Leadership competencies interests and development

The Society of Occupational Medicine (SOM) Leadership Academy has developed a Leadership Framework that describes the core competencies needed for effective leadership across Occupational Health.

This short survey (approximately 6-9 minutes) aims to understand:
• your current confidence across these leadership competencies, and
• your priorities for future leadership development.

Your responses will help the SOM Leadership Academy shape leadership development opportunities, resources and programmes that are relevant to members at different career stages and roles. Responses will be treated confidentially and reported in aggregate.

If you have any questions, please contact nick.pahl@som.org.uk or rose.wood@som.org.uk.

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1. What is your name?

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2. What is your email?

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3. How many years working in Occupational Health?

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4. What field within Occupational Health do you work in?

OH Nurse

Occupational Hygienists

Occupational Physician

Occupational Health Physiotherapist

Occupational Psychologist

OH Technician

Occupational Therapist

Other (please specify)

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5. How would you describe your career and work interests?

Self-awareness and development domain

For the following leadership qualities, please rate your confidence on a scale of 1–5, where 1 = not confident at all and 5 = extremely confident.

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6. Demonstrating self-awareness in your leadership:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

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7. Acting with trust and integrity in your leadership:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

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8. Managing personal resources and building resilience in your leadership:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

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9. Being self-directed in your leadership:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

Clinical leadership domain

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10. Demonstrating technical excellence:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

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11. Applying evidence in practice:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

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12. Engaging with translated evidence:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

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13. Completing Continuing Professional Development (CPD) and reflective practice:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

Relationships and communications domain

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14. Actively listening:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

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15. Communicating openly:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

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16. Influencing and negotiating:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

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17. Managing conflict:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

People Leadership

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18. Collaborating effectively in teams:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

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19. Mentoring and providing support:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

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20. Leading teams:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

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21. Leading change:

1

5

Clear

i We adjusted the number you entered based on the slider’s scale.

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22. Which competency are you most interested in developing (Business acumen)

Communicating effectively in business contexts

Demonstrating commercial awareness

Being business and service orientated

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23. Which competency are you most interested in developing (vision and strategy)

inspiring others

communicating with clarity

adapting and thinking ahead

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24. Which competency are you most interested in developing (organisational and eco-system leadership)

Navigating and collaborating within the organisation and beyond

Influencing across the organisation

Leading system-level change

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25. Which competency are you most interested in developing (External leadership and professional stewardship)

building strategic partnerships

demonstrating contextual awareness

championing Occupational Health

developing future leaders in Occupational Health

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26. Which domain is most relevant to your leadership career development?

Self awareness and development

Clinical leadership

Relationships and communications

People leadership

Business acumen

Vision and strategy

Organisational (and eco-system) leadership

External leadership and professional stewardship

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27. Do you consider yourself a leader or in a management role at work?

Yes

No

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28. Is there anything else you are particularly interested in developing that hasn't been mentioned within your leadership development?

Thanks for taking the time to complete this survey.

If you have any questions, please e mail rose.wood@som.org.uk.
Society of Occupational Medicine, 2 St Andrews Place, London, NW1 4LB