Crowd-Sourcing as Virtual Medical Research

An interesting article came through the email pertaining to the The Internet of Humans.  The gist is that an increasing amount of information is being generated by the machine versus the human.  While this is an interesting concept in its own right (so interesting I shamelessly reproduced it below), I was more intrigued by the following paragraph:

PatientsLikeMe.com, which, as Weinberger explained, “not only enables patients to share details about their treatments and responses but gathers that data, anonymizes it, and provides it to researchers, including to pharmaceutical companies.  The patients are providing highly pertinent information based on an expertise in a disease in which they have special credentials they have earned against their will.”  The intriguing term Weinberger used to describe the source of this crowd-sourced amateur knowledge was human sensors.

Now compare this to the 2011 announcement of Alberta’s own Personal Health Portal or PHP which will allow for things such as:

  • Secure log-in for individuals who want to track their own personal health data such as blood pressure readings, insulin levels, weight, immunizations, and much more.
  • When complete in 2015, MyHealthAlberta will provide individual access to Alberta’s electronic health record system.

My thoughts when I combine the Information Management article with the PHP is a made in Alberta crowd-sourcing opportunity.  Assuming suitable provisions for privacy and informed consent, there is an opportunity for Albertans to contribute to the body of knowledge of both their specific disease condition and their state of wellness.

At its most voluntary basis, PHP subscribers with a specific disease condition, would be asked to contribute pertinent information (blood pressure readings, glucose levels, thoughts of depression, weight gain/loss, etc.) via a computer or smart phone application.  The results, would then be used by both health planners and researchers for the effectiveness of treatments, disease prevalence and health resource planning.  Key to this contribution would be to honor those patients (and their families) making contributions as being part of the larger benefit to society.  My own view is that a person suffering from a chronic condition would likely provide very credible and valuable information – if they new this information was being used and was valued by their peer-patients; healthcare providers, researchers and future patients.

In a less voluntary model, instead of a health premium, for example, one could agree to participate and provide factual information about their health condition. This would capture not only information about a specific disease condition but also the general health state of the population.  e.g. how many 30 year old males are overweight, smokers, moderate drinkers who have high blood pressure.

Once again, insert strong privacy considerations here along with a myriad of details about data collection, quality, validity and audit controls.  Nevertheless – a very interesting thought exercise!  Feel free to comment with your own thoughts.

DISCLOSURE and DISCLAIMER: the above comments and thoughts are exclusively those of Frank Potter.  Although Frank is an employee of Alberta Health, the above opinions do not necessarily represent the opinions of the Department or Ministry. 


Information Development has posted a new item, ‘The Internet of Humans

The Internet of Things became a more frequently heard phrase over the last decade as more things embedded with radio-frequency identification (RFID) tags, or similar technology, allowed objects to be uniquely identified, inventoried, and tracked by computers.  Early adopters focused on inventory control and supply chain management, but the growing fields of application include smart meters, smart appliances, and, of course, smart phones.

The concept is referred to the Internet of Things to differentiate its machine-generated data from the data generated directly by humans typing, taking pictures, recording videos, scanning bar codes, etc.

The Internet of Things is the source of the category of big data known as sensor data, which is often the new type you come across while defining big data that requires you to start getting to know NoSQL.

In his book Too Big to Know, David Weinberger discussed another growing category of data facilitated by the Internet, namely the crowd-sourced knowledge of amateurs providing scientists with data to aid in their research.  “Science has a long tradition of embracing amateurs,” Weinberger explained.  “After all, truth is truth, no matter who utters it.”

The era of big data could be called the era of big utterance, and the Internet is the ultimate platform for crowd-sourcing the knowledge of amateurs.  Weinberger provided several examples, including websites like GalaxyZoo.orgeBird.org, and PatientsLikeMe.com, which, as Weinberger explained, “not only enables patients to share details about their treatments and responses but gathers that data, anonymizes it, and provides it to researchers, including to pharmaceutical companies.  The patients are providing highly pertinent information based on an expertise in a disease in which they have special credentials they have earned against their will.”  The intriguing term Weinberger used to describe the source of this crowd-sourced amateur knowledge was human sensors.

In our increasingly data-constructed world, where more data might soon be constructed by things than by humans, I couldn’t help but wonder whether the phrase the Internet of Humans needs to be frequently heard in the coming decades to not only differentiate machine-generated data from human-generated data, but, more importantly, to remind us that humans (amateurs and professionals alike) are a vital source of knowledge that no amount of data from any source could ever replace.

Top 10 Ways to Guarantee Your Best People Will Quit

Hiring Wisdom: Top 10 Ways to Guarantee Your Best People Will Quit

This is a repost from a LinkedIn feed, nevertheless I love the slightly tongue in cheek list.  More importantly, I would suggest that this list has the potential to be the basis for an organizational metric.  How well does one’s organization match up to this negative list.

