Louie Clifton, Mertz Elizabeth, Penfil Brett, O'Neil Edward
School of Pharmacy, Universityof California, San Francisco, CA 94118, USA.
J Am Pharm Assoc (2003). 2009 Jan-Feb;49(1):98-104. doi: 10.1331/JAPhA.2009.08005.
To report on the creation of a leadership development program targeted exclusively at pharmacists working in management in the professional community.
Large staff-model health maintenance organization (HMO) in California between 2004 and 2008.
The Pharmacy Leadership Institute (PLI; a joint effort of the School of Pharmacy and the Center for the Health Professions at the University of California, San Francisco) tested a program in a large staff-model HMO with hundreds of pharmacists in leadership roles. This program included learning seminars, psychometric assessments, leadership goals, intersession activities, coaching/mentoring, and leadership projects.
Not applicable.
PLI collected survey data in order to evaluate the effectiveness of the institute's leadership development program. In addition, an external evaluator was hired to conduct interviews with the pharmacy directors of the organization which chose to pilot the program.
The evaluations from the participants indicate that the leadership development program met many but not all of its initial objectives. Consistent with action research methodology, the faculty of the institute met to redesign some sections of the program in order to meet the established goals. Adjustments were made to different components of the program over the next 4 years. Evaluation data show that these revisions were successful. In addition, follow-up evaluations with participants showed a lasting impact of the program on both individual leadership skills and organizational outcomes.
Given the positive outcomes indicated by the evaluation data used in this study, the work of PLI indicates that broader leadership skills can be identified and enhanced within a group of pharmacy managers.
报告一项专门针对在专业社区从事管理工作的药剂师的领导力发展计划的创建情况。
2004年至2008年期间位于加利福尼亚州的大型员工模式健康维护组织（HMO）。
药学领导力研究所（PLI；加利福尼亚大学旧金山分校药学院与健康职业中心的合作项目）在一个拥有数百名担任领导职务药剂师的大型员工模式HMO中测试了一个项目。该项目包括学习研讨会、心理测评、领导力目标、课间活动、辅导/指导以及领导力项目。
不适用。
PLI收集调查数据以评估该研究所领导力发展项目的有效性。此外，聘请了一名外部评估人员对选择试点该项目的组织的药房主任进行访谈。
参与者的评估表明，领导力发展项目实现了许多但并非所有初始目标。与行动研究方法一致，该研究所的教员会面重新设计项目的某些部分以实现既定目标。在接下来的4年里对项目的不同组成部分进行了调整。评估数据表明这些修订是成功的。此外，对参与者的后续评估表明该项目对个人领导技能和组织成果都产生了持久影响。
鉴于本研究中使用的评估数据显示出积极结果，PLI的工作表明在一群药房经理中可以识别并提高更广泛的领导技能。
