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1 1

What can we learn from 2 insight surveys of MAPS membership?

July 1, 2020/in Competency, Strategy, Insights, Benchmark Reports and Surveys, SEARCH BY TYPE, Open Access, Insights Process/by Medical Affairs

Download the full article.

 

By: Matthew McLoughlin, DVM, MBA1; Marieke Jonkman, PharmD2; Milana Zivkov, MD, MSc3

1Medical Affairs Professional Society (MAPS) Insights Focus Area Working Group (FAWG) member; 2Medical Science Liaison, QED Therapeutics, MAPS Insights FAWG member; 3Senior Director, Insights and Training Global Lead Medical Communications, Medical Affairs, Astellas Pharma, MAPS Insights FAWG Lead

 

In March and April 2020, the MAPS INSIGHTS Focus Area Working Group (FAWG) conducted two surveys. The surveys were sent to all MAPS members but were set up to identify pharmaceutical industry-based respondents only (Survey 1) and among them, those who are directly responsible for insights (Survey 2). After collating and analysing the results, this paper provides a brief overview of the survey’s objectives, results and analysis, as well as suggested next steps.

 

Survey objectives

INSIGHTS FAWG conducted two surveys; the first survey focused on demographics, Medical Affairs (MA) roles involved in medical insight generation, and the prevalence of dedicated insights functions in MA. The second survey focused on the specific insight functions within MA organizations, their approaches to insight generation, and the storage, sharing, and use of insights within different companies.

 

Results

Survey 1 had 95 responses, and Survey 2 had 40 responses. 29% of respondents to Survey 1 were MSLs, and 53% of respondents to Survey 2 worked at an affiliate level. See full results for survey 1 HERE and for survey 2 HERE.

From the results, we draw the following initial conclusions:

  • In both samples, MSL related functions appear to be intrinsically associated with insights generation.
  • There was wide variety regarding the types of insights systematically collected across MA, with a predominance of MSL generated insights followed by insights from discussions at congresses, advisory boards, and through 1:1 interactions.
  • Surprisingly, only half of the respondents’ organizations collected insights from Medical Information.
  • Respondents appeared to have a narrow view of sources of insights; only 26% systematically collect insights from scientific literature and only 26% from social media sources.
  • 47% of respondents reported that insights are documented and stored in a CRM system.
  • The utilisation of a specific insights repository (21% of responders in Survey 2) and specific software (16%) are infrequent.
  • In 47% of respondents’ organizations (Survey 2), insights generated across different sources are not integrated or are integrated in a manual process (in 37% of respondents’ organizations).
  • Insight review and analysis processes appear to be established (in 74% of respondents’ organizations, Survey 2) and typically involve Medical Directors.
  • Organizations appear to share insights systematically, with MA leadership being the principal stakeholders (78% of respondents’ organizations, Survey 2), followed by Commercial (72%).
  • Insights reports are shared regularly (in 44% of respondents’ organizations as monthly reports, and in 38% as quarterly reports, Survey 2).
  • It appears that having an insights process is perceived as helpful; however, the most significant challenge mentioned was the identification of ‘real insights,’ linking them to action and demonstrating their impact.

 

Limitations

The number of responses was limited given the total MAPS membership (N=3,448), and responses may have been skewed towards MSLs’ perspectives on insight generation. Additionally, the surveys did not address company-specific perspectives as only individual MAPS members participated. Compliance aspects, including CRM governance, another vital area of interest for insights generation, were not included within the scope of these surveys.

 

Discussion

Notwithstanding the limitations mentioned, we did identify several overarching themes in the responses across the two surveys:

  • There was wide variation in how companies approach medical insights, and there were no apparent areas of best practice or common frameworks in use.
  • Approximately half of respondents have a dedicated MA function related to insights; however, standalone insights functions are relatively infrequent and exist in less than a third of respondents’ organizations.
  • MSL driven activities appear to be the focus of insight generation, with a lack of systematic integration of insights generated across different MA functions, and / or generated through different channels.
  • There appeared to be challenges in all aspects of insight generation, sharing and utilisation, but fundamentally there are challenges in creating a closer link and feedback loop between people working at the customer interface and those setting strategy.
  • There appears to be consensus across the industry about the relevance of medical insights as a principal driver for strategy determination and choice of tactics. However, the results suggest that the everyday practice of medical insights generation and utilisation is fragmented.

 

Conclusions

The purpose of generating medical insights is to build a better understanding of the needs and drivers of the behaviour of patients and HCPs so that strategies and tactics can be tailored to address the needs of these stakeholders in the most effective way. If insights are not documented, shared, and used effectively through relevant action and assessment of resulting impact, then the process risks becoming futile. To succeed, pharmaceutical companies will require a framework that enables a process-based collection of medical insights from different sources, subsequent collation, review and analysis. Furthermore, an integrated report that both MA functions and other senior decision-makers find useful and on which they provide feedback is essential.

 

Next steps

INSIGHTS FAWG will, as part of the 2020-2021 activities plan, endeavour to develop a common framework that pharmaceutical companies can use to achieve a more consistent and effective approach to generating medical insights as a principal driver for strategy shaping and choice of tactics.

 

Download the full article.

 

Elevate is a publication of the Medical Affairs Professional Society (MAPS).

https://medicalaffairs.org/wp-content/uploads/2020/08/1-1.png 321 845 Medical Affairs https://medicalaffairs.org/wp-content/uploads/2025/03/MAPS-Logo-R-NoTagLine-2048x679-1.png Medical Affairs2020-07-01 02:37:262024-05-11 08:58:23What can we learn from 2 insight surveys of MAPS membership?
18

APAC Town Hall: The New Competencies Required for MA Professionals to Excel in the New Environment

June 25, 2020/in Competency, Talent Development, Open Access, COVID-Related, On-Demand Webinars & Town Halls, Digital, Leadership & Management, Field Medical/by Medical Affairs

Topics Discussed in the Town Hall Include:

-Managing Individual Performance Remotely

-Virtual Leadership Mindset & Skills

-Effective Team Engagement in the Virtual Space

-Engagement of KOLs Virtually

 

SPEAKERS:

Cezary Statuch
VP, Medical, Intercontinental Region
Biogen

 

Greta James-Chatgilaou
Field Medical Strategy and Execution Director
Biogen

 

Alan McDougall

VP, Head of Medical Affairs, International Markets and Greater China

Astellas

 

Qasim Ahmad
Corporate Officer/VP, Head of Japan Medical Affairs, OBU
Novartis

 

WATCH IT HERE:

If you have difficulty viewing or are unable to view full screen above, please click here.

