Estia Module 3: Aspiring leaders; the first step to line management
Estia Module 3: Aspiring leaders; the first step to line management
Duration : 3 days over 3 months and 4 x 2.5-hour online session over 4 months (2.5 hours)
Dates
Next date: This blended programme consists of 3 in person classroom-based workshops, and 4 online peer learning groups. Participants must be able to attend all classroom and online sessions.
Workshop 1: January date to be confirmed
Workshop 2: February date to be confirmed
Workshop 3: March date to be confirmed
Peer learning group 1 (online): January date to be confirmed
Peer learning Group 2 (online): February date to be confirmed
Peer learning Group 3 (online): March date to be confirmed
Peer learning group 4 (online): April date to be confirmed
If you would like us to run this programme within your organisation, please email your request to estiacentre@slam.nhs.uk
Aims
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To equip participants with the essential knowledge and skills to successfully transition from a care provider role to a first-line leadership position.
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To develop a coaching mindset to empower and motivate their teams.
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To build leadership confidence to develop people, improving quality and service delivery.
Target Audience
- For highly experience support staff who are looking to step up into their first leadership position.
Programme structure
Programme structure
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Pre-workshop exercises – (things to read, watch, think about or find out about).
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3 monthly morning workshops of taught input.
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4 monthly online peer learning groups to explore participant’s real workplace challenges.
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Inter-workshop workbooks to practice and embed workshop learning.
Learner's commitment
Participants are required to commit to attending all three workshop days, and to completing and submitting all inter-workshop and post workshop learning activities.
Required line manager support
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Support the learner to attend all the scheduled workshop days and online peer learning groups
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Identify suitable opportunities to develop leadership practice and capabilities.
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Provide supervision/development conversations after each taught workshop to review their progress and support their development.
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Support the learner to set and achieve SMART goals to meet standards set out in the Leadership Qualities Framework
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Submit end-of-programme feedback form on the learner’s progress and achievements
Learning outcomes
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Apply a compassionate and servant leadership styles to empower and motivate team members
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Utilise coaching models and techniques to support other’s practice and development.
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Use effective communication models and strategies to manage performance conversations, give constructive feedback, and address difficult situations with confidence.
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Evaluate team practice and performance against quality standards and use your role as a leader to model and champion continuous improvement and compliance.
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Analyse your own unconscious biases to ensure you make fair decisions and foster an inclusive environment for every team member.
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Utilise the supportive challenge of a peer network to build leadership skills and confidence by reflecting and acting on real workplace challenges.
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Create a personalised action plan for your professional development, outlining clear, measurable goals and the steps you will take to embed your new leadership skills in the workplace.
Workshop 1 — Foundations of Leadership
- Management versus leadership
- Leadership styles
- 4 stages career journey
- Transitioning from peer to manager
- Neuroscience of leadership behaviours
- Servant and compassionate leadership
- Practice leadership
Workshop 2 — Leading through Conversations
- Conversations through a leadership lens
- Unconscious bias and anti-oppressive practice
- Managing difficult conversations
- Neuroscience of feedback
- Giving effective feedback
- Coaching conversations using the GROW model
Workshop 3 — Leading with Purpose
- Leading to engage
- Motivating others
- Setting SMART goals-from vision to action
- Reviewing practice
- Effective supervision
- Spotting and preventing care erosion
Peer Learning groups
Small groups of 6-8 people will meet as an online action learning set.
What is action learning?
What is action learning?
Action learning is a structured, cyclical process of inquiry, reflection, and action. Small groups of peers explore their real-life challenges and successes. Through open questioning and shared reflection, they agree actions to take between meetings and learn from reflecting on their progress. This ongoing cycle builds insight, confidence, relationships, and capability in real-world settings.
Purpose
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To provide a confidential space to discuss real work challenges.
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To use the skills learned on the previous training day to help each other find workable solutions to their workplace issues .
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To create a peer support network for the future.
Peer learning group structure: The group facilitator will guide them through a structured process where one person presents a work-based challenge and the rest of the group asks questions to help the individual reflect and find their own solution, rather than offering advice. This reinforces the coaching mindset and helps to make the programme highly practical and relevant.
Book course
Not for profit organisations in Lambeth, Lewisham or Southwark and SLaM NHS or GSTT NHS staff
Book course
All other learners.
Oracle and Bulk Booking
On booking a place on this training programme, you will be directed to Estia Oracle, our new virtual learning environment where you can access workshop information, learning materials and resources. If you would like to book multiple places for this course please email estiacentre@slam.nhs.uk
