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1 – 10 of 13Frank R. Burbach, Hannah Sherbersky, Ragni Whitlock, Estelle H. Rapsey, Kim A. Wright and Rachel V. Handley
The purpose of this paper is to describe the University of Exeter Family Interventions (FIs) training programme for the South West region which was commissioned as part of the NHS…
Abstract
Purpose
The purpose of this paper is to describe the University of Exeter Family Interventions (FIs) training programme for the South West region which was commissioned as part of the NHS England Access and Waiting Times standards (A&WTS) initiative for early psychosis. This programme (10 taught days and 6 months of supervised practice) is designed to maximise implementation in practice.
Design/methodology/approach
The programme introduces students to a flexible, widely applicable FI approach which integrates cognitive behavioural/psycho-educational and systemic approaches. It refreshes and develops CBT-based psycho-social intervention skills, so that clinicians feel confident to use them in family sessions and integrate these with foundation level family therapy skills. The approach facilitates engagement, and it is designed so that every session is a “mini intervention”. This enables clinicians to offer standard NICE-concordant FI or a briefer intervention if this is sufficient to meet the particular needs of a family.
Findings
This paper provides details of the regional training programme and evaluates the first four training courses delivered to nine early intervention in psychosis teams. It considers how a combination of training a critical mass of staff in each service, ongoing supervision, regional events to maintain skills and motivation to deliver FI, and the national and regional auditing of FI as part of the A&WTS all contribute to clinical implementation.
Originality/value
The unique design of this programme maximises implementation in practice by virtue of its widely applicable integrated FI approach, the focus on ongoing skills development and by embedding it within regional and local service support structures.
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Frank R. Burbach and Sarah K. Amani
Mental health service improvement initiatives often involve the setting of targets and monitoring of performance. The purpose of this paper is to describe the application of…
Abstract
Purpose
Mental health service improvement initiatives often involve the setting of targets and monitoring of performance. The purpose of this paper is to describe the application of appreciative enquiry (AE), a radically different but complementary approach to quality assurance and improvement, to specialist mental health services across a health region.
Design/methodology/approach
This case study describes a regional quality improvement (QI) project involving 12 early intervention in psychosis (EIP) services in South West England. In total, 40 people were trained in AE interviewing skills and in non-reciprocal peer review visits 59 interviews were conducted involving 103 interviewees including service users, carers, clinicians, managers and commissioners. Immediate verbal feedback was provided and main themes summarised in individual reports to host teams using the following headings: team values, strengths, dreams and development plans. A thematic analysis was conducted on team reports and a project report produced which summarised the stages and results of this regional initiative.
Findings
All participants rated the experience as positive; it enhanced staff motivation and led to service development and improvement.
Research limitations/implications
The experiences of these 12 EIP teams may not necessarily be generalisable to other services/regions but this positive approach to service improvement could be widely applied.
Practical implications
AE is applicable in large-scale QI initiatives.
Originality/value
To the authors knowledge this is the first time that AE has been applied to large-scale mental health service improvement and innovation.
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Frank Burbach and Roger Stanbridge
Current national policies present a challenge to the existing mental health workforce as most staff have not been trained to work with people within the context of their social…
Abstract
Current national policies present a challenge to the existing mental health workforce as most staff have not been trained to work with people within the context of their social support network. This paper presents two complementary training initiatives designed to enable mental health staff to meet the range of needs of families: (1) an in‐house accredited (one‐year) course that has enabled the successful creation of specialist family intervention in psychosis teams; and (2) a whole‐team trust‐wide training programme (three‐day course) to promote partnership working with families by both community and inpatient teams. Issues that have enabled the successful translation of training to practice are considered.
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Merle Janka Beltane May, Victoria M.E. Allen, Georgie Blackley, Dougal Julian Hare, Frank R. Burbach and Katherine Brown
Many mental health clinicians have delivered services digitally in response to the COVID-19 pandemic. Emerging research suggests that, despite some initial discomfort, therapists…
Abstract
Purpose
Many mental health clinicians have delivered services digitally in response to the COVID-19 pandemic. Emerging research suggests that, despite some initial discomfort, therapists appear to adjust to remote working. The purpose of this study is to explore the views of clinicians working within a fully digital organisation towards digital service provision.
Design/methodology/approach
Clinicians (N = 52) providing digital mental health assessments and treatments at Healios anonymously completed a mixed-methods questionnaire.
Findings
In all, 85% of participants enjoyed working remotely and 71% thought they would continue to work online over the next 5–10 years. Of the participants, 40% reported low confidence in online work’s efficacy before working remotely, but 96% reported confidence at the time of questionnaire completion: suggesting confidence increased with experience. An exploratory “inverted” factor analysis generated a two-factor solution, grouping clinicians into two factors based on key views. Factor 1 was predominantly characterised by satisfaction with training received and factor 2 by quality of technical experiences (encountering problems less often and greater personal confidence in resolving them). Qualitative feedback described some benefits of, and barriers to, digital service provision. Clinicians reflected on a perceived change in cultural norms, with more openness to digital services following the COVID-19 pandemic. On a personal level, teletherapy was viewed more favourably with increased personal experience.
