There may be some members of your workforce who can become highly effective registered managers, care managers and deputies with the right development and support.
Not every potential manager knows what they want to do when they join the sector, so providing opportunities for people to expand their role and experience in different areas of care management is a great starting point.
Leadership should be embedded in every level of your team, offering opportunities for your staff to excel in their roles. By taking on more responsibility, staff can feel empowered, and their role will be more rewarding.
Use our recommendations, practical examples and checklist to help you to identify talented staff, suited to progressing into care management.
Download our checklist to identify talent. Know what to look for in your organisation.
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Download our resource to see some examples of what care managers listen out for to help them identify emerging talent.
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Download our resource to see some examples of comments from staff wanting to develop.
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We asked those wanting to become new managers or deputies what motivated them. If you hear similar comments from your colleagues, you may wish to start looking into development opportunities.
What other providers do
In this video, Sophie Chester-Glyn, Managing Director at Manor Community, explains how they use a practical tool to support their service to identify talent and support development.
Our staff come from various backgrounds, and we find their previous experience and skills can bring so much to our service. We all come with different skills and our managers are actively looking at talent and letting staff grow. Anybody in our organisation who has that skill to lead is given the opportunity to do so whether in their current role or being supportive towards a higher level.
Sammy Jo Scarbrough-Lang, Deputy Director of Operations
Future Directions CIC
When a vacancy arises for any role, we consider first whether it is a career development opportunity for existing staff. We invite expressions of interest from staff using a simplified process so that internal candidates don’t have to go through the full application procedure. For vacancies like the deputy manager role, we undertake an internal assessment prior to us widening recruitment out to external candidates.
We pride ourselves on taking a values based and person centred approach to recruiting for all vacancies. When we are recruiting to manager posts, we places equal value on behaviour and managerial capability.
Alison Bennett, HR Director
Sense