Page | 1 

 Reflections : Learning Launch for a Well - Being Programme 

 Challenge   Physicians burnout is a prevalent issue worldwide and there are increasing studies / articles on   physicians leaving service due to excessive workloads , display of disruptive behaviours due to higher   stress , display of greater dissatisfaction and increased no . of physicians seeking help etc . This is an   important issue as burnout not only affects the individual ’s health and well - being , it also affects their   relationship with colleagues and family members , as well as the quality of clinical care , patient safety   and satisfaction etc .      However , we hypothesized that the number of physicians seeking help from the official institutional   support offered ( e.g. helpline to offer employee assistance , “ SPEAK UP ” initiative ) is only tip of an   iceberg , as burnout is commonly viewed as a weakness and there is fear of being stigmatized . We also   hypothesized that physicians are more likely to seek help when the situation has become more severe ,   and this can be alleviated if there are physicians themselves within the work environment to recognize   the signs and symptoms and intervene at an earlier stage , in comparison to a passive approach . 

 Selection   A learning launch , or smaller - scale experimentation is selected for the well - being programme due to   the lack of complete data on the level of burnout across the institutions and data on the usefulness of   the existing interventions that we had hypothesized to be under - utilized . Also , burnout is a sensitive   topic to physicians that needs to be carefully managed . Many of our ideas are actually “ smart guesses ”   that we think may work and are not suitable for a massive implementation yet . We would likely need   to refine the programme based on participants ’ feedback , and there can have deeper conversations   when the group size is smaller .      In addition , a learning launch is much faster , easier and cheaper in terms of the efforts and time   required for planning , execution , number of facilitators and support staff required , as well as the   actual expenses such as venue rental , food and logistics . 

 Application   To overcome the stigma and dissociate from negative connotations with burnout , the well - being   programme was named * in a positive manner that is more uplifting and energizing to motivate   participants to attend . The programme was also framed at an angle that the participants are attending   to help colleagues and juniors , instead of tackling their own stress .       Led by two senior physicians , the organizing team consists of healthcare professionals who are non- physicians and have domain knowledge in psychological health , counselling and therapy to bring in   diverse views and suggestions in planning the programme . They also act as facilitators during the   session to smoothen the implementation and collect feedback for the programme after each segment .   Concurrently , we also leveraged on this opportunity to obtain more data needed to gain a better   understanding on the level and impact of burnout in the participants ’ departments / specialty , and   coping strategies used on both the individual and department levels . To enable sparking of new ideas   with different group dynamics or a participant dominating the group conversation , we also changed   the groupings and pairing of facilitators , aimed to bring new insights .      15 physician - leaders in education were invited to participate in this learning launch , as they are likely   to be facing high level of pressure in their leadership roles but are more “ nurturing ” and able to 

 Page | 2 

 provide constructive feedback for the programme . In addition , they have myriad experience and   wisdom for thriving / surviving in the system , there will also be much insights that we can gain from   their personal stories in overcoming the stressors . If the outcome is successful , not only would they   have benefitted directly , those who are interested can also be appointed as champions for physician   well - being , “ planted ” in work environment to identify colleagues who are under stress at an early   stage and use the approaches / knowledge learnt to provide support and inspire positively . 

