One does not discover new lands without consenting to lose sight of the shore for a very long time.”
André Gide

Martinique Beach, Nova Scotia
Share.Learn.Inspire.Transform
One does not discover new lands without consenting to lose sight of the shore for a very long time.”
André Gide

Martinique Beach, Nova Scotia
“Change management in the workplace is the leading factor in supporting people through adoption and engagement while change occurs and is undertaken. Change management is a set of steps that are followed on a particular project or initiative. It really is a three-pronged approach: people need to understand the change, buy into the change, and then have the change reinforced to actually change behaviour.”
Maria Artuso MBA(FS) 2015, Community Manager at RBC Royal Bank

Maria Artuso MBA(FS) Class of 2015
Managing through change has become the new norm. As a leader, it is important to understand a number of parameters, including why change is occurring at such an extreme pace, how individuals feel about the change and how they cope with the change. Change at this point is inevitable. Gone are the days where we reminisce about how things were done years ago. Some individuals thrive in an agile environment, where change can be viewed as exhilarating and super exciting, and personally challenging. Others struggle with the reality that the constant is change, not being able to stay put, and always needing to reinvent themselves and learn new things.
I have been working in the financial services industry for the past 21 years, and have had the privilege of working with leaders who have been phenomenal in terms of working through change, and being respectful of how people will adapt, endure, and overcome the constant of change. When I first started in the industry, I was in my late teens and found it very interesting how some colleagues would say “this is the way we do it here”; “we’ve done it like this for years”; “if it’s not broke don’t fix it”. I remember being taken aback at how it felt to be working within an inflexible and policy-stricken working environment.
In school and at home, my generation was encouraged to “shoot for the stars”; “you can be whatever you put your mind to”; “don’t ever settle for second best”. What I was learning in school and experiencing at work was quite different. What I did not realize or really endorse at the time was that while change management is not an easy philosophy, it is a critical component of organizational transformation. How employees respond to change, let alone, how they overcome this new norm, is vitally important to the viability and sustainability of an organization’s success. Both the leader and employee play extremely important roles.
As I continued to work in the banking industry, and furthered my education, it became clearer to me that how people felt within the working world was very different than in the educational system. I began to think about how great the workplace could be and would be if we continued to push the envelope, consider everyone’s thoughts and opinions vs. just those of the loudest contributors. We could never rest on our laurels.
Change management in the workplace is the leading factor in supporting people through adoption and engagement while change occurs and is undertaken. Change management is a set of steps that are followed on a particular project or initiative. It really is a three-pronged approach: people need to understand the change, buy into the change, and then have the change reinforced to change behaviour. Change management matters. It needs to occur one person at a time. Change can be very costly if managed improperly. The good news is that effective management of change increases success overall.
As a new leader, I learned about ADKAR, a model used to understand how people process change: Awareness of the need for change, Desire to participate in and support the change, Knowledge on how to change, Ability to implement required skills and behaviours, and Reinforcement to sustain the change. The truth is, leading employees through organizational change, whether big or small, requires empathy, trust, care, and a growth mindset in order to move forward. Organizations cannot change their culture unless individual employees change their behavior—and changing behavior is not easy; it is actually hard.
Sometimes a leader’s admission of vulnerability helps others recognize and address their ability to process change. You cannot force people to change – you can only help them want to. It is so important for people to understand the why behind the change, the impact it will have on them, and what’s important them. It is vital to acknowledge that there are opportunities for individuals to provide input and feedback. This will empower individuals to buy-in and feel good about their contribution to the change. In so doing, leaders generate a winning culture by engaging and exciting the people responsible for delivering change. It is important to celebrate successes and quick wins and generously and publicly acknowledge those who demonstrate the leadership behaviours that make a strategy succeed. Asking team members to share their experiences will encourage the growth mindset required to ensure that change continues to take place at a pace that is commendable in our organizations.
I truly believe that the behaviours of change of management will allow us to never be stuck in old ways. Instead, it will create a flexible and agile collaborative team capable of pivoting in a timely manner, generating the environment where great things will happen because we allowed ourselves to try something new.
Maria Artuso MBA(FS) 2015, Community Manager at RBC Royal Bank, was recently named one of Ottawa’s Top 40 under 40 business professionals. A successful, highly motivated business leader with a track record of success in the fields of operational effectiveness, retail banking, commercial banking, and leadership, Maria is dedicated to giving back to her community, believing that her volunteerism enhances her job performance and life experiences. Maria has graciously agreed to be a repeat contributor on CEGE Connection.
“Just as the wave cannot exist for itself, but is ever a part of the heaving surface of the ocean, so must I never live my life for itself, but always in the experience which is going on around me.”
Albert Schweitzer

