Category Archives: Entrepreneurship

Myths About Physician Entrepreneurs

Myths About Physician Entrepreneurs

GUEST POST from Arlen Meyers

Physician entrepreneurship is the pursuit of opportunity by doctors and other health professionals under VUCA (volatile, uncertain, complex and ambiguous) conditions. The goal is to create user/patient/stakeholder defined value through the design, development, testing, deployment and harvesting of biomedical and clinical innovation using a VAST business model. Unfortunately, in my view, only about 1% of doctors and biomedical scientists have an entrepreneurial mindset and there are several misperceptions about those that do.

There are many myths about entrepreneurs. Here are some about physician entrepreneurs:

  1. They are egotistical, self centered and greedy. Some might be , but most are generally interested in moving forward biomedical innovation to help patients and leverage their skills. Most physician entrepreneurs practice the belief that you can do well by doing good. They try to be compassionate capitalists , resolving the ethics of medicine with the ethics of business.
  2. They are mostly 24-35 year old techies. In terms of medical education, people that age are just completing their residencies and just starting to practice independently. A few dabble in entrepreneurial ventures during undergraduate, medical school or residency, but most have their hands full with medical training and have little time, money or energy for anything else. In addition, many physicians start their entrepreneurial careers later in life as part of a portfolio career or an encore career after retirement from clinical practice. There are three main demographics.
  3. Physician entrepreneurs have an inherent conflict of interest that makes them all suspect. All physicians, particularly those in private practice billing fee for service, have a conflict of interest and always have throughout the history of medicine. The world has become more complicated, further clouding the air. The idea is to declare, manage, mitigate or eliminate conflicts of interest, not ignore them.
  4. Physician entrepreneurs have to quit the practice of medicine. In fact, there are many ways clinicians can practice entrepreneurship, adding value at a profit, by engaging in part time or transitional activities. The decision to engage in physician entrepreneurship should not be and either/or decision, but an “and” decision. There are many kinds of physician entrepreneurs and almost every doctor has the potential to create user defined value at some stage of their career. In fact, the ACGME should make practicing medicine using a viable business model a 7th competency.
  5. Most physician entrepreneurs are millionaires. Like other entrepreneurs, most will fail if they create a new venture. In fact, most doctors make mid to high six figure salaries and the opportunity cost of pursuing an entrepreneurial venture is a barrier to participation.
  6. Doctors think that the business of medicine is as important as the practice of medicine. In fact, most medical schools don’t teach it and very few medical students and postgraduate trainees learn it. Doctors learn it when they have to after graduation as a simple matter of survival
  7. Entrepreneurship is about creating businesses. No it is not. Rather, it is about creating user defined value through the deployment of innovation and there are many ways to do that, including , but not limited to creating a business. For example, there are independent professional service providers (private practitioners), social entrepreneurs, intrapreneurs-employed physicians trying to act like entrepreneurs, physician investors and physician service providers. They all are trying to get ideas to patients or help someone who is. Doctors who say, “I didn’t go into medicine to be an entrepreneur” i.e. learn medical practice entrepreneurship, are misguided, partly due to the messaging of the academic and biomedical industrial complex that medicine is just about taking care of patients.
  8. Innovation is the same as practice management. Practice management is like any other operations management function. It is done to maximize outputs/unit input. Innovation is done to create the future. For those in clinical practice, we should be emphasizing medical practice entrepreneurship and intrapreneurship.
  9. You need a certain personality to be a physician entrepreneur. Most research indicates almost anyone can be creative, imaginative or innovative with the right coaching. Innovation starts with a mindset. Unlike personality traits, a mindset is malleable.
  10. Things are staying the same. Quite the contrary. There are many in diverse educational, training, coaching and organizational ecosystems that are doing extraordinary things despite big obstacles to change how we do biomedical and health innovation and entrepreneurship.
  11. Physicians are better entrepreneurs than anyone else. I doubt it. While it is true that end users are market perceivers, very few are technopreneurs, business developers, story tellers, score keepers or money finders that are necessary skill positions on the startup team
  12. Physician entrepreneurs play nice with others. No they don’t. Here’s why.
  13. It’s a “good old boys” network. About half of medical students are women. Yes, it is still true that minorities are underrepresented. Here are the numbers about women in medicine. My experience is that women physicians are just as entrepreneurial as men. Immigrants are more entrepreneurial.
  14. Doctors make lousy business people. Here are some reasons why doctors have the potential to make great businesspeople or entrepreneurs. No, doctors are not lousy business people. Don’t be fooled by the cynics.
  15. Doctors who don’t see patients are not “real doctors” . In fact, in my experience, the vast numbers of physicians who stop seeing patients continue to do things that benefit patients. In many instances, with much bigger impact on much larger numbers of patients that they did when they were seeing 40 patients a day working for the Man.

