Sally Hardy 💙🌑

School of Health Sciences UEA. Professor of Mental Health and Practice Innovation. Any views expressed are personal.

[Sally Hardy 💙🌑 @SallyHardys]

@anca_ld_nurse Keep promoting LD nursing and all your great work @anca_ld_nurse

[Mental Health Practice @RCNi_MHPjournal]

First known study of UK rural mental health nursing practice experiences finds need for better integration of rural care services across primary, community, mental health and acute care, by Bonnie Teague @NSFTresearch @NursingEmma @DawnCollins9 @NSFTtweets https://t.co/To4n4K56Tp

[Nursing Times @NursingTimes]

Concerning data from UCAS, with student nurse recruitment continuing to struggle.

https://t.co/jSBoUFSr9m

[NHS East of England @NHSEastEngland]

Make sure you have enough prescription medicine for the bank holiday period.💊

Many pharmacies and GP surgeries will need seven days' notice to issue a repeat prescription.

[Nursing Times @NursingTimes]

The Royal College of Nursing has joined the 'Corridor Care Coalition', which is putting pressure on NHS England to publish data on A&E waits and the number of patients being treated in non-clinical areas.

https://t.co/oqNkYxtCN6

[Sally Hardy 💙🌑 @SallyHardys]

@HealthInnovEast There is also stakeholder perspectives to be built into the planning stage as a process of coproduction arising as key from lessons learned via @UEA_NICHE

[Nursing Standard @NurseStandard]

Fears for senior nursing roles amid pressures to cut NHS costs

A planned restructure at one NHS trust could lead to the loss of 17 senior nursing posts, leaving staff feeling demoralised and undervalued, Nursing Standard has been told.

https://t.co/gf1dDKIaDF

[The King's Fund @TheKingsFund]

BMI benchmarks are based on White European or American populations & were not designed for people from global majority ethnic backgrounds. So how can we accurately track the health of our diverse population, if we're using benchmarks not fit for everyone? https://t.co/6altUSVs4n

[Zoë Billingham 💙🇺🇦🌈 @ZoeBillingham]

This is a positive day for our @NSFTtweets staff, service users and carers with our best CQC results in more than a decade. We still have further to go but our staff who have worked tirelessly to improve deserve congratulating. It’s an important step in the right direction.

[The King's Fund @TheKingsFund]

'From boardrooms to wards, I have seen the emotional toll caused by a health care service that too often prioritises performance metrics over people.'

Sharon Nash explores the impact real person impact of reforming the NHS from within in her long read. https://t.co/AgnT3k0Ad4

[Sally Hardy 💙🌑 @SallyHardys]

@LisaFCDO Do keep in touch with where you go next and thank you for guiding us with our work in Sri Lanka

[Sally Hardy 💙🌑 @SallyHardys]

Nominations are open for ⁦@SkellernLecture⁩ 2026

[Helen Bevan @HelenBevan]

I’m continuing with the theme of not just managing new structures & processes in big system change but the need to work with deeper systemic forces at play. These are often emotionally driven. We ignore them at our peril.
Some of the most interesting work in this field comes from Deborah Rowland & colleagues. Their research shows that a key differentiating factor in the leaders who succeed at guiding organisations through large-scale, uncertain change is their ability to create both a sense of “belonging” & “unbelonging”.
We want people to feel belonging at work: a sense of being included, appreciated for their unique contributions, connected to their co-workers & supported in their daily work . However, in any major change, this sense of belonging is threatened, as group identities, loyalties & structures are disrupted. So “un-belonging” becomes a necessary & generative force during transformation. Un-belonging is the capacity to step back from established group loyalties & identities, allowing both individuals & teams to let go of attachments that may inhibit innovation or new ways of working.
Effective change leadership involves recognising, naming & navigating both the pull of belonging & the necessity of un-belonging, rather than denying or minimising the discomfort of transition. Rowland & colleagues say that leaders who can name & work with both the pain of loss (un-belonging) AND the creation of new forms of connection (belonging) are the leaders who will foster genuine engagement & build sustainability through transitions.
See: https://t.co/Tah2UMWAZY& https://t.co/u2RHpneYUV

[Nursing Standard @NurseStandard]

NHS nursing pay has been eroded to the point where starting salaries are £8,000 behind where they would be if they had kept pace with inflation, new research suggests.

https://t.co/h0q1YUYnaC

[Sally Hardy 💙🌑 @SallyHardys]

@TheKingsFund Exactly what how we approach curating compassionate communities @UEA_NICHE

[Nursing Standard @NurseStandard]

NHS nursing pay has been eroded to the point where starting salaries are £8,000 behind where they would be if they had kept pace with inflation, new research suggests.

[The King's Fund @TheKingsFund]

At 168 pages long, there’s a lot to digest in the government’s 10 Year Health Plan.

But don't worry – our experts have summarised the key policy ideas outlined within the plan and analysed what they mean for staff, patients and leaders here: https://t.co/mHFM714qBv

[Sally Hardy 💙🌑 @SallyHardys]

What a week! Fabulous fun in the sun growing and nurturing fierce compassionate cultures ⁦@UEA_NICHE⁩ ⁦@NSFTtweets⁩ ⁦@AnnJacksonRMN⁩ ⁦

[Sally Hardy 💙🌑 @SallyHardys]

Day 2 already of our ⁦@UEA_NICHE⁩ ⁦@NSFTtweets⁩ residential programme exploring workplace culture ⁦@AnnJacksonRMN⁩