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IV. ALUMNI. How should we keep you engaged, involved and supported?

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IV. ALUMNI. How should we keep you engaged, involved and supported?

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Network of the alumni - keep it going for:

sharing experiences and new ideas

update each other on process of innovations

share successes, and pains

Also good to share experiences or requests for help with each other via slack / linkedin.

follow up of the projects, as some teams will continue on their projects

put out a query or question to the cohort.

keep some kind of inventory of what expertise the people can offer - since not everyone knows everyone.  X2  example: per person briefly his / her attention / work area and expertise. It helps enormously if you can immediately engage with someone who also has the will to change the market and who can serve as an 'input' for other organizations.

IDEA: Organise return days twice a year minimal - in person contact is key

Tools to keep network engaged:

Keep the Slack channel open

LinkedIn page for Health Innovation School -- good for blogs, broader dialogue on topics; *also, alumni should add the school to their LinkedIn experiences https://www.linkedin.com/company/18305892/

All alumni are welcome to contribute a blog to the HIS website http://healthinnovationschool.nl/category/blogs/

Invite alumni to come back and be part of delivering the program:

to teach

to participate / observe during in-person sessions or virtual - they can contribute and share experiences

Option to work on another team's project (from first cohort), if there is interest

Help the new action projects (for cohort 2) as an expert advisor or coach

IDEA: form alumni advisory board - to help design the program, pick the cohort

Additional ideas from 30 november (not included above or below)

Cyclisch proces/vernieuwing  [cyclical process / renewal]

F2F  &  Digitaal [face to face and digital]

Slim delen en kennis [smart knowledge sharing]

Door budget/uitbesteden co-produktie [if limited budget – outsource co-production]

Linked-In ipv Slack education  [LinkedIn instead of Slack education]

Automatisch inzicht event-agenda/onderwijs [Automatic insights expertise, interests]

Foto-overzicht [photo overview]

Boek, per persoon [book, per person]

Wat doe je precies [What exactly are you doing?]

Halen/brengen [What you are looking for, what you bring]

Tel nr / woonplaats [contact information]

o   Korte les creëren ter verspreiding [Create a short lesson for distribution]

o   Koppelen aan projecten en verenigingen [Linking projects and associations]

o   Kennisintegratie in het werk [Knowledge integration in the work]

Connect 2017 alumni to the new cohort(s) formally?

Create some optional programming for the alumni
1. Experience tours -- to other sites that are doing human centered design.

facilitate the possibility to have an alumni- tour so alumni can explore eachothers workspace. Also available for students

2. Invite to programming- invite alumni to webinars, zoom sessions

other alumni alert each other of opportunities or events (via Slack)

IDEA: Ask an alumni to take on some of the work eg, host the next in person

IDEA: Can alumni run a mini-local of the school? for a region? With some support from the core team

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Group dynamics is a key part of the experience

give team more time to get to know each other - and the project

IDEA: add more teamwork time explicitly - do it outside of the 4 days.  at least 3X together - planned  DONE

IDEA: organize the start (kickoff) of the team more formally

Ideally: they can together define the project and have ownership

more science around the teaming process - who do you need on each team, based on evidence?

Optionally, the people you need for the project in advance, and take this into account during the selection process. Within our team if expertise was not there, we were looking for it in the form of colleagues / own network.

diversity of the group really shows how different people look at a problem in different ways

would have liked more guidance in the group dynamics

virtual tools for a project are challenging when people are spread across the country; in-person was very difficult due to holiday time too

more patient participation in the group ...

Team members speak a different language and see the project problem differently - therefore having a deliverable could help keep focus; days together should also help to create a common language.

Should coach help with the team dynamics when there are gaps or challenges?

More time, during the two days, but certainly also a number of fixed days outside it is necessary to make speed. The summer vacation that we were working with did not really work with that. In addition, it is important that it remains a team, within our project I noticed that the pressure was a lot of one to two team members, because of their personal interest. That is fine in itself, but as a result the pressure was not on the entire team. There I see a role for the coach

More space for each other's projects

IDEA: Include a question in the application for next cohort about team experience, philosophy, etc.  DONE

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I. COMPOSITION OF THE COHORT - mix of participants? Optimal size? Selection process?

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I. COMPOSITION OF THE COHORT - mix of participants? Optimal size? Selection process?

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Who was missing?

