Leadership Skills in Healthcare: A Case Study

Developing Leadership for Better Healthcare Outcomes

Part A: Personal leadership development

Prepare, describe, and critically evaluate the leadership development plan

Table: Personal leadership development goals

Selection of Personal Leadership Development Goals

The selection of personal leadership development goals has been done through strategic and thoughtful procedures considering several factors and the particular context of leadership roles within healthcare settings

Self-assessment

Starting through the conduction of the self-assessment helps in addressing the area in which the leadership needs to be more effective (Avelar, Silva-Oliveira and Pereira 2019). This involvement demonstrated leadership skills, weaknesses and strengths in collecting feedback from team members, such as Clinical Leads and Operational Directors, as well as peers.

Organizational and team requirements

There is a need to consider Health Care and peer requirements (Matsas et al., 2022). Finding those areas has a big impact on how a leader develops engagement and communication. By inspiring everyone on the team to achieve organizational goals, they are successful in spotting recurrent problems inside the team and company. There are three federations and seven Primary Care Networks in our Brent ICP, thus, it is my responsibility as a leader to create effective channels of communication to promote involvement.

Healthcare relevancy

Ensuring that leadership goals are relevant to the organizational context in the healthcare setting also provides insight into adequate goal setting (Coopersmith, 2021).

Personal value alignment

The organization or individual value alignment is another prerequisite for the select-guidance goals. While maintaining patient safety, personal values alignment promotes a supportive and inspiring work environment. Once more, I've inspired the Brent ICP team to function as a single one.

Feasibility

Using the team's self-evaluation, the personal development goal selection was taken into account. Health care's importance, practicality, personal values, and organizational requirements.

This consideration helps to maintain the selection of the goal and poses a meaningful influence on leadership effectiveness within our Integrated Care partnership.

Activities and Behaviors

These particular goals help to set guidance for activity and behavior selection that aligns with meeting our objectives. These activities are framed to directly identify the improvement required area with guidance to improve overall leadership skills and effectiveness within the healthcare landscape.

Collected evidence

To support the progress in meeting leadership development goals, several approaches have been incorporated for collecting evidence that supplies valuable insight about leadership efforts effectiveness.

Team member feedback

Seeking feedback from peers regularly through face-to-face meetings and surveys or open communication challenges is crucial (Avelar, Silva-Oliveira and Pereira 2019). Their feedback helped us to supply a quick observation about transformation in empowerment conflict resolution and communication skills within the group.

Quality improvement and incident report

Monitoring the incident nature and the number of missed events and quality improvement success approaches also supply valuable data on conflict resolution strategies' effectiveness in developing patient care (Torrens et al., 2020). That helps ensure Patient safety. It also helps to develop strategic planning for further implementation of this type of initiative to mitigate any incident within the care setting. As a result, we are hoping to purchase a tool such as Datix and or Radar systems to record and learn

Performance matrics

The observation of relevant performance metrics such as team productivity indicators and patient satisfaction numbers helps to gauge patient care outcomes development while fostering team efficacy. This metric's positive trends demonstrated progress.

Workshop and training documentation

Through monitoring and keeping documented all activities, training and events within healthcare settings help to provide evidence about effectiveness and commitment toward improvement and learning. Gathering this proof has permitted me to generate an informed assessment of leadership progress toward meeting leadership development goals and development of any required adjustments for the approach. It also supplies documentation for the commitment to further development within healthcare as a leader. We are using Microsoft Team for these purposes

Analysis

What?

As a professional employed at Brent ICP, I am aware of our critical role in simplifying social and health services for our neighborhoods. We have intentionally created a system that unifies mental health teams, community services, primary and secondary care, and the local government, each of which performs a distinct role and works well together. Primary care, for example, serves as people's initial point of contact, covering a wide range of health conditions and collaborating with other providers to provide complete care. Following a referral from primary care, secondary care provides specialised medical services for both acute and chronic health issues. Community services are key for managing chronic diseases and providing preventive care because they offer critical care and assistance outside of hospital settings.

So What?

