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This paper reflects on the delivery of Professional Doctorate programmes from a sample of educational (EdD) and sustainable built environment (DSBE) practitioners at a Welsh University in the United Kingdom (UK). The paper explores the 'learner journey' of a sample of Professional Doctorate students as they navigate their studies during COVID-19 pandemic. A qualitative approach was adopted, and semi-structured questionnaires were used to collect data from students on the EdD and DSBE pathways. A thematic analysis was conducted, and the data presented explored how students have navigated their respective pathways and change projects across various modules, during their 'learning journey' and how successful they perceive that journey to be, in relation to a range of factors. The findings from this paper provide a unique insight into the experiences of Professional Doctorate students during a period of significant upheaval. Recommendations are provided for supervisors of Professional Doctorates, Higher Education Managers, as well as Policy Makers in supporting Professional Doctorate students during the studies. Best practice is highlighted with regard to practice-based approaches and demonstrates the differences across two academic disciplines. The use of agile digital and online learning in response to the COVID-19 pandemic further suggests an ongoing model for leadership in Higher Education.

This paper presents a lecture given at the 17th Annual Lecture of the Association of University Administrators (AUA). The subject of the lecture is equality and diversity in higher education (HE) leadership, or possibly the absence of equality and diversity. The author focuses on what can be done to ensure that capable women enter HE leadership positions. Research referencing the gap between UK white undergraduates and black and minority ethnic (BME) students in degree achievement--as well as satisfaction levels--is discussed as a mirror of the disparity in the workplace in regard to gender equality in academic staffing in the UK. Research shows that people who felt they had been disadvantaged in their own careers by bias, conscious or not, were not necessarily actively promoting equality and diversity in their own workplaces. The speaker suggests that organisations keep equality and diversity on the agenda--particularly for professional development--in order to make a good contribution to overcoming discrimination.

Jonathan Shay argued that social, relational, and institutional contexts were central to understanding moral injury and conceptualised moral injury as a normative response to the betrayal of an individual's understanding of what is right by a more senior/authoritative "other". Using the conceptual lens of moral injury, this paper investigates academic staff experiences of HE during the COVID-19 pandemic and explores the rapid transition back to face-to-face teaching that took place in autumn 2020. To collect data, we used an online survey that opened in January 2021 and ran until the end of March 2021. A total of 663 complete questionnaires were received across the survey period. The questionnaire was comprised of ten topic-related questions, each of which included follow-up sub-questions and also invited participants to write in additional information. The majority of participants felt that during the course of the COVID-19 pandemic, they had acted in ways that put their own health and wellbeing at risk. Of those who had acted in ways that put their health and wellbeing at risk, they believed that their senior management were the most responsible for them acting in such ways, followed by the UK government. Qualitative data showed a systemic absence of leadership in the sector during the time, a sense of betrayal of staff and students by senior management and the government, and feelings of compulsion to act in ways which put lives at risk. On the basis of these results, we argue that there could be synergies between the situation facing healthcare staff and academics during the pandemic. Many of the experiences of HE academic staff during the pandemic reported to us in this research are resonant with the concepts of betrayal and moral injury and resulted in affective responses which we understand here in relation to feelings of guilt, shame, and anger, leading ultimately to poor mental health and wellbeing. This paper discusses implications for the HE sector going forward.

In today's universities, women are still underrepresented in senior leadership positions. The research-focused systems and structures that support the progression of men often work against women who are drawn to alternative career paths within the academy for a variety of reasons. UK universities have seen an increase in teaching-focused career paths as well as 'Third Space' roles, which navigate an increasing space between purely professional and purely academic jobs. Since 2018, four research-intensive universities in the UK have appointed women to the position of PVC Education who have come from Third Space, academic development backgrounds. This paper explores their career paths and experiences and identifies that they have had to constantly navigate between professional and academic contracts in order to negotiate their own progression, thus creating their own space in which they are able to advance. The paper considers whether women in the Third Space end up trapped in a 'glass classroom' or whether a more fundamental political and transformational act in gender and Third Space career progression is emerging.

This paper investigates leadership dynamics in research teams. It studies how principal investigators (PIs) and team members cultivate their relationship through the lens of leader-member exchange theory (LMX). Thirty-one in-depth interviews with both PIs and team members across 15 externally funded teams in the UK are analysed. The findings show that these relationships can be characterised along four influential dimensions: positional layer; informal layer; and the newly identified political layer and life domain. These layers show how PIs balance between formal and informal power structures, and, more broadly, how leadership dynamics go beyond the specific context in which a team is situated and members work. The notion "constructing working relationships" is proposed to stress on the need for both PIs and members to engage in a process of balancing potential tensions. Thus, the paper provides PIs with insights into the nature of leadership within a research team and recommendations regarding team design.

This paper contributes to understanding the power of participating in work-based doctoral research after a fulltime career. It explores ways in which active older people choose to participate in "creative dance" activities and how this may benefit them. It draws upon the first author's experiences in using her leadership, management, presenting and coaching skills creatively, having decided to leave her career as a senior manager and return to dancing and community activities "to see what life will bring". This includes becoming involved with dance performance activities, founding/managing a grassroots dance organisation, advising, networking and participating in projects concerning ageing and creative arts, whilst undertaking a work-based doctorate programme. Adaptable methodological approaches are explored so that uncertain new ad-hoc paid and voluntary work could be incorporated within research processes. The paper outlines findings about active older people dancing and recommends a way forward on issues concerning ageing; creativity and older people's creative dance becoming mainstream. There is an argument for the social, political and health benefits of dancing for all, especially older adults and the need for more choices so that all ages can lead meaningful purposeful lives. This research challenges the stereotypes of retiring and becoming marginalised, showing positive aspects of entering the next stage of life and later stages of work, using skills and experience in new ways to benefit others as well as oneself.

This paper examines the organisational culture of a comprehensive school that converted to an academy in 2010 by utilising the cultural web model as a tool for analysing an academy's culture. The case study employs a concurrent mixed-method approach of questionnaires for staff with no responsibility (SNR), focus groups for staff with management responsibility (SMR) and interviews with members of the Senior Leadership Team (SLT). The subsequent results are then discussed in relation to three themes, extracted from the cultural web -- 'student-centric', 'staff constraints' and 'leadership issues'. The findings from this research successfully demonstrate the model's ability to afford valuable insight into an academy by offering a depiction of its organisational culture and targets for organisational improvement. In addition, the paper presents a method for the future deployment of the cultural web which enables comparisons of an academy's subcultures.

