Wheel of Partnership

During 2017, a competency model known as ‘The Wheel of Partnership’ was developed. The model identifies the skills, knowledge and behaviours that enable successful integrated working and person centred care.

The model was created from research carried out by Bournemouth University and from data collected via many conversations with Tower Hamlets Together (THT) staff. The competencies are a way of evaluating how we are doing and how we can get better. They can be used by individuals for self-reflection or by teams as a tool for group discussion. They are relevant to all people and organisations working across THT.

Currently it is being used by teams to identify how they can further develop their model of integrated working and some teams are including the competencies in their job descriptions. The aim is to get this model adopted across all THT partners.

Download the Wheel of Partnership workbook for teams and individuals here.

The Wheel of Partnership can be used to be the basis of a stand-alone staff session or can be used to form a part of regular team meetings. Sections of the Wheel can be used as a particular focus e.g. Resilience or Listening.

I have been using the Wheel of Partnership for the past few months as part of my clinical and managerial supervision. Allocating approximately 15 minutes to discuss a section of the wheel in supervision.

Use the reflective questions to prompt answers and ask the team how they think that they are doing in a specific area, what needs to improve?

Using the competencies and reflective questions we explore how the section of the wheel and competencies relate to my role, my professional development and how these link to the service.

Try and keep the answers to what the team can do, rather than what is not being done, this avoids barriers.

The Wheel of Partnership can provide a framework for learning from incidents when working with service users or a population to identify and establish the strengths to build on and what could be done differently.

Experiential learning through reflection following incidents, is encouraged rather than defending specific practice.

As there is a focus on behaviours and attitudes, the competencies can also be used to develop a positive culture around how teams work together and with others - useful for team building.

Using the Wheel has added more a richness to my supervision as it encourages both my supervisor and I to look beyond immediate action points and see the bigger picture of how we can support person centered practice within integrated services.

I have also sometimes written up my thoughts in the workbook as a reflection which I can include as part of my professional portfolio.

We have found the wheel has given us new insights and perspectives and has encouraged me to question my practice as well as recognise my strengths on an ongoing basis.

Are you a Tower Hamlets resident? We would love to hear from you!

If you have any feedback regarding our services, or suggestions of ideas and initiatives that may improve the healthcare and wellbeing of people in Tower Hamlets, please get in touch. We look forward to hearing from you.