Additional activities for consideration

Leadership Development Programmes

Effective leadership is crucial for creating and maintaining a supportive work environment. Investing in leadership development equips leaders at all levels with the skills and tools to address inappropriate behaviour effectively and promote an inclusive and positive workplace culture.  

NFCC offers leadership development programmes for all levels of leaders across the FRS: Supervisory Leadership Development Programme (SLDP), 

Middle Leadership Programme (MLP) and Executive Leadership Programme (ELP). These programmes have the Core Code of Ethics and the NFCC Leadership Framework, along with equality, diversity and inclusion principles, embedded into them.  

Workshops, Programmes, and Seminars

In addition to the NFCC leadership programmes, individual FRS may offer access to interactive workshops, programmes and seminars. These allow people to learn and practise new skills in a safe, supportive and engaging environment. 

Coaching and Mentoring

Consider pairing colleagues with experienced mentors or coaches to provide personalised support and guidance tailored to individual development needs. 

Coaching and mentoring can be transformative when handling conflict situations and can help resolve them effectively. 

The NFCC Coaching and Mentoring Portal and Toolkit brings together FRS mentors and qualified coaches, and provides a comprehensive range of external, national tools and guidance. Together, they support the adoption and enhancement of coaching and mentoring in the FRS. 

Online and self-directed learning

FRS may provide access to online or self-directed learning, helping individuals challenge behaviour that is not in line with the Core Code of Ethics. 

You will find other suggestions for development opportunities in the NFCC Talent Management Toolkit (under Develop). 

Team-building activities

Team-building activities can play a vital role in fostering a supportive and inclusive work environment in the FRS. Such activities provide opportunities for team members to build rapport, trust and mutual respect. When deciding which activities to use, consider all members of the team to ensure that the activities are inclusive and accessible for all.  

Benefits of team-building activities:  

  • Strengthen relationships: team-building activities promote social connections and friendships among team members, leading to stronger bonds and enhanced teamwork  
  • Promote cohesion: by working together towards common goals, team members develop a sense of unity and cohesion  
  • Boost morale: enjoyable, engaging activities can boost morale and motivation, creating a positive, energised work environment  

Feedback mechanisms

Creating accessible and confidential feedback mechanisms empowers all colleagues to express concerns and provide input on challenging inappropriate behaviour. This helps ensure that all voices are heard and valued.  

Examples of feedback mechanisms 

  • Anonymous suggestion box: providing a physical or digital suggestion box allows colleagues to submit feedback anonymously, reducing barriers to free expression and promoting honesty  
  • Regular team meetings: allocating time in team meetings for open discussion and feedback-sharing creates a platform for addressing challenges and fostering collaboration 
  • One-to-one meetings: encouraging regular one-to-one meetings between team members and their line managers enables confidential discussions and individualised support 

Responding to feedback: 

  • Actively listening to feedback and taking appropriate action demonstrates a commitment to addressing concerns and promoting a supportive work environment 
  • Providing timely updates on actions taken in response to feedback fosters trust, transparency and accountability in the organisation