Leadership styles in the healthcare context
Leadershipstyles in the healthcare context
Healthcaresettings have been known to be among the busiest environments beingexperienced in the current world. This is majorly attributed to thefact of the infrequencies witnessed in their scheduled timing meaningthat they have no option but to operate on an almost 24hour basis.For the health care world, work is expected at any time of the day ornight, and as such, given the severity of the cases being handledthere, it is very necessary for the institution to have committed andcooperating workers. Workers in these settings are called to be alertat all times. Leaders for this are expected to have trained theirworkers on how best to adapt to changes in role playing given thatthey deal with different kinds of clients/ patients that are from thevery young ones to those who fall in the very old category.Healthcare institutions are faced with various distinctions and thusplacing leaders that perfectly understand how to link up all thedifferent departments that present themselves within the institutionsin unison with the health care systems positioning is fundamental. Itis therefore very crucial for the health care organizations to comeup with a leadership system that will see to that all the activitiesbeing undertaken are synchronized in a harmonious manner, foreffective results.
Aleader is a very fundamental individual within a management system ashe helps to organize the resources and personnel towards achieving anorganization`s goals and objectives. They are the ones responsiblefor giving out directions and commands as to the way things should bedone by a particular group of individuals in a company or country.They have been overly recognized and given the full responsibility ofcontrolling companies into new directions favorable to theirinitiators. What is majorly employed is the use of the alreadyavailable rules and values initially set to come up with somethingtangible and accomplishable. In health care, leadership is a keyelement of quality improvement. This paper will seek to explainexactly how good leadership is integrated into healthcare and theimpact of its effectiveness.
Ibelieve that I would be best suited as a charismatic leader because Ibelieve I have a charisma that would best fit in inspiring employeesto have a behavioral change in attitude that will motivate them evenfurther in their respective lines of duty. I would play a veryfundamental role when it comes to the determination of the directionof flow of work in a business setting or an organization. Motivationand encouragement are the key aspects that challenges employeesmaking them start performing even much better than they initially didin a way that will cause less friction and always reach customersatisfaction. The future of any organization is most likely or notdetermined by its customers, and thus feedback from them is highlyanticipated and valued.
Myrole as a charismatic leader will be centered on ensuring customer/patient satisfaction through ensuring that my workforce is in aposition of delivering services centered on achieving the set visionand goals of the healthcare institution. By being eloquent in mycommunications, I will be able to charm my way into the hearts of amajority of personnel making it an easy process of resolving anydisputes that might arise among juniors citing misunderstandings anddifference in diversities. My charisma is what will make it easy forthe staff to approach me in an open manner in case wrangles emerge orany other issue in particular that the staff finds to be a challenge(White et al., 2013). My model of leadership will enable me to sitdown employees, and together, discuss the way forward, and mostdefinitely come up with the best solutions to handle the situationand other future differences that might arise.
Personalityemulation is another great way in which I will be able to encouragethe work staff to change from previous behaviors by showing throughpractice what is expected of the institution. This move will be moreencouraging to the staff leading them to be driven by love to workhard not to disappoint, while at the same time struggling forperfection. I am good at persuasions and am sure I will be able topersuade workers to do what is right. This is achieved by him takingtime out of his busy schedule to visit his juniors at theirrespective departments giving them short talks to the few who seemnot to be yet aligned with the rest of the team. It is thepersuasions that make the workers feel loved and appreciated, andthis is retaliated by a good work done on patients and general workmaintenance. The rest of the team is hence able to follow suitcreating one large organized and harmonized group of workers that hasa good workflow and proper coordination of available resources topatients’ satisfaction.
Takingtime away my schedule to talk to the few who seem not to be at purrwith the rest is a noble act that makes them feel valued. Constantpersuasions eventually bear fruits as a majority of the workforcewould want to be in a position where they are praised for a good workdone and thus change to the preference of what their boss isrecommending.
