Health Sciences Center Office of Professional and Educational Development, University of Louisville School of Medicine, 323 E Chestnut St., Louisville, KY, USA.
Office of Faculty Affairs, Vanderbilt University Medical Center, Nashville, TN, USA.
J Clin Psychol Med Settings. 2024 Dec;31(4):659-668. doi: 10.1007/s10880-024-10042-4. Epub 2024 Sep 21.
Leadership training helps position faculty to guide various aspects of health care and health professions education at academic medical centers. With the increasing complexity of these responsibilities, it is essential that academic medical centers provide leadership skill-development opportunities to faculty. This work describes the structure of two internal mid-career faculty leadership development programs that were created to cultivate future institutional leaders from within the organization. These year-long programs were each established in 2017 and have been implemented annually. Both programs use a developmental approach with project-based, experiential learning so that leadership skills are applied immediately and meaningfully. Internal leadership programs support context-specific skills, while creating a community of leaders and a culture of leadership across the institution. Multidisciplinary participants bring diverse perspectives, and intra-institutional interactions foster collaborations. Internal, longitudinal training also supports comprehensive development more than is typically possible with short-term, external leadership programs. Other organizations can use these program descriptions and insights to develop similar internal, mid-career leadership training opportunities. While the broader academic medicine community benefits from faculty advancement whether training is within the institution or elsewhere, internal leadership training promotes context-specific development at individual, interpersonal, and institutional levels.
领导力培训有助于使教职员工能够指导学术医疗中心医疗保健和健康专业教育的各个方面。随着这些职责的日益复杂，学术医疗中心为教职员工提供领导力技能发展机会至关重要。这项工作描述了两个内部中期职业教师领导力发展计划的结构，这些计划旨在从组织内部培养未来的机构领导者。这两个为期一年的计划都成立于 2017 年，并已每年实施。这两个项目都采用基于项目的发展方法进行体验式学习，以便领导力技能能够立即得到应用并具有实际意义。内部领导力计划支持特定于情境的技能，同时在整个机构中创建领导者社区和领导力文化。多元化的参与者带来了不同的观点，机构内部的互动促进了合作。内部的、纵向的培训也比短期的、外部的领导力培训更能支持全面的发展。其他组织可以使用这些项目描述和见解来开发类似的内部中期领导力培训机会。虽然更广泛的学术医学社区无论培训是在机构内部还是其他地方都受益于教职员工的发展，但内部领导力培训在个人、人际和机构层面上都促进了特定于情境的发展。
