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It is possible to make a distinction between the characteristics and practices associated with different types of leadership. It is also possible to distinguish between personal, organisational and system leadership.
Personal leadership practice is informed by individual style, preferences, values and ambition as well as personal history and culture. The individual is prioritised and personal practices have most currency.
Organisational leadership practice is specifically informed by organisational interest and agendas, including characteristics associated with organisational purpose, eg caring (social care), curing (NHS), rescuing (fire service), punishing (judiciary), teaching (schools) and commanding and controlling (police). The organisation is prioritised and organisational practices have most currency.
System leadership practice is informed by the needs, interests and agendas of the whole system rather than by any one part of it. System leaders therefore work with shared purpose and ambitions, and resources are organised in relation to system needs and objectives. The system is prioritised and practices which support collaborative relationships and systemic working have most currency.
The SSSC ‘Step into Leadership’ is a useful framework for anyone wishing to develop their system’s leadership practice.
Download: toolkit / touchpoint-seven.docx
Step into Leadership helps you to find resources and information to develop your own and others’ leadership skills. Scotland’s social services need effective leadership at all levels of the workforce, as well as citizen leadership from people who access support and their carers.
The Leadership Logic Model - developed as part of the Enabling leadership research (Scottish Social Services Council, 2016) - shows how good leadership contributes to positive outcomes. The research influenced the Strategy for enhancing the leadership capability of Scotland’s social services Delivery plan 2017-2020
The Leadership Logic Model - developed as part of the Enabling leadership research (Scottish Social Services Council, 2016) - shows how good leadership contributes to positive outcomes. The research influenced the Strategy for enhancing the leadership capability of Scotland’s social services Delivery plan 2017-2020
The Leadership for Integration 360 tool is designed to help health and social care professionals reflect on their leadership capabilities, and identify strengths and areas for development.
The Appreciative Inquiry resource pack is for anyone who wishes to use an Appreciative Inquiry approach to support service improvement or redesign. It offers a programme structure and supporting materials for a cycle of Appreciative Inquiry.
The development and implementation of a personal outcomes approach in health and social care impacts on service design, workforce configuration and practice development. The Personal Outcomes Collaboration is a helpful source for information and insight.
The 2010-2020 Self-directed Support (SDS) strategy and supporting legislation calls for greater collaboration, flexibility choice and control for people who need support which requires a change to the way in which support is delivered.
Self-directed Support gives people who require support great opportunities to design and create support that fits in with the way they want to live their lives.
The Equal Partners in Care (EPiC) national framework supports the health and social care workforce to be more aware of carers and to work in partnership with them.
The Right Values, Right People toolkit contains information to support employers and workers to adopt values-based approaches to recruitment. The toolkit contains different types of resources including videos and PDF documents that can be downloaded
The Safer Recruitment Through Better Recruitment resource is good practice guidance intended to help employers, especially those in social care, early education and childcare and social work to meet existing legislative and regulatory requirements in relation to the safer recruitment and selection of people who work with individuals who receive support and care from social services in Scotland.
Iriss has published an evidence summary on Voluntary social care recruitment. The publication seeks to identify some best practice recruitment strategies from voluntary social care and other relevant sectors and industries. It provides background information about social care recruitment in Scotland and identifies the key challenges identified in the evidence. It identifies values based recruitment as one of the main approaches to recruitment being taken in health and social care in Scotland, and identifies key sources of information about the benefits and impact of the approach.
In 2015, the Scottish Government produced Localities Guidance. This is for everyone who is involved in integration in local health and social care systems. The guidance covers what localities are for, the principles upon which they should be established, and the ethos under which they should operate.
Planning for the future by the Scottish Social Services Council is licensed under a Creative Commons Attribution 4.0 International License. Based on a work at http://learn.sssc.uk.com.