proprietary and confidential. do not distribute. proprietary and confidential enhancing...
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Proprietary and confidential. Do not distribute. Proprietary and Confidential
Enhancing Infrastructure for Growth
William Coar, PhD
Amber Randall, MSPH
Axio Research
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AbstractLong term training and growth are essential
Growth needs to be intentionalThey are often deemphasized Leaders should encourage and provide opportunities
Consider motivation a component to existing infrastructureThe Law of Intentionality: Growth
doesn’t just happen - John Maxwell
ObjectivesIdentify key challengesExamine common opportunitiesEstablish motivation as a key enhancement
Suggest enhancements and tools for success
Opportunity
Motivation
Enhancements to Infrastructure
Success
Key ChallengesCurrent trends to produce more deliverables with fewer resources
Fixed and/or limited budgetsDiverse cultures and experiencesAvailable training options are not always appropriate for individual needs/aspirations
ConclusionsExisting infrastructure for training and growth should be actively reviewed and enhanced
Concepts consistent with common leadership principles emphasizing motivation are a reasonable strategy
Leaders can assist with motivating each programmer to excel in an individual manner
Opportunities do exist for almost any budgetThere is no easy solution – takes focus and deliberate effort
<What’s different in Phama?>End
Enhancing Infrastructure for GrowthAmber Randall, William Coar WUSS 2014
“In any given moment we have two options: to step forward into growth or to step back into safety”
Abraham Maslow
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OpportunitiesYou can take somebody to the pond…
Attend conference or class once every 1-2 years
Self-learning SAS User Groups SAS Global Forum webinars SAS Support webinars Onsite group instruction Off-site programming classes Web-based programming
classes Non-programming based
learning such as [3]
Opportunities Exist Increase Awareness
SMART goals Add an opportunity as an annual goal Double the impact by tying strategic individual
goals to company goalsEncourage participation in learning opportunities Local SAS User Groups Webinars Self learning
Provide dedicated time for employee exploration
Home Main Page Next Step
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Motivation…but you can’t make them drink the water
Rewards or consequences to establish interest
Useful in helping individual identify an area of interest
Often a component of SMART goals
Extrinsic Intrinsic
Home Main Page Next Step
Autonomy
Encourage intrinsic motivation to maintain progress Individuals more likely to contribute to something that matters personally May facilitate the accomplishment of greater goals or self-enhancement Consider principles presented by Pink [1] [2]
Mastery
When work is done How work is done With whom work is
done
Become skilled at something that matters to them
Focus on solutions to make their assigned tasks easier and more efficient
Challenging, but achievable
Purpose Natural desire to
contribute to a greater cause
Why ones work matters
Why ones work is important
How ones work adds value
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Enhancements to Infrastructure
Apply leadership principles• Promote big picture rather than task• Draw on unique skills and contributions of
each employee• Help employees define a long term plan Provide repetitive assessment of
improvements through self-assessment and external feedback
• Maintains momentum• Continued access to knowledgeable and
experienced colleagues Provide time for progress
Responsibilities of Supervisor Increase Motivation
Home Main Page
Assist each programmer to identify their purpose
• Draw on inherent human desire to have a purpose or do something good
• Provide opportunities that enhance both purpose and career
Identify and recognize individual’s contributions to the group
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Industry SpecificsMany growth concepts may be less practical in the pharmaceutical industry.
Programmers in the pharmaceutical industry face specific challenges• Can’t have full autonomy. Constrained by industry requirements.• Need to work in validated environment• Often subject to strict timelines Responsibilities may often change• Especially at a CRO Employees are often forced into leadership roles without adequate
leadership training• Consequential to many employees
Constraints
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Potential Solutions
A reasonable amount of autonomy is possible
Proper time management can assist with competing timelines
Periodic review of goals is critical in an environment where responsibilities can and do change
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References and Contact Info
[1] Pink, D., The Puzzle of Motivation, TED Global 2009
[2] Pink, D., “Drive: The Surprising Truth about What Motivates Us”
[3] Maxwell, J., “The 15 Invaluable Laws of Growth”
References
Home Main Page
Contact Info
Amber RandallManager, Statistical Programming([email protected])
Bill CoarDir. Central Region Operations([email protected])
The authors welcome your contributions to the discussion.
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