I’ve developed a training course but there are no participants… what now?

True story: a researcher discovers that healthcare professionals need more knowledge about behavioural changes associated with dementia. He sets to work, develops an online training course, but nobody signs up. Why is that? Prof. Dr Robbert Huijsman reflects on this.

Robbert Huijsman, Professor of Innovation & Implementation in Dementia Care (Erasmus School of Health Policy & Management), recognises such situations all too well. It’s not just training courses; brochures, tools and other products are often barely taken up either. The reason? Not enough analysis before a solution is devised. Fortunately, you can prevent this.

1. Identify the real problem

It’s tempting to equate needs identified in a study directly with solutions. But that leaves a lot out of sight. “Problems for which people see no solution won’t come to light if you simply ask about needs,” explains Huijsman. It’s better to ask about the main problems people are experiencing. For example, ask healthcare professionals what challenges they face in the healthcare sector or in the consultation room. In this way, you can explore together where the friction lies and where there are opportunities for improvement. This exploration leads to a question, such as: is there anything that would help us deal better with changing behaviour?

2. Understand the context

Once you’ve identified the problem, it’s important to understand the context. Consider the time people can invest, the pressure they’re under, previous experiences with solutions, or other constraints. Huijsman: “Some departments in healthcare organisations don’t have computers. In that case, digital training is out of the question.” And: who do you actually need to speak to in order to understand the context? In a self-managing team, the care staff decide for themselves whether, for example, they want to use a new tool. In a more hierarchical organisation, management determines how work is carried out.

3. Come up with several solutions

Huijsman emphasises the importance of creativity at this stage. Instead of coming up with a single solution, it’s worth exploring several avenues. If you think: knowledge gap = online training, then you’re taking a very narrow view. Perhaps a short video or, conversely, a physical reminder on the work floor would be more effective. It can also help to consider how other stakeholders might solve the problem. “Or perhaps a solution to a similar problem already exists in another field. For example, how does an amusement park turn long queues into a positive experience?”

4. Test your idea in practice

In this phase, it’s important to check which solution really works. To do this, go back to the people experiencing the problem and present the various options to them. “They’re bound to come up with practical questions you hadn’t thought of yourself,” says Huijsman, speaking from experience. For example, can you pause the digital training halfway through and easily resume it later?

Adapt your solution, test it again and remain creative and flexible. If the foundation is sound, it’s time for a proper pilot: involving an entire department or the whole organisation. An application has been successful if it has become a routine part of the work. Also realise that you’re asking a bit extra of those who are using it. Huijsman: “So also think about what can be removed. That’s called de-implementation.”

• Would you like to read more about Prof. Dr Robbert Huijsman’s chair? Visit Alzheimer Nederland.nl.