White Papers & Articles

We've talked on a couple occasions about the importance of planning ahead.  When it comes to your business and the safety of your employees planning ahead for emergency situations is a must for all leaders and business owners, alike. 

Listen in as our Operations Manager, Trisha Aure, shares with us in this two part series why it's so important to have an ERP (Emergency Response Plan) in place and the steps to go about implementing one within your business.

​Part 1: ERP Overview & Initiation

​Now that we're aware of what an ERP can do for us and how to initiate it from scratch, let's look further into the implementation for an ERP.

Did you miss our article on Emergency Response Plans (ERP)?  Access it here: ​​http://www.sqr1services.com/white-papers-and-articles/why-you-need-to-implement-a-business-emergency-response-plan-immediately

Executive Summary:
Businesses of all sizes must make strategic decisions to ensure its operations and outputs are optimized, functioning at an effective level to help them grow, increase speed to market, improve ROI, etc.  One tool which helps to achieve those metrics, and more, is outsourcing.  For the purposes of this paper we’re define ‘outsourcing’ as the act of packaging internal work to be sent outside to an external supplier to facilitate on behalf of the company, now client.  There are many positive attributes of outsourcing, yet there are a bevy of deltas which accompany outsourcing if the client doesn’t carefully vet and manage their suppliers.  Outsourcing, a valuable strategic business tool, is best experienced where expectations are managed while relationships are allowed to develop overtime. This produces fruitful outcomes for both client and supplier.

Author: Travis Smith
Contributor(s): Bill Colone, Achilles Young

​To view the full article click on the download link below:

Marshall Goldsmith, celebrated author and leadership coach, is famously quoted as saying, “What got you here won’t get you there”.  Over the course of my career I’ve been amazed how many times this quote has shown up in my career or the people around me, ringing all too true.

​What go you here won’t get you there.  It means the work, style, approach and effort you did to get you to a certain point won’t allow you to continue succeeding and hitting the next level, promotion or milestone.

I see this happen often in two areas of business: promotions and entrepreneurs.
When we’re striving for a promotion the effort it takes to prepare oneself to get promoted often means we’re upgrading ourselves, our output, overall performance, professionalism, etc.  We’re bringing more to the table in order to achieve something – a promotion.  We do the job to get the job.  However once the promotion occurs, it’s uncanny how often times the approach and effort we used to get the promotion isn’t what is needed to be successful in the new role.

​Take for example getting promoted from an individual contributor role into your first management role.  You’re a staff level (individual contributor) engineer who excels in product development and as a result you start getting noticed by upper management.  You’re consistently hitting your deadlines, solutions oriented, taking on additional initiatives, finding work proactively, helping your peers, etc.  These are some of the characteristics of a high performing staff level engineers.  These very characteristics are what get people noticed for management consideration.

Fast forward, the stars have aligned, and you’ve accepted the promotion.  You’re in management now for the first time in your career.  You’re a bit nervous because you’ve never been in management before but you’re confident you’ll succeed in this role just like you did in the last role.  You’ll do the same thing as before, working hard, and everything will work out.

Sound familiar?

This is the genesis of the statement by Goldsmith “What got you here won’t get you there”.

Now that you’re in management you’ll need to deploy a new set of skills in order to be successful.  Some of these skills you already possess like the ability to hard work, focus on being the best you can be, attention to deadlines, leading by example, etc.  However, now you also need to employ a new set of skills to make this new role work.  Skills like listening, influencing, strategizing resources, planning, holding people accountable, communicating above and beyond to ensure your message and intent is understood by your team. 

The key difference is the skills necessary to be successful in management are different and require more than what was necessary in the individual contributor role.  You’re now responsible for people and the product, not just the product itself.

If you were to use the same approach and tactics you did to get promoted into management now that you’re in management you run the risk of struggling.  Struggle leads to frustration and for some of us discontent.  The snowball effect inevitably for some leads to daydreaming being back in an individual contributor role and out of management. 

