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This standard relates to providing person-centred support which brings about positive outcomes for people who need care and support.

Working in a person-centred way with dignity and respect is essential to maintain quality of life for the people you support. Individuals must be given opportunities to express their needs, desires, preferences and wishes for a service that is personal to them. Social care workers need to be creative in finding solutions to provide a person-centred service which offers dignity in an environment where a number of people are being supported together. 

As a manager you have the responsibility to lead and support others to provide outcome-based and person-centred support. Positive outcomes ensure a high quality of life for the individuals, their families and carers and a quality working environment for your staff.

To be person-centred also relates to positive risk taking. Risk is frequently something avoided however you’ll need to recognise the value in a culture of positive risk taking, to allow people to make informed choices and take risks they want to take to live their lives to the fullest. 

6.1 Leading person-centred practice

• 6.1.1 Describe what is meant by the following terms, and identify how they relate to practices within your service or team:
  • strength-based approaches
  • person-centred practice
  • active participation
  • outcome-based practice
• 6.1.2 Define your role in leading person-centred practices
• 6.1.3 Explain the importance of recognising and responding to individuals’ histories, preferences, wishes, needs and strengths and describe how your services facilitates this
• 6.1.4 Explain how person-centred practices lead to positive change and greater choice and control for individuals
• 6.1.5 Explain how to lead person-centred care and support planning, including the development, monitoring and review of individuals’ plans
• 6.1.6 Explain how local partnerships, co-produced approaches and integrated working leads to better outcomes for individuals accessing services

6.2 Sexuality and relationships

• 6.2.1 Explain why it is important to recognise individuals’ sexuality and relationship needs
• 6.2.2 Describe how your service promotes an open culture where individuals and others feel confident to discuss sexuality, relationships, and protection, and how you can evaluate and improve this culture

6.3 Relationships and community

• 6.3.1 Explain the importance of proactive approaches to supporting individuals to build and maintain relationships and connections with people and their community
• 6.3.2 Describe how your service enables individuals to lead full and meaningful lives connected to those important to them and to their communities

6.4 Positive risk

• 6.4.1 Identify the values, principles, standards and procedures related to risk management and risk assessment

• 6.4.2 Explain how positive risk-taking can contribute to the achievement of positive outcomes for individuals

• 6.4.3 Describe the potential impacts of a risk averse culture

• 6.4.4 Describe how you can promote an open, proactive culture that enables individuals to assess risks, make informed choices and achieve their desired outcomes

• 6.4.5 Identify ways to evaluate own practice, and that of the organisation, in promoting a balanced approach to risk

6.5 Health and wellbeing

• 6.5.1 Describe factors that could influence an individual’s health and wellbeing

• 6.5.2 Define your role in monitoring, assessing and promoting individuals’ health and wellbeing

• 6.5.3 Describe your own accountabilities and responsibilities in relation to delegated healthcare tasks

6.6 Equality, Diversity and Inclusion

• 6.6.1 Identify influences related to equality, diversity, inclusion and human rights relevant to own role and service, including:
  • legislation and policy
  • societal and historical
• 6.6.2 Define own role within your organisation in promoting a range of approaches and practices that champion equality, diversity and inclusion for:
  • People accessing care and support
  • Team members and colleagues
• 6.6.3 Define own role in providing others with information about:
  • The effects of discrimination
  • The impact of inclusion
  • The value of diversity

• 6.6.4 Describe what a ‘closed culture’ is and the impact it can have on a range of different people

• 6.6.5 Assess own ability to respond positively to individuals and team members whose lifestyle, culture or past experiences differ from your own, or from the people you usually support

• 6.6.6 Describe how you promote and enable connections with local groups that can support individuals needs i.e. faith, LGBTQ+ groups etc

• 6.6.7 Describe how your service promotes, values and celebrates equality, diversity, inclusion and human rights, and identify ways this could be improved

• 6.6.8 Explain how you would challenge, and support others to challenge, discrimination and exclusion

• 6.6.9 Describe what is meant by the term inclusive leadership and the benefits that utilising inclusive leadership can have for you and your service

• 6.6.10 Describe how you can begin to embed inclusive leadership into your practice, supporting others within your service to do the same

• 6.6.11 Describe what is meant by the term cultural competence

• 6.6.12 Describe what actions you can take to ensure that both yourself and your team are culturally competent

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