Alloutcoach

Alloutcoach

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Alloutcoach episodes

  • ADDING MORE LIFE TO WORK WITH CULTURE + INNOVATION

    There has never been a more appropriate time than today to reinvigorate and add life to our workplace. To discuss why inspiring a certain company culture as well as innovation can increase engagement and performance, I interviewed Rebecca Friese, co-founder of FLYN, leading management consultant, keynote speaker and author of "The Good Culture: The Leader's Guide to Creating a Workplace that Doesn't Suck". By identifying outdated practices from the ground floor to the boardroom, Rebecca helps a wide range of organizations from Fortune 500 behemoths to hopeful start-ups, build the capacity to implement market-leading cultural changes. At the moment, Rebecca is on a mission to help organizations not just be better, but exceptionally innovative, engaging, and forward-thinking places to work. In our informal and candid conversation, we discuss how company culture becomes visible or invisible in a typical organization, why it influences performance, how we can keep ourselves accountable with KPIs or performance metrics for performance as well as behaviors or culture, growing culture over time despite successes and failures, why engagement and innovation is so relevant to all of us today, and real world case studies of leadership approaches to implement the environment or culture with intentionality that delivers innovation.

    2:51 - Highlights from Rebecca's career

    6:08 - Definition of Company Culture

    8:22 - Rebecca's Signature Approach to assisting organizations with Company Culture

    13:30 - Designing performance metrics/KPIs that inspire accountability for behavior and stimulate the best culture

    13:48 - Without aligning culture to our everyday strategy and operationalizing it through metrics or accountability there is a gap which questions the value of the culture we want to design as leaders.

    16:59 - Recent case study from a Tech company with a leader of a high-performing team that was asked to leave the organization

    19:42 - New trending internal metrics of managers: manager engagement indicator (MEIs) surveys

    22:04 - Metrics can improve a sense of belonging of an employee when you know what part of your effort contributes to the overall success of your organization

    22:35 - Rebecca's personal real world story of being mislead to be performing well without any direct feedback

    25:52 - Maintaining a certain culture through company successes and setbacks

    30:59 - How Rebecca's approach to helping organizations with culture has changed over the last few years

    31:21 - Focus on design thinking at FLYN Consulting

    32:07 - Biggest challenge is to address the unspoken needs of individuals in the workplace

    33:58 - How Rebecca is linking company culture to innovation with Fortune 500 companies

    34:58 - People are motivated by their ability to learn and grow

    35:08 - Customers often do not know or cannot yet imagine what they really need

    36:52 - Explaining what "behavior" means to a 2-year old by adding incentives, transparency, feedback, consistency, and recognition

    38:26 - Innovative organizations have to unlock the basic needs of all humans for autonomy, mastery, and purpose based on Daniel Pink's book "Drive"

    40:18 - How everyone can be innovative in an organization

    43:11 - How Rebecca is stretching herself and lifting others currently: her mission is to help people love their workplace

    46 min
  • EXTENDING EDUCATION TO A WIDER MEDICAL COMMUNITY

    In this special episode I interviewed the winners of the first ever month-long Medical Affairs Innovation Olympics competition in pharma and biotech in the fall of 2022, CEO and Co-Founder of Discreedly, Vinay Tharayil, MD, BCMAS and Co-Founder and Chief Commercial Officer, Gibu George, MD. My guests discussed why education and interactions between pharmaceutical companies and healthcare providers need to evolve and how they are extending the reach and awareness of quality, fair-balanced medical education to not only academic physicians but those in the community using their platform, Discreedly.

    1:55 - Vinay Tharayil - Background. GSK Vaccines. Medical Affairs Excellence and Operations at Astellas. Passion for Medical Affairs and the MSL role. MSLs bring lots of value to the healthcare system but often go under the radar.

    4:59 - How they came up with the app @Discreedly

    5:27 - Vinay and Gibu's vision and philosophy of Medical Affairs

    5:46 - What makes Medical Affairs critical today in influencing health care?