Here are some other facts about entrepreneurs that might surprise you.

Our sickcare system of systems is sick and the prescribed treatment needs to be multimodality therapy. One treatment is biomedical, digital health, care delivery and process innovation. Physician entrepreneurs will play an increasingly important role in making sure that the patient takes their medicine. Taking care of business is an essential part of taking care of patients. If doctors don’t care of business, they have no business practicing medicine.

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Lean Startup Methodology

Building a Business with Minimal Waste

Lean Startup Methodology - Building a Business with Minimal Waste

GUEST POST from Chateau G Pato

In today’s competitive business landscape, achieving success requires more than just a great idea.
Entrepreneurs need a systematic approach to quickly identify what works and what doesn’t, all while minimizing waste.
Enter the Lean Startup Methodology – a revolutionary approach that involves building a business by experimenting, iterating, and validating with minimal resources.

Understanding Lean Startup Methodology

The Lean Startup Methodology, coined by Eric Ries in his seminal book “The Lean Startup,” is based on the principles of lean manufacturing.
It emphasizes the importance of creating a Minimum Viable Product (MVP), validated learning, rapid iteration, and pivoting based on customer feedback.
This approach allows startups to validate their business ideas quickly and efficiently, reducing the risk of investing time and money into unproven concepts.

Case Studies

Case Study 1: Dropbox

One of the most well-known examples of the Lean Startup Methodology in action is Dropbox. Before investing heavily in product development, Dropbox’s founders aimed to validate their idea: a simple-to-use file-sharing service.
Instead of building a fully-featured product, they started with a short video demonstrating the core functionality of Dropbox. This MVP helped them gauge interest and gather valuable feedback from potential users.

The video went viral on various tech forums and social media platforms, quickly securing thousands of sign-ups for the beta version of Dropbox. By using this minimally viable form of validation, Dropbox managed to refine its product with minimal waste and significant user input.
Today, Dropbox is a multi-billion dollar company, and it all started with a simple MVP and a clear focus on validated learning.

Case Study 2: Zappos

Zappos, now one of the largest online shoe and clothing retailers, also adopted a Lean Startup approach in its early days. Rather than investing in a large inventory upfront, founder Nick Swinmurn started with a simple website that displayed photos of shoes.
Whenever a customer placed an order, Swinmurn would personally go to local shoe stores to buy the shoes and ship them directly to the customer.

This MVP allowed Zappos to validate the demand for online shoe shopping without the risk and expense of holding inventory. It also provided valuable insights into customer preferences and buying behavior, allowing Zappos to fine-tune their business model.
The information and insights gained during this MVP phase were critical in building the foundation for Zappos’ subsequent growth and success.

Conclusion

The Lean Startup Methodology offers a powerful framework for building a business with minimal waste. By focusing on validated learning, creating MVPs, and iterating based on customer feedback, entrepreneurs can quickly determine the viability of their ideas and pivot as needed.
The examples of Dropbox and Zappos illustrate how this approach can lead to tremendous success when executed correctly.

As you embark on your entrepreneurial journey, remember that the key to success is not just having a great idea, but also having the ability to learn, adapt, and evolve with minimal waste. The Lean Startup Methodology provides the tools and mindset needed to achieve this goal.

SPECIAL BONUS: The very best change planners use a visual, collaborative approach to create their deliverables. A methodology and tools like those in Change Planning Toolkit™ can empower anyone to become great change planners themselves.

