Leading and developing people
Please note, this information is now for archive purposes - nominations closed on 14 October 2016.
Do you know an individual or team who leads and empowers you to stretch yourself; shares their knowledge or opportunities for learning; helps you develop – someone who believes in the potential in us all?
For this Award, we are looking for role models who create a positive impact in the development of those around them, through their leadership style and willingness to help others to be the best that they can.
Please answer the following questions by giving suitable examples of how the nominee(s) demonstrated leadership qualities in their work, words or actions. We have made some suggestions of examples you might give; do feel free to use any others which you believe answer the question.
Download the nomination form linked at the bottom of this page and fill out the answers to the following questions. Return the form via email to Leadership.Enquiries@yh.hee.nhs.uk before the deadline of 4pm on the 14 October for your nomination to be eligible. Please see the quick guide and FAQs documents at the bottom of this page to download, for hints and tips to help you make your nomination.
Mentor / Coach of the Year Award 2015 Finalists with host Colin Jackson CBE.
Q1. Do they demonstrate the approach taken to achieve a positive working environment? This may be shown through evidence found in:
- Staff satisfaction surveys
- Patient or citizen feedback
- Staff retention or performance ratings
- Stories of the engagement of staff in decision making in their team, having actively sought their input and feedback
Q2. Are they instrumental in inspiring and motivating others to develop their own leadership skills? For example, evidence of:
- The number of their staff supported to take up opportunities for further learning and development
- Staff personal development plans/ appraisals
- How many team members go on to new roles after their development
- Stories of how they role model great leadership; frequently offering feedback, listening, exploring and nurturing individuals and/or teams
Q3. Have they improved the health and/or social care needs of the staff, peers, patients and communities they are serving through their leadership? This may be demonstrated through examples of:
- Staff, patient and citizen feedback
- Reduced sickness levels
- Improved appraisal conversations
- Commitment to staff and peers’ wellbeing
Q4. Challenged those around them to explore options and take affirmative action. Examples of this are:
- They engage with a range of people (e.g. staff, patients, citizens, external bodies) to come up with innovative new ways of working
- They implement change as given in feedback, encouraging others to do the same
- They display a coaching approach to nurture others into finding their own solutions
- They offer mentoring to others to help them realise their potential.
Q5 Do they demonstrate inclusive leadership? Examples of inclusive leadership may be:
- They are an ambassador, advocate or ally for the under-represented or unheard. They may be part of, or run, a network or representative committee and unlock potential through their development of inclusive services and in the process help to shift their organisation’s culture
- They inspire by helping others ‘be themselves’, demonstrating an interest in and treating all with compassion, care and professionalism regardless of who they are, background, or job role. This may be seen through staff and/or patient feedback/surveys or be from your own experiences of working with them
- They ‘call out’ bias, exclusion and discrimination when and wherever they see it, enabling teams, services, organisations and systems to continually develop inclusive practices, modelling conscious, intentional, inclusion