https://medicalaffairs.org/wp-content/uploads/2020/08/18.png 321 845 Medical Affairs https://medicalaffairs.org/wp-content/uploads/2025/03/MAPS-Logo-R-NoTagLine-2048x679-1.png Medical Affairs2020-06-25 02:39:212024-04-24 16:34:37APAC Town Hall: The New Competencies Required for MA Professionals to Excel in the New Environment
Learning.Agility

Learning Agility: An Emergent Capability for Future-Proofing Medical Affairs Strategic Planning

June 18, 2020/in Competency, Strategy, Open Access, Medical Strategic Plan, Elevate Magazine, Medical Strategy & Launch Excellence/by Medical Affairs

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By: Simon Kyaga1; Keith Morris2; Kiely Flanigan3

1Global Medical Lead, Psychiatry, Servier; 2Executive Managing Director, Scientific and Medical Affairs, Syneos Health; 3Director, Medical Affairs Syneos Health

 

ABSTRACT

This article aims to position learning agility as an emergent capability that supports the future-proofing of Medical Affairs strategic planning processes and outputs. In essence, learning agility is a set of skills, competencies, and mindsets that support our capability of “knowing what to do when we don’t know what to do.”1 Our position is that learning agility is a capability that should be developed internally and applied to the development and operationalization of strategic plans. Through the enablement of learning agile behaviors, the approach to strategic plans can be made with an eye toward ongoing reflection and updates. We define four descriptive behaviors (contextual curiosity, vision-driven adaptability, educated risk taking, and accountable learning) that match up to MAPS best practices in strategic plans and then discuss how to apply those learning agility behaviors. We conclude with future recommendations for the development and application of learning agility.

 

KEYWORDS

Learning agility, strategic plan, strategic thinking, medical strategy, capabilities enhancement

 

The COVID-19 pandemic has accelerated the need to develop Medical Affairs capabilities in learning agility. Not unlike various industry shifts over the years that have impacted the role of Medical Affairs, we’ve experienced a shift in the way Medical Affairs organizations are responding to changes affecting the execution of strategic plans. Field Medical is learning to engage stakeholders virtually and support HCPs in new ways as they engage with their patients through new technologies. Clinical trials adopted new protocols to protect patients and sustain recruitment. Conferences and congresses were postponed. Organizations are seeking flexible resourcing models to manage downturns in business and leveraging downtime to upskill team members. All of these changes have required an openness to change and the development of new skills to learn new ways of achieving our work objectives. We are now not only shifting how we do our Medical Affairs work, but also planning for a “new normal” as we navigate doing business virtually.

 

Yet, however uniquely disruptive COVID-19 has been, it is still only one more example of the bucket of business disruptions that have affected the skills, knowledge, and capability needs within Medical Affairs work. At the heart of the changes asked of us and our teams is learning agility. As a core capability associated with managing ambiguity and “knowing what to do when you don’t know what to do,” learning agility is particularly relevant and useful in developing adaptive and dynamic Medical Affairs strategic plans that stand the test of change and disruption.1

 

Learning agility in strategic planning is important because by incorporating learning agility behaviors and mindsets into the development and implementation of Medical strategic plans, teams are better able to pivot and innovate, as needed, to changing internal and external dynamics, while remaining in alignment to the overall medical vision and business objectives.

 

This article aims to position learning agility as an emergent capability that supports the future-proofing of Medical Affairs strategic planning processes and outputs. Our position is that learning agility is a capability that should be developed internally and applied to the development and operationalization of strategic plans. We then define four descriptive behaviors that map to aspects of Medical Affairs strategic plans and discuss how to apply those learning agility characteristics.

 

Medical Affairs Strategic Planning

Medical Affairs strategic plans include both intellectual components, such as situational analyses and medical strategies, as well as tactical components, including tactical and operational plans, and assessment and measurement metrics.2 Medical plans are important because they guide decision making across the organization and support the communication and assessment of Medical Affairs’ efforts and impact.

 

Medical Strategic Planning is an integral part of setting strategic direction and articulating the tactics for driving Medical Affairs value and impact for patient and organizational outcomes. But, how do you create a realistic and viable strategic plan given a VUCA (volatile, uncertain, complex, and ambiguous) Medical Affairs ecosystem? What brings Medical strategic plans to life beyond and ensures it gets referenced more than once a year in the annual planning process? How do we make the strategic plan content memorable and keep it top of mind with our key audiences? We suggest that the secret to effective Medical Affairs strategic plans is learning agility.

 

In a Medical Affairs context, learning agility brings key behaviors and mindsets into the Medical planning, development, and execution processes that ensure the content contains relevancy and resonance for the organization. Although variations exist between companies in terms of influences affecting the strategic planning process (e.g., preferred timing of Medical support of launches, products, therapeutic area considerations, and operational competencies versus strategic positioning priorities), the Medical Affairs strategic planning process reflects multiple stakeholder insights, business objectives alignment, and tangible data for strategic decision making. The strategic plan is not intended as a fixed manual that is reviewed once a year.

 

To be of service to Medical Affairs and the broader organization, a strategic plan must be a living document that is flexible enough to incorporate new insights and maintain relevancy in the face of changing priorities and dynamics.

 

There are several descriptive behaviors team members can use in approaching the development, communication, and operationalization of strategic plans to support success:

 

Each of these behaviors is based on the capabilities needed to design, communicate, and execute on a strategic plan. The descriptiveness of the terms reflects a desire to position these learning agility behaviors as both foundational and aspirational. Learning agile behaviors are both critical for the here and now in performing work, but also for guiding toward the future and inspiring learning and development.

 

Learning Agility

Learning agility is relatively new to the Medical Affairs scene, but it is starting to see more traction as our industry seeks to build capabilities in individuals and teams to navigate and harness the rapidly changing nature of Medical Affairs. Originally used to develop the managerial capabilities of high-potential, high- performing talent, learning agility can be applied not only at the individual level, but also at the team and organizational levels, and is associated with higher levels of organizational performance.3,4 For purposes of this article, we’ll focus on developing learning agility at the individual level and use the following definition:

 

Learning agility is a capability associated with adapting to change and uncertainty by applying previous lessons learned.

 

Learning agility requires both adaptive readiness to change and proactive innovation in times of ambiguity.5 In essence, learning agility activates the value and impact of Medical Affairs strategic planning components (i.e., situational analysis, medical strategy, tactical and operational plans, and assessment and measurement metrics) despite change and shifting expectations internally and externally.

 

When it comes to Medical Affairs strategic plans, it is no longer sufficient to rely on the intellectual and tactical domains of competence. Successful Medical Affairs strategic plans reflect a collective organizational capability—an integrated representation of knowledge, skill, and mindset—that brings to life within the plan the flexibility to adapt, learn, and pivot toward changing needs. Learning agility is the “how” behind the “what” of Medical Affairs strategic plans.

