Management and Leadership in HealthcareNCT07678905
Management and Leadership in Healthcare: Expectations, Conditions, Skills, and Reflections in a Leadership Program
An observational study of Management and Leadership in Healthcare, run by Kronoberg County Council at 1 site in Sweden.
Trial summary
This study follows first- and second-line healthcare managers who take part in an established leadership development program in a Swedish healthcare region. The study examines managers' expectations of the program and how they describe their skills and conditions for practicing management and leadership before… Read more about this study
- Who is it for?
- Any age
- Conditions the study is for
- Management and Leadership in Healthcare
- What is being tested?
- Leadership Development Program
- Type of treatment
- Lifestyle or therapy programme
- How many people
- 50 participants
- Where
- 1 siteSweden
- Study dates
- Sep 2026to Jul 2028
- Phase
- Observational
- Are there results?
- Not yet: the study is under way
Key requirements
Who can take part, as listed by the sponsor. Only the study team can confirm whether you are eligible, so take this list to your doctor.
- Ages Any age
- All sexes
- No healthy volunteers
- Child, Adult, Older adult
Study population: The study population consists of approximately 50 first- and second-line healthcare managers employed in Region Kronoberg who have been selected by the healthcare organization to participate in the leadership development program starting in September 2026. Selection for the program takes place independently of the research study. Managers who consent to participate in the study are followed from before the start of the program until one year after program completion.
Who may be able to join
- Employed as a first- or second-line healthcare manager in Region Kronoberg and selected by the healthcare organization to participate in the leadership development program starting in September 2026.
Who cannot join
- Not employed as a first- or second-line healthcare manager
Trial locations and contacts
1 site in 1 country. Contact the study team or a site near you to ask about taking part.
Sweden1 site
Region Kronoberg
Vaxjo, Kronoberg County, 351 88
Karin Lundin, PhD, +46 737892236, karin.lundin@hig.se
About this study
Official title: First- and Second-Line Healthcare Managers' Expectations, Skills, and Conditions for Practicing Management and Leadership Before, During, and After Participation in a Leadership Development Program, and Their Reflections on the Program
This study follows first- and second-line healthcare managers who take part in an established leadership development program in a Swedish healthcare region. The study examines managers' expectations of the program and how they describe their skills and conditions for practicing management and leadership before, during, and after participation. It also explores their reflections on the program, including learning, new insights, application in everyday management practice, and conditions for taking part.
Participants complete questionnaires before the program, immediately after it ends, and one year later. During the program, they record reflections in structured diaries. After the program, participants are invited to focus group interviews to discuss their experiences in greater depth. The questionnaire, diary, and interview findings will be combined to provide a broader understanding of managers' development and experiences of the program.
Read the detailed description
The aim of this study is to describe and compare first- and second-line managers' expectations, skills, and conditions for practicing management and leadership before, during, and after participation in a leadership development program, as well as their reflections on the program.
Approximately 50 first- and second-line healthcare managers participating in a leadership development program will be followed from autumn 2026. Data will be collected through questionnaires, diary entries, and focus group interviews.
A web-based questionnaire will be administered before the program, immediately after completion, and one year after completion. The questionnaire will collect demographic information and data on the managers' self-rated management and leadership using the Leadership and Management Inventory, LaMI-II, and on thriving, understood as flourishing and developing positively, using the Thriving Scale. Study-specific questions will also address whether participants have considered leaving or have left their current management position.
During the leadership development program, participants will be asked to use diaries to describe their expectations of the program and to reflect on learning, insights, application, conditions for participating in the program, and conditions for practicing management and leadership.
After completion of the leadership development program, focus group interviews will be conducted with 5-7 participants in each group. The interviews will be based on the participants' collective descriptions in the diary entries.
Questionnaire data will be compared longitudinally using statistical tests appropriate to the level and distribution of the data. Diary entries and focus group interviews will be analyzed using qualitative content analysis. The quantitative and qualitative results will then be integrated to provide a deeper understanding of the managers' development, experiences, and conditions before, during, and after participation in the leadership development program.
- Conditions
- Management and Leadership in Healthcare
- Being tested
- Leadership Development Program
- Keywords
- Healthcare Managers, Leadership Development Program, Thriving at Work, Longitudinal Studies, Diary Method, Focus Group Interviews, Intention to Leave, Questionnaires, Leadership and Management Performance
What participants receive
What participants receive. In a randomised study each person is assigned to one group by chance.
Leadership Development ProgramBehavioural
An established leadership development program provided annually by a Swedish healthcare region for first- and second-line managers. The program includes planned learning activities, reflection, and interaction intended to support participants in developing their management and leadership practice. The healthcare organization selects participants and provides the program independently of the research study. The research team does not assign participants to the program or determine its content or delivery.
| Study group | Role | What they receive |
|---|---|---|
| Healthcare Managers Participating in a Leadership Development Program | First- and second-line healthcare managers who have been selected by the healthcare organization to participate in its established leadership development program. Selection and admission to the program occur independently of the research study. Participants who consent to the study are followed from before the program begins until one year after program completion. Receives: Behavioral: Leadership Development Program |
What is being measured
The primary outcome is the main question the study is designed to answer.