The importance of each Brent ICP component cannot be exaggerated. The implementation of our comprehensive strategy guarantees that individuals are provided with prompt and well-coordinated healthcare services, a crucial factor in achieving favourable treatment results and ensuring patient contentment. The collaboration between primary and secondary healthcare sectors leads to a decrease in avoidable hospital admissions, whereas community services play a vital role in facilitating patient rehabilitation and recuperation. The provision of mental health support is a fundamental component in promoting the holistic well-being of those under our care. The active participation of the local government in this aspect ensures that socioeconomic determinants, which tend to be of equal importance to medical interventions, are duly acknowledged and addressed.

What Next?

It is of utmost importance to improve our collaboration. It is imperative to utilise technology as a means to enhance communication among partners, thereby guaranteeing the fast and secure sharing of patient information. Training and development initiatives that facilitate the exchange of expertise among partners have the potential to cultivate a more profound comprehension of the difficulties and capabilities inherent in each industry. To effectively address forthcoming difficulties, such as shifts in demographics or health emergencies, it is imperative to demonstrate adaptability and proactivity in our strategic planning.

Evaluation of Selected Approaches

Increase communication skills

The developing communication goal within the Health Care setting is successful. Engaging with workshops and events and looking for feedback from team members, patients, and seniors permit for refining the communication technique within leadership skills. This leads the entire team to enhance their understanding and clarity by making interactions that help to eliminate misunderstanding and conflict within the team. However, there is a need to improve nonverbal communication skills that require refinement and continued practice.

Fostering team development

Motivating team goals through enhancing decision-making involvement and diligence demonstrated positive outcomes. The members evolve to enhance their proactivity and engage within responsibility and roles that lead towards meeting their goals. However, it is required to develop non-communicational skills through engaging in social activities and attending events.

Foster Team Empowerment

Empowerment is a vital role which creates motivation and high performance in a team. This also gives trust autonomy and to take proper action for making decisions related to the ownership of the company's effect. Effective communication for setting the ultimate goal creates opportunities relating to the development of the company. These are the main strategies which are used for the empowerment of an organization.

Developing conflict resolutions

The aim is to increase conflict resolution skills through engagement in several activities. That helps to address conflict and dispute within them and maintain team dynamics. Through these, the working environment of the team becomes harmonious and positive which leads toward adequate working activity

I might have incorporated an additional systematic approach to analyze data to supply adequate quantity assessment for the progress. This could have incorporated setting measurable, specific, time-bound objectives with individual goals that permit transparent evaluation for the achievement. Therefore I can proactively address external points of view on leadership development that help to develop my overall capability. The leadership development journey is continuous, and there is still a need for some improvement in supplying adequate healthcare through effective leadership skills.

Part B: Team development

Evaluate the role as a leader and identify opportunities to improve effectiveness as a leader of the team

The healthcare sector is represented through constant reform focusing on efficient delivery of effective, high-quality, and safe care. Effective leadership is needed to drive and lead transformation at all levels of the healthcare system to actualize ongoing reform goals within healthcare corporations (Buljac-Samardzic, Doekhie and van Wijngaarden, 2020).

As a leader, I possess an adequate transactional leadership style that acts as a motivational tool that is utilized for motivating staff members and submissions with their directives. The transactional leader helps in emphasizing particular roles, close supervision and respect for standard processes and rules. This leader safety helps enhance collaboration among hospital doctors and GPs in primary care.

Leading team development as individuals

Leadership plays an efficient role in reinforcing and sapping organisational culture by setting the tone for corporations and developing Norms, expectations and values that lead toward adequate behaviour (Hyland and Uddin, 2021). As a leader, I prioritized motivating employees to share their ideas, take on their work responsibilities and generate decisions.

Leading team development as Teams

As a leader, I am dedicated to fostering a collaborative culture in center care and innovation through consistent and clear communication that demonstrates organizational goals and values. All of these aspects help cultivate a supportive and positive organizational culture in that I can engage and motivate their team members by guiding them to improve in supplying adequate care to the patient as well as organizational success.

