Carril Agency

Co-Founder & Marketing Director

TheToolBus

Founder

Eltizam Asset Management Group

Data Analyst & Marketing Specialist

Emerson Automation Solutions

Market Intelligence Specialist

Bank of Industry Limited

Digital Marketing Specialist

MSc Data Scientist | AI/ML Researcher | Developer | Designer | SEO Strategist

I am the co-founder of Carril Agency and a data scientist (BSc/MSc, RIT) with published research in data science. 

Certified Webflow, Meta & Google Ads Partner. 

Over the last 10+ years I have partnered with agencies and in-house marketers to ship over 100+ launches across ads, websites, brand systems, and design assets. 

I blend data discipline with clean, conversion-first design and fast Webflow execution.

What I do well

• Brand identity and messaging that actually differentiates
• Conversion-focused Webflow sites
• Local & technical SEO that drives qualified traffic and map visibility
• Performance creative and launch collateral designed to sell
• AI-assisted workflows for faster iterations without sacrificing craft

How I work

Focused scopes, clear timelines. 
Strategy → design → build → measure. 
You talk to a specialist with a brilliant team.

Building in public
I also run TheToolBus.ai (free AI tools and resources) and share process, wins, and lessons from the founder trenches.

If you’re a founder or marketer who needs a reliable partner to take you from idea to working growth system, let’s talk.

Ezekiel Adewumi (MSc)

Unlocking Future Growth: Partnering with Leaders in Healthcare to Drive Change, Optimize Performance and Enhance Employee & Patient Experience | Managing Director at Bee'z Consulting Sàrl

Supporting organizations in the healthcare sector through deep transformations - with structure, meaning, and commitment.

That’s my mission.

I’m Silvina Layani, consultant and facilitator in organizational transformation, with 20+ years of hands-on experience in leading organizational change.

I step in when companies need to evolve, adapt, or pivot - aligning processes, teams, and cultures around a shared vision.

🎯 My approach is built on three key pillars:

1. Co-construction: co-defining change with stakeholders to ensure engagement
2. Culture & mindset: integrating human, intercultural, and emotional dimensions into transformation efforts
3. Iteration & agility: testing, adjusting, and grounding change in day-to-day realities

My work goes beyond strategy.

I rely on a deep understanding of organizational design and governance structures, which allows me to guide transformations by addressing both structural and human dynamics.

I firmly believe that engaging employees and building their capabilities are essential to embedding lasting change.

This belief has helped me contribute to the emergence of more adaptable, collaborative, and forward-looking cultures - particularly in the pharmaceutical, medical equipment, and hospital sectors.

I'm used to working in complex, multicultural, and sometimes tense environments.

What I bring is the ability to listen, structure, rally teams, and make sure decisions don’t stay in PowerPoint decks, but come to life and are carried forward by the teams themselves.

💼 I work with:

- Executives facing strategic questions
- HR teams leading transformation initiatives
- Managers looking for concrete tools to engage their teams

Looking to evolve your organization using proven methods while involving your people every step of the way?

I’d be happy to talk, just send me a message 📩

SILVINA LAYANI

𝙒𝙖𝙞𝙩𝙞𝙣𝙜 𝙛𝙤𝙧 𝙩𝙝𝙚 𝙥𝙚𝙧𝙛𝙚𝙘𝙩 𝙢𝙤𝙢𝙚𝙣𝙩 𝙞𝙨 𝙘𝙤𝙨𝙩𝙞𝙣𝙜 𝙪𝙨 𝙥𝙧𝙤𝙜𝙧𝙚𝙨𝙨 𝙢𝙤𝙧𝙚 𝙩𝙝𝙖𝙣 𝙬𝙚 𝙧𝙚𝙖𝙡𝙞𝙯𝙚. 𝙃𝙚𝙧𝙚’𝙨 𝙝𝙤𝙬 𝙡𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝙘𝙖𝙣 𝙗𝙧𝙚𝙖𝙠 𝙩𝙝𝙚 𝙘𝙮𝙘𝙡𝙚.


𝗘𝘃𝗲𝗿𝘆 “𝘄𝗲’𝗿𝗲 𝘄𝗮𝗶𝘁𝗶𝗻𝗴” 𝘀𝗼𝘂𝗻𝗱𝘀 𝗿𝗲𝗮𝘀𝗼𝗻𝗮𝗯𝗹𝗲.

“We’re waiting on the data.”
“We’re waiting for alignment.”
“We’re waiting for the new strategy.”

But most of the time, that’s not the truth.

Every “we’re waiting” hides a decision no one dared to make.

Because if we decide, we can be wrong.
If we move, we can be blamed.
If we choose, someone will be unhappy.

So we stall.

- We spin up another working group.
- We ask for “more input.”
- We park it on the next agenda.

Meanwhile:
🤨Patients still walk through broken pathways
🤨 Staff keep working around the same problems
🤨Burnout grows while decisions sit in limbo

This isn’t a capacity problem.
𝗜𝘁’𝘀 𝗮 𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.

Decisions fall into the gaps between roles:
Too “operational” for executives.
Too “strategic” for middle managers.
Too “sensitive” for anyone to own.

So nothing moves.
And we call it “timing.”

Here’s where everything changes, when leadership actually sounds like this:

“I’ll make the call.”
“Here’s the trade-off we’re choosing.”
“We’ll adjust if needed, but we’re not waiting.”

If you want:
✅ Faster improvement
✅ Clearer priorities
✅ Less noise and rework

𝙔𝙤𝙪 𝙙𝙤𝙣’𝙩 𝙣𝙚𝙚𝙙 𝙢𝙤𝙧𝙚 𝙢𝙚𝙚𝙩𝙞𝙣𝙜𝙨.
𝙔𝙤𝙪 𝙣𝙚𝙚𝙙 𝙢𝙤𝙧𝙚 𝙙𝙚𝙘𝙞𝙨𝙞𝙤𝙣𝙨.

Next time you hear “we’re waiting,” ask yourself:

What decision are we avoiding?
And who’s going to own it?

Because delay is a decision too.
It just hides who made it.

Stop waiting. Lead.

li_at

JSESSIONID

Sign In | LinkedIn

(13) Notifications | LinkedIn

Talks about #agilemindset, #changemanagement, #culturaltransformation, #transforminghealthcare, and #organizationaltransformation

Unlocking Future Growth: Partnering with Leaders in Healthcare and Mission-Led Organizations to Drive Change, Optimize Performance and Enhance Employee & Patient Experience | Managing Director at Bee'z Consulting Sàrl

𝗘𝘃𝗲𝗿 𝘄𝗼𝗻𝗱𝗲𝗿 𝘄𝗵𝗮𝘁 𝘀𝗲𝘁𝘀 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝗻𝘂𝗿𝘀𝗲𝘀 𝗮𝗽𝗮𝗿𝘁 𝗶𝗻 𝗮 𝗯𝘂𝘀𝘆 𝗵𝗼𝘀𝗽𝗶𝘁𝗮𝗹?


It's not just their technical skills.
It's their ability to see what others miss.

That subtle shift in a patient’s behavior?
Most casually brush it off as “nothing.”

👉 But not nurses with sharp situational intelligence.
They observe, analyze, anticipate, and alert the team in time.

That’s the power of 𝗦𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲.
It’s about perceiving signals in a complex environment before things spiral out of control.

In healthcare, change management is no different.

Transformations involve new procedures, tools, or ways of working.

Teams that develop their SI catch resistance early, before it turns into a roadblock.

They adapt on the fly, suggest tweaks, and co-create solutions that really work.

A recent study shows that nurses with higher SI and resilience handle change better. 

They stay effective under pressure, avoid burnout, and keep patient care on track.

🔑 So, how do you build this superpower?

- Organize simulations and role-plays to experience new situations.
- Participate in debriefing workshops to analyze reactions and decisions.
- Engage in continuous training on risk anticipation and reading weak signals.
- And never stop learning.

Continuous training on risk anticipation and reading weak signals is what creates experts in this space.