Objective: Schools are important settings for health promotion. In schools, children and adolescents can be reached regardless of their social background, which represents a unique opportunity for promoting health. Several studies have demonstrated the importance of school leadership in initiating and sustaining health promotion; however, efforts to systematically review the influence of school leadership on school health promotion are still lacking. Hence, this paper analyses empirical studies published in scientific journals on school leadership and health promotion in schools. Design: Systematic literature review. Method: Informed by the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines, a review was conducted using two main databases: Web of Science and Scopus, which retrieved 51 eligible articles. Results: The review of these articles resulted in the identification of seven main themes -- school leaders' health; attitudes, knowledge and behaviour; accountability; support from school leaders; shared leadership approaches; capacity building and parent engagement. Conclusion: This systematic literature review expands the literature by highlighting the school leadership factors that promote school health promotion in Oceania, Europe, North America, South America, Africa and Asia continents. Future systematic literature reviews could explore studies and different aspects of health promotion by teachers, especially in the Asian context.

As we tentatively emerge from the imposed isolation of the COVID-19 pandemic and as the status quo reasserts itself, it seems timely to consider the current state of teacher professionalism. This task seems critical, given the wider backdrop of the neoliberal policy pandemic that has driven the commodification and instrumentalization of education over the last forty years. In many global settings the neoliberal context is characterised by intensified cultures of competition, instrumentalism, individualism and performativity in education. Such cultures and practices, working in concert with the performative pressures arising from neoliberalism, pose significant risks to the ethical core of teaching. Identifying and naming these risks is a key aim of this paper, reflecting the notion of critique as diagnosis or problematisation.

This study explores the experiences of leaders who have led organisations and teams through an extended period of crisis management whilst completing a UK work-based master's programme. This paper examines contemporary approaches to work-based learning and explores the effect of organisational and workforce demands in a volatile era of global economic uncertainty. Theoretical and conceptual foundations relating to experiential learning, digital education and communities of learning are analysed and discussed. Taking an inductive qualitative approach, the study analyses semi-structured questionnaire data from senior leaders. The widespread adoption of technology exposes challenges to facilitation and the academic-employer interface, impacting upon learning communities and knowledge exchange opportunities. The findings also suggest enhanced leaders' adaptive traits, including confidence and self-reliance. This study illuminates critical issues associated with contemporary work-based learning, specifically relating to prolonged macro uncertainty and the effect upon workplaces as sites of knowledge and learning, and risks to dynamic relationships between the psychosocial work environment, genuine opportunities to learn and learner well-being. This work seeks to inform the design of future programs, specifically in terms developing inter and intra-organisational communities of learning and knowledge exchange to enhance best practice and inculcate crucial leadership skills.

The subject of talent in sport continues to fascinate and intrigue as organisations seek to identify and deliver an effective talent development programme in an effort to ensure systemic success. In the quest to deliver an optimal national governing body talent development programme, this paper investigates the role that Appreciative Inquiry can play in addressing change within a complex landscape. The coaches (12 talent coaches) and researcher (Head of Performance) utilised an Appreciative Inquiry framework to identify a 'routemap' for change within the programme. Results highlighted the challenges and benefits of adopting a strength-based approach to programme development within sport, particularly the generative capacity of Appreciative Inquiry amongst coaches. Results also indicate some complexities of strength-based collaborative change, namely the need for time to break through semantics and coaching rhetoric. Through the design and delivery of an Appreciative Inquiry summit, key themes for an optimal development environment were identified. Namely, coaches felt that when at its best the programme adopts a mastery focus. Findings indicate that to achieve this, participants felt that for the programme to become optimal, the themes of leadership, coach-athlete relationships and player autonomy were integral elements to build on going forward.

Purpose: The purpose of the study is to evaluate the first cohort of the Royal College of Physicians' (RCP) Chief Registrar programme in 2016/7. Chief Registrars provide medical leadership capacity through leadership development posts., Design/methodology/approach: The study adopted a mixed methods design, comprising a monthly survey of the 21 Chief Registrars in the first cohort, interviews with Chief Registrars, and six cases studies where Chief Registrars and colleagues were interviewed., Findings: Chief Registrars enjoyed high levels of practical, professional, and leadership support from their employing organisations, the RCP, and the Faculty of Medical Leadership and Management. They had high degrees of autonomy in their roles. As a result, roles were enacted in different ways, making direct comparative evaluation problematic. In particular, we identified variation on two dimensions: first, the focus on medical leadership generally, or quality improvement more specifically, and second, the focus on personal development or organisational leadership capacity., Research Limitations/implications: The data are limited and drawn from the first cohort's experience. The Chief Registrar scheme, unlike many other leadership fellowships, maintains a high level of clinical practice (with a minimum 40 per cent leadership work). This suggests a clearer preparation for future hybrid leadership roles., Practical Implications: This paper may offer some support and guidance for Chief Registrars and those who work with and support them., Originality/value: This study adds to the literature on leadership development for doctors in hybrid roles, and highlights the distinctiveness of the scheme compared with other schemes., (© Emerald Publishing Limited.)

This paper explores what needs to be done to better address the growing and substantial inequalities in the UK and how the 'Levelling Up' policy that seeks to address them could be improved. It argues that a much longer-term vision and a sharper, cross-government focus on fewer challenges is required to make a more tangible impact. Four key findings are identified: a focus on health and education is fundamental for our social and economic prosperity; there is a need for greater devolution of power, with transparent and robust accountability; an open, nationwide knowledge base to share what works and what does not, and the lessons learned from innovative pilots, is required; and a more holistic approach is needed to support businesses and provide them with better-quality support. This paper argues that without these issues being taken into consideration, the lives and well-being of our disadvantaged citizens, our children and our economy will continue to worsen. It concludes that making economic development a statutory function, putting it at the very heart of our public services, is needed to ensure that the levelling up outcome is achieved. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has confronted school leaders across the four devolved nations of the United Kingdom (UK) with a period of exceptional crisis. This responsive, small-scale, but UK-wide study focuses on headteacher perspectives on leadership and management in the initial stages of this pandemic, contributing to our understanding of this crucial period. The headteacher respondents met the multiple predicaments and situational ambiguities of the pandemic with a resilience which drew heavily upon the strengths of pre-existing structures and teams. They were required to provide effective emotional and moral leadership in uncharted and rapidly shifting territory. They spoke most eloquently of how they developed pragmatic, versatile and personally reassuring approaches to communication with parents, staff, pupils, and a range of external agencies, all of which were also facing extraordinary circumstances with varying degrees of resilience. The paper concludes by conceptualising the key elements of headteachers' leadership and management, both inside and outside of school, at in the early stages of societal crisis.

This paper explores the leadership of education for sustainability (EfS) in higher education, focusing specifically on the key role students can play as internal catalysts for change. It presents a case study of Plymouth University, a higher education institution with an international reputation for EfS leadership. The paper outlines the importance of seeking cultural transformation in the leadership of sustainability, highlighting the benefits of an integrated approach that encompasses teaching and learning, research, and campus and operations. This manifold and coordinated approach requires top-down strategic support in order for EfS to take root and gather momentum. However, in this paper it is argued that the bottom up empowerment of "students as change agents" is just as important. Reflecting on the strengths and weaknesses of a number of student leadership initiatives at Plymouth University, this paper argues that EfS reform in HE has significant implications for staff training and the design of participatory learning spaces in order for students to have their voices heard and to be partnered with as leaders.

