Case Study

In September 2010, Lancashire Care NHS Foundation Trust (LCFT) commissioned an innovative Appreciative Leadership programme to underpin an organisation-wide culture change programme. Fiona MacNeill Associates (FMA), an independent people development consultancy, was appointed to deliver the programme and the Trust ran a very successful pilot programme involving 50 delegates, from a range of different services, clinical and non-clinical roles and pay bands, prior to rolling out the programme across the Trust. 

Stockport NHS Foundation Trust has been focusing upon fostering staff engagement in order to improve staff health and wellbeing.It has achieved this through a range of methods including an annual staff gala event which recognises the talents of staff and makes them feel valued, as well as focus groups and events such as fun days designed to lift people’s spirits. Integrated events have created the sense that the Trust is one big family, rather than lots of individual units, and has allowed staff to gain insights into what happens in other departments.    

An organisational development approach to reviewing the Human Resource function and identifying the journey necessary to achieve ‘World Class HR’. This case study describes the approach taken by one North West Trust in identifying their journey to achieving “World Class HR”. The approach taken unlisted the Towards World Class HR in the North West model and the CIPD Professional Map.

The Walton Centre has been implementing a Health and Well Being (H&WB) Strategy called ‘Work Well: The Walton Way’ since March 2011. This has proved very successful due to the involvement of staff and unions, and has led to significant cost savings due to a reduction in sickness absence and agency spend. 

The Trust adopted a Coaching for Quality Strategy which included a commitment to developing a coaching programme across the Trust to allow trained coaches to support, challenge, develop and build success in all areas of the organisation. In addition, it was accepted in the strategy that coaching would become the preferred leadership approach.

An established two-tier in-house Leadership & Management Development programme at Mid Cheshire Hospitals NHS Foundation Trust supports the development of internal leadership talent as part of their Talent Management Strategy.

5 Boroughs Partnership NHS Foundation Trust (5BP) is based in Warrington, Cheshire, and specialises in Mental Health, Learning Disabilities and Community Services.The Trust set up a Service Users and Carers Presentation Skills Group in November 2010, composed of mental health service users and carers. Members of this group are given the opportunity to contribute to the Trust’s strategy for future care pathways and to critique and influence comprehensive training packages, before staff commence training. Thus their role has a major impact on the learning and development of staff.

In August 2010 East Cheshire NHS Trust set up an innovative Supervisor of Midwives (SOM) clinic which includes offering advice to pregnant women regarding birth planning to help support normal births.As well as helping mothers and babies this initiative has led to greater job satisfaction for the midwives and an overall reduction in NHS costs.    

Bolton NHS Foundation Trust has undertaken a staff engagement strategy, supported by the development of the Bolton Improving Care System (BICS) and lean processes, as well as by a comprehensive leadership development programme.Throughout its journey the Trust has had to demonstrate its ability to respond flexibly and positively in an ever-changing NHS landscape where major NHS reform are creating new economic environments, workforce and service uncertainties.

The Library Information Health Network (LIHNN), has undertaken a ‘Horizon Scanning’ project which involves producing a series of ‘Current Awareness’ bulletins to summarise new information on best practice, innovation and future risk factors in a series of topic areas, with eighteen titles currently being distributed monthly.