Wellbeing leadership in primary care: ambitions for change
Why is it important for primary care to be integral to the Wellbeing Local Programme in Greater Manchester? Greater Manchester is pioneering a system- wide leadership initiative to provide training for all primary care disciplines to address workforce pressures through a focus on wellbeing and key benefits: 1. Culture Change Movement: Enabling primary care to be part of a broader social movement, prioritising workforce wellbeing at multiple levels. 2. Leadership Development: Empowering primary care leaders to implement wellbeing practices effectively across their teams. 3. Resource Creation: Helping create a resource pool that can mobilise wellbeing content based on the real needs of primary care.
Key learning to date:
Next steps We are now starting a conversation with leaders to design a way forward. This is intended as a call to action, to build a case for change in Greater Manchester primary care, as a means of engagement and sharing good practice both within and across primary care and other systems. NHS North West Leadership Academy will continue to follow and share the Greater Manchester Primary Care story to support wider learning so please keep a look out on our website. In the meantime a range of resources can be found here: Healthy Leadership Framework: A behavioural framework that can be used flexibly to support healthy leadership development and help leaders promote positive wellbeing in the workplace. Healthy Leadership self-assessment: A self-assessment tool to explore own healthy leadership behaviours. Looking after your team’s health and wellbeing guide: Guide to support any team that is seeking to improve the health and wellbeing of members of the team, through a culture change approach.
1. Evidence-Based Support: One of the most compelling elements of the programme is how the research supports individual and team wellbeing as a measurable objective. Substantial evidence supports the case for prioritising workforce wellbeing. 2. Leaders’ Wellbeing Influence: Leaders’ wellbeing has a direct influence on the overall wellbeing of the workforce, which in turn affects patient care, experience, and outcomes. 3. Strategic Alignment: Rather than being perceived as a ‘nice to have’, the evidence demonstrates that a focus on wellbeing leadership has an impact on priorities for primary care decision-making. Supporting staff wellbeing is recognised as operationally and strategically essential, aligning with: Greater Manchester Blueprint Workforce objectives for recruitment, retention, learning and development, linked to workforce health and wellbeing. The NHS Long-Term Workforce Plan, emphasising the importance of embedding the right culture to improve retention. NHS Health and Wellbeing Framework and quality improvement and performance frameworks across all primary care disciplines.
Creating a social movement in the creation of wellbeing cultures
The ‘NHS Leaders’ Wellbeing Local Programme’ is a ‘train the trainer’ offer provided by NHS England which supports NHS organisations to develop a culture of wellbeing by fostering healthy leadership and enabling facilitators to deliver ‘the NHS Leaders’ Wellbeing programme’ in their organisations or system.
After significant positive feedback following the launch of the national programme in 2020/21, we are now delighted to share that the NHS North West Leadership Academy is supporting the Greater Manchester system with this pivotal programme. The Greater Manchester system journey started in May 2024. There are 3 stages to the Facilitator Development Programme.
Stage 1
is to build confidence in delivering the materials.
Stage 2
Stage 3 1-1 support to enable participants to launch the materials internally.
is the communities of practice, which ensure facilitators continue to learn from each other’s delivery experiences as a cohort. They all then become part of the NHS Leaders’ Wellbeing Faculty which offers ongoing facilitator development.
What have we learnt so far?
During 2024, train-the-trainer and executive leadership programmes created an opportunity for colleagues to explore relationships as a system, with an emphasis on peer coaching and support. We identified similarities and inequalities in levels of wellbeing support and resources across sectors, localities, and roles, and acknowledged the potential to tailor programme content to local needs.
nw.leadershipacademy.nhs.uk | Leader
Leader | nw.leadershipacademy.nhs.uk
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