Jonathan Lumb

Accountant with more years than I care to remember in the NHS. Proud to be a Future Focused Finance value maker. All views are mine, I can't blame anyone else!

[Jonathan Lumb @lumb_jonathan]

@elonmusknews30 96

[Ruth (Ginsburg) Gotian, EdD, MS @RuthGotian]

So, if you’ve ever thought, “I should’ve handled that differently,” that’s not a failure.

It’s a signal.

It’s a moment to learn from.

You don’t need to be perfect.

You just need to be willing to notice, reflect, and try again.

[Barrie McDermott 🏉 @RLBarrieMc10]

We are running the Leeds Marathon again in memory of the Great Rob Burrow. His fight, his spirit, his legacy — still inspires us all.
Please support the Rob Burrow Centre for MND
@BillyMcDermott5 @RuthCoates14 @dommcgheexo @robnorburyfans @Musebar

https://t.co/JXUl0rhhYV

[Interesting STEM @InterestingSTEM]

AI can generate podcasts from a single image.

🎥: hashem.alghaili

[Chris D. Jackson @ChrisDJackson]

📸 No one follows more etiquette rules than the Royal Family—but notice how King Charles didn’t make any smart-ass or demeaning comments about Zelensky’s attire today.

Why? Because respect isn’t about clothes—it’s about character. And that’s something money can’t buy.

[Protect Kamala Harris ✊ @DisavowTrump20]

RETWEET if you stand with President Zelenskyy against Trump and Vance!

[Tansu Yegen @TansuYegen]

Strategy🦾

[Helen Bevan @HelenBevan]

At the beginning of the year, I'm reflecting on "busyness". It's an affliction for many of us. Being busy means we don't have time for things that really matter to us or we miss important opportunities. Some organisations view busyness as a marker of leadership success. Busyness may also meet our psychological need for validation, self-worth, avoiding emotions &/or staying in control. We can make 2025 the year when, individually & collectively, we are less "busy": https://t.co/AvfsoicY7J. By Dalia Oufi. Graphic by @lianafinck via @AdamMGrant.

[Helen Bevan @HelenBevan]

It's that time of year when many of us are looking forward & making plans. Planning is an important part of leading change but mostly for different reasons than people think:
1) Plans are typically NOT about prediction & control.
2) Plans are much more about giving the permission/confidence/encouragement to move forward in our change endeavours
3) Plans give us psychological scaffolding to venture beyond our comfort zones
4) A flawed plan isn’t a failure — it’s a feedback mechanism.
See this new piece by @mathews_sheril: https://t.co/93CY9TtZrv. Via @FerraroRoberto.

[Florence Lox 🇬🇧🏴󠁧󠁢󠁳󠁣󠁴󠁿 @floboflo]

Anyone know how Liz Truss's first day at Microsoft is going?

[Chief Rabbi Sir Ephraim Mirvis @chiefrabbi]

Gareth Southgate’s greatest achievement was not on the pitch, but in the standard that he has set for how a role-model and representative of our country should conduct themselves.

In a job which has subjected him to a degree of national scrutiny and criticism that most people will never appreciate, he has been a real mensch, remaining dignified, respectful and considerate throughout.

His legacy will be a generation of young people who have learned from him that leadership is primarily about decency, integrity and bringing honour to others. That is worth more to our country than any trophy. The crown of a good name supersedes all. Thank you, Gareth.

[Helen Bevan @HelenBevan]

Building a sense of belonging is one of the most important factors in improving performance & productivity. Research in @HarvardBiz showed high belonging was linked to a 56% increase in job performance. By fostering an environment of acceptance, understanding & appreciation for the unique talents that each person brings, we can help everyone feel like they belong: https://t.co/Yd4gktPAka. A new article by @inspiredleader. I've paired it with a graphic via @mme_hopkins

[strategy+business @stratandbiz]

🔄 Change starts from the top. Leaders need to model the behaviors they want to see in their employees.

Explore this concept in our latest article. https://t.co/IfXDIQbU9g

[John Amaechi OBE @JohnAmaechi]

So few workplaces are willing to demand (and invest in) leaders who can handle the colleague autonomy and authentic connection required for such a culture to thrive.

[One NHS Finance @OneNHSFinance]

🎉Today marks 10 years of the Future-Focused Finance programme! To celebrate we have a special #giveaway, to enter - Follow, Like & RT this post for a chance to #win a selection of goodies. The winner will be chosen at random on February 20. Good luck & thank you to everyone who has helped shape & develop the programme into what it is today! 🎉

#NHSfinance #competition #FFF10

[Pinch🇬🇧🇬🇧 @allend230]

Some might get this… others won’t have a clue!? 😁

[Helen Bevan @HelenBevan]

What is the difference between systems thinking & design thinking?
Systems thinking zooms out: it's about understanding the interconnection of parts (relationships, structures, thinking, culture) within a larger whole.
Design thinking zooms in: it's about appreciating people's individual needs & combining them with what is technically feasible & economically viable to create new & better solutions.
We often create the best insights for change when we zoom in AND out, combining analytical, big-picture systems thinking with creative people-centered design thinking. A great resource from @ideo that explains this: https://t.co/X6g3gYSbQq

[Helen Bevan @HelenBevan]

"Managerial ventriloquism" is a common practice in the health & case sector. It's where leaders mention others (often those in higher authority) when they ask people to do things. Eg, "the Regional Office needs this by the close of play" or "the Director says we have to do this".
Over time, a culture builds where:
A) managers speak for others too frequently, undermining their own credibility &
B) responsibility keeps being passed to someone else, with no one willing to take ownership of decisions.
This article sets out research-based tactics for leaders to own their own words & build their own agency & that of their teams: https://t.co/oFtpmhQlai By David Hollis & Alex Wright @mitsmr

[Frank Dick @frankdickcoach]

The most effective leadership teams are formed of people who think differently. We need differences of opinion because it’s from making time to understand the strength in each difference that we find the way to better decisions.

[Helen Bevan @HelenBevan]

How to banish "initiative fatigue" & lead change. @xplane offers three tactics to shake things up, build momentum & create foundations for the kind of change that moves things forward:
1) Show don't tell: move everything from meeting minutes to everyday communications to visuals & open to public contribution
2) Make meetings into workshops: redesign closed, low energy, discussion-based meetings into collaborative workshops in which diverse people can work together to co-create solutions.
3) Show visible markers of progress: keep people informed & engaged for the long haul by using visual maps, visual indicators & visual stories
https://t.co/dd0CSBDJQ8. @xplane also offers some fantastic free worksheets for visual working: https://t.co/lxPn5PwSf4