NCT07435753

Leadership ThriveCircles

Leadership ThriveCircles for Well-Being at University of Colorado School of Medicine (CU SOM)

• Status: Not Yet Recruiting
• Phase: N/A
• Study type: Interventional
• Enrollment: 125 (estimated)
• Sponsor: Colorado School of Public Health · Academic / Other
• Sex: All
• Age: 18 Years
• Healthy volunteers: Accepted

Summary

This study aims to strengthen leadership competencies among CU SOM faculty who have at least five direct reports by promoting meaningful behavior change in leadership practices and fostering a culture of peer support, to advance employee well-being and help reduce burnout among healthcare professionals. 125 leaders will take part in a six-month leadership development program consisting of 6 self-paced learning focus areas and 6 in-person sessions with peers to discuss. The investigators will evaluate the program's implementation process and its effectiveness in achieving desired outcomes.

Detailed description

The goal of this project is to design, implement, and evaluate a creative, sustainable leadership development program - Leadership Thrive Circles - focused on helping supervisors: 1) lead with respect and inclusion by ensuring all team members feel valued and welcome; 2) communicate openly and transparently, 3) seek input regularly, 4) support each person's professional growth and aspirations, and 5) express genuine appreciation and gratitude for their contributions. This program will be grounded in evidence-based leadership practices that support professional well-being and help reduce burnout among healthcare professionals. A core premise of this initiative is that leader well-being is foundational to team well-being. Leaders who experience fulfillment, support, psychological safety, and manageable stress are better positioned to model healthy behaviors, build supportive environments, and promote well-being among their direct reports. Thus, Leadership Thrive Circles is also intentionally designed to strengthen the well-being of leaders themselves-recognizing that investing in leaders produces positive ripple effects across entire teams and departments. There is a recognized need for leadership development. While there is substantial evidence highlighting the importance of leadership in healthcare-and the core skills leaders should demonstrate with their teams-there remains a gap in programs tailored specifically to the unique needs of CU SOM leaders. In addition, emerging research underscores that leader well-being directly influences workplace culture, team functioning, and the well-being and retention of faculty and staff. Leaders facing high stress, burnout, or misalignment may struggle to provide effective support, communication, and recognition-factors that the CU SOM well-being data consistently identifies as essential to a healthy, high-functioning environment. Addressing leader well-being is therefore not only beneficial for leaders themselves but also essential for promoting the well-being of their direct reports. Leadership Thrive Circles aims to fill this dual need by equipping leaders with both the skills and the personal well-being resources required to lead healthy, thriving teams. The objectives are to: 1) Strengthen leadership competencies among CU SOM faculty who have at least five direct reports. 2) Promote meaningful behavior change in leadership practices among these leaders. 3) Foster a culture of peer support as leaders integrate new skills into their daily workflows. 4) Evaluate the program's implementation process and its effectiveness in achieving desired outcomes.

Conditions

• Burnout
• Professional Fulfillment
• Belonging
• Intent to Leave
• Leadership

Interventions

Type	Name	Description
BEHAVIORAL	CU Thrive Leadership Circles	The CU SOM leadership program is based on the Wellness-Centered Leadership framework and Mayo Clinic Leadership Index behaviors, using a COMPASS-style peer group model to build leadership skills and community. Leaders complete brief pre-work and on-the-job practice challenges delivered through an online dashboard, then participate in facilitated peer sessions to discuss implementation successes and barriers. Sessions are led by trained leader-facilitators, with researchers not present, and include structured agendas to support consistent implementation and skill development.

Timeline

• Start date: 2026-03-01
• Primary completion: 2027-03-01
• Completion: 2027-03-01
• First posted: 2026-02-27
• Last updated: 2026-03-05

Locations

1 site across 1 country: United States