Anna Kaiser

Long-term care start-ups in Germany are announcing new partnerships with statutory payers almost every month. Yesterday, I had the pleasure to join a webinar organized by Vilans, a leading long-term care organization in the Netherlands. I presented the key dynamics in long-term care in Germany and the main start-ups to watch. A few additional thoughts: 1️⃣ 𝐒𝐡𝐨𝐫𝐭𝐚𝐠𝐞 𝐨𝐟 𝐧𝐮𝐫𝐬𝐢𝐧𝐠 𝐬𝐭𝐚𝐟𝐟 & 𝐥𝐨𝐧𝐠-𝐭𝐞𝐫𝐦 𝐜𝐚𝐫𝐞 𝐦𝐢𝐠𝐡𝐭 𝐛𝐞 𝐭𝐡𝐞 #𝟏 𝐩𝐫𝐢𝐨𝐫𝐢𝐭𝐲 𝐢𝐧 𝐡𝐞𝐚𝐥𝐭𝐡𝐜𝐚𝐫𝐞 There is a crisis on the demand side (always more elderly people in need of care) and on the supply side (not enough nursing staff). Technology is a key enabler to address this. 2️⃣ 𝐃𝐢𝐏𝐀 𝐢𝐧 𝐆𝐞𝐫𝐦𝐚𝐧𝐲 𝐦𝐢𝐠𝐡𝐭 𝐧𝐞𝐯𝐞𝐫 𝐜𝐨𝐦𝐞, 𝐛𝐮𝐭 𝐭𝐡𝐢𝐬 𝐦𝐢𝐠𝐡𝐭 𝐧𝐨𝐭 𝐛𝐞 𝐚 𝐩𝐫𝐨𝐛𝐥𝐞𝐦 I was first invited to the webinar yesterday to talk about #DiPA, which is the "DiGA for nursing". The DiPA framework would define a standard certification process and certified Care Apps (that are not medical products) would be reimbursed by the social care fund (up to 50 € / month). Even if DiPA should have been implemented in 2022, it is still not there. And it might never happen. However, this DiPA framework might not be needed. For example, Nui Care, a Caregivers' coordination App, which would typically be eligible for DiPA, is showing good traction, making direct deals with statutory payors. 3️⃣ 𝐓𝐡𝐞 𝐍𝐞𝐭𝐡𝐞𝐫𝐥𝐚𝐧𝐝𝐬: 𝐚 𝐫𝐨𝐥𝐞 𝐦𝐨𝐝𝐞𝐥 𝐰𝐢𝐭𝐡 𝐢𝐭𝐬 𝐨𝐰𝐧 𝐦𝐚𝐣𝐨𝐫 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 Before the webinar yesterday, I always took the Netherlands as the role model for long-term care in Europe. A company like Buurtzorg, based on self-organized care teams, is a best practice example. However, the Netherlands is spending 4%+ of its GDP on long term care (ranking the highest with Denmark), while the average in the OECD country is 1.5%. If nothing changes, 1 out of 4 persons in the Netherlands would have to work in #healthcare in 2040 to cope with the demand. This is not sustainable. 4️⃣ 𝐍𝐮𝐫𝐬𝐢𝐧𝐠 𝐡𝐨𝐦𝐞𝐬 𝐚𝐫𝐞 𝐝𝐢𝐬𝐚𝐩𝐩𝐞𝐚𝐫𝐢𝐧𝐠 𝐚𝐧𝐝 𝐥𝐨𝐧𝐠-𝐭𝐞𝐫𝐦-𝐜𝐚𝐫𝐞 𝐢𝐬 𝐦𝐨𝐯𝐢𝐧𝐠 𝐭𝐨 𝐭𝐡𝐞 𝐡𝐨𝐦𝐞𝐬 The Orpea scandal in France is one example that #nursing homes might not be the solution for long-term care. Germany prioritizes keeping patients in need at home. Even at "level 5" care needs (the highest level), over 50% of patients receive #care at-home. 5️⃣ 𝐇𝐞𝐚𝐥𝐭𝐡𝐓𝐞𝐜𝐡 𝐚𝐝𝐝𝐫𝐞𝐬𝐬𝐞𝐬 𝐢𝐧𝐞𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐢𝐞𝐬 𝐢𝐧 𝐧𝐮𝐫𝐬𝐢𝐧𝐠 The at-home nursing market is a very fragmented market. In Germany, the top 15 players only capture 5% of the market. This creates inefficiencies. Typically, a nurse would do up to 50% of tasks that a less qualified person could do. Shifting care tasks to the appropriate skill level is a significant improvement lever. This is just one examples out of many. #healthtech Thank you Henk for the invite and insights! And join HLTH Europe in June to discuss!