Policymakers / national government.

local government - municipal, provincial (X5)

more patients /family members - including those who can have an overview beyond their own condition

'normal' patients with more simple health issues managed in primary care; including mental health+medical comorbid

health professionals from primary care;

more nurses X2

students, younger people ... health professional trainees; innovation students; technical physicians.  students are actively making their own patient-centered curriculum. intrinsic motivation, mindset already there  X2

MBO/(HBO)  [applied/technical colleages]

teachers too!

welfare / vulnerable population service providers

More companies.  X4

MKB/FME  [SMEs]

ICT-afdelingen [departments]/EPD [Electronic Patient Dossier]/Privacy compliance

Wetenschap [science]/ZonMw

Beroepsverenigingen [professional associations]

Koepels/belangenverenigingen [umbrella/interest groups]

Top sector

“Bestuurders” aanhaken/Fin vormen  [boards /directors on boards/CFOs]

RvT (raad van toezicht) [Supervisory board members]

Risk if you broaden it -- might not have enough core.

students/teachers could be observers if there is not enough space

policy makers different role - observers/advisors

What to change? Who else to bring in next year?

Many of the trainers are change agents but spoke more about methods or achievements; could we get more Helen Bevans and Jesscia Tangelders.

eg: Hów to change on the spot where it should take place: in the workplace.  There are some brilliant and very inspiring change management guru’s in Holland - Leon Caluwe, Thijs Homan, Leike van Os/Jaap van ’t Hek, Marco de Witte,  Paul Kloosterboer

Go-no/go to stay in cohort, verwachting cons. [if unable to meet expectations]

Application process:

commitment -- really important. some people were really not willing to put in any effort  - how to screen those out? erodes the experience. screen this further.

wanted to say more through an interview. perhaps add this as an option of people want it.

apply as a team?

ask what the person is going to contribute as an alumni

submit a video pitch of themselves (option)

How should we select the next 50?
IDEA: pick people who have connection with the first 50 to build more momentum - starts to create  X4

If colleagues of cohort 1 are allowed to apply, ask them in the registration how they want to continue innovation with the alumni, within their organisation or regionally ...

regional spread: some regions are more ahead than others in innovation. build on existing regional participation

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III-a ACTION PROJECTS - selection, teams, process, coaches, implementation, ...

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III-a ACTION PROJECTS - selection, teams, process, coaches, implementation, ...

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Value of action projects

an essential part of the School

value of projects -- gives you something to do, chance to apply the principles

people were very motivated to work on the project because of the system change perspective across a network of 50 people

Project selection

Give feedback on why project ideas were not included/selected

.... and why the 10 projects were selected

Include topics from all Sectors

Leave some room for options for new project ideas to be created

Some people would like to have picked a project close to their field - for example, Team 9 was in diabetes; there is interest in the ecosystem in continuing their project ... they need to decide wether to continue investing time; hard to justify if they do not work in the topic area

IDEA: have 2-3 groups work on a same topic at the same time?

The focus was now mainly on strengthening / renewing existing ideas / initiatives. I think that's fine, provided that the sponsor (owner of the idea / initiative) helps you with that. The disadvantage of something existing is that you actually have a tunnel pulled in, while you actually want to look at it with a fresh look. Personally I would find it much more interesting to come up with something completely new, to work out and then to win sponsors. Or find a sponsor with a problem for which we come up with the innovative solution (with all the steps in the innovation process that come with it).

Should the project have a hard deliverable and a sponsor?  tradeoff: the learning opportunity might be diminished. instead, could this be the next step? or - as long as you set the expectations right, a sponsor could work.

IDEA: offer 2 options for the project. if this is your first experience, take a less committed path; if you are experienced, then choose the sponsored path

Scope / deliverables

Provide clearer expectations of the outcome of the project , what was ok/what was not ok.

Clarify expectations at the beginning so there are no surprises example - Pitchbook

apart from the (useful) roast perhaps more intermediate feedback loops on the action projects can be organized

coach -- what to expect from coach? was not always obvious

coach - matchmaking was fairly random

is the horizon for the project to be implemented?

Methodology

focus on human centered design process was a bit rigid

for example, following the steps. Is it always the right model or tool? especially when you have not had a lot of experience with it.

could there be more flexibility?

Coaches

what was expected coach was not clear clear -  liaison role with the School was sometimes expected or more a teamcaptain.

coach should only step in based on questions from the team, but it did not function like that, so became more a process and sometimes content adviser.