The integration of learning agility and Medical strategic planning is important to how both strategic and day- to-day operational decisions are made. This is even more important today as Medical Affairs is being asked to communicate and demonstrate its impact and value within competing priorities from more diverse and increasingly challenging internal and external stakeholder needs. In addition, due to COVID-19 disruptions, including closed conferences, Medical Affairs is forced to reconsider how to communicate and how to balance between strategy and tactics in an uncertain environment.

 

 

Mapping Learning Agility Behaviors to Medical Affairs Strategic Planning Processes

 

Using the strategic planning framework developed by MAPS, the section below looks at the fundamentals of Medical strategic planning and suggests related learning agility behaviors and mindsets that are instrumental to both intellectual and tactical outcomes. The learning agility behaviors form a kind of permeable flexibility and protection that ensures the strategic plan is created and maintained with maximum adaptiveness (as seen in the above diagram). Learning agility brings strategic plans to life and articulates specific behaviors that support the strategic plan having bigger impact through greater relevancy. A strategic plan must be relevant to have impact and the learning agility behaviors associated with MAPS’ four elements of strategic plans makes them applicable for the teams using them.

 

 

Medical Strategy figure

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

SUMMARY

 

In this article, we have identified learning agility as an emergent capability that brings to life and ensures the relevancy of Medical Affairs strategic plans. Specific applications were discussed for each learning agility behavior in context to its associated strategic planning element. The importance of developing the skills and mindsets to navigate change, uncertainty, and disruption are evident, now more than ever with COVID-19, and important to developing the capabilities to harness the future, whatever may come within Medical Affairs.

 

REFERENCES

1. Hallenbeck, G., & Santana, L. (2019). Great leaders are great learners: How to develop learning-agile high potentials. Center for Creative Leadership white paper, 1-16.

2. MAPS Annual Conference (2020). The importance of Medical strategic planning. Conference presentation: Miami, 1-23. Access in the Community Portal.

3. De Meuse, K.P. (2017) Learning agility: Its evolution as a psychological construct and its empirical relationship to leader success. Consulting Psychology Journal: Practice and Research, 69(4), 267–295.

4. McCann, J., Selsky, J., & Lee, J. (2009). Building agility, resilience and performance in turbulent environments. People & Strategy, 32(3).

5. Doeze Jager-van Vliet, SB, Born, MPh, & van der Molen, HT (2019). Using a portfolio-based process to develop agility among employees. Human Resource Development Quarterly, (30), 39–60.

6. Bourgoin, A. & Harvey, J-F. (2018). Professional image under threat: Dealing with learning–credibility tension. Human Relations, 71(12), 1611–1639.

 

Download the full article.

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2 1

Beyond Patient Centricity: True Patient Partnership in the Pharmaceutical Industry

June 17, 2020/in Competency, Open Access, Customer Engagement & Scientific Comms, Patient Centricity, Elevate Magazine, Pt Centricity/by Medical Affairs

Download the Full Article

 

By: Lilly Stairs1; Annick de Bruin, MBA2; Diane Maloney, JD3a; Peyton Howell, MHA4; Roslyn F. Schneider, MD, MSc5; Leonard A. Valentino, MD6

1Founder & Principal, Patient Authentic; 2Director, Research Services, Center for Information & Study on Clinical Research Participation (CISCRP); 3Associate Director of Policy, US Food & Drug Administration (FDA), Center for Biologics Evaluation and Research (CBER), MAPS Patient Centricity Focus Area Working Group member; 4Chief Commercial & Strategy Officer, Parexel International; 5Principal, RozMD Patient Affairs Consulting, MAPS Patient Centricity Focus Area Working Group member; 6President and CEO, National Hemophilia Foundation (NHF), Professor, Rush University, MAPS Patient Centricity Focus Area Working Group member

 aThis article reflects the views of the author and should not be construed to represent FDA’s views or policies.

 

Introduction

Patient centricity was a key theme that emerged in several of the plenary presentations and workshops at the March 2020 Medical Affairs Professional Society (MAPS) Annual Meeting in Miami, Florida, and is reflective of broader strategic goals in the biopharmaceutical industry. As MAPS Board Member Danie du Plessis noted in his presentation on the Value of Medical Affairs, Medical Affairs professionals are well positioned to ensure that the voice of the patient is heard in their organizations, and true patient partnership is part of the overarching strategic vision.

 

Two events at the Annual Meeting specifically focused on this theme and provided not only a cross-functional perspective on the current state of patient centricity in our industry but also practical examples for Medical Affairs professionals to implement patient-focused approaches in their everyday work. The sessions sparked considerable interest, and attendance was particularly high at the plenary session, with over 450 MAPS participants attending live and virtually.

  • Plenary Session: Beyond Patient Centricity: True Patient Partnership in the Pharmaceutical Industry
  • Workshop: Patient Engagement in the Pharmaceutical Industry: Different Perspectives

 

View these resources in the Community Portal.

 

The events were spearheaded by MAPS Patient Centricity Focus Area Working Group Co-Leads, Tricia Gooljarsingh, PhD (Momenta Pharmaceuticals) and Jamie Kistler, PhD (Parexel International), with support from Isabelle Bocher-Pianka (Ipsen). The Working Group, comprising Medical Affairs professionals, as well as representatives from nonprofit patient advocacy organizations, regulatory agencies (US Food and Drug Administration [FDA]), and patient-focused consultancies, was established 2 years ago to provide a platform to advance the patient centricity agenda in the MAPS organization and share best practices for pharmaceutical engagement with patients.

 

This article provides highlights from the plenary session, which included a multidisciplinary panel of speakers with broad and deep expertise on the topic. The cross-functional approach reflected the collaboration that is foundational for true patient engagement and partnership in the pharmaceutical industry. The faculty members represented a range of organizations and interests, but all share a passion for improving patient engagement and empowering Medical Affairs professionals with the information and tools necessary to “move the needle” in our industry. A more comprehensive manuscript is in development with the goal of expanding on the information provided in the plenary session and extending the reach of these valuable insights and perspectives to a broader audience (including patients, Medical Affairs professionals, and healthcare providers). This article will feature interviews with the speakers to provide further depth and insights, including case studies and examples of current best practices.

 

The plenary session was moderated by Dr Len Valentino, President and CEO of the NHF, who introduced the session with the mantra “not for patients without patients.” Len provided an overview of the agenda and learning objectives

  • Review increasing public and patient awareness and education around clinical trials
  • Discuss the impact of patient engagement from a patient/patient advocate perspective
  • Outline current and future FDA Center for Biologics Evaluations and Research (CBER) initiatives to enhance patient and public engagement in the drug development process
  • Identify best practices for pharmaceutical/medical device industry engagement with patients (appropriate initiatives that align with patient needs)

 

As both a clinician and a leading patient advocate, Len brought his own insights and experience to the discussion as to why patient centricity and collaboration among multiple stakeholders is so critical.

