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Highly recommended initial training for all Preceptors, and useful as refresher training - Multi-Professional Preceptor e-Compendium - elearning for healthcare (e-lfh.org.uk)

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It's not all about clinical knowledge.......!

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It's not all about clinical knowledge.......!

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The preceptor role also supports development of 'soft skills'.

Click on the image for links to resources.
Think about how you work on and develop these skills in your own careers in order to best help your new starter.

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AHP Career Educator Framework (click link, not image)

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AHP Career Educator Framework (click link, not image)

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AHP Educator Career Framework | Council of Deans of Health

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Preceptorship - Preceptor training (click link below not image)

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Preceptorship - Preceptor training (click link below not image)

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https://www.e-lfh.org.uk/programmes/preceptorship/
Recommended for anyone undertaking the role of a preceptor

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Bitesize learning - NHS leadership academy

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Bitesize learning - NHS leadership academy

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https://learninghub.leadershipacademy.nhs.uk/

Bitesize Learning guides developed by experts i.e.
- The happy secret to better work
- Awareness of your intent
- Motivation
- Build resilience by managing energy
- The power of emotional intelligence
- Personal resilience

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Simple PowerPoint explaining preceptorship and the role of Preceptors 

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Simple PowerPoint explaining preceptorship and the role of Preceptors 

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National AHP Preceptorship and Foundation support - general information

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National AHP Preceptorship and Foundation support - general information

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This site uses cookies. By continuing to use this site you agree to our use of cookies.

Creating a new NHS England: Health Education England, NHS Digital and NHS England have merged. Learn more

You are here

The National AHP Preceptorship and Foundation Support Programme has been established to ensure that AHPs receive high quality preceptorship and foundation support as they transition into employment.

This work is fundamental in standardising the quality of preceptorship programmes and foundation support available to AHPs across the country and will play a key role in ensuring we retain, upskill, and maximise the potential of AHPs, especially in the early years of their career.

Our aim is to have inclusive access to tailored support and development opportunities across a range of transitions into employment to help them grow in confidence as an autonomous and accountable practitioner, enhance career development, improve recruitment and retention whilst ultimately supporting the development of a diverse workforce fit for the future.

The programme aims to support over three phases of Pre-preceptorship, Preceptorship and Foundation support.

These phases are described as:

Pre-Preceptorship: A period of preparation for AHP's to support their transition towards employment.

Preceptorship: A period of structured support and development during periods of transition, during which the AHP will be supported to help them grow in confidence as an autonomous and accountable practitioner.

Foundation Support: A matrix of opportunities for professional and personal development for AHPs, that supports upskilling across the 4 pillars of practice, while simultaneously supporting developing a diverse workforce fit for the future.

We were invited to speak at the National Health Careers Conference in 2022 where we hosted a preceptorship panel with colleagues. Watch the session or navigate through our pages below to find out more about our work.

Our work

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National Allied Health Professionals Preceptorship and Foundation Support Programme

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The National AHP Preceptorship and Foundation Support Programme has been established to ensure that AHPs receive high quality preceptorship and foundation support as they transition into employment. This work is fundamental in standardising the quality of preceptorship programmes and foundation support available to AHPs across the country and will play a key role in ensuring we retain, upskill, and maximise the potential of AHPs, especially in the early years of their career.

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Wellbeing conversations – Leadership Academy

Includes simple video

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The NHS People Plan 2020-21 sets out an ambition

"From September 2020, every member of the NHS should have a health and wellbeing conversation and develop a personalised plan. These conversations may fit within an appraisal, job plan or one-to-one line management discussion, and should be reviewed at least annually. As part of this conversation, line managers will be expected to discuss the individual's health and wellbeing, and any flexible working requirements, as well as equality, diversity and inclusion."
NHS People plan 2020-2021

Vision for the wellbeing conversations

Health and wellbeing conversations are intended to be regular, supportive, coaching-style one to one conversations that focus on the wellbeing of our NHS people.

