COVER SHEET 3

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Running head: BOLDLY GO Case Report: Boldly Go: Character Drives Leadership at Providence Hospital Carolyn A. Crockett Doctor of Healthcare Administration DHA 803 – Leadership and Professional Issues Dr. Wodicka March 18 , 2022 1

Running head: BOLDLY GO Problem/Issues Facing the Organization: Executing an immense organizational change And implementing a new leadership culture Possible Solutions: Chief Executive Officer of Providence Healthcare, Josie Walsh, is faced with executing an immense organizational change and implementing a new leadership culture for Providence's survival. Walsh's transformational leadership style demonstrates an attitude of longevity and determination to build a culture of cohesiveness. To work together on the challenges of risking costs, profitable ancillary services to support its products, patient adverse emotions, and the improvement of stakeholder's services and approval. The new innovative model at Providence is based upon collaborative team input to improve stakeholder and internal Leadership. The primary objective is too immense organizational change management within the culture. By utilizing all voices, both introverts' and extroverts' mindsets, using emotional intelligence leadership styles to give feedback on expanding patient flow, reducing wait times, becoming instrumental in providing patient-centered care and providing reliability and trustworthiness that will lead to productivity. Walsh must ensure that all stakeholders buy in with the new plans and his vision to steer Providence in the right direction so that all stakeholders will be on board. Recommended Solutions : The primary incentive is to capture the mindsets and approaches of the stakeholders of Providence Healthcare on focusing on the issues that demand more consideration. For instance, ineffective communication within Leadership and the collaboration of patient outcomes. The trajectory of stakeholders' input to help combat downfalls 2

Running head: BOLDLY GO that contribute to decreased staff morale and financial loss within the company leads to transformational change, working with department heads to incorporate authentic coalitions t o embrace diversity and inclusion. Burtons, Misfit, and Milestones: Structural Elaboration and Capability Reinforcement in the Evolution of Entrepreneurial Top Management Teams suggests that leaders get into power struggles to develop effective management and leadership styles personalized to the requests of all-inclusive employees and consumer's needs (Burton, 2016). Because Walsh demonstrates a leadership style as a transformational leader, it is a benefit to combine Emotional Intelligence as part of her technique to provide the so need practices of leading by example. Walsh has to continue to build and harvest trustworthiness within the hospital population. Walsh has the upper hand because she is familiar with the needs of all stakeholders. Her Leadership demonstrates that she has quantitatively examined the outcomes of Providence Healthcare. Walsh could implement a broad spectrum of transparency of inclusive-internal communication involving and engaging departments and leadership strategies to heighten Providence Healthcare. Before patients enter or exit Providence Healthcare, internal stakeholders should purpose to prioritize and build strong, bonding, and lasting relationships with their patients. It will demonstrate an atmosphere of care from the stakeholders in charge. Additionally, "Leadership is communicating others' worth and potential so clearly that they are inspired to see it in themselves (Covey, 1989). Every stakeholder should feel that their work has purpose and is valued. The impact of emotional intelligence is working as a harmonizing team (Cable, 2019). Inspirational intelligence leaders are team players who discover ways to help their stakeholders build upon their strengths and weaknesses. 3

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