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| 3 minutes read

Tweets of the Week, 21 August 2020

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).


We look forward to seeing you at the next session on Wednesday 9 September, which will be about supporting my own and my team's wellbeing, and again focused on the #NHSPeoplePlan. Find out more here.

Social Influence

You might have noticed that Twitter has recently started giving people the option to choose who is able to reply to their tweet, our colleague Leigh shares why you should think twice before using this feature.


We often aspire to lead with inclusion and diversity but then don't give enough priority to appreciating other peoples' lives and cultures.  Zarah & Tej have written a blog on why their South Asian Heritage is important to them. Read the blog post here.

Learning & Motivation

Thinking about the role of learning as part of the response to the #Covid19 pandemic, the big shifts we see are from intended to emergent learning & from training to ongoing learning. These shifts will likely remain into the future.

Leigh shared this amazing sketchnote around the four psychological assets underpinnig grit by Hayley Lewis based on the book Grit by Angela Duckworth 

What the team got up to

This week, Kathryn facilitated the NHS London Executive team, looking at how we set priorities for the coming six months. 


One positive from the Covid19 tragedy is the enhanced focus on wellbeing of our people. For those with roles in change, it's also understanding the connection between inner wellbeing and improvement goals.

After 19 weeks of home based working, Zoom/Teams "happy hour" (& other methods we're using to keep out teams socially conntected remotely) are losing their appeal. Here's some ideas, some are free & paid ones can be adapted.

The fatigue many of us feel right now is beyond tiredness. It's a signal that new ways of working (virtual,WFH, etc) have moved beyond being a response to an emergency to becoming locked in, within work systems that weren't designed for it by Simon Terry


This week, our Horizons colleague Tom facilitated a session to better understand the tech needs for our virtual events from the user perspective for a range of personas

We should always start virtual meetings with a person-by-person check in so everyone feels included & we create shared understanding and purpose. We need to make time for check-in at the start of the meeting & treat it as being as important as other agenda items. Graphic: Kristin Wiens.

When we're working virtually, it's even more important to create an environment where everyone can do their best thinking. The key issue is how we treat each other. Nancy Kline's "ten components of a thinking environment" are very helpful.

What actions should leaders take to create an ongoing, sustainable working environment where people thrive whilst WFH & being virtual? It's not about the technology & it doesn't involve more communication. Research suggests the opposite.


Changing organisations and systems is more than meeting standards, strategies and/or methods. Change is created by people who respond to and can feel positively or negatively about what they are asked to do. Three steps towards changing behaviour by Impact Wales.

Why in leading large scale change do we focus so strongly on shared purpose? Because it's the most significant predictive factor for leadership success/delivery, people being engaged & feeling included & innovation. Shared purpose comes before aims or goals via Tracy Brower

How do we build organisational cultures that aren't just strongly aligned to purpose & values, but are also adaptable? Adaptable means able to innovate and respond to opportunities. A critical aspect: employ, find, grow & support your rebels.