Penny Murphy

📢 Calling all NHS line managers and team leaders! Do you need help supporting your team to improve their health and wellbeing? A helpful guide is available here 👉 #heading-7" target="_blank" rel="nofollow noopener">england.nhs.uk/publication/lo… #OurNHSPeople #MHAW

@HelenRigby18 @DNManMet @karenlea36 @MrsSEP85 Thanks Helen. Was lovely to see you and thanks for coming all the way out to see me xxx

@DNManMet @PJRMPen @karenlea36 @MrsSEP85 Well deserved Penny! 🙌🏻

Delighted to finally present @PJRMPen with the Qicn award for highest academic achievement as a CNSP student @HelenRigby18 @karenlea36 @MrsSEP85

@andreakeppie78 @Louisederham15 @HelenRigby18 @karenlea36 @DNManMet Thank you Andrea 🙏🏻🎉 xxx

@PJRMPen @Louisederham15 @HelenRigby18 @karenlea36 @DNManMet Many congratulations Penny 🎊 👏

Thank you @Louisederham15 @HelenRigby18 @karenlea36 @DNManMet I am absolutely delighted to accept this outstanding prestigious award. Thank you all for organising 🎉🙏🏻xx

@nursejustineR Thanks my number 1 🩷🫶🏻 xxx

So so so so proud of my girl @PJRMPen for getting the QCNI award for highest academic achievement ❤️ so well deserved ❤️

@NurseEEvans @DNManMet @HelenRigby18 @karenlea36 @MrsSEP85 Thank you so much xx

@DNManMet @PJRMPen @HelenRigby18 @karenlea36 @MrsSEP85 Congratulations! Wonderful achievement 👏

#CallForPapers: We invite submissions for a special issue focused on antiracism and epistemic justice in nursing. Submit by November 1 lnkd.in/e5nTR_XE

@CheshireNurse @DNManMet @HelenRigby18 @karenlea36 @MrsSEP85 Thanks Donna 🩷🎉xxx

@DNManMet @PJRMPen @HelenRigby18 @karenlea36 @MrsSEP85 Well done penny, well deserved

Nurses report regularly leaving work late due to understaffing and workload pressures, often without pay.  We look at the hidden impact of working late and what employers should be doing. rcni.com/nursing-standa…

Calling all students on nursing, nursing associate and midwifery courses – join NHS England’s National Student Council to share your views. This is a fantastic opportunity to influence change and develop transferrable skills. Apply on the Student Hub ow.ly/wLuz50Xz7ia

As semester one comes to a end another successful research module completed with a another great group of DN and SCPHN apprentices ⁦@DNManMet⁩ ⁦@SNManMet⁩ ⁦@HVManMet⁩

My girl top left. Mini me 🩷

Recption have a message for you this Anti-bullying week.

Drop in district nursing workforce a ‘critically urgent issue’ nursingtimes.net/community-nurs…

Two children in every classroom have Developmental Language Disorder — yet many haven’t heard of it. Our speech and language therapists hit the road with a DLD awareness bus, visiting Rochdale schools with fun activities to raise awareness and empower young DLD ambassadors.

As leaders of change & learning, we should seek out & welcome feedback continuously as it gives us an opportunity to improve. At the same time, we should try not to “over-focus” on negative comments or criticism, rather than positive comments. There have been many occasions where I’ve led a learning session & got overwhelmingly positive feedback yet I have zoomed in & stewed over the one or two negative comments, ignoring the majority of encouraging feedback. This is a normal human response. It’s called “negativity bias.” It means that negative feedback, criticism, or potential threats trigger a stronger emotional reaction in our brains than positive feedback does. For change leaders, negative comments (even in a situation of overwhelming positive feedback) may slow down us or make us reverse course on important initiatives—not because of data, but because of how heavily that concern weighs on our minds. Negativity bias can undermine our confidence, make us more risk-averse, stifle innovation & affect engagement, even when there is strong overall support for the change. It can fundamentally undermine the optimism, confidence & forward momentum that successful organisational or system change needs. Negativity bias is something that even the most experienced change leaders have to consciously manage. Five ways to mitigate the risk of negativity bias: 1) Name & acknowledge the bias: Even recognising when negativity bias is influencing our thinking can reduce its power over our decision-making. 2) Lean into feedback: don’t treat the possibility of negativity as a reason not to get feedback. Build evaluation into every encounter; always hold a “retrospective”/after action review of every project or significant event. 3) Use negative comments as data points for learning but place them in a broader context. Use systematic approaches such as a pros & cons list or scenario analysis to evaluate both the risks & rewards of a given decision. 4) Build a learning culture where mistakes are seen as chances to learn, not reasons to blame. Knowing it's safe to experiment & fail makes us more willing to innovate & take creative risks, alongside the majority of positive responses. 5) Appreciate that “resilience” is a team activity: understanding that negative comments can have a profound personal impact. Always discuss feedback with others who have our back & can help us maintain perspective & keep going with the change. See, eg: forbes.com/sites/brycehof… by Bryce Hoffman & essemy.com.au/turning-the-ti… by Philip Woods. Graphic adapted from one by @OzolinsJanis which inspired me to write this post.

Lack of investment in community services risks shift away from hospital nursingtimes.net/community-nurs…