 

“All of us are here because our products or devices are used by patients. We need to understand what is most important to patients in our drug and device development, and collaboration is key to get this information. Not just collaborating internally with commercial organizations, HEOR, Clinical Operations, and Clinical Development but with the most important stakeholder—the patient. The patient voice should be part of all those programs and weaved through each stage of the drug development plan.”

 

He added that Medical Affairs is uniquely qualified to influence or directly drive patient centricity as “many of us are clinicians, and therefore our background has always been focused on the patient and patient care.”

 

 

 

In the opening presentation, Annick provided insights from a biennial global research study conducted by CISCRP that included 12,450 respondents, of whom 3600 were actual clinical study volunteers. The 2019 CISCRP Perceptions and Insights Study monitored trends in perceptions in clinical research among the general public and collected information about clinical trial experiences.1

 

Interestingly, perceptions around clinical trials have not changed substantially since the initial study in 2013, and, while people consider research to be very important, this often does not translate to active participation in clinical trials. This remains a key issue for the research community.

 

Annick shared insights from the data regarding what channels are most effective in overcoming barriers. A patient’s relationship with their doctor was found to have the greatest impact on willingness to participate. Technology and decentralization of studies also provide opportunities to reduce patient burden and involve more patients in clinical trials. For example, travel time to clinics was reported as a major burden impacting participation, especially among young people (Figure 1).

 

Annick concluded with the advice, “No one size fits all. Everybody wants different options to make sure clinical trial participation fits into their lives with minimal disruption.”

Annick’s perspective on the current state of patient and public involvement and awareness of clinical trials was followed by a very personal insight into the key success factors in engaging with patients. Lilly Stairs was diagnosed with 3 autoimmune conditions—Crohn’s disease, psoriatic arthritis, and psoriasis—all within a 6-month period, and her experience inspired her to become a patient advocate and engage with other patients, patient advocacy organizations, and pharmaceutical industry partners to affect change.

 

In her presentation, Lilly emphasized the need for the pharmaceutical industry to learn from other consumer-facing industries. In particular, she highlighted that we need to ensure a clear understanding of the end user’s needs, something she feels we have not traditionally done consistently in healthcare. She also stressed the importance of engaging with all patients and not just advocates.

 

 

“While it’s important to talk to the advocates who are able to give you high-level strategic input, it is also really critical to engage with the everyday patient who will have valuable insights and feedback. Patients are ready to engage around their healthcare. They are excited and eager to share their thoughts and experiences to move the needle and create a better tomorrow for all patients.”

 

 

Her presentation included the key principles of how we should engage with patients (Figure 2).

 

 

The importance of metrics was emphasized throughout the presentation, as well as demonstrating the value of patient advocacy to the business. Lilly provided examples in which patient advocacy work has resulted in a clear measurable impact.

 

“During my tenure as Head of Patient Advocacy at Clara Health, I was asked to look at a pre-screener for a lupus clinical study that was struggling to complete enrollment. It was so confusing and complex that patients were not getting through the screening stage. By working with autoimmune patients to improve the screener alongside other patient-centric tactics, recruitment speed was increased by 400%, saving a trial on the brink of shutting down.”

 

 

This presentation provided a unique opportunity to gain an insight into the work that the FDA is doing around patient centricity. Diane emphasized that patient engagement is important across all organizations in the FDA, from the Commissioner’s Office to the Product Centers, and they collaborate and meet regularly on cross-cutting patient issues (Figure 3).

 

She stressed that the FDA fully recognizes that patients are experts on what it is like to live with their conditions and are “uniquely positioned to inform understanding of the therapeutic context for drug development and evaluation.”

 

One key patient engagement activity within the FDA is the Patient Focused Drug Development (PFDD) initiative. In total, the FDA has convened 24 PFDD meetings on specific disease areas, which are attended by a cross section of stakeholders, including patients, advocates, researchers, drug developers, and healthcare professionals. The goal of these sessions is to listen to patients’ perspectives on their disease, symptoms, and treatment options. A key learning from these meetings is that many patients want to be as active as possible in the work to develop and evaluate new treatments. FDA also actively participates in PFDD meetings led by patient organizations focusing on many disease areas.

 

She encouraged anyone who hasn’t attended a PFDD meeting to try to do so as it provides a valuable insight into a key way in which the FDA engages patients in the drug development process. The meetings can be attended remotely, and summaries are available on the FDA website.

 

Diane spoke passionately about the commitment of everyone in the FDA to put patients at the heart of everything they do. She said, “We do what we do because we want safe and effective products for patients, and we want them available in a timely way.”

 

 

Peyton did not mince her words about why it is so important for the biopharmaceutical industry to drive a customer-centric approach to drug development.

 

“Even before the impact of COVID-19, there was real urgency to make clinical trials more patient centric. There are currently 40,000 clinical trials recruiting in the US, and 80% are delayed due to recruitment problems. 85% of clinical trials fail to retain enough patients.”

 

In her presentation, Peyton focused on Patient Centric Protocol Optimization (PCPO), which is one of the key areas in which her organization has seen encouraging results. PCPO is a framework to solicit feedback from patients and study sites to ensure that patient needs are met. This approach can include patient surveys, web listening, and patient burden analysis. A case study on PCPO was included in the related MAPS workshop presentation presented by Jamie Kistler and Tricia Gooljarsingh.

 

“This process has revealed that a lot of previous assumptions were wrong. We used to obtain feedback from site nurses as opposed to patients themselves, and our assumptions around patient burden and preferences were often incorrect.”

 

She also emphasized the increasing importance of decentralized trials and shared an example of a decentralized trial patient journey (Figure 4). While every journey is different depending on the patient and the therapy area, what is similar is the need to start engaging with patients early. She also highlighted the importance of using mobile options and other technology in decentralized trials. COVID-19 has been a catalyst to support innovation in the application of decentralized clinical trial tactics such as telemedicine visits and home nursing.

 

Looking ahead, she urged that there is still a lot more that can be done and asked everyone in the room to have a voice. “This community can really play a key role in driving forward the innovations to make trials more patient centric.”

 

 

Looking ahead, Peyton is excited about the following opportunities:

  • Patient advisory councils
  • Mock trial visits
  • Patient concierge (for example helping with transport or reimbursement issues, which can really impact a patient’s ability to stay in a study)
  • Patient communities (especially after the trial has finished, which can also provide valuable real-world evidence data)
  • Digital ethnography research (the study of people in a real-world environment where researchers collect behavior data from participants either in a mobile or online environment)
  • Alternative care sites

As the final speaker, Roz emphasized that in this multidisciplinary collaboration, Medical Affairs is uniquely positioned to drive organizational change where patient centricity resides at the core. “We can all embrace the concept of patients as one of our most critical stakeholders, but that doesn’t mean people see its relevance to what they do every day. To advance a cultural shift, it needs to start with the organization’s ‘why,’ and this needs to align with the different functional groups.”

