Organisational Development and Leadership programme - April 2019

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Organisational Development and Ledership update from Linda Holland, Programme Director

We’re delighted to announce that the first Staffordshire and Stoke-on-Trent Black, Asian and Minority Ethnic (BAME) Conference and Stepping Up Alumni event is being held on Thursday 13 June in Stoke-on-Trent.

The Staffordshire Stepping Up Programme has been hugely successful, with scores of existing and aspiring leaders from the BAME community having taken part and developed their skills.

There will be an exciting programme of guest speakers for the day, including Owen Chinembiri from NHS England’s Workforce Race Equality Standard (WRES) Team, Roger McKenzie, Unison Deputy General and Helen Waite from the Lancaster University.

It will also feature talks from previous participants of the scheme, who will share their individual journeys.

In other news, we are developing some detailed plans pending the rollout of applications at the end of June 2019 for the NHS Leadership Academy High Potential Scheme (HPS) in Staffordshire and Stoke-on-Trent following the successful application to become a pilot site.

There are seven sites nationally participating in this unique new approach to developing and nurturing our talent, with Staffordshire and Stoke-on-Trent leading the way as an inaugural pilot. We aim to grow our own talent locally, nurture and enthuse our workforce to be able to fulfil future senior executive roles.

The creation of this programme will be a pathway of talent linking to a regional talent board. It will demonstrate a clear pipeline for aspirant leaders within our local area to aspire to gain a place and become part of a future cadre of leaders who are able to progress the furthest and fastest.

The scheme will ensure the NHS has a stronger and more diverse cohort of aspirant leaders who will progress to senior executive roles by:

  • Identifying those with the greatest potential to progress to senior executive roles and provide them with the support and development necessary to enable the acceleration and achievement of this
  • Recruiting and developing cohorts of high potential leaders that are diverse and inclusive, ensuring the scheme itself models inclusive leadership in its content, design, process and operations
  • Establishing a valid, reliable and inclusive framework for identifying and assessing ‘high potential’
  • Tracking the careers of high potential participants during and after the scheme.

Core principles of the scheme are that the scheme will be:

  • Modelled on individualised in-place and experience-based opportunities – by ‘in-place’ we mean job moves, stretch assignments, secondments, and the acquisition of gaining real experience in alternative care settings
  • Provide opportunities within the local area and enable exposure within a bigger geography and or region for some participants
  • Cohort development and opportunities for peer learning, developing leaders in priority areas; i.e. inclusive leadership, systems leadership, digital leadership
  • Digital learning will be a clear opportunity to be used to enhance participants ability to build networks, share learning, collaborate
  • Focussed on developing careers, not just leadership.