Optional management and leadership dimension
Management and leadership – definition
This dimension relates to the development and promotion of the values and goals of the trust
through the effective leadership and management of the organisation its people and its
processes. Please also refer to the Clinical Leadership Competency Framework used by the
regulated clinical professions, and the NHS Leadership Competency Framework, formerly
known as the Leadership Qualities Framework (LQF).
Why it is important
The behaviours and actions of out leaders and managers define how we work in our trust.
Through excellent leadership and management we know what is expected of us, we feel
confident that we will be supported and we are reassured that the trust is doing all it can to
deliver the best quality services to patients, carers and the wider public.
Level 1 Focus on goals for self. For
example:
■ exhibits self-belief and believes in own
ability to deliver
■ focuses on the achievement of goals for
the organisation’s benefit as well as own
benefit
■ makes effective decisions based on all
available information
■ prepared to face a challenge and stand up
for own professional viewpoint
■ driven by the needs of service users.
Level 3 Lead across teams and contribute
to the culture of leadership
■ establishes a culture of team work and
cooperation
■ able to influence and persuade with own
team and senior people
■ able to work comfortably in a complex
work environment
■ is able to spot and encourage potential
■ creates a climate of support but holds
people to account
■ sets stretching and challenging goals in
area of responsibility and drives the
evaluation of KPIs.
Level 2 Manage a small team and lead by
example
■ takes ownership and prepared to be held
accountable
■ role models ethical behaviours
■ makes the most of current opportunities
to make improvements
■ develops and communicates standards
and expected levels of performance
■ delegates effectively and develops team
members
■ supports the evaluation of KPIs in own
delivery area.
Level 4 Set the direction and tone of the
organisation
■ interprets likely change for the
organisation and sets direction for the
future
■ sets stretching and challenging goals for
the organisation and drives the
evaluation of KPIs
■ makes partnerships both internally and
externally and is influential within them
■ focuses own and others’ energy to where
it will make a difference.
Think about what behaviours and actions are positive indications the that the knowledge and skills of this dimension are present and those that warn that they are absent
Positive indications:
Warning signs:
■ goals and targets met at individual and trust levels
■ staff not clear about what is expected of them of how they fit into the trust
■ staff feel well led
■ staff do not feel they get clear feedback about how they are doing
■ staff feel they get clear feedback about how they are doing and how this fits in with the
■ values and culture demonstrated don’t reflect those written
organisation
■ staff don’t feel “heard”
■ patient and service user focused
■ lack of engagement and development
■ values and culture defined is upheld and demonstrated
■ blame culture
■ the trust is prepared for the future and has impact in the community and health sectors.
■ organisation lacks influence and impact in the community and health sector.