Article Figures & Data
Figures
- Figure 1.
Flow diagram for potential streamlining of the OMERACT Emerging Leaders Program. OMERACT: Outcome Measures in Rheumatology; EL: emerging leaders; ELP: Emerging Leaders Program; SIG: Special Interest Group.
Tables
Session Description Structure Knowledge/skills Pre-OMERACT All Emerging Leader (EL) participants sent information about the goals of the program as well as supporting educational materials
Each EL assigned 3 fellows to mentor during the OMERACT meetingSent by e-mail
1 week prior to OMERACT 2018
Sent by e-mail
1 day prior to OMERACT 2018Day 1: Opening Session Combined with Fellows Introductory session, providing an opportunity for EL to meet their assigned fellows 1 hr, face-to-face, facilitated by 2 moderators Day 2: Introductory Session Background to the EL program was given; participants introduced themselves and identified their goals for the program; practical training was given in mentorship and how to deliver effective feedback to OMERACT fellows 3 hrs, face-to-face, facilitated by 2 moderators Understood the context and learning objectives for the EL program
Goal setting
Gained skills in mentorship and providing feedback
Days 2–5: Reflective Evening Sessions The content was led by the needs of the group. This included the opportunity to debrief and receive peer support, revisit goals and how to achieve them, and further discuss more advanced OMERACT processes (e.g., creating a new SIG) 1 hr each evening, face-to-face, facilitated by 2 moderators Gained skills in mentorship and providing feedback
Individualized personal development by working through personal goals
Gained knowledge in advanced OMERACT processes
Developed peer-support networks
Improved collaboration networks
Other opportunities EL were invited to attend a skills development session on facilitation skills 1 hr, face-to-face Developed facilitation skills
EL critiqued the fellows’s posters 1 hr, face-to-face Developed skills in mentorship and providing feedback
EL appointed as rapporteurs when required by working groups Assigned through the EL conveners following contact from the working group leaders Developed rapporteur skills (note-taking, summarizing, and presenting)
Contributed to the wider OMERACT program
OMERACT: Outcome Measures in Rheumatology; SIG: special interest group.
Domain Item Round 1 Essential/Important Round 2 Essential/Important Round 3 Mean Essential/Important Essential Important Positive aspects of the Emerging Leaders Program Conveners (BR & PST) relatable/accessible mentors 100% 100% 8.8 100% 100% 0% Support network of peers 100% 100% 8.6 100% 90% 10% OMERACT Executive representative as a mentor 100% 100% 8.5 100% 100% 0% Development and strengthening of networks with other emerging leaders* N/A 100% 8.3 100% 100% 0% Having a purpose at OMERACT in addition to the standard program 100% 100% 8.2 100% 100% 0% Small size of the group providing more intimacy and better peer support/more attention from mentors 100% 100% 8 100% 100% 0% Extra training received 90% 100% 7.9 100% 80% 20% Platform to help you develop yourself 100% 100% 7.8 100% 100% 0% Opportunities to contribute/participate in the OMERACT program 100% 100% 7.6 100% 70% 30% Opportunity to debrief any difficult issues daily 100% 100% 7.5 100% 70% 30% Whatsapp group to share information and support 80% 90% 7.4 90% 50% 40% Streamlined program for more targeted skill development* N/A 100% 7.4 100% 80% 20% The opportunity to be part of OMERACT’s succession planning 100% 100% 7.3 100% 60% 40% Having a role within the OMERACT community 100% 100% 7.2 100% 50% 50% Aim/mission defined at the start of the meeting 90% 90% 6.8 100% 70% 30% Opportunity to mentor the fellows 100% 100% 6.8 100% 30% 70% Potential for a career track moving toward OMERACT Executive 80% 80% 6.5 80% 60% 20% Contribute to development of OMERACT educational