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Building towards organisational resilience and complexity leadership: a case study of impacts and changes in a Dutch blood establishment during COVID-19 建立组织复原力和复杂性领导力:关于 COVID-19 期间对荷兰血液机构的影响和变化的案例研究
IF 2.7 Q3 HEALTH CARE SCIENCES & SERVICES Pub Date : 2024-07-11 DOI: 10.1136/leader-2024-001008
Praiseldy K Langi Sasongko, Mart Janssen, Martine de Bruijne
Objectives This study examined how one large blood-related establishment coped and adapted during the first 1.5 years of the pandemic by evaluating the impacts and changes on its resources, communication, collaborations, and monitoring and feedback. Furthermore, we explored whether elements of complexity leadership emerged during this time. Design Duchek’s organisational resilience framework was primarily used. We followed a three-step sequential approach: (1) a document analysis of over 150 intranet, internet and internal reports; (2) 31 semistructured interviews with employees and (3) four feedback sessions. Setting Sanquin is known as the Dutch national blood bank and a large multidivisional expertise organisation in the Netherlands. Results Sanquin coped well. Respondents accepted the crisis and catalysed many collaborations to implement solutions, which were communicated to the public. There were many positive aspects related to internal collaborations, yet challenges remained related to its historical siloed structure and culture. Sanquin adapted partially. Many respondents experienced the organisation becoming more connected and flexible during the pandemic. However, Sanquin was not permanently changed due to significant leadership changes and organisational restructuring occurring simultaneously. Respondents reflected on lessons learnt, including the need for continual collaboration and improvements in Sanquin’s culture. An important driver in the successful coping was management’s enabling attitude and the adaptations occurring within and through the collaborative groups. Conclusions Sanquin improved its organisational resilience by exhibiting elements of adaptive spaces, enabling leadership and (temporary) emergence from complexity leadership. This illuminates how the organisation could continue benefiting from complexity leadership for non-crises and for future uncertainties. No data are available. The qualitative data are not publicly available due to the identifying nature of the transcripts and lack of consent from participants to publicly share this data.
研究目的 本研究通过评估大流行病对一家大型血液相关机构的资源、沟通、合作以及监控和反馈的影响和变化,探讨了该机构在大流行病发生后的最初 1.5 年中是如何应对和适应的。此外,我们还探讨了在此期间是否出现了复杂性领导力的要素。我们主要采用了 Duchek 的组织复原力框架。我们采用了三步顺序法:(1)对 150 多份内部网、互联网和内部报告进行文档分析;(2)对员工进行 31 次半结构式访谈;(3)举行四次反馈会议。背景 Sanquin 是荷兰著名的国家血库,也是荷兰一家大型多部门专业机构。结果 Sanquin 很好地应对了危机。受访者接受了危机,并促成了许多合作以实施解决方案,这些解决方案已向公众公布。内部合作有许多积极的方面,但其历史上的孤立结构和文化仍然存在挑战。Sanquin 进行了部分调整。许多受访者认为,在大流行病期间,组织变得更加紧密和灵活。然而,由于同时发生了重大的领导层变动和组织结构调整,Sanquin 并未发生永久性改变。受访者反思了汲取的经验教训,包括需要持续合作和改进 Sanquin 的文化。成功应对的一个重要驱动因素是管理层的扶持态度以及协作小组内部和通过协作小组进行的调整。结论 Sanquin 通过展示适应性空间、扶持型领导力和(暂时性的)复杂性领导力等要素,提高了组织的应变能力。这揭示了该组织如何继续从复杂性领导力中获益,以应对非危机和未来的不确定性。没有数据。由于笔录具有识别性,且未征得参与者同意公开分享这些数据,因此定性数据不对外公开。
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引用次数: 0
Cultivating the next generation of healthcare leaders: reflections from an established healthcare leader. 培养下一代医疗保健领导者:一位资深医疗保健领导者的思考。
IF 1.7 Q3 HEALTH CARE SCIENCES & SERVICES Pub Date : 2024-07-11 DOI: 10.1136/leader-2024-001037
Rakhshan Kamran, Andrea S Doria

Background: Dr Andrea Doria is Professor and Vice-Chair of Radiology (Clinical Practice Improvement) at the University of Toronto, Research Director, Senior Scientist and Imaging Lead of Personalised Child Health, The Hospital for Sick Children (SickKids), Toronto, Canada. Over the past few decades, Dr Doria has established a track record of healthcare leadership. Based on Dr Doria's extensive leadership experience, she believes it is essential for established healthcare leaders to be involved in cultivating emerging healthcare leaders.

