Framework for Recognising Values and Behaviours

Following a process of consultation in the Department, each value listed has an example definition followed by behaviours which might demonstrate that value, with examples given both for those in scientific or professional services roles.

Team working and collaboration

Definition

Teamwork is the collaborative effort of a group to achieve a common goal or to complete a task in the most effective and efficient way. Collaboration is the process of two or more people, entities or organisations working together to complete such a task or goal.

Why we value this behaviour

Working collaboratively is critical for success in our scientific, clinical, professional and administrative work as well as in the broader working environment of the Department.

Examples

• Setting up and maintaining scientific collaborations; professional or research networks; consultations; and/or joint (multi-disciplinary) work with members of the Department, as well as external colleagues.
• Intentionally and effectively gathering and collating the views of others to improve a process or project, or find a solution to a problem.
• Sharing research ideas and project work with a view to facilitating group or Departmental achievements rather than individual status or research accolade (where appropriate).
• Including people in activities that may have a meaning for their future, such as grant writing or sub-project responsibility - supporting their visibility and career development throughout.
• Building relationships and communicating with different staff groups in the Department, adapting the material to ensure all understand it well.

Innovation and development

Definition

Innovation involves making changes in something established, especially by introducing new methods, ideas, or products (i.e. novelty). Development is a process that creates growth, progress, and positive change.

Why we value this behaviour

Innovation and development realises the value of different creative approaches to specific situations, administration, scientific and clinical translation.

Examples

• Being prepared to explore a range of different options to resolve an issue or to effect a change.
• Taking calculated risks to raise or save money for a project or the Department.
• Actively reviewing how we work and how we can work better together.
• Coaching and mentoring others.
• Challenging constructively and aiming for more than is expected; being courageous and establishing change for the better.
• Considering how research work could translate to clinical practice to improve services, diagnosis and treatment.
• Striving for continuous improvement, development and growth for oneself.

Kindness and generosity

Definition

Kindness is the quality of being friendly, generous, and considerate. Generosity is defined as a willingness to give help or support, especially more than is usual or expected; it is the spirit and action of freely and frequently giving to others.

Why we value this behaviour

Working cooperatively alleviates stress and maintains good relationships in the team.

Examples

• Working co-operatively with team members to help meet their deadlines.
• Being approachable and valuing good communication in all circumstances, both when work is going well and when there are challenges.
• Considering colleagues’ needs in certain circumstances and managing activity within teams to ensure fair workloads.
• Sharing ideas and working on projects together – being generous with one’s knowledge and expertise.
• Being helpful and polite, listening to requests made and trying to help follow them through, even if they are not tasks that would fall within your normal remit.

Professionalism and integrity

Definition

Professionalism most commonly means the state or practice of doing one’s job with skill, competence, ethics, and courtesy. It involves conducting oneself with responsibility, accountability, and excellence.

Why we value this behaviour

Working professionally facilitates communication, effective working patterns, the sharing of expertise and reduces stress and unpredictability.

Examples

• Giving timely and tailored advice to resolve a significant issue.
• Responding effectively to requests for advice or information.
• Being accountable for queries and involving appropriate colleagues in developing the response.
• Maintaining good relationships and networks.
• Formulating an effective way of working, with clear lines of communication and ability to develop the needs of others in addition to the overall project.
• Acting in a polite and professional manner towards patients, participants, colleagues (within the University and Trust) and external colleagues.

Respecting diversity, inclusivity and wellbeing

Definition

Inclusivity is the practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalised. It involves including all types of people, things or ideas and treating them all fairly and equally. The University defines wellbeing as an environment which promotes a state of contentment which allows any employee to flourish and achieve their full potential for the benefit of themselves and their organisation.

Why we value this behaviour

Having a diverse workforce with inclusivity at its core facilitates our working environment and empowers individuals to achieve their full potential. This applies to the way we work in our Department through to scientific and clinical practice.

Examples

• Explicitly showing recognition and appreciation of others – valuing each other’s strengths and the ways they contribute to the overall success of a project or the Department.
• Listening to colleagues’ concerns and providing assistance or direction if appropriate, especially if harassment or discrimination issues are raised.
• Fostering and promoting a racially and culturally inclusive working environment.
• Being aware and remembering to ask colleagues if special requirements are needed for carrying out work, projects or for joining workplace activities.
• Arranging internal and external meetings with relevant provision for disabled colleagues (both ‘hidden’ and visible) or those with personal needs - eg hearing loop availability; photos/map of venues in advance of meetings; availability of private quiet spaces; possibility of remote attendance and contribution.
• Proactive contribution and/or dissemination of reasonable adjustments that can help colleagues with differing workplace needs.
• Finding times and dates for meetings and activities that will accommodation personal commitments such as caring responsibilities eg schedule major meetings in school term-time; and setting deadlines for outside of school term-time.
• Being flexible and finding innovative ways of delivering work on time if colleagues are on leave/have personal emergencies.
• Attempting to understand what colleagues need to achieve and helping them to use new processes or equipment to make their work more efficient.
• Providing and promoting the right work/life balance for team members, and modelling such behaviours in oneself.

Department of Psychiatry, March 2023