How do you mobilise a leadership team around a new way of thinking that will take the organisation to its goal? The process is the U Journey and the springboard is the Foundation Workshop. This article within a series on Theory U looks in more detail at what’s involved in the Explore phase. It all starts with the right preparation.
When you consider the future you would like to bring into being, what is the bedrock on which it rests? To use a construction metaphor, what kind of a building are you creating? How high can it go up, how long will it last and what will be the quality of experience for those building it and then living in it? A strong foundation is the basis of a confident step forward into the unknown frontier of the future you aspire to bring into being.
[Listen to audio version, read by David Hodes]
This is Part 2 of our series on The U Journey: Part 1 | Part 2 | Part 3 | Part 4 | Part 5 | Part 6 | Part 7 | Part 8
A Foundation of Purpose
The Foundation Workshop is designed to give you the best possible chance of delivering a platform for the future growth and development of your enterprise. It involves deep dialogue around the specific problems you are trying to solve, the collective definition of your goal and the program of work needed to move the whole organisation from where you are now to where you want to be in as effective a way as possible.
In addition, the workshop acts as a practice field for new ways of being amongst the team. It also explores innovative and productive ways of working with each other and, in the fullness of time, the broader parts of the organisation you each represent in your various roles. But before you can get to that point, you need some input. This comes from the generative interviews.
In two recent assignments, I conducted 18 and 30 interviews respectively, across the leadership teams and beyond. I get the interviews transcribed, then revisit them with a colleague. Independently, we mine the transcripts for hints and nuggets that can point to systemic issues. We edit only for clarity and to maintain anonymity, aiming to maintain the authentic vernacular of the organisation. The hope is that people speak freely, knowing their views are being heard and comfortable that the specifics will not be attributed to them.
The resulting ‘verbatims’ essentially produce a ‘book’ of between 50,000 and 70,000 words with the responses grouped thematically. This becomes a rich source for the project team to assess where their own experience is in line with their colleagues. Of course, it’s also eye-opening for the overall project sponsor. This collective wisdom leads to a shared truth about what’s really going on and plays a key part in generating the Goal Tree and Current Reality Tree, both component parts of the Logical Thinking Process.
“Talking ‘as if standing in the future’
looking back is transformative.”
Everyone is asked the same set of questions. But the answers go off in very different directions. That’s the point; these are generative interviews in which we want to stimulate thinking, bring issues to the surface and articulate the possibility of generating a future grounded in aspiration. This is the set of questions:
1. Please can you tell us something of your story and bring it into the room. Where were you born? What did your parents do? What have been the most significant turning points in your life? What did you study? What have been your career highlights to date?
2. Why is the success of your organisation important to you personally? What is it about your organisation that would inspire you to turn up as the best version of yourself?
In almost all cases, these first two questions initiate a kind of alchemy, turning ‘roles’ into human beings who approach their work from a particular viewpoint, informed by their personal and cultural background as much as by their work experience and training to date.
3. What’s it like to work at your organisation today and how is it different from the past, if at all? If it has changed, why is it different and how?
Some people will have been there only a few months whilst others will be near ‘lifers’. We don’t weight opinions based on ‘time in’, but the answers here highlight some key issues around change and the underlying narrative the team are telling themselves. The comments often point to elements of the culture that are taken for granted.
4. Can you tell us in your own words what the goal of your organisation is? What should it be? How would you measure it? Specifically, where’s it going to come from – whether stopping value leakage or bringing innovations to what we do?
This is a powerful question to get a sense of what the team is aiming at and whether or not there is alignment. Most people will confuse the fundamental goal with the necessary conditions required to achieve it. Others will confuse the goal with vision mission and values. Whilst there is quite often a lead-in with something about ‘making a profit for shareholders’, more often than not there is a jumbled confusion of ideas. The point is not to correct, but rather to listen deeply and understand what work needs to be done during the Foundation Workshop to bring this vital element of organisational performance into sharp focus.
5. What do you think are the three or four critical success factors needed to achieve that goal? In other words, what are the non-negotiable, high-level necessary conditions of achieving the goal you have articulated?