Influence team dynamics

Adequate leadership is characterized by strategic thinkers as they can implement and develop a plan to meet organizational success. As a leader, I propose a transparent vision for their future and can make open communication to align with those visions to others. Additionally, I can analyze and identify threats and opportunities by establishing appropriate strategies for eliminating any conflicts within the team. I also focus on setting examples of maintaining empathy and professionalism that help foster team dynamics while promoting a harmonious and cohesive team. Therefore, I can say that strategic thinking helps me as a leader to hold a position within the GP surgery and become a role model for other clinicians and GPs that represents my success within this ever-evolving healthcare circumstance.

Developing engagement:

Mentoring is another valuable capability of a leader that helps to demonstrate their guiding capability. It also represents the connection between mentor and mentee (Wittayapun and Nawarat, 2021).

A good example of this in my work is mentoring the Surgery Practice Manager and assistant managers to develop professional Growth

Through implementing this capability I could guide the whole team toward organization goal achievement and long-term success through improving their moderate engagement and working productivity. I also value their point of view which helps in maintaining engagements at high levels.

Collected Evidence to Evaluate Effectiveness As A Leader

Evaluating a leader's effectiveness within healthcare settings needs gathering evidence types to supply a comprehensive understanding of leadership performances.

Performance metrics

Reviewing the KPI relevant to the healthcare setting helped me supply qualitative evidence of my leadership effectiveness (Wittayapun and Nawarat, 2021). This includes the Matrix's relationship to patient satisfaction, team productivity and present outcome.

Feedback gathering from the team, peers and Operational Managers

Gathering feedback from Senior Responsible Officers and other team member through one-on-one meetings, awaydays, and surveys helped to supply valuable insight into leadership effectiveness.

Additionally gathering feedback from local communities, health watch and patient participation Groups through surveys helps to provide insight about care quality and patients' experience.

The organisational culture serves as the fundamental essence of Brent's ICP. I have actively engaged in collaborative efforts with community pharmacists and other healthcare partners to cultivate a culture of cooperation and mutual support. I have contributed to the development of programs that proactively anticipate forthcoming health trends and the requirements of patients.

Opportunities and Challenges In Team Development

Challenges and opportunities have a significant influence on team development within the health and social care system. As a leader, it is crucial to address and recognise this factor to develop positive team circumstances while maintaining high-quality care delivery.

Opportunities:

Diverse skill development

The health care team often comprises diverse skills, members and expertise that help in enhancing motivation of skill development and cross training permitting the team to get knowledge through sharing (Wiig et al., 2020).

Team development activity

Engagement with diverse stream development activities is also helpful for strengthening relationship unity and developing communications among the members.

Upward negotiation

Upward negotiations are crucial for leaders in this aspect; they are required to influence their seniors to approve their innovation, proposal and Idea. Through this, they can establish trust and report to their seniors. It also has them to eloquent their innovation ideas that are beneficial for their professional growth. This ability also helps them to identify possible objects and prepare them to make compromises. In this context, Buljac-Samardzic, Doekhie and van Wijngaarden (2020) opined that the people who pose higher demands for achievement and power utilize influence tactics. However, in the healthcare context, manager selection among the influential tactics relies on the supervisor's leadership style. From a signal point of view, managers can adopt they are q in the respect of influential tactics for utilization on target through monitoring the target accepted to lead others.

In the Health Care context, the ability of upward negotiation helps the leader to influence management to endorse their new product or pharmacy service. They are also capable of securing their investment for a new pharmacy approach (Wiig et al., 2020). They can also obtain endorsement for pharmacy policy changes. Through subjugating this capability, leaders can develop their possibility of getting promotions and the resources required to execute their ideas.

Quality and Development Approach

Quality development project participation helps the leader to lead the procedure toward success while gaining adequate outcomes.

Challenges:

Burnout and workload

High stress and workload can destroy team development identifying burnout via workload management self-care initiative and support and essential to maintaining team efficacy.

Conflict

Conflict is a common issue within the team that can destroy teamwork effort and discipline. In order to mitigate this challenge open communication is required that helps in respecting each other's values while fostering collaborative and respectful circumstances (Cascio et al., 2019).

Communication barrier

Inadequate communication can lead to errors, patient safety concerns and misunderstandings. It can destroy the culture within the team; therefore, effective communication tools and training are required to identify these challenges.

