Aspire South West London

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 newly registered 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 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 registered manager and the senior staff team based in the provider’s offices had appropriate expertise and experience, supported staff well and ensured care delivery met professional standards. They promoted inclusivity and openness, ensuring staff felt comfortable raising concerns or seeking advice. The registered managers leadership style was a supportive one that promoted transparency and staff wellbeing. Staff confirmed this approach, noting they always felt able to speak openly with the office based managers and senior staff team and voice their ideas and views. A staff member told us, “One of the strongest aspects of working for this agency is the accessibility and responsiveness of the office based management and senior staff team. The registered manager, supervisors, and directors are all approachable and willing to provide support to us at any time.” Another added, “We have experienced, hardworking staff in the office who are all easily accessible, including the registered manager, senior supervisor and the director. They are always approachable, supportive, and willing to help whenever needed.” The people receiving care and their relatives also expressed confidence in the office-based managers and senior staff team.

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

People expressed feeling able to raise any concerns they might have and were confident their views would be taken seriously and acted upon. One person told us, “The management do respond well if I have any qualms.” The provider had an accessible complaints procedures in place, which set out clearly how concerns should be reported and how they would be managed. The provider had supporting policies such as whistleblowing, which set clear expectations for how concerns should be reported. Staff also felt able to speak up and raise concerns. The provider had supporting policies such as whistleblowing, which set clear expectations for how staff concerns should be reported and dealt with. The registered manager promoted an open culture where staff could report issues without fear and where concerns were acted upon appropriately. A member of staff told us, “I feel comfortable speaking and sharing my views with the managers and fellow coworkers through individual and team meetings. Everyone is approachable and friendly, and they do listen to us. For example, when we raised concerns about scheduling or suggested improvements to how the office based staff communicated with us, management took our comments on board and took action to improve these issues.”