By encouraging organisations to embed wellbeing conversations across their system, we aim to create cultures where people feel heard and valued, and in which diversity is respected. This should, in turn, encourage us all to pass care and compassion on to each other, to patients and to our families.

Wellbeing conversations should consider the whole wellbeing of an individual (e.g. physical, mental, emotional, social, financial, lifestyle, safety) and identify areas where the individual may need support, signpost them to that support, and regularly monitor their wellbeing over time.

Click to reveal transcript

A key aim of the NHS People Plan is to look after our people's health and wellbeing. Through wellbeing conversations, we aim to create cultures where people feel heard and valued, and in which diversity is respected.This should encourage us all to pass care and compassion on to each other, to patients and to families.

So what is a wellbeing conversation, and how do you have one? A wellbeing conversation is a supportive, coaching-style chat that focuses,one-to-one, on a person's health and wellbeing.These conversations should be regular and ongoing, and not considered a one-off. While the main intention is for line managers to hold wellbeing conversations with peoplein their team, we should also encourage everyone to support each other by checking in regularly.

But how should you approach a wellbeing conversation? There are a few different ways. For example, you could have them as part of regular 121meetings and check ins. They might happen in the moment, whenever someone seems unwell. You could also touch base during team meetings or shift handovers to see if anyone would benefit from a follow up conversation. Before you start a wellbeing conversation, though, take a moment to reflect on any culturally appropriate approaches you may wish to use, in order to have a conversation that best supports peoples' diversity.

Whether it's taking place virtually or in person, it's important you hold these conversations in safe, confidential spaces.

A great way to start the conversation is simply to ask, "How are you?" and actively listen to the response. Allow the conversation to flow naturally if possible. Where necessary, follow up with open questions that let your colleague share details. For example: What might be having an impact on your health and wellbeing? How are things going - in and outside of work? How can I best support you?

Of course, some people may seem hesitant talking about their personal health. Reassure them you'll keep any details they share confidential. If they don't want to engage, let them know that's okay. Perhaps suggest following up at a later date.

You may also wonder whether you should keep a record of conversations and - if so - where?

You could keep a summary of the conversation by completing a Wellness Action Plan. You could also make reference to the conversations you have had during an appraisal or through ESR. Facilitating wellbeing conversations may feel daunting at first. Remember, though: your role is to hold the conversation, be compassionate and signpost further support.

Finally, please look after yourself and access support when needed. For more advice on how best to get support for yourself, or for someone else, check in with your local HR or Health and Wellbeing team.

When should I approach a wellbeing conversation?

We know that the wellbeing of our NHS people can be affected by all kinds of factors at work. Workload, capacity, relationships with colleagues and the physical working environment can all have an impact. Likewise, factors outside work, including lack of sleep, financial worries, health conditions, caring responsibilities and other personal circumstances, can have an impact - especially if they have changed recently.

The NHS People Plan encourages all NHS organisations to create cultures where our NHS people have regular wellbeing conversations with their line manager or a trusted colleague. These wellbeing conversations could be held as standalone conversations with a colleague, or incorporated into existing conversations, such as regular 1:1s or during check-ins. You could also touch base during team meetings or shift handovers to see if anyone would benefit from a follow up conversation.

Who should hold the conversation?

A network of conversations

This range of resources aims to support line managers and leaders in having effective and supportive wellbeing conversations with their colleagues.

How should I approach a wellbeing conversation?

Whether it's taking place virtually or in person, it's important to hold a wellbeing conversation in a safe, confidential space.

Before you start the conversation, take a moment to reflect on any cultural considerations that may be relevant. For example, if you are aware that your colleague has recently experienced a bereavement, consider the different bereavement practices that they may follow depending on their religion or beliefs. Be aware of any religious festivals or events that are taking place that may have an impact on your colleagues wellbeing, such as fasting during Ramadan.

A great way to start the conversation is by simply asking 'how are you?' and allowing your colleague time to reflect and respond. Actively listen to their response and allow the conversation to flow. Where needed, follow up with further open questions such as "how are you, really?", "is there anything that is currently having an impact on your health and wellbeing?" or "how can I best support you?".

