Welcome to Succeed
The Academy for Scholarship in Education through the Department of Medical Education welcomes you to Succeed, a new faculty development program built upon the success of the Hit the Ground Running new faculty program. The program is individualized, evidence-based, and flexible.
Purpose of Succeed
Succeed is an individualized faculty development program that connects faculty with learning resources within and beyond Southern Illinois University School of Medicine (resources may include but are not limited to formal programs and courses, professional memberships, experiences, inquiry projects, materials, mentors, and online learning environments). Succeed aims to provide flexible, competency-based pathways for improving teaching, allows faculty to adapt learning opportunities that align with their goals, and create spaces for leadership devleopment. Succeed aligns with the promotion and tenure process so faculty members are supported as they begin or continue the process of becoming outstanding teachers and scholars.
Elements of Succeed
In October, faculty members will develop an individualized professional action plan that identifies goals, action items, outcomes, and proposed timelines focused on their practice, their teaching, their scholarship, and their service. The aim of Succeed is to coach new faculty through the process of becoming self-directed learners in an academic setting and to foster lifelong learning. All faculty members who complete the requirements of the Succeed program will receive a formal program completion letter that acknowledges the faculty member’s individual accomplishments within the program (a copy of this letter will be sent to Department Chairs). Once faculty members complete Succeed, they will be positioned to set goals, identify resources, take action, and continue on the promotion trajectory. Faculty will be able to share their development plans with their department chairs for ongoing guidance, mentoring, and opportunities for growth.
Succeed allows faculty to identify learning opportunities that will enhance their teaching and scholarship. The Academy for Scholarship in Education will keep track of these learning opportunities and assign point values.
Awarding points acknowledges the complexity of faculty development, provides a flexible way to earn credit for active development, and guides faculty through the process of continuous development in an academic setting. To complete the Succeed program, faculty members will need to earn 1000 development points.
Development points can be accumulated through a variety of avenues. If faculty members have development ideas not listed, they can discuss these with the Director of the Academy and their department chairs to determine a point value. Once a faculty member reaches 1000 points and submits a completed action plan, the Director of the Academy will formally recognize the faculty member’s work in a letter that is sent to the faculty and his or her department chair (this letter and the action plan would be excellent additions to the faculty member’s dossier).
Succeed Workshop: Coaching and Narrative Feedback
Forum: A Visit with the Doctor (Short Story by T.S. Arthur)
Succeed Workshop: Using Technology to Teach
Succeed Workshop: How to Succeed at Promotion and Tenure
Forum: Mirrors of Privilege Making Whiteness Visible
Succeed Workshop: Getting Educational Research Published
Succeed Workshop: Goal Setting and Action Planning
Forum: Why Aren’t Doctors More Tech Savvy
Workshop: Cognitive Learning Strategies and Teaching
Forum: Questions for Learning Rather Than Pimping
JOIN NOW! Succeed will begin a cohort of faculty members each September. If you are a faculty member and interested in joining the September 2016 cohort:
- Send an e-mail to firstname.lastname@example.org.
Completed Plan of Action (200 points)
• Draft of plan submitted to the Director of the Academy.
• Finalized plan with reflective statement submitted upon completion of Succeed.
Classroom Opportunities (100 points for each)
• Developing an individualized professional action plan. (October)
• Problem-based learning strategies. (November)
• Coaching: Approaches, techniques, and tools. (December)
• Assessing learners and providing constructive, targeted feedback. (January)
• Incorporating new technologies for teaching and learning. (February)
• Succeeding at promotion and tenure. (March)
• Reaching out to the community to serve and teach. (April)
• Conducting educational inquiry and research. (May)
Online Tutorials (25 points for each with submitted scenario reflections)
• Introduction to learning theories.
• Difficult conversations.
• Planning for active teaching.
• Assessment basics.
• Promoting self-regulated learning.
• Presentation tips and tricks.
• Running effective meetings.
Personal Development Experiences (25-100 points each)
• Observation and feedback session of clinical teaching.
• Submission of medical education manuscript to symposium, conference, or journal.
• Mentoring sessions with a self-selected mentor.
• Reflection journal on first year at SIU School of Medicine (6-10 entries).
• Inquiry project on an aspect of teaching or service.
• Departmental medical education workshops (Problem-Based Learning, Simulated Patient, others arranged by department).
