This document outlines a flexible leadership development model for healthcare organizations. It provides leadership training and development opportunities at different levels, from senior corporate and hospital leadership to heads of departments and managers. Participants can engage at varying levels of participation, from full completion of an ILM Level 3 qualification to attendance only. The ADVANCE apprenticeship program allows for role clarity and competency development. Feedback from participants indicates the training helped them improve management skills like managing people, leading people, communication, and finance. Managers also saw small to bigger impacts on how staff organized themselves based on their level of participation. The overall approach targets different levels, uses topics over full courses, various media, and accreditations to drive engagement while using training funds

1. Ian Gardner – Learning and Development Lead
DEVELOPING OUR LEADERS:
THROUGH A FLEXIBLE DELIVERY
MODEL

2. Context

3. Why
PEOPLE

4. Why (2)
“By well led, we mean that
the leadership,
management and
governance of the
organisation assure the
delivery of high quality
person-centred care,
support learning and
innovation, and promote an
open and fair culture.”
Care Quality
Commission
Safe
Effective
Caring
Responsive
Well led

5. Mission FOR People Development

6. Framework
Senior Corporate Leadership
Senior Hospital Leadership
Heads of
Department
Managers

7. Participation Flexibility
Attendance of ILM Level 3
Full completion
Completed at
least one unit
Attendance only

8. ADVANCE (ILM Level 5 Apprenticeship)

9. Clarity of Roles
Role Profile
Competencies Development Opportunities

10. Management Competencies

11. Results (So Far)
“This was a turning point for me and I have drawn
upon this ever since. Everything slotted into place
from then onwards.”
“Each unit within the course dealt with a
management process and how to develop into an
effective manager. “
“I am constantly going through a reflective process
and trying to prepare.”

12. Results (So Far): Managing People

13. Results (So Far): Leading People

14. Results (So Far): Communication

15. Results (So Far): Finance

16. Results (So Far): Digital

17. Results (So Far): Overall

18. Results (So Far): Overall (Manager View)

19. Results (So Far): Overall (Manager View)
“The staff who have just started are now evidencing
their practice more and looking to build on that so I
can see some small changes in how they organise
themselves and what they do.
The staff who have worked through more of the
modules are showing a bigger impact.”

20. Results (So Far): Promotions

21. Overall
 Target to different levels
 ‘Topics’ over ‘Courses’
 Via a variety of media
 Accreditations drive engagement
 Use the Levy as a positive
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