Cultural Leadership Strategies

Leadership in a healthcare setting requires a great breath of knowledge specific to healthcare and but it also requires soft skills that can be translated to many other professional endeavors. This essay will examine the leadership style of a specific healthcare professional, the strategies and skills that she uses to motivate their staff members and the results or impacts of the application of the skills and knowledge of leadership. The interview of this leader allowed an insight into the inner workings of both the leader herself, but also into the challenges that her organization faces. A more thorough understanding of organizational leadership and culture in particular could benefit this leader and provide this leader with additional

The challenge is to focus the KSAs of organizational leaders and to empower the total organization to reach its strategic vision while competing successfully in an industry that constantly changes. Consistency of management and leadership at all levels of a health organization are paramount in this model due to the increasingly dynamic nature of the healthcare environment and global market. Like PAARP, DCL is used as a sequential system to lead and manage, whereas the reframing model is more episode specific. The DCL Model is intended to fit within the situational and transformational leadership paradigm with an emphasis on organizational culture development. Leaders shape culture through attention, reaction to crisis, role-modeling, allocation of resources, and selection and dismissal criteria (Ledlow & Stephens, 2017). Leadership in this model is recognized at the personal level, the team level and the organizational level. Both descriptive (model constructs) and high level prescriptive (process constructs) of leadership and management of resources are

Leadership is a difficult task, by which a person impacts others to accomplish an objective. While this is a challenging situation in any field, it is of extreme significance in the healthcare setting, where quality of service, trust, and ultimately people's lives are dependant. In addition, leadership-- whether it be positive or

There are several traits and strengths that these leaders will need for individual and the organizations to be successful. These future leaders will need to be independent thinkers that can bring fresh solutions to this new emerging healthcare market to help improve patient outcomes. In these changes, leaders will also need to understand value-based and be passionate about serving the needs of the customers, the patients. The future will require leaders to be able to motive and inspire others to achieve common goals. As population management grows and compensations methods change, healthcare leaders will need to be change leaders and create a change culture within organizations. Finally, healthcare leaders of the future will need to be able to find ways to cut budgets and be lean without sacrificing

Working in the health care environment the world needs effective, wise and visionary leaders, leadership matters in every organisation to change the health care environment so it may continue to grow to ensure it gives us better evidence based practice (Evans & M.L, 2015, p 34-50). All health care professionals are required at some point in their position to engage in management or leadership. As an AIN, EN or RN they all have a responsibility to educate, lead and manage within the health care profession (Innis & Berta, 2016, p.2-22). This allows each individual to develop useful and excellent leadership skills and management strategies to be able to educate and lead an exceptional team (Innis & Berta, 2016, p. 2-22). Although our greatest

There are many avenues to cross in pursuit of an established healthcare facility. The premise of leadership begins with moral practices, combined with, knowledge of succession planning. With changing healthcare laws such as HIPAA, Healthcare Affordability Act and the process of maintaining OSHA compliance, it is key that those placed in healthcare leadership grasp not only the significance of such laws, but understand how it compliments safety while preventing harm and legal issues. Planning is key and maintaining a succession plan will assist in preventing a lapse in leadership in the event of a staff crisis.

The adaptability of healthcare industries in an evolving world of change requires dynamics to identifying weakness and distinction. Often times, these organizational modifications mirror changes in the society. They are inspired by collective experiences, perceptions, norms, values, economics and political forces at a given particular period (Thomas, 2014). The purpose of this paper is to explore the organizational structure and leadership style of Greater Baltimore Medical Center (GBMC), identify its culture, mission, values and goals. The complex adaptive system, level of greatness and readiness for change will also be addressed.

