1. Mr Stephen Bush CD, Urgent Care Leeds Teaching Hospitals
How Clinical Directors can influence workforce satisfaction & sustainability
Mr Stephen Bush
CD, Urgent Care
Leeds Teaching Hospitals

2. Job satisfaction ‘medical workforce satisfaction factors’
52,200,000 results

3. Job satisfaction
‘link between workforce satisfaction and sustainability’
31,900,000 results

5. an + bn ≠ cn

7. Taniyama–Shimura–Weil conjecture

11. Mini summary
Get job satisfaction right
Get sustainability

12. Job satisfaction - factors
The work itself – responsibility, interest and growth
Quality of support & technical help
Relationships with co-workers
Promotion opportunities
Pay – adequacy and perceived equity

13. Job satisfaction - factors
The work itself – responsibility, interest and growth
Quality of support & technical help
Relationships with co-workers
Promotion opportunities
Pay – adequacy and equity

14. The work itself Engagement Prioritisation
Sustainable working practices
Maintaining wellbeing
Wider system solutions

15. The work itself Engagement Prioritisation
Sustainable working practices
Maintaining wellbeing
Wider system solutions

18. Role of a Clinical Director
Clinical Service Unit (CSU)
Accountable officer
Line manager
Colleague
Problem solver
Referee
Conduit
Advocate
Enabler
Catalyst
Role model
Organisation wide
Interface
Other CDs
Executive team
Cross CSU work
Senior clinician
Eg Case Management
External
Commissioners
Other providers
Regulatory bodies

20. Problem – ED Consultant job plan
Rapid evolution of ED consultant working OOH
Already have annualised job plans
Night shift working embedded as overtime
Reliance on evening consultant locums
Already at maximum weekend frequency
Need to appoint to two replacement consultant posts
Significant financial gap
CIP requirement

21. Solution - ED Consultant job plan
Have the idea
Get excited
Share it with the Triumvirate
Stay excited
Take it to the Executive team when excited

22. Solution – ED Consultant job plan
Try not to mumble with excitement
Don’t drown them in the detail
Get it checked by the finance team
Remain excited
Convince the Executive team
Plan to do it

23. Solution – ED Consultant job plan
Think about tactics
FMLM Strategic Peer Support programme
Share with key individuals
Don’t try to do it all at once

24. Solution – ED Consultant job plan
Think about tactics
FMLM Strategic Peer Support programme
Share with key individuals
Don’t try to do it all at once
……..but do enough of it to make a difference

25. Solution – ED Consultant job plan
Split
Mon - Thurs
Job planned
Fri– Sun
Overtime
Include additional late shift in job plan
Individual / Team job plans

26. Solution – ED Consultant job plan
Better ED coverage
Less solo working
More time off
Three new colleagues
Cheaper
Fewer locums

27. What else?
Consistency
Availability
Support
Interface
Vision

28. Consistency
Can’t be ‘Biggins’s turn’
Succession planning

29. Support All newly appointed team – not just docs
A culture of respect and mutual aid
Individuals’ initiatives:
Just one thing
Sepsis
Whole team sessions
Empower others to make changes
Research
Risk and learning
And……..

31. Interface Two way translation Squeezed middle How to do stuff
Trust strategy
Specialists views
Squeezed middle
How to do stuff

32. Vision
‘Consensus’
Change
Long term goals
Have principles but adapt

33. Engagement Executive team CD forum Speciality liaison
Encourage / facilitate
Cross CSU programmes

34. Wider System Solutions
Other providers
1:1 Mental Health
Commissioners
Direct
Groups
System Resilience Group
System Flow Group
Regulatory bodies- GMC, Royal Colleges

35. Developments GM, CD, two Matrons, one LC
CD, Head of Nursing, GM, three LCs, three Matrons
The Leeds Way
CD development programme
Know own strengths and weaknesses
Skills in leadership are learned

37. External visit - reflections
Workforce, Process & Flow
Culture
Executive buy in / support

38. What works for me I enjoy my job
I appreciate the variety - (external roles)
Preparation really does help
What feels right often works
I protect myself