Grand-Pré, Nova Scotia
“Blended learning has been demonstrated to yield higher levels of success than either face-to-face or online alone. Studies in both academic and grey literature have presented findings which show higher orders of learning – what we call “deeper learning” through this model. The future is very promising, due to its accessibility and ease of access, regardless of location, or time zones….”
Dr. Martine Durier-Copp

Dr. Martine Durier-Copp
Have you ever been involved in a project or endeavour that came from an idea that arrives spontaneously and impromptu? Unplanned, with the added advantage of optimum timing? CEGE Connection is an outcome of such an occurrence. March 2016, Dr. Martine Durier-Copp facilitated a Dalhousie presentation to potential MBA students at the Delta Hotel, Vancouver. This session provided an opportunity for graduates of the CEGE MBA program to share their experiences and encourage others to join a robust academic program. There is a singular connection that exists with CEGE graduates, whether they are freshly minted 2019 graduates or whether they completed their MBA in the early days of the program.
After the presentation, Martine and I headed out into the chilly Vancouver weather. Our conversation was stopped mid-stride when Mr. Peanut and his representative offered us a rose, a bag of peanuts and an opportunity to discuss marketing strategies, product placement, delivery systems and branding. And that was the genesis of CEGE Connection. For in that short meeting, Martine and I came away with the same thought that we need to have meaningful discussions, even with Mr. Peanut. Martine looked at me and said, “Wouldn’t it be interesting if the graduates had a forum to dialogue and reconnect?”

Martine Durier-Copp
So here we are, four years later. Martine’s vision has been realized. CEGE Connection has become and continues to be a vibrant place to share experiences and explore new ideas. It has become an evolving narrative of what’s next, the next chapter, and the ongoing adventures of the CEGE family.
Today, we are celebrating Martine’s next chapter Martine has accepted an appointment as Dean at the Nova Scotia College of Art and Design (NSCAD) University. In a recent announcement, Dr. Vivian Howard, Associate Professor, Interim Dean, Associate Vice-President (Academic) shared her thoughts on Martine’s Legacy.
Martine joined the Faculty of Management as an adjunct professor in the School of Public Administration in 1996, following a career in public service, in Ottawa, Toronto, Washington and Halifax. Since 2010, Martine has been Director of the Faculty of Management’s Centre for Executive and Graduate Education (CEGE, formerly CFAME), and under her leadership our Faculty has launched new programs and certificates, both credit and non-credit, and has seen enrolments grow. She directed several projects in Cuba, and our current projects with the Government of Nunavut. Martine’s career has consistently demonstrated her commitment to lifelong personal and professional growth.
In addition to her role managing the CEGE office, Martine has a strong commitment to music and dance and performs with flamenco company, Flamenco en Rouge. Her new role at NSCAD will give her an opportunity to combine her interest in post-secondary educational administration with her passion for the visual and performing arts. While we will all miss Martine’s energy and positivity, there is no doubt that this is a unique opportunity for her to move into a stimulating new role and to take on new challenges.

