Tweets of the Week 29 October, 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 School for Change Agents

“It is so important to build a diverse workforce and welcome people from different backgrounds in order to create positive change.” ~ @Anisah_Majothi . Find out what Ani thinks is important to create change in her blog linked here. #S4CA

The School for Change Agents gives you the opportunity to develop your skills and create positive change! Sign up for the #S4CA here and join this brilliant global community. Don't just take our word for it, in this video are some testimonials from our alumni, click the image to watch the video.

Spread and Adoption

Find out why the perspective of the individual is pivotal in the spread & adoption of innovation in this @HorizonsNHS blog linked here. For more details on 'Leading the Spread and Adoption of Innovation and Improvement: A Practical Guide', click here. #NHSSpread

Virtual Collaborate

This week's Tech Spotlight: This brilliant video by  @HorizonsNHS colleague @EnebiVanessa gives us step by step tips for presenting a @powerpoint LIVE in @MicrosoftTeams - we thought you'd like it too!

Co-production

“…working with system partners to place co-production – including people with lived experience – at the centre of how the health and care system learns and embeds change.” ~ @helenlee321_lee via @theQCommunity

A brilliant blog on value of co-production, click here to read it.

Wellbeing 

Too often when we think about ways to "improve productivity", it's about changing the process so we can get more work done with the same or less. Yet the most powerful ways to improve productivity are relational & behavioural, linked to purpose. Great graphic by @positivepresent.

Is our move to urgent action post Covid addressing the need to keep the system going when the real urgency is to reimagine & address deep issues? This was written for educationalists but is "hamster wheel urgency" also a risk in health & care? Read the article by clicking here.

Across the USA, thousands of nurses are taking part in a new initiative: Gratitude Practice for Nurses, aimed at  helping nurses & clinical teams prioritise their own health, happiness & well-being. There is a free toolkit and lots of resources linked here.

Change

Change leaders need a basic understanding of the science of complexity as we cannot change one part of a complex system without it having an impact or being impacted by other parts. Here is a fantastic new interdisciplinary graphic guide by @thoughtworks. Click here for the guide.

Marshall Ganz, who is a massive influence on Helen's practice as a leader of change, defines leadership as "taking on the responsibility of creating conditions that enable others to achieve a shared purpose in the face of uncertainty". This graphic by @lizandmollie reminded her of it.

There's a few basic principles to guide all our work as leaders of change. Here's one: "correction does much, but encouragement does more". We want people to keep to the quality standards. AND we want to encourage people to take their own power for learning & change. Thank you @tnvora.

Some people think facilitation is about "running meetings". But it is much more than that; it's about designing & holding the processes & spaces that can bring about very big changes. Click here to find out more.

Organisational Culture

Five ways to build a culture of trust: 1) Deliver on promises; 2) Make it a habit to be reliable & consistent in our behaviour; 3) Trust with an open eye; 4) Provide the tools that lead to trust; 5) Give honest, compassionate feedback. For more insight, click here.

You can get good free practical tools for leading organisational/ system change from @xplane. This piece sets out "7 principles & 5 steps" for change leaders including the "activation curve".There's also a link to their free change guide for senior leaders: click here.

Matrix working: great in principle but research shows it often fails in practice. Ways to make your matrix work inc: 1) Relaunch the team 2) Appoint a DRI (directly responsible individual) 3) Get leaders talking 4) Eliminate the unnecessary. For more insight, click here.

Analysis of 1.4 million employee reviews identified the elements of culture that matter most to people at work. Senior leaders are seen as key to creating the culture (positive & negative) & no one has a good word to say about reorganisations. Click here for more information.