This is Part Three of our series on the ‘Explore’ phase of The U Journey to guide an organisation through a transformation.
This is Part 3 of our series on The U Journey: Part 1 | Part 2 | Part 3 | Part 4 | Part 5 | Part 6 | Part 7 | Part 8
In Part One we looked at how to set up the Foundation Workshop for success. We considered its purpose, where it fits in the overall U Journey and some social processes required to have the kind of rich conversations which support powerful movement towards the desired future. Now we dive into the activities themselves.
The Foundation Workshop works best when run over two nights and three days. Starting immediately after lunch on day one, the first order of business is to get everyone deeply present in the room. This is helped enormously by careful consideration of the venue. Being close to nature and filled with natural light serves the intention best. 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. As the first activity, a guided meditation provides a useful means of delivering this outcome.
A paired dialogue walk around the gardens can have a similar effect, especially if the pair are sent on their way with powerful questions such as: ‘Why is this workshop important to you? What is the biggest contribution you are hoping to make?’ Ten minutes outbound with one of the dyad talking and the other listening, and ten minutes back with roles reversed is enough to shift the expectation that this will not be a workshop conducted exclusively in the head. Heart and hand must also be present.
The opening circle
When everyone has come back together, it’s time to sit in the round and invite each participant in turn to talk into the centre of the circle about who they are, why they are at the workshop and what’s alive in them—meaning what emotions are animating their being.
These simple steps create a real difference in how the later conversations will be characterised. A good analogy is to think of conversation as being electrically charged. Your aim should be to create a positively charged field that allows both ideas to flow freely and deep listening to occur—the empathetic kind of listening that comes from the listener standing in the shoes of the person doing the talking.
The World Café
A very powerful social process I use extensively in the Foundation Workshop is the World Café, which encompasses seven design principles:
1. Set the context
2. Create hospitable space
3. Explore questions that matter
4. Encourage everyone’s contribution
5. Connect diverse perspectives
6. Listen together for patterns and insights
7. Share collective discoveries
A number of people from the group are nominated as table hosts, each table ideally seating four people. Thus, in a group of 24 people, there would be six tables. Each host is equipped with a powerful question, the design of which is often more important than the answer, on the basis that ‘more than half of a good answer is a powerful question’.
The hosts facilitate the conversations around the question at their tables for 10-15 minutes, using beautiful artist-grade coloured wax crayons and good quality flipchart paper. At the sound of the gong, the hosts instruct their groups to break apart, sending them as ‘ambassadors’ to three other tables, to apply their best thinking to the range of questions being asked. At the end of a round of questions, the whole group assembles to hear the hosts talk about what they heard at their tables, how the conversations evolved, what ideas were weak and fell over, and which gained traction and carried the conversations forward.
This whole process has several advantages, including:
• Everyone has a chance to be heard in a conversational ‘café style’ format
• No one can grandstand and ‘hog the floor’
• Everyone takes a turn to be the host and thus gets to practice their facilitation skills at drawing out the best from their colleagues, who usually have diverse career, academic and experiential backgrounds
• Good ideas are captured and built upon whilst weaker ideas are left behind
• There is fruitful crosspollination of ideas from people coming from different parts of the organisation with differing perspectives
• The participants are invited to access the creative part of their minds by encouraging them to draw their ideas onto the paper in front of them
• The outputs of each round represent the collective learning and wisdom of the participants. When hung up around the walls of the venue, they provide a source of energy for all to move deeper and further into the direction of the goal and show visual evidence of the progress being made.
A useful, evergreen question to get people used to the whole process is, ‘What question, if answered, would provide us with the most forward momentum towards our goal?’
The individual and the collective: Personality and Culture
Equipped with the results of a personality survey Strengthsfinder, DiSC or even the Big Five OCEAN, as well as, for example, the OCAI culture survey, we take a step into exploring the diverse personalities in the room and how this group of people rate the existing culture of the organisation, as well as what they would like it to be. This is a useful way to break the ice before commencing the more arduous work of scrutinising the logic trees. It also provides a way to get people used to the process of the World Café.
The Goal Tree and Current Reality Tree
The draft logic trees are printed out in A0 size, one for each table. Participants are given a brief introduction to the Logical Thinking Process and how to use it to scrutinise the logic of both the Goal Tree and the Current Reality Tree.