6. For each of those critical success factors, can you please describe how you see the gap between what your organisation is now and what it needs to be to deliver on the goal? In other words, what do you see as current reality of your organisation in each of those domains you have nominated as being critical for goal achievement?
Many people spontaneously start tearing down siloes at this point. They sometimes surprise themselves by the importance they assign to getting the right people—retaining them, training them. What they may have considered as platitudes if cloaked in corporate ‘brandspeak’ becomes readily apparent when they’re thinking deeply about how the organisation will achieve its goal.
7. What do you think are the causes of the difference between current reality and the full achievement of your necessary conditions?
8. If you drill down to root causes, why do you think the current reality persists?
9. What are the deep conflicts or dilemmas which prevent your organisation from realising its full potential?
10. What assumptions do you think we make individually and collectively that keep those conflicts or dilemmas in play?
This whole sequence of questions, 7 through 10, inevitably opens up a can of worms, but it’s vital to dig deep and uncover at the root, the causes of current underperformance relative to the aspirational goal, the conflicts that perpetuate them and the assumptions that hold those conflicts in place.
Almost invariably, an issue revolves around people not operating at the right level of work for their position. This may be because of poor planning, a perceived lack of resources or operating discipline—or even an addiction in the company culture to the adrenaline around fighting fires.
But these effects are themselves symptoms of a universal truth that has to do with the way that governance and performance metrics are set up to optimise the parts in the false belief that a collection of highly efficient parts makes for an effective whole.
11. Changing gear, can you tell us a little about your vision for your organisation over the next 3-5 years? What do you think we will look like with respect to people, process and technology? How will the culture be different to what it is now? Please talk to these questions as if you were standing in the future and everything you deemed necessary for the transformation had already happened. The richer the rendering of that future, the better.
The request to talk ‘as if standing in the future’ looking back is transformative. People often surprise themselves with their answers which can be almost poetic in their desire to create a better working organisation, with a richer purpose and happier people.
12. Can you please give us what you think it’s going to take to get to that future state? Who do we need to be as individuals? What kind of teams do we need to create? How are we going to manage and lead this transformation? What resources and capabilities do we need? What role does your organisation and the group play?
Now, together we’re sowing the seeds for what it’s really going to take to bring into being the desired state articulated in the previous question. This is rich building-block material for the Foundation Workshop.
13. What legacy would you like to leave at your organisation?
Again, people may surprise themselves here. A self-deprecating ‘I’ve never really thought about it’ often leads into surprisingly deep, even moving, answers.
14. Thank you so much. Are there any questions you have for us?
After all that, people usually want to know how other people have been responding. In broad terms, are their answers in line with everyone else. And what happens next.
It may sound like all large organisations are the same. In a way they are, in that you must address people, process, technology and more. But the specifics of each organisation lead to its own unique solution.
Laying the groundwork
To ensure the greatest likelihood of cohesion and success in the Foundation Workshop, you need to prepare. The choice of venue is key—ideally somewhere close to nature and filled with natural light. For deep, relaxed and productive thinking to occur, it is of the essence that the participants slow down dramatically from the frenetic pace of their regular work and job.
Every piece of communication must also be carefully considered. We are setting an intent that these few days together will open the way to dramatically better results. This is a marathon, not a sprint, and the team must be given the opportunity to have an extended period of doing the deep work commensurate with the size and horizon of their role. The invitation must set the tone that this is more than ‘just another offsite’. Pre-reading must be curated. This could include anything from engagement survey results, the business plan, existing strategic roadmaps and consultants’ reports. It is advisable to circulate the verbatims in advance, but not the logic trees, as they need significant explanation and can too easily be thought of as being definitive rather than stimulatory.
You may also want to have everyone take a culture survey (such as the OCAI) or some kind of personal assessment such as Strengthsfinder, DiSC or even the Big Five OCEAN. The results provide a way in for conversation around blind spots or other perceptions of the organisation. The message is that all this is real work—hard yakka that will lead to a resolution of the core business challenges. It’s going to be tough but energising and rewarding in a way that ‘business as usual’ rarely allows.
