Digital Lifestyle Medicine: Designing, Delivering, and Scaling for Impact

Digital Lifestyle Medicine (DLM) is a consumer-centric model of care which elevates the importance of daily behaviors in preventing and reversing chronic disease using virtual and digital modalities to reach patients in the context where lifestyle behaviors occur and empower them to stay well. DLM is health care reimagined, designed to inspire patients to live their best life by enabling skill-building, self-efficacy, and sustainable behavior change supported by peers, scientific-evidence, and a multidisciplinary team of lifestyle medicine (LM) clinicians. Importantly, it requires insights and collaboration from healthcare experts and technology entrepreneurs to provide a profoundly different “user experience” layered with context, relevance, and scalability. Using examples from our DLM practice, we describe how key components of LM practice, including a multidisciplinary care team, behavior change support, health coaching, and peer support, are prime for digital delivery. We conclude by providing preliminary patient outcomes to date, key success factors, and opportunities for enhancement and expansion to inform the adoption and successful implementation of DLM across the collective of LM practice.

The double-edged sword effect of psychological safety climate: a theoretical framework

Purpose Psychological safety climate has been commonly conceptualized as a facilitative team property. Despite the literature review and meta-analysis conducted recently, little is known about the potential dark side of psychological safety climate. The purpose of this paper is to develop a theoretical framework to advance our understanding of both the bright and dark sides of psychological safety. Design/methodology/approach Drawing on extant theories and previous literature, the authors propose a conceptual framework of the mechanisms and boundary conditions underlying the relationship between psychological safety climate and dysfunctional team behavior. Findings The authors propose that the relationship between psychological safety climate and dysfunctional behaviors in the team is directly contingent on psychological safety climate strength, and indirectly contingent on task interdependence, group faultlines, group conflict asymmetry and team power distance differentiation. Originality/value First, the authors attempt to expand psychological safety climate literature by considering its potential damaging outcomes. Second, they contribute to the theory of psychological safety climate by suggesting a theoretical model consisting of the boundary conditions wherein psychological safety climate could reduce team effectiveness. Finally, the authors incorporate climate strength into the psychological safety literature to probe the antecedents of psychological safety climate strength and when it matters to the subsequent negative outcomes.

Experimental investigation into the basic application of force and position control for human-machine team lifting operations in manufacturing

In manual material handling operations associated with manufacturing, often a two-person team lifts a container. The labor intensive task of lifting a container could be improved by replacing the two-person team with a human-machine team. It is hypothesized that a human-machine team could behave similarly to a two-person team when lifting a container. To test this hypothesis, the presented research experimentally investigated the application of force and position control to a machine that was working collaboratively with a human to lift a constructed container. A basic experimental approach to lifting and control was undertaken at a benchtop scale to evaluate the results for proof-of-concept and further development. For the experimental setup presented, the results show that a combined force and position control architecture delivered better lifting performance as compared to standalone force or position control. It was concluded that the combined force and position control strategy created better team behavior for the machine as it worked collaboratively with the human to lift a constructed container. The advantage of the control approach presented is its simplicity and its ability to be retrofitted to existing equipment. The novelty of the control approach lies within the way the force and position errors from independent controllers are combined into a single command signal with no priority given to either force or position.

A Communication Audit Exercise to Enhance Virtual Team and Individual Communication Skills

This article outlines a unique student activity designed to close the gap between students’ perceived and actual communication and team behavior during virtual group meetings. The Communication Audit exercise requires that students record an online small group meeting and then review the recording while categorizing each verbal remark into observable behaviors aligned to the instructor’s learning objectives. The audit delivers objective data to students concerning their team habits and leads to excellent discussions of opportunities to improve team dynamics and individual contributions to a team process.

Perceived Learning Outcomes and Team Behavior in Entrepreneurial Venture Creation Universitas Ciputra Surabaya 2020

<p><em>Entrepreneurial Venture Creation is one of signature curricula in International Business Management Universitas Ciputra Surabaya. It is part of 7 semesters Entrepreneurship Education Journey to equip students with entrepreneurial skill by doing real business project. It is a set skill that helps students to face volatile, uncertain, complex and ambiguous (VUCA) future. Especially during COVID-19, it’s one of a real case study of VUCA. During Entrepreneurial Venture Creation (EVC), students guided through design thinking phase starting from empathize, defining problem, ideation and prototyping, market testing, finally they evaluate and conclude their venture development. Half of the design thinking process of EVC was done remotely in an online classroom platform due to COVID-19. The purpose of this research is to evaluate whether Entrepreneurship Education intervention in form of Entrepreneurial Venture Creation curricula can increase their perceived knowledge, perceived entrepreneurial mindset, and perceived venture creation skill. This study also want get a closer understanding how team behavior can interfere their venture continuation. There are 533 of second semester students who were participated in the survey. Total population sampling was used in the process. The result of simple statistic descriptive showed they have positively increased their perceived entrepreneurial knowledge, perceived entrepreneurial mindset and perceived venture creation skill, whether they have a good team behavior or not. The statistic showed that there are 9.19% teams that didn’t have good behavior and decided to discontinue their venture, yet still have high perceived entrepreneurial knowledge, perceived entrepreneurial mindset, and perceived venture creation skill.</em></p>

Effect of competitive psychological climate on unethical pro-team behavior: The role of perceived insider status and transformational leadership

Summary The purpose of this study is to explain why employees in financial companies in Sri Lanka are likely to engage in unethical pro-team behaviors and how transformational leaders involve controlling unethical pro-team behaviors in a competitive work environment. The study employed a quantitative approach to investigate the association between the competitive psychological climate and perceived insider status on unethical pro-team behaviors. The authors collected data from 426 sales representatives at a finance company in Sri Lanka and tested hypotheses using Structural Equation Modelling analyses through Smart PLS version 3. The results indicate that competitive psychological climate and perceived insider status are positively associated with unethical pro-team behaviors. Further, the transformational leadership’s moderation is negatively significant on the relationship between competitive psychological climate and unethical pro-team behaviors. The study has shown that the leader will delegate more responsibility to the employee, associated with increased employee empowerment and high-quality, ethical behaviors. Besides, it contributes to the literature as of the new theoretical base and offers practical implications with the richer view of a nomological link between the leader, competitive employee, and competitive work environment.

Realistic evaluation of the Flexmonitor, a team program to maintain and reflect on flexibility

PurposeFlexibility is necessary in a dynamic healthcare environment. However, balancing flexibility and consistency is difficult for healthcare teams, especially when working in threatening conditions. Methods are needed to help teams create, monitor and maintain flexibility.Design/methodology/approachThis study evaluates a practice-based program –– the Flexmonitor – which aims to help teams develop and maintain flexibility. Here, realistic evaluation was used to refine the program and define building blocks for future programs.FindingsThe Flexmonitor can be used to monitor implicit criteria and differences in interpretation and beliefs among team members to promote flexibility. It also monitors team behavior and the effects of this behavior on self-defined indicators. Using the Flexmonitor, team members can discuss their beliefs and the definitions and criteria of flexibility. Strikingly, teams were not able to effectively self-manage their flexibility using the Flexmonitor.Originality/valueThis article contributes to our knowledge of self-managing teams, particularly the question of whether team members can take responsibility for team flexibility.