If healthcare teams can sharpen their SI, they won’t just survive change,  they’ll lead it.

Are you ready to boost your team’s situational awareness?

Let’s make change happen smarter, together.

What’s your go-to method for staying ahead in complex environments?
Drop your thoughts below.



Want more real talk on leadership, culture, and patient care?

Join our Bee’z newsletter. Expect bold takes and honest conversations.
French or English — your call.

👉 in French: Link in comment
👉 in English: https://lnkd.in/e_GVbrCW


#SituationalIntelligence #ChangeManagementHealthcare #Leadership #BeezConsultingCH #Teamwork

𝗘𝘃𝗲𝗿 𝘀𝗮𝘁 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗮 𝗺𝗲𝗲𝘁𝗶𝗻𝗴 𝘁𝗵𝗮𝘁 𝗳𝗲𝗲𝗹𝘀 𝗹𝗶𝗸𝗲 𝗶𝘁’𝘀 𝗼𝗻 𝗹𝗼𝗼𝗽?



You walk in with good slides, good intentions.
The room feels safe.
Everyone nods but no one actually commits.

And then—𝘀𝗶𝗹𝗲𝗻𝗰𝗲.

“𝙇𝙚𝙩 𝙢𝙚 𝙘𝙝𝙚𝙘𝙠 𝙬𝙞𝙩𝙝 𝙢𝙮 𝙢𝙖𝙣𝙖𝙜𝙚𝙧.”
“𝙇𝙚𝙩’𝙨 𝙘𝙞𝙧𝙘𝙡𝙚 𝙗𝙖𝙘𝙠.”
Calendars fill up. People get busy.

The work seems active, but 𝗻𝗼𝘁𝗵𝗶𝗻𝗴 𝗺𝗼𝘃𝗲𝘀.
You feel the momentum drain.

You see it in the side chats:
“Who is really deciding this?”
Trust starts to thin.
Time leaks away, silently.

And here's the truth:
𝙄𝙩'𝙨 𝙣𝙤𝙩 𝙨𝙠𝙞𝙡𝙡𝙨.
𝙄𝙩'𝙨 𝙢𝙞𝙙𝙙𝙡𝙚 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩.

Here’s where everything changed for us:

We hit pause.

We picked one decision.
One owner.
One date.

We wrote a single page — options, risks, the call.
Shared it with the team.

Ten minutes later — decision made.

The project breathed again.

You could hear relief.
People leaned in.
Momentum returned.

My lesson?
- Leaders set the tone.
- Middles set the pace.
- And pace builds trust.

𝗡𝗲𝘅𝘁 𝘁𝗶𝗺𝗲 𝘆𝗼𝘂 𝗳𝗲𝗲𝗹 𝗮 𝘀𝘁𝗮𝗹𝗹 𝗰𝗼𝗺𝗶𝗻𝗴, 𝗮𝘀𝗸 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳:
𝗪𝗵𝗮𝘁'𝘀 𝗼𝗻𝗲 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗺𝗮𝗸𝗲 𝘁𝗼𝗱𝗮𝘆 𝘁𝗵𝗮𝘁 𝘀𝗵𝗶𝗳𝘁𝘀 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴?

𝘿𝙤𝙣’𝙩 𝙬𝙖𝙞𝙩.
𝙅𝙪𝙨𝙩 𝙙𝙚𝙘𝙞𝙙𝙚.

𝘽𝙞𝙜 𝙘𝙝𝙖𝙣𝙜𝙚𝙨 𝙝𝙖𝙥𝙥𝙚𝙣 𝙬𝙝𝙚𝙣 𝙖𝙘𝙩𝙞𝙤𝙣𝙨 𝙗𝙚𝙘𝙤𝙢𝙚 𝙫𝙞𝙨𝙞𝙗𝙡𝙚.


People don’t change just because they hear a speech. They change when they see clear, simple steps they can actually do.

Here’s what I’ve seen work:

👉𝐓𝐄𝐀𝐌𝐒 𝐓𝐇𝐀𝐓 𝐂𝐋𝐀𝐑𝐈𝐅𝐘 𝐑𝐎𝐋𝐄 𝐒𝐀𝐍𝐃 𝐑𝐄𝐒𝐏𝐎𝐍𝐒𝐈𝐁𝐈𝐋𝐈𝐓𝐈𝐄𝐒 𝗰𝘂𝘁 𝟮𝟬–𝟯𝟬% 𝗼𝗳 𝘁𝗶𝗺𝗲 𝘄𝗮𝘀𝘁𝗲𝗱 redoing stuff.

👉 𝐏𝐑𝐎𝐉𝐄𝐂𝐓𝐒 𝐖𝐈𝐓𝐇 𝐀 𝐃𝐄𝐒𝐈𝐆𝐍𝐀𝐓𝐄𝐃 𝐎𝐖𝐍𝐄𝐑 𝐅𝐑𝐎𝐌 𝐃𝐀𝐘 𝐎𝐍𝐄 are almost 𝘁𝘄𝗶𝗰𝗲 𝗮𝘀 𝗹𝗶𝗸𝗲𝗹𝘆 𝘁𝗼 𝗳𝗶𝗻𝗶𝘀𝗵 𝗼𝗻 𝘁𝗶𝗺𝗲.

👉 𝐎𝐑𝐆𝐀𝐍𝐈𝐙𝐀𝐓𝐈𝐎𝐍𝐒 𝐓𝐇𝐀𝐓 𝐑𝐔𝐍 𝐖𝐄𝐄𝐊𝐋𝐘 𝐂𝐇𝐄𝐂𝐊-𝐈𝐍𝐒 𝐜𝗮𝘁𝗰𝗵 𝗳𝗼𝗿𝗴𝗼𝘁𝘁𝗲𝗻 𝘁𝗮𝘀𝗸𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲𝘆 𝗱𝗶𝗲 𝗮 𝘀𝗹𝗼𝘄 𝗱𝗲𝗮𝘁𝗵.

It’s not magic. It’s small, consistent habits:
- One person, one owner.
- One task, one deadline.
- One meeting, one follow-up.
- One blocker, voiced immediately.

That’s how real transformation begins, with clarity, not speeches.  

When you do this, you’ll notice your meetings get shorter, projects move faster, responsibilities stop floating around aimlessly.

Most importantly: results come faster, and teams feel more confident.

These aren’t “big reforms”, they are just tiny habits that keep showing up.

But when you practice them every day? They shift things: flow, trust, speed, and energy.

𝐒𝐭𝐚𝐫𝐭 𝐬𝐦𝐚𝐥𝐥. 𝐀𝐜𝐭 𝐧𝐨𝐰. 𝐖𝐚𝐭𝐜𝐡 𝐭𝐡𝐞 𝐜𝐡𝐚𝐧𝐠𝐞 𝐮𝐧𝐟𝐨𝐥𝐝.

What’s your first step today?


✨ 𝙁𝙚𝙚𝙡 𝙞𝙣𝙨𝙥𝙞𝙧𝙚𝙙? 
Like, comment your next small step or share this with someone who needs a simple boost today. Follow for more actionable insights!

✨ 𝘼𝙣𝙙 𝙞𝙛 𝙮𝙤𝙪 𝙬𝙖𝙣𝙩 𝙢𝙤𝙧𝙚 𝙨𝙞𝙢𝙥𝙡𝙚, 𝙚𝙛𝙛𝙚𝙘𝙩𝙞𝙫𝙚 𝙬𝙖𝙮𝙨 𝙩𝙤 𝙨𝙥𝙖𝙧𝙠 𝙧𝙚𝙖𝙡 𝙘𝙝𝙖𝙣𝙜𝙚, 𝙘𝙝𝙚𝙘𝙠 𝙤𝙪𝙩 𝙤𝙪𝙧 𝙣𝙚𝙬𝙨𝙡𝙚𝙩𝙩𝙚𝙧. 
Quick wins you probably didn’t know you needed.
👉 in French: Link in comment
👉 in English: https://lnkd.in/e_GVbrCW

When care forgot courage  
And how one organization brought its values back to life.  