Across the vast majority of countries women are a significant minority in senior academic positions, and as of 2013 only 17% of vice chancellors (VCs) of UK universities and 12% of German Universities were women. This paper discusses findings from a study consisting of interviews with eight female VCs of British and German higher education institutions. The paper takes a feminist poststructuralist approach to look at the ways in which characteristics of "ideal" leaders in academia are discursively produced in a myriad of gendered ways, and looks at the influence of dominant academic cultures, status of institutions and national policy landscapes. From an analysis of the findings we argue that in addition to increasing the numerical proportion of women leaders in academia, work also crucially needs to be done to challenge academic cultural practices and dominant gendered conceptualisations of the "leader".

From grassroots to mega-event level, the sport sector has long-relied on volunteers to function effectively. While the nature of sport volunteering varies, scholars have identified that volunteerism is built around characteristics (e.g. altruism, civic participation, acquisition of social capital, personal and professional development) that draw individuals together and contribute to a sense of community. In providing sites for life-skills training, mentoring, coaching, and/or leadership, volunteer communities in sport are also informal and formal learning environments. Notwithstanding research examining learning opportunities within individual volunteer experiences, work remains on articulating the ideological, structural and experiential complexities of volunteering as pedagogical terrain. To illuminate some of these educational nuances, this paper interrogates the experiences of a cohort of regional football volunteers in the United Kingdom. Drawing on spatial theory, we utilise a holistic framework comprising thought, production and action space to understand volunteer communities and opportunities for learning therein. We draw data from questionnaires, and focus groups undertaken with volunteers working in one of the UK's largest provinces. We contend that football volunteerism comprises a potentially rich context in which an array of learning opportunities exist that can be nurtured and enacted upon over volunteers' life courses. Educational characteristics of volunteering, or the creation of effective learning communities in the sector are not, however, always guaranteed. Rather, individual and collective investments may be required by both volunteers and supporting organisations. Furthering recent criticisms of the wider sport sector, and beyond affording greater appreciation of volunteer learning, we advocate for a rethink of organisation's ethical responsibilities and resourcing vis-à-vis educational duties of care and sustainability.

In this paper, I check the ethical pulse of further education (FE) at the moment of its coming of age. Using a philosophical lens, I select and review post-2010 literature, to argue that FE colleges persist in a diminished form within a learning economy. In response to the managerial onslaught, the sector has adopted an ethics of survival, a necessary response to austerity and deregulation. Twenty-one years after incorporation, ethical fading has purged ethical desire from educational discourse, while the endless banality of college life has corroded the language with which it might be possible to speak about educational purpose, value, utopia, democracy, equity, and vision.

The present study aims to examine the leadership research in higher education in order to shed light on its development during the last two decades by revealing the evolving trends in research on leadership in higher education, the most prominent scholars working on related research, the most popular topics in related research, and the countries in which the related studies are based. Bibliometric method was employed in the analysis of the original research and review papers published in five prominent higher education journals between 1995 and 2014: "Higher Education," "Research in Higher Education," "Studies in Higher Education," "The Journal of Higher Education" and "The Review of Higher Education." The results of this bibliometric analysis show that the majority of the related articles come from three countries: the U.S.A., the UK and Australia. It is also found that the leadership research in higher education is still very scarce and has not shown any meaningful increase during the last two decades. In addition, content analysis is used to provide more in-depth information about the topical focus, purpose and methodology of the selected articles. The results of content analyses are discussed in detail, and suggestions for the future research are provided.

Questions of gender equality pervade our culture, particularly in the world of work, where about three quarters of leaders are men. This paper draws on 60 interviews with women in the UK, in senior leadership roles, in a variety of fields. The research questions address the interviewees' perceptions of three areas: career challenges (or barriers) for women who wish to access leadership roles; the main facilitators of career progress for women and changes they have seen and anticipate seeing for women leaders at work. The main challenges or barriers were perceived as a masculine work culture; discrimination and the glass ceiling; gendered stereotyping; and the difficulties of combining work and family life. Facilitators were their own determination and agency, mentoring and networking, with little mention of support through places of work. With regard to change for women at work, they saw the glass ceiling as moving gradually upwards, although some more 'masculine' industries were more difficult for women to navigate. With the exception of the women in higher education, they did not support feminism or an affirmative stance towards women's progress and in the private sector were accepting of the prioritisation of business motives over equity issues.

Aim: Rapidly evolving roles in nursing require exploration and description. This review aims to examine the role of the clinical nurse specialist (CNS) in stoma care from the UK perspective. Design: A scoping review was undertaken using the Preferred Reporting Items for Systematic reviews and Meta-Analyses guidelines. Data were synthesised using content analysis to derive meaning units and themes. Data sources: Three electronic databases were used to conduct the search: Embase, AMED and Ovid Medline. Additional sources identified through the reference lists of included studies and guidelines were also included. Methods: Two reviewers undertook the search for articles that described the role of the stoma care CNS in the UK. Any disagreements were to be resolved through discussion. Results: Seven papers met the eligibility criteria. Analysis resulted in 184 unique meaning units. Meaning units were grouped into themes reflecting the four pillars of advanced practice: advanced clinical practice; leadership; facilitation of education and learning; and evidence, research and development. The fewest meaning units were attributed to the evidence theme (n=13) and the most related to advanced clinical practice (n=107) such as having specialist knowledge and skills to manage complications. Conclusion: The stoma care CNS role reflects the four pillars of advanced practice. These practitioners are valuable, carrying out a complex role that involves high-level, specialist decision-making skills. The results from this scoping review could be useful in service development; they will be used to inform the Association of Stoma Care Nurses UK modified Delphi consensus to examine the views of stoma care CNS practitioners. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to address the challenges and opportunities in building trust in the UK's remote work landscape, emphasising the importance of effective leadership and dispelling misconceptions about remote work. Design/methodology/approach: The author draws upon a combination of research data, industry trends and expert opinions to present a comprehensive overview of the trust deficit in the remote work landscape. They also incorporate case studies and quotes from prominent figures in the field to support their arguments. Findings: This paper highlights that trust in remote work is not solely determined by physical presence, but rather influenced by factors such as flexibility and technology. It underscores the productivity gains reported by both executives (69%) and employees (75%) in remote work settings. The paper also provides actionable strategies for managing a hybrid workforce and navigating the trust deficit. Originality/value: This paper offers valuable insights and perspectives on trust-building in the context of remote work, challenging entrenched beliefs and providing evidence-backed recommendations. It brings together a range of data points and expert opinions to offer a fresh and comprehensive perspective on a critical aspect of modern work environments. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to share how the Centre for Ageing and Dementia Research co-designs research within a national programme of work to improve the lives of older adults and those affected by dementia. Through examples of this work, the authors identify the barriers and enablers to participatory approaches and lessons to inform future involvement activities. Design/methodology/approach: This study reflects on implementing the UK National Standards for Public Involvement into practice. Of international relevance, the observations span the research process from research prioritisation and design to research implementation and knowledge exchange. Findings: This study demonstrates the importance of using a relational approach, working toward a common purpose and engaging in meaningful dialogue. Only through offering choice and flexibility and actively learning from one another can co-design lead to synergistic relationships that benefit everyone. Research limitations/implications: Key implications for researchers engaged in patient and public involvement are be receptive to other people's views and acknowledge expertise of those with lived experience alongside those with academic expertise. Training, resources and time are required to effectively support involvement and meaningful relationships. A nominated contact person enables trust and mutual understanding to develop. This is an ongoing collective learning experience that should be embedded throughout the entire research process. Originality/value: This paper demonstrates how the standards are implemented with people who are often excluded from research to influence a national programme of work. [ABSTRACT FROM AUTHOR]