Tip: Some colleagues may not feel comfortable talking about their personal health, and it is important that as a line manager, you reassure them that this is ok. Perhaps make a suggestion that the conversation will be followed up at a later date.

Key skills for wellbeing conversations

One of the most important skills that you will need in order to facilitate an effective and supportive wellbeing conversation is listening - empathic and active listening.

Michael West has published a range of useful resources on compassionate leadership that reflect on the benefits of active listening. He recommends that leaders create compassionate cultures, where colleagues feel listened to and supported, by using the following four steps:

1. Attending - paying attention to your colleagues and "listening with fascination"

2. Understanding - sharing an understanding of what they are going through

3. Empathising where relevant

4. Helping - taking action to signposting to support.

Following these four steps can help less confident or less experienced line managers hold effective wellbeing conversations, where their colleagues feel valued and listened to.

Ahead of holding the wellbeing conversation, you may also want to prepare yourself by checking what local and national support options are available, should you need to signpost your colleague to any specific services. You may wish to remind yourself of the referral process for your local employee assistance programme or Occupational Health and Wellbeing service.

Good practice for wellbeing conversations

Staff Experiences

How wellbeing conversations helped personally and why they are important.

Click to reveal transcript

When I first had a wellbeing conversation, I was concerned there could be some judgement about what I'd said or any of my conditions. But having those wellbeing conversations and continuing the wellbeing conversations, has helped me realise that there is no judgement and my colleagues and friends are there to help."

"For the fact that they took the time, and the care to ask me and I mean really ask me, meant everything and their help to me was something that sustained me, during the days that were ahead of me."

"I was able to let out all my feelings and how I was thinking and the stress at work it was causing me, it helped me a lot."

"It also gave me a really good role modelling opportunity where I could watch someone else do this for me positively and that could have a ripple effect how I supported other people as well."

"I think the top tips that I would give, is definitely create a relaxing environment for open conversations to happen. Perhaps finding an appropriate environment by asking the staff member where that could be."

"So, make it clear to them that this is not an appraisal and it's nothing to do with their work performance, this is an informal chat about how they are feeling."

"A holistic approach, not just looking at work stresses, but life stresses and everything else in their life. It should be a safe, friendly and non-judgemental environment."

"Ask for advice from each other and really do take time to thank each other as well, sometimes we don't do that enough."

"In these kinds of conversations, you need to think about the person or the staff as a precious human being with psychological and mental needs and be open and honest about these conversations."

"So, if I had a top tip it would be to check in regularly and make it very informal. Say 'how are you' and mean it, and stop and listen to the answer."

"A genuine 'how are you really' can really change someone's day, month or even year."

"It would impact on creating empowered staff, but also inviting others to join your workplace. It would definitely create a culture of supporting, understanding and being considerate to others."

"If everyone had a productive wellbeing conversation, the ripple effect would be reflected on the care we provide for our patients."

"I think it would make the workplace and the world a more united, compassionate. Especially with the staff and the managers, and involve the people that are too scared to speak up. If we all have our say, it would help everyone."

"We'd understand each other's issues and be able to respond to them quickly and there would be no more suffering in silence."

"Staff would definitely be considerate to each other, hearing each other's stories, background and diversities, their challenges but also their celebrations. That would definitely allow us to celebrate but appreciate each other in a whole different way."

Future national resources under development

NHS England and NHS Improvement, working in partnership with NHS Employers, believe that improving the wellbeing of our NHS people is a long term culture change and we are committed to supporting NHS organisations to implement wellbeing conversations through the co-design of resources and shared learning.

As such, a suite of resources that aim to support organisations to rollout and embed wellbeing conversations will be developed and shared across the NHS. These resources may include:

Supportive organisational implementation toolkits

Resources for managers

Resources for employee

Sharing of best practice and lessons learnt

Community of practice events to support implementation

If you have any specific queries on wellbeing conversations, please email [email protected]

Resources

Case Studies - Three case studies about rolling out wellbeing conversations across the NHS (one of which also includes a toolkit and Personal Wellbeing Plan).

