Table of Contents INTRODUCTION...........................................................................................................................1 TASK 1............................................................................................................................................1 Role and importance of leadership when leading teams within Ellenor.....................................1 Theoretical models to build successful team in Ellenor..............................................................3 TASK 2............................................................................................................................................6 Values of theoretical models to build successful team in Ellenor...............................................6 Stages of team development and plan for motivating team members to achieve objectives of Ellenor..........................................................................................................................................8 TASK 3..........................................................................................................................................10 Recommendations for open communication between a leader and team members to support team development within Ellenor..............................................................................................10 CONCLUSION..............................................................................................................................11 REFERENCES..............................................................................................................................12
INTRODUCTION In health and social care sectors, where organisations are mostly committed to provide personalised care to people of all ages, can achieve the same only with promoting best leadership qualities in management. This would help in nurturing the culture that ensures in delivering continuous improvement in quality services and compassionate care(Pariser and et. al., 2019). The present assignment is mainly done with intention to analyse how leadership as most influencing factor aid in shaping organisation culture within H&SC (health and social care), by including commitment of clinicians, managers, health practitioners and associated members in delivering best services. For this purpose, discussion is made over case study of Ellenor which is considered as the only charity in UK that provides hospice care to people of all ages. By getting employed as a manager in this firm, I am going to reveal importance of leadership and values of theoretical models to build a successful team. Along with this, key explanation is also made over stages of team development to motivate people to work with more efficiency, for achievement of Ellenor’s goals. TASK 1 Role and importance of leadership when leading teams within Ellenor The health care sector mainly characterises with constant reforms that aimed at efficient delivery of effective, safe and high-quality care. For leading and driving changes at all levels and to actualise objectives goals of ongoing reforms, it is essential to implement effective leadership in health care organisations(Ramanuj andet. al., 2019). This concept is spread across clinical workforces, development of peculiar challenges and management in this sector. Effective leadership in health & social care sector, has been linked with a wide range of functions, including hospital care, timely care delivery, system performance, accomplishment of health reform objectives, system integrity and more. Its importance in this sector, can be measured in terms of providing a safe and efficient care to people of all age, regardless of any differences (Lianov and et. al., 2019). In context with Ellenor, as it is one of the organisation in health and 1
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
social care sector in UK, which provides hospice care for people regardless of their ages. This includes a wide range of services like pain and symptom relief, spiritual and emotional care, end of life care, respite, etc. In addition to this, such care services are also provided within a variety of settings as per need of users, where 90% of its care being given in their houses so that support of families can be gained with treatment. Ellenor is always committed to enable people to be cared for as well as die either in nursing or own homes, with proper care treatment and support through its specialised medical teams(Shalev and et. al., 2020). But as health care environment is considered as most complex and dynamic, where providing both type of nursing home and house care facilities, require a large workforce including team of professionals and staff members(Sipilä, 2019). Therefore, to manage such an environment and workforce which includes nurses, doctors and other associated people, it is essentialformanagerstohaveeffectiveleadershipqualities,sothattransparencyand accountability can be maintained among them. In addition to this, effective leadership also recognised as crucial in driving implementation of reforms and shaping organisational culture, within health care sector(Dziegielewski and Holliman, 2019). In this regard, to accomplish main objectives of Ellenor, being a new leader in respective firm a number of roles need to be played, which are highly predictive of getting success. Leaders are concisely lead their teams as well as themselves in alignment of some specific roles. Therefore, to lay the foundation regarding with effective leadership, these roles are explained as below – Inspire Trust -For being the credible leader, the foremost duty of mine in Ellenor is to inspire and build trust among team members, so that performances of them can be shoots up. This would make associated people loyal and contribute bettor efforts to improve and increase quality of healthcare services(Sprang and et. al., 2019). For this purpose, it is essential for me to identify strengths and weaknesses of each member first, so that proper training could be organisedfordevelopingrequiredskillsandknowledgeunderthem.Itwillgiveequal opportunity to them for enhancing their abilities to give better performances. Along with this, it also boosts up confidence under team to work cooperatively with each other(Cooper and et. al., 2019). Create Vision -For building an effective team, it is also necessary for leaders to clearly state where team is going and the way they are going to get there(Orchard, Rykhoff and Sinclair, 2020). In this manner, leading and creating a shared vision with team members regarding with 2