Martine, you will be missed. From all of us at the Centre for Executive and Graduate Education, congratulations on your appointment as Dean at the Nova Scotia College of Art and Design (NSCAD) University. We are grateful for your encouragement and dedication to our CEGE family and extended community over the years. Your enthusiasm for life, dedication to excellence and commitment to creativity continues to inspire us all.
Rebecca Budd
CEGE Connection, Editor & Blog Coordinator
“Martine, you have been a great leader of our team and a wonderful mentor to me. I have always appreciated your support, guidance and your incredible enthusiasm and work ethics for the programs, the students, the alumni and department. It is not going to be the same without you, but you have taught us all so much, thus we have much more in our toolbox that will guide us in your absence. I wish you all the best in this new chapter of your life; NSCAD is very lucky to have you a part of their leadership team.”
Michelle Hunter
Interim Director CEGE
“Dear Martine, we miss you already. You’ve taught us well what a good boss should be; someone has some very big shoes to fill and they should have nails on the bottom of them if at all possible 😊. After all, as someone needs to keep doing the kicking around here. Who knew all those years ago when we first worked together that things would come back around? I feel quite confident that our continued relationship will come around again in one way or another and we’ll get up to something new. Be well, be happy and stay in touch. Hugs and love.”
Morven Fitzgerald
Learning Coordinator MPA (M) & MIM Programs
“Martine was an inspirational leader and good friend. She knew exactly what to say to make you fell needed and encouraged. I honestly am having a hard time imagining our office without her around. I wish her the very best in her new position and know she will make as big an impact at NSCAD as she did here. Cheers!”
Derek Tay
Learning Coordinator MBA (FS/L) Program
“Wishing you all the best at NSCAD! Such a great opportunity to combine your love of academics and art to benefit the students and wider community. Thank you for everything and enjoy this next adventure!”
Sarah Hayes-Brown
Admissions and Registration Coordinator
“Martine, wishing you all the best for all your future endeavors. Thank you for everything, you have always been a great boss and mentor, it has been great experience working with you, once again all the best, NSCAD is very fortunate to have you. Will miss you a lot!”
Deepika Mathur
Administrative Assistant
“Martine, we’ll miss your energy and optimism, your warmth, wit and big heart. Many thanks for your expert guidance and support over the years, which has built a great team here at CEGE. Wishing you every success in your new role where your passion for the arts and academic leadership skills will combine for even greater things! Merci et à la prochaine.”
Moragh MacAulay
Manager, Executive Education
“Hi Martine, thank you for all your support while I have been with Executive Education. I will miss you working with you. Wishing you all the best and may success follow you with your new position at NSCAD; they are lucky to have you! I’m sure your creativity will continue to flourish in that environment.
Melodie Hueber
Program Coordinator, Executive Education
“Thank you for your support and guidance during my time here at CEGE. It has been a wonderful experience working with you. I will miss your positive attitude and sense of humor. I wish you all the best in your future endeavors!”
Cassandra Cooper
Program Assistant
“When I went to Venice, I discovered that my dream had become- incredibly, but quite simply- my address.”
Marcel Proust

Venice

The World Economic Forum proclaimed recently we are in the “decade of action”––that we can no longer wait to act on facing the challenges of climate change and other related ‘wicked problems’ of modernity. The consensus by 11,000 global scientists is that we are facing a climate catastrophe if our world society does not act collectively and quickly. The United Nations framework has provided seventeen sustainable development goals (SDG) and the 2030 Agenda as a blueprint for embracing these challenges. The message is loud and clear, the long-term future of not the planet, but of humanity and other life is at risk.
For too long economics has been the dominate force, preempting all other interests and sacrificing humankind’s long-term future. As David Orr suggests, “There is a tendency to sidestep the possibility that we are a flawed, cantankerous, willful, perhaps fallen, but certainly not entirely planet-broken, race.” Perhaps it is the human condition to only focus on short-term egocentric interests––this might be our fatal flaw. However, we are sentient beings that have the capacity for empathy and caring for others. Also, we have shown great imagination in taking on past challenges, perhaps we have it in us to shift our behavior and create the world anew. In this quest, the question we need to ask is how do we keep economic scale within the ecological carrying capacity[1] or what science is referring to the planetary boundaries that will enable life to continue to thrive on Earth? Engaging citizens in this inquiry and conversation might provide action for a sustainable future.
