The contract for the supply of an Enhanced Leadership Development Programme for use by SWBH.

SWBH is an acute hospital and community health service Trust employing in the region of 7,000 staff.

The requirement is to provide a range of development solutions to improve leadership skills across the Trust; ensuring leaders have the leadership competences, knowledge and skills to deliver organisational vision, values and objectives.

There is an existing leadership development framework and this tender is to initially provide development centre/s addressing the key components of this framework for approximately 150 – 200 senior leaders, with options to deliver further development centres and support programmes to a second tier of management. These leaders include the Executive Team; Group Triumvirates; Directorate Triumvirates; senior leaders with broad impact/responsibilities beyond their immediate service or those leading a significant service, and includes all disciplines (examples of roles include: Executive Directors; Group and Clinical Directors; Group Directors of Nursing; Group Directors of Operations, Clinical Leads; Deputy/Assistant Directors or equivalents; Heads of Services and/or Programmes).

High level objectives to be met via the provision of this leadership development are:

— A recognised SWBH leadership brand;

— Improved capability to deliver transformational change within the NHS/Healthcare environment;

— Improved patient outcomes and experience through cultural change and continuous improvement;

— Supporting the development of an integrated approach to talent management;

— Recognition of the Trust as an employer of choice where new and potential employees know they will be developed to be excellent leaders.

The Trust has agreed a set of principles which underpin our approach to Leadership Development:

Our development offering will:

— Deliver multidisciplinary development;

— Support the development of Group and directorate Triumvirate (medical, nursing and managerial) leadership;

— Incorporate or build on, leadership development work already in place;

— Include team as well as individual development;

— Use 360 degree feedback as widely as possible;

— Not be optional;

— Incorporate organisational leadership competences and Trust values;

— Include embedding effective appraisals;

— Link to, and support, talent management and succession planning.