🔇𝗦𝗶𝗹𝗲𝗻𝗰𝗲 🔇

The meeting had just ended.  
Everyone nodded.  
Everyone agreed.  

At least, on the surface.  

But behind the polite smiles, something felt off.  
𝗡𝗼 𝗼𝗻𝗲 𝗵𝗮𝗱 𝗱𝗮𝗿𝗲𝗱 𝘁𝗼 𝘀𝗮𝘆 𝘄𝗵𝗮𝘁 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝘀𝗲𝗻𝘀𝗲𝗱.  

Because in this healthcare organization, care often meant 𝙖𝙫𝙤𝙞𝙙𝙞𝙣𝙜 𝙙𝙞𝙨𝙘𝙤𝙢𝙛𝙤𝙧𝙩.  

𝘿𝙤𝙣’𝙩 𝙪𝙥𝙨𝙚𝙩. 𝘿𝙤𝙣’𝙩 𝙘𝙤𝙣𝙛𝙧𝙤𝙣𝙩. 𝙎𝙩𝙖𝙮 “𝙣𝙞𝙘𝙚.” 
 
Until “nice” started to slow everything down.  

So together with the leadership team, we asked one question:  
𝗪𝗵𝗮𝘁 𝗶𝗳 𝘁𝗿𝘂𝗲 𝗰𝗮𝗿𝗲 𝗮𝗹𝘀𝗼 𝗺𝗲𝗮𝗻𝘁 𝗰𝗼𝘂𝗿𝗮𝗴𝗲? 💪  

From there, we helped teams TURN WORDS INTO ACTION:  

𝗜𝗺𝗺𝗲𝗿𝘀𝗶𝘃𝗲 𝘄𝗼𝗿𝗸𝘀𝗵𝗼𝗽𝘀 to translate values into visible behaviors,  
𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗿𝗼𝗼𝗺𝘀 to test, feel, and learn,  
And a 𝗻𝗲𝘁𝘄𝗼𝗿𝗸 𝗼𝗳 𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗰𝗵𝗮𝗺𝗽𝗶𝗼𝗻𝘀 to sustain the shift.  

Slowly, the air in the room changed. 🌬️  

Conversations got real.  

Values became visible.  

And care became courageous.  

Today, 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 isn’t a concept, 𝗶𝘁’𝘀 𝗮 𝗿𝗲𝗳𝗹𝗲𝘅.  
𝗖𝗮𝗿𝗲 no longer means comfort, it means 𝗰𝗼𝘂𝗿𝗮𝗴𝗲. 💙  
And 𝗘𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲 isn’t pressure, it’s 𝘀𝗵𝗮𝗿𝗲𝗱 𝗽𝗿𝗶𝗱𝗲.  

Because culture isn’t a statement.  
It’s a shared act that is renewed every day.  

→ Discover how Bee’z helps healthcare, pharma, and life sciences organizations turn values into living behaviors and shared accountability.  

Explore our projects → Link in comment

Your team will never say, “We’re waiting for permission.”

They don’t have to.

You can see it in how the work moves.
Or doesn’t.

When people are stuck in permission mode, momentum dies long before anyone uses the word “stuck.”

Here are 3 signs your team is waiting for permission:

1. Every road leads back to you
Not just for big calls.
For tiny, fix-it-today decisions.
If you’re the answer to everything, they’re not confused.
They’re scared to own the outcome.

2. They bring problems, not options
You hear what’s wrong.
You rarely hear, “Here’s what I think we should do.”
That’s not laziness.
That’s a team that learned it’s safer to escalate than to decide.

3. “We’re just waiting...” becomes a way of life
Waiting on clarity.
Waiting on sign-off.
Waiting on alignment.
Underneath all of it
A decision no one wants to touch.

Here’s the uncomfortable truth:

If your team is waiting for permission, permission became a requirement.

Not on paper.
In practice.

Through how you respond.
How fast you jump in.
Who gets corrected.
What gets praised.
What gets quietly taken back when it’s “not quite right.”

How to break the permission trap:

Make ownership the default expectation

Ask, “What do you recommend” before you give any answer

Stop rescuing decisions just because they feel messy

Praise thoughtful initiative louder than flawless execution

Teams don’t suddenly “step up.”
They expand into the space leaders leave open.

So be honest:

Are you building owners
Or training good approvers

𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀𝗻'𝘁 𝗮 𝘀𝗽𝗲𝗲𝗰𝗵 𝘆𝗼𝘂 𝗴𝗶𝘃𝗲, 𝗶𝘁’𝘀 𝗮 𝗺𝘂𝘀𝗰𝗹𝗲 𝘆𝗼𝘂 𝗯𝘂𝗶𝗹𝗱 𝗲𝘃𝗲𝗿𝘆 𝗱𝗮𝘆.


𝙋𝙡𝙖𝙨𝙩𝙚𝙧 𝙥𝙤𝙨𝙩𝙚𝙧𝙨 𝙤𝙣 𝙩𝙝𝙚 𝙬𝙖𝙡𝙡 𝙖𝙗𝙤𝙪𝙩 𝙧𝙚𝙨𝙥𝙤𝙣𝙨𝙞𝙗𝙞𝙡𝙞𝙩𝙮, 𝙖𝙣𝙙 𝙩𝙝𝙚𝙮 𝙬𝙤𝙣'𝙩 𝙘𝙝𝙖𝙣𝙜𝙚 𝙖 𝙩𝙝𝙞𝙣𝙜.

People notice when things aren’t working — confusion during handovers, dropped tasks, unclear ownership. 
And then frustration kicks in. Everyone feels busy, but nothing improves.

The real problem? Simple.

𝗡𝗼 𝘀𝗵𝗮𝗿𝗲𝗱 𝗵𝗮𝗯𝗶𝘁𝘀. 𝗡𝗼 𝗰𝗼𝗺𝗺𝗼𝗻 𝗿𝗵𝘆𝘁𝗵𝗺.

Here’s the straightforward path I see in high-performing teams:

𝟭. 𝗔𝗪𝗔𝗥𝗘𝗡𝗘𝗦𝗦 
They see the gaps clearly — who owns what, what needs follow-up. 
Clarity becomes the foundation.

𝟮. 𝗕𝗨𝗜𝗟𝗗𝗜𝗡𝗚 𝗡𝗘𝗪 𝗛𝗔𝗕𝗜𝗧𝗦
They script key check-ins and moments of accountability. 
They repeat these until they become second nature.

𝟯. 𝗖𝗥𝗘𝗔𝗧𝗜𝗡𝗚 𝗔 𝗖𝗢𝗟𝗟𝗘𝗖𝗧𝗜𝗩𝗘 𝗥𝗬𝗧𝗛𝗠 
People start to anticipate each other’s actions. 
Coordination becomes faster, lighter.

𝟰. 𝗜𝗡𝗦𝗧𝗜𝗡𝗖𝗧
Accountability stops sounding like a rule. 
It becomes just how they work every day.

If you want 𝘁𝗿𝘂𝗲 𝗼𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽, stop hunting for heroes. 
𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝘁𝗵𝗲 𝗵𝗮𝗯𝗶𝘁𝘀 𝗮𝗻𝗱 𝗿𝗵𝘆𝘁𝗵𝗺𝘀 𝘆𝗼𝘂 𝗿𝗲𝗶𝗻𝗳𝗼𝗿𝗰𝗲 𝗱𝗮𝗶𝗹𝘆. 

That’s where accountability is born.

𝙒𝙖𝙣𝙩 𝙮𝙤𝙪𝙧 𝙩𝙚𝙖𝙢 𝙩𝙤 𝙤𝙬𝙣 𝙤𝙪𝙩𝙘𝙤𝙢𝙚𝙨? 𝙎𝙩𝙖𝙧𝙩 𝙗𝙪𝙞𝙡𝙙𝙞𝙣𝙜 𝙩𝙝𝙚 𝙢𝙪𝙨𝙘𝙡𝙚.