 

She recommended creating “sharing platforms” where information and insights from the various patient-related activities taking place across an organization are shared and utilized to inform the overall patient engagement strategy. She urges that this intelligence should not just come from thought leaders and healthcare providers but from a wider network, including umbrella organizations, industry coalitions, health authorities, etc. The “cycle of learning” is further supported by demonstration projects so key learnings can be shared with these external networks in a non-competitive way.

 

Roz stressed the importance of leadership endorsement saying, “It won’t happen unless you have significant leadership endorsement at every level across the company. If you don’t have that endorsement, patient engagement will be the first thing that’s dropped, so you need to ensure what you are doing is core to the business.”

 

Concluding on metrics, she referenced some important tools that can be used by Medical Affairs professionals and cross-functional partners (these are included along with other key resources in the related MAPS Annual Meeting workshop available on-demand at https://community.medicalaffairs.org/on-demand-conferences):

 

  • Patient Engagement Quality Guidance: Developed by the Patient Focused Medicines Development, a global multistakeholder coalition, this provides 7 domains of what patient engagement quality should look like. It can be used as a planning tool but also provides assessment criteria. https://patientfocusedmedicine.org/wp-content/uploads/2018/10/PFMD_OnePager_v2.pdf
  • Clinical Trials Transformation Initiative prioritization tool for sponsors and patient groups: This tool helps patient groups and clinical research sponsors identify high-value opportunities to work together (Figure 5). https://prioritizationtool.ctti-clinicaltrials.org/

 

 

 

 

 

 

 

 

 

 

 

 

 

Concluding the plenary session, Dr Len Valentino noted, “Having listened to the presentations today, what comes across loud and clear is the importance of understanding the patient journey and involving the patient early in the process. Medical Affairs can create the narrative that tells the story of the patient that allows all the other functions to do their jobs better by focusing on what is important to the patient.”

 

Acknowledgements

The authors wish to acknowledge Tricia Gooljarsingh, PhD (Momenta Pharmaceuticals), Jamie L. Kistler, PhD (Parexel International), and Isabelle Bocher-Pianka (Ipsen) for their contributions to the concept, design, and content development for the MAPS Annual Meeting patient centricity plenary session and workshop and this accompanying Elevate article. They would also like to recognize the significant effort made to ensure that those unable to attend in person due to COVID-19 travel restrictions could participate remotely and engage in discussions. Editorial support for this article was provided by Patricia Barnfather (Barnfather Communications, Ltd) and Diane Neer (Parexel International).

 

Reference

  1. CISCRP. (2019). 2019 Perceptions & Insights Study. Boston: Center for Information and Study on Clinical Research Participation.

 

Download the Full Article

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Joseph.Eid .Interview

Interview: The Value of Medical Affairs

June 10, 2020/in Competency, Strategy, Open Access, Value & Impact, Elevate Magazine, Leadership & Management Skills, Medical Strategy & Launch Excellence/by Medical Affairs

Joseph Eid, MD, SVP, Head of Global Medical Affairs at Bristol Myers Squibb, describes how Medical Affairs can ensure representation of the patient voice in product development, and the positive shift and elevated prominence Medical Affairs is achieving within companies.

 


If the video above does not play, or to view full screen, CLICK HERE to open in a new window.

 

Download the Presentation

Members may also download a PDF copy of Dr. Eid’s panel discussion on The Value of Medical Affairs from the MAPS 2020 Global Annual Meeting as well as a recording of the session in the Community Portal.

 

View the White Paper

You may also view our latest white paper on the Communicating the Value of Medical Affairs, by clicking here.

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Practical Tips for Virtual Interviews and Onboarding During COVID-19

May 18, 2020/in Competency, Open Access, Talent Development, COVID-Related, Elevate Magazine, Leadership & Management/by Medical Affairs

Practical Tips for Virtual Interviews and Onboarding During COVID-19

 

COVID-19 has wildly accelerated our transition to remote interviews, onboarding, and virtual work. Your organization will quickly fall behind the 8 ball if you don’t adapt. Pharmaceutical and biotech companies can’t afford that risk. For the Medical Affairs industry, what’s the alternative to virtual hiring right now? Hazmat suit interviews? If employees can produce great work in an office, they can produce great work anywhere. There’s just one catch – how can you determine if a potential employee is capable of great work when you haven’t met them in person? How can our industry interview and hire reliable team members virtually rather than face-to-face?

 

As someone who has helped lead the recruitment charge since the outbreak of coronavirus, I have actionable advice for any Medical Affairs team attempting to hire through the pandemic.

 

In short – if you don’t trust someone enough to hire them remotely, you shouldn’t trust them to work for your organization in any capacity. Epidemiologists from every corner of the world are hiring right now (in dozens of different languages) to make new discoveries via remote technologies like Zoom. Your team can do the same. They just need to know how.

 

Most hiring managers believe that face-to-face interviews help manifest a certain personal connection. They’re absolutely correct. However, it’s downright reckless to base hiring decisions off of this alone. Such a connection is nothing more than a measure of likability rather than a consideration of legitimate factors like work history, education, and subject matter expertise. If anything, virtual interviews bring these important qualities front and center.

 

If your virtual hiring process is to succeed, your company must have specific processes in place. Most remote interview setups motivated by a global pandemic aren’t going to be wildly productive unless these are followed.

 

Video chats should be the preferred medium for your hiring process. Webex, Skype, Zoom, and Google Meet all do the same thing. Choose whatever tool you believe is easiest to navigate and understand. Whatever you select – consistency matters for new recruits and employers alike. Don’t alternate between platforms.

 

Most individuals have a natural (albeit, slightly narcissistic) tendency to spend half their Zoom call looking at themselves to make sure everything appears alright on their end. Stop doing that! Resist the urge! Start making digital eye contact, instead.

 

Lighting is important during video interviews. Whether it’s a home office with blinding amounts of natural light or a poorly lit room that looks like a cave, you need to find a happy medium for your interviews. Simple light fixtures behind the camera can easily solve any darkness problem. If your image is too bright, just ensure the screen isn’t facing a window.

 

In a typical face-to-face interview, informal ‘get to know you’ questions only occur in the first 3-5 minutes of a conversation. We suggest you ask three times as many of these informal questions when speaking with potential remote candidates. This can help build a certain foundation of understanding and trust that would otherwise be forfeited due to a lack of physical presence.

