1. Leadership Development for Middle Managers and Aspiring Directors –Taught programme –Work-based project –Action-learning –Participant assessment

2. Duration Six Month period Non Residential Varied locations

3. 6 Core Competencies Vision Delivery and Control Understanding and Managing Context Emotional Intelligence Relationship Building Tackling Difficult Issues

4. Securing a Place Nomination Diversity of senior managers Assessment Centre

5. Principle Managers are more effective if they can simultaneously develop their Intellectual, emotional and Performative leadership repertoire

6. Timescales Nominations by 10 th March 2008 Start date by the Summer

7. New Role? New Challenge/Project? Future not in focus? Need a Block Buster? Achieving Objectives Career Development Personal Development Planning Supporting Service Development Performance & Executive Coaching Service in East and West Midlands

8. An internal, professional coaching service for NHS staff (Band 7+) in the East and West Midlands. 12 month pilot project Confidential Objective 1:2:1 Non hierarchical

9. “a helping relationship formed between a client who has managerial authority and responsibility in an organisation and a consultant who uses a wide variety of behavioural techniques and methods to help the client achieve a mutually identified set of goals to improve his or her professional performance and personal satisfaction and, consequently, to improve the effectiveness of the clients organisation within a formally defined coaching agreement.” (Kilburg 2000)

10. How does it work? Self referral Evidence that coaching is an agreed part of current PDP Additional to support available in own organisation Line Manager Referral By joint agreement, where manager wants to support for a new role or challenge Providing a “future” focus Centrally Managed Referrals made to single point in NHS Midlands Integral part of Midlands leadership development programmes HR Directors and Leadership Leads can call on the coaching network to support specific leadership development initiatives Formalising, and recognising the capacity and professionalism of NHS Internal Consultancy Essential element of Midlands service improvement and service development initiatives The unique partnership between East and West Midlands SHAs and CSIP ensures that change and service development is appropriately supported by coaching.

11. Referral Pathway Requirement for coaching identified by: Self Manager Development Programme Contact Coaching Network Manager: Confirm eligibility Contracting process: 4 sessions arranged Broad, measurable objectives set Feedback process from: Coachee Manager (if applicable) Coach Eligibility confirmed Matching process Contact established Eligibility not confirmed Refer to employing Trust Leadership Lead Refer to Midlands Mentoring Network Refer back to Line Manager Monitoring & Review: Coaching Collaborative Network Coach supervision sets Recommend- ations Coaching quality Individual satisfaction Organisation al impact

12. The Collaborative Forum: Jan.Draper@westmidlands.nhs.uk Rosalind.Maxwell- Harrison@eastmidlands.nhs.uk Dena.Adamson@eastmidlands.csip.nhs.uk David.Allan@csip.org.uk Find more details at: http://www.tin.nhs.uk/get-a-guru/coaching- service