5 Tips for Leading with Confidence – How Registered Managers Can Drive Change

I know that being a Registered Manager can often feel like it’s a juggling act? We’re leading teams, managing compliance, keeping staff morale up, making sure service users receive the best care possible—and somewhere in between, trying to keep our own heads above water.

So in this newsletter, I want to have a real, honest reflection about leading with confidence and how we, as RM, can drive change without feeling overwhelmed, because let’s be honest—change in social care isn’t just a buzzword. It’s happening around us all the time. And we need to feel confident in navigating it, not just reacting to it."*

Confidence in Leadership

Confidence isn’t about having all the answers. I think that’s one of the biggest myths in leadership—this idea that a confident leader always knows exactly what to do. If that were true, I don’t think any of us would qualify.

Confidence, in care leadership, is about trusting yourself to take the next step, even when things feel uncertain. It’s about leading with conviction, clarity, and a willingness to adapt—because let’s face it, no two days in care are ever the same.

1. Owning Your Leadership Style

Let’s start here—because there’s no ‘one size fits all’ when it comes to leadership. Some of us lead with quiet strength, others are natural motivators, some of us thrive on structure, while others are brilliant at adapting to change.

But the key is understanding that You don’t have to be someone else to be a great leader, you just need to understand your strengths and build on them.

So, let’s do very quick exercise. Think about the last time you felt completely in control a ‘Yes, I’ve got this.’ Moment. What were you doing? were you solving a problem? supporting a team member, organising a process?

That moment—that’s your natural leadership style in action. The more we lean into what we’re good at, the more confidence we build. The trick is not to compare ourselves to others but to develop our own strengths.

Understanding Your Leadership Style

So, let’s go through a few common leadership styles and see if any of these sound like you.

1. The Supportive Leader

This is the one who’s always there for their team, offering guidance, encouragement, and a listening ear. If this is you, you probably thrive on making sure your team feel valued, appreciated, and supported. You’re the one who notices when someone’s struggling and steps in with reassurance or practical help.

The benefit is Your team probably trusts you completely. They know they can come to you with their concerns, and that creates a positive, open culture.

The challenge is Sometimes supportive leaders can take on too much. If you’re always putting others first, it’s easy to burn out. So, remember, it’s okay to set boundaries. Being supportive doesn’t mean you have to do everything yourself.

2. The Transformational Leader

Maybe you’re the Transformational Leader, the one who’s always looking for ways to improve things. You love innovation, new ideas, and pushing the team to be the best they can be.

Your strength, You inspire people. You bring energy, fresh thinking, and a real drive for improvement. People look to you when they want motivation and direction.

The challenge, sometimes transformational leaders move too fast. You might have 10 ideas in your head at once, but your team can only handle one change at a time. So, if this sounds like you, remember to pace yourself. A great leader doesn’t just have a vision, they also bring people along with them at a pace that works for everyone.

3. The Hands-On Leader

Then there’s the Hands-On Leader—the one who’s right there on the floor, helping out, leading by example. If this is you, you’re probably someone who likes to be in the thick of things, making sure everything is running smoothly. You don’t just tell people what to do, you show them.

The benefit is Your team respects you because you’re not afraid to roll up your sleeves and get involved.

The challenge is It’s easy to get stuck in the day-to-day and lose sight of the bigger picture. If you’re always hands-on, when do you find time to lead strategically. So, if this is your style, try to step back sometimes and trust your team to handle things without you."*

4. The Strategic Leader

Maybe you’re the Strategic Leader, the one who’s always thinking three steps ahead. You love looking at the bigger picture, planning for the future, and making sure your service is not just surviving but thriving.

Your strength, You’re proactive, not reactive. You focus on long-term solutions rather than just firefighting day-to-day problems.

The challenge however is that Sometimes strategic leaders can feel a little distant. If you’re always thinking about what’s next, your team might feel like they don’t get enough hands-on support. So, if this is you, remember—being present and engaged with your staff is just as important as planning for the future."*

Which One Are You?

So, what do you think, did any of these leadership styles sound familiar? Maybe you’re a mix of two or three, and there is always the reality that different times can call for different leadership styles but most leaders have their default style.

The important thing to remember is that there’s no ‘right’ or ‘wrong’ leadership style. The best leaders are the ones who understand their strengths and work to develop areas that might need a little balance.

2. Communicating with Clarity & Purpose

In reality half of our job as RM is talking. We’re talking to staff, families, service users, members of the MDT, commissioners, CQC inspectors… the list goes on. And the way we communicate shapes how much confidence people have in us.

