Standing Room Only at Management in Practice Conference

Our Learning and Development Director, Caroline, took to the stage in Manchester at the Management in Practice conference on 14th June 2018. She was joined by a range of expert speakers delivering sessions covering a variety of topics, including HR, IT, legislation, finance and motivating staff.
The OneWorkforce session explored two of the biggest challenges faced by Primary Care – recruitment and retention of the workforce. Caroline gave an overview of how to model services based on clinical need rather than patient demand and how, using patient presentation data, we can built a multi-disciplinary team designed to meet the specific needs of our service users. She shared examples of how Personal Trainers and Patient Advisors have been integrated into the Primary Care team in practices across the country and gave examples of the patient outcomes achieved through embracing a non-traditional workforce model.

MDT presentation graphic (2)

With standing room only the session received the highest attendance rate of the day with enquiries from federations and practices across the North West looking for help to shape their workforce and improve recruitment and retention strategies.

If you missed us don’t worry! We’ll be exhibiting across the country later in the year, or you can contact Caroline directly for more information by emailing Caroline@oneworkforce.co.uk

Come and join us at Management In Practice on 14th June 2018

We are delighted to be exhibiting at Management in Practice Manchester on 14th June 2018.

Join us, and other exhibitors, for a day of learning and networking with peers and colleagues, and hear from expert speakers delivering sessions covering a variety of topics, including HR, IT, legislation, finance and motivating staff.

An informative and insightful day out of the surgery – you can guarantee that you will leave Management in Practice equipped with practical, actionable strategies for meeting the core challenges of your business

Come and join OneWorkforce as we present on ‘Creating a Sustainable and Resilient Primary Care Workforce‘.

The 40 minutes session explores two of the biggest challenges faced by Primary Care – recruitment and retention of the workforce. We’ll be covering topics such as;

  • Modelling services based on clinical need rather than patient demand
  • Delivering the employee life cycle, from induction to career progression
  • Retaining talent – investing in your workforce

Free tickets are still available so make sure you book your place and join us. For more information visit the Management In Practice Website at http://www.managementinpractice-events.co.uk/manchester/

 

Stakeholder Mapping with William Merritt Centre

WMDLC group

Located in Rodley, West Yorkshire, William Merritt is a charity offering impartial advice and professional assessments on a wide range of disabled and assisted living equipment. On 13th February 2018 OneWorkforce facilitated a Stakeholder Mapping Workshop for the William Merritt team consisting of Trustees, Senior Managers and employees of the organisation.

Workshop Objectives

  • To be able to define a ‘stakeholder’
  • To identify key stakeholders for William Merritt
  • To identify the benefits and communication requirements for each stakeholder
  • To identify who is best placed to develop and then maintain the relationship with each stakeholder

 

Workshop Content
Using a combination of interactive tasks, videos and group based discussions the William Merritt team were encouraged to challenge their approach to defining a stakeholder.
The team were then guided to explore future potential business opportunities in line with their organisational strategy, identifying new mutually beneficial stakeholders.
Using the OneWorkforce Stakeholder Mapping Framework and Toolkit, the team were encouraged to consider the priority of the stakeholder, the most relevant form of communication method and the most appropriate individual for managing the relationship.
The results were presented to William Merritt in a post-workshop debrief alongside a Stakeholder Tracker template to support with the next steps.

 
Client Feedback
“It was an excellent session achieving a lot .We learnt a lot about how we can prioritise and update ourselves, what we need to do. But the really nice thing was that Staff and Trustees enjoyed working together on it. Thanks again“
Professor Anne Chamberlain OBE, Chair, William Merritt

 
“Everyone enjoyed the open discussion and were very complimentary on the approach and style of the workshop. As General Manager the session was just what I was looking for and couldn’t have gone any better for me. It achieved exactly what was needed”
David Blythe, General Manager, William Merritt

To to find out more about our courses and services contact Caroline on 07929 626384 or email: caroline@oneworkforce.co.uk

Introducing the Practitioner Career Development Programme

Yorkshire-based training and development venture, OneWorkforce, has launched a first-of-its-kind Career Development Programme to help address the challenges faced by nurses and practitioners nationwide and equip them with essential management, leadership and clinical skills.

Over a 24-month period, practitioners enrolled within the ‘Practitioner Career Development Programme’ will take part in sixteen essential modules that cover soft-skills including leadership, presentation and networking skills as well as performance management in addition to a wide range of essential clinical skills.