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Should intrapreneurs really ask for forgiveness and not permission?

Should intrapreneurs really ask for forgiveness and not permission?

GUEST POST from Arlen Meyers

Intrapreneurs are employees trying to act like entrepreneurs, i.e. pursuing opportunity in their organizations with scarce resources with the goal of creating user defined value through the deployment of innovation. Many run into a brick wall.

The intrapreneur’s Ten Commandments include:

  1. Remember, it is easier to ask for forgiveness than for permission.
  2. Do any job that needs to make your project work, regardless of your job description.
  3. Come to work each day willing to be fired.
  4. Recruit a strong team.
  5. Ask for advice before resources.
  6. Forget pride of authorship, spread credit wisely
  7. When you bend the rules, keep the best interests of the company and its customers in mind.
  8. Honor your sponsors
  9. Underpromise and overdeliver
  10. Be true to your goals, but realistic about ways to achieve them.

We’ve heard #1 a lot and it has become part of the lore of intrapreneurship and organizational behavior. But, is it really a good idea? It depends, and here are some reasons why:

  1. Every organization, hospital and university has a culture of risk. Some cut you some slack. Some don’t.
  2. It depends on the risk involved. Andrew Gove of Intel advised to ask for foregiveness, but don’t drill holes below the water line.
  3. Sometimes, it ‘s better to keep what you are doing secret so as not to expose your idea too soon to the organizational immune system or people who are out to torpedo your success.
  4. It takes a while to get your idea ready for prime time and validate assumptions. Better to fail early and off the radar than flop big.
  5. Getting the resources you need will require imagination and political savvy. Sometimes that requires stealth and cunning.
  6. Most organizations have archaic systems for prioritizing innovation or a new product portfolio. Asking for permission just puts you in dysfunctional queue.
  7. Better to deliver your idea with as much value added as possible.
  8. You are not the only one with the responsibility of moving your idea forward. Think about your team members and sponsors who have their necks out too.
  9. One swallow does not a summer make. Even if you roll out a successful idea, people are going to want to know what you have done for them lately. Better to have a pipeline of products in development before launch. Platforms are more attractive than products.
  10. Building sustainability takes time and is sometimes done better off the radar. Once you have a successful internal venture, people will come to you to take credit.

Getting “escalated” is not pretty. Here are some ways to manage it.

There are two kinds of innovators. Permission seekers start with the rules, create ecosystems that conform to them, create business models that are new or different and that foster innovation. Forgiveness seekers, do the same, but in reverse. They use technologies that have reached a coherence tipping point to create business models and ecosystems and then drive to change the rules to allow them to scale.

There is a lot to recommend stealth innovation. Beware of making too much noise and make it low impact at the beginning. Don’t use words, like “center”, “institute” or “innovation” that are likely to mobilize hostiles with competing interests. Practice digipreneur guerilla tactics. Watch out for snipers.

Arming yourself with anti-radar technology is usually a smart move. However, if you get shot down over enemy territory it might be hard to find you and you will be placing your search and rescue team members in jeopardy. Think twice before flying over hostile territory without a survival plan.

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Encouraging a Risk-Taking Mindset in Your Organization

Encouraging a Risk-Taking Mindset in Your Organization

GUEST POST from Art Inteligencia

The rapid pace of change in today’s business environment demands agility and a willingness to take risks. However, fostering a risk-taking mindset in an organization is easier said than done. It requires deliberate strategy, clear communication, and a supportive culture. Here, we’ll explore practical steps to encourage this mindset by examining two case studies from companies that have successfully navigated this transformation.

Case Study 1: 3M

Overview

3M, a global innovation company, is often cited as a model for fostering a risk-taking culture. Known for its wide range of products and significant number of patents, 3M has embedded risk-taking in its corporate DNA.

Actions Taken

  • 15% Rule: 3M encourages its employees to spend 15% of their work time on ideas of their choosing. This policy gives employees the freedom to explore and experiment without the immediate pressure of delivering results.
  • Cross-Functional Teams: By forming cross-functional teams, 3M brings diverse perspectives together, promoting creative solutions and informed risk-taking.
  • Learning from Failure: 3M celebrates both successes and learnings from failures. They hold ‘failure parties’ to dissect what went wrong and how it can be avoided in the future, thereby destigmatizing failure.