    6:43 - Main driver for Medical Affairs is education, scientific exchange and communication

    8:53 - We want to bring medical education to the community of physicians, not just academic hospitals. Discreedly aims to increase the reach of Medical Affairs to a wider audience, including the community level physicians whom we typically do not target or educate.

    11:57 - What is the relevance of a pharma company communicating more information to ensure access to care and health equity today?

    13:33 - We can follow patients in EPIC via electronic health records, to be able to provide pricing information immediately.

    14:14 - Putting the Provider in the Captain's Chair to be able to govern the direction of the frequency of the communications they prefer with Pharma, to allow access to quality medical information in a centralized platform.

    15:12 - Physicians can search product information including formulary coverage, tier level on the health plan all at their fingertips.

    15:30 - We are also exploring making social determinants of health related data available to them as well.

    16:06 - Why did you call the platform "Discreedly"?

    18:15 - How would pharma companies use the Discreedly App?

    18:24 - Back-end channel for Pharma in this platform. Med Affairs companies will be uploading content, products, disease state related information, formulary, media that may be generated. MSLs may also be available on demand, virtually, ready to engage and educated HCPs. Providers can schedule meetings with Field MA or Medical Information. The program enables real time live chatting with HCPs, live updates / notifications.

    21:39 - How do the users ensure alignment with their compliance and regulatory policies to guide what information may be shared on this platform?

    22:19 - What part of the Discreedly program makes it more appropriate for the community level physicians?

    23:29 - We secured a partnership with Doximity and use their SSO. They do not have to create a new account if they are already registered with Doximity.

    25:30 - Extensive research of preferred formats of medical education shows high variability - the way many community oncologists learn about new treatments is a private WhatsApp group

    27:02 - How does your program improve quality of healthcare at the clinical point of care?

    27:17 - Integration of Electronic Medical Records (EMR)/EHR data

    29:47 - Can the patient's health data be submitted by their provider or hospital?

    33:26 - Message to those interested in Medical Affairs or this platform

    36:13 - How are you stretching yourselves and lifting others in your next project?

    36:36 - Key Lessons from Vinay and Gibu: "Be bold. The only way you will find the answer is by asking the question and taking that first step. By being bold you find out that you are capable of a lot more than you think. Be ready to adapt."




    39 min
  • BREAKING NEW GROUND IN PATIENT ACCESS TO CLINICAL TRIALS with Johan Lauritsen @PROBE

    This is an episode recorded a few months ago after my guest, Johan Lauritsen, CEO & Founder of PROBE, had won the Evidence Generation category in the first-ever Medical Affairs Innovation Olympics hosted by Amedea Pharma. Johan is a medical student with prior gene editing experience, entrepreneur, keynote speaker, as well as a chronic Spinal Muscular Dystrophy type 2 patient. He is dedicating himself to facilitating and accelerating appropriate and timely patient access to clinical trials by developing a new program that researches and lists all the clinical trials across the globe for which a patient who is subscribed to his program is eligible based on health records submitted, and even directly connects the patients to the research investigator of the given study. Johan's passion and professionalism are both incredible gifts we can admire as he is in the progress of publishing the company's first prototype which is aimed at accelerating innovation in healthcare and democratizing patient participation, screening, and management of their own health. Lauritsen speaks about his personal journey as a chronic patient, and his modern perspectives on adding knowledge, transparency and technology to make clinical trials more accessible to all patients and relevant to them. Enjoy this candid conversation which showcases a new solution to improve health equity, health literacy, and patient engagement in research. You will hear Johan's tremendous accomplishments and calls to action for patients, their relatives and healthy volunteers to sign up for clinical trials and participate. 1:38 Can you share your unique background with the audience? 1:53 Johan was born with Spinal Muscular Dystrophy Type 2 (5qsma2) 5:59 For those not in healthcare, can you describe CRISPR gene editing? 8:03 Can you describe some of the processes people to know about and how clinical trials have changed. 13:25 Q: Is there routine prenatal screening or testing for SMA? In late 2022, all hospitals in Denmark implemented pre-natal screening for SMA. Johan fell when he was 3 and could no longer get back up. 14:33 SMA patients have won the Olympics before as well as the first ever Medical Affairs Innovation Olympics in the case of Johan 17:23 How has the data exchange in clinical trials accelerated and improved lately to ensure patients know about their results as soon as possible? 18:24 Clinical trials represent the most expensive, time consuming, and critical part of drug development. Patient recruitment continues to be a challenge because inclusion criteria are often determined from the investigators' perspectives rather than those of patients. Patients' inclusion criteria have now become more loose, allowing us to include more patients. 21:20 "Pharma companies do not have a realistic grasp of the real world patient population in a disease state for which they are developing treatments. Thus their study inclusion criteria are often inaccurate or irrelevant." 21:33 Only 15% of the minority populations are represented in clinical trials according to latest research. 22:10 Q: What is your company PROBE doing to improve access to clinical study for patients worldwide? 24:33 PROBE - While establishing a community of people that wants to participate in clinical trials, we are developing a tool that makes them accessible to them. We are also addressing health literacy as many patients want to be in a trial but they do not know where to find it or how to interpret the inclusion criteria or their own condition. 26:36 What kind of tool or app has PROBE created for clinical trial patients? 27:30 The App shows patients a list of clinical trials for which they are eligible. It connects the patients with the researchers, and therefore is a win-win for both researchers and patients. 29:47 Can the patient's health data be submitted by their provider or hospital? 31:34 Who are the members of the PROBE team? 34:13 Expecting to release its app at the end of January 2023.