Therefore my preference is to work from a leadership team format that allots voice to the variety of dedicated professionals and utilizes their strengths to achieve the organization’s goals. In the healthcare setting, leadership is perceived as the policy developers that work alongside the providers and other professional staff members to promote and enforce those policies. The facilities and the staff are seen as the specialized professionals charged with advising upon and carrying out the policies through the development of research based strategies that meet the needs of agreed upon policy directives. Servant leadership or distributed leadership of this type requires one to recognize the strengths’ in their colleagues during the decision-making process and support their development in areas that they may feel less than

According to McConell (2012), the difference in a leader and a follower determines the success of a person regarding leadership. This chapter helps explain the content of qualities and proficiency for healthcare managers to be effective. Once again, effective management skills or certain qualifications enhance a healthcare organization environment. Healthcare managers and supervisors must have the capacity to handle challenges while the organization objectives and regulations may change over a period of time. Effective healthcare management governs the success of a healthcare organization. There are many different skill sets and leadership styles to be effective as a manager. People are interested in knowing what strategies are effective

Organizational culture is a system of symbols and interactions unique to each organization. It is the ways of thinking, behaving, and believing that members of a unit have in common” (marquis, 2011). The conveyance of the system culture requires an active, constructive role of management and leadership. The leaders will need to assess the subcultures, perceptions, attitude and beliefs and influence, in their unit to intervene and meet their responsibility (Marquis, 2011). In this paper, the organizational culture and leadership assessment thru observation and data collection of a teaching hospital that is not-for-profit healthcare full service medical center with 851 beds, and it is the fifth largest hospital in Florida. The hospital’s mission core is on the Quality- caring Model and the value it places on human relationship. Additionally, the hospital’s promise of integrity with the professional standards as a commitment to deliver excellence to the community (intranet citing). The hospital leadership outcome approach is through encouragement, relationship, goal orientation, engagement, patients and staff satisfaction, and adaptation to changes. The organization takes pride in receiving the Gallup Great Workplace Award in 2014, which proves the direct relationship of how employee engagement drives high quality outcomes. Incorporating commitment of leadership, accountability and performance, development of quality and patient safety and ongoing learning, and effective

The Situational leadership theories states that “a leader emerges to fit the situation” (Kreitner and Cassidy, 2011, p.399). In other words, different people will take the lead in various situations that will subsequently require different skills. Al-Sawai (2013) argues that the ever changing elements present within healthcare would benefit from leaders encouraging their subordinate leaders to develop and adopt diverse leadership styles to suite different conditions. This leadership style may be suitable for adoption by unsuccessful leaders because it allows them to adjust their leadership style to deal with more fluid circumstances.

Health leaders can use different strategies to create a culture for change in the health organization. A health transformation leader would have to be able to create trust, admiration, loyalty, and respect from their followers through the leader’s actions, behaviors exhibited and persona exemplified. Once a culture of change is learned and the pattern is exhibited it is shared by the members about what is right and what is good. Health leaders should be able to develop a predetermined organizational culture

Improving the quality of care is becoming the main goal of all healthcare systems worldwide. The phenomenon of quality of care is complex and sensitive, for example, to economic resources, cultural values, health providers’ status and norms, and clients’ expectations (Montgomery, Todorova, Baban, & Panagopoulou, 2013). Organizational Culture (OC) thereby is relevant to the quality of care and important to be considered by the management of healthcare organizations. Health services researchers have studied the link between various dimensions of performance in healthcare systems and organizational culture. According to Kohn, Corrigan, & Donaldson (1999), the Institute of Medicine (IOM) has highlighted the relationship between quality of care and organizational culture. In response to that Institute of Medicine’s report, Bellot (2011) stated that Gershon and colleagues (2004) found that supported culture has a pivotal impact on decreasing the rates of medical

As the healthcare industry continues to evolve, it requires people who attain great leadership qualities. The success of an organization depends on employees that can inspire people around them to achieve greatness and deliver quality care to the patients. Being in the healthcare industry, we have seen many changes recently. Therefore, by having a person with leadership qualities to guide others through these changes, while maintaining an organization that can deliver quality care is indispensable.

A country’s economy and well-being depends upon how strong its healthcare system is. A country would grow into a stronger nation if the people are mentally and physically stronger. Moreover, healthcare systems are usually complex and complicated systems and thus, they need a lot of attention. As Donley (2005) states, “[t]he changing patterns of health care delivery have increased complexity in all practice environments” (p. 314). By a complicated system, it means how different healthcare organizations together play a pivotal role in measuring success of a country’s healthcare system. These healthcare organizations further rely on various departments within the system which are in turn led by various leaders. Thus, it is evident how leaders are the key link in deciding the fate