The GoodLives GM System Shifting Leadership Collaborative gives individuals the opportunity to grow their skills, networks and confidence to tackle barriers when changing systems, as part of a wider system shifting movement across Greater Manchester.
GoodLives GM are now opening the doors for the third Collaborative cohort, starting with a series of introductory recruitment workshops.
- At this stage, there is no commitment required beyond attending one of these sessions.
- GoodLives GM are sharing this invitation across GM sectors, organisations and departments as this Collaborative values diverse professional and lived experiences.
- These events are opportunities in themselves to broaden your networks and knowledge about what it takes to shift systems.
Places are limited and will be in high demand to apply you need to express your interest in attending an introductory recruitment workshop by completing this form by 12 June 2024.
Earlier this month, on 9 May 2024, GoodLives GM celebrated with the second cohort of the GoodLives GM System Shifting Leadership Collaborative and shared learnings from their real-world 'experiments', all striving to reduce inequalities across Greater Manchester. Below, we share some reflections on this work, and end with details of how to register interest for joining our next Collaborative cohort.
Since January, this second cohort has been experimenting in teams across Health and Social Care, Education, the Probation service, the Voluntary and Community Sector, Local Authorities and GM Combined Authority, all with the aim of tackling system barriers and learning about what it really takes to create systems that enable community led innovation.
This celebration and learning event heard about the highlights and the sticky moments of these leaders' journeys, with some key elements that shone through across the cohort:
- The importance of storytelling. Being able to reframe and sometimes even 'flip the narrative' to meaningfully move forwards.
- Focusing on 'the why', as a critical frame for ensuring a people-centred focus. For example, making change by putting the voices of lived experience at the heart of the work.
- Peer coaching. Changing systems can be challenging and make us feel vulnerable, but sharing this experience with peers across sectors, teams and disciplines is invaluable to building resilience and an effective culture of collaboration, support and challenge.