Department of Family Medicine and Rural Health, College of Medicine, Florida State University, Tallahassee, FL.
Department of Family Medicine, School of Medicine, University of South Carolina, Greenville, SC.
Fam Med. 2024 Sep;56(8):492-496. doi: 10.22454/FamMed.2024.564103. Epub 2024 Jul 16.
Despite increasing numbers of faculty identifying as underrepresented in medicine (URiM) over the last few decades, URiM representation in academic medicine leadership has changed little. The Society of Teachers of Family Medicine funded the Leadership Through Scholarship Fellowship (LTSF) to target this population and provide a framework for scholarly success. Based on responses to open-ended questions from a leadership survey, we characterize how early-career URiM family medicine faculty view leadership and assess attitudes and perceptions of leadership development.
A survey, developed by survey experts from multiple institutions and consisting of multiple-choice and open-ended questions, was sent to the first two cohorts after the LTSF program. All LTSF participants identified as URiM and as early-career (5 years or less since fellowship or residency) family medicine faculty. Fellowship faculty collected anonymous survey responses through Qualtrics (Qualtrics, LLC). We conducted thematic analysis with emergent and iterative coding by two experienced qualitative researchers.
All of the fellows surveyed (N=19) completed the survey. The qualitative researchers identified the following themes: leadership development (with subthemes of collaborative scholarship and request for mentoring), and barriers to leadership and scholarship (with subthemes of lack of time, lack of support, and diminished opportunities for advancement).
These themes represent lessons learned from URiM faculty participating in a single faculty development fellowship. Collaborative scholarship, both as an early-career faculty need and a leadership responsibility, is a new contribution to the existing literature. While identified by URiM family medicine faculty, these themes are likely familiar to early-career faculty across all medical specialties and faculty identities. These lessons can guide senior academic leaders in preparing early-career faculty for leadership in academic medicine.
尽管过去几十年间越来越多的教职人员自认为在医学领域代表性不足（URiM），但在学术医学领导力方面，URiM 的代表性变化甚微。家庭医学教师学会（Society of Teachers of Family Medicine）为学术成功提供了一个框架，并资助了学术奖学金研究员领导力（Leadership Through Scholarship Fellowship，LTSF）项目，旨在针对这一人群并为其提供帮助。本研究基于领导力调查的开放性问题的回答，对早期职业 URiM 家庭医学教师的领导观念进行了描述，并评估了他们对领导力发展的态度和看法。
该调查由来自多个机构的调查专家开发，由多项选择题和开放性问题组成，在 LTSF 项目后的前两个队列中发送给所有的 LTSF 参与者。所有 LTSF 参与者都认为自己是 URiM 和早期职业（ fellowship 或住院医师毕业后 5 年以内）家庭医学教师。研究员们通过 Qualtrics（Qualtrics，LLC）收集匿名调查回复。我们通过两位经验丰富的定性研究人员进行了主题分析，并采用新兴和迭代编码。
所有接受调查的研究员（N=19）都完成了调查。定性研究人员确定了以下主题：领导力发展（合作奖学金和寻求指导的子主题），以及领导力和奖学金的障碍（缺乏时间、缺乏支持和晋升机会减少的子主题）。
这些主题代表了参加单一教师发展奖学金的 URiM 教师的经验教训。合作奖学金既是早期职业教师的需求，也是领导的责任，这是对现有文献的新贡献。虽然这些主题是由 URiM 家庭医学教师提出的，但它们可能也为所有医学专业和教师身份的早期职业教师所熟悉。这些经验教训可以指导资深学术领导为学术医学领域的领导力做好早期职业教师的准备。