Results

3M’s risk-taking culture has led to products like Post-it Notes and Scotch Tape, revolutionizing the stationery market. Their approach demonstrates that calculated risks, backed by support and learning, can lead to groundbreaking innovations.

Case Study 2: Google

Overview

Google, a pioneer in the tech industry, is another example of a company that thrives on a risk-taking ethos. Their rapid expansion into a variety of tech-related fields is a testament to their willingness to venture into the unknown.

Actions Taken

  • Psychological Safety: Google places high importance on creating environments where employees feel safe to take risks. Project Aristotle highlighted psychological safety as a key component of their high-performing teams.
  • Dedicated Innovation Labs: Google runs innovation labs like X (formerly Google X), which are dedicated to ‘moonshot’ projects with high risk and high reward.
  • Clear Metrics: For each experimental project, Google sets clear milestones and metrics, allowing for informed go/no-go decisions rather than arbitrary cuts based on gut feeling.

Results

Google’s approach to risk-taking has birthed revolutionary products like Google Search, Gmail, and self-driving car technology. By emphasizing psychological safety and creating dedicated spaces for risk, Google continues to lead in innovation.

Key Takeaways

From these case studies, we can extract several key practices that any organization can implement to foster a risk-taking mindset:

  • Encourage Time for Exploration: Allocate time for employees to work on passion projects and explore new ideas.
  • Promote Cross-Functional Collaboration: Bring together diverse teams to fuel innovative thinking.
  • Create a Safe Environment for Failure: Celebrate learnings from failures to reduce the stigma and fear associated with taking risks.
  • Set Clear Metrics and Milestones: Provide clarity on what success looks like to make informed decisions.
  • Support from Leadership: Ensure that leaders actively support and model risk-taking behavior.

By embedding these practices into the fabric of your organization, you can create a dynamic environment where innovation thrives, and calculated risks lead to transformative successes.

Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

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Being Too Focused on the Test is Dangerous

Being Too Focused on the Test is Dangerous

GUEST POST from Arlen Meyers

Like most premeds, I got into medical school, mostly, because I am good at taking standardized tests, I can memorize lots of information , I had some cultural and economic advantages and I knew what to say to interviewers who did not know how to interview. It certainly was not about my being creative or imaginative.

Fortunately, for this generation, that is gradually changing.

As more and more medical educators try to reform the structure, process , goals, learning objectives and outcomes of medical undergraduate and post-graduate education, they run into some recurring questions:

  1. How do we find the right people to teach new subjects?
  2. How do we find the time to teach all of this new information when we are already constrained by the explosive growth of new basic science and clinical information?
  3. How do we make sure that our students and residents pass the tests required to graduate and get board certified so that they can practice and so that the education and training programs get accredited? In other words, how do we practice educational ambidexterity
  4. Should we change how and who we admit?
  5. How do we bridge the now, with the next with the new?

The latest trend in management theory is what’s called organizational ambidexterity. It’s the social scientists take on being a switch hitter, and is defined as an organization’s ability to be aligned and efficient in its management of today’s business demands while simultaneously being adaptive to changes in the environment. In other words, being able to simultaneously lead the now, the new and the next. Some describe it as bimodal people management.

While some are very vocal about eliminating standardized tests, it is unlikely they will be eliminated. The rate of growth of scientific and clinical information will increase. New faculty develoment is always a challenge. So, what are some answers?

