Leadership ThriveCircles for Burnout and Professional Fulfillment
This study is testing a leadership program called CU Thrive Leadership Circles. This program aims to help leaders at the University of Colorado School of Medicine (CU SOM) improve their leadership skills, reduce burnout, and increase professional fulfillment. The program focuses on building a supportive community and teaching leaders how to better support their teams. Researchers will look at changes in burnout, leadership skills, and professional fulfillment right after the program and again three months later. You might be able to join if you are a CU SOM faculty member (like a doctor, advanced practice provider, or research scientist) who works at least half-time and has at least five employees reporting directly to you. The current status of this study is unclear.
- Study design
- This study is an interventional study planning to enroll 125 participants. It is not specified if it is randomized or blinded.
- What's involved
- Participants will take part in a six-month leadership development program, which includes 6 self-paced learning areas and 6 in-person sessions with peers.
- Compensation
- Not stated in the trial record.
- Follow-up
- Participants will be followed immediately after the intervention and at 3-months follow-up to measure outcomes.
AI-generated from the public study record. Only the study team can confirm whether you're eligible — confirm details with them before making decisions.
Leadership ThriveCircles
At a glance
Conditions
Where it's being run
1 sites across 1 statesStudy leadership
- Natalie V Schwatka, PhD MS · PRINCIPAL_INVESTIGATOR · University of Colorado, Denver
Who to contact
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Do you actually qualify for this trial?
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Inclusion
Exclusion
What this trial measures
- BurnoutChange from baseline to immediately after the intervention and at 3-months follow-up
Maslach Burnout Inventory (MBI) - Human Services Survey for Medical Personnel (MBI-HSS MP) is a 22-item survey that covers 3 areas: Emotional Exhaustion (EE, range 0-54, higher score greater EE), Depersonalization (DP, range 0 - 30, higher score greater DP), and low sense of Personal Accomplishment (PA, range 0 -48, higher score greater PA). Each subscale includes multiple questions with frequency rating choices of Never, A few times a year or less, Once a month or less, A few times a month, Once a week, A few times a week, or Every day.
- LeadershipChange from baseline to immediately after the intervention and at 3-months follow-up
Mayo Clinic Leadership Index (MLI) - a validated, self-report instrument developed at Mayo Clinic that asks healthcare professionals to rate their direct-report supervisor across key dimensions of well-being centered leadership, including inclusion, communication, empowerment, professional development, and recognition. The instrument is a 9-item questionnaire. Each item is scored on a 5-point Likert scale ranging from 1 ("strongly disagree") to 5 ("strongly agree").
- Professional fulfillmentChange from baseline to immediately after the intervention and at 3-months follow-up
Stanford Professional Fulfillment Index (PFI) - a validated instrument designed to measure professional fulfillment (positive aspects of work) among physicians and other healthcare professionals. It includes 6 items assessing intrinsic positive reward from work (e.g., meaningfulness, satisfaction, sense of contribution). It was measured on a Not at all true (0), Somewhat true (1), Moderately true (2), Very true (3), Completely true (4) scale.
- Leadership self-efficacyChange from baseline to immediately after the intervention and at 3-months follow-up
Leadership self-efficacy was measured with a modified version of the Mayo Leadership Index to assess their confidence in enacting each of the leadership behaviors. 8-items from the Mayo Leadership Index were modified to start with "I feel confident I can…" and were measured with the following scale: Strongly Agree (5), Agree (4), Neither Agree nor Disagree (3), Disagree (2), Strongly Disagree (1) scale.
- BelongingChange from baseline to immediately after the intervention and at 3-months follow-up
Adapted from the belonging assessment used in Hunderfund et al., Sense of Belonging Among Medical Students, Residents, and Fellows: Associations with Burnout, Recruitment Retention, and Learning Environment. Two items capturing participants' self-reported sense of belonging within key institutional contexts - within the school and their unit. This was assessed on a 1 = Strongly disagree to 5 = Strongly agree scale.
- Social isolationChange from baseline to immediately after the intervention and at 3-months follow-up
Social isolation - the Patient-Reported Outcomes Measurement Information System (PROMIS) 4-item short form of the social isolation scale was used. It was measured on a Never (0), Rarely (1), Sometimes (2), Often (3), Always (4) scale.