So, here’s something to think about—are we just ‘talking,’ or are we actually communicating? Are we being clear? Are we listening as much as we’re speaking? Are we setting the tone for an open, supportive culture?

A confident leader doesn’t need to have all the answers, but they do need to communicate openly and consistently. Even if that means saying, ‘I don’t know, but let’s figure it out together.’ Because that builds trust.

Communicating with Clarity & Purpose with Quick Wins for Better Communication

1. Keep It Simple.

"Ever sat in a meeting where someone talks for 20 minutes, and you’ve tuned out by minute five? Try not to be that person, get to the point. If you’re asking someone to do something, be specific. Instead of ‘Can you look into Mrs. Patel’s care plan?’ try ‘Can you check Mrs. Patel’s mobility care plan and falls risk assessment and update me?’ Clear, direct, no room for confusion.

2. Check for Understanding.

"Saying ‘Does that make sense?’ usually gets you a polite nod and zero actual understanding. Instead, try:

✔️ ‘Just so we’re both clear, what’s your next step?’

✔️ ‘Is there anything I didn’t explain well?’

Small change, big difference.

3. Actually Listen.

If you have ever had someone nod along while you’re talking, but you just know they’re not really listening you know how annoying it feels. Let’s make sure we’re not that person.

✔️ Give people your full attention.

✔️ Repeat back key points (‘So what you’re saying is…’).

✔️ Pause before responding—sometimes people need a second to get their thoughts out.

When people feel heard, they’re more likely to speak up—and that’s how we stop problems before they start."*

4. Set the Tone.

People take cues from us. If we’re rushed, dismissive, or unclear, that trickles down, but if we’re open, approachable, and consistent, that creates a culture where people feel safe to ask, challenge, and improve.

So, quick challenge—pay attention to how you communicate this week.

✔️ Are you being clear?

✔️ Are you checking for understanding?

✔️ Are you listening as much as you’re speaking?

Try one small tweak and see what happens.

3. Managing Change Without Losing Your Sanity

Change in social care can feel relentless—new regulations, staff turnover, new service users, increasing demands in care delivery. It’s no wonder many RM’s feel like they’re constantly firefighting.

But here’s a mindset shift that’s helped me: Instead of thinking of change as something that happens to us, let’s start thinking of it as something we’re leading, because when we take ownership of change, we stay in control.

A simple way to do this is to break it down. Instead of trying to tackle everything at once, we focus on one key area at a time. What’s the most pressing challenge in your service right now? Start there. Small, consistent improvements are what lead to long-term change."*

It is no secret that the best leaders aren’t the ones who change everything overnight. They’re the ones who chip away at it, step by step, until the whole service looks and feels better, because that is how real, lasting change happens.

Quick Wins for Managing Change Without Losing Your Mind

1. Stop Trying to Do It All at Once.

Big changes feel impossible because they are big, so create smaller goals and steps that feel achievable on the journey to the big change. Instead of ‘We need to improve everything before our next inspection,’ try ‘Let’s focus on getting medication audits watertight this month.’

2. Involve Your Team because you are not Alone

Change sticks better when people feel involved Instead of ‘This is what we’re doing, try ‘Here’s what we need to improve—any ideas?’ You’ll be surprised how much easier things feel when people are on board instead of resisting.

💡 3. Expect Some Pushback—And Don’t Take It Personally.

People don’t resist change because they’re difficult—they resist it because they’re uncertain. If someone’s pushing back, it’s usually not about you. It’s about them wondering, ‘How is this going to affect me?’ So instead of getting frustrated, help them see what’s in it for them.

💡 4. Celebrate the Small Wins.

We are terrible at stopping to acknowledge what’s going well. So when something improves, shout about it! If incident reports are down, if team communication is better, if you finally implemented that new system—acknowledge it. Change feels less draining when we actually notice progress."

4. Building a Strong, Motivated Team

Let’s talk about staff, because as leaders, our confidence doesn’t just come from within—it comes from knowing we’ve got a solid team around us.

But motivating staff is not always easy. We’ve all worked with that one carer who’s brilliant but feels disengaged, or the team that’s resistant to new ways of working.

One of the biggest things we can do to lead with confidence is to make sure our staff feel valued and involved. Simple things—like involving them in decisions, asking for their input, recognising the small wins—these go such a long way.

A confident leader isn’t just someone who ‘manages’—it’s someone who empowers their team. The more confidence we have in our staff, the more confident they’ll feel in their roles, too."*

So how do we turn that around? How do we build a team that actually wants to be there, one that’s not just showing up but actually invested in what we’re trying to do?