You may download a powerpoint presentation about implementing wellbeing conversations (read only) or just the editable template slides. Accessibility note: The content in this page is the accessible alternative to the powerpoint presentation.

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Wellbeing conversations – Leadership Academy

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Benefits of being a preceptor (click link below for video)

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Benefits of being a preceptor (click link below for video)

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(29) Preceptorship Case Study - Louise - YouTube

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https://www.nhsemployers.org/articles/clinical-supervision-models-registered-professionals

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Clinical supervision models for registered professionals

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Learn about some of the clinical supervision models used for registered healthcare professionals to enhance personal and professional development.

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To give to AHP final year students and newly qualified staff

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To give to AHP final year students and newly qualified staff

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Step to Work - AHP Pre-preceptorship course for newly qualified staff (click link below not picture

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Step to Work - AHP Pre-preceptorship course for newly qualified staff (click link below not picture

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Step to Work - elearning for healthcare (e-lfh.org.uk)

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Active Listening - simple video - click link below

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Active Listening - simple video - click link below

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(29) Active Listening - YouTube

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Conversations about 'what matters to you?' (not 'what's the matter with you?') - how to engage citizens in their own care

Free training Quality conversations » Joined Up Care Derbyshire

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Subscribe to our Newsletter

Joined Up Care Derbyshire produces a bi-monthly newsletter which provides important updates on health and care developments around the city and county.

If you would like to receive this newsletter, please visit our newsletter page to sign up.

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Joined Up Care Derbyshire produces a bi-monthly newsletter which provides important updates on health and care developments around the city and county. If you would like to receive this newsletter, please visit our newsletter page to sign up.

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Facilitating a Career conversation.pptx (sharepoint.com)
Aimed at nurses - but some useful ideas for all looking to engage others in career conversations.

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Joined Up Care Derbyshire - Stay well, Staff support

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Joined Up Care Derbyshire - Stay well, Staff support

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https://joinedupcarederbyshire.co.uk/stay-well/staff-support/

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NHS Elect - Wellbeing and Resilience webinar (sign in to access)  

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NHS Elect - Wellbeing and Resilience webinar (sign in to access)  

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https://www.nhselect.nhs.uk/resources/1538/Wellbeing-and-Resilience-

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NHS Elect is a national membership organisation staffed by NHS colleagues with extensive experience across a diverse range of subjects.

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Your organisations Health and Wellbeing webpages

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Your organisations Health and Wellbeing webpages

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CRH Staff Wellbeing (chesterfieldroyal.nhs.uk)
DCHS https://dchs.nhs.uk/my_dchs/i-want-more-information-on/corporate-services/staff-wellbeing-services or e-mail dchst.yourwellbeingteam@nhs.net   Will provide a free 30 min impartial call.
DHCFT - Your health and wellbeing :: Derbyshire Healthcare Foundation Trust Extranet (derbyshirehealthcareft.nhs.uk)
UHDB - https://neti.uhdb.nhs.uk/your-wellbeing

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https://coachingandmentoringhub.nhs.uk/

Search for a coach/mentor to support you

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Welcome to the NHS Leadership Academy Coaching / Mentoring Hub. Please either register or log in using your existing details.

Coaching and mentoring is an inclusive offering available to all professions within the NHS and social care, irrespective of pay grade, clinical and non-clinical roles.

Whether you are leading an organisation, heading up a service, managing a team or leading yourself and colleagues, coaching or mentoring can support you on your leadership journey.

Local coaching and mentoring offers
You can also find out about local coaching and mentoring offers through your local leadership academy. Please click the links below to reach our local Academy sites and to contact your regional lead for more information:

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Welcome to the NHS Leadership Academy Coaching / Mentoring Hub. Please either register or log in using your existing details. Coaching and mentoring is an inclusive offering available to all professions within the NHS and social care, irrespective of pay grade, clinical and non-clinical roles.