Accountability doesn't appear overnight

Most organizations have beautiful posters. 
But real culture? That happens when no one is watching. 
Here’s how to make it stick. 

Your culture isn’t on the wall. 
It’s in what people do when no one’s looking. 

I see it all the time — 
Value posters with words like kindness, excellence, collaboration. 
And still, in the Monday huddle: 

- People stay quiet when they should speak up 
- Deadlines slip without anyone calling it out 
- Decisions linger in the air and then vanish 

That gap? It’s not about slogans. 
It’s about daily behavior. 

That’s why I created this — three small habits to turn “values on the wall” into “this is how we work every day.” 

🟡 Turn values into scripts 
"Ask if unclear." 
"Speak if late." 
Short, repeatable phrases that make courage easier than silence. 

🟡 Make expectations visible 
Who does what, by when, where everyone can see it. 
No more guessing what “ownership” means this week. 

🟡 Close every loop 
No silent tasks. 
No ghosted decisions. 
Always confirm the final step. 

If you practice these long enough, something quiet happens. 
People see accountability. 
They mirror it. 

That’s how culture shifts — not with posters, but through practice. 

Which of these habits would make the biggest difference in your team if you started tomorrow? 
Or is there a fourth habit you’d add? 

If you want help moving from culture theatre to culture in action, reach us at https://lnkd.in/gEkwPfaf. 

Save this for your next leadership meeting. 
And share it with a colleague tired of motivational posters. 

Culture isn’t built with words. It’s built with action. 
Are you ready to start?

Your culture is not what is on the wall

𝗪𝗵𝗮𝘁 𝗶𝗳 𝘁𝗵𝗲 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝟰𝟴𝘁𝗵 𝗪𝗼𝗿𝗹𝗱 𝗛𝗼𝘀𝗽𝗶𝘁𝗮𝗹 𝗖𝗼𝗻𝗴𝗿𝗲𝘀𝘀 𝗶𝗻 𝗚𝗲𝗻𝗲𝘃𝗮 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗺𝗶𝘀𝘀𝗶𝗻𝗴 𝗹𝗶𝗻𝗸 𝘁𝗼 𝘆𝗼𝘂𝗿 𝗵𝗼𝘀𝗽𝗶𝘁𝗮𝗹'𝘀 𝗠𝗼𝗻𝗱𝗮𝘆 𝗯𝗿𝗲𝗮𝗸𝘁𝗵𝗿𝗼𝘂𝗴𝗵?


Last week, I spent four intense days immersed in ideas, strategies, and bold visions.

Now I’m asking: what if those ideas weren’t just impressive words, but the trigger for real change in your hospital?

Imagine walking into your hospital on Monday.
Same team, same budget, same urgent priorities.

But what if you viewed your challenge through a different lens?
𝙒𝙝𝙖𝙩 𝙞𝙛 𝙩𝙝𝙚 𝙒𝙤𝙧𝙡𝙙 𝙃𝙤𝙨𝙥𝙞𝙩𝙖𝙡 𝘾𝙤𝙣𝙜𝙧𝙚𝙨𝙨 𝙗𝙧𝙚𝙖𝙠𝙩𝙝𝙧𝙤𝙪𝙜𝙝𝙨 𝙘𝙤𝙪𝙡𝙙 𝙨𝙥𝙖𝙧𝙠 𝙖 𝙨𝙝𝙞𝙛𝙩 𝙩𝙝𝙖𝙩 𝙥𝙪𝙨𝙝𝙚𝙨 𝙮𝙤𝙪𝙧 𝙤𝙧𝙜𝙖𝙣𝙞𝙯𝙖𝙩𝙞𝙤𝙣 𝙗𝙚𝙮𝙤𝙣𝙙 𝙟𝙪𝙨𝙩 “𝙙𝙤𝙞𝙣𝙜 𝙬𝙝𝙖𝙩 𝙬𝙚 𝙖𝙡𝙬𝙖𝙮𝙨 𝙙𝙤”?

Dr. Muna Tahlak, president of the International Hospital Federation, reminded us that the global hospital community isn’t just sharing ideas, it's building a movement.
A movement centered on 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 𝗮𝗰𝗿𝗼𝘀𝘀 𝗯𝗼𝗿𝗱𝗲𝗿𝘀, 𝗹𝗮𝗻𝗴𝘂𝗮𝗴𝗲𝘀, 𝗮𝗻𝗱 𝘀𝘆𝘀𝘁𝗲𝗺𝘀.
Not as a slogan, but as a call to action.

Pierre Maudet, Geneva’s health and mobility director, outlined three levers for real change:
- 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗲𝗱 𝗰𝗮𝗿𝗲 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝘀
- 𝗦𝗵𝗮𝗿𝗲𝗱 𝗱𝗮𝘁𝗮 𝗮𝗻𝗱 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲
- 𝗧𝗿𝘂𝘀𝘁 𝗮𝗺𝗼𝗻𝗴 𝗽𝘂𝗯𝗹𝗶𝗰, 𝗽𝗿𝗶𝘃𝗮𝘁𝗲, 𝗵𝗼𝘀𝗽𝗶𝘁𝗮𝗹, 𝗮𝗻𝗱 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆 𝘀𝗲𝗰𝘁𝗼𝗿𝘀

And then, Dr. Tedros from WHO highlighted something crucial: 
𝗛𝗼𝘀𝗽𝗶𝘁𝗮𝗹𝘀 𝗮𝗿𝗲 𝗽𝗮𝗿𝘁 𝗼𝗳 𝗽𝗿𝗶𝗺𝗮𝗿𝘆 𝗰𝗮𝗿𝗲. 𝗧𝗵𝗲𝘆 𝘀𝗵𝗼𝘂𝗹𝗱 𝗽𝗿𝗼𝘁𝗲𝗰𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗿𝗼𝗺 𝗳𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗱𝗶𝘀𝘁𝗿𝗲𝘀𝘀, 𝗻𝗼𝘁 𝗽𝘂𝘀𝗵 𝘁𝗵𝗲𝗺 𝗶𝗻𝘁𝗼 𝗶𝘁.

All this in less than an hour.
Clear. Strong. Global.

But here’s the key: none of it matters if it stays stuck in Geneva.

So, hospital leaders, ask yourself:
- When you look at new pathways - say, from first cancer consult to treatment- are you using insights as filters?
- Or are you truly redesigning based on what others have learned?
- Are you sharing data and ideas across settings?
- Are you inviting patients into the process?

The difference?
It’s in the questions you ask on Monday morning.

Because real change happens when ideas from a global congress turn into on-the-ground actions.
One pathway, one decision, made with courage, and care.

𝗦𝗼, 𝘄𝗵𝗮𝘁 𝘄𝗶𝗹𝗹 𝘆𝗼𝘂 𝗱𝗲𝗰𝗶𝗱𝗲 𝘁𝗼 𝗰𝗵𝗮𝗻𝗴𝗲?
𝗜𝘁’𝘀 𝘁𝗶𝗺𝗲 𝘁𝗼 𝘁𝘂𝗿𝗻 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗶𝗻𝘁𝗼 𝗶𝗺𝗽𝗮𝗰𝘁.

Are you ready?

End the cycle of “we’ve always done it this way.”
Start the cycle of “what if we actually made a difference today?”

Because the future of healthcare isn’t waiting for the perfect agenda.

It’s waiting for leaders willing to ask bold questions and act with real courage.

Your move.
What change will you lead this week?


#WHC2025 #IHF #HUG #TransformingHealthcare #GlobalLearningLocalAction #BeezConsultingCH

𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗰𝗵𝗮𝗻𝗴𝗲𝗱 𝘄𝗵𝗲𝗻 𝗵𝗲 𝘀𝘁𝗼𝗽𝗽𝗲𝗱 𝗳𝗶𝘅𝗶𝗻𝗴 𝗮𝗻𝗱 𝘀𝘁𝗮𝗿𝘁𝗲𝗱 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴.



He wanted his team to step up.
Big goals, good values, strong people.

