EoE Academy Board Blog: Mike Keech

Throughout my career I’ve been very fortunate to have managers who have supported me. From my line manager in my first job (external audit) who pushed to make sure I was able to work in the sectors and on the clients I had a particular interest in, to the manager during my time at Monitor who gave me opportunities to take on additional responsibilities and secondment opportunities that stretched and challenged me, to the Chief Executive who coached me in my first Director of Finance role.

Without the support and input of these individuals, my career would have looked very different. I’ve heard others speak of the positive impact that a line manager, or coach, or supportive colleague has had. I’ve also heard others speak about how it feels to not be supported, to feel like they haven’t been given the opportunities for personal development, to feel unappreciated.

I’m sure I get it wrong more often than I get it right, but I would hope that I’m offering those in my teams and network the same level of support that others showed to me. It would be great to hear in the future that I have had a positive impact on someone’s development and career progression – to pay it forward in recognition of the support I’ve had.

Everyone will have their own view of what it means to be successful in their career. Increasingly I’m realising that I’m succeeding if I’m doing less. Not because I don’t enjoy what I do, or because I’m lazy, but because ‘doing less’ means that colleagues are getting the opportunity to develop their skills, build networks, and have a more varied career; and/or because it means I can confidently step back knowing others are ready and able to comfortably step-in.

I’m also realising that to support others in the best way I can, I also need to look inwards and think about my own development. A bit like the message you get in the aeroplane safety briefing – ‘to put on your own oxygen mask first, before helping others’.

Whilst in the past, the tools might not have all been there. The work of One NHS Finance, overseen by the National Finance Academy and filtering down through Regional Finance Academy Boards and individual organisations, is providing a comprehensive set of tools to support personal development. From the Talent Management Strategy, to the Equality, Diversity and Inclusion Action Plan, to national development programmes, to the value maker network, to the coaching and mentoring opportunities – there are tools and resources to support all levels.

With that framework and the tools in place, my encouragement would be we should all be asking two questions:

1. How can I best support the development of others – to be the person who makes a difference in someone’s career and enjoyment of work.
2. But, to do that most effectively, what support and development do I need.

If this resonates, I’d encourage you to look at the One NHS Finance website and see how you might be able to harness some of the tools that are on offer.

Mike Keech, Chief Finance Officer of Cambridge University Hospitals NHS Foundation Trust.