Your Training Inhouse Ltd.

21/07/2025

Monday. Mind. Set.
Your mindset is contagious. What are you spreading today—calm or chaos?

In the NHS, we talk a lot about systems, pathways, and outcomes. But the truth is, your mindset sets the emotional tone for your team long before a single target or metric is discussed.

If you're stressed, your team feels it.
If you're steady, they draw strength from it.
If you're flexible, they feel safe to adapt and speak up.

Leadership in healthcare isn’t just about having the right answers—it’s about showing up in the right state.

And that doesn’t mean pretending to be fine when you’re not. It means learning to lead yourself first:

Pause before reacting
Reflect before responding
Breathe before briefing
So, as you step onto the ward, into the meeting, or onto the frontline today… ask yourself:
🧠 What state am I in?
🌊 And what ripple effect will that create for others?

Because mindset isn’t a soft skill in the NHS. It’s a clinical leadership essential.

14/07/2025

Monday. Mind. Set. Which mindset are you choosing for yourself?
"Between stimulus and response, there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom.” - Viktor Frankl.

Just in case you didn't know, Dr. Viktor Frankl was a Jewish survivor of Auschwitz. His book, Man's search for meaning, documents not so much what happened, but how he managed to survive the atrocities that took place there.

The core theme of the book is that no matter what else was taken from him (family, friends, freedom) the Natzi's could not take his mindset or attitude and, quite frankly, he chose to survive.

He couldn't control what happened, but he could, and did, control how he responded.

Unexpected things happen to us all the time. We can't control that. We can control how we respond to such circumstances. I'm not saying it's easy, but it is possible.

So if you're going through a tough time right now, here are some tips to help you get through it.

1. Avoid dwelling on what's happened and why it's happened. It's happened and can't be changed. There may be lessons to learn for the future. Focus on them in the future.
2. Right now, focus on what you can do to get through it. I appreciate it's not easy when you're going through it, so no. 3. is critical.
3. Ask for help. Whether it's family, friends or professional. There is more help available that you realise.

We've all been through tough times, so share your advice. You never know, it might help someone right now.
How did you get through it, whatever it was? No need to share details, just advice.

Have a great week.

08/07/2025

Here are 3 common mistakes even brilliant NHS clinicians make when teaching:

1️⃣ Too much information, not enough structure
2️⃣ Talking *at* learners instead of engaging them
3️⃣ Avoiding feedback because it's awkward

The Teach the Teacher programme helps you fix all of this.

✔️ Structure your sessions
✔️ Use practical engagement tools
✔️ Give meaningful, confidence-building feedback

Teaching is a skill—not just a job we inherit.

Want to get better at it?

👉 Join the course today

Our introduction to teaching skills and advanced teaching skills e-learning programmes are available at only £99 each or both together at £160.

✅ Online
✅ CPD-certified
✅ Built by NHS educators

Link in the comments.

17/06/2025

You don’t employ ordinary people to do ordinary jobs. Do you?
So why settle for ordinary training and coaching?

Our leadership training and coaching is experiential, practical, and fun, because that’s how we learn best.

Neuroscience tells us this isn’t just a “nice to have”, it’s how our brains are wired. When learning is interactive, emotionally engaging, and tied to real experience, the brain forms stronger, longer-lasting neural connections.

According to Dr. Judy Willis, a neurologist turned educator, “The brain responds to novelty, challenge, and positive emotional engagement by increasing dopamine and cementing learning into long-term memory.”

That’s why our sessions don’t look or feel like traditional training.
We laugh, we move, we role-play, we learn, we reflect.

We make leadership learning human.
🧠 You’ll remember what you learn.
🗣️ You’ll use it in the real world.
🔥 You’ll want to come back for more.

The photos in this post are from some of the recent programmes we've delivered on:
✅ Creating psychological safety in multi disciplinary teams.
✅ Advanced coaching and mentoring skills for leaders.
✅ Dealing with imposter syndrome for doctors.
✅ The art of influence.
✅ The really mental approach to project management.

Our clients include organisations from Pharma, Med. Tech, the NHS and travel and tourism.

Ordinary training builds ordinary leaders, teams and organisations.
And that’s not what you signed up for. Is it?

What's the most fun you've had on a training programme?

➡️ When you are ready to experience the extraordinary, drop me a message.

30/05/2025

The greatest trick that Imposter Syndrome pulls?
Convincing you that:

You’re the only one who feels like this.
Everyone else has it figured out.
Your success is a fluke.
Sooner or later, they’ll find you out.

👉 You walk into meetings convinced you're the least qualified person in the room.
👉 You dismiss your achievements as luck or good timing.
👉 You compare your behind-the-scenes doubts to everyone else’s polished public persona.

And because nobody talks about it, you assume it's just you. But it’s not.

I’ve worked with CEOs, doctors, entrepreneurs, executives, leaders at every level, and the same theme shows up, again and again:

"If only people knew how much I’m winging it."
"I don’t feel like I belong here."
"One day they’ll realise I’m not as capable as they think."

