One of my all-time favourite authors, Joseph Campbell, when asked for a definition of mythology, gave the devastatingly simple response: ‘Other people’s religion’. He did go on to talk to the three basic functions of myth: to achieve psychological reconciliation with consciousness, life and death; to bind an individual into society’s norms; and to learn how to lead a good life.
[Listen to audio version, read by David Hodes]
For each of us, our myths go way back, well beyond the identifiable generations. Despite this fact, we become habituated into thinking we live in an age where we are completely different from all of history. Our technology makes us unique in how we can move people, materials, data and money to any corner of the earth in ever more record times with ever-increasing frequency.
We can see ourselves from beyond the furthest horizon any man ever dreamt of and we know of matter smaller than the elemental components of our periodic table. We have leapt off this good earth to stand on another heavenly body and watch the sun rise behind it. As we ever so slowly form our new myths, I often wonder what the ancients would have made of what we have made. Are we really that different, especially as leaders?
General Stanley McChrystal, the four-star US General who led the Joint Special Operations Command in Afghanistan and Iraq, wrote the bestseller Team of Teams with Chris Fussell, who later went on to operationalise the ideas in a book called One Mission. In this latest offering, co-authored with Jeff Eggers and Jason Mangone, McChrystal seeks to better understand what leadership is by using a method first made popular by the ancient Greek, Plutarch (AD46-120), in his book Parallel Lives. Plutarch used the device of comparing the lives of heroic Greeks and Romans to explore the influence of character, good or bad, on the lives and destinies of famous men.
McChrystal kicks off his prologue with a recollection of how his mother used her very worn copy of Greek Tales for Tiny Tots to read him the stories of Theseus, Hercules, Ulysses, Ariadne and others ‘who struggled against nature, fate, and sometimes each other’. When reading McChrystal, you definitely get the feeling that his reaching deep into history to get to the truth of what it is to be human has been a lifelong passion. And that what it means to be a leader has been a topic he has been working on for a very long time.
McChrystal’s aim is first to illuminate what he classifies as leadership archetypes: Founders (Walt Disney and Coco Chanel), Geniuses (Albert Einstein and Leonard Bernstein); Zealots (Maximilien Robespierre and Abu Musab al Zarqawi), Heroes (Zheng He and Harriet Tubman); Power Brokers (William Magear ‘Boss’ Tweed and Margaret Thatcher) and Reformers (Martin Luther and Martin Luther King Jr).
But, before he launches into the biographies of these leaders, he writes a chapter on the Marble Man: Robert E Lee. I couldn’t help but think that this chapter on one leader alone was in fact the parallel life of McChrystal. It was only in 2017 that he threw away a picture of Lee which had accompanied him on all his missions to that date. As a Virginian who grew up not far from where Lee lived, and being a graduate of the West Point Academy at which Lee’s generalship is venerated, McChrystal clearly struggled long and hard to separate the myth from the man.
Three leadership myths
It was fascinating to read McChrystal’s clear-eyed accounting of the competing loyalties that drove Lee into the leadership role he took in the Confederacy. He had sworn an oath of allegiance to the West Point Academy that had made him an officer and even more solemnly sworn one to the Union, which he was thereby honour-bound to defend. In the end, though, he found it too severe a task to ‘simultaneously meet all the demands he’d made. In simply tying his decision to the course taken by his native Virginia, he essentially passed the most important moral decision of his life to the popular vote of others.
In this illuminating first chapter, McChrystal lays out the recurring theme of the book—that we like to think of people we regard as leaders through the mythological lens. He divides the myths into three basic types:
So what is leadership for McChrystal? If it is not a formula to be followed, a happy accident of genetics or a process of attributable direction, what is it? When reading the book, I had in mind the definition given to me by my friend and teacher Andre van Heerden in his book Leaders and Misleaders: ‘Leadership inspires people to be the best they can be in mutual pursuit of a better life for all’.
With that inspiring definition in mind, I struggled to see how al Zarqawi, a ruthless terrorist, Robert E Lee, a defender of slavery, or Boss Tweed, the totally corrupt Mayor from Tammany Hall, could be called leaders. And yet, they each had followers, and so it was worth keeping going with the author to see where it was all headed.
I found the book really captured me in his final chapter, ‘Redefining Leadership’, where he laid out his theory of leadership—both what it has previously been thought of and how he would now like to characterise it. To quote:
1. Leadership is contextual and dynamic, and therefore needs to be constantly modulated, not boiled down to a formula
2. Leadership is more an emergent property of a complex system with rich feedback, and less a one-directional process enacted by a leader
3. The leader is vitally important to leadership, but not for the reasons we usually ascribe. It is often more about the symbolism, meaning, and future potential leaders hold for their system, and less about the results they produce.
His illustrations make these ideas clear. First, the myth:

Then, the reality in his eyes:

Thus, McChrystal’s definition of leadership becomes:
‘Leadership is a complex system of relationships between leaders and followers, in a particular context, that provides meaning to its members.’
McChrystal sees leaders as a node in a network rather than the apex of a triangle. They must fulfil the role of both bottom-up servant to enable action and a topdown symbol to motivate and provide for meaning.
In closing, he makes the point—the one I was waiting for—about the moral and ethical dimension of leaders and leadership. In other words, to what use we can put the insight gained from our latter-day Plutarch:
‘…it becomes possible to resurrect the expectation that it is the function of leadership to improve the overall progress of humanity. Too often, results-based leadership has been focused on the bottom line, trying to manage a perceived trade-off between achieving the mission and taking care of people. Through this new conceptual lens, we dispense with such either-or thinking. Rather, the two become positively correlated, and we can more easily see how societal prosperity is linked to workforce fulfilment, and how unit effectiveness is linked to morale. Redefining leadership as the enablement of a human system allows for the relinkage of prosperity and productivity in a more positive way.’
This idea that a fundamentally just approach to managerial leadership leads to better results resonated deeply with my own ideas of Just Work. But, it was also fascinating to see how he could apply his frame to Robespierre and the terror as well as to Einstein and his gift to humanity.
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Background photo: Aaron Greenwood on Unsplash]
“All things are ready if our minds be so”
——’Band of brothers’ speech, Henry V
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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