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Your organisations Health and Wellbeing webpages

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Your organisations Health and Wellbeing webpages

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CRH Staff Wellbeing (chesterfieldroyal.nhs.uk)
DCHS https://dchs.nhs.uk/my_dchs/i-want-more-information-on/corporate-services/staff-wellbeing-services or e-mail dchst.yourwellbeingteam@nhs.net   Will provide a free 30 min impartial call.
DHCFT - Your health and wellbeing :: Derbyshire Healthcare Foundation Trust Extranet (derbyshirehealthcareft.nhs.uk)
UHDB - https://neti.uhdb.nhs.uk/your-wellbeing

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Joined Up Care Derbyshire - Stay well, Staff support

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Joined Up Care Derbyshire - Stay well, Staff support

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https://joinedupcarederbyshire.co.uk/stay-well/staff-support/

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Ask in your organisation if there are a team of mentors/coaches that you can access

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Are you new to coaching and mentoring and want to know more? Watch the video below!

What is Coaching?

Coaching is one of the key approaches which aims to support leadership development. It is a method of developing an individual's capabilities using questioning techniques which enable the individual to become more self-aware, resilient and confident. Coaching is often perceived as the single most effective development opportunity that a leader in the NHS can access:

The relationship has a set duration

It is structured with regular scheduled meetings

Short term and focussed on specific development issues, issues goals and work

The coach does not need to have experience of the coachees role

The benefits of coaching

Research by Clutterbuck (1998), Whitmore (2009) and Hawkins (2011) shows that benefits of workplace coaching includes:

Better communication

Greater cooperation

Improved decision making

Increased self-awareness

Less conflict

Overall better performance

Reduced staff turnover

Shared vision and commitment

Supporting individuals and teams through workplace changes

Supports lifelong learning and individual; responsibility for learning

Access coaching

We offer an inclusive approach to coaching and are committed to developing a coaching culture. We make this offer for Midlands health and care staff, to register for coaching click here.

How to become a coach?

To become a coach on the Midlands Life Long Learning Coaching register you must:

Be qualified at either ILM5 or EMCC Practitioner level

Undertake Continuous Professional Development (CPD) to enhance knowledge and skills to become a more effective coach

Participate in regular supervision

Agree to undertake two hours of coaching per month

Operate within the ethical guidelines laid out in the EMCC Code of Ethics

You can find the details on how to register on to our coaching and mentoring hub

What is Mentoring?

Mentoring is a dynamic, supportive relationship between two individuals which exists to develop the mentee either within their current role or for the future. Mentoring differs from coaching in that it takes a holistic view of the mentee, is an on-going relationship and the agenda is usually set by the mentee with the mentor providing support and guidance. Mentoring is available to a diverse range of employees and cross-organisational, cross-professional and peer mentoring relationships are encouraged.

Accessing a mentor

You can access the Midlands Life Long Learning Mentoring register here.

How to become a mentor

If you have relevant mentoring training or experience, you may wish to register as a mentor on our coaching and mentoring hub, where registered mentees can approach you for a mentoring relationship. By registering, you also become eligible to sign up to our mentoring CPD and supervision offers as part of our support for mentors. To find current offers please visit our events page.

We offer a range of mentoring routes and training, to find out more please contact us at [email protected]

Manager as coach - Coaching for Improvement

This programme has been designed for colleagues working in roles and projects which involve Quality Improvement (QI), with a focus upon developing participants' leadership effectiveness for QI through the application of a coaching approach.

This will enable the development and application of core skills around supporting the engagement of staff, increasing the impact and long term success of change initiatives.

This programme is a modular series of 3 full day sessions. You will need to be available to attend the whole day for all sessions.

All the sessions will be very interactive, discursive and participative - they are not lectures! So, please be prepared to have your camera on for all sessions and able to speak and contribute freely in a private space when you join the session.

