From Silverstone to the Frontline: Turning FFS 2025 Insights into People-First Action
Formula for Success 2025: Teamwork in action!
We were back at the iconic Silverstone Circuit for another year! Following the energy of our first event, Formula for Success 2025 returned to challenge assumptions, drive innovation, and celebrate the power of a people-first NHS.
Here are the five core takeaways and highlights:
1/ Diving into the uncomfortable: Challenging Workforce assumptions
The opening session, "Do banks really save money? And other uncomfortable questions," set a provocative tone by questioning the core financial assumptions we often take for granted. We didn't settle debates; we broke open the discussion around whether agency is always more expensive than bank or if controlling rates negatively affects fill rates.
The consensus was that leaders must look beyond simple hourly rates and prioritise strategic, long-term investment over short-term cuts. We were reminded that we are often “optimising spreadsheets, not systems.” The commitment was clear: sustainable change begins when we challenge the status quo and the language used to shape it.
2/ Innovation is cultural, Not technical
If the first session questioned what we believe, Session 2, "Rewiring the NHS Workforce: Innovation, insight and action," focused on how we change. The discussion centered on creating a culture where new ideas can thrive, emphasising that while the NHS is rich in individual talent, it needs better mechanisms to scale them.
It was clear that innovation is cultural before it is technical. Technology must simplify, not complicate. Successful solutions should simply “give time back to staff, not take it away,” ensuring that tools empower people rather than burden them.
3/ Culture is the "Invisible operating system"
The final session, "People First: Lessons from beyond healthcare," delivered powerful cross-sector insights on tackling burnout, retention, and leadership under strain. The focus was on moving well-being beyond an initiative and embedding it as a core leadership choice, balancing clarity with compassion.
Culture was described as the “invisible operating system” of every organisation. The message was that retention is anchored in trust, flexibility, and fairness. When leaders model these traits, “when people feel seen and heard, they stay, not just physically, but emotionally.”
4/ The F1 team challenge: Trust and connection
After a morning of intense strategic debate, the energy shifted gears dramatically. The F1 team-building challenge had attendees designing, building, and racing their own miniature F1 cars in a collaborative exercise.
What began as a friendly rivalry quickly turned into a genuine showcase of creativity and shared purpose. This activity powerfully reminded us that “innovation and laughter often come from the same place: trust and connection,” proving that play fosters the collaboration needed for serious work.
5/ A Final Message: Remember our human core (our greatest strength)
The ultimate takeaway, woven through every session and debate, was clear: the path to a sustainable NHS starts with putting people first, both patients and staff.
Sustainable progress is achieved by embracing and interrogating clear data, relentlessly challenging assumptions, demanding honesty in our costs and culture, and empowering our people to lead innovation by continuing to ask better questions. The truth is, a thriving workforce is the most powerful measure of success we have.
Locum’s Nest is fully committed to building the transparent, connected, and people-first workforce ecosystem. Now, we turn those insights into action, and we'll be working alongside you every step of the way. The solutions live within our community, let’s go build them!
We will be releasing more in depth insights around each of the sessions so stay tuned for our upcoming blogs!
