I did a thing…💕 The more I do these the more I learn! Such a privilege to chat to Lucy and Julie from Cheshire West and Chester parent carer forum. An inspiring conversation about how a network of volunteers and data from a survey can influence change youtu.be/UJhbPR3Otlg?si=gRD_…

You amazing superstar @warden_mina 🤩 so proud of you!

Wigan Parent Carer Forum are recruiting! If you know anyone that might be interested in this really flexible and fulfilling role please do share 💕 wiganpcf.org.uk/news/-we-are…

I’ve been thinking a lot about the importance of relationships in enabling change. This pretty much says it all. A lot hinges on how we are with each other 💕

"Leadership is language". Words are powerful tools that energise or deflate, inspire or dishearten. When we talk about "resources" rather than "people", or use "they" rather than "we" or say someone is lazy or use "must" or "have to" or abbreviations excessively, we set the culture. There are some great examples of leadership teams identifying words they want to use more & less often & holding each other to account for it: antmurphy.medium.com/leaders… Via @ant_murphy @noelito

Most transformation efforts fail. Major new research from @BainandCompany says only 12% of big change programmes produce lasting results. They identify six "good practices" for large scale change strategies that greatly increase the likelihood of success: 1) Treat transformation as a continuous process rather than a discrete programme. 2) Build it into the operating rhythm of the organisation 3) Explicitly manage energy for change - sequence changes to avoid widespread organisational fatigue 4) Use aspirations, not benchmarks, to set goals - top-down data driven mandates can crush transformational thinking 5) Adopt a “middle-out”, rather than "top down" approach 6) Allow sufficient funding (in the research, nearly every failed transformation wasn't funded properly) hbr.org/2024/05/transformati…. Via @HarvardBiz

When led and facilitated well they are a melting pot of ideas & solutions ✨

So good @warden_mina ✨

The game changer. Always ✨ relationshipsproject.org/cas…

Never doubted for a moment these two would be nominated and shortlisted for awards 🤩

This ✨

We have an exciting announcement! 🗞️ Over the next 12 months, we will be working with @CareQualityComm and @PointofCareFdn to develop a rigorous, scalable, self-assessment framework for #IntegratedCareSystems (ICSs) 👇 bit.ly/4bCNkbv

This #WorldCancerDay we are highlighting the important role our Cancer Care Coordinators and Pathway Navigators play in promoting equity of care for our cancer patients #CloseTheCareGap 🌍💚💙 #PersonalisedCare

Ah thank you so much Sallie 💕Our conversations about Personalised Care helped so much! You’ll be missed x

No. 1 fan. Making memories ❤️ @chrishemsworth would you kindly send a video for Vera #video4Vera #dyingmatters @StephGooder @TandGCancer @TamesideMISS @Tameside_ICP @HPB_CNS_TGH consent obtained for photo/post

Really looking forward to being part of this 🤩 Mainly cos I’m a @StephGooder fan girl 😁

Oooooo yes. This.

Conversations about trust at work often focus on the relationship between leaders & their teams. As (or more) important is trust between team members. Research with 1,000 workers identified five trust-based behaviours that set the highest performing teams apart. These teams: 1) establish norms for collaboration 2) keep colleagues informed 3) share praise & credit for work done well 4) believe disagreements make them better 5) proactively address tensions in the team Trust isn’t relayed by leaders from the top down. It’s built organically on a foundation of behaviors exhibited by all team members that enables everyone to produce their best hbr.org/2024/01/how-high-per… By @RonFriedman