The purpose of this article is to explore the development of the knowledge base on middle leadership in schools. Since the seminal reviews conducted by Bennett a contemporary scan only of the scholarly literature on middle leaders/leadership in schools has not been undertaken. Consequently, this article looks at outputs relating to this topic by examining research papers indexed in the Web of Science and in SCOPUS between 2003 and 2017. The prime purpose of this review is to offer some reflections on the development of the empirical base on middle leadership in schools since 2003 and to highlight some of the implications for future research. The article concludes that middle leadership in schools remains an ongoing focus of research inquiry in a growing number of countries but suggests that the knowledge base would benefit from more sophisticated empirical studies and greater theoretical analysis.

Purpose: This paper reports on trainees' perceptions of leadership and leadership development, to inform the support that may be provided to them. It draws on a formative evaluation of the new role of clinical leadership mentor (CLM), introduced by Health Education England South-West in 2018. CLMs are responsible for 'overseeing the process and progress of leadership development among the trainees within their Trust/Local Education Provider'., Methods: The evaluation was a formative evaluation, based on interviews with CLMs, trainees and trainers and a survey of trainees and trainers. Recruitment was through 8 of the 19 CLMs in the South West. A report for each participating CLM was available to support the development of their individual role. In exploring trainees' perceptions of leadership and leadership development, this paper draws on data from trainees: 112 survey returns which included over 7000 words of free text data and 13 interviews., Findings: Our findings suggest a more nuanced understanding of leadership in medical trainees than was previously reported in the literature, and a wider acceptance of their leadership role. We highlight the problem of considering postgraduate doctors as a homogeneous group, particularly with reference to specialty. We also highlight that the organisational context for leadership development can be supportive or non-supportive. Leadership learning through genuine leadership experience with appropriate support from trainers and the wider Trust offers opportunities for both trainees and Trusts., Practical Implications: Trainees are accepting of their roles as leaders. The value of leadership learning through genuine leadership experience was highlighted. Improving the environment for leadership development offers Trusts and trainees opportunities for genuine service improvement., Competing Interests: Competing interests: None declared., (© Author(s) (or their employer(s)) 2024. No commercial re-use. See rights and permissions. Published by BMJ.)

In the first part of this paper I explore a recently conceived notion of a modern liberal arts education which brings the ancient Aristotelian search for first principles into a modern metaphysics of Kant and Hegel. In the second part I examine two ways in which this modern conception of a liberal arts education intervenes in important social and political debates in Western culture. My concluding comments centre on the belief that twenty-first-century liberal arts education needs to provide more resistance to a culture of capitalism by orienting itself to the tradition from a modern standpoint.

Purpose: The purpose of this paper is to conceptualise a research study to examine leadership as a relational concept between leaders and followers. The context is within surgical practice examining how motivated consultant surgeons are to lead junior doctors and which type of leadership style they use. From a follower perspective, the motivation of junior doctors will be explored, and their leadership preferences will be correlated with those of the actual style of consultant surgeons. Design/methodology/approach: In this paper, the authors provide a detailed description of the methods for an international quantitative research study, exploring sequentially how motivated consultant surgeons are to lead and how leadership styles impact on the motivation of junior doctors. The objectives, method and data collection of this study are explained, and the justification for each method is described. Findings: The findings for this outline study illustrate how critical it is to redefine leadership as a relational concept of leader and follower to ensure adequate support is provided to the next generation of consultant surgeons. Without consideration of the relational model of leadership, attrition will continue to be a critical issue in the medical workforce. Research limitations/implications: The research limitations are that this is a proposed quantitative study due to the need to collect a large sample of data from surgeons across the UK, Egypt and Germany. This research will have immense implications in developing new knowledge of leadership as a relational concept in medicine and healthcare. This study additionally will impact on how leadership is conceptualised in the curriculum for specialist surgical practice. Practical implications: The practical implications are that relational leadership is supportive of generating a supportive leadership culture in the workplace and generating more effective teamwork. Originality/value: To the best of the authors' knowledge, this is the first study of its kind to look at a relational model of leadership in surgical practice between consultant surgeons and surgical trainees. This study will also identify any specific country differences between the UK, Germany and Egypt. [ABSTRACT FROM AUTHOR]

Aims: To explore a) pre-registration students' self-perceptions of clinical leadership behaviours and b) differences in students' self-perceptions of leadership behaviours between two countries (UK and Israel)., Background: Effective leadership has been associated with high-quality and compassionate care provision in health and social care contexts. This has led to a common acceptance that teaching leadership in nursing education is essential if students are to develop competencies in this area. Worldwide, there is limited research on nursing students' perception of clinical leadership behaviours as well as on the development of leadership behaviours during the study years., Design and Methods: A cross-sectional survey design was used among two convenience samples of UK and Israeli pre-registration nursing students. Closed questionnaires were uploaded in the format of a commercial internet survey provider (Qualtrics.com) and distributed through the virtual learning platforms in the two participating universities. In total 656 students were invited to participate and the response rates were 28.1 % (Israel) and 17.9 % (England)., Results: Overall, 140 students completed the questionnaires. Significant differences were found between the two sites in the leadership dimensions "Emotional Intelligence" and "Impact and Influence" (p < .05), with UK students scoring higher than Israeli students. Among the Israeli sample, significant differences were found in leadership dimensions according to years of study, with higher scores reported in the 3rd and 4th year students compared with the 1st and 2nd Year students in the referred dimensions (p < .05)., Conclusions: Differences in students' clinical leadership perception exist between the two cohorts examined. Nurse educators should expand international research on this subject to identify possible antecedents in developing clinical leadership behaviours. At the same time, there is a need to continue efforts to enhance the development of clinical leadership behaviours during all study years through curriculum updating to prepare future nurses better to provide quality, safe and person-centered care., Competing Interests: Declaration of Competing Interest The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper., (Copyright © 2024 Elsevier Ltd. All rights reserved.)