• Mini-sabbatical program through the Academy for Scholarship in education (time for this week-long program must be approved and granted by faculty member’s department chair). This one-week program focuses on establishing a medical education inquiry research project, conducting a literature review, identifying collaborative research partners, and drafting a research proposal.
• Project-based learning experience (collaboration with a DME faculty member) to integrate new approaches to teaching (instructional delivery or technology, assessment, and/or approaches to teaching).
• Fresh Perspectives Faculty Fourms
Medical Education Events (50 points each)
• Attendance at the Academy Innovative Speaker Series events.
• Attendance at the Symposium for Teaching and Learning.
• Attendance at a Medical Education conference or event (any approved expenses will be from the faculty member’s department).
Table of Learning Opportunities
Online Modules (Coming Soon)
Collaborative Medical Education Events
Draft of plan submitted to the Director of the Academy.
Finalized plan with reflective statement submitted upon completion of Succeed.
Developing an individualized professional action plan.
Problem-based learning strategies.
Coaching: Approaches, techniques, and tools.
Assessing learners and providing constructive, targeted feedback.
Incorporating new technologies for teaching and learning.
Succeeding at promotion and tenure.
Reaching out to the community to serve and teach.
Conducting educational inquiry and research.
Introduction to learning theories.
Navigating difficult conversations.
Planning for active teaching.
Assessing learning: The basics.
Promoting self-regulated learning.
Presentation tips and tricks.
Running effective meetings.
Introduction to educational research.
Observation and feedback session of clinical teaching.
Submission of medical education manuscript to symposium, conference, or journal.
Mentoring sessions with a self-selected executive mentor.
Reflection journal on first year at SIU School of Medicine (6-10 entries).
Inquiry project on an aspect of teaching or service.
Departmental medical education workshops (Problem-Based Learning, Simulated Patient, others arranged by department).
Mini-sabbatical program through the Academy for Scholarship in education. This one-week program focuses on establishing a medical education inquiry research project, conducting a literature review, identifying collaborative research partners, and drafting a research proposal.
Project-based learning experience (collaboration with a DME faculty member) to integrate new approaches to teaching (instructional delivery or technology, assessment, and/or approaches to teaching).
Academy Innovative Speaker Series events.
Annual Symposium for Teaching and Learning.
Faculty Journal Club
Faculty Dialogue Sessions (joint partnership between The Academy, Medical Humanities, and Office of Diversity)
Medical Education conference or event.
What Happens If a Faculty Member Doesn’t Earn 1000 points?
Succeed is built on fostering self-regulated learning. Self-regulated learners are motivated to pursue learning opportunities and follow through out of intrinsic drive. As a result, there is no formal consequence for not completing the program. Those who take the initiative to complete Succeed will be formally recognized. To help new faculty members monitor their progress, we will send Succeed status letters in the middle of the academic year (December) and at the end. Department chairs will know which of their new faculty members complete the program (and consequently, which do not).
Future Engagement with the Succeed Program
Given this faculty development program uses an individualized approach and aligns with the promotion and tenure process, we anticipate faculty may wish to continue to participate in this program. It is also possible existing faculty may wish to participate. To be responsive, we will have three levels of Succeed completion available for faculty members.
Levels of Succeed
Succeed Executive Mentor*
Current Experienced Faculty Who Attend Mentoring Retreat
Active Engagement in Succeed
With each level, the faculty member will receive a letter from the Director of the Academy for Scholarship acknowledging their development accomplishments. Faculty who earn the level of Succeed Mentor will be asked to work with new faculty on areas of interest and/or expertise.
Current experienced faculty who are interested in mentoring other faculty and have an interest in medical education will be invited to participate in a one-day retreat offered by the Academy for Scholarship in Education. At the retreat, they will explore the role of a mentor, coaching colleagues, and leadership strategies. Upon completing the retreat, they will be listed on the Academy for Scholarship’s Succeed Website as Executive Mentors. As Executive Mentors, they will be invited to lead round table discussions, facilitate Succeed workshops, and serve as ongoing mentors for interested new faculty.
In time, the faculty members who actively participate in Succeed will become Succeed Executive Mentors.
