Clare Henson-Bowen

As we hear Ministers are setting out plans to reform personal independence payments (PIP) through changes to eligibility criteria and assessments, we want to emphasise the crucial role of prevention in maintaining employee well-being. Spotting the signs of deteriorating mental health at work is a vital step in this approach. As highlighted in our article, poor mental health doesn't just affect individuals - it impacts families, friends, and organisations as well. By recognising early warning signs and taking action, we can mitigate the negative effects and strive towards a healthier, more supportive work environment. Read the full article here:

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My latest blog for CareFlex Ltd has been published, this one on safe and appropriate use of belts and harnesses: https://lnkd.in/e5Sn2HMG #Posture #PosturalSupport #PelvicBelt #Harness #PosturalSupportDevice

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Join CMSUK for an insightful webinar on 16th January: Self-care for Case Managers - Tools for Mental Wellbeing in the Workplace. Hosted by Dr Rumina Taylor, Clinical Psychologist and Chief Clinical Officer at HelloSelf, this session will equip case managers and multidisciplinary professionals with practical strategies to manage stress, prevent burnout, and promote mental well-being. Recognise the signs of stress and emotional burnout, learn mindfulness and cognitive behavioural techniques for self-care, gain insights into supporting colleagues, clients, and family and engage in an interactive Q&A with experts. This is a must-attend for professionals working in trauma rehabilitation, healthcare, or anyone passionate about self-care and mental well-being. Don’t miss this opportunity to prioritise your well-being and enhance your professional toolkit. Click the link to book https://lnkd.in/e_qFyquf #MentalHealth #CaseManagement #SelfCare #BurnoutPrevention

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May is Mental Health Awareness Month! I'm looking forward to meeting Stephen Melling and Denise Smith tomorrow at Merepark Medical Centre. We'll be discussing Mental Health Awareness, how to identify the signs that someone might be struggling with their mental health and wellbeing and what to do to support them. When an organisation takes a vested interest in understanding mental health and how to support their workforce, it demonstrates that all employees have value and worth. If you have a culture of health and wellbeing in your organisation, what are the benefits it brings to the workplace? #mentalhealthawareness #mentalhealth #wellbeingculture #primarycare #organisationalhealth

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Why is it that many midwives believe - incorrectly - that those who are not working in NHS clinical midwifery are not practising midwives? 🤔 This disregard for non-NHS clinical midwives spans the profession. At the recent RCM conference, I overheard a midwife joke about a colleague "going over to the dark side" into teaching. When I left my university lecturer role to set up Expectancy, some colleagues wished me well "on my retirement," despite knowing I was about to work harder than ever. Many midwives move into independent practice, offering complementary therapies, antenatal education, lactation support, or tongue-tie division. Maternity care is evolving. Midwives deserve choices in their work, too. The NHS doesn't own you, and charging for professional services is not a crime. Let's respect ALL midwifery colleagues, regardless of where and how they choose to work. Read my latest blog post to explore this issue in more depth - https://lnkd.in/eQfXfM_8 #MidwiferyMatters #MidwifeLife #RespectAllMidwives

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This week’s share is the Care Quality Commission's report on maternity services (https://lnkd.in/eJvspZRp). It builds on previous reports in 2020 and 2022, shining a further spotlight on the state of maternity care today. This subject matters really deeply to me: I was privileged to be an obstetric anaesthetist for twenty years, and counselled numerous women who had experienced poor care which was impacting their decision making about how (and in some cases if ) they should give birth in the future, and their stories shaped my practice. The report makes difficult reading. It’s not describing anything new, and there is good progress in some areas, but overall the pace of change is slow. Today, no English maternity service is rated as outstanding, and two thirds ‘require improvement’ or worse. It describes that, in some units, poor care has become normalised, with incidents under-reported. This misses the opportunity to learn and institute training. Alongside this is a normalisation of potentially serious incidents when these have been managed effectively, not asking if the whole event was avoidable. Birth can still be psychologically very traumatic even when care is safe. This contributes to the long term impact giving birth can have on mental health even when physical trauma has resolved. The report states that 4 to 5% of women develop PTSD as a result of giving birth a year. I did the maths, and that’s 25 to 30 000 women a year. Other areas of focus include lack of consistent triage, poor data, estates that don’t support delivering safe care, communication challenges both with clients and between staff, and deep seated health inequalities. Addressing these issues is hard, and made harder by the long standing staffing challenges in maternity services. Shortages, and the pressure staff feel under to go the extra mile contribute to risking sickness rates and retention challenges that perpetuate the cycle. And care needs are getting more complex, with rising rates of obesity and other medical conditions and a continuing rise in the proportion of babies born by caesarean section. At CF I’ve worked with a number of systems and ICBs to set out the specific challenges faced by local maternity services, develop care models that tackle these, set a strategic direction for the future, and prioritise what needs to be done to deliver this. I’m invariably blown away by the passion and commitment of staff to deliver better care, their willingness to work in partnership across systems to do so, and to combine their knowledge with the data to develop compelling solutions. My fervent hope is that more systems set out the transformation of maternity services needed to deliver the care women and families deserve, and that the NHS 10 year plan when it comes enables delivery. Thoughts welcome, and if you’d like to talk about any of this, message me… #NHS #maternitycare