The same can be said for entrepreneurs. 

The second area I see this happen is when entrepreneurs get in their own way of being successful.

A talented person filled with passion, enthusiasm and spirit to do something different comes up with an idea and begins to put it into action.  Our entrepreneur, largely due to their work ethic and unyielding mindset to succeed can find themselves in situations where their idea, product and or company suddenly beings to grow.  At times, grow rapidly.

They’ve done an amazing job taking an idea and turning into a viable reality.  Outsiders begin to see the hard work and effort of this entrepreneur and want to join the party.  A team is formed.

Just like that, POOF, a company is born.

In the world of medical devices this plays out as someone having a great idea to improve a patient experience or technology.  They build their idea into a tangle product, secure funding and start growing the company around it.  It’s a thrilling time for the entrepreneur(s) as their dreams begin to become reality.

Up to this point much of the success of the product and new company can be attributed to the founding entrepreneur(s) and their early teams.  Once again, we find ourselves at a crossroads where Goldsmith’s statement ‘What got you here won’t get you there’ comes into play. As the company grows so do the expectations and requirements to hit each successive milestone. 

Products need to be rigorously vetted, tested and refined to meet each new milestone.  External forces,  like the FDA or investors eventually get involved, adding further angst and expectation to the company and the product development process.

Many entrepreneurs find the process up to this point rewarding and exciting, yet the most challenging parts lie ahead.

The two most common goals for an entrepreneur and their start-up company in the medical device space is to either position their company for acquisition by a larger suiter, or build it up as a stand alone organization, commercializing the product for sale.

Both of these outcomes require a similar thing to happen – the company must shift and meet new expectations, new milestones and operate as a sophisticated organization.  It’s no longer the wild west free flowing organization it once was at the beginning.  Rules are in place, processes, procedures and increasing expectations.

Our entrepreneur, who can be credited with the early successes of the company, now needs to make a decision.  Does s/he continue to lead the charge or bring in another person who is more experienced in leading companies to the next stage of life. This is an incredibly tough decision, one many entrepreneurs struggle with.  Why?  Two reasons: ego and the passion they had which got them here in the first place.

It’s incredibly tough to step aside from your baby (the company the entrepreneur founded) to hand off the reigns to someone else.  Most people can’t do it and so they continue to lead the organization thinking they can get it to the next level.  In fact, some people can indeed do this, however many struggle unnecessarily. 

Staying at the helm leading the company for many entrepreneurs is a catastrophic decision.

Many entrepreneurs by their nature can be classified as A-types, controlling, visionaries, big picture thinkers, passionate types.  While these are great characteristics to have, they don’t always make for the right recipe to take an organization to the next stage – mature growth.

​As such, the entrepreneur chooses to stay in the driver seat continuing to lead the company with varying degrees of success. 

Inevitably problems start arising within the company.  The key indicator our original founder/ entrepreneur is having a hard time in the leadership ranks is their organization is flush with people problems.  Attrition is high, employees are discouraged, little effort is put into going above and beyond, leaderships approach is more dictating rather than encouraging and influencing.  As a result of these challenges problems start arising with the product.  Issues plague the organization from all angles. 

Many of us are better off being the founder, the visionary, not the CEO or chief leader growing a company through maturity. 

How do we overcome Marshall Goldsmith’s statement “What got you here won’t get you there”?
We invest early in ourselves by getting a mentor!

Mentors do many things but above all they provide perspective.  Mentors see the writing on the wall long before we do.  Since they aren’t in the weeds and often times have an external perspective it allows them room to see all the angles.

Having a good mentor in place in crucial to anyone, regardless of their professional, but especially important for someone seeking a promotion or operating as an entrepreneur.

How do we deal with Goldsmith’s statement – we change or we get out of the way.

Mentors can help you change, help you elevate yourself, help you grow and flourish.  The trick is you have to be open to the feedback.  Open to change, bringing along a growth mindset.

