Person-centred leadership programme evaluation

The PLOS One evaluation shows that participation in a six-month person-centred leadership programme was experienced to influence self-leadership, team-leadership, and workforce development when organisational preconditions were met, according to the PLOS One article.

• 13 leaders were purposefully interviewed between 27 January and 16 March 2023, with interviews lasting 40 to 65 minutes and a mean duration of 52 minutes, as reported in PLOS One on July 22, 2026.
• The leadership programme admitted 80 participants in 2022 and ran six modules over six months, according to the PLOS One study published July 22, 2026.
• The study identified three development visions (Live as you learn, Strive for equal relations, and Enable co-creation) which were broken into nine sub-categories, according to Klinga et al., PLOS One, July 22, 2026.
• Participants reported that practical, workplace-based assignments and continuous managerial support were necessary preconditions for sustained change, according to the PLOS One article.

Answer: The PLOS One study used a qualitative exploratory design with individual interviews to capture leaders' experiences of change after a leadership programme.

According to the PLOS One article published on July 22, 2026, the University of Gothenburg Centre for Person-Centred Care (GPCC) and the Swedish Association of Health Professionals delivered a blended six-module programme in 2022 to 80 admitted leaders.

According to the PLOS One report, researchers purposefully sampled 13 programme completers and conducted digital interviews between 27 January and 16 March 2023, then applied conventional content analysis with latent interpretation framed by three analytical tracks: self-leadership, team-leadership, and workforce development.

According to Klinga et al., trustworthiness was addressed through collaborative coding, reflexivity, and adherence to the COREQ checklist, as reported in PLOS One on July 22, 2026.

Answer: The PLOS One study demonstrates that interview-based evaluations can surface both behavioural shifts and contextual preconditions required for sustainable leadership change.

According to the PLOS One article, evaluators should measure not only self-reported learning but also organisational preconditions such as managerial support and time for coaching, because participants reported that changes depended on these factors.

According to Klinga et al., evaluators benefit from integrating workplace assignments into curricula, because participants credited workplace-based tasks with enabling translation of theory into practice.

According to PLOS One, including patients and relatives early yields more authentic co-creation, because participants stated that without patient involvement, workforce development could not be fully person-centred.

The PLOS One qualitative evaluation published July 22, 2026 demonstrates that a six-month person-centred leadership programme can change leaders' practices when workplace preconditions are met, but sustained evaluation requires tracking context as well as reported behaviours.

Qualitative researchers and programme evaluators can speed synthesis and preserve credibility by combining human-led interpretive methods with AI tools that extract quotes, map themes, and run cross-segment comparisons.

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