    37 min
  • GOLDEN SECRETS of BUILDING CURIOSITY and FACING COMPETITION to CLEAR HURDLES with Sharon Hannan, an Olympic Gold Medal Winning Coach
    A lifelong fan of the Olympics, I recently interviewed Sharon Hannan, an Olympic Gold Medal winning coach in 100 m hurdles and Australian athletics veteran who had coached Sally Pearson to victory at the 2012 games in London. Listen to this truly personal conversation to learn Sharon's scientific approach to building curiosity, drive, confidence through small steps, innovative methods, and successes to winning in sports, business and life.
    2:14 How did you get interested in Track and Field?
    3:30 How did you become a coach that would train a champion to a gold medal in the Olympics?
    6:04 Do you think you were always perceptive of other people and there was a coach in you that manifested later in life?
    7:45 What is the role of curiosity and not being an athlete in your success?
    8:52 One of the most impactful books I have ever read was Between a Rock and a Hard Place by Aron Ralston who had to cut off his arm to survive. She read the book over and over again to learn about how he faced adversity by the processes he implemented.
    9:44 How did you help her overcome adversity?
    10:35 Sally Pearson had a navicular stress fracture and Sharon found an innovative way to coach her through it
    11:38 She thought "this girl lived on speed which was part of her DNA" so Sharon started to train her with racewalking so that she would feel speed without the impact of sprinting or hurdling not to exacerbate her injury or slow does its healing
    12:41 What impact did race-walking have on Sally Pearson's results?
    13:33 What were the turning points in your career that allowed you to develop confidence as a coach?
    16:20 Sprinting in the pool was another method Sharon had used before with another athlete before Sally Pearson. The athlete keeps their body upright with the head above water and sprints using the arms. Usually, athletes cover 100 meters in 50 strides in about 12-13 seconds, while in the pool they cover 50 strides in 6-7 seconds.
    18:20 What was the inspiration behind the technique of racing in the pool?
    20:59 Who are the members of the integral team that helped you and your athletes become successful?
    21:46 One of the first sports scientists Sharon met was a biomechanist.
    22:48 If Sharon had an injured athlete she made it her rule/job and accompanied them to the physical therapist to learn how the injury might have happened.
    26:31 What role did teamwork play in the athletes Sharon coached who primarily competed in individual events?
    27:00 If you want to be the best you have to train with the best, which may include competitors or your competitors' coaches. The one area in which track and field lags behind is the tendency to avoid competitors or competitors' coaches in training.
    28:14 What is the secret ingredient to reaching the pinnacle of competition - the Olympics, and performing at the highest level?
    29:29 Secret ingredient - self-drive, small steps, success. My role is to plant the seeds to make incremental progress.
    34:07 Your relationship with Sally ultimately ended as you parted ways. What are some lessons you have to maintain relationships with athletes, manage conflict in order to result in the best outcomes?
    37:42 How did you recover after parting ways with Sally to continue to coach and leave a legacy among other athletes and coaches?
    40:50 Did you find yourself a coach that challenged her athletes more than others would dare?
    41:42 Famous in Australia for one rule: if an athlete fall-starts during training their training session is over. Sharon has lost several athletes who did not have the patience for this rule. However, on the contrary, Sharon has had extensive conversations with athletes about their long-term future and their personal lives or plans with their girlfriends/boyfriends.
    46:32 Did your daughter continue on her path to becoming a track and field athlete?
    54:22 Final message from Sharon
    58 min
  • FROM OLYMPIC DREAMS TO RESULTS - Chris Cook, British two-time Olympian swimmer
    This special episode takes you on a dream journey in a recent conversation I had with a two-time British Olympian swimmer, global keynote speaker and executive coach, Chris Cook! He inspires us to experiment, dare to share with our competitors who are our greatest assets at times, reflect internally, and keep things simple in order to make the dreams of reaching the Olympics a reality in sports and in business.
    1:49 – How did you become an athlete and a swimmer first before you became an Olympian?
    1:58 - Adrian Morehouse, British Swimmer had won at the 1988 Olympics - that's when he decided he'd be an Olympic Swimmer and joined a swimming club within 2 weeks at age 9
    3:52 – Who were the coaches that inspired you?
    5:08 – Story of daring to share ideas with competitors and learning to become more confident and vulnerable.
    6:27 – What was your first breakthrough in your career?
    6:48 - #1 - His coach told him to break the world record when we has only 13 years old, which he did by swimming 1 lap at a time with a rest in between the 4 total laps. That made his goal achievable in his mind!
    8:40 - #2 - Chris was struggling to break through the British ranks, finishing in the top 5. In one of the tournaments he made the European team made it to the semi-final in Ireland.
    10:00 - Your competition can be your greatest asset! He started to compete with the top 5 in the world, not only in the UK!
    10:14 - Did you appreciate that lesson about competition at the time when you were 21?
    10:39 - Chris was deliberately be guarded against competitors. But he learned over time that competitors expose your weaknesses which is a huge benefit. We are looking for those 1% improvement over your personal best.
    11:21 - At age 21, Chris considered his final frontier when he began to break down the walls. He went to a training camp in Australia along with his competitors.
    12:53 - Follow up on the 4 lengths of the pool WR in the training session at age 13 - his coach with no swimming background experimented by training him on aerobics, yoga, etc.
    13:42 - His lung condition was better than most other swimmers which he attributes to his experiments during training years before.
    14:14 - Experiments do not fail, they just give you results! Its about what you do with the results!
    15:04 - He failed during a practice and was frustrated. And this is when his coach shared his wisdom which he still remembers. He transported him from an emotive into a rational state. Chris' practice lacked only fitness and the last length of the race.
    15:44 – They came up with this formula: "Ask it, answer it, action it!"
    17:37 - How did you manage to continue to train regardless of your finishes?
    20:09 - Conversation with Sports Psychologist Simon Hartley, who told him "you only have to swim two lengths of the pool - don't make it too complicated".
    22:01 - As you become a star I imagine you realized who your real supporters were. How did you manage to have the most supportive team by your side?
    25:03 - Throughout your journey did you find yourself motivating others through their journey or observing others as well?
    29:51 - Swimming is a technical sport. What is your approach to getting ahead using technology while honoring sportsmanship?
    33:50 - What are the areas of opportunity in which we can test the human capacity in swimming?
    34:48 - Stars have some self-centeredness about them but in a positive way. Your body is your race car that you have to stay attuned to at all times. Sports and Business may be somewhat different in that athletes learn to recover better and faster than business people.
    36:14 - When athletes train are they more likely to visualize the purpose of their hard work and practice than businesspeople who are too focused on the results?
    37:36 - What do you enjoy about coaching business leaders vs athletes?
    40:04 - Is most of your work in a particular geographic area or industry?
    43:20 – What is your lesson or advice to listeners about leaving a legacy in life?
    48 min
  • THE FUTURE WE OWE EACH OTHER IN TECH WITH PETER HIGH, PART 2

