1. Creating a happy hospital Kate Grimes Chief Executive Kingston Hospital NHS Foundation Trust

2. What is staff engagement? a measure of how people connect in their work and feel committed to their organisation and its goals. People who are highly engaged in an activity feel excited and enthusiastic about their role, say time passes quickly at work, devote extra effort to the activity, identify with the task and describe themselves to others in the context of their task (doctor, nurse, NHS manager), think about the questions or challenges posed by the activity during their spare moments (for example when travelling to and from work), resist distractions, find it easy to stay focused and invite others into the activity or organisation (their enthusiasm is contagious). (NHS National Workforce Projects 2007)

3. Why is it important?

4. What are the elements that lead of high staff engagement? 1.Leadership that builds trust 2.Exceptional people management by line managers 3.Mechanisms to empower staff to solve their own problems 4.Lived values

5. Exceptional people management 1.Feedback to all people managers through the appraisal process 2.Developing a coaching style

6. Appraisal questionnaire …act as a coach so you can fulfil your potential? …hold regular one to ones with you? Care about your health and well- being? …maintain a positive attitude about the Trust? …accept responsibility for the actions of the team (not play blame game)? …give you constructive feedback? …value and recognise your contribution? …enable you to make suggestions for improvement and implement your ideas? …communicate well, listening and accepting feedback? …deal fairly and effectively with performance issues? …set their expectations clearly? …live the trust values? Does your manager….

7. What is coaching? Coaching is an interactive and developmental process where a coach enables a coachee to find their own solutions, discover new opportunities, and implement action….coaches act a facilitators… Coaches listen and enable coachees to discover for themselves what is right for them. (Rosinski 2003)

8. What is a coaching culture? A coaching culture is one where coaching is the predominant style of managing and working together, and where a commitment to grow the organisation is embedded in a parallel commitment to grow the people in the organisation. Clutterbuck and Megginson

9. How are we working to create a coaching culture? Building a cadre of accredited coaches Integrating coaching aspects into other development programmes Recognising and rewarding coaching Ensure being coached is viewed positively Demonstrate how it supports delivering high quality care

10. Mechanism to empower staff to solve their own problems Introduction of service line management Restructured into meaningful business units Removed a layer Commissioned a development programme Transformed information so staff have the information they need Created accreditation process with define freedoms

11. Lived values Staff defined values in 2011 Translated them into behaviors Communicate and promote Recruit to them Appraise them Reward them Role model them

12. Christmas trees

13. References West and Dawson, 2012 NHS employers staff engagement toolkit Point of care foundation – Staff care, 2014 CIPD – where has all the trust gone, 2013 Making coaching work – Clutterbuck and Megginson, 2005 The happy manifesto – Henry Stewart, 2012 Meeting the Challenge: successful employee engagement in the NHS – IPA, 2014