After the program - what happens to projects?

what happens next? do they continue to work on the project.

50 people, 100+ hours in 6 months ... waste of time if they do not create more opportunity to bind more organziations in the process along the way -- involve CIO, etc to ensure they participate

Pitch op ILN was voor vermoeid publiek [pitch at ILN was a tired audience]

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V. OVERALL PROGRAM DESIGN - timelines, in person sessions, virtual sessions, etc.

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V. OVERALL PROGRAM DESIGN - timelines, in person sessions, virtual sessions, etc.

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# of Days / weeks?

Project time commitment: 5 months too short?  Often it was more than 0,5 days/week

keep the time in between the in person sessions

IDEA: Add at least 2 (ideally 3) days for the teams, outside of the training sessions

IDEA: Switch to a 5 day bootcamp model? (instead of 2 days X 2)?

Mandatory ‘terugkomdagen’ between the in-person sessions

Need to spend more time together as a cohort, often did not know each other outside of the team

IDEA: Gift basket –every participant offers a “gift” example: 2 hours of my time to learn X

IDEA: Randomized Coffee chat (Slack feature)

IDEA: # Deals done between cohort members? (as a way to track new collaborations

Include other 'tours'

Innovation safari at other health systems' innovation teams/sites

visit other industries doing innovation, outside of healthcare

make this an option, alongside patient experience tour - but keep patient tour mandatory?

Go as a team

Invite alumni from first cohort

Tools:

Keep using (new) digital tools like Slack and Padlet; it confronts students with digital transformation. :-)

Important to model what is happening in real world of healthcare's digital transformation

BUT: combination of lots of new tools - google drive + slack costed a lot of time; IDEA - provide some basic training for people who are new to these tools

is there a way to get other tool suggestions from others in the cohort?

IDEA: Paperless?

IDEA: LInkedIn instead of Slack for community discussions

IDEA: Switch from pure Google drive to a Team Drive using the Google Sites platform (example - https://zapier.com/learn/g-suite/google-sites-tutorial/)

A bit frustrating to have things added to the program that were not expected from the beginning. eg experience tours, pitchbook.

Make sure we are not sitting so much in the classroom

Charge a fee?  will get commitment. 1000-5000 Euros? A lot cannot afford it. Need to ensure it is easy to access. Could have tiered pricing, with some grants (free).

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PATIENTS/FAMILY ADVISORS - how can we more effectively integrate with patients?

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PATIENTS/FAMILY ADVISORS - how can we more effectively integrate with patients?

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Involve patient advisors more as trainer or teacher in the in-person sessions

They provided a lot of important information - but not all had the right level that is needed to work with

Critical to distinguish between a patient Expert (IKoNE) and a patient with lived experience (who may not be trained). Need both

How to really listen

Make the advisors more explicit/visible in the program

Include less medically complex patients eg "normal"/primary care instead of only chronic care; vulnerable patients

Make patients more part of the team - every team have one

Risk: sometimes if patient is too much at the center - it is hard to get other opinions integrated. can dominate with 1 point of view
- how to build more mutual understanding between patients and the other players who are in the cohort

Patient experience tour -- could sometimes get too personal instead of considering the bigger picture learning opportunity.
IDEA: Perhaps have a nurse  or other health professional there too?
OR - involve the alumni with patience experience to connect and help deliver patiënts who van contribute and overlook own experiences.

Share how a range of patient participation techniques were used to move an innovation forward in other examples - include this in the programming

Help students learn to integrate patients in their daily work

Other sources of patient experts beyond IKoNE:

some alumni can contribute via HIS to Ikone and other organisations who are working ( and often struggling) with implementing experienced experts

Sharing experiences, education possibilities for patients who want to learn how they can contribute with their experiences in Innovation and healthcare, for a culture change.

Start as the first students from HIS in building a strong national network for patients included , using our network and knowledge!

IDEA: Extend this group to other experts from the practice of not only looking at patients, but also, for example, to the professional group / volunteers etc.

Select this on the basis of the project assignments to be elaborated.

For example, we would like to have a nurse with our team who wanted to share his / her experience with us.

On the other hand, we have just started looking for nurses within our network, so it is mainly a nice to have.

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II. CONTENT (5 MODULES) - in person and virtual (e-learning) sessions. What should we keep - stop - add? Faculty/trainers? Learning model?

