Leadership of Healthcare Professionals

Question: Discuss about the Leadership of Healthcare Professionals? Answer: Introduction Strategic leadership refers to the potential of manager to express strategic vision and motivating peers for acquiring that vision. There are different leadership approaches in an organization that helps in managing change and ambiguities by providing a sense of direction. The report states the importance, methods of alignment and principles of effective communication of strategies in an organization (Ginter, Duncan Swayne, 2013). Importance of strategic leadership and methods Strategic leadership is important in the healthcare sector because there is a significant and rapid change in both national and international dimensions. The political, legal and technological changes quickly influence the health care sector that changes the sector radically. The healthcare leaders need to adapt strategic leadership as individuals as well as an industry so that they can handle complex and uncertain situations (Ginter, Duncan Swayne, 2013). A few methods or approaches for strategic leadership in the healthcare sector that can be followed are transformational leadership, collaborative leadership, shared leadership, distributed leadership and ethical leadership. The transformational leadership in healthcare sector helps in communicating the organizational vision and mission and motivating the performance of workers. Through collaborative leadership, the co-workers share knowledge and experiences and reduce the level of complexity (VanVactor, 2012). Shared leadership empowers decision making process thereby improving patient care outcomes. Distributed leadership necessitates initiative and responsibility among workers in the healthcare sector. Through ethical leadership, the intentions, behaviors and values of the leader intends no harm while respecting rights of all stakeholders (Al-Sawai, 2013). Methods of alignment of individual mission, vision, and goals of organization Two methods may be used by the leader to align individual goals, mission, and vision of the organization: People-centric method and Organization-centric method. People Centric method is an old fashioned way of aligning individual goals with organizational goals. The process initiates with CEO setting the goals for the organization. Next, the managers reporting to the CEO establishes performance goals in linkage with CEOs plan. Lastly, this process cascades throughout the management hierarchy until the individuals link their goals with the manager. This method may break a chain of goals is a person is promoted or terminated (Dwyer Hopwood, 2013). The organization-centric method is a current process followed in the organizations for increasing employee engagement. This method parallels with existing budgeting process and business plan thereby reducing administrative burden. The process initiates with defining objectives for the organizations. Next, the departments of the organization may set goals for supporting organizational goals. Finally, this helps in linking the employee goals to the organizational objectives directly. This method helps in easy tracking and communication of progress around the organization (Harrington Voehl, 2012). Effective communication strategies There are effective strategies that may be followed by a leader while communicating vision and strategy to the employees. The first step is to map the present situation by aligning the organizations business. The present situation can be determined through SWOT analysis. Secondly, interviews may be set up with internal and external stakeholders for learning their priorities. Thirdly, the elements of an idealized future may be envisioned by offering specific details. Fourthly, the vision elements may be prioritized by assessing current performance in comparison with relative importance (Rasmussen, Mylonas Beck, 2012). Fifthly, actionable objectives may be developed by turning the vision elements. This would help in increasing employee engagement. Sixthly, the potential strategies and tactics may be developed by creating sub-teams and brainstorming sessions. Seventhly, the metrics, responsibilities and timelines may be defined for measuring success and growth. Eighthly, planning sessions and ideas generated may be integrated and consolidated with the team. Lastly, the plan must be put into action. It involves a continuous process of measurement, re-evaluation and re-strategizing (Harvard Business Review, 2011). Alignment with the internal and external environments The internal environment of an organization influences the organizational decisions, activities, attitudes and employee behavior. The external environment such as competition, customers, technology, politics and social conditions influence the organization. It is important for the organization to achieve effective strategic fit so that the organisation and its environment can be aligned (Anderson, 2011). The internal environment can be aligned with organizational culture through the SWOT analytic tool. This tool considers the financial, human and core competencies of the organisation in the form of strengths, weakness, opportunities and threats. The unique selling points, things that cannot be coped up with, opportunities that may arise and potential threats can be prepared for a brainstorming session (Harrison, 2011). The external environment can be aligned with organizational culture through the PESTLE analytic tool. The laws and standards, impact of exchange rates, technological advances, changing attitudes, environmental impact and legality may be formed through secondary data analysis (Griffin, 2012). Financial forecasts to guide organizational leadership The purpose of the financial forecast is to evaluate the current and fiscal conditions for making decisions in the organization. The financial forecasts help in identifying future and expenditure trends that have an immediate or long-term impact on strategic goals, policies or services of an organization. The financial forecast guides the leader in making organizational decisions through a few business principles (Gfoa.org, 2016). A net financial result may be attained thereby anticipating new risks and opportunities for the future. Financial forecasting would also help in determining risk. The organization may develop new revenue streams for sustaining and developing capacities. Financial forecasts would also help in anticipating and resolving cash flow issues thereby simplifying organizational leadership. Financial leadership is fundamental to the role and cannot be fully delegated. These principles will help executive directors adapt to the demands of the changing environment and maintain the balance needed for mission impact and sustained financial health (Barr et al., 2011). Conclusion There are various strategies and principles that are required by a strategic leader for strengthening the organization. A strategic leader ensures that appropriate methodologies, approaches and principles are applied for achieving organizational effectiveness. Financial forecasts guide organizational leadership and sustainability. It is critical to adapt strategic leadership so that the managers can handle complex and uncertain situations. References Al-Sawai, A. (2013). 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