Welcome to DoOD's resource library for people working in organisational development in CCGs. We have a range of toolkits, case studies and useful documents to help you with your OD work as commissioners. If you or your organisation has anything to share, please contact us - we'll be updating the library regularly throughout the year.
The directory of development support offers for CCGs and commissioners is a searchable, mobile enabled on-line tool that provides easy access to offers of development support and networking opportunities.
Share and access case studies through The Pinboard
On The Pinboard Space you can access a range of case studies including case studies from CCGs who have done some great OD work.
Framework for Excellence in Clinical Commissioning
This document from NHS England sets out what excellent practice in CCG clinical commissioning looks like across six key areas: clinical and member engagement, public engagement, planning, governance, collaboration and clinical leadership.
Framework for Excellence in Clinical Commissioning Self Assessment
This framework has been developed with CCG leaders, NHS England and Academic Researchers, and it specifies what makes an excellent CCG, in terms of qualities, practices and behaviours in order to bring about positive transformational change. This self assessment tool can be used locally to gather evidence and gain a better understanding of how your CCG is performing against the Framework. To find the document, scroll down to 'C' and look for 'CCG Framework in Excellence Self Assessment'. The survey can be undertaken manually or set up using an online survey website, such as Survey Monkey. For further information please contact firstname.lastname@example.org
The Commissioning Quick Guide
This document from the North West Leadership Academy is a quick guide to commissioning and designing effective leadership and commissioning governing body development. To find the document, scroll down to 'C' and download the 'Commissioning Quick Guide'.
The London Pathfinder Toolkit
This toolkit from the London Leadership Academy includes some case studies in organisational development (from page 23 onwards) which are still relevant to CCGs today- there are ideas on how to develop commissioning priorities and suggests useful tools for this.
Reviewing the Contribution and Capability of Governing Body Members
Taking up a seat on the main board of an NHS organisation requires more than being a good manager, leader or expert, and building an effective board demands more than assembling a group of impressive individuals. The checklist from the North West Leadership Academy provides a tool for new and established Board members to review their effectiveness as a corporate director or member of a NHS Board using this framework. It is designed to help develop newly appointed directors and established directors to reflect on their role on the Board.
Organisational Development - What is in a name?
This article by Linda Holbeche and Mee-Yan Cheung-Judge looks at definitions of organisational development, as well as what is involved, the core values and the future of OD. You can find another article by Mee-Yan here and a podcast featuring her wisdom here.
Giving Effective Feedback Tool
Do you find it difficult giving effective feedback, most people struggle and want to be constructive, building on strengths and highlighting areas for development, if so check our North West Leadership Academy’s fantastic feedback tool.
How We Do It: Three executives reflect on strategic decision making
In this article from McKinsey Quarterly, Sir Martin Sorrell, Randy Komisar, and Anne Mulcahy describe how they balance the importance of timely action with the need for thorough, unbiased decision processes.
Talent Management in the Public Sector
Talent management is the hot topic for HR managers in organisations, both in the private and public sectors. Drawing on two years of research into the area by Ashridge, Marion Devine and Marcus Powell discuss the issues around identifying and developing talent in public sector organisations, suggesting ways in which the public sector can better retain and deploy talent in the future in this report.
Growing the Talent Garden
The world’s best organisations place utmost priority on talent development, and implement highly effective processes to create a healthy leadership pipeline. Hay Group asks what are the secrets of a fertile and flourishing talent garden?
Doctor Who: The barriers and enablers to developing medical leadership
This paper draws on Hay Group’s experience of working with healthcare leaders and findings from our recent survey into leadership in the NHS, to define the barriers and enablers to developing medical leadership talent. We suggest how these issues can be addressed – both nationally and locally – to develop the medical leadership talent needed for the future.
Examples of Different CCG Organisation Development Journeys
Organisational development is many things to many people but it is important that it is at the heart of our CCGs to enable us to deliver our visions for local people. This report, case studies and videos provide us with examples of how CCGs have been achieving this. They focus on different themes, showing how OD has supported CCGs’ specific initiatives in the following areas:
- NHS East Staffordshire CCG: Using OD activity to focus on bringing CCG and Commissioning Support Unit (CSU) staff together, engaging with CCG membership and investing in the next generation of leaders. There is a supporting video here from NHS England.
- NHS Brighton and Hove CCG: Focussing on what it means to be a clinically led organisation and on deepening leaders’ knowledge about their core business of commissioning. There is a supporting video here from NHS England.
- NHS North East Lincolnshire: Using OD activity to develop effective partnership working and collaborative commissioning with the local authority, community representatives and clinical leaders.There is a supporting video here from NHS England.
- NHS North Derbyshire CCG: How to effect change in approaches to governance, leadership, team working and membership engagement, using OD to focus on developing the organisation’s culture. There is a supporting video here from NHS England.
- NHS Hastings and Rother CCG/NHS Eastbourne Hailsham and Seaford CCG: How OD has been used to bring together two CCGs to tackle significant organisational and financial challenges across a shared health economy. There is a supporting video here from NHS England.
And Do OD has some great resources too...
Think Brighter aims to provide support to NHS employers who are making workforce changes to deliver high quality care, against the backdrop of a challenging financial environment. One aim of this programme is to provide you with a space to think about the big issues currently facing the NHS which require a substantial commitment to change. We want to help you consider new ideas and approaches for addressing large scale change and the challenges that colleagues are faced with on a daily basis, and have created a space on our website to share best practice and the skills, knowledge and experience of experts, from within the NHS and beyond.
Safe Place to Stay Sharp
One of the Do OD Project groups has been looking at developing the OD workforce in the NHS, and the group's main recommendation is that every OD practitioner needs a safe place to stay sharp to develop as a professional. The other resources from this project group can be found here.
Talent Management Resources
Talent is one of the seven Do OD project groups for 2013/14 and its aim was to define and demystify talent and determine whether the NHS is resource rich, or resource poor, in relation to tools to support organisational development. They have pulled together a number of great resources for OD practitioners such as toolkits, blogs and articles, as well as analysing the current NHS OD workforce and what we may need in future which can be found here.
Values, Behaviour and Culture
Values, Behaviour and Culture is one of the seven Do OD project groups for 2013/14 and its aim was to share definitions of values, behaviour and culture and define their inter-relationship, as well as collating tools and resources to provoke the discussion around this.