Self-rated management and leadership performance
Self-rated management and leadership performance will be assessed using the Leadership and Management Inventory-II (LaMI-II). The instrument consists of 25 items divided into two factors: management and leadership. Each item is rated on a five-point scale ranging from 1 (not at all) to 5 (to a very large extent).
Scores will be calculated for the management factor, the leadership factor, and the total scale. Raw scores will be transformed to values ranging from 20 to 100 by dividing the sum of the item scores by the highest possible score and multiplying by 100. Higher scores indicate more desirable self-rated management and leadership performance.
Changes in management, leadership, and total scores will be examined over time. Scores may also be compared within the study group according to demographic and work-related characteristics and whether participants have considered leaving or have left their current management position.
Measured: Before the leadership development program, immediately after program completion, and 12 months after program completion
Thriving at work
Thriving at work will be assessed using the 10-item Thriving Scale. The scale consists of two factors: learning and vitality, with five items representing each factor. Each item is rated on a seven-point scale ranging from 1 (totally disagree) to 7 (totally agree).
Mean scores will be calculated for the learning factor, the vitality factor, and the total scale. Higher scores indicate a higher degree of thriving at work, understood as the joint experience of learning and vitality.
Changes in learning, vitality, and total thriving scores will be examined over time. Scores may also be compared within the study group according to demographic and work-related characteristics and whether participants have considered leaving or have left their current management position.
Measured: Before the leadership development program, immediately after program completion, and 12 months after program completion.
Healthcare Managers' Reflections on the Leadership Development Program
Participants' reflections on the leadership development program will be explored through structured diary entries completed during the program and through focus group interviews conducted after program completion.
The diary entries will address participants' expectations of the program and their reflections on learning, insights, application of program content, conditions for participating in the program, and conditions for practicing management and leadership. The focus group interviews will explore these areas in greater depth and will be informed by the participants' collective diary reflections.
Diary entries and transcribed focus group interviews will be analyzed using qualitative content analysis. The outcome will consist of categories describing participants' expectations, experiences, learning, application, and perceived conditions related to the leadership development program and their management and leadership practice.
Measured: From the beginning of the leadership development program until completion of the focus group interviews, approximately September 2026 to September 2027
Secondary outcomes (1)
Intention to Leave or Having Left the Current Management Position
Participants will be asked whether they have considered leaving their current management position or have left the position. The study-specific questionnaire responses will be described and may also be used to compare self-rated management and leadership and thriving scores within the study group.
Measured: Immediately after completion of the leadership development program and 12 months after program completion
Timeline
From the start of the study to its completion; the mark is today. Estimated dates are the sponsor’s plan.
- First posted1 Jul 2026
- Study startSep 2026 (estimated)
- Primary completionJun 2028 (estimated)
- Study completionJul 2028 (estimated)
Resources
- Official record on ClinicalTrials.govThe registry entry this page is built from, with its full change history.
- Other trials for Management and Leadership in HealthcareStudies of the same condition, open and under way.
- What the trial phases meanHow a treatment moves from first tests in people to approval.
More details
For doctors and researchers: how the study is designed, who runs it, and its registry IDs.
Study design
- Study type
- Observational
- Observational model
- Cohort
- Time perspective
- Prospective
- Enrolment
- 50 participants (estimated)
Sponsor and investigators
- Lead sponsor
- Kronoberg County Council
- Sponsor type
- Other government
- Collaborators
- University of Gavle
- Responsible party
- Principal investigator, Kristina Lagerstedt, Kronoberg County Council
IDs, dates and publications
- ClinicalTrials.gov ID
- NCT07678905
- Sponsor's protocol ID
- 2026-00139-01
- Status last verified
- Jul 2026
- First submitted
- 25 Jun 2026
- Last updated
- 13 Jul 2026
- Results posted
- No
- Data monitoring committee
- No
- FDA-regulated drug
- No
- FDA-regulated device
- No
- Individual data sharing
- No: Individual participant data will not be shared outside the research group because the study involves a small and well-defined group of healthcare managers within one organization. The dataset includes longitudinal questionnaire responses, diary entries, and focus group interview data. Even after removal of direct identifiers, combining information across data sources and time points could create a risk of indirect identification. Data will therefore be handled in accordance with the approved ethical application and applicable data protection requirements. Aggregated and anonymized study results will be reported in publications.
Study at a glance
From the registry record, last updated by the sponsor on 13 Jul 2026. Recruitment status is as the sponsor reported it: confirm with the study team.