I recommend starting with the Goal Tree as this lays out the aim of the collective. It also makes more sense to understand current reality insofar as it diverges from the goal rather than as some abstract expression of a collection of bitches and moans. The work around the Goal Tree is usually very positive, as it is quite easy for people to get carried away with the enthusiasm they have for a future they have not yet earned, and which doesn’t pay too much attention to the unvarnished truth of where we are starting from.
Good ideas are captured and built upon
whilst weaker ideas are left behind
Scrutiny of the Current Reality Tree is usually quite draining as people come to realise the deeply systemic nature of the root causes (there are usually several) constraining them and their organisation from accomplishing what is contained in the Goal Tree. One of the constant themes I find is that the leadership regularly works at the wrong level of work. They are locked in the minutiae fighting fires rather than thinking about what systems and processes have to be put in place to eliminate the need for firefighting. The process of scrutinising the trees—interrogating the cause and effect connections—reminds the leadership team of the level of work appropriate to their role in the organisation. They also start to take ownership of the language used in the trees, adopting or adapting phrases as they see fit. This exercise also reinforces the idea of the Foundation Workshop as practice field for the future.
Creating a Vision for the Future
Having spent several hours in the proverbial woods, the team is ready for a change from the heavy use of left-brain thinking. We revitalise the team with a fun exercise in envisioning the future. I usually kick off this activity with a video by conducting maestro Ben Zander called ‘Leadership and the Art of Possibility’. In his inimitable way, Zander brings to life the idea of the future being a possibility to live into—rather than an expectation to live up to—and introduces useful concepts such as ‘Shining Eyes’, ‘Rule #6 – don’t take yourself so *!&% seriously’ and the like.
I then invite each of the tables to imagine themselves 3-5 years into the future, their goal now accomplished. I tell them that the most senior executive layer of their organisation has asked them to present what happened. I provide a list of prompting questions and instruct them to draw their vision, using the pastels provided. That way, when they present, they speak naturally rather than reading off bullet points. A bonus benefit comes when we hang these drawings on the walls of the workshop room, bringing to external life what was until that point invisible.
Intermediate closing circle
As important as the opening circle is the closing circle. Rather than simply dismiss the participants at the end of the day and leave them alone in their thoughts and feelings, it is best to provide an opportunity for them to share together what they have learned and what they believe is the work that still needs doing. This is helpful for the facilitators, too, as it provides some feedback into any course correction that may be required. It also provides a useful indicator as to what points have landed.
Planning the work
Through the activities undertaken in scrutinising the logic trees and developing a shared vision, there should by now be a strong enough alignment to explore—at a high level—the work of the coming days, weeks, months and years. Once again, using the World Café as social process, the planning of the work can take place. What is the program of work the transformation demands? What are the vital workstreams that align with the critical success factors of the Goal Tree, or solve the issues in the Current Reality Tree?
I recommend you make the potential leaders of these workstreams the hosts of the tables. Once the team has agreed a set of criteria to determine how different initiatives will be scored, the table hosts are asked to collate the list of all initiatives currently underway so that the team can examine their relevance, timing, resource requirements, benefits and governance. You’re not expecting definitive answers to these questions. At best a rough first cut will do. A key benefit of doing the exercise is to determine the scope of the projects to be released into the execution pipeline, and the sequence in which they will flow. No less important is for the team to realise what they must stop doing in order to release capacity for the prioritised projects. They will also start to think about how this prioritising will be governed.
Communicating the change
Once you know what the work is and why it is being done, it becomes essential, as a part of effective change management, to spend time determining the communication strategy for the change. This aspect of the program should help the Foundation Workshop team develop a deeper insight into the fundamentals of communications. This includes the development of an aligning narrative, use of brand principles for change management, development of key communication artefacts, and the rhythms and routines of communications. And, of course, how to make all of this relevant for all stakeholders—from the shop floor to the board room.
The final closing circle
The distance travelled over the course of the Foundation Workshop is enormous—both cognitively and emotionally. The end of the Explore phase of the U Journey is, to steal a line from Churchill, ‘the end of the beginning’. Before launching into the Design phase with the Learning Journeys, the team needs to reflect on what has happened. All around the room, and contained in all the documents brought into the Foundation Workshop, is a representation of the past and future of what they are set to change. It is worth asking again, and having each share in their own way, ‘What have you learned about yourself, your team and your organisation?’ And: ‘Starting tomorrow, what is your work?’
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This article is Part 3 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 Sweet Ice Cream Photography on Unsplash]
“Define your ‘change goal’ in terms of the specific problem
you’re trying to fix, not simply as ‘culture change’.”—Edgar Schein
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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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