Leadership Approach

As a leader, identifying these challenges and opportunities needs strategic and proactive initiative

It is required to assess the team's performance regularly by addressing development areas and taking the approach as per the requirement. Promoting a learning culture with enhancing adaptability helps to motivate the entire team to say if there are innovative ideas and embrace new practices and knowledge (Cascio et al., 2019).

Rationale for Selected Approaches

To identify the selected approaches, effectiveness for enhancing team performance gives reflective models. Through using this model I have analyzed the selected leadership initiative that has increased my effectiveness as a leader in several areas such as culture for studying continuous learning, developing team communication and motivating team development. Feedback from patients, their family members, higher authority and team members also demonstrated job satisfaction and empowerment which helps to enhance patient care results and collaboration. The area that required development. Intense identifying work road-relevant burnout creates challenges for me. In further research, I could consider a strategic plan for adequately managing employee burnout, such as states and workload. Further, I also focus on exploring the scope in the aspect of conflict resolution and interdisciplinary collaboration that help enhance entire team dynamics. Regular feedback gathering and self-assessment will stay integral for leadership strategy for continuous development

The leadership development and learning theories' effectiveness

The leadership development theory and learning models' effectiveness rely on their adaptability and applicability in particular contexts (Wallace, Torres and Zaccaro, 2021). This theory supplies a valuable structure for improving and understanding leadership ability. However, their success depends on the leaders' capability to implement those theories effectively.

Situational leadership model

This model helps in emphasizing leadership effectiveness depending on a particular situation and team maturity (Kalangi et al., 2021). It is founded on the flexibility that provides high effectiveness within the healthcare system. Its success relies on leaders' capability to accurately assess the condition and enhance adaptability concerning leadership style.

Transformational Leadership Theory

The transformational leadership Theory can be highly effective in motivating and inspiring the healthcare team to meet their high work performance (Luu et al., 2019). However, it needs adequate leadership skills with interpersonal ability and a clear vision that enhances its effectiveness toward the team.

Part C: Coaching Practice

Identifying the Colleague That Getting Coaching

A comprehensive awareness of each team member's capabilities and growth areas is necessary to choose the best teammate for coaching (Martens and Vealey, 2023). The ideal candidate would be someone who, in addition to showing promise in their current position, also exhibits a willingness to pick up new skills and adapt.

A candidate for coaching may also be someone who is about to take on a leadership position (Hawkins, 2021).

An excellent candidate would be a coworker who is technically strong but struggles with the soft skills needed for team tasks (Karimi and Pina, 2021). Their interpersonal and communication abilities might be strengthened through coaching, which would improve team dynamics and project results.

Preparing and Conducting The Coaching Session

An efficient coaching session requires careful planning, which begins well in advance of the meeting and entails several important procedures. The first step in the preparation phase is to set specific goals for the session based on the coachee's growth requirements, which are frequently determined via performance reviews, feedback, or self-evaluations (Okeke, Mbonu and Ndubuisi, 2018). These goals ought to be time-bound, relevant, measurable, attainable, and specific. To facilitate the session, the coach should also prepare pertinent resources and frameworks that make sure they are customised to the coachee's preferred method of learning and the objectives at hand. To encourage the coachee to participate in sincere self-reflection and conversation, the coach must establish a trusting and transparent environment during the actual coaching session. Establishing the agenda, reiterating the discussion's objectives and getting the coachee's approval for the procedure are usually the first steps of a session (Tucker, 2023). It is crucial for the coach to actively listen to the coachee, taking note of their words, tone, and body language. The coach should also answer with open-ended sympathetic questions that elicit greater understanding (Sanders et al., 2021).

As the session goes on, the coach facilitates the dialogue by carefully crafting questions that push the coachee to think critically about various viewpoints and come up with original solutions to problems. Furthermore, the coachee is empowered by this client-centred approach that cultivates a sense of ownership over their growth path (Manuscript and Wasike-Sihanya, 2023). Methods like scenario analysis or role-playing can be used to create obstacles and promote problem-solving. An action plan is developed and the main findings are reviewed as the session comes to a close. The plan ought to describe the precise actions the coachee plans to undertake, any necessary resources, and the methodology for gauging their success (Murphy, 2019). Additionally, the coach schedules follow-up meetings to evaluate development and offer continuous assistance.