The programme is available for newly-qualified nurses looking for their first role in a primary care environment, as well as Emergency Care Practitioners, pharmacists or registered nurses looking to return to practice or considering a change in care settings.

Caroline Day, Learning and Development Director at OneWorkforce, said: “We are very aware and have seen first-hand that having a highly skilled, confident and capable workforce is critical in today’s diverse healthcare market. It is because of this that we have designed this innovative programme to specifically build on the challenges faced by practitioners nationwide.

“We wanted to ensure that the skills being taught within the programme directly addressed the needs of clinicians across the country in an ever-changing health service. The response so far has been incredible, with our application rate seeing a 500% increase in comparison to other salaried nursing positions! It is becoming clear that there is a real appetite out there for this type of support.

“Although the programme is designed for Emergency Care Practitioners or registered nurses, we want to highlight that applications from pharmacists, MSK specialists and other allied health care professionals are also welcome.”

With NHS healthcare teams feeling the pressure with workloads increasing, budgets decreasing and patient demand soaring, OneWorkforce uses its knowledge of the challenges in healthcare and the experience and feedback of its colleagues, nationwide, to create healthcare training for GPs, nurses and Practice Managers.

The 2017/18 programme will commence in Autumn 2017 and will include a variety of training methods including classroom based facilitated presentations, case-based discussions, a delegate workbook and a reflective journal. Delegates will study new models of care whilst learning about the new roles being introduced to the Primary Care Multi-Disciplinary Teams.

Outside of the training sessions, delegates will receive protected development with their local mentor to put their new skills into practice in a safe learning environment.

Caroline said: “Due to the unprecedented level of interest we have received, we are planning to offer a second intake for the programme in early 2018. The course will be open to practitioners working for other care providers in Primary Care who are looking for structured training and development outside of their place of work. We would encourage anyone interested to get in touch.”

OneWorkforce is a Yorkshire based training provider, launched and part of OneMedicalGroup, a national healthcare provider with over a decade of experience in delivering healthcare services in some of the country’s most challenging locations.

All vacancies for the Practitioner Career Development Programme are advertised at www.nhsjobs.co.uk and can be found by searching for ‘One Medical Group’ under the employer’s category.

To discuss the course further or to arrange a conversation with one of the course facilitators, please email edwardhamilton@onemedicalgroup.co.uk or call 0113 384 3158.

Why do we insist on formalising performance meetings? What’s wrong with a coffee chat?

At a recent Performance Management training session a manager shared with me feedback they had recently received from their own manager during their annual appraisal which had left them feeling worthless. ‘I think your performance really started to drop from the end of last year. Do you remember the report I asked for back in December? Why didn’t you just do it the way I told you to do it? Ever since you missed that deadline I feel that your engagement level has dropped and during your appraisal we need to explore how we are going to address this together.’

 The question I asked the manager was this; how often do you meet with your manager to talk about your performance? The answer was as expected; ‘Once a year unless I’ve done something wrong’.

 Why do employers put so much emphasis on an annual appraisal meeting? Surely as consciousness managers when we see our colleagues excelling in their work or struggling to deliver we want to help there and then, not in 8 months’ time at their appraisal when it’s all too late?

I actively encourage managers to develop a culture whereby their door is always open and the kettle is always on. We should all strive to be the approachable manager who can always spare ten minutes of their day to provide feedback to their team, talk through a challenging situation, or give recognition for a job well done. These informal chats over coffee can be more rewarding than a two hour appraisal meeting driven by form filling and rating systems. Don’t get me wrong, annual appraisals have their place in the performance management cycle but they should be a balanced review of the year with no surprises.

Managing performance begins with delivering timely and constructive feedback and I have worked with managers using techniques such as the AID (action, impact, development) model. When recognising outstanding contributions from your team it is so easy to say ‘that was excellent, well done, thank you’ without saying why it was good or what difference it has made to the team, customer or business. The same can be said when an improvement needs to be made. So often we stress the importance of what has happened (the action) and what needs to change (the development), without explaining the effect (impact) this has had on those around them. In my experience this helps to win hearts and minds. ‘When you missed the deadline the impact on the team was…’ or ‘When you spoke to me like that it made me feel…’.  Emphasising the consequences of an individual’s actions can be a lever for changing behaviour.