In the next article, we’ll look at what happens in the Foundation Workshop itself. Armed with the ‘book’ of verbatims and a hypothesis of the goal and the current reality (using the logic trees), we’re ready to make substantial progress on providing answers to all the questions posed by the generative interviews.
Download the generative interviews questions sheet.
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This article is Part 2 of our series on The U Journey.
Part 1: How to change: Introducing Theory U
Part 2: Preparing for the Foundation Workshop
Part 3: Running the Foundation Workshop
Part 4: Stepping into Design
Part 5: Wisdom from outside your domain
Part 6: Retreat and Reflect
Part 7: Crystallise Intent
Part 8: Deliver
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What’s next?
The change from standard thinking to Theory of Constraints (TOC) is both profound and exhilarating. To make it both fun and memorable, we use a business simulation we call The Right Stuff Workshop.
We’d love to run it with you. To learn more:
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[Background photo by Davide Ragusa on Unsplash]
“And so castles made of sand,
Fall in the sea eventually.”—Jimi Hendrix
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Healthcare professionals are central to the patient’s progress from awareness of a therapy to successful long-term use. They identify risk, interpret evidence, diagnose conditions, discuss options, perform procedures, provide training and monitor outcomes.
Yet many medical device development programs treat healthcare professionals primarily as users to be trained or customers to be persuaded.
HCP-Centered Design takes a wider view. It examines the work healthcare professionals must perform, the system in which they perform it and the constraints that limit their ability to move suitable patients through the care pathway.
“If patient flow depends on a healthcare professional, that professional’s available capacity may determine how many patients ultimately receive the therapy.”
A medical device patient journey commonly depends on several healthcare professionals:
Each professional governs a transition in the flow of patients.
If one transition lacks sufficient capacity, information or clarity, the whole pathway slows. More marketing, sales activity or production capacity will not compensate for a shortage of specialist time or a burdensome diagnostic process.
This is why HCP-Centered Design is not simply about making an interface easier to use. It is about enabling the system of care to perform.
A healthcare professional’s work depends on information and actions supplied by others. They may rely on referrals, patient histories, pathology, imaging, electronic records, clinical guidelines and the availability of equipment or trained colleagues.
After reaching a decision, they may need to explain it, document it, arrange authorization, coordinate treatment and prepare the next person in the pathway.
A technically strong solution can still create difficulty if it:
The relevant design question is not merely, “Can the HCP use this product?”
It is, “Does this solution improve the HCP’s ability to complete important clinical work within the conditions in which care is actually delivered?”
“HCP” is not one persona.
A general practitioner, specialist, interventional physician, nurse, technician and clinical administrator encounter different stages of the pathway. Each has different responsibilities, authority, expertise and exposure to risk.
Even within a profession, context matters. An experienced specialist in a major hospital may approach the same task differently from a professional who encounters the condition infrequently or works without immediate specialist support.
Useful HCP personas distinguish factors that influence work:
These personas clarify who performs each job and what support each person requires.
The HCP journey often begins before the visible clinical procedure.
It may include receiving a referral, gathering information, forming an initial view, ordering investigations, interpreting results, deciding whether the patient is eligible, discussing treatment, obtaining authorization, preparing for the procedure, delivering care and arranging follow-up.
At each stage, ask:
The resulting journey map should distinguish processing time from waiting time. A decision may require only minutes of specialist attention while patients wait weeks to access that attention.
This reveals the practical relationship between HCP capacity and patient flow.
The Theory of Constraints directs attention to the factor limiting the performance of the entire system.
In some pathways, the constraint may be the number of qualified interventional specialists. In others, it may be diagnostic capacity, physician confidence, authorization effort, operating room access or the time required to train patients.
The constraint may also be hidden inside the HCP’s working day.
A specialist supporting a therapy must still manage other clinical duties, administration, meetings, documentation and urgent cases. The question is not simply how many specialists exist. It is how much of their usable capacity is available for the activities upon which patient flow depends.
“The scarcest resource may not be the healthcare professional. It may be the few hours of focused capacity available for the critical work.”
Improvement away from this constraint can make performance worse. Sending more referrals to an already overloaded specialist increases the queue. Adding information may increase cognitive burden. Creating another approval may consume the capacity required to treat patients.