In today’s world we tend to wait by the window with hope for our leaders to save us. We hold onto the great leader syndrome, where our culture has built up the myth that leaders are that loud and charismatic (usually male and white) person riding the white horse to the rescue with all the answers and solutions––to save us from all our problems and bring us out of crisis. This belief will only lead to continued deepening despair and inaction. Sustainability and the 2030 Agenda cannot be a ‘top-down’ approach if we are going to overcome deep and wicked challenges for humankind. The leadership for large scale change is in each one of us. We all need to lead at times, and collaborate at times in an interexchange of dialogue––where leadership is more a process and space between us, where together we create meaningful conversations that matter. Through this process we can develop active ecologically competent citizenry engaged in an effort to create large scale change. This requires a rejuvenation of a civic virtue and a rise of a social-ecological responsiveness from competent citizens who understand the global issues at hand and are committed to living for desired future that imbue a life of well-being that reconnects to the sacredness of land and sea-scapes. This needs to be catalyzed through education for sustainable development and threaded into every faculty curriculum at the University.
Students today might need to change their expectations for the future. Emerging leaders have been taught and have espoused instrumental and deterministic mindsets of wanting more––to consume more, to travel more, to earn more. It is recognized that young generations today might have a lower quality of life than their parents and grandparents. Wendall Berry writes, “We must achieve the character and acquire the skills to live much poorer than we do. We must waste less, we must do more for ourselves and each other.” Sustainable development needs to be focused on a qualitative character, on a model of improvement in society. Unfettered capitalism that we embrace today, with its focus on economic growth, has lost its moral element that Adam Smith once advocated for. Capitalism has always held democracy as its marquee, but the insistence on profit maximization for the elite shareholder and chasing the all mighty dollar is undermining and dissolving the very democracy it proclaims. There are some that suggest we need a new kind of capitalism or a totally different model or system that features equality and collective citizenry. Regardless, we need to question today’s economic worldview––as the stakes are too high not to. Critically we need to ask questions that challenges our present way of living and steady march towards a culture of materialism and over-consumption. We cannot be afraid to step out of patterned norms of society to seek a new kind of prosperity that considers ending growing inequality and hopelessness?
There are leaders that downplay individual regional and national action. One Canadian politician recently commented, “We’re not the problem, we can throw all our car keys in Halifax harbour, turn down the heat, turn off the lights, walk around naked in the dark eating organic beets and it won’t make a difference.” In other words, old leadership paradigms are saying people’s actions at the local, regional, and national do not make a difference to large scale change, like climate change. This claim supports a self-fulfilling prophecy of non-action by citizens. It’s a time of awakening. It is recognized that global challenges that face us today are an aggregation of local and national problems and crises––and that they are almost always remedied at the same levels where they occur. Therefore, constituents for change needs to occur with citizens and communities at the local and national levels. The social scientist, Margaret Mead recognized this many years ago when she stated, “Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it’s the only thing that ever has.” For proof of this we only have to look to Greta Thunberg, who only months ago sat alone in front of the Swedish parliament, to now co-inspiring citizens for change on a global scale. In our institutions and organizations, we need to co-inspire, co-create, and enable a citizen virtue that embraces a belief and need for action at all levels.
At Dalhousie we are sensing these conversations and seeds of emergence happening in the various faculties throughout campus. Moreover, we are seeing Universities committing and make a formal declaration to the sustainable development goals and the 2030 Agenda to spur on these dialogues (UBC and all Quebec universities have signed this UN declaration). The declaration commits us to global action and enables a collective citizenry to imagine and drive towards desired futures. So, if any of this makes sense to you, start a conversation that matters. You can change the world! Believe it. We know it. We are seeing it.
Kent A. Williams (DSocSci) is an Assistant Professor with the Faculty of Management and facilitates leadership studies for undergraduate and graduate students that focuses on the 2030 Agenda and enabling citizenry ethics and virtue that builds leadership capacity and capacity for action to create desired futures for humanity.
[1] Ecological carrying capacity = total population X resource use level that ecosystem can maintain