Succeed: A Faculty Development Program Rooted in Practice, Research, and Theory
Transforming Faculty Development
At the Third Annual International Conference on Faculty Development in the Health Professions, a faculty development symposium (consisting of 100 faculty members and practitioners) developed six general criteria associated with excellent faculty development programs4:
- The faculty development program takes place in an accredited professional school, is aligned with organizational mission and goals, and receives the support needed to achieve its mission.
- The faculty development program is systematically designed, evidence-based, and focused on improving educational practice, leadership and scholarship.
- The faculty development program offers breadth, depth, diversity of approaches, and longitudinal progression of learning opportunities.
- The faculty development program is conducted by faculty members with expertise in faculty development and builds capacity by expanding the number of individuals skilled in offering faculty development.
- The faculty development program engages in ongoing program evaluation and examines impact on individuals, organization and where possible the community.
- The faculty development program promotes innovation and scholarship in faculty development, and teaching and learning.
Built Through Collaborative Effort, Learning Theory, and Medical Education Research
Succeed has been created through the collaborative effort of department chairs, faculty, and associate deans. This program has been significantly shaped through their perspectives. In addition, Succeed is built around concepts from Transformational Learning Theory6, Adult Learning Theory3,7, and the Reflective Practitioner1,10. To create a program that is also rooted in practice, medical education research around faculty development also served as a backdrop for creating Succeed2,4,5,8,9,12,13,14,15.
A special thanks to SIU SOM faculty and leaders who met with me and provided ideas, insights, and feedback on the development of this program (alphabetical listing): Dr. Janet Albers, Dr. Douglas Carlson, Dr. Anna Cianciolo, Dr. Kevin Dorsey, Dr. Wendi El-Amin, Dr. Dr. John Flack, Dr. Heeyoung Han, Dr. Susan Hingle, Dr. Debra Klamen, Dr. Timothy Koschman, Dr. John Mellinger, Dr. Donald Torry, Dr. Linda Toth, and Dr. Steve Verhaulst.
Contact Jeanne Koehler, PhD, Director of the Academy for Scholarship in Education at 217-545-9502 or e-mail email@example.com.
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2. Cruess RL, Cruess SR, Boudreau D, Snell L, Steinert Y. Reframing medical education to support professional identity formation. Academic Medicine. 2014; 89(11): 1446-1451.
3. Fogarty RJ, Pete BM. The adult learner some things we know. Thousand Oaks, CA: Corwin Press; 2004.
4. Irby, D. M., O’sullivan, P. S., & Steinert, Y. Is it time to recognize excellence in faculty development programs? Medical Teacher, May 29, 2015, 1-2. doi:10.3109/0142159X.2015.1044954
5. Kumagai A, Naidu T. Reflection, dialogue, and the possibilities of space. Academic Medicine. 2015;90(3):283-288.
6. Meizirow J. Learning as transformation: Critical perspectives on a theory in progress. San Francisco, CA: Jossey-Bass; 2000.
7. Merriam SB, Caffarella RS. Learning in adulthood: A comprehensive guide. San Francisco, CA: Jossey-Bass; 1999.
8. Morzinski JA, Fisher JC. A nationwide study of the influence of faculty development programs on colleague relationships. Academic Medicine. 2002;77(5):402-406.
9. Pololi LH, Knight SM, Dennis K, Franzel RM. Helping medical faculty realize their dreams: An innovative, collaborative mentoring program. Academic Medicine. 2002;77(5):377-384.
10. Schon DA. Educating the reflective practitioner. San Francisco, CA: Jossey-Bass; 1987.
11. Shulman LS. From minsk to pinsk: Why a scholarship of teaching and learning. Remarks at the Annual meeting of the American Association for Higher Education in Annaheim, CA. March 29, 2000.
12. Steinert Y. Faculty development in the new millennium: Key challenges and future directions. Medical Teacher. 2015;22(1):44-50.
13. Steinert Y, Mann K, Centeno A, et al. A systematic review of faculty development initiatives designed to improve teaching effectiveness in medical education: BEME guide no. 8. Medical Teacher. 2015;28(6):497-526.
14. Wilkerson L, Irby DM. Strategies for improving teaching practices: A comprehensive approach to faculty development. Academic Medicine. 1998;73(4):387-396.
15. Wolters CA. Regulation of motivation: Evaluating an underemphasized aspect of self-regulated learning. Educational Psychologist. 2010;38(4):189-205.