BRIS-66

Identify and train potential NHS leaders, investing in leadership skills development

Bristol Heart Inquiry · Bristol Heart Inquiry — Final Report · Issued 18 July 2001

Government responseNot tracked (historical inquiry)

DeliveryDHSC and NHS England say in progress (Feb 2026)

Recommendation, verbatim from the inquiry

●Inquiry recommendation

Steps should be taken to identify and train those within the NHS who have the potential to exercise leadership. There needs be a sustained investment in developing leadership skills at all levels in the NHS.

Bristol Heart Inquiry, Bristol Heart Inquiry — Final Report · 18 Jul 2001 Source PDF →

Government response

●No formal government response recorded

The Index has not yet recorded a verbatim government response to this recommendation.

Delivery

●DHSC and NHS England say in progress · 27 Feb 2026

Please see our responses to Recommendations 48-56 on Leadership Training) and support for Boards appointments. The NHS Leadership Competency Framework for Board members (2024) which is has been designed around six competency domains to support the recently refreshed Fit and Proper Persons regime (see recommendation 49) A directory of leadership support offers targeted at Board and Director level is available. This includes:
• Transition coaching
• Aspiring Chair
• Aspiring Director
• Aspiring Executive Director • The NExT Director scheme

These development programmes are created and designed to help find and support the next generation of talented people from groups who are currently under-represented on our NHS boards into these important executive and non-executive roles.

From: The Thirlwall Inquiry: Review of Implementation of Recommendations from Previous Inquiries into Healthcare Issues (version dated April 2025)

Site note: DHSC and NHS England's own account of progress, supplied to the Thirlwall Inquiry in September 2024 and printed in the Inquiry legal team's Review of Implementation of Recommendations from Previous Inquiries into Healthcare Issues (version dated April 2025, published 27 February 2026). It is not a finding of the Inquiry. Their reviewed extent of implementation reads “Implemented – Ongoing”. Table row: section 6.2 No. 66, PDF page 101-102.

What other bodies have found

In their own words. These do not change the delivery statement above.

●Thirlwall Inquiry legal team · 15 May 2024

The Government agreed with this recommendation.

In its January 2002 response, the Department of Health said that considerable investment in leadership development had been made and continued. By March 2002, 325 doctors were to have attended leadership programmes, and by November 2002, over 33,000 nurses and allied professionals.

From: The Thirlwall Inquiry: Review of Implementation of Recommendations from Previous Inquiries into Healthcare Issues (version of 15 May 2024)

Site note: The Thirlwall Inquiry legal team's own notes on implementation, from its Review of Implementation of Recommendations from Previous Inquiries into Healthcare Issues (version of 15 May 2024). The review does not colour its Extent of Implementation cell for this recommendation green; it leaves the cell uncoloured where a recommendation was rejected, where evidence of implementation was insufficient, or where steps had been taken but implementation was not yet complete. Table row: section 6.2 No. 66, PDF page 93.

How this page is built

The recommendation and the government responses are verbatim from primary documents. Delivery statements and other bodies' findings are shown in their own words, each with its source. The summary is written by this site and labelled as such. The Index does not paraphrase sources or characterise intent; it records what has been published.