Kent A. Williams, DSocSci (pronouns: he/him)
Assistant Professor, Leadership Studies
Rowe School of Business
Dalhousie University
Kent A. Williams (DSocSci) is an Assistant Professor with the Faculty of Management and facilitates leadership studies for undergraduate and graduate students that focuses on the 2030 Agenda and enabling citizenry ethics and virtue that builds leadership capacity and capability for action to create desired futures for humanity.
“You cannot get through a single day without having an impact on the world around you. What you do makes a difference and you have to decide what kind of a difference you want to make.”
Jane Goodall

Wales
“This research, though still ongoing, has shed some light on the need for conversation in the context of systems thinking. Health care providers, administrators, support services, patients and many other stakeholders are all factors who play an important role in our system. Fostering an understanding is the first step for us to appreciate the interconnections and roles that exist when identifying problems and coming up with solutions, especially as we work to navigate COVID-19 and map out sustainable health care systems for the future.”
Keira Lum, MBA

Keira Lum, MBA
I would have never expected that the current reality of a global pandemic would so closely reflect the nuances of a research project for school. COVID-19 and the world’s response to the virus, highlights the complexities of the healthcare system and exemplifies complexity science in systems theory, which became my research topic of choice for a school credit.
While in the final year of my Master in Business Administration degree at Dalhousie University, I choose to complete a directed reading to fulfill one of my required course credits because it was a chance to learn something that I was highly interested in and because the winter course offerings did not align with my future focus. A directed reading is a course that a student is able to customize and structure under the guidance of a professor in a topic of their choosing. My professor of choice happened to be an eccentric finance prof who spent most of my first year preaching about this strange topic called complexity while trying to ensure students understood the time value of money and the importance of reading the news. I was intrigued, and after finishing his book, thought complexity would be an interesting topic to explore further. However, in wanting to explore this topic, I also sought to understand and leverage my recent 8-month co-op experience completed at a Toronto Health Network on the Operational Excellence team as part of my degree. As such, I chose to research and try to understand the role of complexity science in healthcare.
The health care system and its challenges have been a well discussed topic over recent years, such as ending hallway medicine; how to build a continuum of care between acute care centers and communities; how to navigate funding restraints at a federal and provincial level; what to do with the influx of patients entering long term care as people live longer with various qualities of life; etc. The list is long, and sobering when you try to comprehend where to and how to begin addressing such issues. When this conversation begins, it shines a light on the complexity of the system but requires an understanding of systems thinking in order to propel an appreciation for such interconnections and unpredictable results that exist. The understanding of these systems becomes necessary before we begin thinking of solutions to such problems.
In systems thinking, there are several types of systems, however for the purpose of my research and directed reading, the focus compares complicated versus complex systems. The terms complicated and complex are often used interchangeably and without knowledge of systems theory, many incorrectly apply or categorize problems in the wrong system.
A complicated system is governed by rules and laws (ie. the rules of physics) which leads to predictable outcomes. An example of this is observed in administering the flu shot to a patient. Conversely, complexity occurs when there are interconnections (relationships) between several agents or factors within a system, such as a patient’s relationship with their healthcare professional, or the general public and government healthcare agents. Unlike complicated systems, agents within complex systems may adapt their behaviour based upon the nature of their connections. This leads to resulting behaviours or outcomes which are completely unpredictable such as a population’s response to the spreading of a virus. This also results in properties such as emergence, feedback loops, the butterfly effect and/or paradigm shifts.
Understanding the differences between complicated versus complex systems is important because it underscores how we operate within and address these systems. When addressing complicated problems, we often end up with reductionist thinking, where one focuses on static properties of elementary parts. In looking at complex problems, we need to use holistic thinking which assess a situation as a whole compared to a collection of parts. This is important because, it requires that we understand the environment and context in order to understand the system or problem as a whole.
My directed reading and research aimed to highlight the importance of acknowledging and understanding healthcare complexity when identifying problems and developing solutions through the research questions: Are we aware of and do we appreciate complexity in healthcare? As well as, what may prevent us from understanding complexity in healthcare? As healthcare has elements of complexity, my goal was to understand whether various stakeholders in the system understood complexity in healthcare and what factors exist which prevent us from understanding complexity in healthcare.
My research methods included interviewing several stakeholders from within the system consisting of health care professionals such as nurses, physicians, surgeons, allied health professionals (physiotherapists, occupational therapists, pharmacists, social workers, speech pathologists, kinesiologists, etc.), health care professionals in training, health care administrators and most importantly, patients. These stakeholders helped shine a light on whether we are aware of and appreciate complexity in healthcare and what factors prevent us from understanding it.
When I began my interviews in February of 2020, COVID-19 was spreading throughout China into other neighbouring countries. The realities of what the next month would bring were not as apparent at the time my first few interviewees gave their responses. However, as my interview process continued, access to the stakeholders I sought to engage with, became more challenging as the Canadian healthcare system transitioned into risk management and crisis mode. Interviewee responses, though still highlighting pre-existing challenges, factors and definitions related to complexity, were grossly intertwined with the very real state of the COVID pandemic.
