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Beswetherick N1
1Chartered Society of Physiotherapy, London, United Kingdom
Background: The Chartered Society of Physiotherapy (CSP) has delivered a 12 month Leadership Development Programme (LDP) for two cohorts of 24 physiotherapists since 2017. The programme was jointly delivered with an external delivery partner. The principal objective of the programme was to develop confident leaders who were self aware, able to influence, enable change and empower others. The programme comprised of tutor-led sessions, facilitated action learning sets, work-based learning, and self-directed learning. At the end of the programme, participants were required to submit a reflective leadership report.
Purpose: To assess whether the self-reported outcomes described in the participants end of programme leadership reports, met the programme objectives.
Methods: A purposeful sample of 12 anonymised leadership reports, selected on year of intake from two cohorts were identified by the LDP coordinator. The selection comprised 25% of all reports with 6 from each of the two 2017 cohorts. A full text review was undertaken. Words and phrases from each leadership report which described the individual self reported outcomes of the leadership development programme were identified and collated through an iterative coding framework. A second full text review was undertaken to identify any key themes. Further analysis of the themes was undertaken where words or phrases were repeatedly cited in reports. The findings were finally compared to the programme objectives.
Results: There were 44 different self reported outcomes that programme participants described they had developed or improved. 3 themes were identified which were cited by participants in all or the majority of the reports. These were: "increased self-awareness" (also described as emotional intelligence,EQ), cited in all reports (n=12), a total of 44 times; "improved and developed communication skills" (n=12), cited a total of 40 times; and "increased confidence" cited in 11 reports a total of 41 times.
Within the "improved and developed communication" theme, most frequently cited were; adapting communication style and approach for different situations (n=8), being consistent in the giving and receiving of feedback (n=8) and communicating effectively in difficult or challenging situations (n=8). The increased confidence cited included: confidence to speak up and express their opinions (n=7), confidence to influence others (n=7), confidence to lead others and services (n=4), and confidence to give and receive feedback (n=4).
Conclusion(s): The findings from this review of the end of programme leadership reports demonstrate that the LDP objectives have largely been met. All or the majority of participants reported increased self-awareness, increased communication skills and increased confidence. Participants were more aware of how they were perceived by others and how their behaviour and leadership style affected others. Participants were able to communicate more effectively even in difficult situations and during conflict by adapting their communication approach. Participants were also much more confident leaders able to influence others, engage stakeholders and enable change.
Implications: These findings will inform our future LDP development and evaluation.
Keywords: leadership, development
Funding acknowledgements: No funding was required.
Purpose: To assess whether the self-reported outcomes described in the participants end of programme leadership reports, met the programme objectives.
Methods: A purposeful sample of 12 anonymised leadership reports, selected on year of intake from two cohorts were identified by the LDP coordinator. The selection comprised 25% of all reports with 6 from each of the two 2017 cohorts. A full text review was undertaken. Words and phrases from each leadership report which described the individual self reported outcomes of the leadership development programme were identified and collated through an iterative coding framework. A second full text review was undertaken to identify any key themes. Further analysis of the themes was undertaken where words or phrases were repeatedly cited in reports. The findings were finally compared to the programme objectives.
Results: There were 44 different self reported outcomes that programme participants described they had developed or improved. 3 themes were identified which were cited by participants in all or the majority of the reports. These were: "increased self-awareness" (also described as emotional intelligence,EQ), cited in all reports (n=12), a total of 44 times; "improved and developed communication skills" (n=12), cited a total of 40 times; and "increased confidence" cited in 11 reports a total of 41 times.
Within the "improved and developed communication" theme, most frequently cited were; adapting communication style and approach for different situations (n=8), being consistent in the giving and receiving of feedback (n=8) and communicating effectively in difficult or challenging situations (n=8). The increased confidence cited included: confidence to speak up and express their opinions (n=7), confidence to influence others (n=7), confidence to lead others and services (n=4), and confidence to give and receive feedback (n=4).
Conclusion(s): The findings from this review of the end of programme leadership reports demonstrate that the LDP objectives have largely been met. All or the majority of participants reported increased self-awareness, increased communication skills and increased confidence. Participants were more aware of how they were perceived by others and how their behaviour and leadership style affected others. Participants were able to communicate more effectively even in difficult situations and during conflict by adapting their communication approach. Participants were also much more confident leaders able to influence others, engage stakeholders and enable change.
Implications: These findings will inform our future LDP development and evaluation.
Keywords: leadership, development
Funding acknowledgements: No funding was required.
Topic: Professional issues; Education: continuing professional development
Ethics approval required: No
Institution: N/A
Ethics committee: N/A
Reason not required: Using the HRA decision tool, this project is not defined as research and therefore does not require ethics approval Ref: http://hra-decisiontools.org.uk/ethics
All authors, affiliations and abstracts have been published as submitted.
