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CHAPTER FIVE: DEGREE TO WHICH LTD MEETS OBJECTIVES
Degree to which LtD links with Wider Developments in the Sector
5.1 Both participants and line managers were asked for their views on the programme in terms of its relevance to Social Work Services. The majority (75%) of participants agree that it was relevant, while slightly fewer line managers concurred (61%) as illustrated in Figure 5.1. Overall, relatively few participants disagreed (16%), while slightly fewer than one in three (29%) line managers disagreed that it was relevant to the industry sector.
5.2 Of those participants who agreed, there was a higher propensity among senior managers to rate it as 'very good' in this matter than middle or junior managers (63% versus 43% and 41% respectively).
Figure 5.1 Leading to Deliver & its Relevance to Social Work Services
5.3 Leading to Deliver is perceived by line managers to be very relevant to employers as in social services they expect their managers to lead change, to improve performance and to deliver better services. They can only do that if they are feeling confident and skilled themselves and supported to develop their skills, if they look at their own strengths and weaknesses and how that impacts on how they are managing.
The overall programme is very relevant to Social Services because we are in a change environment, organisations need clear leadership and direction and they need people that are reflective and adaptive to the whole change agenda. (Female, Line Manager, National voluntary organisation).
LtD is very relevant to social services in terms of management and leadership for the future, if you are going to create a culture where people are valued and supported and where people perform, this is the way we are going to do it. What has been good about the course, it achieves a lot without taking people away for too long. (Male, Line Manager, LA).
5.4 Of those who were more critical, there was a view that it needed to be more broadly focused than just on Social Services, i.e. on the wider community. In addition, it was also felt by a minority that it was too intensive and too high level to have ' widespread application' in large organisations within Social Services.
5.5 Similarly, both participants and line managers were asked for their views on the programme's relevance to 'Changing Lives'. The majority in both instances were favourably inclined to the programme in this light (83% and 76% respectively combined excellent/very good and good) as illustrated in Figure 5.12.
Figure 5.2 Leading to Deliver & its Relevance to 'Changing Lives'
LtD is absolutely about the outcome of the Changing Lives review. Ensuring managers are leaders, 'not just jumped up professionals'. It's training them to be flexible, able to recognise the people skills required. It 'hits the button' (Female, Line Manager, LA).
5.6 However, around one in seven (14%) line managers thought it was not relevant to Changing Lives. Among participants who were favourably inclined to the programme in this respect, those employed in smaller organisations ( i.e. < 100 employees) were more likely to rate the programme as 'excellent' than those in larger organisations (> 500 employees) (29% versus 11%).
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