𝘉𝘶𝘵 𝘵𝘩𝘦 𝘳𝘰𝘰𝘮 𝘧𝘦𝘭𝘵 𝘵𝘪𝘨𝘩𝘵, 𝘩𝘦𝘢𝘷𝘺.
𝘘𝘶𝘪𝘤𝘬 𝘢𝘯𝘴𝘸𝘦𝘳𝘴. 𝘓𝘰𝘸 𝘰𝘸𝘯𝘦𝘳𝘴𝘩𝘪𝘱.

Not a skills gap. A climate thing.

So, he hit pause.

No speeches. No slides.

Just a shift in how he showed up.

He started with three simple questions:
- What’s getting in your way right now?
- What would help you feel more confident trying this?
- What’s one thing you’re proud of this week?

Week one: People opened up. 💬
Week two: They took small bets. 🎯
Week three: They owned the plan.

𝗢𝘂𝘁𝗽𝘂𝘁 𝘄𝗲𝗻𝘁 𝘂𝗽. 𝗧𝗿𝘂𝘀𝘁 𝗳𝗼𝗹𝗹𝗼𝘄𝗲𝗱.

𝗧𝗵𝗲 𝗺𝗼𝗼𝗱 𝘀𝗵𝗶𝗳𝘁𝗲𝗱.

First, safe. Then, fast. 🚀

𝙏𝙝𝙚 𝙡𝙚𝙨𝙨𝙤𝙣? 𝙈𝙖𝙣𝙖𝙜𝙚𝙧𝙨 𝙨𝙝𝙖𝙥𝙚 𝙩𝙝𝙚 𝙘𝙡𝙞𝙢𝙖𝙩𝙚 𝙞𝙣 𝙢𝙞𝙣𝙪𝙩𝙚𝙨, 𝙣𝙤𝙩 𝙢𝙤𝙣𝙩𝙝𝙨.

𝗔𝘀𝗸 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝘁𝗵𝗮𝘁 𝗶𝗻𝘃𝗶𝘁𝗲 𝗵𝗼𝗻𝗲𝘀𝘁𝘆.
𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗿𝗲𝗮𝗹 𝗰𝗵𝗮𝗻𝗴𝗲? 𝗜𝘁 𝘀𝘁𝗮𝗿𝘁𝘀 𝘄𝗶𝘁𝗵 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴.

What’s your next step to create space for your team?

In NGOs and mission-driven organizations, engagement is huge.

But engagement alone isn’t enough when priorities shift every 48 hours ! ❌

What makes the difference ?

Rituals.

Simple. Visible. Regular.

✔ A 10-minute check-in to align urgent tasks.
✔ One person accountable for each field action.
✔ A quick roundtable: “what I’m doing / what’s blocking me.”
✔ A closed loop for every decision (no tasks left hanging).

These micro-rituals reduce misalignment and smooth coordination between field teams and HQ…

𝗜𝘁’𝘀 𝗮 𝘄𝗮𝘆 𝘁𝗼 𝗽𝗿𝗼𝘁𝗲𝗰𝘁 𝗶𝗺𝗽𝗮𝗰𝘁.

And when everyone knows what they need to do, energy comes back 😊

📧 Check our French Newsletter !	Link in comment
📧 Or ask to receive our English one 😃	https://lnkd.in/e_GVbrCW

#NGOs #MissionDriven #Leadership #Accountability

𝗢𝗻𝗲 𝘀𝗺𝗮𝗹𝗹 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗰𝗮𝗻 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺 𝘁𝗲𝗮𝗺 𝘁𝗿𝘂𝘀𝘁 𝗮𝗻𝗱 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 — 𝗵𝗲𝗿𝗲'𝘀 𝗵𝗼𝘄 𝗮 𝘀𝗶𝗺𝗽𝗹𝗲 𝘀𝗵𝗶𝗳𝘁 𝗶𝗻 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀 𝗺𝗮𝗱𝗲 𝗮𝗹𝗹 𝘁𝗵𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲.


A few weeks ago, I walked into a cross functional meeting in a pharma company.

Timelines were tight.
Workloads were heavy.

And the same problems kept bouncing between teams.
who needs support


Leaders said they 𝙣𝙚𝙚𝙙𝙚𝙙 𝙢𝙤𝙧𝙚 𝙖𝙘𝙘𝙤𝙪𝙣𝙩𝙖𝙗𝙞𝙡𝙞𝙩𝙮.

𝘽𝙪𝙩 what the team really had was fear.

𝙁𝙚𝙖𝙧 𝙤𝙛 speaking up.
𝙁𝙚𝙖𝙧 𝙤𝙛 disappointing others.
𝙁𝙚𝙖𝙧 𝙤𝙛 owning tasks that were unclear.

So we tried something very small.

𝙒𝙚 𝙤𝙥𝙚𝙣𝙚𝙙 𝙩𝙝𝙚 𝙢𝙚𝙚𝙩𝙞𝙣𝙜 𝙬𝙞𝙩𝙝 𝙤𝙣𝙚 𝙦𝙪𝙚𝙨𝙩𝙞𝙤𝙣.
“𝙒𝙝𝙤 𝙣𝙚𝙚𝙙𝙨 𝙨𝙪𝙥𝙥𝙤𝙧𝙩 𝙩𝙝𝙞𝙨 𝙬𝙚𝙚𝙠?”


A clinical scientist spoke first.
Then a PV colleague.
Then the medical writer.

Within minutes, people were helping each other without stress or blame.


We ended with 𝗮 𝘀𝗲𝗰𝗼𝗻𝗱 𝘀𝘁𝗲𝗽.

𝙀𝙖𝙘𝙝 𝙥𝙚𝙧𝙨𝙤𝙣 𝙬𝙧𝙤𝙩𝙚 𝙤𝙣𝙚 𝙘𝙡𝙚𝙖𝙧 𝙖𝙘𝙩𝙞𝙤𝙣 𝙛𝙤𝙧 𝙩𝙝𝙚 𝙬𝙚𝙚𝙠.
A small, simple follow-up.
Nothing heavy.


Five minutes.
That was all.

Yet the shift was clear.

People kept their word.
People shared issues sooner.
People gave short, kind feedback that helped work move faster.

The lesson.
Accountability is trust in action.
When people feel backed, they follow through.

If you want to try this.
Pick one meeting this week.
Ask the question.

Collect the commitments.
See what changes.


What would be the first tiny ritual your team could start this week ?

𝗪𝗵𝗲𝗻 𝗰𝗮𝗿𝗲 𝗳𝗼𝗿𝗴𝗲𝘁𝘀 𝗰𝗼𝘂𝗿𝗮𝗴𝗲, 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝗴𝗲𝘁𝘀 𝗹𝗼𝘀𝘁.



After that last meeting, the room went silent.

Everyone nodded, everyone agreed.
On paper.

But beneath the surface?
Something felt off.

𝙉𝙤 𝙤𝙣𝙚 𝙨𝙖𝙞𝙙 𝙞𝙩 𝙤𝙪𝙩 𝙡𝙤𝙪𝙙.
𝘽𝙚𝙘𝙖𝙪𝙨𝙚 𝙞𝙣 𝙖 𝙢𝙞𝙨𝙨𝙞𝙤𝙣-𝙡𝙚𝙙 𝙤𝙧𝙜𝙖𝙣𝙞𝙯𝙖𝙩𝙞𝙤𝙣, 𝙣𝙤𝙗𝙤𝙙𝙮 𝙬𝙖𝙣𝙩𝙨 𝙩𝙤 𝙝𝙪𝙧𝙩 𝙛𝙚𝙚𝙡𝙞𝙣𝙜𝙨.
Nobody wants to confront.

𝗕𝘂𝘁 𝗮𝘃𝗼𝗶𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝘄𝗮𝘃𝗲𝘀 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗺𝗮𝗸𝗲 𝘁𝗵𝗲𝗺 𝗱𝗶𝘀𝗮𝗽𝗽𝗲𝗮𝗿.
𝗜𝘁 𝗷𝘂𝘀𝘁 𝗸𝗲𝗲𝗽𝘀 𝘂𝘀 𝘀𝘁𝘂𝗰𝗸.

