Laura Burling

634 posts

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Laura Burling

Laura Burling

@BurlingLaura

Health coach, Consultant, Trainer & Co-pro enthusiast. Believer in people & the power they have to make good stuff happen. Views Own

North West, England Katılım Temmuz 2018
1.2K Takip Edilen465 Takipçiler
Laura Burling
Laura Burling@BurlingLaura·
I’ve not been here for a while…here’s why… co-designedsolutions.co.uk It’s been a year in the making & planning. Feels quite bold, brave & very grounded in my values. Go check it out if you have a mo, share it with your pals, spam my contact form & hit me up for a chat 💕✌🏼
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Laura Burling
Laura Burling@BurlingLaura·
I did a thing…💕 The more I do these the more I learn! Such a privilege to chat to Lucy and Julie from Cheshire West and Chester parent carer forum. An inspiring conversation about how a network of volunteers and data from a survey can influence change youtu.be/UJhbPR3Otlg?si…
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Mina
Mina@warden_mina·
What a fantastic day celebrating everyone’s achievements 🤩 Thank you @FNightingaleF for this whole experience. The connections & memories I’ve made will always stay with me & guide me throughout my nursing career ⭐️ Lead by example ⭐️ #fnfscholar23
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Steph Gooder
Steph Gooder@StephGooder·
Today @tandgicft say goodbye to the legend that is Fabi Norris. Thank you for all your support with our ACCEND International cancer project. You enlightened us all #intentional 🤩
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Laura Burling
Laura Burling@BurlingLaura·
Wigan Parent Carer Forum are recruiting! If you know anyone that might be interested in this really flexible and fulfilling role please do share 💕 wiganpcf.org.uk/news/-we-are-r…
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Laura Burling
Laura Burling@BurlingLaura·
I’ve been thinking a lot about the importance of relationships in enabling change. This pretty much says it all. A lot hinges on how we are with each other 💕
Helen Bevan@HelenBevan

A growing evidence base shows the importance of social relationships, trust & collective intelligence for enabling change. @sam__rye describes "relational infrastructure", the web of human relationships & ways of being that enable us to work together & make change possible. Three ways to build it: 1) Give it more priority - e.g., create time in the initiative to step out of “delivery” & take people away for connection time in a different space to support this 2) Invest in skills in relational approaches – & seek to create space & mandate for people to practice these skills 3) See relationships as outcomes in their own right as they create the conditions for solutions to emerge networkweaver.com/on-relational-… Thank you @juneholley.

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Helen Bevan
Helen Bevan@HelenBevan·
"Leadership is language". Words are powerful tools that energise or deflate, inspire or dishearten. When we talk about "resources" rather than "people", or use "they" rather than "we" or say someone is lazy or use "must" or "have to" or abbreviations excessively, we set the culture. There are some great examples of leadership teams identifying words they want to use more & less often & holding each other to account for it: antmurphy.medium.com/leadership-is-… Via @ant_murphy @noelito
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Steph Gooder
Steph Gooder@StephGooder·
So proud of Lisa & Laura, fantastic nurses delivering an amazing service. @Advcancernurses @NicolaFirth6 @tandgicft @TandGCancer
Greater Manchester Cancer Alliance@GM_Cancer

Tameside Macmillan Advanced Cancer Nurse Specialist Team is shortlisted for our ‘Outstanding Care Award’ @tandgicft @TandGCancer. The service was set up to deliver a specialised cancer nursing service to support patients newly diagnosed with advanced cancers. #GMCancerAwards24

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Helen Bevan
Helen Bevan@HelenBevan·
Most transformation efforts fail. Major new research from @BainandCompany says only 12% of big change programmes produce lasting results. They identify six "good practices" for large scale change strategies that greatly increase the likelihood of success: 1) Treat transformation as a continuous process rather than a discrete programme. 2) Build it into the operating rhythm of the organisation 3) Explicitly manage energy for change - sequence changes to avoid widespread organisational fatigue 4) Use aspirations, not benchmarks, to set goals - top-down data driven mandates can crush transformational thinking 5) Adopt a “middle-out”, rather than "top down" approach 6) Allow sufficient funding (in the research, nearly every failed transformation wasn't funded properly) hbr.org/2024/05/transf…. Via @HarvardBiz
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