Inthe health care world, work is expected at any time of the day ornight and as such, given the severity of the cases being handledthere, it is very necessary for the institution to have committed andcooperating workers (Wolf, 2017).Workers in these settings are called to be alert at all times. Thenorm of expectation would be for me to have trained my junior workerson how best to adapt to changes in role playing given that they dealwith different kinds of clients/ patients that are from the veryyoung ones to those who fall in the very old category (Wolf,2017). Healthcare institutions are faced with variousdistinctions and thus placing leaders that perfectly understand howto link up all the different departments that present themselveswithin the institutions in unison with the health care systemspositioning is fundamental. My role here as a leader would fitperfectly as I can integrate their skills in such a way that will seecoordinated services being offered, and positive feedback beingarrived at. Nurses, who are perceived to conduct the most difficultassignments, are the most sensitive topics for consideration withinthe healthcare world as a proper treatment for them would mean propertreatment to the patients and thus success in the institution`s goalsand objectives (Budak & Kar,2014).
Workingas a nurse is in most times stressful and overwhelming, and thusthere is a need for constant motivation and encouragement. Most ofthe situations presented to them are delicate requiring a lot ofcommitment and controlled behavior that will seek at reassuring andcalm down the patients. Counseling and guidance are the most requiredfield for nurses as it is what helps the patients achieve a positivestate of mind that will assist in their eventual healing process.Patients need constant reassurance and to be made to feel that theyhave nothing to worry about as everything is okay. It is thisreassurance that makes their bodies to start responding positively tomedication and eventually hasten their recovery (Budak& Kar, 2014). For all this to happen in a perfect accord,the nurses tending to the patient needs to be placed within them aperfect and positive mindset. Mindsets to enable them to carry outtheir task in a committed way, as they enjoy giving service to thepatients. Mindsets that will allow them to appreciate theirworkstation and the patients they meet on an almost daily basis. Onlya charismatic leader can give out the kind of attention that willcreate a positive mindset to the health worker personnel, and Ibelieve my role here plays a perfect part (Potthoff,2014).
Areasfor skill improvement
Despitemy overall tendencies to be charismatic, I still feel that I havesome areas that I need to consider for improvements. I feel that I amtoo empathetic and as such, very difficult for me to come up withvery serious or strict penalties for offenders. I believe I wouldgive my juniors more chances of improvement than they deserve andthis might cause them to start taking me for granted. My charm mightend up being mistaken for weakness thus creating splits between theobedient and disobedient workers. I assume that most workers are mostlikely to undermine my orders and authority and this might give me aslightly difficult time in trying to bring everyone to align with thegoals and objectives of the institution (Budak& Kar, 2014). It is expected that this particular group ofdeviant workers will oppose my leadership with a certainty of themcalling for my resignation and replacement which is pure officepolitics (Budak & Kar, 2014).
Itis also expected that my gentleness and politeness would create agroup that would tend to engage in deviant behaviors with theperception that I would not be so hard on them. They might, forexample, engage I such dishonoring practices as overcharging servicesto patients who seem wealthy or even selling counterfeit drugs at thesame pricing as the original ones (Butler,2008).Bad practices create bad reputations and thus losses tothe institution. It is therefore very critical for me be able toapply this style in a positive but strict manner as a means ofensuring positive and progressive changes within the institutions.
Giving warnings to deviant workers
Figure:Professional development approach to improving/increasing leadershipskills
Admitting to mistakes and rectifying where necessary
Maintaining a friendly yet strict approach to leadership
Being flexible enough to adapt to change
EFFECTIVE CHARISMATIC LEADER
Delegating tasks to the right people out of merit
Lay out strict measures to be adhered to and penalties in case of failure
Displaying courage in the face of opposition and problem solving
Budak,F., & Kar, A. (2014). The importance of strategic leadership inhealthcare management. IIBInternational Refereed Academic Social Sciences Journal, 5(15),155.
Butler,P. W. (2008). Using leadership development programs to improvequality and efficiency in healthcare. Journalof Healthcare Management, 53(5),319-31.
Potthoff,S. (2014). Leadership, measurement, and change in improving qualityin healthcare. Frontiersof health services management, 20(3),37-40.
White,M., Wells, J., & Butterworth, T. (2013). Leadership, a keyelement of quality improvement in healthcare. Results from aliterature review of “Lean Healthcare” and the Productive Ward:Releasing time to care initiative. TheInternational Journal of Leadership in Public Services, 9(3/4),90-108.
Wolf,J. A. (2017). Patient Experience: The New Heart of HealthcareLeadership. Frontiersof Health Services Management, 33(3),3-16.
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