Leadership Challenges for The Future: Transformational Leadership to Address Change

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

Effective leader experiment and take risks regardless of small failure, error or mistake to make a change (Kouzes & Posner 2011). They must ensure that all the staffs get chance to improve and upgrade their existing knowledge, skill and improving their competencies to provide evidence based care (Nicol 2012). This ultimately lead to a greater accomplish, development and progress in a health organization through incremental steps and small wins (Careau et al. 2014). They must have feedback session with staff, patients and family members regarding organization. So that they can identify good and bad things that are hindering success of an organization and act accordingly and minimize negative things (Teixeira et al. 2012). Leader must create a culture to recognize reward and praise risk takers. So that members can be motivated towards progressive activities in an organization. This all leads towards progression, development of health organization resulting high standard qualitative healthcare (Sarto& Veronesi

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

The value and leadership skills in healthcare are both very professions are vital skills that are needed to provide everyday care (Graber, 2008). This literature review will explore the important values and leadership in health care. The review will provide the understandings of both topics. The term value can be determined by a person's standards and principles (Gaudine & Beaton, 2002). According to Grojean, Resick & Diskson (2004) leadership, is an actual way to improve patient`s. A good leader is said to reveal certain roles and behaviors that influence others in the way of positive change and direction. Viinamäki, (2009) back these same ideas but also have confidence in that there is a difference between value and leadership. They believe that leaders are viewed as individuals who can connect through motivation, visions, and inspire positive directions to generate company and organizational change. Graber (2008) impression of leadership can be understood as the capability of one person to impact the behaviors and actions of other people.

With the rapid changes in a health care system around the world, healthcare organizations need to develop strategies that will help the organization to sustain with any difficulties that may arise. Healthcare systems expand their cultural leadership strategies in order to gain a thorough understanding of situations (Johnson, 2009) that will effectively improve their operations in community. Healthcare organizations use both the dynamic culture leadership (DCL) and the omnibus leadership as a model for implementation and a strategy for their success (Johnson, 2009).

This paper will focus on how effective Leadership can influence policy and change in the United States healthcare system. The implementation of new policy, program, and institutional change is often meant to improve the quality of the nation's ever-changing healthcare system. Several journal articles and texts have been selected particularly with a focus on leadership strategies to improve the quality of healthcare, and leadership’s ability to influence implemented changes to the system. The question proposed is; does leadership encourage and influence both public and private initiatives that measure health outcomes, and organize systems to improve health services when

Growing up I was always told to be a leader and not a follower, and as a child I did not think much of that saying. However, in recent years I have begun to grasp what it truly means to

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

Transformational leadership. Burns (1978) is recognized as one of the earliest theorist on transformational leadership, who introduced transformational leadership over 30 years ago. Transformational leaders are perceived as leaders who uplift their employee morale, subsequently uplifting the entire organizational. Transformational leaders are known by their capacity to inspire followers to forgo self-interests in achieving superior results for the organization (Clawson, 2006). Avolio and Yammarino (2002) shared Bass’s explanation of transformational leadership as leaders who act as agents of change that stimulate, and transform followers’ attitudes, beliefs, and motivate from lower to higher level of arousal.

This paper summarizes the article written by Cam Caldwell, Rolf D. Dixon, Larry A. Floyd, Joe Chaudoin, Johnathan Post, and Gaynor Cheokas regarding the need for a new type of leadership in today’s social work environment, defined as Transformative leadership. The article itself varies in the definition, however in a broad sense Transformative leadership is maintaining good moral standing and sound business ethics among employees and individuals inside and outside the workplace. However, in order to reach this theoretical level of business related moral and ethical leadership known as

The world is ever developing and changing. The rapidity and degree of change in the last two decades is greater and is fundamental for the society’s growth and subsistence. The vital influences that drive innovation in health and social care services often result from political, economic, technological, and social (Hayes, 2010). However the growth and success of health and social care organization depends greatly on its leaders (Northouse, 2009). The objective of this assignment is to examine the impact of my leadership role in the realization of an initiated innovation. Areas that will be focused upon include a brief rationale of my change agenda, leadership styles and theories, challenges and barriers encountered, and the concept of Emotional intelligence. Personal qualities of a leader, individual and organizational values, behaviours and culture will be reflected upon throughout the assignment and its relevance in regards to my change initiative. Finally, the impact of an effective leadership on the performance of individuals, team and service users care and outcomes will also be discussed.

Transformational leadership is an emerging type of leadership that is more adaptable the changing environment within healthcare and has the ability to guide and empower staff to embrace the changes (Finkelman, 2012). This type of leadership is especially important today with many nurses felling unsatisfied, or unappreciated. In order to have a successful organization, it must first have the ability to retain nurses through job satisfaction. Transformational leaders have the ability to encourage staff members to embrace the changes to come, by promoting such things as team work, and recognition of hard work done by staff members (Smith, 2011). Having the ability to recognize staffing needs along with the compassion to try and meet those needs while maintaining the functionality of the organization, is the key to future

Leadership can be defined as the action of influencing and guiding individuals and organizations. Good leadership can be accomplished through a variety of techniques and styles. Transformational leadership seeks to change and engage followers and the organization by creating a compelling vision, strategy, and culture. Ultimately a “transformational leader motivates followers to achieve their potential and the organization’s potential” (Weiss, 2015).

The purpose of this paper is to define and report, both, similarities and differences among three specific organizations. I will compare organizational structures, cultures, and theories between the specified healthcare organizations. I will then discuss challenges and opportunities for improvement. I will use these concepts to exemplify my learning process through prospective leadership plans, which could improve my healthcare organization.

Recent research has supported leadership that values people and encourages followers as people are a firm’s most valuable resources. A few styles include transformational, transactional,