Evaluating The Discussion with Coachee

During our session, I assessed the quality of my questions as well. I asked myself instead of just giving the coachee answers my questions has insightful and successful in guiding them towards significant self-discovery. I consider a session to be successful when the coachee finds insights on their own, as opposed to being guided there.

The action plan that focuses on our conversation is another important component of my assessment. Was it created in collaboration with the coachee, taking into account their particular needs and objectives? The coachee's dedication to the plan and its feasibility are clear indicators of the session's success (Hussein et al., 2023).

It can be stated that the main points of my assessment are the observable results for the coachee, the extent of our involvement, the applicability and influence of the tactics we explored, and the future actions we decided upon. My ultimate goal is for each conversation to leave the coachee feeling more capable, self-assured, and empowered to face their obstacles than when we first started.

Examining The Coaching Techniques That Have Been Applied

Analysing my coaching methods in-depth requires paying close attention to the tactics I have employed and how well they've worked to support the coaches' growth. I consider a number of factors to determine how effective the tactics were. In addition, active listening is one of the first strategies I regularly apply. I assess if I was present throughout the session, allowing the coachee to speak freely and express my understanding through both spoken and nonverbal cues. As it promotes trust and makes sure the coachee feels heard and understood, this method is fundamental (Starr, 2021). I take into account whether my inquiries prompted the coachee to reflect critically on their circumstances, behaviours, and beliefs.

Setting goals is another essential aspect of my teaching. I evaluate the SMART (specific, measurable, achievable, relevant, and time-bound) nature of the objectives that were established throughout the session. This assessment aids in determining whether the coachee departed with a clear plan of action (Taylor, Passarelli and Van Oosten, 2019). In addition, I consider how well I used strategies like reframing, which helps the coachee view their difficulties in a different light and mirroring, which involves reflecting the coachee's remarks to offer them an alternative viewpoint. Furthermore, these methods can significantly change the coachee's perspective and create fresh avenues for action.

Part D: Reflection

Discussed Key Learning Of The Personal Approach To Leading The Personal Transformation

The process of self-discovery, growth, and change known as personal transformation frequently entails a thorough examination of one's values, beliefs, behaviors, and objectives (Potapchuk et al., 2020). In addition, it has a path that can result in increased well-being, potential realisation, and personal growth. Overseeing this change calls for a customised strategy based on each person's needs and goals.

Evaluating the skills and behaviours required to enhance the module

Regarding the improvement of my skills, I have significantly improved both my ability to lead and to influence other people. My abilities to inspire and direct other people towards achieving common objectives have been strengthened by participating in this module's discussions and case studies. In addition, I have become better able to manage relationships with a wide variety of stakeholders. I have acquired the skills necessary to negotiate complicated networks of stakeholders who have a variety of interests, as well as to communicate and interact with these stakeholders effectively to achieve common goals.

I have improved both my curiosity and my inventiveness as far as my behaviours are concerned. I have grown to be more at ease with investigating ambiguous and difficult topics, and I've come to see that problems of this nature frequently present opportunities for novel approaches to old problems. Because of this adjustment in my mentality, I am now able to approach challenges with an open mind and be willing to experiment with different ways of solving them.

SMART action plan to improve skills

Critical Reflection on the Personal Approach In the Context of Personal Leadership Development, Activities and Behaviour, and Team Development

Upon reflection, I see that my approach to leadership development is firmly based on ongoing learning and self-awareness. My path has been characterised by an iterative process of determining my areas of strength and development, establishing specific objectives for enhancement, and aggressively soliciting input from teammates, mentors, and peers. Regarding my leadership development, I have committed to a lifetime learning programme which involves reading much, going to community events and workshops, and interacting with different thought leaders from our partnerships in ICS. This has made it possible for me to keep up with the most recent ideas and trends in leadership, which I have tried to implement in ICS in real life. To improve my situational leadership skills, for example, I have experimented with numerous leadership styles to see which works best in certain contexts.

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