Locally Employed Doctors (LEDs) cover a wide range of job titles and contracts. As other medical practitioners’ responsibilities change and grow in the wake of the pandemic, LEDs are stepping up by moving into more non-clinical roles. So that they can thrive in bigger and more diverse roles, this transition requires training to develop the new skills they need. To ensure LEDs have support as their responsibilities increase and change in scope, Miad Healthcare offers comprehensive courses to enhance their abilities and prepare LEDs for the future.

Why we want to develop LED skills

The strain placed on the NHS and our medical workforce by the pandemic is still prevalent and, as a result, can be a challenging environment. Support for LEDs in this environment needs to include development opportunities so they can learn how to improve their working environments and in doing so discover methods of improving their own wellbeing.

To accommodate this need, we offer a tailored series of training sessions specifically aimed at new and existing LEDs to ensure that the skills required to safeguard themselves and to thrive within their work environment are provided. These skills range from working on communication in a clinical environment, to coaching and mentoring; fostering individual leadership qualities; establishing processes, and firm negotiation.

In addition, many LEDs, though locally employed, are not necessarily familiar with British culture or the complex system of the NHS including organisational structure and governance. We cover the knowledge needed not only to confidently excel in an intricate medical organisation but to also better understand interpersonal teamworking.

Ensuring LEDs aren’t left behind

LEDs as a group come up against specific challenges. Unlike General Practitioners, Consultants or Specialty and Associate Specialists, LEDs do not benefit from a national agreement for their contracts which means there’s no widespread agreed career or pay progression for them. Within this, there are no obligations for organisations to provide training, even though LEDs roles are being redefined to encompass aspects outside of their wheelhouse such as appraisals and revalidation.

While many do ensure that their own LEDs have training, without standardised guides or processes there is a greater opportunity for skill gaps. Our own training offer covers a wide range of abilities which ensures that LEDs can explore any areas of improvement they might need. For example, we have a strong focus on differential attainment (DA), where we teach methods for mitigating gaps between different groups of medical professionals and the factors that lead to DA. This covers patient expectations, discussing treatment options, consent, and decision-making. Equally important is discussing diversity and how to communicate with respect in regards to cultural differences between individuals and teams.

Preparing LEDs for the future

Nearly a third of LEDs surveyed are experiencing burnout due to system pressure and over a quarter have felt bullied in the workplace. This can add to an already stressful environment where support for gaining qualifications is not always readily available. Even if it is, knowing how and who to approach with issues in a confidential manner is often difficult and skills like positive assertion or navigating team dynamics are not innate. They must be learnt.

As there is no contractual consistency for the growing population of LEDs across the UK, we have to make choices about how we aid their development. Book your own sessions or get in touch with us here.