Leadership Approaches and Models in Healthcare
How Leadership Models and Theories are Effective Tools for Healthcare Leaders
Effective leadership is necessary for change implementation changes in the healthcare sector and the realization of healthcare reforms in healthcare organizations. Leadership models and theories are effective tools for leaders in such organizations because they encourage them to utilize resources in the various departments, specialties, and professional groups present in a healthcare system efficiently. Since the healthcare system is complex, leaders need the necessary tools to navigate the multifaceted web for effective and efficient service delivery (Al-Sawai, 2013). Furthermore, this system’s leadership covers both clinical and management workforces, creating the need for essential competencies offered by the various leadership models and theories. The theories and models also promote the optimization of management, ensuring that all personnel and groups work towards a common objective.
Correlation between Effective Leadership and Organizational Performance in Healthcare
Effective leadership in healthcare is a potential source of organizational performance because it promotes successful outcomes. Effective leadership offers visionary inspiration, proper guidance, and motivation. Moreover, it allows the execution of collaborated efforts within a dynamic and complex healthcare environment to achieve organizational goals resulting in organizational performance. It also ensures that healthcare personnel has the necessary and adequate resources needed to achieve successful outcomes. Furthermore, effective leadership promotes motivation and inspires confidence among personnel, increases productivity, facilitates collaboration among the various healthcare professional groups, departments, and specialties, and promotes the implementation of necessary changes with less resistance (Sfantou et al., 2017). Besides, it increases patient satisfaction, minimizes adverse effects, instills a culture of patient safety, and decreases mortality and morbidity. These aspects amount to organizational performance.
Why It Is Important For Regulatory Professionals to Practice Good Leadership
Regulatory professionals must practice good leadership because they act as cross-functional groups and play a significant role in leadership teams. Moreover, these professionals work on strategy-related duties that offer guidance and direction. Although not all regulatory professionals pursue corporate leadership, nearly all of them lead at some point in their professional line (Brousseau, 2015). This aspect emphasizes the significance of good leadership on the regulatory’s strategic role in a particular organization. Regulatory professionals are responsible for developing workable strategies, communicating these strategies, and ensuring implementation of these strategies. These roles require good leadership traits to influence others within the organization. Furthermore, in regulatory, regulatory professionals navigate uncertainties that call for good leadership skills for sustainability.
Effective Strategies for Regulatory Leadership
Regulatory leadership is also necessary for healthcare organizations because of emerging regulatory issues. Effective strategies for regulatory leadership include implementing technology, partnership with relevant stakeholders, standardization of practices, building proper infrastructure, accessibility to necessary resources, proper preparation, and creation of compliance programs. These strategies are essential in healthcare because they minimize the time and personnel required to comply with the necessary regulations by implementing technology (Dannemiller, DeWitt, & Gajjaria, 2017). They also promote partnerships with various healthcare personnel facilitating the process of developing solutions. Moreover, they ensure the implementation of standardized practices to help healthcare organizations remain compliant and promote effective and safe care. These strategies are also essential because they encourage the creation of appropriate infrastructure and culture that enforces compliance.
How the Concept of Stewardship Relates to a Christian Worldview
The concept of stewardship relates to a Christian worldview in various ways. First, stewardship represents the ruling function over something or somebody, as portrayed in the Christian worldview. For instance, the biblical creation accounts reveal that humankind was given dominion over the rest of the creation, implying royal stewardship (Smith & Scales, 2013). On the other hand, as Greenleaf described, servant leadership relates to the desire to serve and not a belief to serve as presented in the Christian worldview (Shirin, 2014). Two, stewardship involves managing other people’s possessions relating it to the factor that the creator delegated his power over creation on humans. Nevertheless, servant leadership involves meeting others’ needs, especially core workers, and facilitating their growth.
How stewardship relates to professional Responsibility
Stewardship relates to professional responsibility in various ways. Since stewardship involves supervising others, stewards are responsible for supporting their organizations and helping organizations and others self-actualize. In a healthcare system with a diverse population, stewardship can be applied in various ways, including promoting transparency and accountability, the introduction of care values, enhancement of partnership programs, and increased autonomy. Moreover, healthcare providers should participate in practices that resolve persistent disagreements and help patients and their family members articulate their individual health objectives (American Medical Association, 2012). The potential benefits of stewardship for stakeholders and healthcare organizations include effective and safe care, patient-centered and timely service delivery, efficient and equitable services, and culturally competent care.
Differences between Informal and Formal Leadership
Formal leadership involves designating a person officially as a leader of an organization. On the other hand, informal leadership involves having a person who inspires and motivates others but is not appointed officially to head an organization or group. Formal leaders have power and authority over the groups they lead, while informal leaders lack this authority and lack the power to take formal action against members (Pielstick, 2000). Moreover, formal leaders get into leadership positions because of their legitimacy and expect obedience among members. In contrast, informal leaders get into leadership because they tap into approval and establish relations with members. Furthermore, while informal leaders have the legitimacy to influence formal policies, informal leaders lack this legitimacy and only work to bind members towards a common objective.
How Informal Leaders Influence Others
Although informal leaders lack the authority that formal leaders have over their followers, they influence others in various ways. They influence others by providing an inspiring purpose for the common good (Pielstick, 2000). They also serve as mediators and promote the relationship between formal leaders and their followers. Furthermore, they work collaboratively with others and are competent in building the capacity of others. The contribution of informal leaders affects a healthcare organization in various ways. They facilitate the creation of safe and comfortable environments that allow the collaboration and participation of all healthcare personnel in all the organizational programs (Heard & Scott, 2018). This aspect shapes organizational decisions and actions, promoting organizational performance. Moreover, it promotes job satisfaction among healthcare personnel improving patient outcomes while reducing staff turnover rates.
Overview of Additional Theory
Since healthcare systems involve personnel with interdependent roles, leaders need effective leadership models to ensure success. A collaborative leadership style will be effective if employed by healthcare leaders. This style involves cooperating with others with mutual respect. The collaboration aspect makes this style effective in a healthcare setting because it results in enhanced patient outcomes, reduced staff turnover, and reduced medical errors (Institute of Medicine, 2011). Since it allows leaders to interact with others as full partners, it eliminates disruptive behaviors and bullying. This aspect makes it effective because it promotes teamwork, facilitates cost savings, and reduces hospital stay periods.