Originality/value
Clinicians’ confidence in providing services digitally is discussed, with reference to how this may be affected by extent of remote working experience and availability of technical support. Staff well-being within the digital workspace is also discussed.
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Frank R. Burbach and Andrew Quarry
A pilot project to develop a practical and clinically useful data capture system is described. The system is designed to collect quality assurance and clinical outcome data on a…
Abstract
A pilot project to develop a practical and clinically useful data capture system is described. The system is designed to collect quality assurance and clinical outcome data on a routine basis to monitor and improve the efficiency and efficacy of the service offered by a multidisciplinary community mental health team. The system follows an “input‐process‐outcome” model. Quality and outcome measures are discussed with particular reference to the literature on simple outcome evaluation measures and the use of global scales.
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Presents the results of a study which investigated whether the quality of information provided by GP referral letters to a community mental health team (CMHT) was sufficient to…
Abstract
Presents the results of a study which investigated whether the quality of information provided by GP referral letters to a community mental health team (CMHT) was sufficient to determine an appropriate response and the allocation of professional resources. A random sample of GP referral letters received over a six‐month period was analysed. The presenting problem, diagnosis and the indication of severity of symptoms were rated. Perusal of the CMHT members’ replies to the GPs allowed a rough analysis of the extent of agreement with the GPs’ diagnoses, description of presenting problems and severity of symptoms. Discusses the results of the study with regard to the implications of GP fundholding and the employment of GP‐based counsellors.
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As the interest in talent management (TM) gathers momentum, this paper aims to unravel how talent is managed in multinational corporations, what factors mediate the talent…
Abstract
Purpose
As the interest in talent management (TM) gathers momentum, this paper aims to unravel how talent is managed in multinational corporations, what factors mediate the talent management process and what computerised systems may contribute to the management of talent.
Design/methodology/approach
The study employs a single case study but multiple units of analysis approach to elucidate the factors pertaining to the transmission and use of talent management practices across the German and Irish subsidiaries of a US multinational corporation. Primary data for this study derive from a series of in‐depth interviews with key decision makers, which include managers at various levels in Germany, Ireland and The Netherlands.
Findings
The findings suggest that the diffusion of, and success of, talent management practices is contingent on a combination of factors, including stakeholder involvement and top level support, micro‐political exchanges, and the integration of talent management with a global human resource information system. Furthermore, the discussion illuminates the utility and limitations of Cappelli's “talent on demand” framework.
Research limitations/implications
The main limitation of this research is the adoption of a single case study method. As a result, the findings may not be applicable to a wider population of organisations and subsidiaries. Additional research will be required to substantiate the relevance of these findings in the context of other subsidiaries of the same and other corporations.
Practical implications
This paper accentuates a number of practical implications. Inter alia, it highlights the complex nature of institutional factors affecting the talent management process and the potential efficacy of a human resource information system in managing talent globally.
Originality/value
The paper extends the body of knowledge on the transfer of talent management practices in the subsidiaries of multinational corporations. The discussion presented herein may engender further academic debate on the talent management process in the academic and practitioner communities. The link between talent management and the use of human resource information systems established by this research may be of particular interest to human resource practitioners.
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The purpose of this paper is to examine the moderating role played by follower's trait emotional intelligence (EI) in the relationship between follower's ability EI and…
Abstract
Purpose
The purpose of this paper is to examine the moderating role played by follower's trait emotional intelligence (EI) in the relationship between follower's ability EI and transformational leadership.
Design/methodology/approach
The authors hypothesised that there is a positive moderating effect of follower's trait EI on the relationship between follower's ability EI and the transformational leadership rating they receive from their supervisor. Using moderated hierarchical linear regression this hypothesis was tested using a random sample of 208 supervisor-subordinate dyads from three organisations in Ireland covering FMCG, banking and financial Services.
Findings
After controlling for the effects of personality, moderated hierarchical regression analysis showed that follower ability EI significantly predicted transformational leadership ratings and that this relationship was positively moderated by follower trait EI.
Research limitations/implications
This study presents a path-finding, integrative model linking trait and ability EI which offers an expanded understanding of the phenomenon of EI in relation to leadership.
Practical implications
The findings show how trait and ability EI can be used in concert by HR and leadership development professionals to optimally design EI-based leadership development programmes.
Originality/value
This is the first study to integrate the trait and ability approaches to EI and to show how they interact in predicting transformational leadership. This study also took the perspective of leadership as assessed by the leader rather than the follower, which has been the norm in most previous studies.
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