    This is part 2 of a memorable conversation I recently had with Peter High, President at Metis Strategy, a premier advisory firm in business strategy, data transformation, international growth, mergers & acquisitions. Peter is the host of the first, longest-running technology podcast called "Technovation", keynote speaker, regular Forbes columnist, and author of the book "Getting to Nimble". The audio podcast is available across all platforms. In this part of the discussion, Peter candidly shares his lessons redefining productivity, performance metrics, and the legacy of information technology and modern enterprise executives in general. Enjoy the show - here are the highlights below!

    PEOPLE AND PRODUCTIVITY Q: Recent studies have published how many different employers began to use data to monitor their employees (“the worker productivity score”) which backfired because they were more likely to break rules. Q9: How do you interpret such results and what recommendations do you have in applying the new technology now available and analyzing data appropriately to guide decisions that impact our employees? LEGACY AND RESPONSIBILITY Q: What is your personal opinion and recommendation to CIOs and Tech leaders about the need to integrate and incentivize Corporate Social Responsibility, Type B Corporations and Responsible AI training and policies into their businesses? DATA MATURITY Q: What are the different stages of becoming a digitally mature company? Q: What makes the DevOps specialty in technology companies an important case study to learn from for other industries such as pharma and companies?  METRICS Q: How do we design the types of contests and metrics that matter in a competitive environment whether or not we generate revenue directly? Are there particular trends you have seen in various organizations or industries in some of the most effective performance metrics?  LEGACY Andy Warhol once said: “The idea is not to live forever but to leave ideas that will.” Q: As you look ahead into the future of some of your favorite innovative companies, what are some specific examples or the elements of a potential legacy and timeless values that businesses in the Tech industry will leave for future generations to come? Peter High: "It's the ideas they leave behind that leave a legacy and philosophy.  It's the family tree we leave behind. How many reports of ours go on to lead other organizations?"