  1. Faculty development programs that are people-centric and expand their knowledge, skills, abilities and competencies about introducing and integrating new subjects into their existing subject matter expertise. Engage the champions, build innovation teams around them, set the standards and goals then get out of their way. Identify the skeptics and either convert them or just let them do what they do best now. Sabateurs should be quickly exposed and “rehabilitated”.
  2. Recruit, develop, promote and reward for skills, like innovation, entrepreneurship , data analytics and artificial intelligence
  3. Create interdisciplinary and cross functional teaching teams
  4. Encourage industry collaboration
  5. Decrease, don’t increase, lecture time and give students the flexibility to learn when and how they do it best.
  6. Focus on competencies, while at the same time making it clear to students what they will be tested on to practice medicine
  7. Reform the standardized test and maintenance of certification process
  8. In the age of search, teach students how to learn, not what to memorize. Take advantage of how students learn, not how you think they learn.
  9. Accelerate up the hierarchy of learning from recall to interpretation to problem solving to creativity
  10. Take small steps in integrating the new subjects into the traditional four year/three year curriculum
  11. Test new ideas and incorporate the results into the next iteration
  12. Encourage students to be prosumers (producer/consumers) and help you build the product
  13. Rethink how and who you admit to medical school. In one recently opened school, 75% of the first year class have engineering or computer science degrees.
  14. Integrate and continue to build medical school education with post-graduate education and training
  15. Change and define GME required competencies and accreditation standards to meet contemporary needs.

Here are themes/motifs that are becoming part and parcel of the practice of medicine and are incrementally being intergrated into the medical school curriculum:

Some new schools are leapfrogging the old ways and launching entirely new curriculum maps from the start.

We should strive for educational ambidexterity and evolve from teaching and learning to the test and forgetting about all the rest.

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How to Scale Your Culture

How to Scale Your Culture

GUEST POST from Arlen Meyers

Facebook, Apple, BoeingMcDonald’s and Starbucks are not the only high profile companies that have lost their way as they just got bigger and bigger. Experts and pundits will offer many reasons, some organizational and some more personal about the CEO and the leadership team. Just read the transcripts and review the videos of Congressional hearings about companies breaking bad as they are conducted, seemingly, on a more regular basis. Or, you can see the highlight reel on 60 Minutes or YouTube.

Most would agree, though, that a main cause of a company loosing its bearings during explosive growth is a loss of culture. The term “company culture” is something of a nebulous concept, but most culture professionals can agree on the very basics of a definition. In short, company culture is defined as a shared set of values, goals, attitudes and practices that make up an organization. How an organization goes about crafting its own culture is totally up to them .

In other words, culture is mostly about “how we do things around here”.

The US “healthcare” system is actually a dysfunctional sickcare system of systems masquerading as a healthcare system that includes academic medical centers, community hospitals, government hospitals and other health service organizations. Recent entrants include retailers, online vendors and pharmaceutical companies.

I have worked in many of these kinds of organizations. They all have a unique culture. Working in a VA hospital is much different than working in a for profit community integrated delivery network. In fact, one of the main causes of failed mergers, acquisitions or hospital consolidations is “cultural mismatch”.

The average tenure of a hospital CEO is 5.6 years with a median of 3.6 years. Very few (3.4%) had continuous tenure of 20+ years. Half (51%) had previously been a CEO at another hospital. First-time CEOs were often (57%) promoted from within their organizations.

So, how do you scale culture when the music stops for one CEO and starts for another as consolidation relentlessly surges forward?

Here is an anthology of culture continuity hacks:

  1. Forbes
  2. Harvard Business Review
  3. Bob
  4. 15five
  5. Inc
  6. What about scaling culture during the pandemic?

Some have observed that company culture is a reflection of the founder or leader. But, once the founder goes, pong, pool and picnics will only get you so far. Instead, many will get lost in the wilderness next to where you are holding your koombaya event including your investors and bankers.

I once worked with a Dean who remarked, “The problem is that we have no soul”

Rounding up stakeholders and getting them back to base camp is not something you will learn in scaling school ,medical school or your health adminstration degree program. 

Not learning how to scale culture, however, is career suicide.

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How to Go From Nail It to Scale It

How to Go From Nail It to Scale It

GUEST POST from Arlen Meyers

The startup journey is about going from fail it to nail to scale it to sale it. You have to:

  1. set up and fail at conducting the right business model and experiments to find a profitable and scalable business and economic model (fail it)
  2. fix what’s broken (nail it)
  3. then feed the machine so that when you put customers in the top, profits come out the bottom (scale it) or you create value for more and more patients.
  4. Then you decide whether and when to exit (sale it).

