Frequently Asked Questions
What type of care organisations do you work with?
We work with in both care and healthcare sector, 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 pleased to partner with acute healthcare Trusts, as well as primary care and care in the community organisations, employing thousands or just tens or carers and healthcare workers.
What makes Talent for Care different?
We believe in personal development of front-line staff and innovation, more than anyone we know.
Investing in staff wellbeing, support and personal development, in an affordable way, is essential for staff retention, quality of outcomes and the overall sustainability of the health and care system.
What makes us different is not only the passion for a sustainable workforce but also many decades of combined coaching and development experience in our team.
Our approach is unique. It is about investing directly in front-line team, not just in leadership for senior managers and directors. It is about making available to everyone in the front-line the support, wellbeing and personal development opportunities that, in most cases, have been offered only to a few senior people in each organisation. We are often told that our approach is not just different, it is unique.
There is plenty of evidence that sustainability, retention, and quality of care are closely related to workforce job-satisfaction, motivation, and wellbeing, as well as to personal and team growth. With our most recent, innovative programs we have found a way to make this affordable for all care and healthcare workers and organisations.
How involved should our Leadership team and Directors be in your programs?
In our experience, any type of workforce intervention that is fully supported by senior management is far more likely to succeed. Therefore, any time given by senior management, either remotely or in person, is a sound investment. This does not mean that the management team needs to be on the program, although for some organisations, it is a natural and logical step. Supporting the program can be expressed in many different ways. Together, we can certainly find the right balance for your team.
How are the organisations you work with managing to cover shifts for the program participants, without double running, especially in areas or services where there is no easy back up?
It is often the case that engaging a whole team at the same time, in any type of program, simply isn’t practical and, in the past, organisations have found that splitting teams becomes necessary. Our programs are specifically designed to make mixing teams from different locations possible. For very small teams this approach can be advantageous. The advantages to the participants and the wider organisation include the experience of a broader network of connections, support and personal relationships, and the increased enthusiasm to share with others across organisations.
We have developed an innovative and effective way to take participants through our programs via a combination of face to face and remote interaction (e.g. Zoom/Teams, WhatsApp, on-line resources, etc.), individually, in small groups and collectively as a team, that does not require for the whole cohort to be available at the same time.
Additionally, each participant will have a buddy, with whom they can catch up at their convenience, and, on some programs, a mentor, making the interaction as flexible as possible, minimising any impact on their 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 our most recent and innovative program. It has the specific purpose of supporting any care and healthcare worker, team leader, or manager, to recover from the immense pressure of the Covid-19 pandemic and prepare for what lies ahead, a New Normal, most likely 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 aim for a minimum of 10% of the workforce to become Recovery Champions and ideally exceed 25%, or 1 in 4 of your front-line workers, team leaders and managers.
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, of course! This is the exact purpose of developing Recovery Champions. First of all, we help them to recover, then we prepare them to help others around them, from colleagues, to the people they look after, even their families and their communities.