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).
The School for Change Agents
Congratulations to participants such as Ana-Maria who are progressing through School. If you're doing School and on Twitter do send us a tweet to let us know how you're getting on and your reflections on your learning! Not signed up yet? Sign up to School.
On @Sch4Change people are reflecting on how change starts with us as individuals. This graphic Leigh spotted on Instagram sums it up really well .Change agency is about being: relational and creating possibilities.
In this brilliant blog by @GabrielleLaw3 describes what happened during the #S4CA session at #FabChange21. It features guest speakers @HelenBevanTweet and @EM_HealthPsych; it also gives a useful overview of the origins of the School and covers how the School has evolved to the #S4CA we know today. If you haven't signed up to School yet, we look forward to welcoming you!
The School for Change Agents gives you the opportunity to build your skills and create positive change! Don't just take our word for it, check out this tweet to see some testimonials from some of the #S4CA alumni.
As we look around the world & especially #Ukraine this iceberg by @Juliet_Young1 feels timely to share. It’s a powerful way of showing the below waterline impact & its effect above the waterline, reminding us to remain curious to changing or challenging behaviours.
When we compare ourselves to other people, we put pressure on ourselves to aspire to similar goals as they achieve and to fit into the same kind of box. The only people we should compare ourselves to is ourselves, to be stars in our own right, on our own terms. Thanks for the graphic @lizandmollie.
There are so many ideas on the #SolvingTogether platform about supporting people waiting for hip and knee surgery. Have you taken a look yet? You can submit your own idea, or you can vote and comment on ideas already posted.
Learning and learning systems are at the heart of improvement at work. Here's an amazing infographic of 60 learning methods from @redthreadre. They're categorised by learning methods to plan, discover, consume, experiment, connect & perform. For more information on this, read this red thread research article 'All the learning methods infographics'.
Motivating change via "carrots & sticks" is usually a bad idea. It's treating people like buttons and levers to push or pull to get results we want. It is much better to identify people who want what we want and build their support and power to succeed. To find out more, read this Digital Tonto article, '4 Myths That Are Killing Business Today', by clicking here.
The skill to spread innovation is such a core capability for the future. @AACinnovation has launched a nationwide survey for people in health and care about what education or skills building we want to innovate. It only takes a few minutes, click here to take part.
Toxic cultures are often the product of behaviours that were once helpful. To avoid this:
- Identify clashes between preached and practiced
- Spot changes that need new behaviours
- Create culture whistleblowers
- Support desired behaviours
Click here to read the Forbes article, 'Adapting Corporate Culture – Before It’s Too Late: Lessons From Better.com' to find out more.
How to respectfully discuss contentious issues at work:
- Make it safe
- Get curious
- Start with facts, not judgment or opinion
- Don't focus on convincing
- Be sceptical of your own viewpoint
- Own your right to have your opinion
For more insight on this read 'How to Respectfully Discuss Contentious Issues at Work', from the Harvard Business Review by clicking here.
Sometimes leaders say "psychological safety is tricky here due to the wider culture of this organisation". Yet each of us as leaders can promote psychological safety, every hour, every day, through our own actions. See Google's summary of actions for managers via @AmyCEdmondson.
If you're leading a transformation initiative you should expect flak. Actions to take:
- Engage with objectors to understand why
- Appreciate that some people lead by resisting new ideas
- Clarify the problem
- Seek opinions
- Ask for their help
For more insight on this, read this blog, 'Leadership Caffeine™— If You’re Leading Change, Expect Flak'.
Too often, leaders jump straight from high level strategy/goals to feature ideas and actions. The most successful teams:
- Have a strategy
- Translate it into models
- Add "minimally viable measurement"
- Identify leverage points
- Explore options
- Run experiments
Spread and Adoption
Our new Clinical Associate Christina Harrison met with Diane Ketley about the Leading the Spread and Adoption of Innovation and Improvement publication. You can find out more about the publication here.