 

The personal qualities that companies seek in remote employees differ slightly from the qualities of a standard medical affairs hire. If you think they may need to start their first day from a home office, look for stories where they were calm under pressure or quick on their feet. Seek out personality traits such as dedication, resourcefulness, and adaptability.

 

Cornell University recently conducted workplace research on the topic of virtual hiring. They partnered with Fortune 500 companies like IBM, Citigroup, and Cisco – all organizations with significant remote work experience. These three enterprises listed self-motivation, self-discipline, effective communication, and tech-competency as the professional traits most correlated to remote success.

 

Good interview questions might involve asking how they intend to structure their first day of work. How do they intend to meet co-workers? How will they seek to better understand their work and the company culture? It’s equally important that your team has the answer to these questions, as well.

 

Burnout, isolation, work-related anxiety, lackluster cultures – they’re all very real risks for remote onboarding, but they’re avoidable. Companies new to these remote processes will prop up workflows that barely scrape by because they don’t yet know a better way.

 

Here is the better way:

 

Hiring teams should over-communicate every step of the way. Explain your anticipated schedule to potential hires so they know what to expect. Share all pertinent information with them.

 

Managers should make a list of roadblock issues. Adopt a ‘continuous improvement’ mindset to resolve these issues for future onboarding classes. You should always seek to learn more.

 

Teams can have high expectations for candidates while simultaneously recognizing that this is a stressful time for your entire team. Be professional – but understanding. If a dog barks or a kid screams during the interview, it’s not a negative sign. It’s life.

 

Remote hiring may seem intimidating if your company isn’t yet accustomed to such a practice, but thousands of teams make it work. Some just do it better than others. Now is the time for Medical Affairs professionals to get [remote]ivated!

 

Whitney Morris
Recruiting Specialist
Medical Affairs Recruiting [email protected]
+1 910-742-7620

 

 

 

https://medicalaffairs.org/wp-content/uploads/2020/08/13-1.png 321 845 Medical Affairs https://medicalaffairs.org/wp-content/uploads/2025/03/MAPS-Logo-R-NoTagLine-2048x679-1.png Medical Affairs2020-05-18 12:45:492023-11-13 10:21:08Practical Tips for Virtual Interviews and Onboarding During COVID-19
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Managing Your Career – Part 3: Five Modern Medical Affairs Competencies

May 18, 2020/in Competency, ACCESS, Career Development, Talent Development, Open Access, Career Resources Articles, Leadership & Management, Elevate Magazine, Content Hub/by Medical Affairs

Five Modern Medical Affairs Competencies

Dr. Qasim Ahmad, Corporate Officer, Head of Medical Affairs, Japan, Novartis

 

Since joining the pharmaceutical industry (PI) 2 decades ago, I have been lucky to have lived through and experience the exponential growth of medical affairs function, not only in size and ever expanding responsibilities, but also the importance and value it brings to the industry. There are several internal and external factors, contributing in the evolution of medical affairs from a mere support function to becoming a core pillar, and an equal partner with drug development and commercial functions with the PI.

In recent years, we have seen significant and unprecedented advances in biotechnology, delivering novel treatments and data sets, faster than ever before. There is an information overload, which calls for smart and innovative ways to design, analyse, disseminate and communicate the value of evidence, to the right end user (the customers), at the right place and the right time.

Concurrently, health systems across the world are becoming over-burdened, facing considerable sustainability challenges, due financial constraints, ageing, increasing population, changing disease patterns, persisting as well as new communicable diseases (COVID-19) and cost burden of chronic non-communicable diseases, including cancers.

You must also develop command on evolving health care environment and be equipped to meet the challenges associated with growing drug approval complexities and health technology assessment criteria for access. Develop unique competencies and transformative operating models to address these requirements, build capabilities that are ideally suited for medical affairs organization to generate data beyond traditional registration trial safety and efficacy packages, to facilitate evidenced based decisions making based on patient centric, clinically meaningful, health outcomes, access and quality of life real world data (RWD) data sets.

As you think of building your career in medical affairs, keep the above opportunities and challenges in consideration, the following 5 core medical affairs competencies will help nurturing your talent as patient and customer centric medical champions, ready now for future.

  1. Enterprise Perspective
  2. Functional Excellence
  3. Health System Thinking
  4. External Facing Organization vs Internal focused
  5. Effective Leadership & Governance

 

 

1. Enterprise Perspective

Medical Affairs has evolved to be one of the most strategically important and valued functions in a pharmaceutical industry. As successful medical affairs professionals, you need to build the skills and scientific acumen like that of a clinical development expert, while demonstrating the strategic intellect and real life customer oriented mind-set of a commercial leader. You will have to champion cross functional navigation, show enterprise vision, logical and critical thinking, develop broad and long range strategic direction throughout product life cycle and build bridges between unlimited internal touch points as well as external stakeholder.

 

2. Functional Excellence

In order to demonstrate value, your medical affairs competencies should be geared to exceed internal and external expectations, meeting the demands of above mentioned expanding responsibilities, while acquiring new skills and capabilities. You will need an all-rounder approach, adapting new technologies, digital tools, precision medicine approaches, and introduce novel engagement models. Thus continuously striving for medical and operational excellence, not only in designing and delivering high quality clinical trials based on meaning actionable insights, but also excellence in executing deep scientific exchange with medical experts, incorporating the voice of patient, payer and all stakeholders at launch, and across life cycle strategies.

 

 

3. Health System Thinking

In medical affairs, you are perfectly placed to lead, plan and deliver health care solutions and to shape the environment, playing a key role in health systems sustainability. You should build capabilities and competencies to assess health system needs and developing solutions, supporting public health initiatives; disease awareness & educational training programs; research collaborations in area not only limited to company core business (orphan diseases, rare indications, special populations); managed patient access programs and many other patient focused projects, partnering with health system players. You will require special skills for this mind-set shift, and thinking beyond the pill to building trust with the society. This competency is distinctive and vital for future role of medical affairs.

 

4. External Facing Organization

As part of modern medical affairs organization, you should have involvement and ownership across life cycle of assets, from early development to late stage planning. Either you are in field medical teams, medical advisors or MSLs (medical science liaison) role, you are the eyes and ears of the organization to external world. With external customer base expanding beyond prescribers and policy makers, you well have to learn rule of engagement and proficiency to work with providers, payers, private non-state health actors, patients and patient advocacy groups, as they are all taking central stage in health care decision making. This will be the game changers in reversing the traditional internal fixated industry approach to a strategic patient and customer focused, outward facing organization. Building this core competency by incorporating patient journey, stakeholder need assessment and changing health care limitations in your strategies, will enhance collaborations, speed of innovation, resource waste reduction and improved patient outcomes.