    24 min
  • THE FUTURE WE OWE EACH OTHER IN TECH with PETER HIGH, Part 1
    This is a memorable conversation I recently had with Peter High, President at Metis Strategy, a premier advisory firm in business strategy, data transformation, international growth, mergers & acquisitions. Peter is the host of the first, longest-running technology podcast called "Technovation", keynote speaker, regular Forbes columnist, and author of the book "Getting to Nimble". In this part 1 of our discussion, he shares his lessons on the real world role and reality of competition, innovation, and culture in business today.
    2:59 - Q1: Can you describe your personal transformation over the years?
    5:32 - Pharma Med Data Culture Integration – Limited by Legal Restrictions
    COMPETITION
    6:13 - Q2: How does a company's Chief Data or Information Officer / leader enable it to stay competitive despite the legal restrictions in some industries?
    6:26 - Cybersecurity. RISK MITIGATION strategy has to be balanced with a RISK TAKING/TOLERANCE strategy.
    9:20 – Q3: How does the ecosystem of a business impact its competitive power?
    10:05 - Business has become global, so competition is no longer company to company but ecosystem to ecosystem.
    Examples: joint ventures, service providers, partnerships with venture backed companies, venture capitalists.
    INNOVATION
    11:55 - Q4: How can modern enterprises continue to innovate during crisis, inflation, uncertainty, or during expansion and growth?
    12:35- Some of the best companies are born during down-turns. #1. Challenging times require the best thinking to succeed and prevail regardless.
    13:23 - 2. Constraint is your friend. Story of a billion-dollar company executives who visited an augmented reality startup with a very small leadership team. Constraint forces prioritization. "The work fits that staff/scale" once a company grows in scale, rather than the "scale/staff fitting the work". It's during success and growth that leaders exaggerate their sense of security for the foreseeable future.
    16:16 - Q5: How realistic is the exemplary image of teamwork, innovation, and agility in Tech today as it is becoming so invasive and prominent across the organizations? What are some of its qualities to emulate vs. biggest gaps and challenges today and how can Tech continue to lead the way as a role model for other industries?
    17:03 - So much of the venture capital is backing tech companies which demands hyper-scaling.
    18:09 - Amount of venture capital money invested into software and tech companies however does not automatically imply that they become modern, their processes are optimized, and talent is used most appropriately. They also lack legacy to some extent.
    20:26- Q6: Tech is a role model for many industries. What are some of the gaps among technology organizations, leaders, and startups?
    21:02 - A greater range of diversity to reflect our society is needed in Tech. Venture capitalist community is a catalyst for innovation, but the pressure of an exit on the back end. you need to go public or get acquired at some point.
    23:37 – Q7: What are some resources or tools IT leaders can use as frames of reference in order to manage people, their emotions, and their lives rather than their data, work or technology alone in this environment in which employees are changing the world of work and are struggling to continue to be engaged?
    CULTURE
    26:45 - Managing People particularly challenging across IT working virtually. We must be more intentional about the reasons we collaborate, career plan, celebrate, and create, get together for meetings in person or for projects.
    27:58 – Q8: Are there any specific companies that you are advising that have excelled at managing people and culture well throughout a transformation?
    30:20 - 70% difference in job engagement between executives and front-line workers. Great revelation is that the reason ~2/3 of employees do not want to go back to the office is they may not feel like they "belong" and are not "engaged", not that they are more productive.
    32 min
  • DRIVING VALUE WITH HUMILITY AND PERFORMANCE - Melissa Norcross, PhD
