Source · Select Committees · Health and Social Care Committee
Recommendation 8
8
Paragraph: 61
Improvements to workplace culture have been made, but equally, there is more work to be...
Conclusion
Improvements to workplace culture have been made, but equally, there is more work to be done. Embedding and facilitating cultures which support compassionate leadership must be at the heart of that work. There is a strong appetite for that leadership from both managers and staff, but structural barriers remain. The Department, the NHS and individual trusts need to focus on removing those barriers so that their leaders can lead to their full potential. The establishment of statutory Integrated Care Systems provides an opportunity for those systems to lead a transformation of support for NHS leaders in their areas that includes mental health support, development of proper career structures, and a review of targets.
Paragraph Reference:
61
Government Response
Acknowledged
HM Government
Acknowledged
3.2 As a Government, we recognise that leaders and senior managers are central to creating a supportive, healthy and compassionate workplace culture. The NHS People Plan recognises that the most effective route to making change in the NHS is through its leaders. Staff need to feel valued, supported and empowered to carry out their work and this needs to be role modelled by leaders throughout teams and organisations. 3.3 NHSEI have undertaken work to develop a new description of the behaviours expected of NHS leaders; ‘Our Leadership Way’. This represents the foundation of a new approach to senior leadership and will establish the competencies, values and leadership behaviours we expect from NHS leaders so they can lead to the best of their ability. Leadership and culture will be at the core of how NHS leader’s performance is measured, and this will be reflected in the accountability of the NHS through an updated NHS Oversight Framework and Care Quality Commission Well-Led Framework.