Self-Development Tool

This Framework is designed to help Freedom to Speak Up Guardians reflect on and develop their competence to carry out the role to the best of their ability.

It is designed to help Guardians recognise their skills and strengths and to identify, plan and acknowledge their development. Because of its specificity, it could usefully inform conversations with line managers and leaders about the realities and responsibilities of Freedom to Speak Up Guardian work. It may also help inform discussions on wider training priorities and identify local - and regional - subject matter experts who will be able to help support wider development across the Freedom to Speak Up Guardian network, and health and care system more widely.

As you work through the review, you will be asked to assign a level to each of the competency points. These levels are:

Level 1

I am aware of the competency area though without the knowledge, capability and experience to fully demonstrate it.

Level 2

I have a good working understanding of the competency area, but with some knowledge and/or capability and/or experience gaps, so look to others experience and support on a regular and consistent basis. I am not yet able to confidently give peer support and guidance to other guardians.

Level 3

I work with a secure understanding and knowledge of this competency. Though I still look for confirmation, advice and guidance, I am beginning to teach, train and mentor others who are at levels 1 and 2. I am aware of the skills and knowledge that I need to keep refreshed, those that I need to practice more, and the further experience, mentoring, coaching or training I need within this competency to reach the highest level.

Level 4

I am capable and confident with advanced knowledge, expertly demonstrating the principles, processes, behaviours and skills necessary for this competency. I am aware of the skills and knowledge that need to be refreshed to maintain this level and am able to support others in reaching a greater understanding and knowledge of the competency. I train or coach or mentor others in this competence area.

Your results will be automatically e-mailed to you. They will not be stored on the website:

1. Communication

How confident are you in the development and delivery of communication and engagement programmes for various audiences, using diverse media? E.g. presentation skills, ability to adapt style depending on audience etc.
How effective are you at enabling colleagues to speak up, particularly those who find it difficult? E.g. coaching and counselling, one to one communication skills etc.

2. Partnership building and relationship management

How aware of, and connected with, colleagues who are responsible for safety, quality and governance are you? E.g. networking skills etc.

3. Knowledge of the speaking up agenda and local systems

How knowledgeable are you of local speaking up processes, support and guidance? E.g. Public Interest Disclosure Act, organisational policies and procedures etc.
To what extent are you aware of wider Freedom to Speak Up developments and current direction from the National Guardian's Office?
How knowledgeable are you of the processes to escalate potential patient safety issues?
How knowledgeable are you of wider policy initiatives or organisations that may offer additional support?

4. Driving continuous improvement

How effective are you at reflecting on and developing what works best in your guardian practice to meet the diverse needs of those that speak up to you?
To what extent are you able to develop strategies and action plans to improve Freedom to Speak Up culture? E.g. use of SWOT, PESTEL, Pugh Matrix, Pareto etc.
How confident are you in inviting feedback following guardian contact and initiating for improvement?

5. Measuring effectiveness and impact

How do you know whether you are leading improvements in your local Freedom to Speak Up culture – do you have clearly established and regularly used indicators? E.g. data analysis etc.
How much does equality, diversity and inclusion influence your practice (for example workforce race equality standards)?
To what extent do you feel that you are able to analyse and evaluate your actions and plans as a guardian to demonstrate the impact that speaking up is having?
How confident are you in ensuring that all data and knowledge are handled appropriately, and that confidentiality is maintained? E.g. understanding of quantitive and qualitative information etc.

6. Time management and prioritisation

How confident are you in identifying key staff groups, and mentoring them to develop a network of Freedom to Speak Up Champions? E.g. management skills, leadership skills, mentoring skills etc.
How confident are you that you can manage multiple cases whilst achieving other work-related priorities? Eg. case management, supervision etc.

7. Training and capability building

To what extent do you feel that you are able to assess the knowledge and capability of staff to speak up, and support others to do so? E.g. knowledge of, and access to, training and skill building activities etc.
How confident are you in taking action to ensure that all staff have the skills and knowledge they need to enable them to speak up effectively, and to support others to do so? E.g. engagement with HR specialists, union reps etc.

8. Collaborating with senior leaders

To what extent do you feel that you are able to approach and form strong and open relationships with senior leaders? E.g. relationship building, communication skills etc.
How effective are you at the production and presentation of reports to help senior leaders understand your organisation’s speaking up culture?
To what extent do you feel that you are able to use your influence to challenge and hold senior leaders to account? E.g. communication skills, resilience, relationship building etc.