Above all performance related feedback needs to be timely. Holding back until the annual appraisal is only going to result in distorted memories and ultimately the impact of the feedback is lost over time. I encourage managers to invest ten minutes a day to provide their team with meaningful feedback. If they see a change in behaviour, a dip in productivity or a drop in performance don’t sit on it! Go and tackle it head on and have that conversation. Your employee will respect you more for helping them now instead of bringing it up later in the year at their appraisal. Likewise, recognise and rewards those individuals who go above and beyond. A little thank you card under their keyboard can make a world of difference to someone’s day.

So I say use the annual performance review to reflect on the year as a whole, but open your office door, put the kettle on, and sit down with your team regularly to provide timely and constructive feedback when it matters.

15/05/17

Caroline Day

Learning and Development Director at OneWorkforce

 

New dates for Primary Care Manager Training

New dates are now available for Managers Essential Skills training sessions. The dates run from May through to October 2017 and the modules are facilitated from the Sheffield Walk In Centre. The centre is located a short walk from the city centre and train station, with parking available nearby and great public transport links.

All the sessions start at 9:30am and light refreshments are provided in addition to all course material and a certificate of participation. Each session costs £149 per person (No VAT chargeable) and delegates booking places at 2 or more sessions will receive a 20% discount on all bookings.

** Places are limited so book early to avoid disappointment **


Wednesday 10th May – Minimising Absence and Maximising Attendance

Are you looking for tips on how to manage absence in your service? Perhaps you are considering introducing a way to monitor and measure absence in your practice? Or you have a complex absence case and you’d like some confidential advice? This session looks at legislation, processes and tips for managing absence effectively, as well as providing tools for you to take back to your own workplace. Share experiences with other managers in a safe learning environment and learn from case studies in this interactive 4 hour workshop.

Module Contents:

  • Understand the importance of absence management
  • Understand how absence is measured and how to calculate the Bradford Score
  • Develop your confidence in conducting return to work interviews
  • Develop your knowledge of how to manage long term absence
  • Discuss disability discrimination and how to make reasonable adjustments
  • Explore the free support you can access as employers
  • Learn practical steps you can take to maximise attendance within your team

To book a place at this session please email caroline@oneworkforce.co.uk


 Wednesday 7th June – Recruitment Skills

The NHS is a competitive landscape when it comes to attracting, recruiting and retaining  talent. This module is designed to help recruiting managers refine their skills in creating effective job descriptions, designing eye catching adverts and choosing the right recruitment process ahead of selecting the perfect candidate for the vacancy! This interactive and engaging session is designed to meet the needs of managers who are new to the recruitment process as well as experienced managers who are looking for tips on how to improve of refresh their existing recruitment strategy.

Module Contents:

  • Understanding the importance of a detailed job description
  • Identifying essential and desirable criteria
  • Creating an advert that stands out
  • Effective recruitment and selection methods
  • Know how to screen and short list job applicants
  • Fail to plan, plan to fail – preparing for an interview
  • Developing effective questioning techniques to structure interviews
  • Active listening – are you really paying attention?
  • Learn techniques to assist you in making the final decision
  • The induction – creating a lasting impression

To book a place at this session please email caroline@oneworkforce.co.uk


Wednesday 12th July – Law, Disciplinary and Grievance

Every workplace can experience employee relation issues, but when they arise are you confident that you know how to manage the situation in line with Company policies and employment law? Protecting our businesses against the threat of an employment tribunal is critical but there are some simple steps you can take to mitigate risk. This module looks at how to chair meetings such as investigations and disciplinary hearings whilst exploring challenging situations that can arise during the process. It also addresses how to mediate low level conflict in the workplace through a formal grievance process. This module is great for new line managers and for those looking to brush up their existing knowledge.

Module Contents:

  • Become familiar with and understand the disciplinary and grievance process
  • Be aware of what situations warrant investigation
  • Gain understanding of how to conduct an investigation and disciplinary hearing
  • Develop knowledge of how to effectively chair a formal hearing
  • Discuss practical issues that might arise and how to manage them
  • Gain confidence in chairing grievances and learn skills to mediate in the workplace

To book a place at this session please email caroline@oneworkforce.co.uk


Wednesday 9th August – Performance Management and Appraisals

The most popular of our courses, this module looks at how to plan for an effective performance review and provides you with techniques to deliver feedback, set objectives and tackle those challenging team members. From probationary review meetings, to tackling poor performance and conducting annual appraisals we explore how to prepare and conduct these meetings with confidence.