Methods: An interview was conducted with Dr Doria to learn about key lessons she believes are essential for healthcare leaders to help develop the next generation. Dr Doria reflected on her leadership style and experiences, sharing what has worked to improve the effectiveness of her teams.

Results: Key messages were reflected upon, including practical ways for senior leaders to support the next generation; leadership insights gained from the pandemic; the importance of building diversity in teams and nurturing leaders from underrepresented minorities; challenges to be aware of for the future of healthcare leadership; finding inspiration from team members and essential traits for healthcare leaders.

Conclusion: Through cultivating the next generation of healthcare leaders, established leaders can be involved in establishing a brighter future for healthcare. This article describes reflections and practical takeaways that can help established leaders support emerging leaders and build their leadership skills.

背景:Andrea Doria 博士是多伦多大学放射学(临床实践改进)教授兼副主席、研究主任、高级科学家和加拿大多伦多病童医院(SickKids)个性化儿童健康成像负责人。在过去的几十年里,多里亚博士在医疗保健领域建立了良好的领导记录。基于 Doria 博士丰富的领导经验,她认为成熟的医疗保健领导者必须参与培养新兴的医疗保健领导者:我们对 Doria 博士进行了一次访谈,以了解她认为医疗保健领导者在帮助培养下一代方面的关键经验。Doria 博士反思了自己的领导风格和经验,分享了提高团队效率的方法:大家对关键信息进行了反思,包括高层领导支持下一代的实用方法;从大流行病中获得的领导力启示;在团队中建立多样性和培养来自代表人数不足的少数群体的领导者的重要性;未来医疗保健领导力应注意的挑战;从团队成员中寻找灵感以及医疗保健领导者的基本特质:通过培养下一代医疗保健领导者,已有的领导者也可以参与其中,为医疗保健事业创造更美好的未来。本文介绍了一些反思和实用经验,可帮助成熟的领导者支持新兴领导者并培养他们的领导技能。
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引用次数: 0
Leadership development programmes in healthcare research: a systematic review, meta-analysis and meta-aggregation 医疗保健研究中的领导力培养计划:系统回顾、荟萃分析和荟萃汇总
IF 2.7 Q3 HEALTH CARE SCIENCES & SERVICES Pub Date : 2024-07-11 DOI: 10.1136/leader-2024-000976
Harry Kingsley-Smith, Christian E Farrier, Daniel Foran, Koot Kotze, Kamal Mahtani, Sarah Short, Anna Mae Scott, Oscar Lyons
Background Academic institutions benefit from researchers adopting leadership positions and, subsequently, leadership development programmes are of increasing importance. Despite this, no evaluation of the evidence basis for leadership development programmes for healthcare researchers has been conducted. In this study, the authors reviewed leadership development programmes for healthcare researchers and aimed to identify their impact and the factors which influenced this impact. Methods The authors searched MEDLINE, EMBASE, CINAHL and PsycINFO between January 2000 and January 2023 for evaluations of leadership development programmes with healthcare researchers. The authors synthesised results through exploratory meta-analysis and meta-aggregation and used the Medical Education Research Study Quality Instrument (MERSQI) and Joanna Briggs Institute (JBI) Checklist for Qualitative Studies to identify higher-reliability studies. Results 48 studies met inclusion criteria, of which approximately half (22) met the criteria for higher reliability. The median critical appraisal score was 10.5/18 for the MERSQI and 3.5/10 for the JBI. Common causes of low study quality appraisal related to study design, data analysis and reporting. Evaluations principally consisted of questionnaires measuring self-assessed outcomes. Interventions were primarily focused on junior academics. Overall, 163/168 categorised programme outcomes were positive. Coaching, experiential learning/project work and mentoring were associated with increased organisational outcomes. Conclusion Educational methods appeared to be more important for organisational outcomes than specific educational content. To facilitate organisational outcomes, educational methods should include coaching, project work and mentoring. Programmes delivered by external faculty were less likely to be associated with organisational outcomes than those with internal or mixed faculty, but this needs further investigation. Finally, improving evaluation design will allow educators and evaluators to more effectively understand factors which are reliably associated with organisational outcomes of leadership development. Data are available on reasonable request.
背景 学术机构从担任领导职务的研究人员中获益匪浅,因此领导力培养计划的重要性与日俱增。尽管如此,目前还没有针对医疗保健研究人员领导力发展计划的证据基础进行过评估。在本研究中,作者回顾了针对医疗研究人员的领导力发展计划,旨在确定其影响以及影响这种影响的因素。方法 作者检索了 2000 年 1 月至 2023 年 1 月期间的 MEDLINE、EMBASE、CINAHL 和 PsycINFO,以了解针对医疗研究人员的领导力发展计划的评估情况。作者通过探索性荟萃分析和荟萃归纳对结果进行了综合,并使用医学教育研究质量工具(MERSQI)和乔安娜-布里格斯研究所(JBI)定性研究核对表来识别可靠性较高的研究。结果 48 项研究符合纳入标准,其中约一半(22 项)符合可靠性较高的标准。MERSQI 的关键评价得分中位数为 10.5/18,JBI 的关键评价得分中位数为 3.5/10。造成研究质量评价低的常见原因与研究设计、数据分析和报告有关。评估主要包括测量自我评估结果的调查问卷。干预措施主要针对初级学者。总体而言,163/168 项分类计划的成果是积极的。辅导、体验式学习/项目工作和指导与组织成果的增加有关。结论 对于组织成果而言,教育方法似乎比具体的教育内容更重要。为促进组织成果,教育方法应包括辅导、项目工作和指导。与内部教师或混合教师相比,外部教师提供的课程与组织成果相关的可能性较小,但这还需要进一步调查。最后,改进评估设计将使教育者和评估者更有效地了解与领导力发展的组织成果可靠相关的因素。如有合理要求,可提供相关数据。
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引用次数: 0
Improvisation versus protocol: navigating the benefits and pitfalls of leadership jazz in healthcare settings. 随机应变与按部就班:医疗机构领导力爵士乐的优势与陷阱。
IF 1.7 Q3 HEALTH CARE SCIENCES & SERVICES Pub Date : 2024-07-09 DOI: 10.1136/leader-2024-001016
Maximilian Kalyuzhnov, Olena Khlystova, Benjamin Laker
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引用次数: 0
Can compassionate leadership of senior hospital leaders help retain trainee doctors? 医院高层领导的同情心能否帮助留住实习医生?
IF 1.7 Q3 HEALTH CARE SCIENCES & SERVICES Pub Date : 2024-07-02 DOI: 10.1136/leader-2024-001010
Wen Wang, Jennifer Creese, Maria Karanika-Murray, Kevin Harris, Mark McCarthy, Christopher Leng, Christopher King

