Kang Ji Yun, Croghan Ivana T, Matchett Caroline L, Raffals Laura E, Schletty Anne A, Monson Tammy R, Fischer Karen M, Pagel Erin M, Ghosh Karthik, Bhagra Anjali
Department of Human Resources, Mayo Clinic, Rochester, Minnesota, USA.
Division of General Internal Medicine, Mayo Clinic, Rochester, Minnesota, USA.
Womens Health Rep (New Rochelle). 2024 Feb 1;5(1):65-74. doi: 10.1089/whr.2023.0094. eCollection 2024.
To study the effects of the Reflect, Inspire, Strengthen, and Empower (RISE) 2.0 Program designed for professional development of women staff. Topics included emotional intelligence, appreciative coaching, resilience, and strategic career development.
The RISE 2.0 program was held between September 2020 and February 2021. After each session, program satisfaction surveys were sent to evaluate whether session objectives were met. Professional network, professional mentor, and professional goals were surveyed at the introductory session and at 1 month after the program ended. Survey data about leadership self-efficacy, motivation to lead, and well-being were collected at the introductory session (baseline) and at months 1 and 3 to evaluate the sustainability of program outcomes.
Of the 71 notified, 41 (58%) committed to the program. Results increased for having a robust professional network from baseline to month 1 for very good (7.3% to 13.3%) and excellent (19.5% to 40%). Those who responded favorably to setting and attaining ambitious goals increased from 78.1% to 93.3%. For leadership self-efficacy, all except 2 respondents reported an increase in ratings from baseline to month 3. Motivation to lead changed only slightly. Well-being scores fluctuated as affected by daily needs and fulfillment. For 10 of 15 respondents, well-being increased overall from baseline to month 1 or 3, from month 1 to 3.
Based on participant evaluations and feedback, the RISE 2.0 program received positive responses overall in achieving its learning goals. The program exhibited promise in fostering career advancement and leadership development, particularly when assessed using indicators predictive of successful leadership, such as self-efficacy, motivation to lead, and overall wellbeing.
研究为女性员工职业发展设计的“反思、激励、强化和赋能（RISE）2.0计划”的效果。主题包括情商、赏识性辅导、适应力和战略职业发展。
RISE 2.0计划于2020年9月至2021年2月举办。每次课程结束后，发放课程满意度调查问卷以评估课程目标是否达成。在介绍性课程以及课程结束后1个月对专业网络、专业导师和专业目标进行调查。在介绍性课程（基线）以及第1个月和第3个月收集有关领导自我效能感、领导动机和幸福感的调查数据，以评估课程成果的可持续性。
在收到通知的71人中，41人（58%）参与了该计划。从基线到第1个月，拥有强大专业网络的比例在非常好（从7.3%增至13.3%）和优秀（从19.5%增至40%）这两个类别中有所增加。对设定并实现宏伟目标给予肯定答复的比例从78.1%增至93.3%。对于领导自我效能感，除2名受访者外，所有受访者从基线到第3个月的评分均有所提高。领导动机变化不大。幸福感得分因日常需求和满足感的影响而波动。在15名受访者中的10名中，从基线到第1个月或第3个月，幸福感总体有所增加，从第1个月到第3个月也是如此。
根据参与者的评估和反馈，RISE 2.0计划在实现其学习目标方面总体获得了积极回应。该计划在促进职业发展和领导力培养方面展现出前景，特别是在使用预测成功领导的指标（如自我效能感、领导动机和总体幸福感）进行评估时。
