Debbie McWilliam

NHS Grampian Digital Midwife.

My views are my own - take the opportunities, live the life, find the balance 🙏☺

[Debbie McWilliam @scotsdebs]

https://t.co/atWDBMvJhQ

[Parkinson's UK Excellence Network @ParkinsonsEN]

We've launched a new Parkinson's Away-From-Home Kit to support people with Parkinson's who are going into hospital.

Every item is designed to help them and their carers, advocate for their medication to be administered on time, every time.

Find out more: https://t.co/gnZeGDNiE6

[Royal College of Midwives 💙 @MidwivesRCM]

Happy MSW Celebration Day to all of our maternity support workers and maternity care assistants. The work you do is invaluable and we are so grateful to have you in our community. Please tag us in pictures of your celebrations today! #MSWday25

[Debbie McWilliam @scotsdebs]

We appreciate our MSWs every day...lovely to have a breakfast to appreciate them. @MidwivesRCM @JakiLambert @JacquelineKedd5

[Dr Gray's Hospital @DrGrays_Elgin]

Ward 3 @DrGrays_Elgin held a breakfast for their maternity support workers to recognise their important and valued contribution. Colleagues enjoyed the opportunity to come together for some coffee and breakfast.

#MCAs #MSWs #TeamGrampian #ProudtobeNHSG #mswcelebrationday2025

[Dr Gray's Hospital @DrGrays_Elgin]

🚗 Car Park Closures at Dr Gray’s Hospital This Weekend 🚧

Thank you for your cooperation!

@HSCMoray

[Parkinson's UK @ParkinsonsUK]

Many people with Parkinson’s spend long periods in bed awake, struggling to fall or stay asleep. But small changes can help.

Sleep doesn’t always come easy, but with the right support, better nights are possible.

Have you found anything that helps you rest more easily?

[Debbie McWilliam @scotsdebs]

@jonny_acheson Great views Jonny! I don't know the answer, but I do know my daughter's IIH becomes much worse with changes in atmospheric pressure. If our barometer at home is showing low pressure I know her pain will be worse. Hope it settles soon for you.

[Dr Gray's Hospital @DrGrays_Elgin]

Pharmacy First can help with common conditions like sore throats, earache, cold sores, and urinary tract infections (UTIs). No appointment needed.

For more information on how your local pharmacy can help visit https://t.co/D5zGrwb40b

[Helen Bevan @HelenBevan]

Newly published research shows that taking calls & answering emails during “non-work” time can have negative consequences for people. When people use work-related technology in the evening (even by choice) they struggle to mentally switch off from work, which negatively affects their wellbeing both that night & the next morning.

Evening work-related technology use depletes people’s “self-regulatory resources” - the mental energy needed to redirect attention away from work. Without these resources, people cannot mentally disengage from work, which impairs their ability to repair their mood & maintain emotional wellbeing. It creates measurable reductions in positive affect (feeling enthusiastic, relaxed) & increases in negative affect (feeling anxious, dejected). This negative effect carries over to the next day, creating a downward spiral of loss of resources. However, two factors can break this cycle: feeling in control of how evening time is spent & getting good quality sleep.

The authors describe a "double-edged sword" situation - evening technology use may help with work goals in the short term but comes at a cost to recovery & ongoing wellbeing.

Actions for leaders based on this research:
1) Discuss how to contain the work to the working day with the team & problem solve: don't encourage "going the extra mile at night" or "always-on" behaviours.
2) Model the boundaries we expect from others: if we want people in our teams to respect their evening time, demonstrate it ourselves by not sending late-night emails or messages. When leaders reply to emails at midnight, team members feel they should too.
2) Make our boundaries visible & talk about them openly: the research emphasises that perceived control is protective, & when leaders talk openly about their own boundaries, it helps team members feel comfortable setting their own without fear of judgment.
3) Include digital boundary training in wellbeing training: encourage people to be more deliberate about when they engage with work technology rather than checking emails out of habit.​
4) Act early when we notice patterns of evening work: spot these patterns early & intervene before visible wellbeing problems emerge, enabling workplace cultures where people feel comfortable setting boundaries.​

https://t.co/xUlXnWCTMr By Svenja Schlachter & colleagues, via John Whitfield.
Graphic by @_workchronicles.

[Dr Gray's Hospital @DrGrays_Elgin]

Patients who are waiting for MRI scans will soon be seen at a new mobile MRI unit located @DrGrays_Elgin. The unit, funded by @scotgov, will be on site from 1 December 2025 until the end of March 2026, providing additional capacity for eligible patients: https://t.co/U0b5u6Vspm

[NHS Grampian Managed Clinical Networks @NHSG_MCN]

We’re excited to share that @CHSScotland has launched their new FAST campaign to
raise awareness of the signs and symptoms of a stroke.
Acting FAST can make all the
difference and save a life.