 Insight    Though I was not one of the domain experts in leading or planning the content , and played more of   the coordination role , it was still a fruitful learning experience through observing , listening to the   sharing , perspectives and feedback . Overall , we gathered more opinions on the issues on the ground   and approaches that can be reviewed from the 13 participants who turned up . The session went on   smoothly and was well - received . There were also tiny surprises that we did n’t think of and can be   considered when planning for the next learning launch . For example , we were playing soft and relaxing   music that were meant to bring a sense of comfort and calmness , as they draw or write out their   recollections related to a selected picture of their choice . It turns out that the surgeon present found   the music a nuisance and shared that most surgeons prefer quiet environment . From this first learning   launch , it does seem like this well - being programme will complement the existing initiatives well .      In my opinion , learning launch is not entirely a new concept but requires a mindset shift and   willingness to take smaller steps then win big at the work environment . For instance , I personally enjoy   looking up recipes and cooking methods , gathering feedback from friends and family members to   experiment and create new dishes . However , it is different when much is at stake ( e.g. returns from   time and efforts ) , established processes and expectations . Hence , there may be some resistance faced   when deviating from the norm . Education about learning launches/ design thinking and how it allows   us to make safer bets with smaller losses or failures with manageable risk will be necessary to   encourage more people to move out of their comfort zones .        Approach    As learning launch is not a one - step solution and perspectives from 13 education - leaders is not   representative of the entire population , we ’ll continue to run a series of learning launches with the   feedback received and make improvements to the well - being programme , such as increasing the   group size to 40 participants , holding a session for physicians from a single specialty only , holding a   session for physicians from one institution instead of cross - institutions , holding a session for   physicians who are not in leadership positions , and combining both senior and junior physicians in one   session for different group dynamics .      Moreover , we can explore using the mind - mapping tool during future learning launches , as we are   gathering insights and looking for patterns or common themes in the stressors and what inspires or   motivates the physicians during the programme . It is a visual method where we can place sticky notes   placed on the walls to explore ideas raised in the conversations with the participants directly . This will   also save some time and effort in reviewing the list of feedback provided after the session by the   organizing committee . Who knows ? We may find new ideas to further improve this well - being   programme , or new approaches and possibilities for new initiatives .       It is a long way ahead for us . 


EMAIL: 
ID_NUM: 
NAME_STUDENT: 
PHONE_NUM: 
STREET_ADDRESS: 
URL_PERSONAL: 
USERNAME: 

### Task: You are a PII (Personal Identity Information) Detection. Given a essays written by students, you have to identify ONLY the following:
NAME_STUDENT - The full or partial name of a student that is not necessarily the author of the essay. This excludes instructors, authors, and other person names.
EMAIL - A student’s email address.
USERNAME - A student's username on any platform.
ID_NUM - A number or sequence of characters that could be used to identify a student, such as a student ID or a social security number.
PHONE_NUM - A phone number associated with a student.
URL_PERSONAL - A URL that might be used to identify a student.
STREET_ADDRESS - A full or partial street address that is associated with the student, such as their home address.
### Input: Page | 1 

 Reflections : Learning Launch for a Well - Being Programme 

 Challenge   Physicians burnout is a prevalent issue worldwide and there are increasing studies / articles on   physicians leaving service due to excessive workloads , display of disruptive behaviours due to higher   stress , display of greater dissatisfaction and increased no . of physicians seeking help etc . This is an   important issue as burnout not only affects the individual ’s health and well - being , it also affects their   relationship with colleagues and family members , as well as the quality of clinical care , patient safety   and satisfaction etc .      However , we hypothesized that the number of physicians seeking help from the official institutional   support offered ( e.g. helpline to offer employee assistance , “ SPEAK UP ” initiative ) is only tip of an   iceberg , as burnout is commonly viewed as a weakness and there is fear of being stigmatized . We also   hypothesized that physicians are more likely to seek help when the situation has become more severe ,   and this can be alleviated if there are physicians themselves within the work environment to recognize   the signs and symptoms and intervene at an earlier stage , in comparison to a passive approach . 

 Selection   A learning launch , or smaller - scale experimentation is selected for the well - being programme due to   the lack of complete data on the level of burnout across the institutions and data on the usefulness of   the existing interventions that we had hypothesized to be under - utilized . Also , burnout is a sensitive   topic to physicians that needs to be carefully managed . Many of our ideas are actually “ smart guesses ”   that we think may work and are not suitable for a massive implementation yet . We would likely need   to refine the programme based on participants ’ feedback , and there can have deeper conversations   when the group size is smaller .      In addition , a learning launch is much faster , easier and cheaper in terms of the efforts and time   required for planning , execution , number of facilitators and support staff required , as well as the   actual expenses such as venue rental , food and logistics . 