The social identity approach to leadership posits that leaders' effectiveness depends on their ability to represent, advance, create, and embed a shared sense of social identity among their followers. Although significant progress has been made in investigating the benefits of identity leadership in adult sports, research in youth sports is still in its infancy. One reason is the lack of a youth-centric inventory that adequately measures identity leadership in this population. To bridge this gap, we developed and validated a long (16 items) and short (5 items) version of the Identity Leadership Inventory for Youth Sport (ILI-Y or ILI-Y-Short-Form) through five studies conducted in three phases of research. Data were primarily collected in football in the United Kingdom, involving a total of 1096 participants. Results of Phase I of this study provided little to no evidence that the ILI - originally developed for adults - was understandable (Study 1) and had factor validity and internal consistency (Study 2) in a sample of youth athletes. Therefore, in Phase II, the ILI was revised, leading to the development of the ILI-Y, which was understandable for youth athletes (Study 3). Results from Phase II (Study 4) also indicated that the ILI-Y exhibited a unidimensional factor structure, which was subsequently confirmed in Phase III (Study 5). This last phase offered additional evidence for the discriminant, criterion, and incremental validity of the ILI-Y and its short form, along with their measurement invariance across genders and age groups, and internal consistency. This study provides sports psychology researchers and practitioners with a valid measure to assess identity leadership in youth sports., Competing Interests: Declaration of competing interest The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper., (Copyright © 2024 Elsevier Ltd. All rights reserved.)

This paper investigates forest school practitioners perceptions of learning at forest school to identify the topics covered, the learning styles, and the philosophies underpinning its delivery, based on interviews with experienced forest school practitioners. Practitioners identified the focus of learning at forest school as social development: teamwork, relationships with others, self-knowledge, and learning to take risks. Children also engaged with nature and developed an attachment to the woods where forest school took place. Learning styles were kinaesthetic, sensory, and experiential. Forest school leaders saw themselves as facilitators of learning rather than teachers.

The changes in government funding alongside external pressures of increased international and national competition have meant that higher education institutions need to excel in a turbulent environment. The leadership, governance and management (LGM) of academic departments are key concerns. This study investigates the correlation between behaviours, attitudes and competencies at a department level and overall departmental performance in terms of hard data measures. The research question this paper seeks to address is: what are the LGM behaviours that are associated with high-performance in academic departments? More than 600 people across 50 academic departments in 5 UK universities were surveyed through the use of three research phases consisting of open-ended questionnaires, critical case sampled semi-structured interviews and a fixed-response survey. Synthesising the data and findings of the study revealed a thematic framework of eight broad themes that contribute to excellence in academic departments. These were in the areas of change management, research and teaching, communication, strategy and shared values, leadership, departmental culture, rewards and staffing. The behaviours associated with each of these themes were used to construct the Underpinning Excellence model.

With graduate employability being high on many universities' agendas, it becomes vital that a curriculum delivers not only subject knowledge but also the opportunity for students to develop and enhance industry-specific skills. This paper is concerned with how a work-based project can support skill development and considers the views of students and employers as to the application of these skills in the context of a sports undergraduate programme in a UK university. Using a mixed-method approach to data collection, 30 students and 5 project hosts took part in the study. The research findings reported a mismatch between the students' and hosts' viewpoints on whether skills were developed as a result of the project. Students appeared to have a lack of understanding how to apply the skills in the context of a sports organisation and were viewed by the employers as having an inflated opinion of their ability.

This paper considers the case for reform of management structures in UK universities and offers proposals for change. The model of top-down, performance-led management that characterises many institutions is both outmoded and ill-suited to the challenges of an increasingly turbulent higher education sector. Drawing on the experiences of a university that introduced a new scheme of performance management, I explore alternative approaches to leadership and management, collaborative or partnership working designed to improve employee voice and the need to re-evaluate approaches to Human Resource Management. I conclude with a five-point model for change.

Purpose: The purpose of this paper is to report on the dynamics of "identity leadership" with a quality improvement project undertaken by an International Medical Graduate (IMG) from Sri Lanka, on a two year Medical Training Initiative (MTI) placement in the National Health Service (NHS) [Academy of Medical Royal Colleges (AoMRC), 2017]. A combined MTI rotation with an integrated Fellowship in Quality Improvement (Subedi et al., 2019) provided the driver to implement the HEART score (HS) in an NHS Emergency Department (ED) in the UK. The project was undertaken across ED, Acute Medicine and Cardiology at the hospital, with stakeholders emphasizing different and conflicting priorities to improve the pathway for chest pain patients. Design/methodology/approach: A social identity approach to leadership provided a framework to understand the insider/outsider approach to leadership which helped RH to negotiate and navigate the conflicting priorities from each departments' perspective. A staff survey tool was undertaken to identify reasons for the lack of implementation of a clinical protocol for chest pain patients, specifically with reference to the use of the HS. A consensus was reached to develop and implement the pathway for multi-disciplinary use of the HS and a quality improvement methodology (with the use of plan do study act (PDSA) cycles) was used over a period of nine months. Findings: The results demonstrated significant improvements in the reduction (60%) of waiting time by chronic chest pain patients in the ED. The use of the HS as a stratified risk assessment tool resulted in a more efficient and safe way to manage patients. There are specific leadership challenges faced by an MTI doctor when they arrive in the NHS, as the MTI doctor is considered an outsider to the NHS, with reduced influence. Drawing upon the Social Identity Theory of Leadership, NHS Trusts can introduce inclusion strategies to enable greater alignment in social identity with doctors from overseas. Research limitations/implications: More than one third of doctors (40%) in the English NHS are IMGs and identify as black and minority ethnic (GMC, 2019a) a trend that sees no sign of abating as the NHS continues its international medical workforce recruitment strategy for its survival (NHS England, 2019; Beech et al., 2019). IMGs can provide significant value to improving the NHS using skills developed from their own health-care system. This paper recommends a need for reciprocal learning from low to medium income countries by UK doctors to encourage the development of an inclusive global medical social identity. Originality/value: This quality improvement research combined with identity leadership provides new insights into how overseas doctors can successfully lead sustainable improvement across different departments within one hospital in the NHS. [ABSTRACT FROM AUTHOR]

The paper sets out a discussion on the theme of eldership in the context of schools, with particular reference to implications for school eldership and pastoral care. The author provides a commentary on the decline of available support for school leaders in terms of informal eldership networks and the changing demographic of the teaching profession. The discussion considers specific consequences of this changing demographic, and a subsequent shift in focus amongst new entrants to teaching, with particular attention to the impact for delivering pastoral care. The author presents a perspective on eldership, suggesting a range of qualities and expertise that constitute the role of the elder, raising questions and challenges for re-establishing eldership in education.

