Implementing Change in NHS Wales MHLD Nursing Practice
Explore the strategic roadmap for Wales' Mental Health & Wellbeing Strategy 2025–2035, focusing on nursing leadership, workforce culture, and patient safety.
NHS Wales
Supporting and Implementing
Change within MHLD
Nursing Practice
[Your Name]
Deputy Head of Nursing – MHLD Division
April 2026
The Strategic Moment
Together for Mental Health
Ended 2024
Decade of progress
Established foundations
System-wide learning
TRANSITION
Mental Health & Wellbeing Strategy
2025–2035
Launched April 2025
3-Year Delivery Plan
Underpinned by: A Healthier Wales 2018
Four Vision Statements
Mental Health & Wellbeing Strategy 2025–2035
VS1
Building Blocks for Good Mental Health
Prevention, community, early support
VS2
Knowledge, Opportunities, Confidence
Empowering individuals & communities
VS3
Connected System – Right Support, Wherever
No wrong door, integrated pathways
VS4
Seamless, Person-Centred, Needs-Led
Care designed around the individual
Every Service in This Directorate is Named in the Strategy
Learning Disabilities
Reducing health inequalities
Inpatient Rehabilitation
Recovery-focused care
Forensic Services
Least restrictive practice
Veterans' Mental Health
Trauma-informed, culturally competent
Perinatal Mental Health
Specialist multi-agency support
Eating Disorders
Physical health & STAMP framework
Early Intervention
Preventing crisis, bending the curve
ABDAS – Specialist Drug & Alcohol
Integrated substance use & mental health
My Leadership Approach
Visible and Credible
Present where the work happens
Evidence-Led
Data to understand, not blame
Developmental
Build capability, not dependency
Accountable
Safety is non-negotiable
Supportive and Deputising
A reliable deputy to the Head of Nursing
Priority 1: Workforce Capability & Culture – The Foundations
Competency & Development
Structured appraisal / PADR
Professional development pathways
Formative supervision
CPD and skills frameworks
Safe Staffing & Skill Mix
Evidence-based staffing models
Skill mix review
Bank and agency reduction
Safer staffing metrics
Culture of Psychological Safety
Freedom to speak up
Compassionate leadership
Reflective practice spaces
Civility and respect
📋 Structured formative supervision + appraisal / PADR underpin all three pillars
Staff Development is a Patient Safety Intervention
Invest in Staff
Training, supervision, PADR
Staff Feel Valued, Skilled & Confident
Psychological safety, capability
Safer, More Compassionate Care
Consistent, evidence-based practice
Better Patient Outcomes
Reduced mortality gap, fewer incidents, improved experience
The loop closes: outcomes data feeds back into staff development priorities
Priority 2: Quality, Safety & Reducing the Mortality Gap
Closing the 15–20 year life expectancy gap
Physical Health Monitoring
Annual Health Checks (AHC)
STOMP – stopping over-medication
STAMP – nutrition screening
Cardiovascular risk reduction
Reducing Restrictive Practice
Positive Behaviour Support (PBS)
Least restrictive principle
PBS competency framework
Incident review and learning
Clinical Governance Infrastructure
Incident reporting & RCA
Clinical audit programme
Datix and learning culture
Board reporting & oversight
Priority 3: Person-Centred, Trauma-Informed & Equitable Practice
Trauma-informed + Culturally Informed
Know the Person
Person-centred planning, life story, preferences
#005EB8
#E8F0FB
Understand the Trauma
Trauma history, triggers, safe environment
#00A499
#E8F5F4
Address Inequality
Protected characteristics, WDES, culturally competent care
#00A499
#E8F5F4
Design Care Around All Three
Individualised, equitable, evidence-based care plans
#005EB8
#E8F0FB
CARE
Priority 4: Integration & Partnership – Connected System
No Wrong Door
MHLD Nursing
Primary Care
Social Care
Third Sector
Housing
CAMHS
Adult Services
Trade Unions & Staff Representatives
Partnership working, joint consultation, staff voice
Delivering Change: The Model
Phase 1
Months 1–3
UNDERSTAND
Listen & learn
Baseline audit
Build relationships
Service walk-arounds
Phase 2
Months 4–9
BUILD
Co-design priorities
Develop frameworks
Workforce plans
Pilot interventions
Phase 3
Months 10–24
EMBED
Scale & sustain
Governance structures
Measure outcomes
Continuous improvement
Methodology:
PDSA cycles and co-design with service users and staff
Financial reality:
Budget management, Cost Improvement Plans (CIPs)
Measuring Impact
Change without measurement is hope
Workforce
Appraisal completion
CPD uptake
Staff turnover rate
Staff wellbeing surveys
Physical Health
AHC completion rates
STOMP reviews
STAMP screening
Cardiovascular risk
Quality & Safety
Incident learning cycles
Restrictive practice data
Complaints & compliments
Never events
Practice
Trauma-informed audit
Person-centred planning
Care plan quality
Supervision compliance
System
Transition delay data
Partner feedback scores
Crisis admissions
Community outcomes
NHS Wales
People in Wales will live in a country which promotes, supports and empowers them to improve their mental health and wellbeing, free from stigma and discrimination.
The <span style="color: #0ce3d6;">strategy</span> is the <span style="color: #0ce3d6;">destination</span>.
<span style="color: #0ce3d6;">Nursing practice</span> is the <span style="color: #0ce3d6;">journey</span>.
<span style="color: #0ce3d6;">Leadership</span> is the <span style="color: #0ce3d6;">vehicle</span>.
[Your Name] | Deputy Head of Nursing – MHLD Division
- nhs-wales
- nursing-leadership
- mental-health-strategy
- healthcare-management
- patient-safety
- workforce-development