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| 3 minutes read

Tweets of the Week, 19 March 2021

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 greatest benefit of working from home is potential for flexibility. Yet too many home workers fail to take the benefit. We should 1) Track time 2) Start small 3) List adventures 4) Create a schedule 5) Test drive it 6) Don't announce it.

Being a compassionate leader includes creating a compassionate email culture. The number one rule: focus on protecting other people’s inboxes rather than your own. Shift the focus: prioritise each other & everyone wins.
A new article about staying mindful when we're working remotely. Mindfulness is making a choice to be present in the here & now. It's more challenging when working virtually. The shift to make is from doing to being, from future to present.
Shout out for all the great managers in health & care! The contribution managers have made over the past 12 months has been critical but often in the background & unseen. "Be kind, for everyone you meet is fighting a hard battle, including your manager."
Feeling exhausted, overwhelmed?  You’re not alone. This brilliant graphic by @EmmaNeuropsych sums up what we’re all struggling with - longing to see family/friends, uncertainty, loss of coping mechanisms, a huge range of different frustrations.


One way things will change beyond Covid is in the nature of power & influence in organisations. In times of uncertainty/ambiguity, people are influenced by those they trust & connect with. Informal influencers have come to the fore. Formal leaders must learn from this.

As leaders we are amplifiers; our words & actions are constantly scrutinised & interpreted by the people we work with & lead. We generate signals that demonstrate what's important & how to act. Don't underestimate how much our leadership behaviour scales.

3 leadership mindsets by Max Shkud. During covid we've seen a shift from behaviourist (focus on productivity/efficiency) to humanist (compassionately supporting people to grow & thrive).

What are the best ways to improve the depth of learning? In the context of learning methods/approaches for change & improvement, the best way is through practice with ongoing coaching. These strategies can help to reinforce that so it becomes a habit.
Mentorship and sponsorship are really valuable for development and support. How are these things different? Find out in this helpful guide- thanks for sharing Andrea Gibbons.


Large-scale problems do not require large scale solutions; they require small-scale solutions within a large scale framework. Big solutions: slow, rigid, abstracted from real places & people. Small-scale solutions: nimble, iterative, quicker.
A small film we can use as an activity in a virtual team meeting. It shows "gradual change blindness" - how we're often blind to the cumulative effects of subtle changes. It’s why wise change leaders are often incrementalists.

The People and Organisational Development team at @MSEHospitals has created its own rules of meeting etiquette. It's great to see them using Yodas to improve meetings. How to use Yodas in your meetings.


Great to see pictures of people celebrating having got their vaccine! Helen got hers this week.