People who operate in this capacity, open to feedback with a growth mindset, stand a much better chance making the right decisions in these key moment (promotions, entrepreneurship) rather than allowing their ego’s to write checks their bodies can’t cash.

Are you living Goldsmith’s statement today, “What got you here won’t get you there”?  If so, get yourself a mentor and be prepared to face your reality.  You’ll either need to adjust accordingly or get out of the way.

Key Take-Away:
The effort and approach you used to get to one milestone inevitably won’t be what’s needed to help you get to the next milestone.  Are you an entrepreneur?  If so, get a mentor and begin building your growth mindset so you can be prepared to appropriately grow your baby (your company).

Action Item:
Get a mentor.  It doesn’t matter what level of your career you’re at or what your role is.  Spend the time now to invest in yourself for the future, even if your working future is only a couple years away from retirement.  Invest now to be a better person tomorrow.  Check out www.micromentor.org, it’s a free service put on by a nonprofit organization which matches people with mentors.

​Remediation in the medical device industry often adopts a similar saying you’ll hear motorcyclists say when referencing laying their bikes down [accidents], “it’s not if it will happen, it’s when”.
 
With so many companies over the years going through major remediation efforts one would think by now most people in the business would have a good appreciation for what a successful process looks like to navigate through FDA remediation projects.  Yet, many people will tell you the remediation projects they’ve been a part of were messy, unorganized and a galactic waste of money.  Unfortunately, when we’re faced with remediation there is no choice other than to mend our broken wings before flying home for the summer.
 
One of the biggest issues with remediation projects is many people in the company look at it as a ‘quality’ issue.  Meaning, “it’s the quality departments problem, let them deal with it because we have our own projects and deadlines.”  Shocking as this may be, I literally was told this several years ago from an R&D Director whose company was going through a sizable remediation overhaul.  Needless to say he wasn’t operating as a team player and certainly wasn’t aligned with what was best for the company.
 
Which sparks an interesting question – if I have a remediation project ready to get underway, what are the things I can do in order to ensure it succeeds?  Regardless of the project size, these are the four things you must consider as a top priority in your next remediation effort:
 
1.Establish clear, consistent and easy internal communication protocol for the project
This is one of the most overlooked parts of a large scale project.  It’s especially important when considering cross functional company divisions and the people accountable to working towards successful completion.  When people are misinformed or don’t know what’s going on you can be certain it will slow your project down and cause further product quality and procedural issues down the road.
 
2.Get a GREAT ‘lobbyist’ 
You’ll need someone acting as the liaison between your company and the FDA.  Typically, this person comes from your QA/ RA group, but is that the right person?   Don’t assume your de facto executive in QA / RA is the best for the job.  Ensure your company aligns itself with a proven individual who has relationships within the FDA and knows how to play the game.  This will pay off huge dividends in the end as they’ll know how to navigate delicate situations, get continuances and or leniencies where able.
 
3.Ensure your entire company (especially executive management) is onboard
Everyone in the organization, bottom up, needs to understand why this project just went to the top of the work list.  Everyone needs to be bought in and rowing in the same direction, otherwise you’ll experience cumbersome internal issues as mentioned above, which waste time, money and energy. 
 
4.Learn how to manage cost early on
Often companies will use a consulting group to lead or help work through their remediation efforts.  All to often the selection process for that supplier comes down to a key relationship within the company which basically side tracks any formal vetting process of other possible suppliers.  Cost becomes a 2nd or 3rd consideration over a relationship.  This can be disastrous as selecting the wrong supplier to help you with a remediation project can end up costing you thousands, if not hundreds of thousands, of dollars extra down the road.  Case in point – when you use suppliers that fly in consultants to project work you are literally paying more than double the cost for that service just because those resources weren’t local.  Flights, housing, food, per diems, auto travel, etc. adds up incredibly fast.  I’ll admit, sometimes the best solution is an out of town supplier, however be sure to do your homework here before you settle on the one supplier that’s going to get your company back on track. 
 
