Tung Judy, Nahid Musarrat, Rajan Mangala, Bogdewic Stephen, Mancuso Carol A
Department of Medicine, Weill Cornell Medicine, New York, NY, USA.
Department of Family Medicine, University of North Carolina, Chapel Hill, NC, USA.
J Healthc Leadersh. 2025 Jun 7;17:259-268. doi: 10.2147/JHL.S517476. eCollection 2025.
Health care leaders have a significant impact on workforce engagement, making investments in leadership development essential. At Weill Cornell Medicine, a faculty development offering exists for early career faculty called Leadership in Academic Medicine Program (LAMP). This study aimed to identify the leaderships skills that LAMP participants found most challenging and applied an evidence-based leadership model to address those challenges.
The authors analyzed pre- and post-program surveys of LAMP participants (2013-2023) to assess their agreement with statements regarding their leadership and other professional skills. Percent disagreement was compared pre- and post-program. Statements with disagreements at or above the pre-program median were classified as areas of leadership discomfort. Statements with disagreements at or above the post-program median were classified as areas of persistent leadership discomfort. These areas were cross referenced with a leadership model shown to positively influence constituent well-being to inform specific curricular additions to LAMP.
A total of 328 paired responses were analyzed, identifying three areas of persistent leadership discomfort: (1) Negotiating (2) Managing Competing Demands and (3) Managing Conflict. All were successfully cross referenced to teachable behaviors in an established leadership model.
Leadership behaviors that positively impact health care workers and that address skill gaps articulated by early career leaders can be used to enhance a curriculum in a faculty development program.
医疗保健领导者对员工敬业度有重大影响，因此对领导力发展进行投资至关重要。在威尔康奈尔医学院，为早期职业教员提供了一项名为学术医学领导力计划（LAMP）的教员发展项目。本研究旨在确定LAMP参与者认为最具挑战性的领导技能，并应用基于证据的领导模型来应对这些挑战。
作者分析了LAMP参与者（2013 - 2023年）在项目前后的调查问卷，以评估他们对有关其领导能力和其他专业技能的陈述的认同程度。比较了项目前后的不同意百分比。不同意程度达到或高于项目前中位数的陈述被归类为领导方面的不适领域。不同意程度达到或高于项目后中位数的陈述被归类为持续存在的领导不适领域。这些领域与一个已证明能对员工幸福感产生积极影响的领导模型进行交叉参考，以为LAMP的特定课程补充提供参考。
共分析了328对配对回复，确定了三个持续存在的领导不适领域：（1）谈判；（2）管理相互竞争的需求；（3）管理冲突。所有这些都成功地与一个既定领导模型中的可教授行为进行了交叉参考。
对医护人员有积极影响且能解决早期职业领导者所阐明的技能差距的领导行为，可用于加强教员发展项目中的课程。