    In 2018 I underwent a critical transformation in search of more mentorship, learning and development. So I received an MIT certification in Leading Organizations and Change based on a course taught by Melissa Norcross, PhD, which paved the way for the growth of my network, business, and this podcast I would later start. As a former Chief Strategy Officer and veteran operations and strategy consultant for firms including McKinsey & Co., Melissa’s work spans industries and the globe. She has worked with organizations ranging from Fortune 100 companies to non-profits as well as private-equity funded turn-arounds. Melissa facilitates peer networks of senior executives in the digital and technology space through Collaborative Gain’s Councils. She holds a BS in Engineering from MIT, an MBA from Harvard Business School, and a Ph.D. in Values-Driven Leadership from Benedictine. I am excited to share this "podcast in a course" type of discussion she and I prepared for you so follow and share the episode if you find it valuable!
    5:15 Q1: What makes those most memorable and innovative teams stand out to you today as you look back at your career?
    Humility. Warren Buffet: "Know you circle of competence well."
    10:43 Q2: What kinds of team dynamics and approach to agreement or disagreement define those most innovative teams?
    13:41 Q3: How do we create the intersections between departments to make sure we have psychological safety?
    16:21 Q4: How do you inspire a highly accomplished new hire to stay engaged and contribute with quality who candidly voices their opinions and asks for the "ball" to own a project with no resources or formal career or personal development program?
    17:57 First element of Psychological Safety is Fairness. This does not mean everyone has the same position, gets same playing time, scores the same # of goals.
    20:33 It's tempting to focus on your star but you are robbing the star of the ability to have others around them who improve their capabilities. They also begin to depend on one single point of failure.
    21:33 Tim: I created a continuum to visualize the gap between aspiration and ability, between ability and responsibility. When the gap is too large, problems in engagement and effort begin. Adam Grant also talks about the need for employees to sense their own "optimal distinctiveness" at the same time the organization requires them to contribute to the team.
    23:18 Q5: Did you find yourself developing resources to advance people even when they were scarce?
    27:21 Q6: How does on-boarding and training predict long-term engagement?
    28:02 The most important thing in onboarding is not to train people on how we do things, what we do but the culture and values.
    30:50 Q7: What were some of the techniques you used to improve operations in such different environments?
    1. How are we making decisions? Are they smart? Are they based on data?
    2. Be laser focused on what matters most. Agile - do one thing at a time.
    3. Clear Success Metrics with Early Warning Signals for when they are going off track.
    4. Transparency and Radical Honesty.
    37:23 Q8: Which of these 4 steps do you attribute to your success in identifying high potential products or pipelines in pharma?
    40:40 Q9: How did those KPIs impact team collaboration or interdepartmental rivalry?
    Hockey - you get a point for the assist plus the goal
    49:24 Q10: How do you help visualize those metrics?
    55:14 Q11: When you lead with the values first what have been the direct outcomes of your approaches? Very few goals, very high standards! Case: Financial company that was lacking data. Sprints separated by timeline. Outcomes mattered because they were owned by everyone. Transparency. Consistency. Focus. and Data.
    58:31 Q12: What tends to happen in extreme failure vs success to teams? It's hardest to learn in both these extremes. Extreme success hides all kinds of sins. Learning zone is critical.
    1:01:25 Q13: What is one final lesson for the listeners from this conversation?
    1 hr 4 min
  • Best Moments and Surprises from Paris: 2022 Medical Affairs Professional Society Meeting
    A few months ago I spoke live across social media with four colleagues, experts and Medical Affairs senior leaders with diverse, global perspectives across pharma and medical devices to discuss some of the best moments and surprises from the Medical Affairs Professional Society's (MAPS) May 2022 Meeting in Paris which we attended. The conversation was a recap of this meeting yet with lots of very forward looking concepts many of you, my friends and colleagues, may enjoy reviewing, particularly as we prepare for the 2023 European meeting to be held in Lisbon by MAPS. So listen to this conversation with Marc Sirockman, Global Chief Executive Officer of MedEvoke; Meg Heim, President and Founder of Heim Global Consulting; Marcus West CEO and Co-Founder of 60seconds.com, and Viorica Braniste, Medical Excellence and Patient Engagement Director at Kyowa Kirin, which emphasizes some of the most pressing issues our Medical division is facing in the industry as we anticipate more developments in our Age of Information.