Background: High burnout and low retention rates among trainee doctors threaten the future viability of the UK medical workforce. This study empirically examined factors that can sustain trainee doctors.

Method: A total of 323 trainee doctors from 25 National Health Service (NHS) Trusts in England and Wales completed an online survey on their training and employment experiences. A mixed method approach was employed.

Results: Structural equation modelling revealed that perceived compassionate leadership of hospital senior leaders (CLSL) (i.e., doctors in senior clinical and management positions, and senior managers) is directly and negatively associated with trainee doctors' burnout and intention to quit. We propose the associations may be indirectly strengthened through two mediating pathways: increased psychological contract fulfilment (PCF) of training/organisational support and reduced worry about the state of the NHS; however, only the former is supported. The model can explain a substantial 37% of the variance in reported burnout and 28% of intention to quit among trainee doctors. Being a Foundation Year (FY) trainee was significantly associated with poor PCF and burnout. Rich qualitative data further elaborated on their experiences in terms of senior leaders' awareness of their training/working experiences, listening to and acting on.

Conclusions: Active and demonstrable CLSL plays a vital role in trainee doctors' retention. It has both direct (through support) and indirect effects through improving trainee doctors' PCF to reduce burnout and intention to quit. This seems particularly valuable among FY doctors. Implications for the development and management of the medical workforce are discussed.

