#Leadingwithpsych Dr. Nilsson
@leadingwithpsych.bsky.social
Exploring how minds, systems & leadership interact.
Sharing perspectives from clinic, research & policy.
Clinical psychologist. Researcher. Leader in mental health. Husband and father of three.
Sharing perspectives from clinic, research & policy.
Clinical psychologist. Researcher. Leader in mental health. Husband and father of three.
6/ Missed a goal? Don’t blame. Learn.
Treat gaps as feedback.
Treat gaps as feedback.
November 15, 2025 at 8:42 AM
6/ Missed a goal? Don’t blame. Learn.
Treat gaps as feedback.
Treat gaps as feedback.
5/ Involvement is everything. If people don’t feel the goals are theirs, they won’t matter. Leaders set direction; teams set local goals.
November 15, 2025 at 8:42 AM
5/ Involvement is everything. If people don’t feel the goals are theirs, they won’t matter. Leaders set direction; teams set local goals.
4/ Make them measurable.
Decide how you’ll know you’ve succeeded.
Decide how you’ll know you’ve succeeded.
November 15, 2025 at 8:41 AM
4/ Make them measurable.
Decide how you’ll know you’ve succeeded.
Decide how you’ll know you’ve succeeded.
3/ Keep goals simple.
If it needs a slide to explain, it isn’t a goal.
If it needs a slide to explain, it isn’t a goal.
November 15, 2025 at 8:41 AM
3/ Keep goals simple.
If it needs a slide to explain, it isn’t a goal.
If it needs a slide to explain, it isn’t a goal.
2/ Have few goals.
If everything’s a priority, nothing is.
If everything’s a priority, nothing is.
November 15, 2025 at 8:40 AM
2/ Have few goals.
If everything’s a priority, nothing is.
If everything’s a priority, nothing is.
Own the process
Be self-critical but fair. Did we state reasons? Report your findings publicly.
Be self-critical but fair. Did we state reasons? Report your findings publicly.
September 17, 2025 at 4:57 PM
Own the process
Be self-critical but fair. Did we state reasons? Report your findings publicly.
Be self-critical but fair. Did we state reasons? Report your findings publicly.
Appeals/Revision (make it challengeable). Include union representatives early (Samverkan). If evidence was missed, revise your decision.
September 17, 2025 at 4:55 PM
Appeals/Revision (make it challengeable). Include union representatives early (Samverkan). If evidence was missed, revise your decision.
Agree upfront on criteria: clinical need, expected benefit, equity, cost
Example: “We prioritize high-risk patients for intensive follow-up due to preventable harm.”
Example: “We prioritize high-risk patients for intensive follow-up due to preventable harm.”
September 17, 2025 at 4:54 PM
Agree upfront on criteria: clinical need, expected benefit, equity, cost
Example: “We prioritize high-risk patients for intensive follow-up due to preventable harm.”
Example: “We prioritize high-risk patients for intensive follow-up due to preventable harm.”
Be transparent.
Publish decisions and the reasons in plain language: what we did, what we chose not to do, and why.
Share via intranet, meetings, dialogue.
Publish decisions and the reasons in plain language: what we did, what we chose not to do, and why.
Share via intranet, meetings, dialogue.
September 17, 2025 at 4:53 PM
Be transparent.
Publish decisions and the reasons in plain language: what we did, what we chose not to do, and why.
Share via intranet, meetings, dialogue.
Publish decisions and the reasons in plain language: what we did, what we chose not to do, and why.
Share via intranet, meetings, dialogue.
People follow what leaders do. Warm contact + clear boundaries beat new rules.
Greet by name. Remind why it matters. Correct in the moment, kindly. Thank those who set the example.
#Leadership #WorkplaceCulture #Healthcare #BehaviorChange #LeadingWithPsych
Greet by name. Remind why it matters. Correct in the moment, kindly. Thank those who set the example.
#Leadership #WorkplaceCulture #Healthcare #BehaviorChange #LeadingWithPsych
August 30, 2025 at 7:30 AM
People follow what leaders do. Warm contact + clear boundaries beat new rules.
Greet by name. Remind why it matters. Correct in the moment, kindly. Thank those who set the example.
#Leadership #WorkplaceCulture #Healthcare #BehaviorChange #LeadingWithPsych
Greet by name. Remind why it matters. Correct in the moment, kindly. Thank those who set the example.
#Leadership #WorkplaceCulture #Healthcare #BehaviorChange #LeadingWithPsych
“I was present every day, walking the area, visible, talking, asking. Not policing, just being there and caring"
August 30, 2025 at 7:30 AM
“I was present every day, walking the area, visible, talking, asking. Not policing, just being there and caring"
“At pickup and drop-off, I looked people in the eye, said hello, asked how they were. I introduced myself and our cleaners."
August 30, 2025 at 7:30 AM
“At pickup and drop-off, I looked people in the eye, said hello, asked how they were. I introduced myself and our cleaners."
We had recurring mess: laundry on floors, litter around work clothes. We tried warnings, penalties, and monitoring. Nothing changed.
Our housekeeping leader turned it around. I asked how…
Our housekeeping leader turned it around. I asked how…
August 30, 2025 at 7:29 AM
We had recurring mess: laundry on floors, litter around work clothes. We tried warnings, penalties, and monitoring. Nothing changed.
Our housekeeping leader turned it around. I asked how…
Our housekeeping leader turned it around. I asked how…
Tip 3: Build a team that reinforce each other’s good work.
Everyday feedback are powerful and sustainable.
Model positive feedback. Make positive reinforcement visible and safe to give.
Everyday feedback are powerful and sustainable.
Model positive feedback. Make positive reinforcement visible and safe to give.
August 13, 2025 at 4:02 AM
Tip 3: Build a team that reinforce each other’s good work.
Everyday feedback are powerful and sustainable.
Model positive feedback. Make positive reinforcement visible and safe to give.
Everyday feedback are powerful and sustainable.
Model positive feedback. Make positive reinforcement visible and safe to give.
Tip 2: Ask yourself, beyond the salary, what makes a colleague keep doing the right things?
Is it recognition? Autonomy? A sense of progress? Belonging?
If you don’t know, you’re might reinforce the wrong thing.
Is it recognition? Autonomy? A sense of progress? Belonging?
If you don’t know, you’re might reinforce the wrong thing.
August 13, 2025 at 4:01 AM
Tip 2: Ask yourself, beyond the salary, what makes a colleague keep doing the right things?
Is it recognition? Autonomy? A sense of progress? Belonging?
If you don’t know, you’re might reinforce the wrong thing.
Is it recognition? Autonomy? A sense of progress? Belonging?
If you don’t know, you’re might reinforce the wrong thing.