Objectives: This research aimed to identify the characteristics of strong midwifery leaders and explore how strong midwifery leadership may be enabled from the perspective of midwives and nurse-midwives globally., Design: In this appreciative inquiry, we collected qualitative and demographic data using a cross-sectional online survey between February and July 2022., Setting: Responses were received from many countries (n = 76), predominantly the United Kingdom (UK), Australia, the United States of America (USA), Canada, Uganda, Saudi Arabia, Tanzania, Rwanda, India, and Kenya., Participants: An international population (n = 429) of English-speaking, and ethnically diverse midwives (n = 211) and nurse-midwives (n = 218)., Measurements: Reflexive thematic analysis was used to make sense of the qualitative data collected. Identified characteristics of strong midwifery leadership were subsequently deductively mapped to established leadership styles and leadership theories. Demographic data were analysed using descriptive statistics., Findings: Participants identified strong midwifery leaders as being mediators, dedicated to the profession, evidence-based practitioners, effective decision makers, role models, advocates, visionaries, resilient, empathetic, and compassionate. These characteristics mapped to compassionate, transformational, servant, authentic, and situational leadership styles. To enable strong midwifery leadership, participants identified a need for investment in midwives' clear professional identity, increased societal value placed upon the midwifery profession, ongoing research, professional development in leadership, interprofessional collaborations, succession planning and increased self-efficacy., Key Conclusions and Implications for Practice: This study contributes to understandings of trait, behavioural, situational, transformational and servant leadership theory in the context of midwifery. Investing in the development of strong midwifery leadership is essential as it has the potential to elevate the profession and improve perinatal outcomes worldwide. Findings may inform the development of both existing and new leadership models, frameworks, and validated measurement tools., Competing Interests: Declaration of competing interest The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper., (Copyright © 2024 The Author(s). Published by Elsevier Ltd.. All rights reserved.)

Introduction: The role of the clinical nurse specialist is complex but is defined differently across the world. The role of clinical nurse specialist stoma care is undefined and it is uncertain what aspects of the role are included in the general day‐to‐day working role. Aims: The aim was to gain consensus opinion to answer the research question: 'What is the role of the clinical nurse specialist in stoma care?' Design: Delphi consensus. Methods: Previous data gained from a scoping review and expert consultation was utilized to form role statements. At a UK conference the 13 statements and 173 sub‐categories were voted upon. Consensus was agreed if 75% of voters voted agree or strongly agree. Two stages of voting occurred with results from the first vote being shared in the second voting session. Results: All 13 statement and most (150/193) statement sub‐categories reached consensus, with 20 sub‐categories added during voting session one. Conclusions: The four pillars of advanced practice were met by the 13 statements with clinical and education reaching higher consensus and agreement than leadership/management and research. The results of the consensus study provide a clearer articulation of the clinical nurse specialist stoma care role, which is complex and multifaceted which has not been described previously. Implications for Practice: Consideration of role evolution is made possible, to gain a greater expertise in the scope of practice it is necessary to include prescribing, management and research which could improve service delivery and optimize patient outcomes. There was no patient or public contribution, which in hindsight would have potentially improved the process but it was considered that patients might not recognize the full role of the nurse, understanding only aspects of the role that were patient‐centred. Patient or Public Contribution: No patients or public were involved in any aspect of this paper—in hindsight this might have been useful. [ABSTRACT FROM AUTHOR]

This paper reports on a "proof-of-concept" for evidence-informed practice, whereby schools are provided with tailored support in accessing research evidence and help in implementing evidence-based approaches. Two aspects of intermediary brokerage are explored: (a) creating tailored summary materials for schools, based on education research, and (b) developing an iterative process of engagement, whereby leadership teams interact with this information and relate it to practice. The model supports an emerging view of research use as a dynamic and social process, which is enhanced by supportive interactions between research providers and users.

Emissions reductions targets for the UK set out in the Climate Change Act for the period to 2050 will only be achieved with significant changes to the built environment, which is currently estimated to account for 50% of the UK's carbon emissions. The socio-technological nature of Civil Engineering means that this field is uniquely placed to lead the UK through such adaptations. This paper discusses the importance of interdisciplinary teaching to produce multi-faceted team approaches to sustainable design solutions. Methods for measuring success in education are often not fit for purpose, producing good students but poor engineers. Real-world failures to apply sustainable design present a serious, difficult to detect, and ultimately economically negative situation. Techniques to replace summative examinations are presented and discussed, with the aim of enhancing core technical skills alongside those required for sustainable design. Finally, the role of our future engineers in policy-making is discussed. In addition to carbon, the provision of water and food will heavily influence the work of civil engineers in the coming decades. Leadership from civil engineers with the technical knowledge and social awareness to tackle these issues will be required. This provides both opportunities and challenges for engineering education in the UK.

This paper reports on an exploratory study of the role of programme leaders (PLs) in a pre-1992 university, based on interviews with PLs (7) and a survey of taught Masters students (54) in a single school. The study elicits PLs' activities, most of which might be categorised as managerial and administrative, with leadership required intermittently; the preeminent role involves managing programme quality. The study finds that institutional guidelines overlook important aspects of PLs' work (such as organising enrichment activities and student advocacy) which affect the quality of provision, and the findings challenge the notion that PLs are engaged in a "disesteemed" service.

Purpose: The purpose of this paper is to examine where and how coaching and mentoring disciplines overlap or differ in approach. Coaching and mentoring have emerged as important interventions as the role of helping relationships have gained prominence in human resource development. However, there appear to be contexts where one or other is preeminent, without consistent explanation of their suitability. Such inconsistency arguably creates confusion and doubt about these interventions and their efficacy notably amongst those who commission such interventions and their potential beneficiaries. This study focuses on this inconsistency of coaching or mentoring by exploring practitioners' approaches within six disciplines: executive coaches, coaching psychologists, sports coaches, mentors of leaders, mentors of newly qualified teachers and mentors of young people, with the aim of assisting those seeking support with development. Design/methodology/approach: This exploratory study was undertaken using a qualitative methodology, where in-depth interviews were completed with experienced practitioners to elucidate their approaches and practice. Findings: The findings show that approaches may be discipline-specific, where practitioners specialise in a particular type of coaching or mentoring requiring distinctive knowledge and/or skills. However, the sharing of good practice across disciplines and the value of understanding the common dimensions which emerged is also evident, providing clients and those who commission coaching and mentoring with reassurances regarding the nature of these helping relationships. Research limitations/implications: As the research focused only on the practitioners' experiences of their work in these disciplines, it is vital that the mentees' and coachees' experiences are captured in future research. There is also value in further exploration of the model developed. Practical implications: By deploying the model concerned with the future development of these interventions suggests practitioners can expand their capacity and scope by adopting interdisciplinary and multidisciplinary approaches. Originality/value: By directly exploring the shared and distinctive approaches of coaching and mentoring practitioners in six contexts, this study provides opportunities to understand where practitioners can benefit from imparting best practice across these interventions and highlighting specific aspects for their context.