Learn to spot the symptoms: FACE, ARM, SPEECH, TIME.

Every second counts.

#actFAST

[Royal College of Midwives 💙 @MidwivesRCM]

The Government has submitted its evidence to the NHS Pay Review Body (PRB), recommending a 2.5% increase. Our response here 👇

[Walking Scotland @walking_scot]

Walking isn't just about getting from A to B. A short walk or wheel can be the opportunity to reset after a busy day, catch up with friends and family, or have some thinking time.

[Dr Gray's Hospital @DrGrays_Elgin]

#WishYouWorkedHere We’re looking for an experienced and enthusiastic Consultant to join our expanding Obstetrics & Gynaecology service – providing high-quality care for women and families across #Moray and the North East.

https://t.co/Mro14RhJrb

https://t.co/fmvSQMaJ9Q

[System C @System_C]

Fiona Morgan from @WalsallHcareNHS is our Clinician in the Spotlight for October! 🍂

In this edition, Fiona shares her insights on managing BadgerNet Maternity and its transformative role in midwifery at Walsall Manor.

Read more 👉 https://t.co/OpQuwZO24z

[Grampian We Care @GrampianWeCare]

Delighted to announce this week the launch of our Wellbeing Talks. THURS 30th OCT 2-3pm via MS Teams- 1st session on Managing Menopause https://t.co/KjSjVu77qb @NHSGdevelopment @NHSGrampian @HSCAberdeen @HSCPshire @DrGrays_Elgin @NHSGradScheme

[NHS Grampian @NHSGrampian]

#JoinOurTeam PM219428 - Unit Operational Manager

Lead and Shape the Future of Women’s & Children’s Services

https://t.co/sST5w5j9Yl

[Debbie McWilliam @scotsdebs]

Interesting thought process...

[Helen Bevan @HelenBevan]

I do not like the term “empowerment”.

“Empowerment” is everywhere in the world of change leadership. It’s in the top three of the most commonly used leadership terms globally according to @DigitalDefynd. Personally, I never use “empowerment” unless I’m working with someone who is doing so already.

When organisations or leaders seek to "empower" people, it's often them choosing what's best or how much control others can have. This puts the person or group doing the empowering above everyone else & doesn't really give true freedom to those on the receiving end. Empowerment suggests that power is something that “we” give to “them,” reinforcing the status of the “giver” & (often unintentionally) making others feel weak or dependent, which is the opposite of what empowerment is supposed to do.

“Agency” is a better principle than “empowerment”. It means recognising people's innate ability to contribute & lead rather than relying on managers to bestow permission. People with agency decide what to do, take action & shape what happens. It’s their own drive & ability, not because someone else says they can. Agency makes people active collaborators in change & leads to better, more sustainable change outcomes.

As leaders, we can give people empowerment, by granting permission or sharing authority. We cannot give people agency: people have to build it for themselves through practice, experience & reflection. But leaders can create a climate for agency to thrive through encouragement, resources & space.

Being “agentic” means acting with or displaying agency. This term has become popular recently because of the development of “agentic AI” – AI systems that can act autonomously & make decisions, rather than just react to commands, prompts or rules. We don’t just need agentic AI; we need agentic people too.

“Agentic” is beyond “empowered”; it means shifting from a top-down model of control to one that trusts & supports people to make their own choices, solve problems & shape their own work. This shift requires us to let go of rigid structures, foster open dialogue & design systems that enable autonomy & collective discovery. When teams operate with agency, they become active collaborators, driving innovation & resilience in the face of uncertainty. The future belongs to leaders who encourage agency - rather than empowerment - where people don’t wait for permission, but act with purpose & ownership.

“Designing for agency: how leaders move past empowerment”: https://t.co/S5ehHIHqqA. By Daniel Gagnon & Pete Behrens.

Graphic adapted from “Agency is the highest level of personal competence”: https://t.co/EwXlsbdvC4. By @ThomasSBateman.

[Debbie McWilliam @scotsdebs]

@HelenBevan @DigitalDefynd Interesting approach,not sure I agree 100% with this. To me,empowerment is encouraging & supporting someone to believe in themselves and their capabilities,not 'giving' them permission.We empower women every day as midwives,we support them to believe in themselves.Will consider!

[Jonny Acheson @jonny_acheson]

It’s a real privilege to be asked to write an article for the British Geriatric Society @GeriSoc to be included in their membership magazine AGENDA

#Parkinsons

[Debbie McWilliam @scotsdebs]

@jonny_acheson @GeriSoc This is great Jonny!