Dr Girija Anand, (informally known as Gij) has been a Consultant Clinical Oncologist for almost 15 years. She is now also an Associate Medical director at a North London NHS Trust where her responsibilities include clinical governance for doctors and professional affairs.

Reflective Questions for Health Leaders
1. Have you ever been encouraged into a leadership role before you felt fully ready? What qualities did others see in you that you may not have recognised in yourself? Recognising potential early is a powerful reminder for healthcare leaders to trust the feedback of others and to look for leadership qualities in their own teams. When we encourage emerging leaders, we build stronger departments and set the stage for resilient healthcare organisations.

2. In your own journey, when have you felt the weight of imposter syndrome, and what steps did you take to overcome it? Remember, seeking out new skills, leaning on mentors, and embracing coaching can be transformative tools for every leader. They provide fresh perspectives and reinforce confidence, helping us feel equipped to lead.

3. Who is in your support network, and how can they help you manage leadership challenges more effectively? Are you able to ask for help when needed? Asking for help is not a sign of weakness; it’s a hallmark of strong leadership. It signals humility, confidence, and commitment to achieving the best outcomes for patients and teams.

4. How well do you balance clinical and leadership duties? What changes could you make to protect your personal time and prioritise self-care? Maintaining this balance isn’t easy, but by prioritising well-being and building trusted teams, leaders can sustain themselves for the long term and model resilience for those they lead.

5. What’s your approach to leading through organisational change? How do you ensure that all voices are heard and team morale stays high? Mergers and integration require deep trust and collaboration. By empowering leaders within each department, Gij is fostering a culture of trust that will be essential for the successful integration of services and improved patient outcomes.

6. What leadership styles do you naturally gravitate towards, and how could expanding your range of styles improve your effectiveness? Understanding our strengths and style as leaders can help us harness our unique qualities and lead authentically. As Gij shows, leadership is as much about self-discovery as it is about guiding others.

If you’re interested in exploring coaching or learning more about leadership in healthcare, visit my website, where you’ll find a wealth of resources tailored to medical and public health professionals. Sign up for my newsletter to receive 3 hours of free CPD through the Health Career Success Programme and access a range of articles, tools, and guides to support your career journey.

Dr Fiona Day is the world’s only Leadership Coach with advanced coaching psychology, medical and public health qualifications (MBChB, FFPH, BPS Chartered Psychologist in Coaching Psychology, EMCC Master Practitioner Coach & Mentor) and is in a unique position to help you and your teams to flourish. Fiona specialises in coaching medical and public health leaders, is a coach Supervisor, and an EQA Foundation Award Holder. Book a free confidential 30 minute Consultation with Fiona here.

Mat Daniel, MMEd MA(Coaching) PhD FRCSEd(ORL-HNS) has over 30 years’ experience in healthcare, and works as a Consultant Paediatric Otorhinolaryngologist.

He has / had leadership roles at local, regional and national level, including in medical associations, research, medical education, and guideline development.

Mat uses coaching as a leadership style, he trains others in coaching and leadership, and runs a variety of workshops designed to support doctors' career development.

You can connect with Mat via his website, LinkedIn and X

Reflective Questions for Health Leaders

As you think about your own leadership journey and the themes explored in this blog, consider the following questions to help you reflect and take actionable steps:

1. How authentically am I showing up in my leadership role?
   Reflect on whether you feel free to bring your full self to your work, and consider any aspects of your identity or values that you might be holding back. What changes could you make to lead in a way that aligns more closely with who you are?
2. In what ways could I introduce creativity into my leadership practices?
   Think about opportunities to foster psychological safety and open dialogue within your team. Are there small, creative adjustments you could make to encourage more honest, meaningful conversations?
3. How can I better support inclusivity and allyship within my team?
   Consider your own role in creating an inclusive environment. What specific actions can you take to be a visible ally for diverse team members or to support an open dialogue about diversity in your workplace?
4. What new learning or growth opportunities could reignite my passion for leadership?
   Reflect on areas that genuinely interest you, whether professionally or personally. How could pursuing new knowledge or skills outside of your usual focus enhance your effectiveness and satisfaction as a leader?

