Just wanted to feedback how much we are actually enjoying the process of looking at our CQC preparedness thanks to your toolkit. We have created a small steering group (GP partner, practice nurse, ops manager, reception supervisor, Med Sec, admin and myself as PM) and we are working our way through each domain, following the advice to self score, discuss the reasons for the score and then come up with an agreed practice score. It has brought up some really interesting points and also really ticks the engagement box as the rep from each team is discussing the scoring and feedback after the meeting within their own teams. I know that whatever the outcome of our next CQC assessment, whenever that might be, we will be in a much better place for it and that we are all in it as a team this time around. It’s been interesting to see a couple of our ‘Negative Nancy’s’ having a rethink (and some rather over-optimistic scores have been reduced too) as we discussed the questions raised from our own point of view. This has really been a team building exercise as well as an exercise in making sure we are CQC ready and compliant. We aren’t rushing the process and we haven’t finished yet, but we have the beginnings of a good plan, and actions are already being allocated and work has started alongside the ongoing steering group meetings. I think you would do well to advertise this as part of the selling point on your toolkit as we have all agreed that despite being time poor, as we all are in general practice, this process has been very worthwhile. I have all the steering group’s agreement with this so I know its not just my view!

We tend to score quite well when it comes to capturing learning from audits, feedback, and incidents. However, we often struggle to keep up with more general changes. It has been beneficial to formally define learning responsibilities within our skill mix, ensuring that training and development are consistently kept up to date. At present, this responsibility is only included in the nurses’ job descriptions—it is not reflected in the roles of other team members. In my experience, the nurses are generally very good at keeping their learning current.

I am proud because we co-created a mission and vision statement rooted in our practice values. Now, I feel amazing. Truly on top of the world. An average week feels calmer and more relieved. There’s less chaos, more confidence, and a renewed sense of direction. We kept the momentum going by creating a task and finish group, supported by a vision board that kept us grounded and inspired. To reward ourselves, we invested in a few tools that felt like little luxuries — and those small changes brought back our love for the work we do. Thank you, Daniel, for being part of that spark.