Key Take Away:
If you’re heading into a FDA remediation project it is paramount to set up a company wide communication protocol which provides detail to everyone
 
Action Item:
Remember – it’s not ‘if’ but ‘when’ you’ll find yourself in a situation where you’re stuck going through FDA remediation.  Therefore, you must be proactive.  Before you need the help, begin compiling data on suppliers that could help with a possible remediation projects.  Compare their capabilities, learn how they would approach a potential project, how do they charge, etc.  Once you’ve done your homework you’ll then have all the necessary information upfront to make a strategic and informed decision when it comes time to dive into remediation.
 
[Note] this article intentionally does not cover the tactical approaches to FDA remediation as there are hundreds of articles and sources providing that information.  This article covers the intangible parts of projects of this nature, the ones that most often go overlooked.

How do you know the decisions you make for your career are the right ones to make?

​On February 20th DeviceAlliance and UCI’s Division of Continuing Education will take aim at the in’s and out’s we face throughout our careers in an event called ‘Medical Device Career Navigation’.
While we are all very different as people in our behaviors and our mindsets it’s remarkable how those differences bond us in similarity.

Many of us will experience the same decisions throughout our career.  Do we take the money or the training?  Prestigious titles versus meaningful work?  Take a step back to hopefully take two forward.  Be my own boss or work for someone else?  Stay the path of employee or seek opportunities in management? Or even leaving a career to begin anew.

The answers to these questions are never easy yet we are all faced them!  In this, a powerful opportunity exists - learning from those who have been there before.

On the 20th of February in Irvine, CA the event ‘Medical Device Career Navigation’ will embark on a journey through the entire life cycle of a career from college graduate to retirement, and everything in between.  Attendees will hear from experienced professionals who represent three career segments:

1. Recent grad/ early stage professional,
2. Corporate life, and
3. Entrepreneurship/ consulting

 
EVENT SPEAKERS

​As we work our way through each career segment we will hear and learn first hand from professionals who have been there and done it before.  We’ll discover the lessons they learned, decisions they made and outcomes they experienced along the way.  We’ll learn from their stories and have opportunities to inquire about our own situations to collect feedback and direction.

During this event we will also discuss structured processes for decision making, like ACIP.  ACIP, or Alternatives, Consequences, Information and Plans, is a process for collecting information and understanding our options BEFORE we make a decision. 

Utilizing processes like ACIP and others which are similar can help improve your decision making process.  Combine that with experienced anecdotes from people who have done it themselves and we have a recipe for improving our chances of making the best decisions for ourselves while reducing regret or heartache along the way.

Save the Date: Be sure to join DeviceAlliance and UCI’s Division of Continuing Education on February 20th, 2018 at 5:30PM for an evening of learning and discussion on ‘Medical Device Career Navigation’.  Event details and RSVP click HERE.

​Last week I had the honor of moderating a speaking engagement put on by Device Alliance in Irvine, CA.  If you aren’t familiar with Device Alliance (DA) it’s a Medical Device industry association whose primary focus is providing a supportive platform for the continued knowledge development and relationship building within the medical device industry in SoCal.

The purpose of the event on July 20th was simple – to have an informative discussion on ‘Changing Workforce Dynamics’ surrounding these three topics:

1. Generational Differences
2. Employee Engagement (and motivation)
3. Our Changing Workplace

I’ll admit, I may have burned out my DVR from watching CNN’s broadcast of the political debates over and over again hoping to pull some nuggets of knowledge from how the moderators handled themselves in preparation for the DA event.  Thankfully we were also joined by a top notch panel who brought a wide spectrum of experiences and insights to the discussion: Mark Murphy (former device CEO and CEO Advisor and Chair of Vistage), Jan Slater (founder of Career Connection.Me) and Pete Nalbach (Director of Engineering with Sea Spine).

