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 Big Conversation
Scott Ballard-Ridley and Dr Dominique Allwood will be in conversation with the National Improvement Award winner for the Improving Health Equity category on day 2 of The Big Conversation for Improvement, 12 May. Sign up here!
The School for Change Agents
Do you work in the #NHS? Would you like a say on what you think will help our #OurNHSPeople do their best work and thrive? Visit @People_nhs's new crowdsourcing platform and help to explore the five key challenges set by their National Retention Programme. There are 5 challenges to get involved in:
- Early career
- Work-life boundaries
- Later career
- Belonging, inclusion and diversity
- Inclusive menopause
Click here to get involved on the crowdsourcing platform.
Spread and Adoption
Wanting some help to enable the spread and adoption of innovation & improvement? There's another opportunity for a 1-1 session with @DianeKetley to explore how her guide can help you! More details on how to apply can be found here. Deadline: Friday 6th May
Can management be "beautiful"? Yes. We have the legacy of "scientific management" where managers control people and treat them as assets to be sweated. Beautiful management means inspiring the full potential of human creativity and cooperation. Click here to read this blog form @BCGhenderson for more insight on this.
Teams can create high performance but they take a lot of work. Sometimes, the cost of coordination and motivation is higher than the collaboration benefits teams bring. Is it time to replace some teams with “co-acting groups?” asks @profmortensen and colleague. Click here to read this Harvard Business Review article for more insight.
Building a sense of belonging (so people are accepted for who they truly are at work) - rather than expecting people to "fit in"- is one of the most effective strategies for retaining our people and creating conditions for improvement. Click here to read this article from Medium for more insight.
Yes, change should be driven by data. AND, by its nature, data is backward looking and constraining. The biggest, boldest change is going to happen if we look forward, using our collective imagination.@CassieRobinson is leading important thinking and practice, check out her blog here to find out more.
Ideas are easy. Turning them into action is much harder. To strengthen the "ideas to action" flow:
- Accept responsibility for ideas to action
- Drive out fear
- Value experimentation
- Shift your mindset
- Use a multi horizons approach
Click here to read ''Effective leaders accelerate their team’s ideas-to-actions flow'' from Smart Brief for more information on this.
The increase in hybrid working is encouraging "strong tie" approaches to knowledge sharing (with people we know/trust). Breakthrough thinking only comes via "weak ties"(connecting with more people). We must find new ways to build weak ties. Click here to read 'Maintaining network connections' from Strategy+Business for more information.
Here is a free toolkit for designers and facilitators of workshops and events. Its purpose is to "unleash ingenuity within systems". Helpfully, it organises the tools by stages in the workshop, from opening up ideas to ending with actions. Click here to access the toolkit.
Congratulations to @tnvora who has even voted no.3 in the top 50 HR influencers in India! We love Tanmay's sketchnotes and work.