The aim of this paper is to describe actions designed to foster interdisciplinary research efforts at a major university in the UK. The study employed a descriptive mixed method case study approach to collecting and analysing the data used to draw its conclusions. One hundred and twenty-seven academic staff responded to the survey. The results of the survey were verified by 25 interviews with heads of colleges, heads of schools, research coordinators, research team leaders, and team members. These interviews were supported by document review to support the findings. Leadership is important at the college and university levels if interdisciplinarity is to thrive. According to the data, this seems to have not yet occurred at this particular institution. The university has done well with most of the big structures that enrich and support interdisciplinarity. However, "small" structures such as clarity of meaning, motivation of staff, misalignment of old structures, time and workload, and loss of identify have impeded the move to university wide interdisciplinarity. A series of three recommendations are made to move the interdisciplinary project forward: stay clear on focus, extend the benefits of serendipity to more people, and remember that one size does not fit all.

Higher education in business school environments is increasingly focused on how to best equip students with the skills necessary for leadership in the global workplace. This paper examines the impact of two particularly important cognitive capabilities--task reflexivity and intercultural sensitivity, on academic performance in an MBA programme. It was hypothesised that in an intercultural learning environment, task reflexivity would be associated with higher academic performance, and that this relationship would be mediated via intercultural sensitivity. Questionnaire data from 77 MBA students was analysed alongside academic performance. Results demonstrated that task reflexivity was indirectly related to academic performance through intercultural sensitivity. These findings suggest that engagement in task reflexivity enables students to develop greater levels of intercultural sensitivity, allowing them to reap the positive effects of diversity in their peer group for their own learning and performance. Limitations and practical implications of the research for professional practice are discussed.

Purpose: The purpose of this paper is to explore the use of critical policy analysis (CPA) in the fields of educational leadership and policy. In addition to exploring how CPA compares to traditional research approaches in educational leadership and policy, the authors consider the influence of long-established ways of knowing, why scholars choose to engage in CPA and how and why scholars who utilize this approach decide on specific methods. Design/Methodology/Approach: The exploration draws primarily on the use of CPA in the USA, though the authors also examine how scholars working within the UK utilize CPA. Findings: In the review of critical policy literature, the authors identified a number of assumptions common to traditional and critical policy research theories and approaches. For example, systems theory and analysis, structural analysis, cost-benefit analysis, technicist models, and political models were commonly used within traditional literature. In comparison, critical policy researchers relied on theoretical perspectives informed by critical theory, feminist theories, and critical race perspectives, among others. Critical policy researchers used these perspectives to engage in critique, interrogate policy processes, and epistemological roots of policy work, reveal policy constructions, and examine players involved in the policy development, interpretation, and implementation processes. Notably, the work of critical educational leadership and policy scholars also emphasizes the importance of context, the theory-method relationship and methodology. Originality/Value: While there is a growing movement occurring in the education leadership and policy fields toward critical analyses of educational research, little is known about how scholars decide what methods to employ when conducting such analyses. The authors discuss the possibilities for scholars utilizing these methods in order to explore the complexities of education leadership and policy problems.

Aim: We aim to explore healthful leadership practices in nursing and midwifery evident within the COVID‐19 pandemic in the United Kingdom, the contextual facilitators, barriers and outcomes. Background: Globally, the health and care sectors are under pressure and despite nurses and other professionals, demonstrating resilience and resourcefulness in the COVID‐19 pandemic; this has negatively impacted on their health and wellbeing and on patient care. Evaluation: Two searches were conducted in July 2021 and December 2021. Inclusion/exclusion criteria were identified to refine the search, including papers written since the beginning of the pandemic in 2020. A total of 38 papers were included principally from the United States and United Kingdom. Ten were research papers; the others were commentaries, opinion pieces and editorials. MS Teams literature repository was created. A unique critical appraisal tool was devised to capture contexts, mechanisms and outcomes whilst reflecting more standardized tools, that is, the Critical Appraisal Skills Programme and the Authority, Accuracy, Coverage, Objectivity and Date tool for reviewing grey literature to refine the search further. Key issues: Six tentative theories of healthful leadership emerged from the literature around leadership strategies, which are relational, being visible and present; being open and engaging; caring for self and others; embodying values; being prepared and preparing others; and using available information and support. Contextual factors that enable healthful leadership practices are in the main, created by leaders' values, attributes and style. The literature suggests that leaders who embody values of compassion, empathy, courage and authenticity create conditions for positive and healthful relations between leaders and others. Nurse and midwives' voices are however absent from the literature in this review. Conclusion: Current available literature would suggest healthful leadership practices are not prioritized by nurse leaders. Perspectives of nurses' and midwives' about the impact of such practices on their wellbeing is also missing. Tentative theories are offered as a means of identifying healthful leadership strategies, the context that enable these and potential outcomes for nurses and midwives. These will be explored in phase two of this study. Implications for Nursing Management: Nurse leaders must be adequately prepared to create working environments that support nurses' and midwives' wellbeing, so that they may be able to provide high‐quality care. Ensuring a supportive organizational culture, which embodies the values of healthfulness, may help to mitigate the impact of the COVID‐19 pandemic on nurses' and midwives' wellbeing in the immediate aftermath and going forward. [ABSTRACT FROM AUTHOR]