 

5. Effective Leadership

Modern medical affairs is not a support function, it is about leading from the front as equal partner with commercial, departing from prior passive back seat mind-set and demonstrate value to the organization through proactive leadership, vision and measurable impact. You will have to steer this transformation from current medical advisory role to leadership status, breaking unnecessary internal silos and taking ownership as well as accountability of business deliverable. Creating this new room within the organization will requires your commitment, change agility, interpersonal skills and inspiring leadership to take on completely new responsibilities or replacing those previously championed by other functions.

 

Conclusion

Traditional sales and commercial models are becoming obsolete, success of future pharmaceutical frameworks relies on vision, foresight and appropriate investment in building medical affairs (MA) talent, ready now for future. With ever changing external landscape, regulations and compliance requirements, the role of medical affairs will continue to grow as the key pillar, vital to achieve organizational objectives. By building these core competencies, you can demonstrate to your leadership, the value medical affairs brings, and its strategic far reaching business impact.

 

https://medicalaffairs.org/wp-content/uploads/2020/08/12-1.png 321 845 Medical Affairs https://medicalaffairs.org/wp-content/uploads/2025/03/MAPS-Logo-R-NoTagLine-2048x679-1.png Medical Affairs2020-05-18 12:01:382023-11-13 10:21:21Managing Your Career – Part 3: Five Modern Medical Affairs Competencies
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Managing Your Career – Part 2: How To Maximise Your Chances of Success at Interviews

May 12, 2020/in Competency, ACCESS, Career Development, Open Access, SEARCH BY TOPIC, Talent Development, Open Access, Career Resources Articles, Leadership & Management, Elevate Magazine, Content Hub/by Medical Affairs

How To Maximise Your Chances of Success at Interviews

By Alan McDougall, MD, VP, Head of Medical Affairs, Asia-Oceania Region, Astellas

 

Interviews are stressful but you can reduce your adrenaline levels through proper preparation. Medical Affairs has transformed in the last decade and there are a number of key competencies which are sought after and which you should attempt to demonstrate through each and every contact you have with both the recruiter and your prospective employers. Below is a not exhaustive list of the most desirable competencies and behaviours.

 

Communication

The ability to communicate clearly and effectively and through a variety of channels is essential for anyone working in medical affairs. Having a high level of knowledge but an inability to share it or teach it effectively is of little value. Communication also includes using appropriate body language, listening skills and the ability to provide feedback. Make sure every verbal or written contact you have with the company or the recruiter is carefully thought through and proof-read in the case of written contacts.

 

Passion and enthusiasm

Employers want to hire someone who demonstrates a passion to work at their company, sometimes described as being “hungry” for the role. Having the right attitude is often more important than knowledge, because attitude is very hard to train but knowledge can be learned. Carefully word your cover letter and individualise your CV for each job to stress key experiences or skills that are mentioned in the advertisement and job description (JD). Spend time browsing through the company’s corporate website and come armed with pre-prepared questions which are thoughtful and specific to the role and the company. If possible, ask about a recent company press release and the implications (if any) for the role for which you are applying.

 

Technical skills

Medical affairs positions require certain technical skills that are usually listed in the job advertisement or JD. You should already possess many of the skills the company is looking for, at least to some degree. You may not yet be an expert in all of them but there should be a solid foundation upon which you can build. Typically, at interview, these technical competencies will be assessed (presentation skills, therapeutic area knowledge etc.). Take note of the JD, advert and recruiter’s comments and use every contact opportunity to mention where your current technical skills fit the role being offered.

 

Work ethic

It should go without saying that employers expect you to be at work on time, do what you were hired to do, meet targets and deadlines and work to the best of your ability. Sadly, we have all worked with colleagues who do not always meet these basic requirements. Make sure you are early for interviews, meet all deadlines when replying to emails, phone messages etc. and do everything you can to give your prospective manager confidence in your own work ethic. You have only a few contact opportunities with your potential next company and so make sure each one says something positive about you and your personal standards.

 

Flexibility

More than ever before, employees need to react quickly to changing business conditions. Agile companies and agile teams are currently popular subjects in articles written by business thought leaders. Employers need employees who can quickly adapt to change. Come to interview with examples of how you demonstrated your own agility – perhaps covering another role on top of your own, taking on a project about which you had no little or no previous experience and delivering a successful outcome or dealing positively with an unpredictable environmental change.

 

Resilience

We all typically get challenging but (hopefully) achievable goals and deadlines. The key to successful delivery is often being able to work hard and to keep moving forward when you encounter the inevitable and frustrating obstacles that regularly happen in business. Come to interview with examples of how you overcame particularly difficult challenges and show that you did not give up but that you persevered and ultimately met your objectives.

 

Teamwork

Little in the pharmaceutical industry is achieved by a single individual. Roles in medical affairs are becoming more diverse and specialised and therefore there is an increasing need for reliance on your colleagues to get things done. The ability to get on and work collaboratively with others is therefore a key competency. Using real examples, show how you contributed to successful teamwork under challenging circumstances and how you “did not give up”.

 

Life-long learner

As product portfolios and market environments change, there is a need to seek out new information, challenge your beliefs and explore new ways of doing things. Long-held “facts” can change when new contradictory evidence emerges. People who are naturally curious with an interest in learning combined with a willingness to share this with others, make great co-workers. At interview, explain what new skills or knowledge you have learned, how you applied this at work and describe the impact that it made.

 

Problem-solving skills

Managers look for people who are motivated to take on business challenges, ideally with minimal direction. Most of us prefer our employees to “come to us with solutions not problems”. Employees should see when something needs to be done and react accordingly. Come to interview with examples of how you observed an issue at work, took ownership of it and solved it. This can be even more impactful if it wasn’t in your job description in the first place.

 

Loyalty

Employers want people to stay with them for many years due to their financial investment with the recruitment company and the time spent on interviews and on your on-boarding process. Multiple job moves in a relatively short time period with different companies is usually an alarm bell and indicates a risk that you will not stay long if you are even offered the job. If you unfortunately have had several short-term moves recently, make sure that you come to interview with a clear explanation as to why and what you learned. Try hard not to criticise your current or previous companies or managers as this can come across quite negatively, even if you feel you have every right to do so. Employers always prefer someone running towards the role on offer than someone running away from their current job as the former is a positive choice whereas the latter can be simply escaping to “any port in a storm”.

 

Conclusion

It is a truism to say that you only have one chance to make a good first impression and so at interview be well prepared and make sure you have done your homework well in advance. Tell the employer why you really want this job and make sure your passion and enthusiasm come to the forefront. Show your agility, resilience and ability to learn, which are all highly valued competencies by employers. Finally, do remember that all contacts with the employer and recruiter, no matter how trivial, are likely to be judged so make them count!

