Neil has been helping us to think about recruiting to our new roles of Community Circle Connectors and Practice and Team Coaches. Having thought about how to describe the role, who we are looking for, and avoiding the usual advert traps, we now think together about where to advertise. Previously I had just assumed that using electronic boards like Indeed and Linked In were the best options for these roles, and reading Saving Social Care helped me to see this differently.
Getting the advert right is the next step for us, as we start recruiting to Wellbeing Teams. I was keen to avoid the biggest mistake that people make in advertising posts in social care. Neil describes what this is and what to do instead.
Our last blog looked at a different way to think about person-specifications, and this week we are looking at how you describe the role itself – the job description. We have two roles that we are recruiting two, Community Circle Connectors and a brand new role called the Practice Coach. Neil had two recommendations for how we could improve and this blog describes what they are and what we did.
I am recruiting new Wellbeing Teams in Wigan in two phases. I am starting with the Practice Coaches, the Team Coaches, and the Community Circle Connectors, who will be supporting the teams. When they are in place, they will help us recruit the Wellbeing Teams. These are not typical roles, and the first step is to be able to clearly communicate the who we want to recruit and what the role is. We use a summary of the essence of the role, and then what it means in detail, and instead of a person specification we use the one-page profile format of ‘Could this be you?’.
Saving Social Care is the book I wish I had written. As I didn’t, I am very grateful that Neil did. I thought we were doing well with recruitment, as we were finalist for our Values Based Recruitment for the 2016/17 Skills for Care Accolades but Neil’s book showed me how much further we can go.
When I first heard about the different Generations I was suspicious, it sounded like mass stereotyping. When I heard Simon Sinek blame parents for their role in creating Generation Y I was annoyed. When I saw the work that Health Education England had done on bringing different generations into nursing, it made me think again.
We know we need more people working in care, and more young people. Efforts have been focussed on marketing campaigns, both nationally, through the work of Skills for Care, and regionally like Proud to Care South West. The assumption behind them is that people are not aware of how good working in care could be, so sharing stories from workers about their positive experience is a way to change this.
The work HEE has done on different generations suggests it could be more fundamental than that.
A little over two weeks ago I did one of the scariest things I have done all year. I was in the US, with nearly 200 of my peers from the AltMBA, and Seth Godin himself giving a five minute talk. Last week I blogged about my decision to become a Registered Manager. This talk is part of the backstory to that decision, so I wanted to share it here too.
I am getting ‘skin in the game’. I am setting up a new provider, Wellbeing Teams, and I am going through the process of registering with CQC. I will personally be the Registered Manager, if CQC accept me after my interview in a weeks time. I am still part of H S A, and will still be speaking at conferences and working with the team towards the same vision. I now want to demonstrate, in practice, what one-page profiles, person-centred reviews, person-centred teams, care and support planning and Working Together for Change, can actually look like in teams supporting people living at home. My plan is to start in home care, and also look to supporting families and people with learning disabilities, and people using mental health services, as well as within primary care.
Last week I learned that you cannot podcast under a tree in the wind. I was very disappointed when I tried to edit it to the sound of gale force winds and tinny voices in the background. There was just enough sound to create a blog from it, so with apologies to Katie, Andy, and Sangeetha, here are your words rather than you voices. This blog describes how we are starting to introduce a Wellbeing Team into a GP Practice.
Working out how to measure the right things can be difficult. It’s easy to fall into the trap of counting what’s easy and missing what matters. That seems to be especially true when it comes to measuring outcomes, where whatever we measure usually feels like it only gives a glimpse of what’s important but not enough to know that we’ve actually met our purpose.
In the work I’ve been doing recently to create new Wellbeing Teams, I’ve been focussed on finding a way past this problem. I want the information we use in these teams and in support of them, to help us pay attention to the right things in ways that are open and collaborative. Ideally, I want to find ways to do this that are simple and engaging too. Working with Andy from Easier Inc, one of the ways I’ve been exploring how to do this has led to a very unusual use of the word ‘clean’.