Leadership Development in Highland Hospice

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Leadership Development in Highland Hospice

• Maria McGill
• Chief Executive
• Highland Hospice

2
Overview

• Background to organisation
• Reasons for development programme
• Approach to development
• Outcomes
• Lessons learned

3
Highland Hospice

• Established in 1987
• Employs 122 staff
• Enjoys the service of over 700 volunteers
• Centre of specialist palliative care expertise
  within NHS Highland
• Annual turnover of 3.1 million

4
Reasons for development programme

• Changing NHS geography
• New health plan Kerr Report
• Emerging vision
• Change of personnel and functions within
  Executive Team
• New Strategic Plan for 2007-2012

5
Development timeline

• 2005 Cancer Care Research Centre assessment
  of the future requirements of Highland Hospice
• 2006 review of vision / mission and Strategic
  Plan
• 2006 leadership development programme for the
  senior team
• 2006 new vision and Strategic Plan
• 2007 service review and proposal development
• 2008 implementation!

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Development programme - aims

• To empower the team for the development of the
  next Strategic Plan 2007-2012
• To enhance a common understanding of team
• To understand individual and function difference
  and the impact of these on the team
• To promote team working across function
  accountability boundaries

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Development programme - process

• Psychometrics - individual feedback
• MBTI
• Visionary leadership 360
• Observation of team meeting - feedback on
  performance
• Team development - team effectiveness
• Individual Executive coaching
• Leadership coaching

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Outcomes

• High performing team
• Robust relationships
• Shared sense of purpose and understanding
• Vision and Strategic Plan
• Audacious objectives
• Achievement

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Leadership working in and through others!

• There is no power for change greater than a
  community discovering what it cares about.
• M Wheatley 2002

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Leadership

• Constructive robust relationships
• Living the values
• Respect
• Inspiration
• Courage
• Creative
• Vision

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Strategic objectives 2007-2012

• There is a comprehensive description of the
  Highland Hospice service model which delivers
  equity of outcomes for all communities regardless
  of diagnosis
• There is a comprehensive description of the
  hospital Palliative Care Advisory Service which
  delivers equity of outcomes for its patients
• In the context of the service reviews and the
  potential for service expansion the building is
  fit for purpose
• The Hospice will be a national leader in the use
  of technology in the delivery of specialist
  palliative care
• The Hospice delivers excellence in palliative
  care education in partnership with higher
  education institutes. The Hospice will deliver
  research and development projects
• There will be a fundraising strategy that will
  secure the long term stability and growth of
  Highland Hospice

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Strategic Plan so far!

• Outreach Service Development Team
• Digital Media Artist - Rosetta Life
• Patient Administration System
• Building - Options Appraisal
• Virtual Hospice

• Trust applications complete recruitment winter
  2008
• Digital Media Artists started September 2008
• Funding secured from NHS Highland. Project
  Manager started May 2008
• Feasibility
• Initial research underway

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The Space Between
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Lessons learned

• Excellence is not an act it is a habit
• Collaboration is hard work rewarded
• Leadership is realising strategy in and through
  others

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Successful partnership working

• Listening
• Commitment
• Create opportunities
• Understand the needs of your partner
• Constant awareness
• Willingness to adapt and evolve
• Be prepared to lead

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Inspire Highland

• End of life care resource centre

• Partnerships
• Outreach Team
• Care home support
• Community based information points
• Virtual Hospice
• Education
• Research and development

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• Vision without action is dreaming, action without
  vision is merely passing the time of day.But
  combine vision and action and you can change the
  world.
  (Mandela)