way to provide care services, will aid in driving a power performance of them. For this purpose, I would utilise medical leadership to create powerful vision in professional teams of Ellenor(de Graaf and et. al., 2020). This kind of leadership is important for performing such a role, because physicianswillthenrelatebesttoothers,includingthosewhocanlearnwithintheir administrative side. It would help the healthcare system of Ellenor to overcome from one of its more persistent challenges i.e. bridging the gap which often may exist within administration, clinicians and nursing staff(McInally and et. al., 2019). Execute Strategy -As demand of healthcare services increasing day by day, therefore, to meetexpectationsofpeoplefromEllenor,itisessentialtodrivecollaborativeworking environment at its workplace(Tan and et. al., 2019). For this purpose, keeping clinicians and nursing staff timely informed about patients’ needs and their medical history, it is another main dutyofleaderstodevelopeffectivecollaborativeleadership.Collaborativetypeof communication strategies would help in enhancing healthcare management, through sharing knowledge&experience,decreasinglevelofcomplexityandencouragingmedicalstaff, administration and clinicians to provide better services to people(Romero-López-Alberca and et. al., 2019). Coach Potential -Unleash the ability of each medical staff on team, is another main role of leaders in healthcare sectors, that results in improving performance, solving conflicts or team work related problems, as well as growing their careers in respective field(Richardson and et. al., 2019). In Ellenor, as a new leader, inspiring members and enabling them to take own decisions while providing care to patients, is one of the main responsibility, that would help in accomplishing its goals in desired way. Theoretical models to build successful team in Ellenor Since team effectiveness refers as a main strength of any group of people, which includes way of positively work together for accomplishment of goals(Roth and Reichert, 2019). Therefore, it is essential for every leader to utilise the theoretical models of team effectiveness, whichwouldhelpinbetterunderstandingbestmanagementtechniques,sothatoptimal performance from team could be obtained(Best, and Myers, 2019). In context with Ellenor, as without a collaborative team, it is not possible to provide and maintain effective quality of care services, required for well-being of large population. Therefore, it is essential for me as a manager, to be aware of relationship and unique dynamics within administration and medical 3
group of members. For this purpose, to create a room where team performance can be consistently improved, I would like to apply“The T-7 Model of Team Effectiveness”(Moule, 2020). This model has been given in 1995, by Michael Lombardo and Robert Eichinger, which states about five main internal and two external factors that influences effectiveness of a team, as stated below – Figure1: The T-7 Model of Team Effectiveness, 2020 Internal Team Factors - Thrust- This factor states about a common team goal, i.e. if every associated member works with same objective, then it would lead leaders to build an effective team (Shields- Zeeman, Lewis and Gottlieb, 2019). So, applying this concept within workplace of Ellenor, it will help in inspiring clinicians, nurses and other associated staff to work cooperatively for reaching its corporate goal. 4
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Trust- Inspiring and maintaining trust within a team, is another main factor that leads to develop confidence in team-mates (Field and Brown, 2019). Through this process, being aleaderinEllenor,Icoulddevelopteameffectiveness,byvaluingabilitiesand knowledge of each member equally in offering best quality of care services. Talent– It reflects about ability to do a specific work. In context with healthcare sector, it is essential for every care provider to must possess empathy, good communication skills, positive attitude and flexibility, including work ethics (Dziegielewski and Holliman, 2019). For this purpose, proper training should be provided to each member to make them more talented, so that they can able to provide better quality of healthcare services in Ellenor. Teaming skills–These are considered as most influential factors, under which to work within a group of healthcare, it is essential for every member to work team-working abilities like Conflict resolution, collaboration, decision making and more (Sipilä, 2019). For this purpose, as a leader it is main responsibility of mine in Ellenor, to provide appropriate trainings and apply team development models like Tuckman to boost team- skills among healthcare professionals. Task skills- As Ellenor offers a number of services in its various departments, like Impatient Ward, Hospice at Home, Outpatient & Day Services, Children’s Hospice Care, Emotional & Spiritual Well-being etc. (Shalev and et. al., 2020). Therefore, for working in these departments, a number of complex tasks need to be performed. So, if nursing staffs and other professionals are capable to perform these tasks, then it would be help in increasing team effectiveness. External Team factors - Team-Leader Fit- This factor applies on leader’s ability for satisfying the needs of team (Lianov and et. al., 2019). Therefore, applying the same on my skills, as a leader I would develop more effective and clinical leadership skills, so that effectiveness of team could be boosted up. Team Support from organisation– It reflects on applicability of company’s policy, where main role of leaders is to determine if it is suitable for obtaining successful work 5