HCP-Centered Design seeks to protect and expand the capacity that governs flow.
Policies and procedures describe how clinical work should happen. Observation reveals how it actually happens.
Healthcare professionals routinely compensate for missing information, awkward interfaces and unreliable handovers. These workarounds may become so familiar that nobody reports them as problems.
Gemba research should examine:
The purpose is not to judge the healthcare professional. It is to understand the system surrounding the work.
“A workaround is often evidence that the system has failed to support the person doing the work.”
Healthcare professionals do not simply use devices. They use them to make progress in clinical work.
An HCP may need to identify risk, reach a confident diagnosis, select an intervention, perform a procedure safely, explain options, monitor progress or recognize deterioration.
A structured job map divides this work into eight stages:
This wider view prevents the product team from concentrating exclusively on the procedure.
The greatest value may come from reducing preparation, improving decision confidence, clarifying an exception, simplifying documentation or improving the handover to follow-up care.
Comments such as “the interface is difficult” or “we need better information” indicate dissatisfaction, but do not provide sufficient direction for design.
They should be translated into measurable outcome statements, such as:
“Minimize the time required to identify which clinical information is missing before making a treatment decision.”
Or:
“Reduce the likelihood that a clinically significant change goes unrecognized between scheduled reviews.”
A broader population of healthcare professionals can then assess the importance of each outcome and their satisfaction with their current ability to achieve it.
Highly important and poorly satisfied outcomes provide a rational basis for prioritizing innovation.
“Adoption follows when a solution makes important clinical work safer, clearer or easier to complete.”
The five-step FOCUS process creates a practical improvement cycle.
Find the constraint. Determine which HCP activity or resource currently limits patient flow.
Optimise for it. Protect the constraint from avoidable work, missing information, interruptions and rework.
Collaborate around it. Align upstream and downstream teams so patients, information and resources arrive when required.
Uplift it. Add capacity, redesign responsibilities, improve technology or remove restrictive policies.
Start Again. Identify the new constraint once flow improves.
This approach allows the organization to distinguish activity from value. It also turns HCP engagement into an ongoing management discipline.
HCP-Centered Design must connect clinical reality with patient needs, technology, regulation and business strategy.
A Value Management Office can help coordinate these perspectives across the product lifecycle. Its role is to ensure that projects, resources and stage-gate decisions remain connected to patient flow and business value.
The organization should be able to show:
The goal is not simply a device that healthcare professionals can operate. It is a solution they can confidently incorporate into care and a delivery system capable of getting that solution to more patients.
Use the HCP-Centered Design assessment to determine how well your organization understands clinical work, HCP capacity and the constraints governing patient flow.
The resulting evidence should guide product design, process improvement and investment toward better products, delivered faster, with more lives changed for good.
Medical device companies devote enormous skill and investment to developing safe, effective products. Yet a technically successful device changes no lives while suitable patients remain unable to reach it.
Between a patient becoming aware of a therapy and receiving its intended benefit lies a pathway of referrals, consultations, diagnostics, approvals, procedures, training and follow-up. Every step consumes time. Between the steps, patients wait. At some points, they become confused, discouraged, ineligible or lost to the process.
Patient Centered Design must therefore address more than the design of the device. It must improve the performance of the entire system through which patients reach, receive and live successfully with the solution.
“A life-changing therapy changes no lives while patients remain trapped in the pathway leading to it.”
A typical medical device journey may include:
Companies often manage these stages as separate functions. Marketing works on awareness. Medical affairs supports clinicians. Market access addresses reimbursement. Sales works with specialists. Clinical teams gather evidence. Training teams support adoption.
The patient, however, experiences one journey.
From the patient’s perspective, a delay between two organizational functions remains a delay. A repeated test remains repeated work. An unclear handover creates uncertainty regardless of which department owns it.
Patient Centered Design begins when the organization sees and manages this journey as a connected system.
Every step contains some necessary processing time. A consultation takes time. A diagnostic test takes time. An authorization must be assessed. A procedure must be performed.
The patient’s total lead time, however, also includes the waiting between these activities.