Here’s the truth that imposter syndrome hides:
✅ Feeling self-doubt doesn’t mean you’re not good enough.
✅ It means you’re human.
✅ And you’ve probably set a high bar for yourself, which is exactly why you’re succeeding.

The problem isn’t your ability. It’s the internal story you’ve been running.
And that story can be changed.
🔑 Through 1-2-1 coaching, and practical workshops, I help professionals rewrite the narrative that’s been holding them back.
🔑 We don’t aim for blind confidence, we build earned confidence.
🔑 The kind that allows you to own your success without apology — and perform at your best without the constant inner battle.

If imposter syndrome is costing you energy, peace of mind, or opportunities, we should talk.

Have you ever doubted yourself? What did you do about it?

17/04/2025

🚀 Want to feel more confident when you're teaching?

Being asked to teach students or junior staff is flattering.
But standing at the front of the room? That can feel daunting.

The truth is, it’s not about being a “natural presenter.”
It’s about knowing what works when you’re teaching others.

That’s what **Teach the Teacher for Healthcare Professionals** is all about.

You’ll learn how to:
✅ Structure teaching that actually makes sense
✅ Keep learners interested (yes, even on a Friday afternoon)
✅ Feel more confident in 1:1s, ward teaching, or presentations
✅ Handle nerves, questions, and the dreaded awkward silence

🎓 The course is just £99, fully CPD-accredited, and includes a live Zoom session for extra support.

📍 Whether you’re a nurse, doctor, pharmacist, or AHP – if you teach, this can help.

👉 An introduction to teaching skills https://tlp-inhouse.mykajabi.com/TTTIntro
👉 Advanced teaching skills https://tlp-inhouse.mykajabi.com/AdvancedTTT

Teach the Teacher e-learning for educators in healthcare

15/04/2025

🎯 Why does teaching feel so hard… even when you're brilliant at your job?

You’re a great clinician.
You know your stuff.
But when it comes to teaching others? That’s a whole different skill set.

Here’s what I hear all the time:
👉 “I know my subject… but I struggle to explain it clearly.”
👉 “I wasn’t taught how to teach – I just got thrown in.”
👉 “I want to make it more engaging, but I don’t know where to start.”

That’s why I created **Teach the Teacher for Healthcare Professionals** – a practical, no-fluff online course designed for NHS staff who teach.

You’ll learn how to:
✅ Plan sessions quickly and effectively
✅ Keep learners engaged (even the tired ones!)
✅ Give great feedback
✅ Handle tricky questions and personalities

It’s CPD-accredited, flexible, and includes a live Zoom session to consolidate your skills.

💡 If you teach in the NHS and want to feel more confident doing it, this is for you.

👉 An introduction to teaching skills https://tlp-inhouse.mykajabi.com/TTTIntro
👉 Advanced teaching skills https://tlp-inhouse.mykajabi.com/AdvancedTTT

18/03/2025

"I’m helping put a man on the moon."
How big is your vision?

The year was 1962. President John F. Kennedy was visiting NASA's Kennedy Space Center when he saw a janitor carrying a broom.

Curious, JFK asked, "What do you do here?"
Without hesitation, the janitor replied: "Mr. President, I’m helping put a man on the moon."

What an answer! This janitor didn’t just see himself as someone cleaning floors. He saw himself as part of something bigger. NASA’s mission to land a man on the moon. He understood that every role, no matter how big or small, contributes to the greater purpose.

I love this story because it demonstrates that you don't have to be in a leadership or management position to have a leadership mindset. Clearly this janitor could see, and believed, he was part of something much bigger.

I also love it because it allows me to bring together 2 great passions of mine.
Leadership and mindset. As a clinical hypnotherapist I deal with mindset all of the time. As a trainer and coach, I get to help leaders and their teams develop winning mindsets.

When leaders communicate a clear, compelling vision, they inspire their teams to take ownership of their work. They help everyone see how their contribution matters. They enable everyone to think, feel and act like a leader.

Last week, I delivered a 2-day leadership programme for doctors The Royal Liverpool hospital, where we explored the power of vision in leadership.

One of the most memorable discussions we had, was about how great leaders inspire their teams and this revolved around this famous JFK and NASA janitor story.

Do you have a leadership mindset, regardless of whether you are a "leader" by title or position?

What's your favourite leadership story?

07/03/2025

How much time did you spend planning your last holiday? Now, how much time have you spent planning your career?

On Monday, I had the pleasure of working with a group of SAS doctors from across the North West.

This time, the focus wasn’t just on leadership, it was on career progression and how these doctors can move towards becoming consultants.

SAS doctors, many of whom have joined the NHS from other healthcare systems, don’t start from scratch. But they must prove that their qualifications and experience match those of NHS-trained doctors.

To do this, they follow the Portfolio Pathway (PP), a structured process guiding them on what evidence to collect, how to document their progress, and how to present it for senior roles like Consultant or Specialist.

🔹 Here’s what stood out:
The NHS provides some of the best career planning guidance I’ve seen. Many private organisations don’t offer anywhere near this level of structured support.
🚀 And here’s the catch:
It’s up to each individual to take charge of their own career progression. You have to grab the bull by the horns.