背景:实习医生的高职业倦怠率和低留用率威胁着英国医疗队伍未来的生存能力。本研究以实证研究的方式探讨了能够使见习医生保持活力的因素:方法:来自英格兰和威尔士 25 个国民健康服务(NHS)托管机构的 323 名见习医生完成了关于其培训和就业经历的在线调查。研究采用了混合方法:结构方程模型显示,医院高层领导(CLSL)(即担任高级临床和管理职位的医生以及高级管理人员)所感知到的富有同情心的领导力与实习医生的职业倦怠和辞职意向有直接的负相关。我们认为这种关联可能通过两个中介途径得到间接加强:增加培训/组织支持的心理契约履行(PCF)和减少对 NHS 状况的担忧;然而,只有前者得到了支持。该模型可以解释实习医生职业倦怠报告中 37% 的差异和 28% 的辞职意向。作为基础年(FY)受训医生与不良的 PCF 和职业倦怠显著相关。丰富的定性数据进一步阐述了他们在高层领导对其培训/工作经历的了解、倾听和行动方面的经验:积极而明显的CLS在留住实习医生方面发挥着至关重要的作用。它既有直接影响(通过支持),也有间接影响(通过改善受训医生的 PCF,减少职业倦怠和辞职意向)。这对 FY 医生尤为重要。本文讨论了对医务人员队伍发展和管理的影响。
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引用次数: 0
Accelerated transformation programme for healthcare services: structure, function and the lessons learnt. 医疗服务加速转型方案:结构、功能和经验教训。
IF 1.7 Q3 HEALTH CARE SCIENCES & SERVICES Pub Date : 2024-07-01 DOI: 10.1136/leader-2023-000851
Anthony J Riley, Sami A AlShammary, Yacoub Abuzied, Rasmieh Al-Amer, Ibrahim Bin-Hussain, Mesfer Alwaalah, Khalil Alshammari, Khalid I AlQumaizi

The Kingdom of Saudi Arabia's (KSA) Ministry of Health's (MOH) healthcare transformation strategy aims to improve the quality of life of Saudi citizens in line with the 'Vision 2030' strategic objectives. The MOH is reforming the way healthcare will be managed in the future and is in the process of transferring healthcare service delivery responsibilities to clusters with ratified boards, while also moving the MOH from a provision of service model to a regulatory one. Several early pathfinding clusters were initiated in the eastern central and western regions. To ensure northern and southern regions were not left behind, the early innovation, while awaiting cluster nomination status, the northern and southern business units of Health Holding Company implemented the accelerated transformation programme (ATP). The ATP's remit was to develop capabilities and stimulate local engagement and ownership in the healthcare transformation process. This paper summarises the process of healthcare transformation undertaken in the northern and southern regions of KSA to date. It reviews the success in engaging with local healthcare professional communities in a standardised way and the learning from previous clusters, and elaborates on emerging implementation issues and how we may overcome them and introduce the lessons learnt from this journey.

沙特阿拉伯王国卫生部的医疗保健转型战略旨在根据“2030愿景”战略目标提高沙特公民的生活质量。卫生部正在改革未来医疗保健的管理方式,并正在将医疗保健服务提供责任转移到拥有批准董事会的集群,同时将卫生部从提供服务模式转变为监管模式。几个早期的寻路集群是在东部、中部和西部地区发起的。为了确保北部和南部地区不被落在后面,早期的创新,在等待集群提名的同时,健康控股公司的北部和南部将实施加速转型计划(ATP)。ATP的职责是在医疗转型过程中发展能力,激发当地的参与和所有权。本文总结了迄今为止KSA北部和南部地区进行的医疗保健转型过程。它回顾了以标准化方式与当地医疗专业社区接触的成功,以及从以前的集群中吸取的教训,并阐述了新出现的实施问题,以及我们如何克服这些问题,并介绍了从这一过程中吸取的经验教训。
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引用次数: 0
Interest and competence in leadership and management among newly qualified specialists in Finland. 芬兰新获得资格的专家对领导和管理的兴趣和能力。
IF 1.7 Q3 HEALTH CARE SCIENCES & SERVICES Pub Date : 2024-07-01 DOI: 10.1136/leader-2023-000763
Heli Parviainen, Juulia Kärki, Hanna Kosonen, Heli Halava

Background: Medical faculties in Finland are responsible for the quality and content of continuous medical education programmes that also includes compulsory management studies (10 European Credit Transfer and Accumulation System). The aim of this study is to evaluate medical specialists' experiences of the compulsory management studies and their attitudes towards leaders and managers.

Methods: The Universities of Turku and Tampere conducted a survey among doctors who completed their specialist training between 1 January 2016 and 1 January 2019. Of these doctors, 83 completed the survey (response rate 25%). The analysis was carried out using a cross-table, and in the visual analysis, a box plot has been used.

Results: Of the respondents, 38% were content with management and leadership studies, and they reported a particular need for improving skills in human resources management, healthcare economy, legislation, organisational management, and social and healthcare systems. Most respondents (83%) showed interest in future leadership roles.