resources* N/A 100% 6.4 100% 30% 70% Opportunity to critique the fellows’s posters 90% 100% 6.4 100% 50% 50% The feeling of “giving back” to OMERACT 80% 80% 6.1 80% 30% 50% Areas for improvement of the Emerging Leaders Program Discovering extra responsibilities as emerging leaders after agreeing to participate 80% 80% 8.8 80% 60% 20% Not being sure what to expect from the program 100% 100% 8.6 100% 40% 60% Lack of planned sessions to spend time with mentees 80% 80% 8.5 80% 20% 60% Being given short notice when asked to participate in the returning Fellows/Emerging Leaders Program 100% 100% 8.3 100% 0% 100% No opportunity for the Emerging Leaders group to meet and build rapport before meeting the fellows 70% 60% N/A N/A N/A N/A Difficult to find assigned fellow mentees at the introductory session 60% N/A N/A N/A N/A N/A Suggestions for improving the Emerging Leaders Program Funding support for the Emerging Leaders group to recognize contribution 100% 100% 8.4 100% 100% 0% Program should include opportunity to learn higher-level knowledge about OMERACT processes* N/A 90% 7.8 100% 90% 10% Program should include opportunity to learn higher-level knowledge about OMERACT politics* N/A 90% 7.7 100% 80% 20% Emerging leaders to receive training on the ideal structure of working groups: co-chairs, patient partners, researchers, and how groups should be led/managed* N/A 100% 7.6 100% 100% 0% Program should include opportunity to learn facilitation skills* N/A 100% 7.5 100% 100% 0% Emerging leaders to receive training in how OMERACT functions in terms of financing working groups, e.g., supporting patient partners and fellow to attend* N/A 100% 7.4 100% 90% 10% Program should include opportunity to learn mentoring skills* N/A 100% 7.4 100% 90% 10% Provide advance notice of being asked to participate in the Emerging Leaders Program 100% 100% 7.4 100% 90% 10% Provide more skills development that provides direction toward membership of Executive/TAG 100% 100% 7.4 100% 80% 20% Opportunity to shadow an Executive/Chair/Facilitator during the meeting* N/A 100% 7.3 100% 60% 40% Program should include opportunity to learn rapporteur skills* N/A 100% 7.2 100% 100% 0% A clear program with additional responsibilities provided at the point of inviting to join Emerging Leaders Program 100% 100% 7.1 100% 60% 40% Emerging fellows matched with an Executive as a mentor 90% 90% 7.1 90% 80% 10% Provide a clear pathway for development that could lead to Executive/TAG 100% 100% 7 100% 70% 30% Emerging leaders to receive training in potential resources that may be available through OMERACT, e.g., Delphi manager* N/A 100% 6.9 100% 70% 30% Program should include opportunity to learn to give effective feedback/critical appraisal* N/A 100% 6.9 100% 60% 40% An opportunity to formally meet during the 2 yrs between OMERACT meetings, i.e., at EULAR, ACR, similar to other OMERACT Working Groups* N/A 100% 6.3 100% 40% 60% Task for Executive mentor to introduce emerging leaders to a potential new collaborator/connection 100% 100% 6.2 100% 30% 70% More structure to initial meeting of emerging leaders and fellows to aid finding each other 90% 100% 5.9 100% 20% 80% Emerging leaders joining fellows for some of their sessions to critique or support their feedback 100% 100% 5.8 100% 10% 90% Set time in the program for mentors and mentees to talk to each other (e.g., wellness issues) 100% 100% 5.8 100% 0% 100% Task for emerging leaders to introduce each other to a potential new collaborator/connection 100% 100% 5.8 100% 10% 90% Program should be offered to all those who have attended a previous OMERACT (opt in)* N/A 80% 5.5 90% 20% 70% ↵* Item added at the end of Round 1. Significant data are in bold face. OMERACT: Outcome Measures in Rheumatology; TAG: Technical Advisory Group; EULAR: European League Against Rheumatism; ACR: American College of Rheumatology; N/A: not applicable.