 Application   To overcome the stigma and dissociate from negative connotations with burnout , the well - being   programme was named * in a positive manner that is more uplifting and energizing to motivate   participants to attend . The programme was also framed at an angle that the participants are attending   to help colleagues and juniors , instead of tackling their own stress .       Led by two senior physicians , the organizing team consists of healthcare professionals who are non- physicians and have domain knowledge in psychological health , counselling and therapy to bring in   diverse views and suggestions in planning the programme . They also act as facilitators during the   session to smoothen the implementation and collect feedback for the programme after each segment .   Concurrently , we also leveraged on this opportunity to obtain more data needed to gain a better   understanding on the level and impact of burnout in the participants ’ departments / specialty , and   coping strategies used on both the individual and department levels . To enable sparking of new ideas   with different group dynamics or a participant dominating the group conversation , we also changed   the groupings and pairing of facilitators , aimed to bring new insights .      15 physician - leaders in education were invited to participate in this learning launch , as they are likely   to be facing high level of pressure in their leadership roles but are more “ nurturing ” and able to 

 Page | 2 

 provide constructive feedback for the programme . In addition , they have myriad experience and   wisdom for thriving / surviving in the system , there will also be much insights that we can gain from   their personal stories in overcoming the stressors . If the outcome is successful , not only would they   have benefitted directly , those who are interested can also be appointed as champions for physician   well - being , “ planted ” in work environment to identify colleagues who are under stress at an early   stage and use the approaches / knowledge learnt to provide support and inspire positively . 

 Insight    Though I was not one of the domain experts in leading or planning the content , and played more of   the coordination role , it was still a fruitful learning experience through observing , listening to the   sharing , perspectives and feedback . Overall , we gathered more opinions on the issues on the ground   and approaches that can be reviewed from the 13 participants who turned up . The session went on   smoothly and was well - received . There were also tiny surprises that we did n’t think of and can be   considered when planning for the next learning launch . For example , we were playing soft and relaxing   music that were meant to bring a sense of comfort and calmness , as they draw or write out their   recollections related to a selected picture of their choice . It turns out that the surgeon present found   the music a nuisance and shared that most surgeons prefer quiet environment . From this first learning   launch , it does seem like this well - being programme will complement the existing initiatives well .      In my opinion , learning launch is not entirely a new concept but requires a mindset shift and   willingness to take smaller steps then win big at the work environment . For instance , I personally enjoy   looking up recipes and cooking methods , gathering feedback from friends and family members to   experiment and create new dishes . However , it is different when much is at stake ( e.g. returns from   time and efforts ) , established processes and expectations . Hence , there may be some resistance faced   when deviating from the norm . Education about learning launches/ design thinking and how it allows   us to make safer bets with smaller losses or failures with manageable risk will be necessary to   encourage more people to move out of their comfort zones .        Approach    As learning launch is not a one - step solution and perspectives from 13 education - leaders is not   representative of the entire population , we ’ll continue to run a series of learning launches with the   feedback received and make improvements to the well - being programme , such as increasing the   group size to 40 participants , holding a session for physicians from a single specialty only , holding a   session for physicians from one institution instead of cross - institutions , holding a session for   physicians who are not in leadership positions , and combining both senior and junior physicians in one   session for different group dynamics .      Moreover , we can explore using the mind - mapping tool during future learning launches , as we are   gathering insights and looking for patterns or common themes in the stressors and what inspires or   motivates the physicians during the programme . It is a visual method where we can place sticky notes   placed on the walls to explore ideas raised in the conversations with the participants directly . This will   also save some time and effort in reviewing the list of feedback provided after the session by the   organizing committee . Who knows ? We may find new ideas to further improve this well - being   programme , or new approaches and possibilities for new initiatives .       It is a long way ahead for us .
### Output: 