Abstract
Objective This study aimed to analyze the effectiveness of the American Academy of Ophthalmology
(AAO)'s Leadership Development Program (LDP), report the program's impact on participants
in attaining ophthalmic leadership positions, and identify opportunities to improve
future LDP programming.
Design An open cohort study was performed on AAO LDP graduates by using an online questionnaire
and retrospective monitoring.
Participants and Methods AAO LDP graduates from 1999 to 2019 participated in the study. A Likert-scale survey
was distributed via email. Online responses were submitted anonymously to a team at
the Berkeley Haas School of Business for analysis. A separate review of gender demographics
and ophthalmic leadership positions held by graduates was performed.
Main Outcomes Measures Regression analysis was performed to determine whether survey results supported a
meaningful relationship between the measured impact and the AAO LDP program's perceived
effectiveness. Ascension into leadership positions of AAO-related organizations at
the national, regional, state, and subspecialty level by AAO LDP graduates was collated.
Results Of 381 potential respondents, 203 survey responses were returned (53.3%). 158 reported
that they are currently holding a leadership position (77.8%). Statistical analyses
indicated that the overall value of the program was seen as highly effective (M = 4.6),
and that the development programs combined contributed significantly to AAO LDP being
judged as effective overall, F (11,191) = 24.79; p < 0.001 with an R
2 of 0.59. Longitudinal tracking of the 383 graduates revealed that 268 (70.0%) have
served as AAO committee/task force members, councilors, or representatives to outside
organizations. A total of 242 (63.2%) graduates have served as president or chair
of a state, subspecialty, or specialized interest ophthalmology society. 25 (6.5%)
have served at the highest level of AAO leadership and two have been elected AAO President.
A higher percentage of participants identifying as female was found in the LDP program
compared with both U.S. overall and trainee ophthalmic populations.
Conclusion The AAO LDP has fulfilled its initial goals of effectively developing a large cohort
of ophthalmologists interested in and prepared to take on leadership roles across
the profession. Development of more specific outcome measures to evaluate the program,
as well as direct optimal programming, are needed to further the success of its aims.
Keywords
leadership - LDP program - American Academy of Ophthalmology - Likert scale - survey
- self-efficacy - confidence - motivation - gender diversity
