Health care today usually consists of various services covering various parts of the total health care of a region or country. These services are required to coordinate and collaborate, often using procedures and IT collaboration tools that may not be designed for interoperating across the evolving wider landscape of health care services. We posit that it is necessary to train personnel in collaboration skills using whatever infrastructure is in place. To this end, we present design principles for simulation-based collaboration training scenarios that emphasizes the inclusion of suboptimal infrastructure elements. We applied the principles in a co-creational workshop with healthcare stakeholders from a hospital and surrounding municipalities in Norway where we discussed cases where collaboration training is perceived as critical. We elicited five training vignettes concerning the general case of   detecting, and following up on, clinical deterioration in a patient at home or in a nursing home. We found that the design principles spurred highly relevant discussions among participants and that novel ideas for collaboration training were brought forth on the basis of these principles. We conclude that there is a potential in using these principles for eliciting training vignettes that address the actual situation more accurately. 

Teamwork is crucial in software development, particularly in agile development teams which are cross-functional and where team members work intensively together to develop a cohesive software solution. Effective teamwork is not easy; prior studies indicate challenges with communication, learning, prioritization, and leadership. Nevertheless, there is much advice available for teams, from agile methods, practitioner literature, and general studies on teamwork to a growing body of empirical studies on teamwork in the specific context of agile software development. This article presents the agile teamwork effectiveness model (ATEM) for colocated agile development teams. The model is based on evidence from focus groups, case studies, and multi-vocal literature and is a revision of a general team effectiveness model. Our model of agile teamwork effectiveness is composed of shared leadership, team orientation, redundancy, adaptability, and peer feedback. Coordinating mechanisms are needed to facilitate these components. The coordinating mechanisms are shared mental models, communication, and mutual trust. We critically examine the model and discuss extensions for very small, multi-team, distributed, and safety-critical development contexts. The model is intended for re- searchers, team members, coaches, and leaders in the agile community.

IT investments in the public sector are large, and it is essential that they lead to benefits for the organizations themselves and for the wider society. While there is evidence suggesting a positive connection between the existence of benefits management practices and benefits realization, less is known about how to implement such practices effectively. The paper aims to provide insights into when benefits are most likely to be realized, and how benefits management practices and roles should be implemented in order to have a positive effect on the projects’ success in terms of realizing benefits. The authors collected data relating to ten Norwegian public IT projects. For each project, they collected data on benefits management from project documents, by interviewing the project owners and benefits owners, and follow-up surveys. The benefits internal to the organization were those with the highest degree of realization, while the societal benefits were those with the lowest degree. Projects assessed to have more specific, measurable, accountable, and realistically planned benefits were more successful in realizing benefits. Benefits owners were most effective when they were able to attract attention towards the benefits to be realized, had a strong mandate, and had domain expertise.