In this exploratory, qualitative study, we examined the structure and intent of leadership development programs designed for hospital middle managers. Conducting interviews with ten TMT members in five purposefully selected hospitals, we identified four development program types: 1) ongoing-series; 2) curriculum-based; 3) management orientation; and 4) mentoring. Using signaling and institutional theory, we examined the program communication through both direct messaging regarding policies and through hidden signals. Findings show the opportunity hospitals have to more specifically identify what they desire to accomplish through the programs, tailor the content to meet the individual manager needs, and ensure that outcomes are measured.
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