- Official title
- First- and Second-Line Healthcare Managers' Expectations, Skills, and Conditions for Practicing Management and Leadership Before, During, and After Participation in a Leadership Development Program, and Their Reflections on the Program
- ClinicalTrials.gov ID
- NCT07678905
- Acronym / sponsor ID
- 2026-00139-01
- Conditions
- Management and Leadership in Healthcare
- Keywords
- Healthcare Managers, Leadership Development Program, Thriving at Work, Longitudinal Studies, Diary Method, Focus Group Interviews, Intention to Leave, Questionnaires
- Study type
- Observational
- Recruitment status
- Not yet recruiting
- Enrolment
- 50 participants (estimated)
- Lead sponsor
- Kronoberg County CouncilOther government
- Collaborators
- University of Gavle
- Study start
- Sep 2026 (estimated)
- Primary completion
- Jun 2028 (estimated)
- Study completion
- Jul 2028 (estimated)
- First posted
- 1 Jul 2026 (actual)
- Results
- Not posted in the source record
Clinical summary
The research question as the sponsor registered it. This describes what the study plans to test, not what it found.
This study follows first- and second-line healthcare managers who take part in an established leadership development program in a Swedish healthcare region. The study examines managers' expectations of the program and how they describe their skills and conditions for practicing management and leadership before, during, and after participation. It also explores their reflections on the program, including learning, new insights, application in everyday management practice, and conditions for taking part.
Participants complete questionnaires before the program, immediately after it ends, and one year later. During the program, they record reflections in structured diaries. After the program, participants are invited to focus group interviews to discuss their experiences in greater depth. The questionnaire, diary, and interview findings will be combined to provide a broader understanding of managers' development and experiences of the program.
Detailed description
The aim of this study is to describe and compare first- and second-line managers' expectations, skills, and conditions for practicing management and leadership before, during, and after participation in a leadership development program, as well as their reflections on the program.
Approximately 50 first- and second-line healthcare managers participating in a leadership development program will be followed from autumn 2026. Data will be collected through questionnaires, diary entries, and focus group interviews.
A web-based questionnaire will be administered before the program, immediately after completion, and one year after completion. The questionnaire will collect demographic information and data on the managers' self-rated management and leadership using the Leadership and Management Inventory, LaMI-II, and on thriving, understood as flourishing and developing positively, using the Thriving Scale. Study-specific questions will also address whether participants have considered leaving or have left their current management position.
During the leadership development program, participants will be asked to use diaries to describe their expectations of the program and to reflect on learning, insights, application, conditions for participating in the program, and conditions for practicing management and leadership.
After completion of the leadership development program, focus group interviews will be conducted with 5-7 participants in each group. The interviews will be based on the participants' collective descriptions in the diary entries.
Questionnaire data will be compared longitudinally using statistical tests appropriate to the level and distribution of the data. Diary entries and focus group interviews will be analyzed using qualitative content analysis. The quantitative and qualitative results will then be integrated to provide a deeper understanding of the managers' development, experiences, and conditions before, during, and after participation in the leadership development program.
Study design
- Observational model
- Cohort
- Time perspective
- Prospective
- Number of arms
- 1
| Arm | Type | Receives |
|---|---|---|
| Healthcare Managers Participating in a Leadership Development Program | – | Behavioral: Leadership Development ProgramFirst- and second-line healthcare managers who have been selected by the healthcare organization to participate in its established leadership development program. Selection and admission to the program occur independently of the research study. Participants who consent to the study are followed from before the program begins until one year after program completion. |
Who may qualify
- Sex
- All
- Healthy volunteers
- Not accepted
- Age groups
- Child, Adult, Older adult
- Study population
- The study population consists of approximately 50 first- and second-line healthcare managers employed in Region Kronoberg who have been selected by the healthcare organization to participate in the leadership development program starting in September 2026. Selection for the program takes place independently of the research study. Managers who consent to participate in the study are followed from before the start of the program until one year after program completion.
Key inclusion criteria (1 listed)
- Employed as a first- or second-line healthcare manager in Region Kronoberg and selected by the healthcare organization to participate in the leadership development program starting in September 2026.
Key exclusion criteria (1 listed)
- Not employed as a first- or second-line healthcare manager
Eligibility is decided by the study team after screening; this overview does not establish that a patient qualifies. Full inclusion and exclusion criteria.
