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Blair Mcpherson's Comments

  • Comment on: HSJ Live 25.02.2015: Chancellor reacts to Manchester's £6bn devolution deal

    Blair Mcpherson's comment 25-Feb-2015 1:52 pm

    Greater Manchester involves a lot of small local authorities adding complexity to the intergration oh health and social care. Birmingham would have been the logical choice for such an experiment. But clearly the choice was party politically driven.

  • Comment on: Watch and learn: what the NHS has got to learn from other industries

    Blair Mcpherson's comment 19-Feb-2015 1:22 pm

    It''s successive governments' indecriminate attempt to impose business models and management practices from industry and commerce that has taken the NHS to the point of crisis.

  • Comment on: CQC row with Circle over Hinchingbrooke laid bare

    Blair Mcpherson's comment 3-Feb-2015 12:14 pm

    Don't shoot the messenger. It is standard practice for CQC present draft reports to Trusts for factual accuracy. CQC will correct factual inaccuracies in the final report. Theses "facts" are usually very minor points resulting from the trawl of many reports prior to on sight inspections or comments made by the large cross section of people and intrest groups interviewed. It is frustrating and irritating for these inspected to read so many inaccuracies but it is only those who don't like the over assessment out come who try and make out that the conclusion of the report is invalid because of errors that have been corrected in the final report. Me thinks Circle protesteth to much.

  • Comment on: Boards, not HR departments, must take the lead on fostering diversity

    Blair Mcpherson's comment 19-Jan-2015 11:20 pm

    Culture eats equality strategy for breakfast, well that’s my experience as a senior manager with lead responsibility for equality and diversity. So we shifted the focus away from policy, procedures and targets and the implied criticism of managers’ performance. We set out to help managers deal with the day to day issues in managing a diverse workforce. The young woman who finds herself managing staff much older than her who have been in the job much longer than her. The member of staff who complaints to their manager that they are the butt of jokes about their sexuality. The only black member of the team says she feels isolated and excluded as other members of the team don’t include her in their out of work activities or conversations. A manager who tackles a member of their team about frequent absences only to be accused of failing to take proper account of her disability. The manager who picks up on grumbles in the team about a colleague’s frequent requests for time off during religious festivals. The frustration of being part of a management team where every meeting starts with a chat about the weekends football results. The command and control traditional management style where decision are made without real debate, questioning is discouraged even considered disloyal. These may be viewed as personality conflicts rather than equality and diversity issues however how these issues are dealt with says much about the management culture in the organisation and the likely success of an equality and diversity strategy. The aim is to provide support to managers, increase their confidence in dealing with people issues and in so doing create a “safe” work environment in which the equality and diversity strategy could be successfully delivered.

  • Comment on: Boards, not HR departments, must take the lead on fostering diversity

    Blair Mcpherson's comment 19-Jan-2015 11:00 pm

    A short article describing a champions group can be found in Community Care http://www.communitycare.co.uk/Articles/30/03/2006/53378/Bring-on-the-Champions.htmdetailed.

  • Comment on: Boards, not HR departments, must take the lead on fostering diversity

    Blair Mcpherson's comment 19-Jan-2015 10:59 pm

    A short article describing a champions group can be found in Community Care http://www.communitycare.co.uk/Articles/30/03/2006/53378/Bring-on-the-Champions.htmdetailed.

  • Comment on: Boards, not HR departments, must take the lead on fostering diversity

    Blair Mcpherson's comment 19-Jan-2015 8:52 pm

    Avoid the typical Equal Opportunities steering group your organisation needs a champions group. Rather than HR staff and a rep from each department who reluctantly, other priorities permitting, infrequently turns up to uninspiring lack of progress meetings you need a self selecting group of individuals who are prepared to put time and energy into promoting equal opportunities. May be their interest is disability or sexuality rather than race or gender but which ever strand of equality they wish to champion they are highly motivated. The champions don’t attend monthly meetings they don’t have meetings! The champions group is a social network set up on the organisations intranet to share ideas, get support and challenge what they see happening in their team or office. The numbers grow by word of mouth, it’s not an exclusive club anyone can join. Being a champion doesn’t give you any special status but it you were in HR or a senior manger tasked with taking forward equal opportunities wouldn’t you want to tap into a social net work of nearly a hundred people all desperate to share their ideas, all keen to spread the word, all equal opportunity A detailed case study of an equality and diversity champions group in a large organisation can be found in An Elephant in the Room published by Russell House www.blairmcpherson.co.uk Blair McPherson

  • Comment on: Rising Stars: Help emerging leaders to shine

    Blair Mcpherson's comment 8-Jan-2015 4:54 pm

    What is leadership" with gratitude " and why can clinical leaders have it but managerial leaders can't?

  • Comment on: 'Race discrimination is a serious risk to patient experience'

    Blair Mcpherson's comment 23-Dec-2014 12:10 pm

    I’m not talking about winners I’m referring to people who take up a cause. If you want to change the world or just your tiny corner of the organisation first you have to accept that you are going to have limited impact, your enthusiasm and effort will be disproportionate to the progress of the cause you are championing. Even Martin Luther King said of the Promised Land I may not get there with you. I am not suggesting you scale back your ambitions just recognise it is a long road. How many other black people must have refused to stand at the back of the bus when there were empty seats at the front before Rosa Parks? So rather than an Equal Opportunities steering group your organisation needs a champions group. Rather than HR staff and a rep from each department who reluctantly, other priorities permitting, infrequently turns up to uninspiring lack of progress meetings you need a self selecting group of individuals who are prepared to put time and energy into promoting equal opportunities. May be their interest is disability or sexuality rather than race or gender but which ever strand of equality they wish to champion they are highly motivated. The champions don’t attend monthly meetings they don’t have meetings! The champions group is a social network set up on the organisations intranet to share ideas, get support and challenge what they see happening in their team or office. The numbers grow by word of mouth, it’s not an exclusive club anyone can join. Being a champion doesn’t give you any special status but it you were in HR or a senior manger tasked with taking forward equal opportunities wouldn’t you want to tap into a social net work of nearly a hundred people all desperate to share their ideas, all keen to spread the word, all equal opportunity champions? A short article describing a champions group can be found in Community Care http://www.communitycare.co.uk/Articles/30/03/2006/53378/Bring-on-the-Champions.htmdetailed. A detailed case study of an equality and diversity champions group in a large organisation can be found in An Elephant in the Room published by Russell House www.blairmcpherson.co.uk Blair McPherson

  • Comment on: Older people's commission identifies problems, not solutions

    Blair Mcpherson's comment 9-Dec-2014 1:28 pm

    Schemes outside of hospital will not lead to savings in acute hospitals – so commissioners should not think they can reduce funding for hospitals. Better community and social care does not lead to less demand for acute hospital beds – so commissioners should not think they can reduce funding for hospitals. So bed blocking is nothing to do with social services!

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