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II. CONTENT (5 MODULES) - in person and virtual (e-learning) sessions. What should we keep - stop - add? Faculty/trainers? Learning model?

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KEEP

Appreciated international speakers - good balance

Keep the inspiring talks.

Human Centered Design

Informeler & open momenten  [informal/open moments]

International speakers:

Helen Bevan

Melvin Samsom

Local speakers with practical, honest experiences, including failure:

Peter Bennemeer

Erik Gerritsen

Van Houdenoven & Remco + Bezoek  [site visit]

Roast method

Jessica Tangelder: verschillende werkvormen [different work forms]

Add more days  [DONE - we added 1 day]

keep it inspirational

allow more team time

allow more time to reflect with each other eg Helen day was mind-shaking, but did not have time to reflect

Value of leaders with lived experience sharing their story

every trainer should have practical experience with what they are teaching (instead of just classroom based instruction)

Inspirational to have examples of how to organize healthcare in different way eg Bernhoven, Maxima MediMore primary care

See more of the biggest failures - this is where there is maximal learning

Include more examples - eg Maastricht Blue Healthcare

got a lot of energy from the great stories of the speakers. From the innovation process to the examples from practice. That has given me a huge boost and confidence. Innovation is difficult and requires perseverance, but I still take this energy and the trust that it is good to work every day (where I especially want to inspire others and get supporters)

How to profit more from ' whole system in the room'

Used too little now. Expected more exchange of interests across the points of view

discussing key themes / common themes or experiences.

and learn more about each other ... set up visits, experience their job, drop the boundaries.

IDEA: Open Space

roasting session was a start, but hard to do virtually

More stories from other participants' experiences, instead of always outside speakers

START:
Go deeper into System Implementation

Internal implications

Financing

System change

Linked to Human Centered Design

De vraag over de waarde [The question about the value]

Open Space

Black mirror over tech

Meer voorbeelden uit andere sectoren [More examples from other sectors]

Vooraf meer literatuur [Advanced literature]

Meer varianten feedback  [more variety/frequent feedback]

Reflecties verzamelen en delen [collect/share reflections]

Content missing?

sometimes felt overwhelmed by the techno optimism (tech as the answer for everything) during the courses.

perhaps next year add a more critical focus too (example - open surgery initiative)

Introduce a section on: dark side of technology.

the (great!) frame that we don't need more solutions and technology didn't always match the choice of speakers or action projects. perhaps in the beginning spend more time with the challenge that we have and the solutions already offered (but not effective)

How to get the knowledge and experience out of the participants in the room, instead of only the guest trainers

Innovation has multiple aspects: changemanagement/implementation, cultural aspects about the relationship patient/caregiver, innovationtheory (what brings change in normal markets, innovationtheory Rogers,  disruptive theory, the chief idea killer, Value proposition, business model canvas), inspiration en vision, examples in practice, the innovation process/design thinking. Maybe it would help if we would emphasize what aspect a presentation is about (whith a colourscheme) and in the aftertalk evaluating what you heard: because a lot off presentations cover more than one aspect.

more information about the way you can get finance for an innovation. There are multiple things we could do: we could ask Zorginstituut en Nederlandsezorgautoriteit to present the cycle for new innovations before it is part of ‘het verzekerd pakket’ (care you are insured for). Maybe in one of the ‘side-sessions’ we could do a specific session about the financial rules. Or there could be sessions were someone who knows the system helps groups with their businessmodel canvas.

- input on the financial side lacked, is also a big hurdle in many innovation cases. social impact bonds are an interesting initiative, also the initiatives on introducing digital local currencies for more sustainable (local) economies

more focus on personal development and interpersonal skills:  how do you function in groups/ situations, what can you change to improve, besides the more 'technical skills' that certainly are very useful but only really work if the (inter)personal side is taken care of; personal innovation

STOP:

Langdurige online sprekers (behalve Helen)  [longterm online speakers, except Helen]

IDEAS:

Include visit to others' workplace as an optional "experience tour"

Share the presentations/videos with your colleagues [will all be posted on website shortly]

Other considerations about trainers:

Explicit knowledge is available online - learn this at home; focus the doing/practicing/exchanging during in person sessions. *video recordings of 2017 discussions will help with this

Not always necessary for the trainer to interact with the audience - depends on the trainer and content