Unfortunately there is an inverse relationship here between the size of the organization and the likelihood of it meeting one or more of these Ways.  My observation is that organizations in the public eye are even more inclined to follow these ways through a perverse incentive phenomenon (e.g. why are your public servants having fun on my tax dollars or within an unionized environment why aren’t all employees perfectly equal).

Follow the link below and the content is reproduced here as well for future reference: LinkedIn Story

Hiring Wisdom: Top 10 Ways to Guarantee Your Best People Will Quit

by http://www.tlnt.com/author/mkleiman/

http://www.tlnt.com/author/mkleiman/HYPERLINK “http://www.tlnt.com/author/mkleiman/”Mel Kleiman on Apr 8, 2013, 8:10 AM | 98 Comments inShare7,855

Here are 10 ways to guarantee that your best people will quit:

10. Treat everyone equally. This may sound good, but your employees are not equal. Some are worth more because they produce more results. The key is not to treat them equally, it is to treat them all fairly.

9. Tolerate mediocrity. A-players don’t have to or want to play with a bunch of C-players.

8. Have dumb rules. I did not say have no rules, I said don’t have dumb rules. Great employees want to have guidelines and direction, but they don’t want to have rules that get in the way of doing their jobs or that conflict with the values the company says are important.

7. Don’t recognize outstanding performance and contributions. Remember Psychology 101 Behavior you want repeated needs to be rewarded immediately.

6. Don’t have any fun at work. Where’s the written rule that says work has to be serious? If you find it, rip it to shreds and stomp on it because the notion that work cannot be fun is actually counterproductive. The workplace should be fun. Find ways to make work and/or the work environment more relaxed and fun and you will have happy employees who look forward to coming to work each day.

5. Don’t keep your people informed.  You’ve got to communicate not only the good, but also the bad and the ugly. If you don’t tell them, the rumor mill will.

4. Micromanage.  Tell them what you want done and how you want it done. Don’t tell them why it needs to be done and why their job is important. Don’t ask for their input on how it could be done better.

3. Don’t develop an employee retention strategy. Employee retention deserves your attention every day. Make a list of the people you don’t want to lose and, next to each name, write down what you are doing or will do to ensure that person stays engaged and on board.

2. Don’t do employee retention interviews. Wait until a great employee is walking out the door instead and conduct an exit interview to see what you could have done differently so they would not have gone out looking for another job.

1. Make your onboarding program an exercise in tedium. Employees are most impressionable during the first 60 days on the job. Every bit of information gathered during this time will either reinforce your new hire’s “buying decision” (to take the job) or lead to “Hire’s Remorse.”

The biggest cause of “Hire’s Remorse” is the dreaded Employee Orientation/Training Program. Most are poorly organized, inefficient, and boring. How can you expect excellence from your new hires if your orientation program is a sloppy amalgamation of tedious paperwork, boring policies and procedures, and hours of regulations and red tape?

To reinforce their buying decision, get key management involved on the first day and make sure your orientation delivers and reinforces these three messages repeatedly:

A. You were carefully chosen and we’re glad you’re here;

B. You’re now part of a great organization;

C. This is why your job is so important.

This was originally published in the April 2013 Humetrics

Hiring Hints newsletter. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring hourly employees. He has been the president of Humetrics since 1976 and has over 30 years of practical experience, research, consulting and professional speaking work to his credit. Contact him at mkleiman@humetrics.com.

Moby-Duck

Moby-Duck: The True Story of 28,800 Bath Toys Lost at Sea and of the Beachcombers, Oceanographers, Environmentalists, and Fools, Including the Author,Who Went in Search of Them by Donovan Hohn.

Mixing Genres

I love books that integrate more than genre in its book jacket.  As a result, I enjoyed listening to Donovan Hohn’s book on the adventure of bath toys on my commute to work.  A story of obsession, travel, globalism, environmentalism, American literature and a story of home, hearth and fatherhood.  The author takes us along for the ride of what happened to a lost shipment of bath toys.  Starting in the Pacific Ocean, the ride journeys backwards to their point of creation in China and forward through where the washed up on Alaskan shores and finally through the Artic and the Altantic Ocean where they would meet their final demise.

In particular, I enjoyed the self-effacing style of the author who provides a humble and sympathetic narration.  Nevertheless, the book is full of fun facts and historical asides.  For example, I find it interesting that the container ship industry was invented by an American in the early 1950’s.  To some extent, I see it as a metaphor of the transfer of power and economic wealth from the American century to the future Asian century.

A good read and well recommended book for those interested in any of the genres discussed above.

Notes and Further Reading