Background: Telehealth for paediatric speech and language therapy became one of the most salient modes of service delivery during the COVID‐19 pandemic. Evidence for speech and language therapy services via telehealth in comparison to face‐to‐face delivery demonstrates promising outcomes, and studies have begun to explore practitioner and client experiences. However, across the literature, many critical elements of services are overlooked, and there is a need to frame the evidence base within a theoretical model that can draw out practical implications that consider the range of factors having an impact on clinical implementation in real‐world contexts. The APEASE (Acceptability, Practicability, Effectiveness, Affordability, Side‐effects, and Equity) criteria offer such a model. The current study explored practising UK speech and language therapists' (SLTs) clinical experience of telehealth through the lens of the APEASE criteria and aimed to identify recommendations for future service provision from the practitioner perspective. Methods: An online survey structured using the APEASE criteria was developed in collaboration with the UK Royal College of Speech and Language Therapists. Quantitative data were analysed using descriptive statistics and qualitative data were analysed using reflexive thematic analysis. Results: Four hundred and thirty‐eight qualified and practicing UK paediatric SLTs completed the survey. Telehealth was broadly acceptable and practicable to SLTs yet there remains some uncertainty about its efficacy and cost‐effectiveness compared to face‐to‐face interventions and how equitable it is for different population groups. SLTs reported that effective implementation of telehealth services was dependent upon several contextual factors; affordability was a perceived barrier to clients having access to telehealth resources, intervention via telehealth was perceived as more acceptable than assessment, and whilst many SLTs welcomed aspects of telehealth, there were concerns about the physical and mental health consequences for practitioners. Six themes for the future development of telehealth in paediatric speech and language therapy were identified: (1) balanced and tailored services; (2) technology and equipment; (3) information and communication; (4) capacity building; (5) monitoring and evaluation; and (6) leadership and governance. Conclusions: Outcomes highlight promising, concerning and uncertain aspects of telehealth in paediatric speech and language therapy. SLTs value a flexible and tailored approach to service delivery and recommend that effective leadership, clear communication, ongoing policy and guidance development, upskilling of users and careful evaluation of impact are required to ensure optimal implementation. The APEASE criteria offer a valuable opportunity to enhance and streamline practice and research to ensure sustainable implementation of telehealth in the paediatric speech and language therapy services of tomorrow. WHAT THIS PAPER ADDS: What is already known on this subject: The COVID‐19 pandemic led to the increased use of telehealth as a main mode of service delivery in paediatric speech and language therapy. Pre‐COVID‐19, evidence for the use of telehealth in this field included small‐scale experimental studies that reported on children with particular disorders and explored telehealth outcomes in comparison to face‐to‐face delivery. The realities of at‐scale clinical practice were not well‐represented, and critical elements of service such as cost‐effectiveness were often overlooked in the paediatric literature. Furthermore, despite emerging global evidence for temporary telehealth responses to the crisis in speech and language therapy, the long‐term and future use of telehealth remains unclear. What this paper adds to existing knowledge: The current study applied the lens of the APEASE (Acceptability, Practicability, Effectiveness, Affordability, Side‐effects, and Equity) criteria, which were used in this case to consider socioeconomic, ecological and cultural factors to capture an overarching understanding of the use of telehealth in paediatric speech and language therapy, and to inform the role of telehealth in future, longer‐term and at‐scale service development. Results indicated emerging trends in UK paediatric speech and language therapists' (SLTs') perceptions of telehealth and SLTs perceived a hybrid approach to service delivery, combining mostly face‐to‐face services with some telehealth, was likely to continue in the future. We identified six themes to guide the future development of telehealth in paediatric speech and language therapy services: (1) balanced and tailored services; (2) technology and equipment; (3) information and communication; (4) capacity building; (5) monitoring and evaluation; and (6) leadership and governance. What are the potential or actual clinical implications of this work?: UK SLTs believe that speech and language therapy services using telehealth should be reflective, tailored and flexible to meet the requirements and circumstances of the children, young people and families served, as well as the physical and emotional needs of practitioners. SLTs recommend that this service development is clearly communicated to all stakeholders and suggested that those using telehealth should be supported through appropriate training, and ongoing effectiveness should be monitored. Telehealth is here to stay and the APEASE criteria offer a unique opportunity to ensure sustainable models of service delivery; to support co‐ordinated leadership at the local, national and international levels and the development of policy and clinical guidance. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to explore how HR leaders can help their managers ditch the traditional command-and-control leadership style and instead adopt an enquiry-led management approach – Operational Coaching®. This approach helps managers to develop coaching-related behaviours in their day-to-day interactions with teams, to cultivate a culture that is more collaborative, inclusive and innovative with measurable improvements in engagement, productivity and performance. Design/methodology/approach: Responding to the UK's woeful productivity and employee engagement levels, the Government sponsored a large-scale academic research study (designed, conducted and independently evaluated by the London School of Economics, LSE) to assess the impact of managers learning to use an Operational Coaching® style of management. Managers in 62 organisations across 14 sectors worked through a learning programme designed to build managers' confidence in using intentional enquiry as a part of their everyday management style. Findings: LSE proved, statistically significantly, that managers increased the amount of time they spent coaching their team members by an average of 70% and generated a 74 times return on investment. LSE also noted that intervention group organisations indicated a positive sixfold improvement in employee retention than in control group organisations. Originality/value: When managers learn to use an Operational Coaching® style of management in their day-to-day work with others, it allows them to learn how to challenge, support and grow the capabilities of their team members in ways that measurably benefit the individual and the organisation. Colleagues are more engaged, recognised and rewarded. As their competency and confidence grows, managers are released from aspects of their to-do lists and are able to invest even more attention towards coaching their team members. [ABSTRACT FROM AUTHOR]

Background: The unprecedented rapid re-deployment of healthcare workers from different care pathways into newly created and fluid COVID-19 teams provides a unique opportunity to examine the interaction of many of the established non-technical factors for successful delivery of clinical care and teamwork in healthcare settings. This research paper therefore aims to address these gaps by qualitatively exploring the impact of COVID work throughout the pandemic on permanent and deployed personnel's experiences, their ability to effectively work together, and the effect of social dynamics (e.g., cohesion, social support) on teamwork and mental health. Methods: Seventy-five interviews were conducted across the UK between March and December 2021 during wave 2 and 3 of COVID-19 with 75 healthcare workers who were either permanent staff on Intensive Care/High Dependency Units used as COVID wards, had been rapidly deployed to such a ward, or had managed such wards. Work Life Balance was measured using the WLB Scale. Interview transcripts were qualitatively coded and thematic codes were compared using network graph modeling. Results: Using thematic network analysis, four overarching thematic clusters were found, (1) teamwork, (2) organizational support and management, (3) cohesion and social support, and (4) psychological strain. The study has three main findings. First, the importance of social factors for teamwork and mental health, whereby team identity may influence perceptions of preparedness, collaboration and communication, and impact on the collective appraisal of stressful events and work stressors. Secondly, it demonstrates the positive and negative impact of professional roles and skills on the development of teamwork and team identity. Lastly the study identifies the more pronounced negative impact of COVID work on deployed personnel's workload, mental health, and career intentions, exacerbated by reduced levels of social support during, and after, their deployment. Conclusion: The thematic network analysis was able to highlight that many of the traditional factors associated with the successful delivery of patient care were impeded by pandemic constraints, markedly influencing personnel's ability to work together and cope with pandemic work stressors. In this environment teamwork, delivery of care and staff well-being appear to depend on relational and organizational context, social group membership, and psycho-social skills related to managing team identity. While results hold lessons for personnel selection, training, co-location, and organizational support during and after a pandemic, further research is needed into the differential impact of pandemic deployment on HCWs mental health and teamwork. [ABSTRACT FROM AUTHOR]