What will be covered:

The opportunity to work with colleagues from across organisations to share learning

The opportunity to gain key skills around the application of coaching approaches to support staff engagement within change initiatives

Increased awareness and understanding of the impact of group dynamics within change processes

Increased understanding of the challenges within establishing and maintaining change

Increased awareness of their personal response and impact (use of self as an agent of change)

Manager as coach - Building a coaching culture

About the programme

Aimed at those in management roles Building a Coaching Culture provides an excellent introduction for those new to coaching and development for those with experience. Designed to enable you to develop practical coaching skills, the programme will give you a solid skills-base to hold coaching conversations within your role as a manager and help to embed a coaching style of leadership within the culture of your team/organisation. Key benefits include, building confidence to lead inclusively through meaningful conversations with diverse groups, building a coaching culture to support the development of high-performing teams, equipping you with the coaching skills to be an effective and compassionate leader.
What will be covered?
This 30-hour development programme run over the course of 10 weeks, incorporates eight live facilitated sessions (20 hrs) delivered virtually via Zoom and associated self-directed video learning sessions (10 hrs), together with online access to learning resources throughout.

Live week 1 - Introductions & ground rules

Live week 2 - Practice in small groups

Live week 3 - Listening and questioning

Live week 4 - Practice in small groups

Live week 5 - Coaching systems and practice

Live week 6 - Applying coaching at work

Live week 7 - Process questions and practice

Live week 8 - Practice in small groups

Video learning sessions are undertaken on a self-directed basis in between live sessions to support your ongoing learning and development throughout the programme.
Benefits of the programme
Participation in the programme will enable you to:

consider personal leadership style and challenges

improve productivity and performance

strengthen manager/employee relationships

understand and lead change

explore collaboration and system working

have the headspace to work through challenges and opportunities related to your leadership role

reflect on and develop the collaborative, compassionate and inclusive leadership skills that are key to success

increase personal insight, enabling you to build your confidence, build on your talents and play to your strengths

increase understanding of personal resilience and how to deepen it.

Coaching Supervision Groups - 2022/23 - book via our events page:

We have sessions throughout 2022/23 for up to 8 coaches each.

Our reflective group coaching supervision sessions return for 2022/23 hosted by coaching specialists Becci and Helen from Team Boo.

In our coaching circles we will focus on the core elements of supervision which are:

Normative - are we working ethically and professionally?

Formative  - are we developing our practice?

Restorative - are we looking after our own wellbeing?

The sessions will offer you an opportunity to learn from others, explore challenges and reflect on your coaching practice and reflect on their coaching practice journey.

About the facilitator:

Team Boo are an award winning organisation with a passion for coaching.

This year we have selected a range of topics and providers to get the best out of your CPD time - full information on each offer is available via the links below.

Offers from outside the midlands are here:

Coaching Skills Labs - Facilitated by Chris Birkbeck and Sara Massie. The Coaching Skills Lab offers an opportunity for each coach to work with coaching peers in a safe space and build confidence and competence.

Coming Back to Coaching -This session is for any coach who wants to get back to basics. It's an opportunity to refresh your skills as the team share a range of practical tools and helpful reminders. The team will demonstrate how to use the coaching wheel, GROW model, and share their expertise in getting started on your coaching.

Coaching in the Virtual Space -Exploring as a coach how the changing space, place and shape of how you may be working in a hybrid space. This could include using platforms such as Teams, telephone coaching etc. The session will explore the current context and situation, the impact of the changing face of work and relationships with individuals and teams.
Monday 23 January 9:00 am - 12:00 pm
Ethical Dilemmas in Coaching - The purpose of this session is for you to explore ethical dilemmas you may face as a coach, particularly where working internally within the system organisation and the role of supervision and reflective practice to explore and resolve challenges and issues.

We have a series of development offers that will touch on different areas of mentoring, based on extremely positive feedback last year and back by popular demand.

Continued professional development for our trained mentors includes sessions on:

Creating Positive Change

Strengths

Wellbeing

Behavioural Science

Motivation

Psychological Safety

Mentoring Tools

Mentoring supervision - book via our events page:

Mentoring supervision sessions will provide a safe collaborative space to become more masterful through reflective practice.

The sessions run by Emma Coller of Growth Pod will last no longer than 2 hours over zoom. You will be encouraged to provide your ideas so the sessions can be designed around your requirements and goals. By using this fluid approach, we can ensure they are fit for your purpose.

