Heartbeat August 2019
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Managers’ Code of Conduct –<br />
Setting the standard<br />
This month we launched the long<br />
awaited Managers’ Code of Conduct<br />
setting in stone the expectations<br />
from everyone in a management or<br />
leadership role. Acknowledging that<br />
these roles come with power, influence<br />
and responsibility, the code sets a<br />
simple set of duties and responsibilities<br />
to be followed by colleagues in<br />
leadership roles.<br />
Launching the Managers’ Code of Conduct,<br />
Chief Executive Toby Lewis shared his<br />
thoughts on the new standard. He said,<br />
“The original suggestion for the code<br />
of conduct came from our Freedom to<br />
Speak Up Guardians, this then led on to<br />
consultations and engagement through<br />
TeamTalk and Trust-wide polls, where we<br />
developed and refined the rules to where<br />
they stand today. In our latest poll, 97<br />
per cent of colleagues across the Trust<br />
wholeheartedly backed its development and<br />
introduction.<br />
The Managers’ Code of conduct aims<br />
to support the development of positive<br />
behaviours as well as identify when<br />
colleagues are not conducting themselves<br />
appropriately and is issued to be consistent<br />
with the employee charter that the Trust<br />
launched over five years ago.”<br />
Welcoming the new Managers’ Code<br />
of Conduct, Freedom to Speak Up<br />
Guardian and Clinical Team Leader<br />
for iCares, Sandra Kennelly said, “It<br />
is great to see a Managers’ Code of<br />
Conduct being introduced. The Code<br />
is clear and sets out responsibilities and<br />
behaviours managers need to live, breathe<br />
and role model. Creating healthy<br />
discussions around leadership behaviours<br />
will help to cultivate a culture of leadership<br />
through mutual respect and support. It is<br />
a big step towards creating a standard in<br />
leadership behaviours and responsibilities<br />
that over time could contribute to a really<br />
positive change in our organisational<br />
culture, which would ultimately make our<br />
As part of the new Code of Conduct,<br />
managers in our organisation should:<br />
1. Seek to actively listen to others’<br />
views, especially from those<br />
who disagree<br />
2. Be honest about what has to<br />
happen, and own that direction<br />
and intention<br />
3. Focus most attention on<br />
outcomes and objectives,<br />
especially those in our 2020<br />
vision and associated plans as<br />
we work to improve quality and<br />
ensure safety<br />
4. Help others to choose well<br />
between priorities when we<br />
have more work to do than can<br />
be done at a given time<br />
5. Strive to speak well of all teams<br />
within the Trust and wider<br />
CORPORATE AND GENERAL<br />
NEWS<br />
Trust a better place to work, improve<br />
staff wellbeing and consequently the<br />
care we are able to provide to our<br />
patients.”<br />
system, and all individuals with<br />
whom we work<br />
6. Make sure that others<br />
understand what they are<br />
being asked to do and why,<br />
and encourage questions and<br />
suggestions<br />
The code aims to ensure that<br />
managers in our Trust do not:<br />
7. Ignore or neglect patient or<br />
workforce safety under<br />
any circumstances<br />
8. Create or tolerate an<br />
atmosphere of anxiety, fear,<br />
bullying or intimidation<br />
9. Discourage anyone from<br />
Speaking Up to anyone else<br />
10. Make or ignore disparaging<br />
comments about others<br />
For guidance on how the Managers’ Code of Conduct applies to you, watch the<br />
short animations that are available on Connect.<br />
Watch our new animations on Connect to understand the Managers' Code of Conduct<br />
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