 

https://medicalaffairs.org/wp-content/uploads/2020/08/11-1.png 321 845 Medical Affairs https://medicalaffairs.org/wp-content/uploads/2025/03/MAPS-Logo-R-NoTagLine-2048x679-1.png Medical Affairs2020-05-12 19:58:042023-11-13 10:21:36Managing Your Career – Part 2: How To Maximise Your Chances of Success at Interviews
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Managing Your Career – Part 1: A crash course on how to manage your career in Medical Affairs

May 11, 2020/in Competency, ACCESS, Career Development, Open Access, SEARCH BY TOPIC, Talent Development, Open Access, Career Resources Articles, Leadership & Management, Elevate Magazine, Content Hub/by Medical Affairs

Managing your career – Part 1: A crash course on how to manage your career in Medical Affairs

By Cezary Statuch, MD, VP, Medical, International Markets, Biogen

Like many things in life, when managing your career timing is everything, and being in the right place at the right time is important. Knowing whether it is the right time for you to move on is not always easy. The pharma and biotech industries are an attractive place to pursue your professional dreams, and some markets are in great demand for medical affairs talent–so the phone rings more often than ever with calls from headhunters. Unfortunately, at times of high demand for talent the recruiters are less likely concerned if you have completed your career cycle, and if your skill set fits what they are after you will have to deal with serious temptations. Here are a few tips on how to manage your career planning and how to get ready for your next job.

  • Look back and do a quick assessment of your career to date. Understanding your career trajectory, what you have accomplished and where you want to go will significantly help with the challenge. But most importantly understanding your limitations is critical. Only when you know them will you be able to close the gaps. Ask yourself these questions: Have you have been in your current role long enough? Have you completed a career cycle? Have you fully learned the role? “Job jumpers” or “non-stickers” as I call them are very easy to spot. If you happen to have a very short stint in the role, be prepared to provide a compelling explanation why.

 

  • Understanding what the industry can offer is a common challenge for candidates, especially the younger ones. The knowledge of basics of drug development and the commercialization process is crucial as it will help in understanding what opportunities exist in your country/territory and how to navigate them. The industry has evolved dramatically over the past decade and there are many roles now which never existed previously. There is a wealth of resources offering insights into how pharma companies are structured. Many companies offer training in the drug-development process as part of their curricula for employees. If your company does not, look online. Talking to more senior colleagues is also a good source of acquiring that knowledge.

 

  • Compete for the right job, one which matches your skill set. Understand your strengths and create a competitive advantage. Create a simple checklist of attributes/skills which may differentiate you from other candidates competing for this position and sell yourself well.

 

  • Do not be a title junkie! Titles are important as they help to position us in the industry and make us proud of what we have achieved. We all like attractive titles, particularly those which reflect our seniority, but beware of inflated titles which are easy to spot. Do not take the job simply because it offers a higher grade or a more impressive title, as this could easily put your career on the wrong track. Reversing this could take a long time.

 

  • Having a great boss is a big draw, but don’t choose the job purely because of the manager. Follow the job content and opportunity to learn, not the person. Your boss will always remain part of your professional circle and you will always be able to rely on his/her career advice, even if you stop working together.

 

  • Having the right work-life balance is critical for your success, so ask yourself how moving to your next career step will affect your personal life and if you are ready for it. Frequent travel, need to relocate, necessity to work out of hours—these things can seriously impact your job satisfaction.

 

  • Creating the right image is very important and is a process which takes time. You can start with creating a high-quality LinkedIn profile. LinkedIn has become a powerful tool. Read profiles of those whom you respect and admire. Use a professional, high-quality photo and ensure the use of proper English. When you apply, provide a quality CV adapted to showcase your skills for the role for which you are applying.

 

  • Always respond to recruiters but be very transparent about your true intensions. Do not interview if you are not seriously considering the opportunity. Telling recruiters that you are not ready to change the job yet will speak highly of you, proving you to be loyal to your organization and mature about your career goals. They will remember that and will keep you on their radar screen.

 

  • Get help from those around you. Pay attention to relationships and build your social capital. The pool of professionals in the industry is defined, and so is the number of companies. The proverbial “small world” applies to our industry as well, so take care of your reputation, not only within your own company, but most importantly within the industry. Become visible within your organization and outside of it. Build your own pool of advisors, coaches and mentors. They can be peers, but don’t have to come from the same department or the same company.

 

  • Make your company aware of your aspirations; otherwise your manager may assume that you are not interested and therefore not consider you for the job you want. Apply for the jobs which may be a stretch for you even if you think that the probability of getting them is low. It will send a strong message to your manager as to what you aspire to, and will help you and your manager to understand what you need to learn to land the job the next time. Treat every interview as a lesson and always ask for feedback. Unfortunately, providing high-quality, timely feedback for those candidates who failed to get the job is still not a common practice in the industry. If feedback was not provided to you, do not be afraid to reach out to the hiring manager or the recruiter to discuss the outcome of your interview. Constructive feedback is an invaluable source of direction for your future career steps and providing it is not always easy. You may need to be persistent and ask questions as to why the interview was not successful or why you were not chosen. Regardless how well you are supported in your career development, there is one principle which should always guide you: remember that ultimately, you own your career and no one else but you should drive your development.

 

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Eileen.Sawyer.Interview

Interview: Medical Affairs as a Strategic Parter to Achieve Better Patient Outcomes

May 11, 2020/in Open Access/by Medical Affairs

Eileen Sawyer, VP, Global Medical Affairs at uniQure, describes the importance of Medical Affairs acting as a strategic partner, how to effectively engage patients throughout the drug development process, and to ultimately achieve better patient outcomes.

If the video above does not play, or to view full screen, CLICK HERE to open in a new window.

 

Download the Presentation

Members may also download a PDF copy of Eileen’s presentation on The Importance of Medical Strategic Planning from the MAPS 2020 Global Annual Meeting as well as a recording of the session in the Community Portal. Not a member and wish to access the slides? Membership is only $250 USD per year ($425 for a 2-year subscription) and includes access to all new live Webinars, all on-demand Webinars (over 50 Webinars and growing each month), discussion forums to share best practices and questions with over 4,000 Medical Affairs professionals from across the globe, copies of past meeting presentations, white papers, standards & guidance tools and templates, and much, much more. Click here for membership details or to sign up: https://medicalaffairs.org/membership/

 

 

https://medicalaffairs.org/wp-content/uploads/2020/05/Eileen.Sawyer.Interview.png 321 845 Medical Affairs https://medicalaffairs.org/wp-content/uploads/2025/03/MAPS-Logo-R-NoTagLine-2048x679-1.png Medical Affairs2020-05-11 04:50:092022-11-04 09:05:51Interview: Medical Affairs as a Strategic Parter to Achieve Better Patient Outcomes
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