Katie Quinney (@katiektquinney) 's Twitter Profile
Katie Quinney

@katiektquinney

Changing the way it feels to work in healthcare | Relentlessly Hopeful |Never tell me the odds | She/her #IamnoJedi

ID: 3190416449

linkhttps://linktr.ee/KatieQ calendar_today21-04-2015 11:24:49

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Thea Snow (@theasnow) 's Twitter Profile Photo

I’ve realised that the reason I care so little about IP is because I truly believe that process matters so much more than product. The magic happens in *how* you use the tool or apply the framework/methodology. And you can’t copyright or trademark that. You can’t IP the grout.

Taylor Burkholder, MD, MPH (@tayburkholder) 's Twitter Profile Photo

My brilliant colleague to a verbally-abusive patient in the ED: “Ma’am, I’m a human too, and that hurt my feelings. I’m going to step out and give you a minute to collect yourself.” Worked like a charm! 🤯 Bookmarking for later.

Brandon Bradford (@brandonlbradfor) 's Twitter Profile Photo

Periodic question: If you woke up homeless, hungry, with $20 to your name, and had none of the connections you have now, how would you get off the streets?

Helen Bevan (@helenbevan) 's Twitter Profile Photo

An excellent guide for managers covering how to help your team (and yourself): 1) By calibrating emotion 2) Work through uncertainty 3) Push back against perfectionism 4) Beat burnout. All four are factors that hold teams back: review.firstround.com/a-managers-gui… By First Round lizandmollie

An excellent guide for managers covering how to help your team (and yourself): 1) By calibrating emotion 2) Work through uncertainty 3) Push back against perfectionism 4) Beat burnout. All four are factors that hold teams back: review.firstround.com/a-managers-gui… By <a href="/firstround/">First Round</a> <a href="/lizandmollie/">lizandmollie</a>
Helen Bevan (@helenbevan) 's Twitter Profile Photo

I've been discussing the Cormac Russell "to/for/with/by" model today in the context of organisational change. The "for" model is hardwired into so many organisations, typically with good intentions. We'd get better outcomes if we moved to at least "with": skybrary.aero/sites/default/…

I've been discussing the <a href="/CormacRussell/">Cormac Russell</a> "to/for/with/by" model today in the context of organisational change. The "for" model is hardwired into so many organisations, typically with good intentions. We'd get better outcomes if we moved to at least "with":  skybrary.aero/sites/default/…
Helen Bevan (@helenbevan) 's Twitter Profile Photo

Each of us can help create a culture of psychological safety: 1) Admit our own mistakes 2) Run lots of experiments to try out improvements 3) Make space to speak, be curious & say "I don't know" 4) Be patient - psychological safety takes time/effort/persistence. By Tom Geraghty

Each of us can help create a culture of psychological safety: 1) Admit our own mistakes 2) Run lots of experiments to try out improvements 3) Make space to speak, be curious  &amp; say "I don't know" 4) Be patient - psychological safety takes time/effort/persistence. By <a href="/tom_geraghty/">Tom Geraghty</a>
Dr Nav Sidhu (@drnavsidhu) 's Twitter Profile Photo

Dr Lara Hopley is the new Chief Clinical Informatics Officer for Health New Zealand | Te Whatu Ora. She is also an #anaesthesia specialist in our dept. Already developed a suite of electronic resources in-house, making our hospital probably the most tech-advanced in the country. #anaesthesiology