from team (Ramanuj and et. al., 2019). For this purpose, in Ellenor, it has evaluated that organisational policies have been made as per effective working environment, which aid in getting high satisfaction of patients or care seekers from the services offered by it. 6
TASK 2 Values of theoretical models to build successful team in Ellenor A team is considered as the major key behind successfully providing care services to people, within H&SC sectors. Successful teams can grow and develop more effectively, in spite of changing any type of working conditions(Pariser and et. al., 2019). Whist, ineffective collaboration leads to destroy any endeavour. In this regard, application of theoretical models on leadership help in meeting easily the teamwork effectiveness criteria. With respect to Ellenor, in UK, it supports a number of families who are facing terminal illness, including the hospice care services, symptom relied, bereavement support to people at all ages. This firm operating under separate brands for children and adult’s services, therefore, to manage both of them, it becomes essential for managers (or leaders), to develop number of effective teams. To work for this charity, it is also important to me for being a manager to be compassionate, which is considered as one of the main key values of Ellenor (Sprang and et. al., 2019). As passion is vital to perform leadership role, I always encourage all clinicians, nursing staff and other associated members, to perform their role in a better way. In addition to this, inspiring people to look for such role under which they feel more motivated to work and achieve both career and corporate goals. In this regard, application of leadership theoretical models helps in performing such responsibilities and develop effective team of clinicians. A number of models like GRPI (Goals, Roles, Processes and Interpersonal Relationships), The Katzenbach & Smith Model, The LaFasto & Larson Model etc. could be applied. Hereby, considering complex role and importance of collaborative working environment, being a new leader in Ellenor, I have applied“The T-7 Model of Team Effectiveness”.This model helps in understanding how team works and factors that influence their performance based on team-work. It includes sever main factors as Thrust, Trust, Talent, Teaming skills, Task skills, Team-Leader fit and Team support from organisation (Cooper and et. al., 2019). Among these factors, first five considered as internal ones and remaining two lie outside the team, that effect effectiveness of group-work. Each of these factors inside the group can be delineated into dimensions or sub-factors. For example, “thrust” one of the main factor reflects upon vision, company’s mission, values, and corporate goals that needs to be shared among group members. Moreover, using this model, it essential for leaders to apply a common strategy and tactics within 7
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
team, so that goals can be accomplished appropriately. For leadership role, thrust consists three mainbehaviouraldimensionsasthrustmanagement,thrustclarity&thrustcommitment (Orchard, Rykhoff and Sinclair, 2020). Considering these aspects, aid me as a leader on Ellenor to develop and manage efficiency of team work. Similarly, another main factor i.e. “trust” includes dimensions like truthful communication, loyalty in actions and trust within team. All five internal factors have to be present for teams to be high performing. However, teams cannot be high performing unless the necessary organizational and leadership support also are provided. It does not matter how good a team is on thrust, trust, talent, teaming skills, and task skills, it must have the support from the organization and the leadership fit to be effective (de Graaf and et. al., 2020). Furthermore, inside the Team Factors, other dimensions could be explained in following way – Internal FactorsDimensions Thrust Thrust management Thrust clarity Thrust commitment Trust Trust in loyal communication Trust in actions Trust within team Trust inside team Talent Talent acquisition Talent enhancement Talent allocation & deployment Teaming skills Improvement in healthcare services Team Learning Managing quality of services Conflict resolution Decision making Task skills Focusing Measurement Delivering goods Assignment Flexibility 8
Thus, using dimensions of these factors of The T-7 Model of Team Effectiveness, aid me to develop better teams in Ellenor, where each member must possess desired skills and talent to deliver efficient quality of healthcare services (McInally and et. al., 2019). However, it has seen that teams cannot be performing high and successfully in desired manner, unless necessary organizational policies and leadership support provide to them. Along with this, how effective a team is on thrust, talent, trust, team and task skills, it is also essential for leaders to apply effective leadership that fit with their needs. For this purpose, I have also worked on developing clinical leadership so that desired roles and responsibilities could be performed in effective way (Field and Brown, 2019). Stages of team development and plan for motivating team members to achieve objectives of Ellenor As majority of workers in a larger workplace cannot work effectively, therefore, it