More on the 2012 Leadership Review
- Read the supporting papers for this review below
- Read Chris Ham's blog: Why engagement matters
- Watch video interviews with prominent leaders in this area
- Find out more about the review of leadership in the NHS
In contrast, I have worked in organisations where engagement is poor, new ideas are surpressed and fear is created if you 'rock the boat'. What happens in these organisations? Morale is low and staff leave.
From the publication addressing organisational and quality improvement dealing with the NHS, it was noted that the key element in improving quality was a focus on patient experience and how the experience of carers impacted on the quality of care. This determination highlighted the necessity to give hands on carers the responsibility to emphasize the values, the standards and the quality of their caring, and to engage with patients to determine their experiences. It becomes apparent that the face to face interaction with all participants within the organisation must be valued and optimised within their own expertise and delegated duties. Identifying clear standards and attention to how the carers are to be treated, must have a trickle down effect on the patient experience. Accordingly, being sensitive to the needs of carers to fulfil their roles with quality, and effectiveness is key. Provide the opportunities for staff to become the carers that they need to be, model and shape the culture that patients need, identifying the values that the organisation wishes to be recognised for and the duty to our patients will be achieved.
I am working in a trust which is well led .Our trust value is to provide excellent care to our patients by engaging them in every step of decision making.For the smooth running of the unit it is important for the management to engaging in team work to achieve the goal.
Engagement is about listening to and valuing input from all of the staff within the organisation. This leads to a more motivated workforce who feels their voice is heard.
I currently work for an organisation which has an active engaging for improvement programme. This ask staff to define an idea they have to improve the services they offer. A structured process is then in place to drive this improvement forward.
Often a great leader isn’t one who has doubt, to be in such a great position and not have any doubt shows a very rigid way of thinking. Working together involving all member of the team achieves outcomes, and prevents repeating care and treatment. Enabling staff to use skills not only motivates their working but how they support others too. A person gains respect from others they do not demand it!
Engagement is very crucial, leaders should learn how to engage their followers and get their followers to engage. In the NHS engagement is important for both staff and patients because it transforms, empowers, influence and improves care. Engagement brings about team work and goal achievements, it improves performance and brings about positive approach to work
Engagement with people especially staffs is definitely needed especially if you have services to deliver and to ensure that services is given properly the people delivering it should be well inform of what is the goal and vision of any organization .Hearing to their feedback on ways to improve the work process will bring better patient outcome
Engagement with people generally and staff members is a must have requirement for a Leader. People lead in different ways but if you are leading a team that don't buy into what you say or do then you are on a hiding to nothing. The best Leaders get the best out of their staff and keep their staff motivated and contributing to good patient outcomes.
I totally agree with the notion "engagement" Reading all reviews above and the insight into the Kings Fund Review about Leadership and engagement in NHS" has given me a flush back into my current clinical practice area as a nurse. Of recent, I have become really concerned with the way leadership and management is going. There is no staff engagement at all. Certain groups of staff are not involved in the departmental decision making and as a result, this has affected staff morale hence a great impact on patient's experience. This has also lead to majority of staff living as they feel not valued and no involved at all.
Engagement is very important to staff and management because everyone has a chance to be apart of the bigger picture the reason everyone has a job and the reason why the establishment was created in the first place, to make sure the patience have an experience of a lifetime one that they will never forge and to provide quality health care.
I think awareness of staff engagement is crucial, being heard and looking at the amount of overload of paperwork, online courses, extra reading, revalidation, so much to do now and I wonder how much more nursing staff will be expected to do in order to constantly prove we are reaching targets.
Having read this by the Kings Fund has confirmed the importance of staff engagement in god health quality outcomes. Experience has taught me that when I feel appropriately challenged in my role, listened to and able to contribute to service development, I am better at my job and feel empowered to make more of a difference.
I will link engagement to participatory, which means involving staff and patients in decision making makes them own the process and have a sense of belonging to the team and not an outcast. This definitely boost the morale of staff and makes them think of better ways of helping one out.