Involvement not Just Instruction

Nobody likes being told what to do without any say in it, especially in a job as challenging as social care. So instead of ‘managing’ people in the old-school sense, what if we focused on empowering them instead?

That means:

✔ Asking for their input—not just pretending to

✔ Giving them a voice in decisions that affect them

✔ Recognising the small wins—not just the big ones

✔ Actually listening when they raise concerns

This is not about handing over all control, it is about making sure staff feel heard, because when people feel valued, they’re more likely to be engaged.

Let’s Talk Motivation

Now, let’s talk about motivation because people don’t just want a monthly wage they want to feel like their work matters and this is one of the biggest strengths we have in the care sectors because what we do really does matter.

The problem though can be when you’re constantly short-staffed, dealing with tough shifts, and feeling unappreciated because our sense of purpose fades—fast.

So how do we keep our teams motivated, even when things are challenging?

Make them part of the bigger picture. Instead of just saying, ‘We need to improve documentation’, explain why. Show them how better record-keeping can prevent incidents or make inspections less stressful. When people see the impact of their work, they care more.

Catch people doing things right. We’re all guilty of only noticing mistakes. But when’s the last time we pulled someone aside just to say, ‘ I saw how you handled that resident’s situation—you were amazing’? because a small acknowledgment can go a long way in making someone feel valued.

Give people ownership. Nothing kills motivation faster than feeling like a cog in the machine. Instead of micromanaging, try giving staff more autonomy. Let them lead a small project, suggest improvements, or have a say in training topics. The more control people have over their work, the more invested they become.

Confidence Is Contagious

A confident leader isn’t just someone who knows all the answers. It’s someone who trusts their team enough to let them step up, make decisions, and grow in their roles.

Because the more confidence we show in our staff, the more confidence they will feel in themselves and that’s how we move from just ‘getting through the day’ to actually building something great together.

So, here’s a challenge—this week, find one small way to show your team that their input, effort, and ideas matter. Maybe it’s a quick thank-you, a five-minute chat about their thoughts on a process, or just asking, ‘What’s one thing we could improve as a team?’

5. Self-Care for Leaders: Because We Can’t Pour from an Empty Cup

Now, I know some of you might be rolling your eyes at this one, because when do we, as registered managers, actually have time for ‘self-care’?

But hear me out—if we’re running on empty, we can’t lead effectively. Simple as that.

So, I’m not saying we all need to start booking spa days (though, that does sound good). I’m talking about small, practical things:

✔ Taking a proper lunch break.

✔ Delegating when we need to.

✔ Setting boundaries—because being available 24/7 isn’t sustainable.

A confident leader isn’t one who never takes a break—it’s one who knows their limits and respects them. That’s how we keep going without burning out."*

We are not robots and if we’re running on empty, we’re not leading at our best. And that’s not just bad for us—it’s bad for our teams and the people we care for.

So making small, practical shifts that make a huge difference."*

The 5R Framework: A Simple Guide to Avoiding Burnout

I want to introduce you to something I swear by—it’s my 5R Framework. It’s not about adding more to your plate; it’s about making what’s already there more manageable, because leading with confidence means knowing how to take care of ourselves first.

The bottom line is We can’t take care of others if we’re completely drained ourselves.

A confident leader isn’t someone who ‘pushes through’ at all costs—it’s someone who knows their limits and respects them. And that’s not selfish—it’s smart.

So, if you want some quick tips to get you started you can listen to the 5 episodes from my podcast and pick one of the 5Rs this week and actually try it. Just one small change. Each week can lead to a stronger you Because when we take care of ourselves, we lead better, our teams feel more supported, and ultimately, we create a care environment that works for everyone—including us.

And that’s the kind of leadership we all deserve."*

Here’s how it starts:

Recharge – so you can come back stronger with Small Acts of Self-Care

Okay, let’s talk about recharging—but in a realistic way. Because while self-care sounds lovely, most of us don’t have time for elaborate routines.

So, instead of thinking of it as this big thing, break it down into small, daily resets:

✔ Getting 10 minutes of fresh air between meetings.

✔ Listening to music or a podcast on the way home instead of jumping straight into ‘what’s next.’

✔ Drinking an actual hot cup of tea (without reheating it 3 times!).

It’s not about ‘finding more time’—it’s about using the time we already have better.

Final Thoughts & Takeaways

In summary, leading with confidence is:

✔ It’s about knowing our own leadership style and using our strengths.

✔ It’s about communicating clearly and listening as much as we talk.

✔ It’s about managing change instead of letting it manage us.

✔ It’s about building a strong, engaged team.

✔ And most importantly, it’s about looking after ourselves so we can lead well.