So, we asked the leadership team one simple question:
𝙒𝙝𝙖𝙩 𝙞𝙛 𝙧𝙚𝙖𝙡 𝙘𝙖𝙧𝙚 𝙖𝙡𝙨𝙤 𝙢𝙚𝙖𝙣𝙩 𝙘𝙤𝙪𝙧𝙖𝙜𝙚?
𝙒𝙝𝙖𝙩 𝙞𝙛 𝙗𝙤𝙡𝙙𝙣𝙚𝙨𝙨 𝙬𝙖𝙨 𝙥𝙖𝙧𝙩 𝙤𝙛 𝙩𝙝𝙚 𝙢𝙞𝙨𝙨𝙞𝙤𝙣, 𝙩𝙤𝙤?

𝗪𝗲 𝗰𝗿𝗲𝗮𝘁𝗲𝗱 𝘀𝗽𝗮𝗰𝗲 for teams to test, stumble, learn.
𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗿𝗼𝗼𝗺𝘀 to practice.
𝗧𝗼𝗼𝗹𝘀 𝘁𝗼 𝗰𝗼𝗻𝗻𝗲𝗰𝘁 care with responsibility, empathy with clarity.

And little by little, things started to shift.

Conversations got real.

Values became visible in everyday actions.

And care?
It became courageous.

Now, empathy isn’t just indulgence.
It’s bravery.

𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗶𝘀𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗮 𝘀𝘁𝗮𝘁𝗲𝗺𝗲𝗻𝘁.
𝗜𝘁’𝘀 𝘄𝗵𝗮𝘁 𝘄𝗲 𝗱𝗼.

With courage.

Ready to turn your values into daily reflexes?
Let’s make care genuinely brave.


→ Discover how Bee’z helps mission-led and purpose-driven organizations turn values into daily reflexes.
Explore our projects → https://lnkd.in/eBDRWDqe

𝙒𝙧𝙞𝙩𝙞𝙣𝙜 𝙫𝙖𝙡𝙪𝙚𝙨 𝙞𝙨 𝙚𝙖𝙨𝙮.
𝙁𝙧𝙖𝙢𝙞𝙣𝙜 𝙩𝙝𝙚𝙢? 𝙏𝙝𝙖𝙩’𝙨 𝙖 𝙥𝙞𝙚𝙘𝙚 𝙤𝙛 𝙘𝙖𝙠𝙚.
𝙋𝙧𝙞𝙣𝙩𝙞𝙣𝙜 𝙩𝙝𝙚𝙢 𝙤𝙣 𝙬𝙖𝙡𝙡𝙨? 𝘿𝙤𝙣𝙚 𝙩𝙝𝙖𝙩 𝙩𝙤𝙤.

But unless people actually live them, those words fade into pretty decor.

In one mission-led organization, three values stood tall: 
Excellence. Responsibility. Care.

Everyone could quote them.
Few could feel them.

𝗣𝗲𝗼𝗽𝗹𝗲 𝗰𝗮𝗿𝗲𝗱 𝗱𝗲𝗲𝗽𝗹𝘆 — 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝗺𝗶𝘀𝘀𝗶𝗼𝗻, 𝘁𝗵𝗲𝗶𝗿 𝘁𝗲𝗮𝗺𝘀, 𝘁𝗵𝗲𝗶𝗿 𝗶𝗺𝗽𝗮𝗰𝘁.
𝗕𝘂𝘁 𝘄𝗵𝗲𝗻 𝘁𝗵𝗶𝗻𝗴𝘀 𝗴𝗼𝘁 𝘁𝗼𝘂𝗴𝗵, 𝘁𝗵𝗲 𝗮𝘁𝗺𝗼𝘀𝗽𝗵𝗲𝗿𝗲 𝘀𝗵𝗶𝗳𝘁𝗲𝗱.

Suddenly, it was blame or silence. No in-between.

“𝗖𝗮𝗿𝗲” 𝗯𝗲𝗰𝗮𝗺𝗲 𝗮 𝘀𝗵𝗶𝗲𝗹𝗱.
A polite way to dodge hard truths.

𝗧𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗲𝗮𝗺 𝗱𝗲𝗰𝗶𝗱𝗲𝗱 𝗲𝗻𝗼𝘂𝗴𝗵 𝘄𝗮𝘀 𝗲𝗻𝗼𝘂𝗴𝗵.
They wanted “care” to mean courage again.

So, we helped them turn words into habits.

Workshops that made the invisible visible.
Culture Labs where people could practice, reflect, and learn.
A circle of champions committed to keeping it alive.

Slowly, the tone shifted.
Conversations became honest.
Responsibility no longer felt risky.
And care? It became courageous.

Now, excellence isn’t a pressure.
It’s a pride.
Responsibility isn’t a threat.
It’s a reflex.

Culture isn’t something you announce.
It’s something you practice — every single day.

If you’re tired of empty values, let’s talk about turning words into a daily reflex.

Because real change happens when values aren’t just written — they’re lived.

👉 See how Bee’z helps mission-led organisations turn values into daily reflexes: https://lnkd.in/eBDRWDqe

𝙈𝙤𝙨𝙩 𝙝𝙚𝙖𝙡𝙩𝙝𝙘𝙖𝙧𝙚 𝙘𝙪𝙡𝙩𝙪𝙧𝙚 𝙘𝙝𝙖𝙣𝙜𝙚𝙨 𝙛𝙖𝙞𝙡 𝙗𝙚𝙘𝙖𝙪𝙨𝙚 𝙬𝙚 𝙤𝙫𝙚𝙧𝙡𝙤𝙤𝙠 𝙬𝙝𝙤 𝙖𝙘𝙩𝙪𝙖𝙡𝙡𝙮 𝙤𝙬𝙣𝙨 𝙞𝙩. 𝙃𝙚𝙧𝙚'𝙨 𝙬𝙝𝙤 𝙨𝙝𝙤𝙪𝙡𝙙 𝙗𝙚 𝙞𝙣 𝙘𝙝𝙖𝙧𝙜𝙚.

Culture change in healthcare doesn’t fail because people “don’t like change.”

It fails because 𝘁𝗵𝗲 𝘄𝗿𝗼𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲 own it.

𝗪𝗲 𝗵𝗮𝗻𝗱 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘁𝗼 𝘁𝗵𝗲 𝘁𝗼𝗽.
𝗕𝘂𝘁 𝗶𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗹𝗶𝘃𝗲𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗺𝗶𝗱𝗱𝗹𝗲.

Senior leaders set the vision.
Middle managers decide whether it ever leaves the slide deck.

They run the huddles.
They approve the schedules.
They handle the complaints.
They coach (or don’t) after hard shifts.

𝙏𝙝𝙖𝙩’𝙨 𝙬𝙝𝙚𝙧𝙚 𝙘𝙪𝙡𝙩𝙪𝙧𝙚 𝙞𝙨 𝙗𝙪𝙞𝙡𝙩. 𝙊𝙧 𝙗𝙧𝙤𝙠𝙚𝙣.

Here’s the problem:
Most middle managers aren’t treated like owners of culture.
They’re treated like traffic controllers.

Pass the message down.
Keep the lights on.
Hit the targets.

So they execute.
They don’t shape. 

And then we say “culture change is hard.”

It’s not hard.
It’s mis-assigned.

If you want culture to move, move ownership:

👉Give middle managers real authority over how work gets done
👉 Tie culture to how their teams are led, not just what’s on paper
👉 Hold them accountable for behavior, not just metrics

Hospitals are not changed by memos.
They’re changed by the people who run the corridors every day.

When middle managers own their part, culture stops being a campaign.
It becomes how things are done around here.

So be honest:
Are your middle managers leading the culture?
Or just passing on instructions?

