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Sunday, February 26 • 12:45pm - 1:30pm
ARCHES - [Oral Presentation] 3. Outcomes and Participant Perspectives Following a UCSF-CORO Faculty Leadership Training Program

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1:15 PM - 1:30 PM

Outcomes and Participant Perspectives Following a UCSF-CORO Faculty Leadership Training Program

J.Y. Tsoh, J. Cheng, A. Kuo, J. Barr, I. Merry, M. Fisch, B. Alldredge, A. Azzam, University of California San Francisco
S. Shain, L. Whitcanack, Coro Northern California
Abstract Body: Context Fostering professional development and academic advancement are critical elements for improving faculty satisfaction, success and retention. Since 2005, the University of California San Francisco (UCSF) has offered the UCSF-CORO Faculty Leadership Collaborative, a 10-session (75 program hours) leadership training program for cohorts of up to 16 faculty members. The Coro Northern California conducts the training with goals to catalyze individual and collective change to benefit both the participant and the broader UCSF community. The Collaborative has high completion rates with promising objective leadership outcomes; however, little is known about participants’ perceived values of the program, particularly longer term (>12 months) impacts after program completion. Objectives We sought to assess long-term impacts of the Collaborative from the 2005-2012 graduates' perspectives with an online survey conducted during August - October 2013. Using a mixed methods design incorporating quantitative and qualitative items, we integrated quantitative findings with emergent themes from content analyses of participant comments on open-ended questions. Key Message Between 2005–2012, 175 faculty members applied to the Collaborative: 139 (79%) were accepted of whom 136 (98%) completed the program. Graduates (64% women and 65% Whites) included faculty from schools of medicine (79%), dentistry (10%), nursing (6%), and pharmacy (5%) representing > 30 departments. The academic ranks at time of program participation included full (29%), associate (45%) and assistant (26%) professors. Since program completion, 11 (8%) graduates have obtained a UCSF leadership position as chairs or deans, of whom 9 (82%) were women. Survey respondents (N=72, response rate: 55%) included 66% women, 63% Whites, 19% Asians, 10% Blacks, and 6% Latinos. Most (92%) agreed the sponsorship of the Collaborative demonstrated the University’s commitment to foster faculty development, and indicated noticeable changes in leadership attitudes or behaviors (92%) and skills (99%). Quantitative and qualitative data revealed that graduates perceived impacts at multiple levels. At an individual level, most believed that it led to personal growth with increased self-awareness, confidence, and aspiration. The program fostered development of leadership skills in conflict resolution, team management, and giving and receiving feedback with 93% indicated an increased ability to lead in challenging times. At an interpersonal level, graduates described the program led to new collaborations. Most (90%) reported increased interpersonal leadership skills. More women than men perceived their program participation encouraged them to expand their leadership roles in professional or volunteer organizations outside of UCSF (73% vs. 48%, p=0.03). At an organizational level, some graduates described experiencing increased cohesion within departments or units. A majority (92%) said the program had increased their understanding of UCSF as an organization. More full professors agreed to the statement that the program improved the climate for UCSF than associate or assistant professors (79% vs. 45%, p=0.005). While 31% did not perceive a positive impact on recruiting or retaining faculty, the Collaborative was described as a means to provide support, connectedness, empowerment, and formal mentorship, particularly for women and minority faculty. Conclusion The UCSF-CORO Faculty Leadership Collaborative, as perceived by the program participants 12 months to 8 years after program completion, has generated positive and sustaining impacts at multiple levels, from individual to organizational. The Collaborative successfully reached a diverse faculty audience, created a faculty leadership network and led to new leadership opportunities. Although the impact on recruitment and retention are unclear, faculty are appreciative of the University’s investment in faculty development through leadership training. 

avatar for Amin Azzam

Amin Azzam

HS Clinical Professor, UCSF
simulation, faculty development, Problem-Based Learning (PBL), and Wikipedia

Sunday February 26, 2017 12:45pm - 1:30pm

Attendees (12)