Leadership potential of physicians in a public teaching hospital in the city of São Paulo.

Charles Schmidt,Luiz Arnaldo Szutan,Dafne Braga Diamante Leiderman,Valter Castelli,Nelson Wolosker,Alexandre Fioranelli

doi:10.31744/einstein_journal/2019gs4191

Abstract

ABSTRACTObjectiveTo analyze the leadership potential of physicians in a public hospital in the city of São Paulo.MethodsA descriptive pilot study, in which 40 assistant physicians and medical residents were randomly selected to receive an electronic invitation of the company Caliper Estratégias Humanas do Brasil . To those who accepted it, a link was sent to fill out a personality evaluation focused on the work, comprising 112 alternatives related to 21 domains of 4 performance areas. According to the Caliper Profile Questionnaire, the ipsative measures expressed as a percentage are distributed on a Likert scale, and three categories are established based on behavioral tendencies at work: need for improvement, moderate and high potential.ResultsA total of 47.5% of physicians invited accepeted taking part in the study. Regarding to leadership, the need for improvement was over 30% among the evaluated physicians. In the interpersonal relationship analysis, only 18.4% of assistant physicians and 37% of medical residents required improvement. The percentage of physicians who needed improvement in problem-solving and decision-making was similar among the assistant and resident physicians (12.6% versus 14%). In the evaluation of personal organization and time management, we obtained similar percentages in assistant physicians and residents who needed improvement (14% in both groups). High potential leadership was observed in these domains (18.4% and 20% for assistant physicians and residents, respectively).ConclusionThe physicians assessed presented high leadership potential in 25% of the cases, requiring improvement in the performance domains, such as interpersonal relationship, problem solving, decision-making, personal organization and time management.

Highlights

For a more efficient growth in the health system, it is necessary to have some way to increase the number of qualified specialists in high demand areas
There is evidence that, in order to identify and enhance leadership potential, personality-based approaches are highly effective in various organizational contexts.[7,8,9] Several studies showed that personality is associated with objective measurements of performance at work, proficiency for training, and success in teamwork.[7,10] Personality assessment is an important method of predicting behavior at work
Each physician who accepted to participate in the study returned the Informed Consent Form (ICF) and received a new electronic message with the link to fill out the Caliper Profile Questionnaire (CPQ) online

Summary

Introduction

For a more efficient growth in the health system, it is necessary to have some way to increase the number of qualified specialists in high demand areas. These specialists must have the capacity to carry out their clinical activities, and be able to fulfill roles in business leadership to support models of sustainable health system.[1]. In the industrial sectors, training for leadership is well established, while in health organizations the same interest has not been observed over the past decades.[4] Only recently there has been a consensus on the importance of developing leader physicians. There is evidence that, in order to identify and enhance leadership potential, personality-based approaches are highly effective in various organizational contexts.[7,8,9] Several studies showed that personality is associated with objective measurements of performance at work, proficiency for training, and success in teamwork.[7,10] Personality assessment is an important method of predicting behavior at work.

Methods

Results

Discussion

Conclusion