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"Engaging patients, families and carers in complaints compassionately, especially during healthcare incidents, takes more than just skill—it requires a deep emotional awareness." 💬 In my upcoming session, Engaging Patients & Families in Complaints under Patient Safety Incident Response Framework (PSIRF) and the Complaints Standards Framework (NHS Approved Training), we’re going beyond the technical aspects. We’ll dive into the emotional complexities and motivations behind compassionate engagement, especially under stressful conditions. I also share my own personal thought-provoking story to provide real-life context, sparking rich discussions and insights that provides deep learning. During my training, I ask participants to reflect on what drives their own responses in challenging situations. It’s always eye-opening to see how deeply our well-being and resilience affect our ability to connect with others compassionately. Digging deep to understand ourselves is as important as understanding the families we work with, and the incredible difference we can make and can support them genuinely, even when it’s tough. It’s one thing to know how to approach these situations, but understanding the why, as we journey together allows exploration of our own emotional responses which can make all the difference. If this resonates with you and you’d like to join us, there are just a few spots left on the 2nd of December, hosted by Healthcare Conferences UK Ltd, delivered virtually and interactively. Let’s explore how we can better support patients, families, carers and ourselves in these crucial moments. Clare Gallagher #CompassionateCare #NHSComplaints #PSIRF #HealthcareTraining #FamilyEngagement #WellbeingAndResilience #EmpathyInHealthcare #Involvement https://lnkd.in/gxUF4ACj

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Our Practice Quality team works to ensure providers who implement behaviour support plans understand their obligations and are meeting all the requirements of their registration. Registered providers implementing restrictive practices as part of a behaviour support plan must submit a report to us every month via the Behaviour Support portal - even when those restrictive practices weren't used that month. We use the data from these reports to get a clear understanding of what restrictive practices are being used, with a view to reducing and eliminating their use. This monthly reporting is a legislative requirement for implementing providers and must be completed by the 5th of each month. Providers who don't meet their monthly reporting obligations may face compliance action including compliance and/or infringement notices. The Practice Quality team has prepared a series of User Guides, including a Video Guide, to help you understand how to complete your monthly reporting via the Behaviour Support portal - find them here: https://bit.ly/4e3PHoc. [ID: The words "Provider Obligations - Monthly Reporting" are in large white text on a green background over an animated illustration of a person wearing a purple top sitting at a laptop. The words "Practice Quality" are in the bottom left-hand corner underneath a green tick in a purple circle] #NDISCommission #NDIS #PracticeQuality #BehaviourSupport #BehaviourSupportPlans #BehaviourSupportPractitioners #restrictivepractices #peoplewithdisability #disability

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Care Campaign for the Vulnerable (CCFTV) has been made aware of a troubling case involving the eviction of an elderly resident following the breakdown of the relationship between the family and the care home. While evictions are unfortunately not uncommon when disagreements arise, no vulnerable individual should face such distressing circumstances without appropriate mediation and support. In this particular case, the family is hesitant to name the care home involved, fearing potential retribution against their loved one. This is deeply concerning, as families should never feel silenced or fearful when raising valid concerns about the care their loved ones are receiving. Transparency in care is vital and when families feel they cannot speak out, it undermines confidence in the system. At CCFTV, we understand how distressing these situations can be for families and dedicated to offering comprehensive support to families facing such challenges, helping them navigate the difficult conversations that arise in these circumstances. We provide guidance on how to engage with care providers constructively, ensuring that the family’s concerns are heard and addressed. CCFTV serves as a voice for families, advocating for open dialogue and pushing for solutions that prioritise the well-being of vulnerable residents. In addition, we work to prevent escalation by facilitating mediation between families and care homes. CCFTV’s approach is focused on finding a balance between protecting the rights and dignity of the resident that supports a cooperative environment. CCFTV believes that every eviction case can and should be approached with compassion and sensitivity, with the goal of avoiding unnecessary distress to the resident. We also recognise that these situations are rarely simple and require patience, sensitivity, and careful management of expectations, that serve the best interests of the vulnerable individuals involved. CCFTV will continue to monitor this case closely, advocating for the rights of the family and ensuring that the care home fully acknowledges our involvement as we work toward a constructive and compassionate resolution.#Evictions #Support #Care #Families #CareHomes

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Sometimes it’s not appropriate for employees to work from home even if they have underlying medical conditions. However referring the employee for a management referral can help to obtain a full history and recommend adjustments that may be reasonable for the business to make. Turners Occupational Health and Well-being Services take time to understand the employee and provide advice to help someone remain or return to the work environment. This may include our bespoke 6 week counselling package or just a step by step phased return plan. #returntowork #workingfromhome #support #counselling #worklifebalance #motivation #fear