Peter Thiel, in his book, Zero to One, suggests that going from nail it to scale it will take having a:

  1. proprietary technology and barriers to entry, now and in the future
  2. networking effect
  3. branding
  4. economies of scale

Can you answer these questions?

  1. Can you create proprietary, breakthrough technology instead of incremental improvements?
  2. Is the time right to start your business?
  3. Are you thinking big and starting small, capturing a big share of a small market? Market share is the key to profitability.
  4. Are the right people on the bus?
  5. What is your innovation to market plan?
  6. Will you still be around in 10 years? Why? How good are you at seeing around corners?
  7. What’s your unique selling proposition, or, are you just trying to be the best of the rest?

What else? How do you get from nail it to scale it? How do you cross the chasm? How do you traverse the traction gap?

  1. How to build your personal brand.
  2. How to kill your brand
  3. Connect to the connectors
  4. Find customers one at a time
  5. Why coldLinking does not work
  6. What you won’t learn from Sales Navigator
  7. Build robust internal and external networks
  8. Partner up.
  9. Measure everything
  10. Have a digical sales and marketing strategy and execute it.
  11. Startup website basics
  12. The 7Rs of content marketing
  13. Why doctors are losing the branding wars
  14. The ABCDEs of technology adoption
  15. What you should know about dissemination and implementation
  16. How to sell your digital health product
  17. Barriers to AI dissemination and implementation
  18. What physician entrepreneurs don’t get about sales and marketing
  19. So, if patients are customers, how do you sell to them?
  20. What is the next minimal viable category? Have you identified a unique opportunity others don’t see?

As you can see, getting customer #2 (early adopters) is harder than getting customer #1 (innovator/evangelist). It takes people and systems, a sense of urgency, money and metrics. With so many employees quitting their jobs, don’t forget about the people who stick around.

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The Academic Intrapreneur Dossier

The Academic Intrapreneur Dossier

GUEST POST from Arlen Meyers

Entrepreneurial universities and medical schools, as rare as they are, require intrapreneurial faculty i.e. faculty who are trying to act like entrepreneurs in their institutions. One way to recruit, develop and promote faculty intrapreneurs is to recognize their entrepreneurial inputs, processes, outputs and outcomes as part of the promotion and tenure process, which typically requires submitting a dossier to the promotion and tenure committee.

There is national and international recognition of the importance of innovation, technology transfer, and entrepreneurship for sustained economic revival. The Office of Budget and Management cites rising healthcare costs and the associate deficits to deal with it as a matter of national security.

With the decline of industrial research laboratories in the United States, research universities are being asked to play a central role in our knowledge-centered economy by the technology transfer of their discoveries, innovations, and inventions. In response to this challenge, innovation ecologies at and around universities are starting to change. However, the change has been slow and limited. Some researchers, myself included, believe this can be attributed partially to a lack of change in incentives for the central stakeholder, the faculty member. They have taken the position that universities should expand their criteria to treat patents, licensing, and commercialization activity by faculty as an important consideration for merit, tenure, and career advancement, along with publishing, teaching, and service.

Most dossiers require candidates for promotion and tenure to describe their activities in four areas: research, teaching, clinical care and service to the community. Most exclude entrepreneurship or do not give credit for entrepreneurial activities and that is a mistake, since innovation and entrepreneurship has become the fifth mission of academic medical centers. The new academic triple threat demonstrates leadership, innovation and entrepreneurship. However, there is a disconnect between how academic leadership is defined and recruiting, developing and promoting faculty with an entrepreneurial mindset.

The intrapreneurial dossier might include the following in areas of entrepreneurial research, practice, education and service:

Materials from Oneself

  • Materials that show your entrepreneurial activity
  • Statement of entrepreneurial responsibilities (course titles and numbers, enrollments, required or elective, graduate or undergraduate)
  • A reflective statement describing personal entrepreneurial philosophy, strategies and objectives
  • Representative entrepreneurship course syllabi detailing content and objectives, methods, readings and requirements
  • Description of curricular and instructional innovations such as new course projects, materials, and class assignments and assessment of their effectiveness
  • Steps taken to evaluate and improve one’s entrepreneurial outputs and impacts.

