Management Skills for Beginners and Experts – NEW DATES AVAILABLE!


Are you a Practice Manager looking to sharpen your skills in absence management? Or are you a Head Receptionist looking for some training to help you develop essential management skills? Or perhaps a Business Manager or Partner who is faced with leading your team through change or a restructure? Well look no further! OneWorkforce are facilitating workshops across the region to help managers at all levels. Our interactive sessions combine case studies with videos, group discussions and theory based learning suitable for all.

The half day sessions run from 9:30am – 1pm and include light refreshments, hard copy and electronic copies of all course materials and a CPD certificate of attendance. Sessions are priced at just £65 per delegate.

We currently have the following sessions available;

10th April 2018 – Performance Management and Conducting Appraisals – Westgate Surgery, Otley, Leeds

18th April 2018 – Minimising Absence and Maximising Attendance – Derby Urgent Care Centre, Derby

25th April 2018 – Leading and Managing Change in Primary Care – Westgate Surgery, Otley, Leeds

9th May 2018 – Performance Management and Conducting Appraisals – Derby Urgent Care Centre, Derby

15th May 2018 – Minimising Absence and Maximising Attendance – Westgate Surgery, Otley, Leeds

22nd May 2018 – Leading and Managing Change in Primary Care – Derby Urgent Care Centre, Derby

To book your place at one of the session email Caroline at

We are also able to offer training in a range of primary care management skills including Handling Investigations and Disciplinary Matters, Recruitment Skills and Assertiveness Skills. If you’d like more information please don’t hesitate to get in touch.


Are You Ready For CQC Inspection?


We’ve been supporting practices across the region to prepare for CQC inspections.

Having supported seventeen practices at CQC inspections over the last six months we know first-hand the benefits of briefing the whole team prior to the big day, helping them to understand the Key Lines of Enquiry (KLoE) and encouraging them to support the practice management team in gathering evidence to achieve a ‘good’ or ‘outstanding’ rating.

Contact us if you are interested in OneWorkforce supporting your team with their preparations ahead of the big day. From supporting Registered Managers to collate their evidence, to helping with preparing a presentation or performing checks on personnel compliance we can help.

Contact Caroline at

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:

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 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 or call 0113 384 3158.

Never stop learning because life never stops teaching

At a recent Performance Management training session a delegate shared with me feedback they had recently received from their manager during their appraisal which had left them feeling worthless;

  • “Why don’t you just do it the way I tell you to do it?”
  • “You are useless at this task”
  • “You are really unenthusiastic compared to the rest of the team”
  • “Beth is absolutely brilliant at this compared to you”

I asked the delegate if they felt this was a fair assessment of their performance over the last 12 months. Predictably it was not. Reflecting back over the course of the year the delegate had been a reliable and hardworking high achiever. Despite ten years’ service with an unblemished record, a recent change in personal circumstances had led to three instances of lateness which their manager had failed to deal with constructively.  The manager’s failure to sympathetically support their employee subsequently led to a drop in the employee’s enthusiasm and engagement, and unfortunately this was to be the focus of the annual performance review meeting.

Too often an annual review meeting is tainted by a tendency to focus on recent events. If you are only meeting with your team once a year to review their performance make sure it is a true reflection of the whole year and don’t get stuck on one area. This is your opportunity as a manager to BOOST engagement and performance. As you prepare for the appraisal think about how you can achieve this and consider using the BOOST model when delivering feedback;

Balanced – Include both positive and constructive points, don’t just focus on one

Observed – Only give examples of what you have seen the person say or do

Objective- Feedback should be factual and based on behaviours or actions, not an attack on someone’s personality.

Specific – Always use specific examples to help the individual to relate

Timely – Feedback should be given as close to the event as possible to support accuracy and impact. Don’t save it up until the next meeting.

Outside of the training session we discussed how the delegate was going to deliver feedback to their manager following the appraisal. Although this initially felt like an uncomfortable prospect, we talked through and began to script how the conversation could be handled using the AID (action, impact, development) model of feedback. Focusing on the emotional impact, how the delegate felt during and after the appraisal, was the key here. Together we found the right words to share how despondent, demoralised and disappointed the delegate felt and how they would want their appraisal to flow in the future.

Over the weekend I received an email from the same delegate. They informed me that last week they had summoned the courage to have a conversation with their manager and although they were nervous the discussion had gone well. The manager was horrified to hear how they had made the delegate feel and had reflected that perhaps they had focused too much on recent events. Together they have scheduled another performance review meeting early in the new financial year and have agreed to regular one to one meetings outside of the annual review where matters such as absence, attendance and productivity can be discussed in a timely manner. The manager welcomed the feedback and thanked the delegate for taking the time to talk to share their thoughts and feelings.

I believe that learning how to receive and handle feedback begins with learning how to deliver it. Not all managers learn their skills through qualifications, accreditation or through structured training. Many managers learn on the job. No matter where your knowledge comes from or where skills are learnt, feedback is critical. One of my favorite quotes is ‘Never stop learning because life never stops teaching’. Feedback comes from all angles but it’s what you do with it that counts. As a manager if you are not willing to receive and reflect on feedback from your team, perhaps you should question what motivates you to be a manager.

Caroline Day

March 2017