Examples of what can be explored are:

How to apply theory into action

Gaining feedforward data to improve you practice

Share good practice to develop professionalism and standardisation

Action Learning

Generate ideas and capability for more complex and challenging mentoring conversations

Focus on building your self-care and personal resilience

Time to practice / observe mentoring in action

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Are you new to coaching and mentoring and want to know more? Watch the video below! What is Coaching? Coaching is one of the key approaches which aims to support leadership development. It is a method of developing an individual's capabilities using questioning techniques which enable the individual to become more self-aware, resilient and confident.

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NHS Elect - Wellbeing and Resilience webinar (sign in to access)  

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NHS Elect - Wellbeing and Resilience webinar (sign in to access)  

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https://www.nhselect.nhs.uk/resources/1538/Wellbeing-and-Resilience-

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NHS Elect is a national membership organisation staffed by NHS colleagues with extensive experience across a diverse range of subjects.

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https://coachingandmentoringhub.nhs.uk/

Search for a coach/mentor to support you

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Welcome to the NHS Leadership Academy Coaching / Mentoring Hub. Please either register or log in using your existing details.

Coaching and mentoring is an inclusive offering available to all professions within the NHS and social care, irrespective of pay grade, clinical and non-clinical roles.

Whether you are leading an organisation, heading up a service, managing a team or leading yourself and colleagues, coaching or mentoring can support you on your leadership journey.

Local coaching and mentoring offers
You can also find out about local coaching and mentoring offers through your local leadership academy. Please click the links below to reach our local Academy sites and to contact your regional lead for more information:

# data[].attributes.attachment_link.description
Welcome to the NHS Leadership Academy Coaching / Mentoring Hub. Please either register or log in using your existing details. Coaching and mentoring is an inclusive offering available to all professions within the NHS and social care, irrespective of pay grade, clinical and non-clinical roles.

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Find out what your organisation has to offer.

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Find out what your organisation has to offer.

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Seek out your organisation's Preceptorship Policy and resources.
Contact your organisation's preceptorship lead and learning support department.

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https://padlet.com/DerbyshireAHPfaculty/ahp-career-development-links-lj5p2mqa35f1x3hz

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Derbyshire AHP Preceptor newsletter no 1

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Derbyshire AHP Preceptor newsletter no 1

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For Derbyshire-based preceptors - Published December '22

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Derbyshire AHP Preceptor newsletter no 2 

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Derbyshire AHP Preceptor newsletter no 2 

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For Derbyshire-based preceptors - Published February '23

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Assessing learning needs.pptx (sharepoint.com)

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Giving feedback - session slides.pptx (sharepoint.com)

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Coaching skills.pptx (sharepoint.com)

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Mindful Communication for better mental health (Click link below not image)

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Mindful Communication for better mental health (Click link below not image)

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www.youtube.com/watch?v=9fbrc8aLqus

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https://joinedupcarederbyshire.co.uk/stay-well/quality-conversations-personalisation/quality-conversations/

Consider joining the Joined Up Care Derbyshire peer coach network.

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Look out for HCPC Preceptorship principles to be published in Autumn 2023

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Look out for HCPC Preceptorship principles to be published in Autumn 2023

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The proposed/draft principles consulted on in 2022 can be found here - consultation-on-preceptorship---consultation-document.pdf (hcpc-uk.org)

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Please click the link below so we can gain an idea of how many people are looking at this Padlet 

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Please click the link below so we can gain an idea of how many people are looking at this Padlet 

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https://docs.google.com/forms/d/e/1FAIpQLSfQ36BSQ39HgN__AvlpwkrjHj8lCMVK05Y2yB9FJ8TEPvkOSw/viewform?usp=sf_link

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Advice for Preceptees - from old Preceptees

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Advice for Preceptees - from old Preceptees

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For Derbyshire-based preceptors - Published March '23

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How to Give Employee Feedback with Examples: 3 Key Steps

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Three invaluable tools to boost your resilience | BBC Ideas