Emma Arnold

[Helen Bevan @HelenBevan]

Leading across a system requires a massive & ongoing commitment to the practice of collaboration. A new report from @TheKingsFund sets out six areas of practice for effective collaborative leadership:
1) create a safe, inclusive & trusting environment
2) build & maintain healthy relationships
3) create a shared purpose
4) manage power dynamics
5) surface and manage conflict
6) promote shared decision-making
https://t.co/AKHpRIcOlc. Thank you @nicolawalshkf

[Howard Beckett @HowardRBeckett]

Norway has a £1 trillion + wealth fund for ordinary people, built over many years by taxing fossil fuel giants at 78%.

Last year alone Norway collected $89bn in tax from fossil fuel giants.

They then used that fund to pay people’s energy bills.

There is another way.

[Dr Dan Goyal @danielgoyal]

No doubt we are at a tipping point for the future of healthcare in the U.K.

You will hear a lot of misinformation, disinformation, and barefaced lies over the next 18 months - a £200bn/yr industry is on the table.

So here are the facts…

Has the NHS been value for money?

[Howard Beckett @HowardRBeckett]

Car parking charges:

• NHS Nurse & doctors: £1,300 per year.
• MP: £0.00 per year.

Ban NHS car parking charges. Just for a start.

[✨Sonia Sparkles✨🖤 @Sonia_Sparkles]

Dear #NHS Managers,

How are you holding up?
There’s so much you do
I drew just a few

How do you make it all fit?
Order, organise & sort it all out?
The booking, calling & planning
The juggling, creating & finding

You are the glue
We see what you do
And to us, you matter too

[Helen Bevan @HelenBevan]

Collaboration is a positive thing but many people report "collaboration overload". We collaborate 50% more than we did 12 years ago. This (free) playbook from @asana says many leaders don’t fully understand what collaboration is, or how it differs from less complex forms of working like coordination. They set out how leaders can get better outcomes from knowing when to collaborate & when to coordinate: https://t.co/s9fvaJQa9W Thanks @FerraroRoberto

[Helen Bevan @HelenBevan]

New from the author of "Radical Candor": We should seek to build "radical respect" at work. There are two elements:
1) We have to honour individuality (rather than demand conformity) if we want every person in our team or collaboration to bring their full potential
2) We have to work on the basis of healthy collaboration (not coercion which doesn't improve results and blocks innovation)
https://t.co/7A7zck41Zp By @kimballscott

[Helen Bevan @HelenBevan]

If we want improvement across a system, we need to hold each other to account for behaviours, not just outcomes. When leaders & teams behave respectfully to each other at work, they create the conditions for improvement far more than any outcome-oriented performance drive: https://t.co/abuVeiJB4m Another great blog from @DrNicolaBurgess @WarwickBSchool. Tweetchat on this topic next Tues 6th June 7-8pm #LeadingQI

[Helen Bevan @HelenBevan]

What are the characteristics of high-performing leadership teams? @jurriaankamer sets out the traits of the best teams he's ever worked with: https://t.co/VC8Dz1GO9N The article also contains excellent links to other articles than explain the concepts #Quality2023

[Helen Bevan @HelenBevan]

If we look at the most effective networks & communities of practice, we see they need time & leadership to develop & mature. They are built on strong foundations of connection, which creates the conditions for sharing to happen. They go through these early stages before they reach a level of maturity that enables them to really make a difference in the world. The health & fitness of a network or CoP needs to be nurtured & grown. @BeckyMalby @DrNaeemAhmed. Inspired by @simongterry

[Helen Bevan @HelenBevan]

Trusting relationships are at the heart of our ability to deliver change. Trust takes time to build & can be lost quickly. To quote a Dutch proverb: "trust comes in like a tortoise & goes out like a horse". The "Trust Trifecta" from @TCI_ca suggests 3 components we need to work on to be trusted leaders & collaborators:
1) Authenticity
2) Connection
3) Competence
https://t.co/83xteVS7zX

[Helen Bevan @HelenBevan]

The term "VUCA" (Volatile, Uncertain, Complex and Ambiguous) has been popular since the 1980s. However, since the pandemic, VUCA is increasingly being replaced with "BANI" (Brittle, Anxious, Non-linear and Incomprehensible). VUCA describes the challenging situation that leaders find themselves in. BANI helps leaders to locate themselves & identify the actions they need to take: https://t.co/Q2jdKjBX8E By @fu_turedesigner

[The RCN @theRCN]

Now, more than ever, the nursing profession needs the public behind it.

Ahead of our strikes this weekend, which aim to win back safety for us all, share this post to show you support nursing.
#FairPayForNursing #RCNStrike

[NHS Million @NHSMillion]

Please follow and RT if your on the side of NHS staff, not Steve Barclay.

Together we can make our voices heard and make a difference.

[Helen Bevan @HelenBevan]

As leaders of complex system change, we should value the creation of relationships as a key outcome in its own right:
- We need to stop trying to design the solution & instead design for the conditions that enable the emergence of many solutions
- Fostering more, quality & trusted relationships is a critical enabler of that emergence.
Time spent building relationships & networks is not 'fluffy’. Rather, it's an investment in legitimacy & better outcomes. Superb piece by Bill Bannear of @ThinkPlace: https://t.co/CL8n05oUZY

[Steve Hams @sphams]

Big rise in nurses trying to take their own lives due to burnout https://t.co/cDx5UoEcIm via @NurseStandard

Talking about suicide and mental health takes considerable courage, from experience, verbalising the continued internal voices of distress can make the world of difference.

Protecting the well being of those who care should be a priority for us all.

@samaritans @MindCharity @PAPYRUS_Charity
@SuicidePreUK @theCALMzone

[Dr Hayley Lewis @Haypsych]

The @H_S_E has identified six main stressors we tend to see in the workplace including unrealistic demands and insufficient support. How many of these stressors do you experience in your organisation? What kind of things are in place to support you? #StressAwarenessMonth

[Helen Bevan @HelenBevan]

Many change programmes start from the principle that they can push a new culture onto an organisation. They don't take enough account of the "codes" of existing cultures/subcultures. We need to think about the ways in which these cultural codes reinforce existing behaviours & exclude people who think differently: https://t.co/WPs675iB1N By @noelito

[Howard Beckett @HowardRBeckett]

If Ofgem don’t bring bills down then a total of 8.4 million people in the UK are expected to be living in fuel poverty from April 2023.

Meanwhile seven (7!) oil companies made a total of £150bn profit in just 9 months.

Please don’t call it a crisis. It’s a scandal.

[NHS Million @NHSMillion]

We’re trying to get as many followers as Rishi Sunak so we can show the government just how many people are prepared to fight for the NHS and its staff.

Please can you help by following us and retweeting this?