With the use of case studios, videos and scenarios we will walk through the performance cycle of an employee looking at how and when to review performance to help maximise engagement and productivity. Handouts include examples of SMART objectives, questions to use during an appraisals to stimulate meaningful and engaging conversations and templates for managing poor performance.

Module Contents:

  • Understand the benefits of giving and receiving feedback
  • The importance of delivering balanced and factual feedback
  • Identifying what makes a good performance review / appraisal
  • Preparing for and structure the meeting appropriately
  • Structuring questions to get the most from the review
  • Setting SMART objectives aligned with your orgainisations goals
  • Learning  how to tackle poor performance with confidence

To book a place at this session please email caroline@oneworkforce.co.uk


Wednesday 6th September – Assertiveness and Managing Conflict in the workplace

Employee conflicts arise in every workplace, and line managers are often responsible for diffusing the situations in an attempt to settle the matter in a quick and effective manner. If not tackled early, conflict can ruin relationships within a team, interfering with productivity and increasing employee absenteeism and turnover. This module is designed to help you gain the skills as a manager to tackle conflict through assertive behaviour. The session is aimed at line managers who are looking to learn skills that can positively impact both their management style and personal approach to managing their own workload.

Module Contents:

  • Identify passive, aggressive and assertive behaviour
  • Learn techniques and tips to help you in becoming assertive
  • Identifying common causes of conflict in the workplace
  • Techniques to tackle the root of conflict
  • Controlling your own emotions and responding to others
  • The mediation process – chairing a meeting

To book a place at this session please email caroline@oneworkforce.co.uk


Wednesday 4th October – Finance for Non-Finance Managers

n a cash strapped NHS financial control is business critical. This interactive module combines e-learning, group activities, scenarios and a facilitated session and is targeted at managers at all levels who are looking to gain a practical working knowledge of finance. Tackling jargon frequently used in healthcare finances, we look at key accounting concepts including profit and loss, income and expenditure and how to build a business case for capital expenditure.

Sharing experiences and challenges with managers from across Primary Care, this module encourages group discussions with problem solving based on real life case studies.

Module Contents:

  • Understanding of basic account concepts
  • Learn frequently used terminology
  • Understand how to read management accounts, profit and loss accounts and balance sheets
  • Learn how to analyse income and expenditure
  • Learn the importance of forecasting
  • Gain confidence in building business cases

To book a place at this session please email caroline@oneworkforce.co.uk


But don’t just take out work for it!

Practice Manager, Leeds, Dec 2016

“Excellent fun, great new insights. I now have a more comprehensive understanding of how to manage absence at my practice”.

Head of Operations South, Berkshire, Dec 2016

“Really good session. Good use of scenarios to explore and expand knowledge. Good delivery by trainer with good examples”

Practice Manager, Leeds, Feb 2017

“Really enjoy training with Caroline. She makes it easy to understand and gives us ways to remember what we have learnt.”

Regional Business Manager, Leeds, March 2017

“Excellent session. Better than previous courses I’ve attended on the same subject.”


Performance Management Tips

Many of us have been in this exact situation. You join a new team and quickly it becomes apparent that the previous manager has not tackled poor performance. Standards may have dropped over a period of time and poor behaviour, for some colleagues, has now become ‘the norm’.

As a new manager it keeps you awake at night thinking about how to best tackle the problem. Maybe there is one member of the team that stands out and you want to address the problem. Our advice is keep it simple and tackle it sooner rather than later! The longer you leave it, the more difficult it will become. Break it down into a journey with steps to achieve along the way.

  1. Review the job description – So often job descriptions are left unchanged, pure as the day when the employee first joined the business! Job descriptions are the foundation of performance management. Make sure job descriptions reflect current roles and responsibilities before you start to formally manage the performance of an employee.
  2. If you don’t already have one, develop a person specification which identifies the skills and behaviours that the post holder will need to have and demonstrate. This will help you with step three.
  3. Conduct a training needs analysis – comparing the employee’s skills and behaviours to that of the person specification.
  4.  Agree on objectives to help the employee to acquire the missing skills and behaviours (consider mentoring, training and coaching).
  5. Set a Performance Improvement Plan with month by month targets and goals. Ensure that the employee agrees that these are achievable before you start.
  6. Meet on a monthly basis to review performance. (Step 6 is the step that as managers we fail at the most frequently. You’ve put in so much effort to get to this stage so don’t fall at the last hurdle!)

For more information, tips and templates why not join our Performance Management and Appraisal Skills training session. Click here for more information.