is essential for leaders (or managers) to develop an effective team. By including participation of each worker in group-activities, they can boost team-working spirit under employees and encourage them to work cooperatively with each other, to achieve common goals (Tan and et. al., 2019). For this purpose, number of team development models can be utilised, where stages of developmentdescribetheprocessoflearningtoworktogethereffectivelyasateam development. Bruce Tuckman, an educational psychologist has identified five-stage development which says that a team has to pass through definite stages during development. The stages are named as forming, storming, norming, performing, and adjourning (Romero-López-Alberca and et. al., 2019). To work as a new manager in Ellenor, the only charity provides hospice care for people of all ages, I have followed the process of Bruce Tuckman to achieve team development. Forming Stage- This is the first stage of team development where employees involve in period of orientation and gets acquainted. Ellenor offers its new employees with an induction program, who is expected to be knowledgeable can take the control of this program (Richardson and et. al., 2019). At this stage, main responsibility of mine is to make myself capable of answering the questions of team members, such as giving a brief about clinical work, process and its missionary goal. 9
Storming Stage -This is the stage where period is marked by conflict and competition as individual personalities emerge. As a manager in Ellenor, when go through this stage, I have suffered a critical period to pass where team performance may actually decrease because energy is being put by the employees into unproductive activities. This situation occurs when clinicians and other staff member of Ellenor disagree on team goals and subgroups (Roth and Reichert, 2019). At this stage, it is foremost duty of mine to encourage team members to overcome from obstacles and accept individual differences, by finding own conflict resolutions. But it might give an unproductive result for Ellenor, as employees may distract from achieving common goal. Therefore, at this stage, it is essential as a leader for me to make a lot of effort to unite all associated care providers. Norming Stage- This is third stage, where care providers of Ellenor after passing through storming stage resolve their conflicts and some degree of unity emerges. In this stage improvement in team-collaboration spirit will start growing, as group performance increases & member learn to cooperate as well as begin to focus on achievement of team goal (Best, and Myers, 2019). This would enable Ellenor to gain high performances of team in order to give best health care to people, to establish itself to further extent in H&SC sector. Performing Stage- At this stage, team gains maturity and become able for well- functioning now. Members of Ellenor are also able to give commitment to achieve team's mission, solve conflicts and dealt constructively with complex working environment (Moule, 2020). Health practitioners by working within an effective team, also get motivated at this stage to achieve its main organisational goal i.e. offer best quality of services both in nursing homes and houses of care seekers. Adjourning Stage- This is the final stage when the goals of Ellenor of serving the best health care is achieved by developing a better team of talented and skilled professionals. Along with this, working together in delivering several healthcare services, also make employees able to perform better tasks in future (Shields-Zeeman, Lewis and Gottlieb, 2019). 10
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
TASK 3 Recommendations for open communication between a leader and team members to support team development within Ellenor High-performance working teams are usually, composed of a combination of purpose and goals, talent, skills, performance ethics, incentives and motivation, efficacy, leadership, conflict, communication, power and empowerment, and norms and standards (Romero-López-Alberca and et. al., 2019). In a complex working environment, having a team where members do not communicate openly with each, could be a terrible situation for a manager (or leader). In healthcare sectors, where mostly all clinical work cannot be conducted without cooperation of effectiveteam.Therefore,ideally,itbecomesessentialformanagerstoprovideopen communication of information, where members could discuss with administrations and with other teammates about their issues, workplace challenges, ideas as well as successes, so that better cooperation could be developed (Field and Brown, 2019). Along with this, encouraging opencommunicationwithinteamalsoaidenableprofessionals,nursingstaffsandother associated people to speak freely and share ideas with each other, to deliver effective care services. Having an open-door policy in Ellenor, sets the precedent where any clinician can ask questions, voice their concerns and pitch ideas for better improvement in healthcare system, at any time(Moule, 2020). This policy also considered as an important part for building trust within such a team that includes both less and high experienced clinicians, who work on same care services. Keeping communication’ doors open at workplace is also crucial, otherwise if management is inaccessible then it might send the message to less experience staff members that they are not as valuable. Whilst opening figurative doors, aid in removing obstacles between leaders and care providers in respective organisations, that will create a sense of mutual trust within them and encourages open exchange of ideas(Shields-Zeeman, Lewis and Gottlieb, 2019). Problems such as conflicts can be easily identified and resolved as it arises, instead of waiting for upper management to conduct meeting. For this purpose, a number of actions can be taken that further help in developing open communication between leaders and clinicians (other staff members), as well as support team development within Ellenor as given below - 11
