Leadership is described as the process of directing a group of people towards achieving a common goal. The most important aspects of leadership is influencing the group in the most positive way and dealing with the changes that arise (Planting the Seeds of Diversity, 2013). The healthcare system is composed of different professionals, specialty groups and departments. In such complex settings it requires strategic leadership style that will be able to coordinate all the activities. In such large organizations conflicts are more likely to emerge because of different subcultures that exist. Leadership therefore need to address all the areas of diversity within the health care system and use resources more efficiently when coming up with the management process to encourage or drive the entire team to work towards common goals. There are several leadership styles that can be applied to manage strategic changes in health care.
Transformational leadership is a style that goes beyond the normal leadership of supervision and managing the group performance as it insists on the logic that if team members are focused in a mission they have to work in a more effective manner. It requires the leaders to communicate clearly their visions in a way that makes sense, creates collaboration, unity and it’s more exciting to the members. A leader as the main element of change in the organization has to make the group members to focus on the vision of initiating change within the organization through empowering them and acting as their guide (Al-Sawai, 2013). Through their ability to influence attitude they can motivate the members to work towards the change in the organization this can be in form of rewards that point out the good works. In the health care setting such leaders work towards team achievement rather than from individual gain.
Collaborative leadership is another style that can be used to strategize on change in the health care system. Collaboration operates in the context of cooperation among individuals working together towards mutual benefit. Collaborative leaders communicate information clearly to their coworkers and the general organization’s team in order to allow them to make their own opinions on the issue at hand (Al-Abri, 2012). This style is applicable when initiating change because it encourages consultations between the stake holders in order to share ideas, experiences and knowledge hence reducing the complexity levels within the health care system. This form of leadership creates a platform where individuals with different responsibilities can be able validate and communicate their needs to be able to identify the areas where change is needed. The collaboration promotes mutual understanding among the different culture groups and allows the integration and links among the different stakeholders (Al-Abri, 2012). In this style it’s the mutual values and visions that hold the team members together to achieve even better results than it would have been done individually. A leader cannot be able to effect change in the organization without the team power and the commitment from the fellow coworkers from the very beginning.
Because change requires clearly planned out procedure to be followed the team leader should be ready to take the responsibility fully. Transformative leadership style is best suited when conducting changes in the health care organization. Here the leader acts as the main agent of change in the system and makes all the team members focus on one vision given their ability to influence attitude in the organization. The leader guides the team through the change and notes any areas that need to be addressed and gives solutions.
Al-Abri, R. (2012). Managing Change in Healthcare. Oman Medical Journal, 22(3), 9–10.
Al-Sawai, A. (2013). Leadership of Healthcare Professionals: Where Do We Stand? Oman Medical Journal, 28(4), 285–287.
Leadership in Medicine – Building Ethical Healthcare Organizations. (2012). Leadership In Health Services, 25(3).
Planting the Seeds of Diversity. (2013). JOM, 65(7), 807-807.