Stuart Gaw

Deputy Director , South Sector Acute Services, NHS Greater Glasgow & Clyde.

[Justin Mecham @thejustinmecham]

New job? Forget settling in—

Here's how to stand out day one:

Your new job?

It’s not a fresh start, it’s a test—

And most people fail it quietly.

Not because they aren’t smart.

But because they coast. Or guess. Or wait.

Your first 120 days decide if you get trusted.
Respected. Remembered. Or replaced.

Build momentum from day one.

📌 Want a PDF of my top infographics?
⏩ Go Here: https://t.co/QLV2I0XGXV

Please repost to help others out there! ♻️

[Always Keep Learning @AlwaysKeepL]

Managing your Boss

[Justin Mecham @thejustinmecham]

Most leaders don’t lack effort—

They lack structure, try this:

Great leadership isn’t reactive—

It runs on rhythm.

The best leaders don’t just respond.

They set a repeatable pace.

Use my guide to lead with
clarity instead of chaos.

Leadership isn’t about doing more,

It's about doing what matters on purpose.

👇 Want a PDF of my top infographics? 👇
Go Here: https://t.co/QLV2I0XGXV

Please repost to help others out there! ♻️

[Helen Bevan @HelenBevan]

Organisational change is happening at a scale & pace we've rarely seen previously in the health & care sector. It is stirring up profound anxiety within teams. For leaders, understanding the powerful psychological undercurrents at play in driving group behaviour in times of change is as least as critical as managing the operational aspects of transition.
How do we do lead this change process with our teams in evidence-informed ways? @heidipsychology suggests following a process based on Bion’s group dynamic theory. Bion sets out 3 typical behaviours—dependency, fight-flight, & pairing – that block teams from moving forward. "Dependency" means over-reliance on leadership for answers, leaving team members passive & hesitant to act. "Fight-flight" manifests in blaming, conflict, or withdrawal from the challenge at hand. "Pairing" leads to an expectation that a “saviour” or magical solution will emerge to solve the group’s problems, neglecting participation & collaboration in the team.
Bion’s insights can help us move beyond managing tasks to working with meaning & emotion. This can significantly reduce group anxiety during organisational change. Here’s what leaders might do, based on Bion’s framework:
•Don’t suppress anxiety but recognise the undercurrents of the group
•Openly discuss the dynamics of the team & facilitate dialogue
•Set clear goals, expectations & boundaries, reducing uncertainty fuelled anxiety
•Build trust by communicating transparently
•Encourage participation & ownership, encouraging people to take initiative
•Engage the wider group in problem-solving & decision-making
•Model emotional stability & help “hold” the team’s anxiety
•Encourage group reflection & diverse perspectives & discourage “groupthink”
An overview of Bion’s theory: https://t.co/mZA85VJgfq By @FLsociety
Another superb graphic from @heidipsychology.

[Always Keep Learning @AlwaysKeepL]

The 10 Tensions of Leadership

[Always Keep Learning @AlwaysKeepL]

SWOT Analysis

[Rob Dance @RobDance_]

How to motivate your team:

[Justin Mecham @thejustinmecham]

Losing your cool?

Then you're losing your power:

Staying calm isn’t passive.

It doesn’t mean you agree.

It means you choose peace over proving a point.

But calm doesn’t mean silent.

It means staying steady—while still speaking up.

Use my sheet to stay calm under pressure.

You don’t need to win the argument.

You’re winning by staying calm.

Please repost to help others out there! ♻️

👇 Want a PDF of my top infographics? 👇
Go Here: https://t.co/QLV2I0XGXV

[OPSS_South_NHSGGC @OPSS_South]

As part of #WMTY25 day, we tasked our staff with a little crossword - it incorporated both WMTY and also our new Nursing Strategy

[laramitchell @laramitchdr]

Professor Rockwood four magic numbers
75 - age where everything takes off
72- hours to get the frail older adult turned round in hospital
5- Simplify & prioritise CGA. Mobility, Engagement, Cognition & Function
80/20- the team should be able to address 80% of the care plan.

[Always Keep Learning @AlwaysKeepL]

Leader or Manager

[Alasdair MacLullich @A_MacLullich]

Delirium treatment should involve *brain care* AND *mind care* - the latter is often missing, or done inadequately.

[Stuart Gaw @stuartgaw]

With the increase in our older population we need to get this right across primary and secondary care

[laramitchell @laramitchdr]

There is a real urgency to get it right for older adults across health & social care.
These resources based on Ageing & Frailty standards enable that improvement journey.
We need to work as a focused & integrated teams to deliver this around Scotland
#frailty

[George Stern @georgestern]

12 signs you've found a great place to work:

[Eric Partaker @Eric_Partaker]

Every CEO has blind spots.

Toxic bosses ignore them.

Great leaders seek them out.

[Sean McPheat @SeanMcPheat]

Stop treating symptoms.

Find the real problem with this technique ⬇️

Most people try to fix problems at the surface.

But real problem-solving means digging deeper.

That’s where the 5 Why Method comes in.

♻️Repost to help others solve problems more effectively.

➕ Follow me for more content like this.

[Stuart Gaw @stuartgaw]

This is so important time, patience, communication and relationships. #success

[Reads with Ravi @readswithravi]

Success is not linear.

[✨Sonia Sparkles✨🖤 @Sonia_Sparkles]

Without psychological safety in improvement work, it simply doesn’t stick. You can have the best tools, the smartest people, and the boldest ideas, but if people don’t feel safe to speak up, challenge the norm, or admit when something isn’t working… nothing really changes.

[Justin Mecham @thejustinmecham]

70% of projects fail because of this -

Are you making the same mistake?

70% of projects fail due to poor
stakeholder management.
(Source: PMI)

Without proper stakeholder management, you risk:
↳ Lack of engagement/support
↳ Miscommunication
↳ Project failure

Further -

Not all stakeholders are the same
Not all stakeholders have the same worries
Not all stakeholders need the same strategy
Not all stakeholders have the same resources
Not all stakeholders have the same expectations

You need to identify who they are.

And understand their influence and interests.

Then -

You can come up with a specific strategy for each group.

Take the time to listen and understand them.

Your project's success starts with your stakeholders.

Make sure they're on board.

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👇 Want a PDF of my top infographics? 👇
▶️ Go Here: https://t.co/VwjXadI9ZX

[Justin Mecham @thejustinmecham]

Disagreements aren’t the problem—

How you handle them is:

Every team faces conflict.

But how you handle it makes all the difference.

Unhealthy conflict leads to:

❌ Broken relationships
❌ Misunderstandings
❌ Poor teamwork
❌ Blaming others
❌ High turnover
❌ Missed goals
❌ Low trust

But healthy conflict can:

✅ Bring new ideas
✅ Help people grow
✅ Clear up confusion
✅ Improve performance
✅ Strengthen teamwork
✅ Solve problems faster
✅ Build trust and respect

Conflict is not a threat.

It’s a mirror that shows what people care about.

Avoid it, and you bury what matters.

Face it, and you build something stronger.

Please repost to help others out there! ♻️

👇 Want a PDF of my top infographics? 👇
Go Here: https://t.co/VwjXadI9ZX