    Meg Heim highlights innovative qualitative research in R & D demonstrating Medical Affairs' value earlier in a product lifecycle from Kyowa Kirin as an example of how far along the drug development pipeline the division is able to impact with meaning. Marc reminds the group about the powerful turning point Medical Affairs is undergoing presently, summarized by the meeting's theme "The Medical Affairs' Time to Lead is Now". He mentions that while digital information has exploded over the last two years, Medical has outgrown other functions and it is critical to communicate its value internally to receive the appropriate funding and resources. Marcus speaks about the need for enhancing the coaching culture and real time feedback in Medical - a recurring theme at the meeting. Viorica addresses the unmet need of coaching and training to connect medical insights with powerful business impact to critical diverse stakeholders. Throughout our discussion, we concede how fragmented Medical continues to be in its organization, and why we must change our communication to be more consistent with our environment. We recall an inspirational quote from the meeting shared by Ben Bryant, a veteran pharma executive coach, who said "Leaders are not paid to make the inevitable happen. They are paid to make happen what would otherwise not happen". Our group refers to several sessions about shortening the lag time from generating to capturing to communicating insights, and we compare raw medical insights to oil, which if "unrefined" by definitions or context, become difficult to translate into value. Thus, Marc encourages pharma to begin to "ask for help" more because data insights are becoming overwhelming to manage alone without various agencies and life science solution providers.
    We also discuss intriguing, controversial, but also encouraging moments from the meeting such as the growing critical need of "ROI" of Medical and performance metrics as well as new conversations about Medical's potential in guiding an entire organization in improving the accuracy of their Sales forecasts. Avishek Pal, Scientific Communications Director at Novartis Oncology in Basel, Switzerland, relays his impressions of the importance of the "cross functional co-creation journey" between Medical Education, Field Medical as well as their insights, and multi-channel and formats of Medical Education to improve how pharma reaches healthcare professionals across the globe. So we look forward to more conversations on leadership, metrics, mentorship, as well as prescriber and patient engagement and education perspectives (comment on our discussion from Gorana Dasic, a pharma executive from Pfizer), at the upcoming 2023 meeting in Lisbon as well. Finally, we discuss the value of joining the incredible non-profit MAPS society, its Mentorship program, and vote on our favorite cities for future meetings after Lisbon: Florence, Berlin, Milan, Rome, Tbilisi, Dubrovnik.
    31 min
  • ADDING NEW COLORS AND CHANNELS TO EDUCATION IN MEDICINE - Dr. Joel Topf
    A few months ago I attended a reception at a conference sponsored by a Nephrology Journal Club (#NephJC) which I had referenced in my Amedea Pharma Blog and prior expert panel discussions because of its tremendous growth and popularity. And after meeting its co-founder, Dr. Joel Topf, a pioneer in using social media for medical education, I decided to interview him for my podcast. Dr. Joel Topf represents a model of transforming a virtual platform into a true in-person learning and development community. He has been running his blog Precious Bodily Fluids for 12 years. He co-created the longest running twitter journal club, #NephJC which connects nephrologists all around the world to discuss scientific papers twice a month. Dr. Topf has a large Twitter following and is a regular guest on the internal medicine podcast, the Curbsiders and was awarded the Robert Narins Award for innovation in medical education by the American Society of Nephrology and has given talks on the use of social media in medical education in 8 countries around the world. He makes visual abstracts for six different medical journals and organizations.

