These learning resources support middle leaders to enable everyone in the team to have a voice and feel valued. Most of the learning resources are free to access but some incur costs. They include reports, training courses, toolkits, learning frameworks, guides, podcasts and case studies that require varying time commitments for completion.
Here you will find learning resources that support middle leaders to enable everyone in their teams to have a voice and feel valued. Most of the learning resources are free to access. They include reports, training courses, toolkits, learning frameworks, guides, podcasts and case studies that require varying time commitments for completion.
The learning outcomes are:
to understand inclusivity for all
improving wellbeing, resilience and employee experience
managing and leading people with kindness and compassion
leading, embracing and sustaining culturally diverse teams
As well as deepening your understanding and knowledge of leadership in the health and care system, this course will help you develop your own practice of kind and compassionate leadership. You will hear from leaders and experts from across the care and health system and explore practical ways that you can develop a compassionate mindset and cultivate kindness and compassion in your relationships with others.
Learning method: training course
Duration: anytime, self-guided. Once you enrol, you will have three weeks to complete the course at your own pace. Study time is approximately two hours per week. Delivered via Future Learn.
You will learn more about:
a personal practice of kind and compassionate leadership
an evidence-based understanding as to why kindness and compassion is important for improving outcomes, staff wellbeing and performance, and inclusive organisational cultures
building a better awareness of your own leadership behaviours and the behaviours you see around you in the workplace
everyday techniques to model self-compassion and kindness towards others
an appreciation of the different ways in which we define the concepts of leadership, kindness and compassion.
A suite of resources and tools that support middle leaders in creating and sustaining positive workplaces and working practices that promote and support wellbeing. The information and resources help local government employers to manage and improve their employees’ wellbeing at work.
Learning method: a diverse range of tools, guides and case studies of good practice
Duration: varies depending on the learning resource accessed.
You will learn more about:
resources and tools to support individual and teams wellbeing and resilience
The Research and Development Officer at Research in Practice delves into materials and resources on organisational resilience and wellbeing, and how they can be used in practice.
Learning method: podcast
Duration: 30 minutes
This podcast looks at:
what organisational resilience is and why it is important for wellbeing
practical tools and resources on organisational resilience
Social Work Scotland, IRISS and the Scottish Social Services Council have worked in partnership to draw together resources for social service practitioners and their organisations to support them to think about and promote wellbeing and resilience.
Learning method: toolkit
Duration: various depending on the resource or tool selected
This resource brings together a number of articles, pieces of practice wisdom, guidance, tools and case examples. Resources middle leaders will find helpful when thinking about how they develop resilience.
It is not a tool or framework but freely available information for workers and organisations. It contains grouped resources under themes with a short introduction outlining why they are important for resilience. Individuals or teams can use this resource to promote a better understanding of how to develop resilience. You do not have to use it in any particular order or way; choose resources that best suit your personal or organisational need.
This toolkit gives a brief overview of the main neurodiverse conditions, what language to use, some of the barriers people face, and suggestions of adjustments many neurodiverse people find useful.
Learning method: toolkit
Duration: varies depending on the area of focus within the toolkit
The toolkit is divided into four main sections:
Fundamentals of neurodiversity – What neurodiversity is, how to talk about it, and assessments for neurodiverse conditions.
Guidance for people managers – What organisational-wide barriers neurodiverse people can face and how to address them, including workplace adjustments.
Welcoming neurodiverse people – How organisations can identify and remove barriers for neurodiverse people.
Further information – Podcasts, case studies, legal cases and links to further information around neurodiversity.
Explore why cultural diversity matters in the workplace and how multicultural teams can benefit your organisation. On this course, you will gain global perspectives on the impact of cultural diversity both its challenges and benefits to teams and learn how to inclusively lead and communicate with a diverse team of people.
Learning method: training course
Duration: six hours over two weeks
Costs: £77.00. You can also upgrade to a year’s subscription to all Future Learn resources for a small fee.
The online course covers:
cultures and cultural diversity
cultural diversity in your team
opportunities and challenges of multicultural teams
using the Mapping, Bridging, Integrating (MBI) model
Information and advice to improve support for people experiencing stress and mental health conditions, and to help prevent poor wellbeing.
Learning method: guide
Duration: one hour
This guide sets out the practical steps that employers can take to create a mentally healthy workplace through ill health prevention, early intervention, encouraging people to talk about mental health and providing support. It contains information, practical advice and conversation checklists to better support people experiencing stress and challenges with their mental health.
This toolkit will support you at different stages of your workplace culture journey to establish, maintain and improve your workplace culture so that it is inclusive, compassionate and collaborative.
Learning method: toolkit
Duration: varies depending on which aspect of the toolkit you wish to focus on.