A consultation may take 30 minutes, but the patient could wait six weeks for it. A diagnostic test may take an hour, followed by another delay before a specialist reviews the result. Prior authorization may require little actual work while adding weeks to the pathway.
This distinction matters because organizations often improve processing time while leaving the larger queues untouched. Saving five minutes during an appointment produces little benefit if the patient waits months to reach it.
Patient Centered Design therefore asks:
The answers reveal the true performance of the patient system.
Theory of Constraints teaches that the performance of any system is limited by a constraint. Improving a part of the system that is not constraining flow may create more activity without increasing results.
If diagnostic capacity is the constraint, generating more awareness may simply produce a longer queue for diagnosis. If specialist capacity is the constraint, accelerating authorization may move patients more quickly into another wait. If training after first use is inadequate, increasing procedures may produce poor experiences and avoidable follow-up demand.
“More activity at a non-constraint creates work in process. More capability at the constraint improves the system.”
The constraint is not always a physical resource. It may be a policy, an eligibility rule, missing evidence, a fragmented handover, an information delay or the cognitive burden placed on the patient.
The most important question is therefore not, “How do we improve every step?”
It is, “What currently limits the flow of suitable patients to successful use of the therapy?”
Numbers show where patients are lost. Patient research helps explain why.
Two patients with the same diagnosis may respond very differently. One may actively seek new treatment options. Another may delay action until symptoms become severe. A third may want help but lack confidence in navigating the healthcare system.
Meaningful patient segmentation considers characteristics that influence behavior:
These differences affect whether patients enter the pathway, remain engaged and successfully adopt the solution.
The Gemba is the place where work actually happens. For patients, this includes the home, clinic, hospital and all the places where they manage their condition between formal encounters.
Interviews alone may miss important evidence. People normalize inconvenience, forget workarounds and simplify their past decisions. Observation allows the development team to see what patients actually do.
Good research combines three activities.
Observe. Watch how patients obtain information, prepare, use the solution and respond when something goes wrong.
Immerse. Understand the physical, emotional and practical conditions surrounding the experience.
Engage. Ask open questions that allow patients to describe their goals, fears and frustrations in their own language.
The purpose is to discover the patient’s reality before asking them to evaluate the organization’s preferred answer.
Patients rarely want a medical device for its own sake. They want the progress it may enable.
They may want to recognize deterioration earlier, preserve independence, reduce pain, avoid repeated visits, return to work or prevent a disease from controlling daily life.
A useful job map examines eight recurring stages:
This reveals opportunities beyond the immediate use of the device. The most valuable improvement may involve helping patients prepare, confirm readiness, recognize an exception or understand what happens next.
Stories create understanding, but investment decisions require structured evidence.
Patient observations and comments should be converted into outcome statements that identify:
For example:
“Minimize the time required to recognize that my condition has changed sufficiently to require clinical help.”
Patients can then assess the importance of each outcome and their satisfaction with their current ability to achieve it.
Highly important and poorly satisfied outcomes represent genuine opportunities. This prevents teams from prioritizing attractive features that do not materially improve the patient’s life or progress through the pathway.
“Innovation becomes valuable when it improves an outcome that matters and remains poorly served.”
The Patient Centered Design pathway can be improved through a repeating discipline:
Find the constraint. Identify what currently limits patient flow or successful use.
Optimise for it. Make the best possible use of existing constraint capacity.
Collaborate around it. Align functions and partners so their actions support the constraint.
Uplift it. Add capability, remove restrictive policies or redesign the pathway.
Start Again. Once the constraint moves, identify and address the next limiting factor.
This prevents improvement from becoming a collection of disconnected initiatives. It directs scarce resources toward the factor that most strongly governs the result.
Patient insight should influence more than early product design. It should shape clinical evidence, regulatory strategy, reimbursement, manufacturing, education, market development and post-market support.
The organization should be able to show:
The goal is not simply to place the patient at the center of a diagram. It is to organize the enterprise around delivering better products faster, so that more lives can be changed for good.
Use the Patient Centered Design assessment to determine how well your organization understands its patient journeys, priority outcomes and constraints to patient flow.
The result should be more than another collection of patient opinions. It should provide evidence that directs strategy, investment and execution toward the changes that matter most.
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