Materials from Others

  • Materials from outside sources commenting on your development as an entrepreneur
  • Statements from colleagues who have either observed the entrepreneur in action
  • Student course or teaching evaluation data
  • Distinguished entrepreneurship awards or other recognition of entrepreneurial abilities.
  • Invitations to organize or present at a conferences, seminars or workshops

Products of Good Entrepreneurship

  • Materials that demonstrate your effectiveness as an entrepreneur or innovation and entrepreneurship opinion leader
  • Patents or evidence of other intellectual property
  • Licensing agreements
  • Spin out or startup metrics
  • Economic development metrics
  • Failures and how you applied lessons learned

Other Items that Might be Included

  • Testimonials
  • Community service and ecosytem activities and accomplishments
  • A statement by the dept. chair assessing the contribution of faculty entrepreneurship and innovation to the department

Creating an academic entrepreneurship portfolio documents accomplishments, satisfies policy mandates and is a excellent tool for pacing personal development and entrepreneurial progress. Fundamentally, it should explain and document the value you have created for your institution by your entrepreneurial efforts.

On many academic medical center campuses, the emphasis and metrics revolve around publications and research grant numbers. However, the difference between discovery and value creation has little to do with money. Instead, it has to do with leadership, culture, strategy, alignment, coordination and execution.

Barrier to participation by academic faculty, particularly clinical faculty, in the scholarship of entrepreneurship are:

  1. They do not get promotion and tenure credit for doing it
  2. The main message is they need to generate clinical revenue or find a way to buy out their clinical time
  3. The other faculty in the department get resentful and see non-clinical activity as dumping more work on them
  4. They are seen as trouble makers and bad rebels
  5. Lack of institutional support, infrastructure and resources
  6. Rigid policies and procedures that are anti-entrepreneurial
  7. “entrepreneurship” is a dirty word. The scholarship of innovation goes down easier.
  8. There is little or no alignment with department chairs
  9. Lack of strategic vision
  10. No one is leading innovators. Everyone seems to want to manage innovation

In addition, edupreneurs, i.e. those education intrapreneurs and entrepreneurs developing and deploying educational technologies, are critical if we are to change how we educate students and change an unsustainable education business model at all levels of education, but particularly for higher education and graduate and professional levels..

Maybe, some day, promotion and tenure committees will include your intrepreneurial accomplishments and actually give you some credit for achieving them.

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The Dreaded Perfect Entrepreneur

The Dreaded Perfect Entrepreneur

GUEST POST from Arlen Meyers

“Perfect is the enemy of good” is a quote usually attributed to Voltaire. He actually wrote that the “best is the enemy of the good” (il meglio è nemico del bene) and cited it as an old Italian proverb in 1770, but the phrase was translated into English as “perfect” and made its way into common parlance in that form.

Perfectionism is a problem. Here are some reasons why.

  1. It drives other people you interact with, who are not perfectionists, crazy
  2. We live in a volatile, uncertain, complex and ambiguous world where there is no definition of perfect. There are only solutions we test until we find out whether they work or not and then change if they don’t.
  3. Defining something as perfect is a value judgement, not an absolute, Perfection is a pipe dream. As Psychology Today explained, “‘perfect’ may exist as a concept,” but it’s not a reality. After all, its definition is entirely subjective. “Achieving perfection” is entirely a judgment call, depending on who’s trying to achieve it and who’s watching.
  4. It could be a symptom of a more serious psychiatric problem like obsessive-compulsive disorder which is a personality disorder characterized by excessive orderliness, perfectionism, attention to details, and a need for control in relating to others. It is one of many entrepreneurial syndromes that are characterized by entrepreneurial psychopathologies
  5. Meeting the expectations of others to be perfect is bad for your mental health. It will make you unhappy.
  6. There is reason why the Golden Mean has been around for several thousand years
  7. Innovation starts with mindset Being a perfectionist is not consistent with revising the “good” with evidence based business idea testing results
  8. There are reasons why we say doctors, actors, athletes, lawyers, entrepreneurs and other service providers practice their craft. You never get it perfect, even if someone gives you a 10, or a Facebook like or an Oscar for your performance. There is always room for improvement, but almost never perfection. Failure is part of the drill and inevitable. What’s on your failure resume? That’s why, when it comes tapping into a source of entrepreneurial internal motivation, you should make it personal, but don’t take it personally.
  9. The goal of making something perfect or doing something perfectly will get in the way of starting something, like:
  • Business Idea: Instead of waiting until you have a complete airtight business plan, simply start your business.
  • Software: Instead of ironing out every last bug, release your beta.
  • Products: Instead of adding every conceivable improvement and feature, ship your product. Release improvements later.
  • Health: Instead of finding the right gym, selecting the right outfit and picking the right workout, just go for a walk.
  • Website: Instead of finding the best server, CMS, theme, appearance and font, just get a landing page up and start selling.
  • Email: Instead of trying to create a well-written and grammatically impeccable email, just get the message out and click “send.”
  • Value proposition and business model canvas: Define your underlying assumptions and validate them with evidence. It’s called minimal viable product, not perfect product, for a reason.