As we got into the meat of the content for the evening I started to pick up on a topic that seemed like it was trending in a fair amount of our conversation. 

Is the Medical Device industry attracting younger generations at the rate it should?
​
There seemed to be a fair amount of dialogue and a bit of concern from some people present at the event addressing a discrepancy within the industry as it seemed that new grads weren’t flocking to medical devices like they once had.  I can’t substantiate this claim to say ‘yes’ it’s happening, or ‘no’ it isn’t, however it’s a powerful topic to discuss because it’s a potential challenge we face in the near term if in fact it is true.

So let’s hypothesize for a moment:  If new talent, in particular younger generations, are not entering the medical device industry like they used too, what are the potential cause and effects we’re faced with?

CAUSES:

1. Cause: Boomers aren’t retiring on time (Boomers reach the age of retirement at 10,000 a day and it’s a fact that they are waiting longer to retire which has a domino effect on jobs; perhaps this is the reason there isn’t a lot of new opportunities in the industry because those who would normally be retiring aren’t and they’re keeping jobs that otherwise would have been transitioned to provide new opportunities)
2. Cause: The Device industry tends to be fairly incestuous.  What I mean by that is it can be very hard to get into the business if you don’t already have experience.  I talk with people all the time in other industries (Aerospace, Industrial Manufacturing, Contract OEM) who say it’s “mission impossible getting into the Device industry because when companies are hiring they are always looking for prior experience with medical devices”. 
3. Cause: Are younger generations are attracted to high tech businesses rather than manufacturing?  Technology is ever changing and drives much of how our workforce operates.  New grads are often lured towards industries that are cutting edge offering cool, hip, flexible work environments that mirror the Silicon Valley feel.  While I fully believe medical device offers that (cutting edge tech, great places to work, feel good about what you’re contributing to mankind, etc.) perhaps we aren’t doing a great job articulating that to new grads therefore they’re chasing other opportunities.  Again, unsubstantiated at this point.
4. Cause: Is the Device industry growing in comparison to other tech industries which may be drawing young talent away?  Medical Device is slated to grow 6.1% through 2017.

EFFECT:

1. Effect: if Boomers aren’t retiring and taking the place for others we may experience a sizable talent gap in a couple years.  If Boomers were to actually flip the switch and exit out of their careers in large numbers the Device industry could experience a real bottleneck as a result of a flood of employees retiring.
2. Effect: what do we do about legacy information/ tribal knowledge?  Let’s face it, those who have been around for a while know how to get things done.  It isn’t realistic to think that every little nuance of how to develop a product or manufacture it is documented to such a degree that a new person can come in and pick up where the work was left off without some sort of knowledge transfer hand off.  If I was the owner of a medical device company I would be highly concerned about what data is collected and how it is stored to ensure all that legacy information doesn’t walk out the door as my Boomers retire.
3. Effect: One of the biggest barriers to entry in the device business is having prior device experience.  Companies are going to have to wise up, and do so quickly, if they want to bring in the best talent.  Just because someone comes from another industry doesn’t mean they don’t have the chops to make it work in Device.  I happen to be of the notion that a team with varying backgrounds and experiences is the best as it fosters creative ideas and perspectives.  If companies continue to make hiring decisions largely based off prior device experience they risk losing traction in the industry against competitors who have decided they want the best of the best, first and foremost, they’ll train competency after the fact.
4. Effect: The growth of the medical device industry at a proposed 6.1% seems good in comparison to our GDP which is 1.1%, point in time.  When comparing to other industries (such as 3-D printing, drones, virtual reality, artificial intelligence, food e-commerce, wind energy and green building; to name a few) our beloved device industry takes a back seat by a fair margin.  As a result when device isn’t one of the front leading growth industries is reduces the amount of growth potential companies experience which further lessens the amount of jobs available.

Is the Medical Device industry attracting younger generations?  What are you thoughts? Agree or disagree?