Developing Leaders Integrating Longitudinal Leadership Curriculum Into a 4- year Family Medicine Residency Andrew Wolford D.O. 1

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Objectives 1.Describe the importance of training in self and social awareness in development of the future leaders of health care 2.Discuss barriers to the development of a leadership curriculum within your own organization 3. Identify the potential for the development of leadership in your own teaching curriculum 3

Physician Leaders  Innovation  Effect Change  Community Involvement  A Resident Challenge  A Faculty Challenge 4

Mid-Michigan Family Medicine Residency Program  Located in Midland, MI  4-year Family Medicine Residency Program   8 Core Faculty, 1 Psy.D.  Affiliated with Michigan State University College of Human Medicine 5

Impetus for Change  MSU Network Retreat  Senior Resident Retreat Input Output  A Stand-Alone Experience How to transition to a longitudinal experience with meaning? 6

Developing Goals 1.The resident will become aware of the importance of emotional intelligence in leadership development 2.The resident will identify the basic principles of effective physician leadership 3.The resident with participate in and lead interdisciplinary team meetings 4.The resident will engage community partners to address the well being of the population 5.The resident will participate in addressing change within their organization to improve performance and patient outcomes 7

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Design 9 Self Action Self Awareness Social Awareness Social Action

Longitudinal Readings  Emotional Intelligence  Crucial Conversations  5 Dysfunctions of a Team  Leadership and Self-Deceit 10

Working Interventions  Complete EI “Test” Review with faculty advisor Develop own “Leadership IEP”  Myers Briggs as a faculty/resident team to learn and practice communication skills  Leadership roles in the Family Practice Center PCMH projects Practice Improvement  Family Meeting planning and reflection 11

Working Interventions  Committee Involvement Hospital-based Administration Involvement  Community Involvement Organization Integration 12

Feedback on growth  Faculty feedback from family meeting  Difficult patient encounters End of Block patient encounter simulation with debriefing  Longitudinal feedback during resident precepting in the office and hospital 13

Measurement of progress  Milestone evaluation Semi-annual review  Emotional Intelligence score changes  Family Meeting evaluations Yearly requirements 14

 “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others” Jack Welch 15

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Physician Limitations  Time??  Training??  Desire??  Complacency?? 17