The Horizons team features many influential Twitter users. This curates a wealth of insights, knowledge, and information about transformation in health and care from other thought leaders across the world. (Tip: to read an article or watch a video mentioned in a tweet, click on the blue text. To view the original tweet, click on the image).
International Women's Day
Have you signed up for International Women's Day? There's more than 60 amazing, insightful and brave sessions designed by #OurNHSPeople on vaccines, leadership, flexible working, the experience of ethnic minority women and allies, and more. Join us at a time that suits you on 8 March.
International Women's Day will kick off with a tweet chat starting at 7.30am. Join Prerana and fellow panellists Samantha Allen, Tricia Campbell, Paul Gilluley, Angela Hillery and Cara Lisette for an energising conversation to start the day. Don't forget the hashtag #EverydayCourage
We are delighted to be joined by Professor Neil Greenberg at next week's #Caring4NHSPeople wellbeing session to talk about the recovery of our people to enable the recovery of our services. The session will take place on Wednesday 10th March from 4pm-5pm, find out more here.
How to help our teams stay optimistic/upbeat when bad things are happening around them: 1) delivery focus but space for "play"; 2) invite everyone to problem-solve & give room to fix things; 3) strengthen relationships; 4) share good news:
Creating a culture of gratitude: giving someone else a compliment or expression of gratitude has a mood-lifting effect & boosts well-being. However, compliment-givers tend to underestimate the hugely positive impact that it has. Read more.
If we want a culture of generosity in our team/organisation, we need to build a culture of asking. At work, 70-90% of the help that people give is in response to requests for help. We need to practice asking/giving help to each other more.
Why pronouncing other people's names properly really does matter if we value dignity, respect and inclusion. Read more.
In these tough & exhausting times, we have to stop putting pressure on ourselves to do more & avoid labels like "laziness". Laziness doesn't exist in ourselves or others. "Laziness" is usually hidden barriers. Read more.
When we ask colleagues who are now working from home about the aspects of their lives & roles that have deteriorated since the pandemic, "work/life balance " nearly always gets the highest score. @lizandmollie have got it just about right here.
What distinguishes organisations that are most mature at virtual work? Less virtual meetings, more asynchronous working. The future of virtual working is async: we don't all need to work at the same time, we just need to get the work done. Read more.
We know psychological safety in virtual teams. We know it's key to great team work but how do we build it & sustain it in teams working virtually? Remote working isn't going away anytime soon so this is an issue that many leaders need to address. Read more.
Join a Harvard Business School @HBSWK discussion on what remote work means for mid-level managers/team leaders. If you're a middle manager, how are work-from-anywhere policies changing your role? Interesting article & chance to air your views:
For those of us using Microsoft Teams, here's what our meeting experience might look/feel like in five years or so time: "Microsoft Mesh feels like the virtual future of Microsoft Teams meetings." Watch the film at the start of the article.
Of course, we never do this during or after virtual meetings...
Much that's written about leadership of change is illusions presented as if they were facts. Time to stop treating change as something we fail at; to stop creating "us" & "them"; to focus on readiness, not resistance & on agency not traits.
How it feels to be a leader trying to create large scale change in a complex system sometimes. PS: check out the comics of @grantdraws on Twitter. He is a graphic genius.
Helen was (virtually) in Jönköping, Sweden for 3 days with a global group of healthcare improvers for the Microsystem Festival. Fantastic content & collegiality. Theme is "rekindling". She was asked to light a candle (light & hope) & tweet it; Helen added a poem.
In their simple rules for transformational change, @GoranHenriks & Helen include "predict & prevent". This is all about going upstream in the care process or intervention. The basic concept of going upstream is set out here.
This made Helen smile: the ten WORST popular leadership quotes.