Rethinking Leadership Structure
Initially, I assumed I would need to recruit someone with a health background. However, as I widened my perspective, I began to see the potential within the existing team.
It became clear that the operations manager had the capacity to grow into the role, with appropriate mentoring and time.
Strengthening Clinical and Operational Foundations
Alongside this, there was already strong leadership in psychosocial care, and the recruitment of a Clinical Nurse Specialist (CNS) ensured that both the clinical and operational aspects of my role were covered.
I had long held a vision for the CNS role to evolve into a Nurse Practitioner position, leading a nurse-led clinic on site—making this recruitment particularly significant.
Preparing for Transition
Once I had clarity in my own thinking, the next step was to inform the Board of Trustees and begin conversations with those stepping into leadership roles.
The Importance of Communication
Documentation and communication were critical to ensuring a transparent transition. In a timely manner, the team was informed, followed by communication with key stakeholders and the families supported by the organisation.
Throughout this process, it was important to remain open, honest, and intentional.