𝗧𝗵𝗶𝗻𝗸 𝘀𝗮𝗳𝗲𝘁𝘆 𝗶𝗻 𝗵𝗼𝘀𝗽𝗶𝘁𝗮𝗹𝘀 𝗮𝗻𝗱 𝗽𝗵𝗮𝗿𝗺𝗮 𝗶𝘀 𝗷𝘂𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝗿𝘂𝗹𝗲𝘀? 𝗧𝗵𝗶𝗻𝗸 𝗮𝗴𝗮𝗶𝗻.


The real game-changer? Making 𝙖𝙘𝙘𝙤𝙪𝙣𝙩𝙖𝙗𝙞𝙡𝙞𝙩𝙮 automatic, 𝙥𝙤𝙬𝙚𝙧𝙚𝙙 𝙗𝙮 𝙨𝙞𝙢𝙥𝙡𝙚, 𝙫𝙞𝙨𝙞𝙗𝙡𝙚 𝙝𝙖𝙗𝙞𝙩𝙨.

Here’s what works:

✔ Check every critical step before moving forward.
✔ Assign a clear owner for every action or protocol.
✔ Report potential issues immediately—don’t wait.
✔ Close the loop on each task, every time.

These small, consistent gestures create a ripple effect:

💓 Better compliance without nagging.
📉 Fewer errors, fewer forgotten tasks.
🔒 A culture where safety and accountability feel natural—no policing needed.

𝙏𝙧𝙖𝙣𝙨𝙛𝙤𝙧𝙢𝙖𝙩𝙞𝙤𝙣 𝙞𝙨𝙣’𝙩 𝙖𝙗𝙤𝙪𝙩 𝙨𝙥𝙚𝙚𝙘𝙝𝙚𝙨 𝙤𝙧 𝙥𝙤𝙡𝙞𝙘𝙞𝙚𝙨.
𝙄𝙩’𝙨 𝙖𝙘𝙩𝙞𝙤𝙣, 𝙙𝙖𝙮 𝙖𝙛𝙩𝙚𝙧 𝙙𝙖𝙮, 𝙢𝙞𝙘𝙧𝙤 𝙨𝙩𝙚𝙥 𝙗𝙮 𝙢𝙞𝙘𝙧𝙤 𝙨𝙩𝙚𝙥.

Because in healthcare, safety isn’t a slogan—it's a habit.
Want to see how these habits can reshape your organization?


✨ 𝘼𝙣𝙙 𝙞𝙛 𝙮𝙤𝙪 𝙬𝙖𝙣𝙩 𝙢𝙤𝙧𝙚 𝙨𝙞𝙢𝙥𝙡𝙚, 𝙚𝙛𝙛𝙚𝙘𝙩𝙞𝙫𝙚 𝙬𝙖𝙮𝙨 𝙩𝙤 𝙨𝙥𝙖𝙧𝙠 𝙧𝙚𝙖𝙡 𝙘𝙝𝙖𝙣𝙜𝙚, 𝙘𝙝𝙚𝙘𝙠 𝙤𝙪𝙩 𝙤𝙪𝙧 𝙣𝙚𝙬𝙨𝙡𝙚𝙩𝙩𝙚𝙧. 
Quick wins you probably didn’t know you needed.
👉 in French: Link in comment
👉 in English: https://lnkd.in/e_GVbrCW


#Healthcare #Pharma #SafetyCulture #Accountability #Leadership

Last week in Geneva, a quiet pattern kept repeating during the 𝗪𝗼𝗿𝗹𝗱 𝗛𝗼𝘀𝗽𝗶𝘁𝗮𝗹 𝗖𝗼𝗻𝗴𝗿𝗲𝘀𝘀.

𝗛𝗼𝘀𝗽𝗶𝘁𝗮𝗹𝘀 𝘀𝘁𝗼𝗽𝗽𝗲𝗱 𝗮𝗰𝘁𝗶𝗻𝗴 𝗮𝗹𝗼𝗻𝗲.
𝗧𝗵𝗲𝘆 𝘀𝘁𝗮𝗿𝘁𝗲𝗱 𝘀𝗵𝗮𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗹𝗼𝗮𝗱.

At the 48th World Hospital Congress, the message was clear.
Use global insight as a Monday filter.
Change one pathway, one project, one decision.

Across sessions, the same shift showed up.

𝗥é𝘀𝗲𝗮𝘂 𝗕𝗹𝗲𝘂
- Five public hospitals, four cantons, one shared promise.
- Treat better without making the bill heavier.
- They pool specialist time, labs, logistics and purchasing.
- A stroke or cancer path can stretch across regions, not stop at borders.

𝗠𝗮𝘆𝗼 𝗖𝗹𝗶𝗻𝗶𝗰
- A virtual command center that runs like a ward.
- Teams support patients at home across a wide area.
- Monitors, “doctor in a box” kits and home visits keep hospital level care.
- Beds free up and staff work at the top of their skills, not just chasing tasks.

𝗕𝗮𝗿𝗰𝗲𝗹𝗼𝗻𝗮. 𝗘𝗻𝗱𝗼 𝗛𝗲𝗮𝗹𝘁𝗵
- A new model of care for endometriosis.
- City, clinicians, and women living with pain in the same room.
- They map the full life impact. work, family, mental health.
- Care plans shift from “manage symptoms” to “help me live my life again.”

𝗚𝗲𝗻𝗼𝗹𝗶𝗲𝗿 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 𝗛𝘂𝗯
- A clinic that turns into a living lab.
- Engineers, residents, and doctors train together on real tech.
- Industry partners do not just ship machines, they stay to learn and adapt.
- Safer use, faster feedback, fewer shiny tools gathering dust.

𝘿𝙞𝙛𝙛𝙚𝙧𝙚𝙣𝙩 𝙘𝙤𝙪𝙣𝙩𝙧𝙞𝙚𝙨.
𝘿𝙞𝙛𝙛𝙚𝙧𝙚𝙣𝙩 𝙨𝙚𝙩𝙩𝙞𝙣𝙜𝙨.
𝙎𝙖𝙢𝙚 𝙙𝙞𝙧𝙚𝙘𝙩𝙞𝙤𝙣.

From buildings to 𝙣𝙚𝙩𝙬𝙤𝙧𝙠𝙨.
From acts to 𝙥𝙖𝙩𝙝𝙨.
From the business of illness to 𝙨𝙝𝙖𝙧𝙚𝙙 𝙫𝙖𝙡𝙪𝙚 𝙛𝙤𝙧 𝙥𝙖𝙩𝙞𝙚𝙣𝙩𝙨, 𝙨𝙩𝙖𝙛𝙛, 𝙖𝙣𝙙 𝙥𝙖𝙮𝙚𝙧𝙨.

For hospital leaders, this is the real Geneva takeaway.

𝗬𝗼𝘂 𝗱𝗼 𝗻𝗼𝘁 𝗻𝗲𝗲𝗱 𝗮 𝗴𝗶𝗮𝗻𝘁 𝗿𝗲𝗳𝗼𝗿𝗺 𝘁𝗼 𝘀𝘁𝗮𝗿𝘁.
𝗬𝗼𝘂 𝗻𝗲𝗲𝗱 𝗼𝗻𝗲 𝗽𝗿𝗼𝗷𝗲𝗰𝘁 𝘄𝗵𝗲𝗿𝗲 𝘆𝗼𝘂 𝘀𝘁𝗼𝗽 𝗮𝗰𝘁𝗶𝗻𝗴 𝗮𝗹𝗼𝗻𝗲.

Same pressures.
Same budget.
Different choice.

#WHC2025 #IHF #TransformingHealthcare #BeezConsultingCH

𝗕𝗹𝗮𝗺𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗶𝗻 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝗹𝗼𝗼𝗸𝘀 𝗵𝗮𝗿𝗺𝗹𝗲𝘀𝘀.
𝗨𝗻𝘁𝗶𝗹 𝘆𝗼𝘂 𝘀𝘁𝗲𝗽 𝗶𝗻 𝗶𝘁.

