Below are some frequently asked questions about the Healthcare Leadership Model
Where can I get a copy of the Healthcare Leadership Model?
While printed hard copies are not available, you can download a PDF of the Healthcare Leadership Model. It is also possible to download each dimension as a separate PDF document. These are available on the dimension specific pages of this website.
Why was the Healthcare Leadership Model developed?
Much has changed in the NHS over the past few years, and we will continue to see unprecedented change in the next period, driven by both our successes and our failures. Responding to fiscal pressures, changing demography, increased expectations, remarkable advances in patient treatment and leaps in scientific knowledge and expertise which provide both great opportunity and challenges to our health system.
We also need to respond to the demands from our patients, staff and communities – that we increase our focus as much on how we provide care, as well as what care we provide. Compassion, respect and humanity from our frontline staff will be liberated by a leadership community that has those things at its heart. And we need to respond to a greater societal interest in the values of the organisations that serve them, none more so than one which plays such a vital role in their lives. All of this with a new generation of staff who look for something different in their careers and from the organisations they work in – it is no wonder we are looking for a very different kind of leadership for the next 10 years.
How was the Healthcare Leadership Model developed?
Working with partners, we reviewed existing literature on leadership in health settings to produce a literature review, which is available to download here: Towards a New Model of Leadership (2013). We undertook a process of interviewing individuals who are delivering great results in order to understand how they approach their leadership role and why they tackle situations in the way they do. We also spoke with interested individuals to understand what they believe are critical leadership behaviours in the context of health and in the NHS, now and over the next few years. All of this informed a draft version of the new model, which was tested with focus groups across the country to ensure the model is relevant, clear, and fit for purpose.
Throughout this work, we aimed to ensure that individuals from a variety of care settings, geographies, disciplines, and levels of role that reflect the diversity of staff within the health service were represented.
You can find out more about the detail of this work as well as the timescales here: How the Healthcare Leadership Model has been developed
Does this mean we need to stop using the previous Leadership Framework?
Not necessarily. We believe the Leadership Framework is a good descriptor of our recent model of leadership, and recognise that many individuals, organisations and programmes have worked hard to integrate the domains, elements, and behavioural indicators into their work. We have worked to ensure the new Healthcare Leadership Model recognises the successes the Leadership Framework has had, and that we keep what has worked well.
We believe that the new Healthcare Leadership Model is a fantastic resource that reflects the latest research and thinking around leadership behaviour. However, we anticipate that some individuals will prefer to continue working with the Leadership Framework because it works for them – and that’s ok. We’ve developed more detailed mapping and comparison resources to assist you with understanding how the Healthcare Leadership Model relates to the Leadership Framework as well as other leadership frameworks.
However, it is worth noting that we will be updating our supporting tools to align to the new Model, and so will not be able to continue directly supporting the use of the Leadership Framework and its tools as this work progresses.
Will there be a new Medical Leadership Competency Framework (MLCF) and/or Clinical Leadership Competency Framework (CLCF)? Or medical and clinical versions of the Healthcare Leadership Model?
No. We recognise that a number of clinical professionals and organisations have been using the MLCF and/or CLCF over the past few years, and have been doing fantastic work to integrate them within their own programmes, processes and materials. The MLCF and CLCF will remain available to download online, along with the LF, so that those who wish to continue to use them are able to. However, we strongly believe that leadership is multidisciplinary and while context may change, the leadership behaviours themselves should not. Therefore, we will look to build up a range of examples and resources that will help bring the model to life for a range of professions, but we will not be looking to create separate versions of the model itself.
What supporting tools are available relating to the Healthcare Leadership Model?
Clearly, bringing the Healthcare Leadership Model to life and helping people to use it in their everyday practice is enormously important. We’’ll continue to build our range of resources, and are particularly pleased to offer a self assessment tool and 360 degree feedback tool.
We’d appreciate your thoughts on what else would be useful however; please email firstname.lastname@example.org with any feedback on what tools you would like to see developed.
I saw that a new version of the online tools was released in September 2016. Did the Healthcare Leadership Model itself change at all?
No. Although we do plan to review the Healthcare Leadership Model in the future, all that was updated was the format for the online tools questionnaire (i.e. self assessment and 360 degree feedback), and thus the format of the individual reports that users receive as part of this process.
Why did the questionnaire format for the online tools change?
We are continually seeking to improve the 360 questionnaire, the online system and the reports, so as to provide the best possible service to our users. In late 2016 we carefully reviewed user feedback and conducted statistical analysis on the data to identify any areas of potential improvement.
The most consistent piece of feedback we had received was that users felt the length of time it took to complete the questionnaire was too long. We were keen to address this while retaining the robustness of the user report that we knew was well received. We also wanted to address the trend in our analysis that respondent’s ratings were on average scored towards the higher ends of the rating scales, both in terms of the importance ratings as well as performance.
After discussions with colleagues at JCA Global (the developers of the online questionnaire, reports and Appraisal Hub system) we ran a pilot with over 200 staff to test a revised version of the questionnaire and were pleased with the results. By moving away from the frequency scale on performance (rarely to nearly always) to the original performance levels used in the Model we’re now keeping closer to the original Model while also encouraging raters to use the full range of the scale. Users were also able to complete the questionnaire in less time while retaining a positive user experience. Further information about the pilot results is available to download here.
How did the questionnaire format for the online tools change?
The biggest difference was the way in which we asked participants to rate themselves (or their colleagues) on the nine dimensions of the Healthcare Leadership Model. Rather than asking people to rate each individual behavioural indicator (resulting in over 80 questions to complete), we now ask them to rate against the overall dimension itself. This means participants will need to select the level of the dimensions that best describes their leadership behaviour – essential, proficient, strong, exemplary (or insufficient).
They will still be asked to rate the importance of each dimension to the individual’s job role, though the scale we ask them to rate against will change slightly to provide greater clarity. They will also still be asked four free-text questions that are unchanged from the previous version: What do they do well in their role as a leader? What do they do less well in their role as a leader? How can they improve in their role as a leader? Other advice you could offer them?
Finally, we’ve included a new additional set of questions for staff that have a direct responsibility to formally lead others. These questions will explore the impact the leadership behaviour of the individual (as measured by the nine leadership dimensions) has on these staff in terms of their satisfaction, loyalty, productivity and engagement.
Overall, the new version takes less time for users to complete than the previous version while still producing a robust individual report.
I completed a self assessment or a 360 degree feedback report using the previous version. Will I still be able to access it?
Provided you processed your report before the end of January 2017, you will still find your previous reports available in your dashboard in the Appraisal Hub.
I have a question about the self assessment and/or 360 degree feedback tool that I don’t see answered here. What should I do?
Please check the dedicated Support website for the online tools, which includes its own FAQ area with further information for users of the self assessment, of the 360 degree feedback tool, for raters on the 360, and for 360 degree feedback facilitators.
Any further questions should be directed to the dedicated Support Desk on email@example.com and 01242 282979.
I have a question or feedback about this work. Who should I contact?
Any questions or feedback about the research process, the rationale for the new Healthcare Leadership Model, what new supporting tools could include, or any more general feedback or concerns should be directed to firstname.lastname@example.org.
Any questions about the Healthcare Leadership Model Appraisal Hub, which hosts the new self assessment and 360 degree feedback tools, should be directed to the Appraisal Hub Help Desk on email@example.com or 01242 282979.