HCW in organisational development • Relentless incrementalism • Jams, chutneys & baking • “Keep on keeping on”
Auckland, New Zealand
Joined March 2011
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A good read by @JRubinBlogger in @washingtonpost “Centrism recognizes that capitalism and regulation, individual merit and social justice, and diversity and cohesion not only can coexist but must operate in tandem within a healthy, balanced society.”
Why centrism might be our salvation... the right time for the center washingtonpost.com/opinions/…
A great description of helpful vs unhelpful bureaucracy …
A lot of the organizations I'd label as post bureaucratic have hierarchy, roles, processes, etc. What sets them apart is not so much the generic "what" but the specific "how." E.g., hey have leaders, but they're not appointed top-down. People have formal roles, but these are broadly conceived with ample scope for personal growth. Processes and rules to guide decisions like strategy and resource allocation still exist (how could they not?), but they don't rely on administrative fiat.
I suppose one could call these organizations "better bureaucracies." But I think they represent a qualitatively different form. They're organizations that are able to get the benefits of bureaucracy (control, coordination, consistency) without paying the associated costs (inertia, incrementalism, insipidness).
Thoughts @work_matters ?
Was it as good as Dopesick on Apple?
Just watched Painkiller on Netflix - profit before people incredibly sad - The greedy #sacklers should be held accountable - such a corrupt world
Deep Peace - Ars Nova Singers
I need a song about Awe to play at the start of my #positivepsychology class on Wednesday. Anyone have any ideas? @pkpiff @GreaterGoodSC ?
I loved working with Paul. As a non-lawyer working in a law firm (many moons ago) he was welcoming, engaging, and had a great sense of humour. He was wise and kind - so should make a terrific judge.
Awesome work @josinclanz, @TheRealKiraS, Marie, and not least Lil. Thanks for making this work and for the benefit it brings to Counties HCWs.
Schwartz Rounds are one means to attend to the emotional welfare of healthcare staff, enabling them to gain different perspectives in the care of their patients and colleagues within system constraints.
With thanks to Dr Lillian Ng for the heavy lifting!
bmjopen.bmj.com/content/13/4…
Seems pretty consistent with what you’ve been writing Prof (@work_matters). Any thoughts? bbc.com/worklife/article/202…
Thanks @suzimcalpine A lovely summary on leadership. ‘Real’ and practical. A good reminder for us dads too.
5 Leadership Lessons from Uncle Mac, the man currently raising our son suzimcalpine.com/5-leadershi…
A good primer on #burnout via @nytimes. See ‘Beyond Burnout’ by @suzimcalpine for a fuller, deeper look at the issue including how to reduce it in workplaces. nytimes.com/2022/02/15/well/…
Jeremy Caird retweeted
Ping-Pong tables, breakfast spreads, paying a specialist to talk about diversity and group meditation sessions are not the solution to building company culture.
Culture is the accumulation of millions of choices made by each colleague.
Apologies for missing attribution. I couldn’t recall who recommmended this - probably Prof Sutton @work_matters
Podcast of the month. Great insights into the (often unrecognised) value of experts deep within an organisation. (Especially like that the examples are in healthcare) podcasts.apple.com/nz/podcas…
Podcast of the month. Great insights into the (often unrecognised) value of experts deep within an organisation. (Especially like that the examples are in healthcare) podcasts.apple.com/nz/podcas…
Worked in New Zealand (as would the ideas described).
Dear Twitter folks who lack a Wall Street Journal subscription (or access through your school or employer). Does this "free link" to my new piece on subtraction work?
Sorry to add this, but it will reduce friction for you and others if it works!
wsj.com/articles/bosses-staf…
A great share from @HelenBevan This is why changing a culture is so difficult (and conversely so straight forward): it requires us to change the way we interact with one another.
You can't change the culture of an organisation by making a rational plan for it, or by declaring it or by restructuring. The only way to change culture is to change the way people work with each other over time. Think many small changes: strategy-business.com/blog/W… Via @stratandbiz