Then it 𝙙𝙧𝙖𝙜𝙨 you down.
𝙎𝙡𝙤𝙬𝙨 decisions.
𝙎𝙝𝙪𝙩𝙨 people up.
Ａｎｄ ｐａｔｉｅｎｔｓ ｐａｙ ｔｈｅ ｐｒｉｃｅ．

We say we want “learning.”
We say we want “safety.”
Then we ask, “Who messed up” instead of “What broke in the system.”

That’s not accountability.
That’s fear with a dress code.

Accountability is something else entirely.

It sounds like:
“I own my part.”
“Here’s what I’ll do differently.”
“Let’s fix the system, not the person.”

It feels like:

Clear expectations

Honest conversations

Leaders who go first

Teams who can speak up without bracing for impact

Blame asks, “Who failed”
Accountability asks, “How do we improve”

One protects egos.
The other protects patients.

If you want:

Engagement that’s real

Improvement that sticks

Teams that tell you the truth

You won’t get there with blame.

You get there with leaders who:

Own their role in every outcome

Invite tough feedback

Build skills for hard, fair conversations

Design change with staff, not at them

Blame is easy.
Accountability is work.

But only one builds a resilient, high-performing system that actually puts patients first.

So be honest with yourself:

Is your culture built on fear ⚠️
Or on ownership 💪

Make it accountability.

𝙀𝙫𝙚𝙧 𝙣𝙤𝙩𝙞𝙘𝙚 𝙝𝙤𝙬 𝙗𝙞𝙜 𝙘𝙝𝙖𝙣𝙜𝙚 𝙤𝙛𝙩𝙚𝙣 𝙨𝙩𝙖𝙧𝙩𝙨 𝙬𝙞𝙩𝙝 𝙨𝙤𝙢𝙚𝙩𝙝𝙞𝙣𝙜 𝙩𝙞𝙣𝙮? 𝙇𝙚𝙩'𝙨 𝙧𝙚𝙫𝙞𝙚𝙬 𝙨 𝙜𝙧𝙚𝙖𝙩 𝙚𝙭𝙖𝙢𝙥𝙡𝙚 𝙛𝙧𝙤𝙢 𝙂𝙚𝙣𝙚𝙫𝙖 𝙐𝙣𝙞𝙫𝙚𝙧𝙨𝙞𝙩𝙮 𝙃𝙤𝙨𝙥𝙞𝙩𝙖𝙡 (𝙃𝙐𝙂)

This post if about how a simple card on a hospital ward is helping save the planet, one decision at a time. 

It’s brilliant. And it’s real.

No speech, no big announcement, just a small tool that’s quietly transforming how hospitals care for the planet.

The Geneva University Hospital’s eco initiative isn’t just another green strategy. It’s personal. Local. And it works because it empowers staff to act, instead of just telling them what to do.

They built a catalog of 44 simple worksheets, each one reviewing practices across three key areas:

- Environment
- Cost
- People

Then they let each ward pick what fits.

One neurological ward switches IV drugs to oral when safe.

Another cuts back on proton pump inhibitors used way beyond guidelines.

A different team reviews imaging choices or stops routine blood tests that add no value.

Nurses? They’re part of the change.

- Reducing disposable materials
- Smarter bedding changes
- More durable hygiene kits

No one expects nurses to become climate scientists. That’s where the eco cards come in.

Each card, co-created with clinicians, shows:

- What part of care it touches
- What to change and why
- The environmental and financial impact
- Clear steps
- Key indicators to track
- How many points the ward can earn if successful

An external team crunches the numbers.

Staff trust the cards—they know if they follow them, they’ll make a real difference.

And the best part? No rigid mandates. No penalties. Just voluntary action with a clear purpose.

All voluntary. No bonuses. No penalties.

Yet, eight months in, around 40 of 229 units have joined.

Twenty-one are already labeled.

When asked why teams jump in, a nurse said simply,
"Because we want to treat better. And at the same time, take care of the planet."

That’s ownership.

- The central team sets the frame.
- Builds a safe menu of actions.
- Support. Numbers. Light gamification.
- Then the ward chooses its fight.
- Runs the test.
- Learns from its own data.

If you lead a hospital, here’s your Monday filter:

Pick one unit.
Offer a few tested actions with clear cards.
Let the team choose what matters most.
Give them the time. The data. The space to see progress.

Same ward. Same staff.
A new sense of control.
It’s not about massive change.
It’s about small, smart, local wins.

And those wins add up to something big.

Are you ready to give your teams the power to change?

Because trust me, they want to.
And you’ll be surprised what they’ll do when they’re given the chance.

#WHC2025 #IHF #TransformingHealthcare #BeezConsultingCH

𝗦𝘄𝗶𝘁𝘇𝗲𝗿𝗹𝗮𝗻𝗱’𝘀 𝗗𝗘𝗣 𝗶𝘀 𝗿𝗲𝗰𝗼𝗻𝘃𝗲𝗿𝘁𝗶𝗻𝗴.


𝙒𝙚 𝙩𝙧𝙞𝙚𝙙 𝙤𝙥𝙩 𝙞𝙣. 
𝙐𝙨𝙚 𝙨𝙩𝙖𝙮𝙚𝙙 𝙡𝙤𝙬. 
𝙒𝙚 𝙡𝙚𝙖𝙧𝙣𝙚𝙙.

The problem? Too many barriers.
Patients overwhelmed with options.
Consent processes complicated.

𝙒𝙝𝙖𝙩 𝙩𝙝𝙚𝙮 𝙙𝙞𝙙 𝙣𝙚𝙭𝙩?
𝙏𝙝𝙚𝙮 𝙧𝙚𝙬𝙧𝙤𝙩𝙚 𝙩𝙝𝙚 𝙬𝙝𝙤𝙡𝙚 𝙩𝙝𝙞𝙣𝙜.

Follow the patient’s journey.
One clear spot for the essentials.
Easy access.
Simple, straightforward consent.

The results?
Fewer repeats.
Less duplication.
Faster response times in a crisis.

It’s a perfect example:
𝙒𝙝𝙚𝙣 𝙮𝙤𝙪 𝙨𝙩𝙧𝙞𝙥 𝙙𝙤𝙬𝙣 𝙘𝙤𝙢𝙥𝙡𝙚𝙭𝙞𝙩𝙮 𝙖𝙣𝙙 𝙛𝙤𝙘𝙪𝙨 𝙤𝙣 𝙬𝙝𝙖𝙩 𝙧𝙚𝙖𝙡𝙡𝙮 𝙢𝙖𝙩𝙩𝙚𝙧𝙨 (𝙩𝙝𝙚 𝙥𝙖𝙩𝙞𝙚𝙣𝙩 𝙞𝙣 𝙩𝙝𝙞𝙨 𝙘𝙖𝙨𝙚), 𝙩𝙝𝙚 𝙗𝙚𝙣𝙚𝙛𝙞𝙩𝙨 𝙛𝙤𝙡𝙡𝙤𝙬.

𝗪𝗮𝗻𝘁 𝘁𝗼 𝘀𝗲𝗲 𝘁𝗵𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲?
𝗪𝗮𝘁𝗰𝗵 𝘁𝗵𝗲 𝘃𝗶𝗱𝗲𝗼 𝗮𝗻𝗱 𝘀𝗲𝗲 𝗵𝗼𝘄 𝘀𝗺𝗮𝗹𝗹 𝗰𝗵𝗮𝗻𝗴𝗲𝘀 𝗰𝗮𝗻 𝗺𝗮𝗸𝗲 𝗮 𝗯𝗶𝗴 𝗶𝗺𝗽𝗮𝗰𝘁.

Time to rethink how we do patient engagement.
Are you ready to make it simpler?

taplio

The Battle

Ezekiel Adewumi (MSc)

SILVINA LAYANI

Followers

Posts

Engagements

Likes

Performance ScoreSILVINA LAYANI's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Ezekiel Adewumi (MSc)

SILVINA LAYANI

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}SILVINA LAYANI's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreSILVINA LAYANI's LinkedIn Performance