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It may be a buzzword for some… …but it’s the number one request we get from the top talent in Startups and Scaleups… It’s not about big salaries anymore. Purpose and impact are what top operators are looking for. 🙏🏽 With the annual Sifted Summit coming up later this week, we’re resharing my live recording from the very first Summit, over on 40 Minute Mentor today. I was joined by these legends Amali de Alwis MBE, Emma Steele and Nikki Wicks to discuss: 🪴 Why purpose matters and how you measure impact 💸 When you should and shouldn’t raise from VCs 🤝 The Body Coach turning down a million pound partnership to stick to their purpose Plus, lots of first-hand experiences from building some of the fastest growing purpose-driven businesses. You can listen to the full episode over on Spotify and Apple. Or watch it all back over on YouTube. #40MinuteMentor #Podcast #Purpose #PurposeOverProfit #SiftedSummit ----------------------------------------------------- 💡 Follow me, James Mitra for more stories on careers, mentorship & building JBM. ♻️ Repost this if you think it can help someone in your network and let me know your thoughts in the comments!

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The “No-Drama Feedback Model” is a game-changer. Lindsey Nehls says to picture an iceberg: what we see above water is just a fraction of the whole story. All too often, we only perceive what's on the surface, remaining clueless about what’s really happening with our colleagues. The “No-Drama Feedback Model” dives beneath these waters, allowing you to uncover the real reasons behind behaviors. It guides us to address root causes rather than just symptoms. After all, fixing symptoms without understanding the underlying issues is futile; behaviors remain unchanged. This model's simplicity—using facts, feelings, impact, and a gentle question—helps guide our exploration beneath the surface. Once you grasp the true “why” behind a behavior, you can initiate a dialogue to explore the underlying causes. It's about understanding, not accusing. This approach helps you address the real issues and plan a way forward together. ____ 🔔 Get more insights like this delivered directly to your inbox. Sign up for our weekly newsletter in the comments. #HR #CHRO #ChiefPeopleOfficer #hrpdocast #manager #conflict

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He Team, let's head NORTH! " 🏔   was the headline of a coaching workshop with one of my first-time leaders. A Program Manager, let's call her Linda, was challenged with managing a newly formed team across multiple European countries.   ❓ Linda's main concern was aligning the team to work in the same direction and manner. "How do I get the team to all run in the same direction and do everything in the same way?", she puzzled. ❓   I guess my response did give her a surprise: "You don't, and, you don't want to!" 🤯 Linda lifted her eye brows and mumbled "Hmmmmmm, but …. " and paused. Then she suddenly smiled, "Ahhhhh, I get, what you are trying to say." 💡   "Yes, of course we are trying to do the same things in the similar way, but it can be done in variations. If all team members know where NORTH is and then navigate on their own, taking local obstacles into account and anticipating local differences and culture, then overall, we should be fine. If everybody understands the direction and goals, I don't even need to micromanage, which is almost impossible with remote teams anyway." 😎   So, how did Linda follow up with her Team:   ⏩ She developed a set of KPIs aligned with the goals of her department ⏩ She setup regular team calls, starting with a "Get-To-Know-the-Team" Session and explained the tasks, goals and measures ⏩ Together with her team they developed a set of tools that everybody could adopt and use in their country ⏩ They conducted regular "Best Practice" sessions to ensure key learnings and successes could be replicated by others.   Linda's personal goal moved from trying to have everybody strictly head NORTH to having 90% of her team moving between NORTH-EAST and NORTH-WEST while navigating local obstacles on the way. 😃 What is your experience with running international teams? Linda and I are curious to learn about your best practices!

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👇 Relatively simple piece of advice that can do wonders for the culture of an organisation.

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Talking to #AI just got real - and emotional! Introducing GPT-4o that will shift the collaboration paradigm of interaction between the human and the machine. "When we interact with one another there is a lot we take for granted," said CTO Mira Murati adding that GPT-4o is able to reason across voice, text and vision. Yes, real-time audio (conversational speech) and vision coming up in the next few weeks. This is a game changer! https://lnkd.in/gb49kTv5

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Looking for a read on Friday? Cool, let's continue talking about scaling #ProductOwnership! The second part of my prelude on the Enterprise Value Team. I want to highlight the challenges when we want to scale Product Ownership within the company. In the next part I'll be talking about the idead of the Enterprise Value Team, finally! 🤗 Understanding the pattern requires understanding where it emerged from and what it is designed to help with. https://lnkd.in/dyj_Q6mb #Agile #ProductOwner #ProductManagement #Scaling

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