Holistic Centred Care Ltd

On this page

• Overview
• Shared direction and culture
• Capable, compassionate and inclusive leaders
• Freedom to speak up
• Workforce equality, diversity and inclusion
• Governance, management and sustainability
• Partnerships and communities
• Learning, improvement and innovation

Well-led – this means we looked for evidence that service leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture.

This is the first assessment for this service. This key question has been rated good.

This meant the service was consistently managed and well-led. Leaders and the culture they created promoted high-quality, person-centred care.

This service scored 75 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

The provider had a shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and their communities.

People, their families, and staff benefited from the provider’s focus on safe, person-centred care. Staff understood and followed the organisation’s ethos, supporting people’s wellbeing, independence, and stability. They felt supported and engaged in continuous learning and improvement.

The registered manager clearly showed the provider’s vision for high-quality, respectful care, awareness of risks, and how learning was used to improve outcomes. Staff were motivated, enjoyed their roles, and were committed to helping people stay independent and take part in community activities.

The provider had inclusive leaders at all levels who understood the context in which they delivered care, treatment and support and embodied the culture and values of their workforce and organisation. Leaders had the skills, knowledge, experience and credibility to lead effectively. They did so with integrity, openness and honesty.

The provider had skilled and inclusive leaders who understood care delivery and upheld the organisation’s values. The registered manager told us, “We are a care agency that understands people feel most safe and comfortable in their own home. Their health and wellbeing are our main priority.”

They acted with honesty, integrity, and openness. People, relatives, and staff spoke positively about the registered manager, describing them as supportive, compassionate, and approachable.

Leaders worked with healthcare professionals to improve knowledge, share best practice, and support staff development. Staff felt valued, supported, and included in decisions about the service.

The management team promoted an inclusive culture, challenged discrimination, and worked in partnership with people, families, and staff. Feedback was used to improve the service and maintain high-quality, personalised care.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard.

The registered manager was honest, approachable, and open to ideas for improving care. Staff knew how to raise concerns safely and felt valued and listened to.

Openness and transparency were promoted, helping prevent a closed culture. A staff member told us, “I feel confident raising concerns and speaking openly with my [registered manager].”

Lessons from incidents were shared, handovers and meetings supported learning, and staff maintained positive teamwork to prevent problems.

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for people who worked for them.

The provider promoted an inclusive culture, treating staff and people fairly without discrimination. A staff member told us, “I have a good relationship with my manager and colleagues. If I have concerns or questions, I know who to speak to and I receive support when needed.” Staff received training in equality, diversity, and cultural awareness.

Policies supported fairness, flexible working, and reflection on biases. As a result, staff felt valued, motivated, and supported, and described the organisation as fair, stable, and transparent.

The provider had clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care, treatment and support. They acted on the best information about risk, performance and outcomes, and shared this securely with others when appropriate.

The registered manager understood their responsibilities and legal duties in providing care. The provider used systems to manage the service effectively and keep it running safely if problems occurred.

Regular checks and audits were carried out to monitor quality, and improvements were made when needed. Staff knew their roles, had up-to-date guidance, and were able to provide care safely and follow regulations. A staff member told us, “My manager is approachable and supportive. She provides supervision, guidance, and learning opportunities, which helps me feel confident in my role.

The provider understood their duty to collaborate and work in partnership, so services worked seamlessly for people. They shared information and learning with partners and collaborated for improvement.

People benefited from the provider working with health and social care professionals. Staff had guidance from specialists, including therapists, dietitians, GPs, and psychiatrists, to meet people’s needs. This helped staff provide person-centred care that improved health and wellbeing.

The provider focused on continuous learning, innovation and improvement across the organisation and local system. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people. They actively contributed to safe, effective practice and research.

The provider promoted continuous learning, improvement, and innovation to give people better experiences and outcomes. Staff were supported with training, supervision, and clear communication, enabling timely and safe care. Lessons from incidents were used to improve routines and reduce risks. Staff worked confidently and creatively, helping people enjoy community activities, stay safe, and improve their wellbeing.