Conclusions: The findings of this study show that newly qualified doctors do wish for added education and training in management and leadership.

背景:芬兰的医学院负责继续医学教育课程的质量和内容,其中还包括强制性管理学习(10欧洲学分转移和积累制度)。本研究的目的是评估医学专家在强制性管理研究中的经验以及他们对领导者和管理者的态度。方法:图尔库大学和坦佩雷大学对2016年1月1日至2019年1月31日期间完成专科培训的医生进行了一项调查。在这些医生中,有83人完成了调查(回答率为25%)。使用交叉表进行分析,在视觉分析中使用了方框图。结果:在受访者中,38%的人对管理和领导力研究感到满意,他们表示特别需要提高人力资源管理、医疗经济、立法、组织管理以及社会和医疗系统方面的技能。大多数受访者(83%)表示对未来的领导角色感兴趣。结论:这项研究的结果表明,新获得资格的医生确实希望在管理和领导方面接受更多的教育和培训。
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引用次数: 0
Year in review: tips for effective graduate medical education programme leadership and management. 年度回顾:有效领导和管理研究生医学教育计划的技巧。
IF 1.7 Q3 HEALTH CARE SCIENCES & SERVICES Pub Date : 2024-07-01 DOI: 10.1136/leader-2022-000724
William Rainey Johnson, Adam M Barelski, John G Blickle, Melanie L Wiseman, Joshua Hartzell

Programme leaders in graduate medical education (GME) are responsible for the final stage of physician training, guiding the transition from supervised to independent practice. The influence of GME programme leaders extends beyond clinical practice, affecting trainees' relationship with and attitudes towards the healthcare system, future leadership behaviours, work-life prioritisations and professional identity among others. Given the potential magnitude of GME programme leaders' impact, both positive and negative, on GME trainees, we reflected on our shared leadership model that developed iteratively as a leadership team. We draw on our experiences to emphasise practical leadership behaviours and provide a summary of our observations, leading to nine recommendations for effective GME programme leadership and associated suggestions for implementation. We divide our recommendations into four leadership recommendations and five management recommendations. Throughout, we highlight the process of developing our shared leadership model, recognising that our process and observations will aid leadership teams in evaluating and, potentially, adapting our recommendations to meet their needs. We anticipate that leaders and leadership teams at every level will find value in our recommendations, even if our intended audience is GME leaders from chief residents to programme directors.

医学研究生教育(GME)项目的负责人负责医生培训的最后阶段,指导学员从接受指导过渡到独立执业。研究生医学教育项目带头人的影响超出了临床实践,会影响到学员与医疗系统的关系、对医疗系统的态度、未来的领导行为、工作与生活的优先顺序以及职业认同感等。考虑到 GME 项目领导对 GME 学员的潜在影响(包括正面和负面影响),我们对作为一个领导团队迭代发展起来的共同领导模式进行了反思。我们借鉴我们的经验,强调切实可行的领导行为,并对我们的观察进行了总结,从而提出了九项关于有效领导普通高等教育项目的建议以及相关的实施建议。我们将建议分为四项领导建议和五项管理建议。在整个过程中,我们强调了共同领导力模型的开发过程,认识到我们的过程和观察结果将有助于领导团队评估和调整我们的建议,以满足他们的需求。我们预计,即使我们的目标受众是从住院总医师到项目主任的 GME 领导者,各级领导者和领导团队也会从我们的建议中发现价值。
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引用次数: 0
Medical Specialty Interest Survey (MSIS): understanding career interest and specialty training in commencing Australian medical interns. 医学专业兴趣调查(MSIS):了解澳大利亚医学实习生的职业兴趣和专业培训。
IF 1.7 Q3 HEALTH CARE SCIENCES & SERVICES Pub Date : 2024-07-01 DOI: 10.1136/leader-2023-000874
Christopher Chew, Lawrence Lin, Nathan Vos, Jade Stevens, Emma Nyhof, Jason Goh

Aim: To assess specialisation interests in commencing interns and create a standardised survey to aid medical schools, supervisors and health services in quantifying, understanding and supporting medical career development to improve medical workforce planning.

Method: The Medical Specialty Interest Survey (MSIS) cross-sectional study was used. Incoming interns at a multisite tertiary hospital network in Melbourne, Australia rated their desire to pursue each specialty as a career using a Likert scale (1-5). 47 Medical Board of Australia Medical Specialties were included in the survey.

