In-House Training: Cheshire and Merseyside Training Hub

We were facing a significant workforce challenge. Surveys showed a potential mass exodus of practice managers due to the pressures of the role and a lack of formal development. Many managers had fallen into the role organically without specific recruitment or training, which led to inconsistencies in capability. We needed to professionalise the pathway into practice management and support the retention of experienced staff.

“There was a renewed passion for the role – that was one of the major outcomes.”

We commissioned INPD to deliver tailored leadership and management training through two core programmes. The Level 5 programme focused on introducing and developing new and aspiring practice managers, while the Level 7 programme supported more senior managers to transition from operational management to strategic leadership. We had previously commissioned AMSPAR but moved fully to INPD after seeing the difference in delivery and support.

INPD worked closely with us to tailor the content to the context of primary care. There were planning calls ahead of delivery to align on our goals and priority focus areas, while still meeting CMI assignment requirements. The trainers brought relevant experience, and delegates reported that the training felt grounded in real-world primary care challenges. It wasn’t just a generic programme – it had a localised, meaningful context.

“The difference between INPD and other providers was night and day.”

The difference was night and day compared to other providers. INPD were highly responsive, well organised, and provided excellent post-training support. Their onboarding process was seamless and took a lot of administrative pressure off us. They helped us demonstrate value for money to our commissioners, and their transparency around learner engagement and progression gave us the data we needed to show real impact.

“INPD helped us evidence to our commissioners that we have a robust strategy that’s delivering.”

1. We now have a more robust recruitment and retention strategy for practice managers.
2. The workforce is more engaged and willing to participate in wider strategic discussions and system change.
3. The training developed networks and enthusiasm – people are not only more confident, they’re actively asking for more development opportunities.