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#Thinkingdifferently Sometimes, it is hard to know where to start with the many challenges faced by the #NHS. The challenges are global, and the scale of risks for the population is not easily solved by more money and more staff. It is easy to focus on the problems, the diagnosis, and the analytics. It is easy to run to the tried and failing cost improvement programmes (CIPs). It is easy to fall into the tsunami of healthcare tech hoping for magical solutions to the workforce and productivity issues. It's clear that our current thinking, mental models, and approaches are not sufficient to address the challenges we face. We need to be open to new thinking to truly tackle these issues. The second in our webinar Thinking Differently series is all about how we use our resources and generate value - #productivity Sign up through the link below. At the very least, there will be some learning. What's not to like? https://lnkd.in/egxRrYah STRASYS Muir Gray Mark Jennings Dilshaad Ali Claire Wilson

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How can you effectively workforce plan in the NHS when you do not have all of the information that you need? The short answer is your can't. F_rstly t_ und_rst_nd yo_r cap_c_ty y_u r_ally n_ed to ha_e all of t_e d_ta, a_y hol_s or mi_sing info_mation wi_l n_t prov_de you with the f_ll p_ctur_. Secondly, you then need clear demand data such as: ................................................................................................................................................................................................................................................................................ ........................................................................................................................................ Effective workforce planning is only possible if you have all the information you need: understanding your capacity and how it measures up against the demands of each service. Surface-level data is insufficient. For example, if the demand for the service is 123 PAs per week and your capacity also shows 123 PAs per week, it might seem fine. But what if 10 PAs are over-subscribed in Theatre and 10 PAs are under-subscribed in Clinics? The total number of PAs matches, but not in the right way. This misalignment means you’re potentially paying staff for surgeries that don’t happen whilst at the same time spending contingency money on agency staff to support your clinics. I don't need to tell you that this all adds up. Equally the problem may be invisible to you if the surface data says everything is fine. What you need is forensic-level analysis that provides complete information and a meaningful gap analysis. Anything less will give you an inaccurate picture and could cost you budget you do not have. How effectively do you workforce plan in your trust? does it have an impact on how your services run? I would love to hear stories. #NHS #Workforceplanning #CapacityandDemand

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Turners Occupational Health and Well-being Services Turners Occupational Health and Well-being Services. is offering a 2-day MHFA England - Mental Health First Aiders Adult course on August 12th and 13th, 2024. This face-to-face course will take place in Attleborough £300 per delegate lunch incl. Turners clients or booking before 1.6.24. 20% discount Only 16 delegates maximum, so act fast! Contact Tracy at [email protected] for additional details. #mentalhealthawareness wellness #professionaldevelopment Mental health has become an increasingly important topic in the workplace. With the rise of stress and mental health issues among employees, it is essential for companies to prioritise the well-being of their staff. One way to do this is by investing in mental health first aid training. This type of training equips employees with the skills and knowledge to identify and support those who may be struggling with mental health issues. One organization that offers such training is MHFA England. Founded in 2007, MHFA England is a social enterprise that provides mental health first aid training to individuals and organizations. Their mission is to increase mental health literacy and reduce stigma surrounding mental health in England. So, what exactly does MHFA England offer? Their flagship course, Mental Health First Aid (MHFA) is a two-day training program that teaches participants how to recognise the signs and symptoms of common mental health issues, provide initial support, and guide individuals towards appropriate professional help. The training covers a wide range of mental health issues including depression, anxiety, psychosis, and substance abuse disorders. So, what are the benefits of investing in mental health first aid training in the workplace? Firstly, it helps to reduce the stigma surrounding mental health. By providing employees with the knowledge and tools to support their colleagues, it creates a more open and understanding culture in the workplace. Secondly, mental health first aid training can lead to early intervention and prevention of more serious mental health issues. Just like how physical first aid can prevent an injury from becoming worse, mental health first aid can prevent a mental health issue from escalating. Moreover, training employees in mental health first aid can also improve overall productivity and well-being in the workplace. When employees feel supported and understood, they are more likely to be engaged and motivated in their work. This, in turn, can lead to better performance and a more positive work environment. In conclusion, mental health first aid training is a valuable investment for any organization. It not only equips employees with the skills to support their colleagues, but it also creates a more mentally healthy and productive workplace. With the help of MHFA England, companies can take a proactive approach towards mental health and foster a culture of well-being and support.

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With the rise in National Insurance, it can be a useful reminder to understand how General Practice is funded (https://lnkd.in/eheGJ5nN) was aimed at doctors in training, but is useful to have as a bit of revision! The video then answers the question of whether we are letting too much water out of the bath!!?

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How can we make sure that people have better experiences when interacting with health systems? The main message coming through from these recommendations is how important good communication is during the health journey. #RuralHealth #RuralHealthCareers #RuralCommunitites #HealthEquity #HealthJourney

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CQC Single Assessment Framework Follow Up @TheCaringView @_mark_topps https://lnkd.in/eFmvxv7b

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CQC Single Assessment Framework Follow Up @TheCaringView @_mark_topps https://lnkd.in/eFmvxv7b

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CQC Single Assessment Framework Follow Up @TheCaringView @_mark_topps https://lnkd.in/eFmvxv7b

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