No matter what size of team or organisation, this toolkit will help explain what a positive workplace culture is and how you can develop, maintain, and where needed, change an existing culture.
Learn to recognise bias and reduce its impact on interpersonal communications and organisational decision making. On this four-week course, you’ll take a deep dive into the concept of bias, discovering its impact on interpersonal communications and decision making. You will learn how to recognise bias at work, how to mitigate negative biases, and how to foster an inclusive workplace that promotes allyship.
Learning method: training course
Duration: three hours per week over four weeks.
Costs: £79.00 you can also upgrade to a year’s subscription to all Future Learn resources for a small fee
Learn more about how to:
explain what bias is and why it matters
describe the foundation of biased thinking and recognise the different types of bias
evaluate the impact of bias and micro-aggressions and learn some ways to interrupt negative bias
explore what being an ally involves and why it is important
identify acts of performance (passive) and active allyship and bystanding.
This learning framework supports working with LGBTQ+ people in later life. It aims to provide a base for identifying the insights, understanding and skills that the social care workforce need to help them work affirmatively, inclusively and effectively with people.
Designed to support organisations in demonstrating their commitment to LGBTQ+ inclusion, the toolkit provides structured activities to help evidence how key services and operations meet the needs of LGBTQ+ people. Aligning activities with the learning framework can also support case audits, quality assurance exercises, and compliance with legal requirements during statutory regulation and inspections.
Learning method: guide
Duration: two hours reading time
The framework includes a background on LGBTQ+ issues and awareness. It looks at health and wellbeing issues later in life and includes research about LGBTQ+ inequalities. Information on providing personalised care and support is given, covering topics of intersectionality, supporting people with dementia or HIV, and understanding intimacy and sexuality later in life. It offers recommendations for leadership, education, and service development to continue to improve care and support in this area.
This toolkit will help you assess, diagnose, and pinpoint the habits you need to strengthen teamwork, collaboration, and the capacity for ongoing positive change in your workplace culture.
Learning method : toolkit
Duration: varies depending on which aspect of the toolkit you wish to focus on.
A comprehensive guide to developing positive workplace culture with tools and an assessment model to prepare, plan, define and shape the workplace culture you value.
Become a better manager as you discover communication strategies and influencing techniques for improved workplace communication. This course will equip managers with the communication strategies and influencing skills they need to influence successful communication at work.
Learning method: training course
Duration: three hours per week over three weeks
Costs: £39.00
You will learn more about how to:
explain the role of communicating in the manager’s job
identify and illustrate the elements and stages in the communication process
compare the benefits of different communication networks
develop some essential interpersonal communication skills
Explore how emotional intelligence helps us to understand ourselves and others, resolve conflict and build better relationships. On this course, you will explore how emotional intelligence influences our relationships with others and with ourselves. Emotional intelligence is a sought-after skill. You will learn about how it is different from ‘traditional’ intelligence, as well as how it can be used to develop relationships and guide self-development.
Learning method: training course
Duration: three hours per week for two weeks.
Costs: £39.00
You will learn more about:
the origins of emotional intelligence
the trait, ability and mixed models of emotional intelligence
how to measure emotional intelligence
criticisms of emotional intelligence research
how emotional intelligence can be applied in organisational settings
emotional intelligence interventions
how to further develop your own emotional intelligence.
Professional curiosity supports middle leaders to question and challenge the information they receive. It helps identify concerns and make connections to enable a greater understanding of a person’s situation. A Research and Development Officer at Research in Practice delves deeper into the topic and reflects on how practitioners might develop their curiosity.
Learning method : podcast
Duration: 30 minutes
Learn more about:
what professional curiosity is
what can get in the way of, or support, professional curiosity
some helpful resources that you can use to support and develop your practice.
An online guide to cover all the key components of coaching including the role of a coach, the skills required, models of coaching, tools to make the learning stick and advice on being an effective coach.
Learning method: guide
Duration : one to three hours
Learn more about:
coaching and the role of a coach, coaching and mentoring skills
the history of coaching
why coaching works: the science bit
models for coaching. For example, the GROW model (Goal, Reality, Options and Obstacles, Will and Way forward)
Communication plays a big role in our careers, but now leaders need to be able to communicate in virtual teams. Information overload means communicating with impact in the right place and the right time is crucial to our success. In this podcast the presenters share their top tips for communicating effectively at work, no matter what job you do or how you do it.
This programme is interactive and experiential. It is designed to help you develop the flexibility to adapt your behaviour in different situations, rather than reacting out of habit. The programme aims to increase your self-awareness through practical exercises and explores a behaviour-based influencing model to help you understand your personal impact and influence style.