When interviewing stakeholders in the health care system, responses regarding what complexity in health care meant given their role varied. What became apparent as the individual definitions were analyzed was that all definitions were based on the person’s experience and grossly framed by their position within the system, their bias, training, specialization and experience. Many health care providers (HCP) primarily thought of complexity in the context of patient complexity and patient care, which incorrectly led some to believe that they may have fostered a strong and complete understanding of complexity at a systems level. Some (40%) interviewees identified specific domains that exist surrounding patient care, such as their individual medical knowledge, social complexities and interactions with other health care providers and patients, and lastly the system’s complexity. Health care administrators, and individuals with significant experience in the system (working as an HCP or through exposure as a patient and approximately 30% of the respondent pool) had a greater understanding and appreciation of the interconnections that exist within the health care system from acute level systems to community healthcare systems.
What these initial research findings revealed was that many, if not all, stakeholders who were interviewed have some understanding of complexity science within healthcare given their role. This research also highlighted that many interviewees were quick to identify complexities that directly related to their role and immediate challenges that they faced on a daily basis. This meant that it was more likely for an administrator or director who is frequently exposed to the budget within an organization, to identify budgetary constraints and its relatedness to their operations as a challenge and layer requiring navigation in a system. In contrast, a health care provider such as a social worker, would be more likely to highlight challenges surrounding the structure of the system. For example, the accessibility to resources within the systems they work within (ie. an acute care center), or in a neighbouring system that they may need to access (ie. community outreach programs or long-term care). This does not mean that each individual stakeholder is unaware of these other layers, factors and connections, but rather that they may not be a priority.
When trying to recognize factors that prevent stakeholders from understanding complexity, respondents identified a wide range of factors from experience within the system and exposure, to individual bias, upbringing, specialization and training. Factors that stood out include: an identification of lack of interest due to time and capacity. Many felt that though complexity exists in the work they do, appreciating it and truly aiming to understand it within their position requires time. Time that respondents don’t have as they are already operating at capacity with a full patient case load, efficiency and budgetary initiatives or are strained by a global pandemic. As such, observing complexity, appreciating it and using it to build solutions is often de-prioritized, which sometimes leads to a poor understanding of how to identify, classify and solve problems.
Additionally, many people fail to think of healthcare unless they need it, or currently, unless it is broadcasted at large by the media due to a pandemic. The reality however, is that many people who engage with the healthcare system do so through their position as health care workers or administrators, support services, or because they have to as patients or patient families. Limitations in knowledge of the healthcare system and how it operates at a macro and micro level is something that prevents us from understanding and appreciating healthcare complexity. This includes anything from political incentives, funding models, operational decisions, risk management, patient care, transition of patient care between acute care centers and the community, accessing care at home, aligning services, accessing health related information, etc.
This lack of knowledge and information was identified as a gap among most boards of directors who govern health care centers. It was observed by some of the senior health care administrators that directors who often came from out of industry to govern a health care centre, struggled to understand the interconnections and processes that exist within healthcare. This is often the same for first time patients who are exposed to the system when ill or injured, or even to seasoned patients who are entering a new part of the healthcare system because their care needs have changed. Knowledge and access to information, especially accurate information is an important factor identified that may prevent one from understanding healthcare complexity.
As an extension to our knowledge, too much knowledge as a result of specialization was also deemed a factor that prevents one from understanding complexity. When one is specialized in a specific area of patient care or administrative operations, it is not uncommon to wear blinders and fail to see other aspects of the system. This is because our roles are sometimes structured so that understanding other variables or factors in the system are not necessary. This is incredibly common with sub-specializations where one is incredibly knowledgeable in a very specific area but may not always engage at a holistic level.
In contrast, some respondents indicated that too much information resulted in paralysis by analysis and an inability to understand the complexity that exists. An example of this was commonly identified with new electronic medical records, where health care providers are inundated with patient information in one digital location. Despite the benefit of having access to most if not all of the patient charts, for many providers, this adds a layer of complexity. It becomes more challenging and time consuming for providers to navigate more information which is an overwhelming process and has been identified as a disruptor in how they would like to provide patient care.
Overall, many factors exist beyond the ones identified in this research and in this article, which prevent one from understanding complexity. However, despite these factors we still have a responsibility to be open-minded and understand these interactions. This means acknowledging how our roles and decisions interact with other areas of the healthcare system while deciding on what is best for patient care or operational efficiencies.
This research, though still ongoing, has shed some light on the need for conversation in the context of systems thinking. Health care providers, administrators, support services, patients and many other stakeholders are all factors who play an important role in our system. Fostering an understanding is the first step for us to appreciate the interconnections and roles that exist when identifying problems and coming up with solutions, especially as we work to navigate COVID-19 and map out sustainable health care systems for the future.
COVID-19 became a perfect example of a complex system and the nuances of interconnections within and beyond the healthcare system. These interconnections are influenced by thousands of factors which vary drastically as the virus continues to spread. Two examples that stand out are the social and economic responses as a result of COVID-19. In trying to tackle COVID-19 we need to keep a few things in mind. Identifying the problem or problems as either complicated or complex are crucial. Different systems require different approaches when building out solutions, and to get to this point we need to begin with an understanding and appreciation for systems theory, factors involved and their interconnections. In approaching complex problems, we need to use holistic thinking and be cognisant of the fact that our decisions will have unforeseeable impacts down the road.
Keira Lum, MBA
April 2020
Editor’s Note: Special thanks to Dr. Rick Nason for introducing Keira Lum to CEGE Connection. We are thrilled to publish Keira’s research and insights. We wish her the very best as she pursues her research on complex systems within our healthcare system.
“The Earth is what we all have in common.”
Wendell Berry

Newfoundland