Please note, this information is now for archive purposes - nominations closed on 14 October 2016.
The Emerging Leader Award recognises people with positive energy, a passion for delivering high quality services to improve patient care, and through some early achievements and successes, is growing and developing their career in Health and Social Care as a leader of the future.
This Award is for an individual or team who may be in their first leadership management role in a clinical or non-clinical setting and/ or demonstrating desired qualities and behaviours of a leader.
Please answer the following questions by giving suitable examples of how the nominee(s) demonstrated leadership qualities in their work, words or actions. We have made some suggestions of examples you might give; do feel free to use any others which you believe answer the question.
Download the nomination form linked at the bottom of this page and fill out the answers to the following questions. Return the form via email to Leadership.Enquiries@yh.hee.nhs.uk before the deadline of 4pm on the 14 October for your nomination to be eligible. Please see the quick guide and FAQs documents at the bottom of this page to download, for hints and tips to help you make your nomination.
Emerging Leader Award 2015 Finalists with Louise Barnett, Chief Executive of The Rotherham NHS Foundation Trust, and host Colin Jackson CBE.
Q1 Do they have a clear authentic commitment to developing both themselves and others for the benefit of patient care while demonstrating the potential, ambition and motivation to perform at the next level? This may be shown through:
- They have desire, drive and initiative to further develop themselves
- They share their learning with colleagues
- They encourage others to take on further development of their own
Q2 Do they demonstrate “high potential” leadership qualities that will further develop during their careers? Examples of this are:
- They recognise that personal qualities like self-awareness, confidence, self-control, self-knowledge, personal reflection, resilience and determination are the foundations of how they behave
- They are a positive role model, supporting the health and wellbeing of themselves and others
- They have the ability to inspire shared purpose and share the vision of what everyone is working towards
- They lead with care
- They are open and responsive to information
- They hold to account and are clear about their expectations
- They influence for results
Q3 Do they willingly offer their time and commitment to others in an open, accessible and motivational way? This may be demonstrated by:
- They are inclusive, approachable and understanding of the development needs of others
- They are able to communicate effectively with a wide range of people, encouraging them to engage and succeed in their roles
- They have a clear leadership style that promotes collaboration and stewardship meaning that through leading, they want to bring out the best in others.
- They want to work in partnership with others and provide them with opportunities to grow, advance, and do the best they can.
Q4 Have they taken their learning and developed themselves and services as a result of training or development opportunities? For example:
- They share their learning with their wider organisation
- They develop innovative new ways of working or changes to services to improve patient experience
- Positive feedback from patients and/ or staff
Q5 Do they demonstrate inclusive leadership? Examples of inclusive leadership may be:
- They are an ambassador, advocate or ally for the under-represented or unheard. They may be part of, or run, a network or representative committee and unlock potential through their development of inclusive services and in the process help to shift their organisation’s culture
- They inspire by helping others ‘be themselves’, demonstrating an interest in and treating all with compassion, care and professionalism regardless of who they are, background, or job role. This may be seen through staff and/or patient feedback/surveys or be from your own experiences of working with them
- They ‘call out’ bias, exclusion and discrimination when and wherever they see it, enabling teams, services, organisations and systems to continually develop inclusive practices, modelling conscious, intentional, inclusion