Understand current leadership styles and approaches through board development sessions identifying strengths and gaps for each individual and as a team.
• Create leadership stability and continuity of approach.
• Support leaders across the system to live and breathe the values and behaviours of the organisation and hold leaders to account for behaviours, not just improvement outcomes.
• Clearly agree and outline the support which is in place for people to improve their own services.
• Provide training and development for everyone who has a formal leadership role so they have skills and experience of delivering improvements and can role model leading for improvement.
• Encourage board development to better understand how current leadership behaviours are demonstrating organisational values, identifying strengths and gaps.
• Engage with peer support networks to understand different approach to the issues and leadership behaviours.
• Empower teams delivering on the ground to carry out and test improvement projects.
• Senior and executive leadership should engage in frequent huddles/stand up meetings or workplace visits to engage and coach staff who are delivering on the front line. Live the values of the organisation every day.

NHS England » Developing leadership behaviours

This is a directory of support offers for executive and non-executive board directors. These offers have been considered against a set of quality assurance criteria. The list is not exhaustive but is a compilation of support offers where there is sufficient information available – either via desktop research or through dialogue with providers – to include with confidence that they offer support commensurate with the level. In some cases, the offer is a network, in which case the aims, purpose and inclusivity of the network have been considered.  

NHS England » Directory of board level learning and development opportunities

Online programme to enable the building of key skills for effective system working and thinking in health and care.

Foundations in System Leadership - Online Management Course - FutureLearn

What is it?

The 360 Degree Feedback Tool is designed to give you insight into other people’s perception of your leadership abilities and behaviour.

The process includes getting confidential feedback from line managers, peers and direct reports. This can be helpful to highlight strengths or areas for development.

360 Degree Feedback Tool – Leadership Academy

A model, tools and resources designed to develop and support non-clinical and clinical leaders and aspiring leaders.

Healthcare Leadership Model – Leadership Academy

What is it?

Self-assessment tool – Leadership Academy

Sign our inclusive leadership pledge to demonstrate your commitment to being an inclusive leader.

Inclusive leadership pledge | NHS Confederation

A set of short videos and resources to start your exploration of leadership individually or as a team, developed by Skills for Care.

Leadership starts with me (skillsforcare.org.uk)

A flexible e-learning resource covering a range of leadership hot topics from the NHS Leadership.

NHS Midlands Leadership Academy | Supporting you to reach your leadership potential (leadershipnhs.uk)

New NHS England framework for line managers | NHS Employers

A wide range of leadership & management related courses, articles and resources developed by the Open University.

Search | OpenLearn - Open University

Co-created with thousands of our NHS people, Our Leadership Way sets out the compassionate and inclusive behaviours we want all our leaders at every level to show towards us as individuals and our colleagues.

When staff call in sick

Your response when a staff member calls in sick can make a big difference to how they feel about their work.

Communicate your reporting practices

A clear, well-communicated reporting procedure for when a member of staff calls in sick will help to ensure you get the information you need to keep the service running and tackle any future problems. Making staff aware of the reporting procedure will help to avoid any misunderstandings.

As a manager you will need to know the reporting procedure and who is responsible for reporting and referrals. You should also make sure you know where to find the numbers and referral procedures for occupational health, counselling or rapid access services.

Sickness absence toolkit | NHS Employers

This report contains a recommendation to create a clear view on the expectations of line managers in the service in relation to people management and the implications for provision of people services.

NHS England » The expectations of line managers in relation to people management