Evolution and Revolution

I am starting blogging this year, after having no time to write in January, with the Parliamentary Review of Health and Social Care in Wales (2018).

The review brings to our attention the ‘Quadruple Aim’, which asks us all to strive to achieve the following;

  1. improve population health and wellbeing through a focus on prevention;
  2. improve the experience and quality of care for individuals and families;
  3. enrich the wellbeing, capability and engagement of the health and social care workforce; and
  4. increase the value achieved from funding of health and care through improvement, innovation, use of best practice, and eliminating waste.

I like to think that ‘us all’ means ‘us all’ and that we will all take seriously how we can, in any small way, contribute to the health and wellbeing of the country.

I am heartened to see that the review acknowledges that carers should be formally included in service design, and that future service staff are to be skilled in shared decision-making with service users and carers. Acknowledging carers as a workforce, brings them in line with training and development and considering their wellbeing as frontline staff. It is also good to see the review mention ‘pacesetter’ plans to develop the work of the mid-Wales Healthcare Collaborative, not least because if you don’t know much about the frontline work of carers we can focus your attention on real people doing a real frontline job ….here…..https://grayswellbeing.co.uk/films-about-our-work/

The review acknowledges the stresses upon the formal health and social care workforce and highlights the components of staff wellbeing, training, management and engagement, as fundamental to delivering safe and high quality services in the foreseeable and long term. Great to see the dots joined up, and that workforce wellbeing is to be supported by systems that include having an accountable senior executive who will develop and act upon organisational knowledge of workforce wellbeing. The importance of staff wellbeing is given further significance by suggesting it should be an “explicit element of the regulatory inspection process of providers of Health Inspectorate Wales (HIW) and the Care and Social Services Inspectorate Wales (CSSIW)…”

Who the ‘accountable senior executive’ might be is yet to be decided, and in the interim, it is only right to consider how this person might be supported to manage and lead a crucial and emerging role. This brings us to another part of the review, which is all about leadership development; putting leadership development, and leaders, at the heart of health and care transformation is good common sense, and will positively impact culture and performance, especially in terms of increasing innovation, and reducing blame.

I sincerely hope that while we need to hold leaders to account, we all have a weather eye out for showing compassion to our leaders during these challenging times, and acknowledge that the vast majority are doing their best.

As for us here at grays, we will be taking elements of the review, and the mantra “Evolution is no longer enough – Wales needs revolution” with us to Sweden in a few weeks’ time to the revolutionary Micro Systems Festival,


and will return with ideas, new friends and colleagues to take our resilience and wellbeing work back to the frontline.