5 Boroughs Partnership NHS Foundation Trust Annual ... - Monitor

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Fully integrated both multi-agency representatives and Experts by
Experience (known as EBEs), who are people with lived experience of
Personality Disorder, into the development and delivery of the model. The
model has no equivalent nationally.
In a UK first, EBEs and Experts by Occupation (EBOs) from mixed multiagencies
who lend their time without any additional costs have jointly
delivered Personality Disorder Awareness Training to practitioners.
Together they are equipping partners with the tools they need to work
more effectively with this vulnerable client group and use evidence-based
timely interventions. Doing so has the potential to reduce the risk of
transition of people with Personality Disorder to secondary mental health
care.
3.5 Workforce Development and Learning
3.5.1 Bringing our Values to Life
Our Trust Values were launched in March 2011. To ensure they are
effective and support us to develop a strong, shared culture, and to fully
embed them across the organisation an implementation programme has
been developed. The key strands of which are: communication and
promotion; team values sessions and the development of team charters;
incorporating our Values into the Performance and Development Review
(PDR) experience and our staff recognition schemes.
Our Values are central to improving the quality of our staff and patient
experience. The development of Team Charters throughout our Trust will
demonstrate a clear commitment by team members to live our Values
consistently. When staff feel valued, respected and their contribution is
recognised by their colleagues this results a higher level of team
performance and consequently an enhanced experience for our patients
and service users.
Similarly, when an individual’s contribution is acknowledged and
recognised both during their PDR and through the Trust’s recognition
schemes, this will lead to higher levels of performance and an
improvement in the services we provide.
3.5.2 The Development of a Coaching Culture
As part of the Trust’s response to the feedback received from our Values
workshops, a programme has been developed to support a culture of
coaching and coaching conversations throughout the organisation. The
aim of our coaching programme is to promote a culture of personal
responsibility, engagement and empowerment. By encouraging more
involvement in decision-making, and improved innovation and creativity,
this will lead to our staff taking greater ownership for the decisions that are
made. Enhanced levels of personal responsibility will lead to higher levels
of quality of the services that are delivered.
Annual Report and Annual Accounts 2011-12