Results: Completion rate was 123 of 124 (99.2%). The overall mean desirability was 2.62, suggesting on average more specialties were deemed less preferred. Critical care specialties were most popular, while surgical specialties had least interest. Gastroenterology and cardiology were most popular among internal medicine specialties. General practice had low correlation with other specialties (Pearson correlation mean R coefficient 0.106 compared with overall mean 0.208), suggesting interns interested in general practice exhibit less interest in other specialties, and interest in specialisation confers low interest in general practice. Psychiatry had the lowest mean R coefficient of 0.088.

Conclusions: The MSIS quantifies relative interest in 47 medical specialties and specialty interest correlations among final-year medical students/incoming interns. The MSIS may be a tool for medical schools, healthcare services and government agencies to better understand the career interest among medical students and pre-vocational doctors and therefore improve doctor retention and well-being.

目的:评估开始实习的专业兴趣,并创建一个标准化调查,以帮助医学院、主管和卫生服务部门量化、理解和支持医疗职业发展,从而改进医疗劳动力规划。方法:采用医学专业兴趣调查(MSIS)横断面研究。澳大利亚墨尔本一家多站点三级医院网络的新实习生使用Likert量表(1-5)对他们追求每一个专业的愿望进行了评估。47澳大利亚医学专业委员会被纳入调查。结果:完成率为123/124(99.2%)。总体平均可取性为2.62,表明平均而言,更多的专业被认为不太受欢迎。重症监护专业最受欢迎,而外科专业最不受欢迎。胃肠科和心脏病学在内科专业中最受欢迎。全科医学与其他专业的相关性较低(Pearson相关性平均R系数为0.106,而总体平均值为0.208),这表明对全科医学感兴趣的实习生对其他专业的兴趣较小,对专业化的兴趣对全科医疗的兴趣较低。精神病学的平均R系数最低,为0.088。结论:MSIS量化了47个医学专业的相对兴趣以及医学生/即将实习的大四学生之间的专业兴趣相关性。MSIS可能是医学院、医疗服务机构和政府机构的一种工具,可以更好地了解医学生和职业前医生的职业兴趣,从而提高医生的保留率和幸福感。
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引用次数: 0
Generic professional capabilities hub: developing leadership and management skills in trainees. 通用专业能力中心:培养学员的领导能力和管理技能。
IF 1.7 Q3 HEALTH CARE SCIENCES & SERVICES Pub Date : 2024-07-01 DOI: 10.1136/leader-2023-000872
Kate Rachel Millar, Christopher James, Hannah Headon, Azka Afzal, Joseph Lipton, Kirsten Armit, Judy McKimm

High quality leadership is key to delivering high standards of patient care. For many reasons, doctors in training are not currently well represented in leadership positions and struggle to access opportunities to develop these skills. As a key cohort within the medical workforce, using existing present opportunities within clinical training programmes would allow them to engage in leadership development and support them to lead on projects within their trusts and make sustainable changes within their own organisation.Within our anaesthetic department, we designed the Generic Professional Capabilities Hub (GPC hub)-a framework that aims to address some of the barriers to engagement in clinical leadership. Involvement in the GPC hub can be at three different levels, which allows for flexibility around other training needs. Currently, there are seven workstreams within the framework, with trainees being involved through symposia attendance, leading on projects linked to the hub or becoming a trainee workstream lead. We share our learning from setting up this framework, the benefits it brings to trainees and departments, initial evaluation results and our next steps which include regional roll out to four other anaesthetic departments.

高质量的领导是提供高标准患者护理的关键。由于许多原因,接受培训的医生目前在领导职位上的代表性不高,很难获得发展这些技能的机会。作为医疗队伍中的一个关键群体,利用临床培训计划中现有的机会,将使他们能够参与领导力发展,并支持他们在信托范围内领导项目,并在自己的组织内做出可持续的改变。在我们的麻醉部门,我们设计了通用专业能力中心(GPC中心),这是一个旨在解决参与临床领导的一些障碍的框架。GPC中心的参与可以分为三个不同的级别,这使得其他培训需求具有灵活性。目前,该框架内有七个工作流,学员通过参加研讨会、领导与中心相关的项目或成为学员工作流负责人参与其中。我们分享了我们从建立这个框架中学到的经验,它给受训人员和部门带来的好处,初步评估结果,以及我们的下一步行动,包括在其他四个麻醉部门进行区域推广。
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引用次数: 0
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