The latest in our series that uses the ‘book review’ format as a springboard into a wider conversation about the world of work—and how to do it better.
Leaders and Misleaders by Andre van Heerden
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Most of us can recall those few gifted teachers who really made a difference in our lives. I was lucky to have Andre van Heerden as my history teacher. For the first two years of high school, he taught me everything from Hammurabi to Napoleon and his way of teaching made any era come to life—in fact, he made learning come alive. Back then, while he was teaching and I was learning, we were both enduring a civil war that saw the end of the racist regime of Ian Smith in what was then Rhodesia and what is now Zimbabwe. One of the great pleasures of 2017 was reacquainting myself with Andre.

Having said that, I am always skeptical of books on leadership, as they are so often filled with platitudes and absent themselves from the context within which their leadership is exercised. I am a firm follower of Elliott Jaques and his injunction to see ‘managerial leadership’ as an inseparable word pair. Paraphrasing Jaques’s analogy, you cannot say the stick is either brown or six inches long—they are both qualities of the stick. This implies that the context within which a leader manages is of central importance. A priest, academic, civil servant, politician or businessman may all be leaders, but what and how they manage is very different.
Thankfully, Andre’s book, subtitled ‘The Art of Leading Like You Mean It’, goes far deeper than the standard management texts. He argues convincingly that you cannot, to quote him, ‘lead like you mean it’ if you don’t ask deep questions about the power of integrity, thinking for yourself and the compelling need for education and personal growth. Andre’s book is thus a provocative and penetrating exploration of the historic and philosophical roots of the postmodern leadership crisis. He takes us into the very foundations of understanding human nature and the development of character.
‘Leadership inspires people to be the best they can be in mutual pursuit of a better life for all’
In Andre’s definition ‘leadership inspires people to be the best they can be in mutual pursuit of a better life for all’. And with his long history of reading and teaching history and philosophy, Andre gives us his views on leadership from Napoleon to Washington, from Lincoln to Hitler and from Cincinnatus to William the Conqueror. His vision of leadership is one that liberates—and the values he portrays are timeless. There are no fads in his work, no blind obedience to our digital zeitgeist and with it our seemingly endless, and unexamined, need to go ever faster into the abyss it has created.
Once he has introduced us to his definition of leadership, his subsequent chapters take us through the following ideas:
Personal integrity – genuine leadership can only be built on this
Daily reflection – leaders must think for themselves
Ongoing education – understanding the world and the leader’s part in it
Respect for human potential – getting the best out of ourselves and others
Trust and character – understanding attitudes and emotional intelligence
Creativity and strategy – leadership means finding a better way
Empathy and compassion – leadership is about people, people, people
Confidence – where there is no hope, there is no leadership
What was so appealing about Andre’s book is the breadth and depth of his reading—from history to philosophy and from psychology to theology. Andre’s worldview is steeped in the heritage of our Western Civilisation, but he is no triumphalist of that cause and takes a deeply moral stance without coming across in the least bit self-righteous or sanctimoniously pious. At the centre of his worldview is the idea of the sovereignty of the individual. Not as the ego-ridden loner of the ‘me generation’, but one who is equal to all others—whether king or pauper—is divinely endowed with the power to reason, and who finds their deepest meaning in service to family, community and the world.
Liberally sprinkled through the book are gems of quotes from famous people I have heard of and some more obscure. On my mission to bring more Just Work into the world, I loved this one from the Spanish writer Jose Ortega y Gasset in The Revolt of the Masses:
An unemployed existence is a worse negation of life than death itself. Because to live fully means to have something definite to do—a mission to fulfill—and in the measure in which we avoid setting our life to something, we make it empty. Human life, by its very nature, has to be dedicated to something.
Seeking the truth
Andre’s core belief is that at the root of our God-given gifts is the power to reason. We are made to seek and know truth through our reasoning faculties, and we do this by thinking for ourselves. He clearly articulates the impediments to thinking for ourselves under the sometimes-provocative titles, such as the postmodern mindset, relativism, the demise of education, political correctness, the media mushroom, information overload, specialisation, trust in formula, fatalism and victimhood. But Andre doesn’t just leave it there. He provides a way out—how to overcome the obstacles to sound thinking including traps to avoid which, as any well-trained rhetorician would know, include ad hominem, petitio principii, loaded words, emotional appeals, poisoning the well, and argumentam ad numeram.
In his appeal to find a better way, Andre calls on us to look at history:
History provides some spectacular examples of a better way for people to use their rational faculties to find answers to the issues that confront them. The Socratic dialogues recorded in the works of Plato, and the scholastic disputation of the Middle Ages offer models for reasoned discourse that is based on disciplined thinking, which ailing postmodern democracies badly need.
The passion Andre brings to the chapter ‘Education and Personal Growth’ reminded me why I loved him as my teacher. At the start of the section where he defines education, he poses the age-old dilemma of education:
…[is] the purpose of education the acquisition of knowledge by a learner, or the development of the learner’s character? (For the ideologue it is neither of these, of course—it is for control of the learner’s mind for the ends of the state, the party or the cause—for misleadership.)
There can be no doubt where Andre stands on the topic. In quoting Josef Pieper in Leisure: The Basis of Culture, there was a powerful resonance with my own views on systems thinking:
Education is concerned with the whole: whoever is educated knows how the world as a whole behaves. Education concerns the whole human being, insofar as he is capax universi ‘capable of the whole’, able to comprehend the sum total of existing things.
When I read Andre’s book, it made me lament how shallow our education and lifelong learning has become. Current trends in leadership development seem for the most part to cover the knowledge necessary for transactional success in a mechanistic view of the modern workplace. Why, it left me wondering, would time not be set aside in the workplace to put on a Shakespearean drama, or explore with an expert the great books of our rich but barely alive heritage? What could Dante teach us that Myers-Briggs has got no chance of reaching?
Andre calls on us to examine eternal verities about truth and reason, and in his final chapter invites us into the question: quo vadis? Where are you going? This is an important book to better equip us to answer that question. But for our benefit, earlier in the book, Andre nails his flag to the mast by putting forward ten essential books for leaders:
1. The Bible
2. Plato’s Republic
3. Aristotle’s Politics
4. Virgil’s Aeneid
5. Livy’s Early History of Rome
6. Shakespeare’s Julius Caesar
7. Swift’s Gulliver’s Travels
8. Dostoyevsky’s The Devils
9. Bruce Catton’s The Hallowed Ground
10. Jacques Barzun’s From Dawn to Decadence
If I’m looking to get even a pass grade from this exemplary teacher of mine, I had better get reading.
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You can buy Andre’s book Leaders and Misleaders. It’s beautifully written, thought provoking and, as yet, not widely known.
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 Aaron Burden on Unsplash]
“You need virtue in your organisation.”—Andre Van Heerden
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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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We’ll only use your email address for this newsletter. No sales calls