Talent For Care - Candidates

Frequently Asked Questions

What type of organisations do you work with?

We work with in all areas of the health and care sector, with charities, and with public, private and not for profit organisations.

We enjoy working with a wide range of care providers, from residential to care at home, from elderly care to learning disabilities and assisted living.

We are delighted to partner with acute healthcare Trusts, as well as primary care and care in the community organisations.

We are equally happy working with organisations employing thousands or with much smaller teams.

What makes Talent for Care different?

We believe in innovation and the personal development of front-line staff more than anyone we know.

Investment in exceptional staff wellbeing, support and personal development, is essential for staff retention, quality of outcomes and the overall sustainability of the health and care system.

What makes us different is coaching and development experience in our team combined a passion for supporting people to create a sustainable workforce.

Our approach is unique. It is about investing directly in front-line teams, rather than prioritising senior managers and directors. It is about making first rate support, wellbeing and personal development opportunities available to everyone. We are often told that our approach is not just different, it is unique.

There is plenty of evidence that sustainability, retention, and accomplishment are closely related to communication, relationships, and wellbeing.  This is the pathway we choose to take in order for individuals, teams, and organisations to achieve their potential, however difficult the circumstances.

We have found a way to make this possible, affordable, and sustainable. 

How involved should our Leadership Team and Directors be in your programs?

In our experience, any type of workforce intervention that is clearly supported by senior management is far more likely to succeed.

The leadership presence of is always a sound investment.  Sometimes a management team member’s contribution throughout the program is exactly what is needed. Situations vary. Sometimes joining the first and final sessions creates a sense of completion.

This is a question we would normally discuss at the early stages of our partnership with you and your organisation.

Supporting a program can be expressed in many different ways. Together, we can find the right balance for your team.

How do the organisations you work with manage to cover shifts for program participants, without double running, especially in areas or services where there is no easy back up?

We recognise that engaging a whole team at the same time, for any type of program, simply isn’t practical. Many organisations have found that splitting teams becomes necessary. To make this easier, we often design our programs to make mixing teams from different locations possible.

For very small teams this approach can be advantageous. Benefits include membership of a broader network of connections. We purposefully organise peer support that allows lasting and supportive personal relationships and an increased enthusiasm for sharing best practice across organisations to develop.

We have created an innovative and effective methodology that leads  participants through a varied combination of face to face and remote interactions individually, in small groups, and collectively as a team, that does not always require the whole cohort to be available.

Additionally, each participant has practice partners, with whom they can catch up at their convenience. On some programs, a mentor is availble, making the interaction as flexible as possible and minimising the impact on work schedules.

Who can be a Recovery Champion?

Everyone can be a Recovery Champion! In particular, everyone from front-line teams can be a Recovery Champion.

This is one of our most established programs. Its specific purpose is to support any health or care professional, frontline worker, team leader, or manager, to recover from the immense pressures of current circumstances and feel prepared in the face of an uncertain future.

Cohorts can be mixed, across different locations, different roles and even different organisations.

How many Recovery Champions do I need in my workforce?

The more front-line workers becoming Recovery Champions, the better.

The program is designed to be rolled-out to relatively large numbers of front-line staff, in a particularly cost-effective way.

To maximise the benefit to the organisation, their clients and their communities, experience suggests that we should exceed 25%, or 1 in 4 of your front-line workers, team leaders and managers. Where this is not possible, we suggest a minimum of 10%.

If some of our staff and managers become Recovery Champions, will they be able to help and support others in the organisation, for the future?

Yes! This is the exact purpose of developing Recovery Champions.

First of all, we help them to recover from their own lived experience of the challenges the workforce faces. Then we prepare them to help those around them, from colleagues, to the people they look after, even their families and their communities.