Miova
@miova_uk
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Supporting Leaders and Places to Change & Do Things Differently. Change Leadership & Coaching | Place & System Development | Physical Activity & Wellbeing
Lancashire, UK
Joined October 2022
We believe in the power of working from your strengths. We'd love to help you discover your strengths and build on them as you overcome challenges and grasp opportunities. Get in touch! @kenmasser @CateAtwater @aking817
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Let’s talk problems - complicated, complex - what does it matter? Both are challenging but they need different approaches to finding solutions. @miova_uk
miova.co.uk
Achieving and maintaining a healthy weight, stopping smoking, becoming physically active, are all complex problems. Complex problems are ones where we do not
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BLOG | There are lots of existing interactions between people and the 'system' at various moments in peoples lives. Can a focus on these interactions give us an interesting approach to our place change work? https://t.co/jWFXv2OY3l
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One of the most important things in supporting systems change is to follow with enthusiasm. If someone has a good idea, and its building momentum... follow with the same enthusiasm as if it was your idea. #followwithenthusiasm
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Our team of collaborative change architects work with places and organisations to facilitate, codesign and learn about change and leadership.
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Focus on your connection activities. Go for a coffee, make a call, meet up - and really care about the people you're working with. Controlling, transactional, directing leadership is of the past! #connection #systems
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Learning is vital, but not at the expense of actually getting stuff done. There's a balance.
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Start recognising that the organisational chart is not a good representation of the way influence looks in your organisation.
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A strengths based, personal development approach is key to leading change. Changing people, change the system.
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In moments through our lives, we come into contact with the "system". It could be a GP, local council, job centre, charity, school, HR department and many more. What would happen if we centred more of those interactions on wellbeing? Change the interaction - change the outcome!
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We love this graphic from @spencerideas. Whats your take on the differences between cooperative and collaborative work?
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The balance between demonstrating impact and being patient when is comes to large scale system change is challenging. We need to understand and be able to articulate the relative timeframes as we design our systemic work.
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Systems are a collective of the approaches, decisions and structures defined & curated by people. When people's mindsets & behaviours are influenced and change... the system changes with them. Part of "being the change" is developing a habit of reflecting. @EmilyBradyYoung
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On our website - https://t.co/jWFXv2OqdN - we have a growing number of blog posts. This is a real-life tale of developing a distributed leadership approach in the Rossendale community that became known as @RossendaleConn Lots of learning with some practical tips!
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When all your friends or colleagues say line A is the same length as the target line, a third of us will agree even though we know it's wrong. The same thing (albeit nuanced) is happening every day in our organisations. Leadership takes courage, often just to state the obvious.
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Every place and organisation is different, and needs different things. However, there are some general steps that can guide a system approach to doing things differently. Our approach is flexible and adaptable, built on people, relationships and strengthening leadership.
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How many people actually read the lengthy strategy plans and documents that some organisations spend months on? Planning is absolutely crucial, and we should do more of it, writing out long plans... less so! Be intentional in what you do, plan carefully, but write less plans!
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