With SAS doctors becoming an increasingly vital part of the NHS workforce, keeping them engaged, motivated, and supported is a priority for the NHS and the government.

Career development is one of the biggest reasons people stay in an organisation, often more important than salary.

What about you?
🔹 How often do you actively plan your career?
🔹 Do you know your next steps—or are you leaving it to chance?
🔹 Does your organisation offer a structured career pathway? If not, how do you create one for yourself?

Drop your thoughts in the comments—I’d love to hear your experience.

28/02/2025

It's GLOBAL SCOUSE DAY!!!!! 😎

I love my city and I've been fortunate to travel the world and tell others all about it.

In honour of Global Scouse Day I've put together a short video with some little known facts about "The Pool of Life" (Carl Jung).

Betcha don't know many of them and definitely not the last one ....

What's a little know fact about your home town?

27/02/2025

"Peace is not the absence of conflict, but the ability to handle conflict by peaceful means." – Ronald Reagan.

When we think of conflict in the NHS, many of us picture difficult team meetings, staff tensions, or passive-aggressive emails. But what if conflict wasn’t something to avoid, but rather a crucial ingredient for team success?

In Patrick Lencioni’s Five Dysfunctions of a Team, the second behaviour essential for a high-performing team is healthy conflict. Without it, teams become stagnant, avoid difficult conversations, and ultimately fail to reach their full potential.

Many healthcare teams struggle with conflict because they see it as negative. This leads to two common dysfunctions:
1️⃣ Artificial Harmony.
Team members avoid difficult discussions to “keep the peace,” leading to unresolved issues, disengagement, and poor patient outcomes.
2️⃣ Destructive Conflict. When issues do arise, they may escalate into personal disputes, affecting morale, team trust, and efficiency.
Both scenarios prevent teams from making the best clinical and operational decisions, leading to delays, frustration, and reduced quality of care.

Lencioni argues that the best teams don’t avoid conflict—they lean into it in a way that is open, respectful, and constructive. In the NHS, where patient safety, efficiency, and teamwork are paramount, healthy conflict can drive better decision-making, innovation, and staff wellbeing.

How NHS Leaders Can Foster a Culture of Healthy Conflict
✅ Build Trust First – Teams that trust each other can challenge ideas without fear of blame or judgment. Psychological safety is key.
✅ Normalise Debate – Frame conflict as a necessary and positive process for improving patient care and workplace efficiency.
✅ Challenge Ideas, Not People – Discussions should focus on clinical reasoning, strategies, and service improvements—not personal attacks.
✅ Facilitate Open Dialogue – Encourage all voices to be heard, ensuring that junior staff and quieter team members feel safe contributing.
✅ Resolve, Don’t Bury – Addressing tensions openly and constructively prevents issues from resurfacing later in a more damaging way.

Great NHS leaders don’t just manage conflict—they create environments where it drives improvement. When teams learn to engage in productive disagreements, they:
🔹 Make better clinical and operational decisions because diverse perspectives are considered.
🔹 Improve efficiency by tackling issues early rather than letting them fester.
🔹 Enhance staff morale and retention by fostering a culture of respect and open dialogue.

In healthcare, where high-pressure environments and multidisciplinary collaboration are the norm, the ability to embrace healthy conflict is essential for both team effectiveness and patient care. When we can turn disagreement into innovation, we build stronger, more resilient NHS teams.

13/01/2025

I’m sorry. I need help. I made a mistake.
How comfortable do you feel saying things like this in work, especially if you’re in leadership?

Tomorrow, I’m excited to kick off a 6-month High-Performing Teams Programme with an incredible group of nurses at Southport hospital (part of Mersey West Lancs trust). This journey is all about transforming team dynamics and boosting collaboration to deliver the best possible outcomes for patients.

Over the next 6 months we will be working through a series of half day workshops using Patrick Lencioni’s 5 Behaviours of high performing teams.

These are: Trust. Conflict. Commitment. Accountability and Results.
Each behaviour is essential to master and each links to the next.

The foundation of any exceptional team is trust. But not just any trust—vulnerability-based trust, where team members feel safe to be honest, open, and real with one another.

Everyone in a team, including the leader, needs to be able to say things like “I’ve made a mistake, without fear of the 3Rs.

❌ Ridicule
❌ Reprisal and
❌ Rejection.

Trust isn’t built overnight, and it requires intentional effort:

✅ Start small: Encourage open conversations and personal sharing.
✅ Be consistent: Follow through on commitments.
✅ Lead by example: As a leader, model vulnerability and openness.

When trust flourishes, teams feel empowered to take risks, communicate authentically, and achieve remarkable results. Today we will be looking at what trust means to this team and which behaviours will build or break trust for them.

Do you feel comfortable admitting that you’ve made mistakes and asking for help in work?

What strategies have you used to build trust within your teams? Let’s spark a conversation and share ideas!

And when you’d like to know more about creating high-performing teams or implementing Lencioni’s model in your organisation, drop me a message or comment below.