These questions are designed to deepen your self-awareness and help you make intentional choices that support both your development and the growth of those you lead.

Timestamps

1:03 Mat describes his earlier career and how its influenced his career choices

6:23 Mat tells us about his undergraduate special study module in leadership and how he teaches coaching as a core leadership skill

14:29 Mat describes how he uses creativity in his work

20:34 Mat outlines how he has role modelled being a gay surgeon

29:58 Mat talks about allyship

If you’re interested in exploring coaching or learning more about leadership in healthcare, visit my website, where you’ll find a wealth of resources tailored to medical and public health professionals. Sign up for my newsletter to receive 3 hours of free CPD through the Health Career Success Programme and access a range of articles, tools, and guides to support your career journey.

Dr Fiona Day is the world’s only Leadership Coach with advanced coaching psychology, medical and public health qualifications (MBChB, FFPH, BPS Chartered Psychologist in Coaching Psychology, EMCC Master Practitioner Coach & Mentor) and is in a unique position to help you and your teams to flourish. Fiona specialises in coaching medical and public health leaders, is a coach Supervisor, and an EQA Foundation Award Holder. Book a free confidential 30 minute Consultation with Fiona here.

Juliette Alban-Metcalfe is a Chartered Occupational Psychologist and CEO of Real World Group, and is an internationally respected expert in the field of leadership and teamworking behavioural assessment.

She has been working with Real World Group for the past 15 years, supporting leadership development with both individuals and groups up to Board level globally.

She has a particular passion for a focus on positive psychology and diversity & inclusion in leadership.

Contact details:
https://realworld-group.com/

hello@realworld-group.com

https://www.linkedin.com/company/real-world-group/

Key Takeaways for Health Leaders Considering 360 Feedback

If you’re a health leader or aspire to become one, here are a few points to consider when choosing a 360 feedback tool:

1. Look for Evidence-Based Tools
   Choose a tool that’s based on rigorous research, ideally one that’s been tested in healthcare settings. Evidence-based tools ensure that your feedback is relevant and aligned with the best practices that drive team success.
2. Focus on Behavioural Feedback
   Tools that emphasise behaviours over traits or personality preferences provide actionable insights. This approach enables you to adjust specific actions and interactions to better meet your team’s needs.
3. Embrace Both Positive and Negative Blind Spots
   Be open to discovering your strengths and areas for growth. Recognising both helps you lead with greater authenticity and confidence, benefiting both you and your team.
4. Use Feedback to Foster Psychological Safety
   Psychological safety is essential for high-functioning healthcare teams. Use 360 feedback as an opportunity to cultivate openness and trust, which are foundational to effective team collaboration and patient care.

Reflective Questions for Health Leaders

As you think about your own leadership journey and the themes explored in this blog, consider the following questions to help you reflect and take actionable steps:

1. What positive strengths might I be underestimating in my own leadership, and how can I bring these strengths forward to benefit my team more intentionally?
   Reflect on recent feedback you’ve received from others or moments where you felt particularly effective in your role.
2. In what ways am I fostering psychological safety within my team, and where could I make adjustments to ensure all team members feel comfortable sharing openly?
   Consider specific actions or behaviours that could

If you’re interested in exploring coaching or learning more about leadership in healthcare, visit my website, where you’ll find a wealth of resources tailored to medical and public health professionals. Sign up for my newsletter to receive 3 hours of free CPD through the Health Career Success Programme and access a range of articles, tools, and guides to support your career journey.

Dr Fiona Day is the world’s only Leadership Coach with advanced coaching psychology, medical and public health qualifications (MBChB, FFPH, BPS Chartered Psychologist in Coaching Psychology, EMCC Master Practitioner Coach & Mentor) and is in a unique position to help you and your teams to flourish. Fiona specialises in coaching medical and public health leaders, is a coach Supervisor, and an EQA Foundation Award Holder. Book a free confidential 30 minute Consultation with Fiona here.