SPEAKERS:
Barry Daly, Head of Medical Excellence and Omnichannel, Sanofi
Vikram Mohan, International Director - Omnichannel Marketing & Content Enablement, Regeneron
Shelley Anderson, Field Force Effectiveness Director (EMEA), Kyowa Kirin
Stephanie Zhou, General Manager, ViiV Netherlands (Moderator)
KEY TAKEAWAYS:
• Only 28% of HCPs believe pharma engagement models meet their needs
• Change psychology requires dissatisfaction, vision, and concrete first steps
• True orchestration demands field force veto power over headquarters touchpoints
• Mindset progression metrics replace activity-based performance measurement
• Separate sales bonuses actively undermine required cross-functional collaboration
An interventional cardiologist recently showed a pharma executive something alarming: 17 medical education programs from different companies sitting in his inbox, alongside pages of webinar invitations and symposia requests. "He was being spammed by people's personalized omnichannel approach," observed Barry Daly, Head of Medical Excellence and Omnichannel at Sanofi, at Pharma Customer Engagement Europe 2025.
This isn't an access problem. It's an orchestration failure that reveals a staggering industry blind spot. Moderator Stephanie Zhou, General Manager at ViiV Netherlands, framed the crisis: "Only 28% of the healthcare professionals believe the pharma customer engagement model meets their needs, while 82% of the life science executives think they're doing a good job." The gap between confidence and reality has never been wider or more dangerous.
From Educators to Change Agents
The pharma industry has fundamentally misunderstood what field forces should accomplish. For decades, the focus remained on product education and message delivery, a model that worked when healthcare professionals had no alternative information sources.
Vikram Mohan, International Director of Omnichannel Marketing at Regeneron, reframed the core mission: "The key job of the rep over here is to create a sense of dissatisfaction with his current prescribing habits and instill a desire for change for the benefit of the patient." Healthcare professionals, like all customers, are creatures of habit. They prescribe the same therapies today that they prescribed yesterday, not because they've actively evaluated alternatives, but because habitual behavior is efficient.
Breaking through requires understanding behavioral change psychology, not just clinical data. Mohan explained Regeneron's approach: "Resistance can be overcome by three things: creating a sense of dissatisfaction with the current state, the vision of what that change would mean for the patient, and the first step that the doctor needs to take." This three-part change equation shifts engagement from information delivery to transformation facilitation.
The contrast with traditional methods is stark. Daly recalled his early days as a sales representative: "I went into this GP and I pulled out my new sales aid to show them all the details. He said, I've seen nine reps this morning telling me about this drug, I don't want to hear about it anymore."
That interruption-based model relied on repetition to wear down resistance. It worked only because HCPs had no alternatives. Today, information abundance demands facilitation of change, not repetition of messages. The old reach-and-frequency model that defined pharma selling for 140 years no longer creates value.
Orchestration Means Authority Not Coordination
The term "omnichannel orchestrator" has become pharma jargon, but few organizations have given field forces the authority the role requires. Using an orchestra analogy, Mohan explained that commercial teams have their instruments—face-to-face interactions, rep-triggered emails, closed-loop marketing—while marketing teams have theirs: HCP portals, headquarters emails, webinars, digital advertising.
"It's unique in our industry that we elevated the role of our field force to become true omnichannel orchestrators," Mohan noted. But elevation in title without elevation in authority creates orchestration theater, not orchestration reality. True conductors don't just execute someone else's score. They shape how the music is played.
Shelley Anderson, Field Force Effectiveness Director at Kyowa Kirin, emphasized that tools matter less than human connection: "It's how we connect with them as individuals that will make the difference." The focus must remain on what creates meaningful engagement for specific individuals.
The current reality often contradicts orchestration principles. Daly's example of the cardiologist receiving 17 medical education programs illustrates the problem. Each function—sales, medical, marketing, market access—operates independently, creating what sounds like cacophony rather than music to time-constrained clinicians.
Effective orchestration requires field teams to have veto power over headquarters-initiated touchpoints, input on content sequencing, and accountability for the total customer experience. Some organizations are implementing this authority structurally. Campaign management platforms now give representatives veto power over headquarters emails destined for their tier-one HCPs.
This isn't just symbolic. It recognizes that the person closest to the customer relationship must control the experience. Without this authority, orchestration remains coordination at best.
Breaking Silos Through Shared Accountability
Organizational structures actively undermine the collaboration that omnichannel orchestration requires. Anderson raised a provocative challenge to conventional pharma operating models: "Why should sales be different if we're truly actually working as a collaborative team, why should we not all have that same bonus and incentive structure?"
The question exposes a fundamental contradiction. Companies demand cross-functional coordination while maintaining compensation systems that reward functional optimization. When sales teams are measured on volume, medical teams on scientific exchange quality, and marketing teams on campaign engagement, the customer experiences fragmentation.
Measurement systems must evolve beyond activity metrics to outcome metrics. Daly described Sanofi's approach to tracking medical impact: "We've linked that to mindset so we have a clear idea from our KOLs in terms of what their mindsets are at the start of the year."
This mindset progression framework tracks awareness, attitude, and clinical behavior on one-to-seven scales. Medical science liaisons identify where key opinion leaders stand on strategic imperatives at year start, then take accountability for moving them along the progression. The approach shifts measurement from messages delivered to change achieved.
Critics note the subjectivity of self-assessment. But Daly argued that accountability creates accuracy: "Although it is subjective, they're accountable for the score they put in." If field teams collectively own KOL relationships across sales, medical, and market access functions, then metrics and incentives must reflect that shared ownership.
The Urgency of Authentic Transformation
The window for demonstrating field force value is closing. Daly issued an urgent warning: "The window is closing on field force relevance. If we continue doing what we've been doing and not moving to the next level and just talking about it, the reason for having a field force is diminishing."
This isn't hyperbole. It's recognition that expensive human capital cannot be justified if it creates the same channel proliferation problems that digital tools create more efficiently.
Technology offers enablement, not salvation. Previous attempts at AI-powered guidance failed because organizations positioned rules-based automation as transformation. Mohan reflected on those failures: "That didn't land really well with the field force because what we positioned it as was a game changer but it was essentially a rules based automation."
Current AI tools have better potential, particularly for coaching through recorded interactions and next-best-action recommendations powered by actual data patterns. But technology deployment requires proper change management addressing mindset, toolset, and skillset in sequence. Field forces need to understand why AI augments rather than threatens their relationships before they'll engage with the tools.
The panel's closing question revealed exhaustion with incremental talk and hunger for decisive action. Zhou asked what topic should be resolved by next year's conference. The sentiment reflects broader industry fatigue. Transformation requires moving from aspiration to execution, from talking about change to demonstrating measurable impact.
The 28-percent satisfaction rate among healthcare professionals represents not just a commercial problem but a patient care problem. When engagement models fail to meet clinician needs, patients don't receive optimal treatment recommendations. Field forces remain uniquely positioned to close this gap.
They are the bridge between healthcare professionals and pharma organizations. They can turn data into meaningful conversations and orchestrate experiences that drive positive change. But realizing this potential requires fundamental shifts in role definition, authority structures, measurement systems, and compensation models. The question is whether organizations will make these changes before the window for field force relevance closes completely.
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