By paying attention -For encouraging open communication, paying attention to each member will aid in showing signs that voice of them is hear effectively within a team. While working in group, each member including leaders needs to eliminate any kind of distractions and must engage in active learning and listening with each other(McInally and et. al., 2019). By taking feedback -Asking suggestions and ideas for improving healthcare services and the way of delivering same, with members while working in a team, also boost open communication. Showing willingness to change approach and methods of delivering care services as per suggestions of team members, also considered as powerful reinforcement of boosting open communication in Ellenor (Richardson and et. al., 2019). Giving credit and increasing feeling of valuable -If ideas or any suggestions of team members are implemented for improvement in care services, then it must be essential for leaders to publicly give them credit at workplace for the same. Thus, applying these recommendations or strategies regarding with creating open door policy in Ellenor, will allow all clinicians and care providers to share experience and knowledge with each other to offer better services to all people, for better well-being of them. CONCLUSION It has been concluded from all over the discussion made in this assignment that employees are considered as main assets of every company, therefore, to earn their commitment to give best efforts for achievement of company’s goals, it is essential to implement best leadership at workplace. For this purpose, managers (or leaders) always concern on developing leadership qualities for engaging workers in group especially, so that better performance can be obtained. In context with health and social care sector, as every organisation mainly committed to deliver high quality of care services. Therefore, management of such firms used to utilise leadership qualities more, so that clinicians, administrative and staff team members can be worked in team. 12
REFERENCES Books and Journals Best, S. and Myers, J., 2019. Prudence or speed: Health and social care innovation in rural Wales.Journal of Rural Studies.70. pp.198-206. Cooper, J. and et. al., 2019. Developing the Role of the Clinical Academic Nurse, Midwife and Allied Health Professional in Healthcare Organisations.International Journal of Practice- Based Learning in Health and Social Care.7(2). pp.16-24. de Graaf, E. and et. al., 2020. From concept to practice, is multidimensional care the leading principle in hospice care? An exploratory mixed method study.BMJ Supportive & Palliative Care.10(1). pp.e5-e5. Dziegielewski, S. and Holliman, D. C., 2019.The changing face of health care social work: Opportunities and challenges for professional practice. Springer Publishing Company. Field, R. and Brown, K., 2019.Effective leadership, management and supervision in health and social care. Learning Matters. Lianov, L.S. and et. al., 2019. Positive psychology in lifestyle medicine and health care: strategies for implementation.American journal of lifestyle medicine.13(5). pp.480-486. McInally, W. and et. al., 2019. Widening Access; Developing an eLearning Resource for Health and Social Care Professionals Caring for Children and Young People with Cancer.Journal of Cancer Education.34(1). pp.180-185. Moule,P.,2020.Makingsenseofresearchinnursing,healthandsocialcare.SAGE Publications Limited. Orchard, C., Rykhoff, M. and Sinclair, E., 2020. Interprofessional Collaborative Leadership in HealthCareTeams:FromTheorisingtoMeasurement.InSustainabilityand Interprofessional Collaboration(pp. 291-322). Palgrave Macmillan, Cham. Pariser, P. and et. al., 2019. Connecting people with multimorbidity to interprofessional teams using telemedicine.The Annals of Family Medicine.17(Suppl 1). pp.S57-S62. Ramanuj, P. and et. al., 2019. Evolving models of integrated behavioral health and primary care.Current Psychiatry Reports.21(1). p.4. Richardson, E. and et. al., 2019. User involvement in regulation: a qualitative study of service userinvolvementin Care QualityCommissioninspectionsof healthand socialcare providers in England.Health Expectations.22(2). pp.245-253. Romero-López-Alberca, C. and et. al., 2019. Standardised description of health and social care: AsystematicreviewofuseoftheESMS/DESDE(EuropeanServiceMapping Schedule/Description and Evaluation of Services and DirectoriEs).European Psychiatry.61. pp.97-110. Roth, G. and Reichert, M., 2019. Providing integrated health and social care for older persons in Germany.Providing Integrated Health and Social Care for Older Persons: A European Overview of Issues at Stake. Shalev, D. and et. al., 2020. Bridging the behavioral health gap in serious illness care: challenges and strategies for workforce development.The American Journal of Geriatric Psychiatry. 28(4). pp.448-462. Shields-Zeeman,L.,Lewis,C.andGottlieb,L.,2019.SocialandMentalHealthCare Integration: The Leading Edge.JAMA psychiatry.76(9). pp.881-882. Sipilä, J. ed., 2019.Social care services: the key to the Scandinavian welfare model. Routledge. 13
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Sprang, G. and et. al., 2019. Defining secondary traumatic stress and developing targeted assessmentsandinterventions:Lessonslearnedfromresearchandleading experts.Traumatology.25(2). p.72. Tan, W. S. And et. al., 2019. Implementing advance care planning in acute hospitals: leading the transformation of norms.Journal of the American Geriatrics Society. 67(6). pp.1278-1285. Online TheT-7ModelofTeamEffectiveness.2020.[Online]AvailableThrough:< https://www.wrike.com/blog/6-different-team-effectiveness-models/>. 14