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Some examples: Leadership - Guiding, inspiring, influencing, vision, communication, Taking time to listen in order to shape, trust, informed, integrity, taking people with you; allowing space to be innovative and creative, etc. (Generous Leadership)

Management - good communication, checking in with staff / the team regularly, trust, integrity, recognise - pressures (and protecting time /space /agenda), positives, feedback; emotional intelligence - empathy and awareness, supportive, etc.

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Im sure before I started a skills survey was completed - is there something is this which captures skills which could be built on?

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Asset based approach that plays to peoples / the teams strengths

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It can sometimes feel challenging as deadlines come in very last minute. To get the most out of staff and their different needs it might be helpful to give longer lead in periods to get the best response and the best out of our workforce

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I think there is a positive culture within the service area and team. All colleagues have been very supportive to me since I started, and to me it feels like we have a culture where we look out for each other in our service area.

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Teams must be involved in making these decisions. Doing with, not too.

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Welcome the new work and training about Trauma informed practice / training

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Prioritise based on evidence and with input from CPHs. Needs to be some consideration across programmes not just within programmes. Consider programmes for disinvestment and align resources based on priorities.

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Lots of positives within our team and service area, collaborative, supportive and compassionate colleagues. People take the time to check in.

More broadly (PHS wide) I would like to see an increased emphasis on cross-team connections at all levels, the sharing of ideas and learning. It sometimes feels that there is a disconnect and risk of colleagues being isolated.

Psychological safety is a welcomed focus. I would like to see this alongside compassionate and generous leadership models.

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Compassionate leadership, awareness, empathy, action to support others, meaningful ways to support wellbeing

Generous leadership, assuming positive intent, empathy, share power, recognise contributions, available and present

Brene Brown Dare to Lead, culture of courage and working with purpose

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In my previous role we encouraged squad working across the organisation to build relationships, connections and better cross working - this could be task group focused - so didn't mean significant amounts of time being needed - but brought together on a ST basis

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Emphasise shared purpose, a system wide approach and joint working, engage stakeholders (national, regional, local)

Share prioritisation criteria and evidence base (published evidence, data, lived experiences and community insights)

Embed community led approaches, empowering community action, including in prevention

Ongoing open dialogue, be honest about trade offs and uncertainty.

Once strategic priorities are set, invite teams to co-design how they’ll contribute.

Be iterative with opportunities to adapt and review

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Build on cross org groups, rotate members.

Embed opportunities to plan and collaborate across disciplines, share learning and combine functions.

Ongoing, sustainable ways for HI and analytical staff to work together, locally and nationally on shared goals. Promote sharing of resources and spread of staff time.

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It's Lee, the Courteous Lion here.

I think we have a positive and supportive working environment within our team with lots of credit going to Emma for facilitating that.

At times it can still feel quite vague and unclear in terms of the direction of travel and vision for out place team and also how we work more effectively with HiAP and possibly CHES.

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Trusting your staff to get on with the job but also being there if there are any issues or being able to bounce ideas and thoughts together. Emma's style would be a positive example of this.

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Similar to other comments, ensuring we evidence need through consultation with stakeholders as well as other relevant evidence sources such as research papers and previous related work.

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possibly some sort of skills map matrix for teams (not necessarily every individual) where someone looking for support or knowledge in a particular topic or development could quickly see where the potential link up could be.

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Become familiar with organisational values and be aware of how these are aligned with personal values

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Become familiar with organisational values and be aware of how these are aligned with personal values

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Good communication, positive listening and following through on agreed changes

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Good communication, positive listening and following through on agreed changes

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I think Government priorities are important, but I also feel PHS should have their own priorities built and led by experts in the field.

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I think Government priorities are important, but I also feel PHS should have their own priorities built and led by experts in the field.

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Utilise software that exists for structing and planning projects that all team members can access and management can use to assist reporting processes. 

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Utilise software that exists for structing and planning projects that all team members can access and management can use to assist reporting processes. 