The Future of Leadership Development in PGMC
Leadership development must become a routine, core component of medical education. This will enable the sea change required for leadership and management being viewed and valued within the medical profession.
There should be universal coverage with all trainees being exposed to leadership development at every level of their training.
Spiral or Ladder Curriculum, Tiered Approach or Multimodal Approach
- Structured workplace experiences
- Project work
- Action Learning
- Coaching and mentoring through NHSLA
- Multisource feedback – 360 NHSLA – self assessment and report. Further analysis and facilitated feedback session with an accredited NHSLA facilitator is also available to help understand and contextualise the report, as well as help prioritise further leadership development. This will be funded by the Deanery on application.
- Psychometric tools and personality inventories such as TypeCoach or MBTI
- Short courses, seminars, workshops
- Technology enhanced learning such as Simulation or Human Factors workshops
Other work-based examples
- Closer working with multi-professional Quality Improvement work – aligned to organisational objectives.
- Participation by trainees in patient safety issues - Root Cause Analysis
- Trainee or manager buddy schemes
- Trainee attendance at Senior Team meetings – observer participation.
- Talent conversations and coaching. Trainee encouragement and promotion of leadership development – at all stages of their training. Helping trainees to see leadership as integral to specialty training within their own specialty curriculum and as themselves as a clinician.