    1:55 - Q1: How did this popular #NephJC journal club start? 5:46 - Journal Club based on "Flipping the Classroom" concept 6:59 - Journal Club audience is mainly physicians aged 40+  8:20 - Structure of the NephJC Journal Club is supported by  multi-channel learning with re-informcement  (1. Blog Summary, 2. Visual  Abstract, 3. Tweetorial, 4. Podcast, 5. Weekly Newsletter) 10:11 - Q2: How do the busy physicians find time to attend a new format of education online and find it valuable? 11:07 - Modern Form of Medical Education - Conversational Tone 13:03 - Q3: How has the use of social media changed during the pandemic over among physicians?  14:09 - Pandemic Case Study: NephJC created critical new resources for  nephrologists to address concerns or rumor about ACE-inhibitors and  their effect on COVID 16:00 - Started to build evidence review teams on the fly to analyze  treatment guidelines, ACE evidence, etc. They built isolated webpages -  COVID in dialysis, COVID in transplant, in hypertension, etc. We created  an incredible resource for the community at a time when they had lots  of questions. 17:02 - Pandemic resources increased NephJC website visits 10x 17:45 - Q4: Can you contrast Twitter vs other social media platforms and share success factors of building a community there? 22:40 - Q5: Was there a turning point when the #NephJC exploded? 23:16 - #NephJC started a global internship program. Interns from 35  different countries participate and are trained on writing blog  articles,  Tweet chats / tweetorials, virtual abstracts, podcasts.   They then started many projects of  their own. One of the spinoffs of the Curbsiders is the pediatricians'  version called "Cribsiders". Website called "Nephpocus" - point of care  ultrasound. 26:25 - Q6: Can you describe your system of multi channel communication and how it all works together? 28:41 - Q7: What is a Tweetorial and how does it work? 30:25 - Q8: What are some of the most effective formats to educate in your opinion? Do you use video on Twitter? 31:42 - Q9: How do you test the quality of the education via social  media? Ian Lang quote "Teaching without testing is like cooking without  tasting, reading without writing" 33:15 - Q10: How do you incorporate all of the different parts of your system together most efficiently? 35:14 - Q11: Are you pursuing any new channels or topics at #NEPHJC? 37:45 - Q12: How do you extend your education to patients? 38:25 - Comment: Lots of poor quality medical information online - patients beware! 39:23 - Need to Close the Knowledge Gap in Medicine that Increases over time despite Experience years gained 41:31 - Q13: Q: How do you think pharma companies can educate patients and physicians via social media?

    49 min

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