Learning method: training course
Duration: two modules spanning five days
Costs: £2,600 + VAT. A bursary may be available in some circumstances
This programme is not about learning a set of rules on how to behave but about understanding the difference between your intent and your impact and developing the ability to apply positive influencing behaviours.
By completing this programme, you will:
become more aware of how you come across to others
learn about positive influencing behaviours
become more flexible in how you respond, rather than just relying on habits
have more choices when you face conflict or challenges
feel more confident in maintaining strong relationships while achieving your objectives.
Targeted at team managers and heads of service from ethnically diverse communities who aspire to be in senior management roles in the future. AMPlify is a transformative three-strand development programme by Solace and E-Quality. This initiative is designed to nurture and uplift diverse talent, empowering people to ascend the ranks of local government leadership.
Learning method: training course
Duration: the programme will be delivered over a six-month period. It has a diverse mix of face-to-face modules and discussions across various subjects.
Costs: £950 + VAT
You will learn more about:
how to embrace inclusive leadership
navigating and succeeding within the landscape of senior leadership recruitment
inspire high-performing teams and fostering inclusive, dynamic work environments
developing advanced decision-making skills to address complex issues
building a strong foundation of political intelligence and strategic thinking.
Designed for middle and senior managers in local authorities, this masterclass provides an opportunity to explore leadership as a critical management quality. 2020 brought about step-changes in the way local authorities deliver services and lead through uncertainty and change. The need for robust management and leadership skills has never been greater. APSE developed this masterclass in response to issues raised by member local authorities.
You will be invited to complete pre-course questionnaires, which tease out your training needs, team roles profile and learning style.
Topics will include:
Building teams and managing performance remotely and in person
Coaching and mentoring for better outcomes
Developing safe practices for physical and mental health
Practical time management and project skills
Service and people skills
Learning method: workshop
Duration : two half days
Costs: £468.00
You will learn more about how to:
explore transformational leadership skills
identify a project management approach
examine the issues facing frontline managers
assess transformation of learning
consider the management of change, attitudes and cultures.
Continual learning and development is a critical part of delivering the best possible care. Organisations who invest in their staff’s skills and knowledge will typically experience better staff retention and develop a more effective workforce as a result.
A range of resources to support the learning and development of you and your teams that include:
Supporting others with learning
Learning specialist skills
Learning for leaders and managers
Learning for individual employers and personal assistants
Learning for regulated professionals
Learning method: various - a suite of learning resources from online and face to face workshops, case studies, learning frameworks to blogs and articles
Duration: varies depending on the resource accessed
This guide explains the eight components of the change model and includes supporting tools and further reading. The change model provides a framework to enable effective and sustainable change that delivers real benefits for staff, people who draw on care and support and partner agencies. It has been co-produced with health and care staff and is based on credible evidence and experience.
The change model is for anyone who wants to make a difference. Whilst some of the language and terminology is health care focused, the model and tools are applicable for middle leaders in adult social services.
Learning method : guide
Duration: three hours
The change model is an integral, interconnected framework that works in harmony with the model for large scale change to support sustainable transformation. However, it is important to note that the change model works for any scale of change, even a small one.
This programme considers leadership models and systems approaches. It explores anti-racist leadership and allyship, and reflects on diversity, privilege and power in roles and organisations. This programme will enable you to recognise and develop your leadership skills with opportunities for professional growth.
Learning method: training course
Duration: the programme is spread over several months.
Costs: £1,900.00
The programme will support participants to:
explore boundary spanning social care leadership, impacting services working with children, adults, families and carers
develop their own evidence-informed leadership approach through taught workshop sessions, reflective discussions with colleagues and individual mentoring
lead inclusive and equitable practice, with a focus on anti-racist systems leadership
reflect on their professional identity and values, and how they take these into their leadership roles
collaborate with other leaders across services working with children and adults.
This resource sets out 15 elements that are fundamental in helping adult social care organisations to embed fair values, systems, and behaviours. It builds on the work and resources of the Diverse by Design corporate guide for council services, published by LGA in 2021.
The 15 elements can be considered in any order and at a pace to suit your workplace priorities. One step at a time, this workbook can enable you to champion and implement change and embed the practice of inclusion.
Learning method: guide
Duration: one hour reading
This workbook is for councils as employers that seek to improve equality, diversity, and inclusion measures within the workplace. It also supports council adult social care teams to assess participatory engagement with diverse communities served within localities.
It was coproduced with a group of adult social care employees based throughout England. Whatever the size of your organisation, this workbook will help you to prioritise what change is important to you. It will help you go beyond compliance, and be clear about how equality, diversity, and inclusion will improve the organisation for you, your employees, and partners, and for people who draw on care and support.