10. Underbidding everyone by making something “good enough for government work” and then submitting endless add-ons leading to cost overruns is a tried and true profitable business model and there is little or no chance you will go to jail or get fired doing it.

If you want to know how to get to Carnegie Hall, it’s just easier to practice, practice, practice and focus on the journey, not the destination.

Image credit: Pixabay

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What you should learn from the Google Health failure

What you should learn from the Google Health failure

GUEST POST from Arlen Meyers

There used to be a time when almost everyone was asking, “What would Google do with sickcare?”

Google health has pulled the plug on their sickcare venture. So did Haven. So did Microsoft. Maybe if the folks in the corner offices (remember those) or at their beach villas working from home talked to some doctors sooner, things might have been better. You remember who doctors are, right? They are those people in the white coats who actually take care of the patients you are trying to convince to use your products.

However, Google, by no means, is getting out of the sickcare business. Google says it is ramping up its investments in health-focused initiatives even as it dissolves its single unified health division. They are reorganizing and focusing on other products and services.

What can startups, scaleups and other grownups trying to tame the sickcare beast learn from these megafailures?

  1. Know when to pull the plug and learn from your mistakes

2. Don’t make the two most common reasons why your venture will fail. Adam Bosworth, a former manager of Google Health, who left in 2007 before the service was introduced, said the service could not overcome the obstacle of requiring people to laboriously put in their own data.

“In the end,” Mr. Bosworth said, “it was an experiment that did not have a compelling consumer proposition.” In other words, it was a solution looking for a problem.

  1. Don’t buy into the myth that patients are good consumers and are eager to take care of themselves. Even when the relatively few patients do give DIY medicine a shot, to use a COVIDism, here are the perils and pitfalls.
  2. Realize how hard it is to change doctor and patient behavior
  3. Sickcare is a personal services business, not a technology business that happens to take care of patients.
  4. Patients rarely, if ever, want to pay for anything that has to do with their health if someone else will. That’s why everyone is chasing B2B models, like self-insured employers, instead of B2C models
  5. You have to offer a compelling value proposition to multiple sickcare stakeholders simultaneously, not just the patient, to be successful
  6. Follow the money
  7. Automate your technology solution so end users have to do as little work as possible. I recently bought an at home blood pressure cuff from an online medical department store (no, not Amedzon) that measures my blood pressure, tells you when the cuff in not on my arm correctly, measures pulse rate too, sends the information to an app for storage where it calculates the average of the readings, and allows me to send the info to whomever I want with the push of a big button , all for under $60 (no delivery charge). It even synchs to Apple health. The bad news is that I don’t want to use Apple health. I’ve done enough already.
  8. Be a problem seeker, not a problem solver
  9. Don’t fall prey to the distraction of traction.
  10. Constantly evaluate your underlying business model hypotheses by repeatedly testing them

The bottom line is that all entrepreneurs and new product developers have one and only one job: figure out what the customer wants you to do and give it or sell it to them at a profit. It’s too bad you can’t just push one big button to make that happen. Well, at least they didn’t call it Google Sick.

Image Credit: Google

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