Measuring practice leadership in supported accommodation services for people with intellectual disability: Comparing staff-rated and observational measures

Figures & data

Table 1. Summary of the components of the staff-rated practice leadership indexes.

Components	Staff-rated index original	Staff-rated index expanded
Coaching
1. 1 if manager observed staff practices at least monthly	√	√
2. 1 if the main focus of observation was on how they support service users	√	√
3. 1 if manager usually modelled good support	√	√
4. 1 if manager usually gave feedback	√	√
5. 1 if the manager gave feedback that was at least usually useful	√	√
6. 1 if manager was approachable if they had a problem	X	√
7. 1 if manager’s advice on a problem was at least helpful	X	√
Supervision
1. 1 if supervision included discussion of user activities/active support	√	√
2. 1 if the main topic of supervision was not on admin/paperwork	√	√
3. 1 if supervision occurred at least monthly	√	√
4. 1 if supervision was rated as at least usually useful	√	√
5. 1 if the manager gives constructive feedback in supervision	X	√
Team meetings
1. 1 if supporting service users is discussed	X	√
2. 1 if the main focus of team meetings was user participation/quality of life/active support	√	√
3. 1 if team meetings held at least monthly	√	√
4. 1 if team meetings at least usually useful	√	√
Allocating staff
1. 1 if manager usually explains about tasks for day-to-day work	X	√
2. 1 if work time is rarely wasted through manager’s lack of planning	X	√
3. 1 if manager explains what is expected from staff	X	√

Note. √ = included in the tool; X = not included in the tool.

Table 2. Summary data for overall and component scores on the staff-rated practice leadership indexes and the observed measure of practice leadership.

	Measures
	Staff-rated index				Observed
	Original		Expanded
Components	M (Range)	High scoring	M (Range)	High scoring	M (Range)	High scoring
Overall across components	47% (14–73%)	67%	61% (28–80%)	90%	49% (20–92%)	41%
Coaching
Overall	37% (0–100%)	28%	53% (15–86%)	46%	46% (20–100%)	62%
1. Manager watches you more than monthly	43% (0–100%)	41%	43% (0–100%)	41%	n/a	n/a
2. Focus of observations on involving service users in activities	42% (0–100%)	31%	42% (0–100%)	31%	n/a	n/a
3. Manager usually shows you how to work well with people	31% (0–100%)	21%	31% (0–100%)	21%	n/a	n/a
4. Manager usually tells you how well you are doing	42% (0–100%)	31%	42% (0–100%)	31%	n/a	n/a
5. Feedback is helpful	60% (0–100%)	59%	60% (0–100%)	59%	n/a	n/a
6. When you have a problem with someone you can support you feel able to approach your manager	n/a	n/a	76% (0–100%)	83%	n/a	n/a
7. Advice on problem-solving is helpful	n/a	n/a	77% (0–100%)	79%	n/a	n/a
Supervision
Overall	62% (25–100%)	48%	59% (13–90%)	59%	44% (20–80%)	62%
1. Supporting service users/active support is discussed in supervision meetings	90% (0–100%)	90%	90% (0–100%)	90%	n/a	n/a
2. Main topic of discussion is not paperwork	86% (0–100%)	90%	86% (0–100%)	90%	n/a	n/a
3. Supervision is at least monthly	27% (0–100%)	21%	27% (0–100%)	21%	n/a	n/a
4. Supervision is usually meaningful and useful	52% (0–100%)	48%	52% (0–100%)	48%	n/a	n/a
5. Manager usually gives you constructive feedback	n/a	n/a	48% (0–100%)	38%	n/a	n/a
Team meetings
Overall	63% (0–100%)	66%	74% (44–92%)	97%	55% (20–100%)	38%
1. Supporting service users is discussed	n/a	n/a	93% (0–100%)	97%	n/a	n/a
2. Main topic is supporting service users’ quality of life	46% (0–100%)	39%	46% (0–100%)	39%	n/a	n/a
3. Team meetings held at least monthly	85% (0–100%)	86%	85% (0–100%)	86%	n/a	n/a
4. Usually meaningful and useful	64% (0–100%)	62%	64% (0–100%)	62%	n/a	n/a
Allocating staff
Overall	n/a	n/a	58% (39–74%)	69%	50% (20–100%)	59%
1. Manager usually lets you know about tasks for your day-to-day work	n/a	n/a	70% (0–100%)	72%	n/a	n/a
2. Work time is rarely wasted through your manager’s lack of planning	n/a	n/a	8% (0–50%)	0%	n/a	n/a
3. You know what your manager expects of you	n/a	n/a	94% (33–100%)	97%	n/a	n/a
Manager focus
Overall	n/a	n/a	n/a	n/a	52% (20–80%)	41%

Note. n/a = not applicable to the tool.