偶然的路径和难以捉摸的定义:在持续专业发展中的领导力
David Wiljer1, Morag Paton, Tharshini Jeyakumar
1Dr. Wiljer: Professor, Department of Psychiatry and Academic Director in Continuing Professional Development in the Temerty Faculty of Medicine, University of Toronto, Toronto, Canada, Executive Director of Education, Technology & Innovation at the University Health Network, Toronto, Canada, and Scientist, Wilson Centre at the University Health Network and Temerty Faculty of Medicine, Toronto, Canada. Dr. Paton: Associate Director, Maintenance of Certification and Education Consultation Services, Continuing Professional Development, Temerty Faculty of Medicine, University of Toronto, Toronto, Canada. Ms. Jeyakumar: Research Associate and Education Specialist, University Health Network, Toronto, Canada, and PhD Student, Institute of Health Policy, Management and Evaluation, Dalla Lana School of Public Health, University of Toronto, Toronto, Canada. Dr. Do: Medical Resident, Department of Paediatrics, Temerty Faculty of Medicine, University of Toronto, Toronto, Canada. Dr. Maniate: Associate Professor, Department of Medicine and Department of Innovation in Medical Education, University of Ottawa, Ottawa, Ontario, Canada, Researcher and Founding Director of the Equity in Health Systems Lab at the Bruyère Research Institute, Ottawa, Ontario, Canada. Dr. Tavares: Scientist, Wilson Centre at the University Health Network and Temerty Faculty of Medicine, University of Toronto, Toronto, Canada, and Assistant Professor, Department of Health and Society at the University of Toronto-Scarborough, Scarborough, Ontario, Canada. Dr. Schneeweiss: Associate Dean, Continuing Professional Development, Professor, Department of Pediatrics, Temerty Faculty of Medicine, University of Toronto, Toronto, Canada.
持续专业发展 (CPD) 领导力需要适应能力和上下文意识,而不仅仅是标准技能. 进入这些角色的途径往往是偶然的,这凸显了需要更好地定义和重视医疗系统内的CPD领导力.
科学领域:
- 医学教育 医学教育
- 医疗保健领导力 医疗保健领导力
- 专业发展专业发展
背景情况:
- 持续专业发展 (CPD) 的领域已经显著增长,但对CPD领导力和领导能力的理解仍然有限.
- 对于CPD领导角色来说,没有普遍商定的能力集或定义的职业道路.
研究的目的:
- 探索领导如何在CPD中描述和定义.
- 确定影响CPD领导演变的上下文因素.
主要方法:
- 半结构面试的定性主题模板分析.
- 在2020-2022年期间与CPD领导计划学习者和经验丰富的CPD领导者进行.
主要成果:
- 十七次采访揭示了关键的领导要素,如视野和协作,适应性和灵活性是CPD的独特特点.
- 对于CPD领导者来说,具体的角色和职业道路是高度可变的.
结论:
- 获得CPD领导力通常涉及偶然性;普通的领导技能是必要的,但不足.
- 有效的CPD领导者必须适当地响应卫生系统的背景和需求.
- 需要更好地阐述和重视CPD领导者在医疗保健组织中的作用.
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