Useful Advices - Business

It’s not true in every organization, but it is true in many. Managers often don’t understand their employees. They don’t know how to motivate, inspire, and correct people effectively. As I work with my clients, I hear the same questions repeatedly: “How do I get my employees to …

…qui

According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product

t complaining?”

…do more than the bare minimum?”

…contribute in meetings?”

…show up on time?” etc.

I also hear all kinds of answers for each situation. Some proposals are good, and some are not. The good suggestions show an understanding of human nature and an effort to apply behavio

; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.

Examples of combination products may in

ral principles. The bad ones usually feel good to the manager, but they violate some basic principle of human relations.

Human behavior is a complex subject. However, events that appear to be random, isolated behaviors actually fit into predictable patterns for most people. If you unde

lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.

stand the patterns, you will know what to do in most situations. I’ve developed the Five Be’s of Motivation to reduce these patterns to five easy to remember and apply principles.

So, let’s get started…

1. Be Positive

People do things for one of two reasons: to avoid pain or to pursu

here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe

e pleasure. As a manager, you constantly work between these two options. If you use negatives - like verbal reprimands, threats, or other punishments - to drive behavior, people will do just enough to avoid the pain. You will condemn yourself to bare minimum effort from your employees.

d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.

Combination pro

If you focus on rewarding good behaviors, you improve the odds that you will get cooperation and extra, discretionary effort rather than conflict, complaints and bare minimum performance.

Noticing unacceptable behaviors and stopping them with punishment is easy. It takes effort to recogn

ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc

ize good behaviors and praise them. You need to do both; but the more you recognize the good, the less likely you are to see the bad.

2. Be Specific

Make sure you speak only about specific behaviors. Whether you administer discipline or offer praise, the more specific you make your wo

easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi

rds the better.

Emotional involvement (anger) from a negative situation often makes specificity a bigger challenge during discipline. For example, one of your employees consistently challenges you in meetings. Many people get angry at the situation and tell the employee to “stop being r

nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically

de and inconsiderate.” Well, “rude” and “inconsiderate” are interpretations of behavior, not behaviors. A better statement would be, “I don’t appreciate it when you interrupt and challenge me. I see those behaviors as rude and inconsiderate. I won’t do it to you, and I don’t expect you

and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ

to do it to me.” (I suggest you do this in private.) Depending on the situation, you might take further disciplinary action based on company history and workplace rules. Whether you take further action or not, focus on specific behaviors and not interpretations.

Here are some examples

ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi

- Rude, inconsiderate, disrespectful, arrogant, obnoxious, flighty, unfocused, smart aleck, and pushy are interpretations.

- Interrupting, rolling eyes, speaking loudly (or softly), shrugging shoulders, looking away, walking away, and tone of voice are specific behaviors.

3. Be Cert

ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.

Following aspects would a

ain

People act based on what they expect to happen to them in the future. Whether it’s avoiding pain or pursuing pleasure, it’s still about expectations. Your employees need to know - without a doubt - what to expect from you based on their actions.

Make sure that everyone clearly unde

dd to the challenges in developing combination products:

Which markets to tap where the combination products can do fairly well?
Which combination prod

rstands the rules of conduct in your workplace. Ideally, you will write down anything that is mission critical to your operation. I don’t suggest that you make your employee handbook look like the Code of Federal Regulations, but you should have a few well-written and clearly defined beh

cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin

vioral expectations for your business. People need to know the rules. They need to know what to expect when they follow the rules - and when they don’t.

4. Be Consistent

Consistency works in close partnership with Certainty. It is Certainty’s twin in the daily struggle to create a hi

tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen

gh-performing, results-oriented team. If you don’t consistently apply your workplace rules, your employees will never develop a sense of certainty.

Consistency applies to both positive and negative behaviors. If you say that you will reward certain behaviors, then always reward them. I

t?

As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel

you say that certain behaviors are unacceptable, always act to stop them.

5. Be Immediate

Act now. When your employees do something worthy of praise - do it now. When they need correction - do it now. Delayed consequences have very little impact on behavior.

I’ll illustrate the poi

ping new procedures for reviewing their safety, efficacy and quality.

Professional from academic institutions, pharmaceutical industries, health care indust

nt with my behavior.

I like cheesecake. Eating cheesecake offers me both immediate and future consequences. The future consequence is negative - I could develop a weight or blood pressure problem. The immediate consequence is positive - it tastes good and gives me pleasure. When I have t

y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products

he opportunity to get cheesecake, I find it difficult to resist even though I understand the negative consequences. Why? The immediate, certain positive tends to overshadow the future, possible negative.

Acting immediately has an added benefit when the behavior is inappropriate. If the b

.

As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de

havior continues without correction, you are likely to get angrier every time you see it. As you get angrier, you will probably have more difficulty keeping your response proportional to the behavior (i.e. – not blowing your stack). Act now and you will be better able to maintain self-co

elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.

Companies that provide selfless information through particip

ntrol.

Copyright 2005, Guy Harris

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tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products

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