Interventions
| Intervention | Type | Arms |
|---|---|---|
| Leadership Development ProgramAn established leadership development program provided annually by a Swedish healthcare region for first- and second-line managers. The program includes planned learning activities, reflection, and interaction intended to support participants in developing their management and leadership practice. The healthcare organization selects participants and provides the program independently of the research study. The research team does not assign participants to the program or determine its content or delivery. | Behavioural | Healthcare Managers Participating in a Leadership Development Program |
Primary outcome
Self-rated management and leadership performance
Time frame: Before the leadership development program, immediately after program completion, and 12 months after program completion
Self-rated management and leadership performance will be assessed using the Leadership and Management Inventory-II (LaMI-II). The instrument consists of 25 items divided into two factors: management and leadership. Each item is rated on a five-point scale ranging from 1 (not at all) to 5 (to a very large extent). Scores will be calculated for the management factor, the leadership factor, and the total scale. Raw scores will be transformed to values ranging from 20 to 100 by dividing the sum of the item scores by the highest possible score and multiplying by 100. Higher scores indicate more desirable self-rated management and leadership performance. Changes in management, leadership, and total scores will be examined over time. Scores may also be compared within the study group according to demographic and work-related characteristics and whether participants have considered leaving or have left their current management position.
Thriving at work
Time frame: Before the leadership development program, immediately after program completion, and 12 months after program completion.
Thriving at work will be assessed using the 10-item Thriving Scale. The scale consists of two factors: learning and vitality, with five items representing each factor. Each item is rated on a seven-point scale ranging from 1 (totally disagree) to 7 (totally agree). Mean scores will be calculated for the learning factor, the vitality factor, and the total scale. Higher scores indicate a higher degree of thriving at work, understood as the joint experience of learning and vitality. Changes in learning, vitality, and total thriving scores will be examined over time. Scores may also be compared within the study group according to demographic and work-related characteristics and whether participants have considered leaving or have left their current management position.
Healthcare Managers' Reflections on the Leadership Development Program
Time frame: From the beginning of the leadership development program until completion of the focus group interviews, approximately September 2026 to September 2027
Participants' reflections on the leadership development program will be explored through structured diary entries completed during the program and through focus group interviews conducted after program completion. The diary entries will address participants' expectations of the program and their reflections on learning, insights, application of program content, conditions for participating in the program, and conditions for practicing management and leadership. The focus group interviews will explore these areas in greater depth and will be informed by the participants' collective diary reflections. Diary entries and transcribed focus group interviews will be analyzed using qualitative content analysis. The outcome will consist of categories describing participants' expectations, experiences, learning, application, and perceived conditions related to the leadership development program and their management and leadership practice.
1 secondary outcome
Intention to Leave or Having Left the Current Management Position
Time frame: Immediately after completion of the leadership development program and 12 months after program completion
Results and safety
This study is still under way. Results are not available in the source record yet.
Research links
- Official record on ClinicalTrials.govLast updated by the sponsor 13 Jul 2026.
- Individual participant dataSharing planned: No. Individual participant data will not be shared outside the research group because the study involves a small and well-defined group of healthcare managers within one organization. The dataset includes longitudinal questionnaire responses, diary entries, and focus group interview data. Even after removal of direct identifiers, combining information across data sources and time points could create a risk of indirect identification. Data will therefore be handled in accordance with the approved ethical application and applicable data protection requirements. Aggregated and anonymized study results will be reported in publications.
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Referral and contact
AzTrials does not enrol participants or take referrals. Contact the study team or a site listed below; they decide who can take part.
1 site in 1 country: see every site and its status.
Questions about this trial
What is this clinical trial studying?
An observational study of Management and Leadership in Healthcare, run by Kronoberg County Council at 1 site in Sweden.
The full registered description is in the About this study section and the official record.
Who may be eligible to take part?
The sponsor lists 1 inclusion and 1 exclusion criteria. Eligibility is decided by the study team after screening, so read the full criteria and contact a listed site.
Is this clinical trial currently recruiting?
The record says: opening soon, as of the sponsor's last update on 13 Jul 2026. Status can change between updates, so confirm with the study contact before making plans.
Where is the study taking place?
The record lists 1 site in Sweden. Whether a site is taking part right now should be confirmed with that site. See every site.
What are the possible benefits and risks?
They depend on the study and the treatment, and no study can promise a benefit. The study team explains the known risks during informed consent, before anyone joins; the record itself does not list them.
Are results available for this study?
This study is still under way. Results are not available in the source record yet.
How can a doctor refer a patient or contact the research team?
Contact Karin Lundin, PhD (+46 737892236, karin.lundin@hig.se), or a site near the patient. AzTrials does not enrol participants or take referrals.
What does the primary outcome measure?
Self-rated management and leadership performance (time frame: Before the leadership development program, immediately after program completion, and 12 months after program completion). The study lists 3 primary outcomes in all. It is what the study was designed to measure, not a finding.
Where can I read the original study information?
Does a listing mean the treatment is approved or proven to work?
No. A listing means the study is registered. It does not show that the treatment is safe, works, or is approved by a regulator.
How often is this information updated?
AzTrials copies changed records from ClinicalTrials.gov every night and reloads the whole registry every week. The sponsor last updated this record on 13 Jul 2026.