The Role of Leaders in Implementing Changes in Healthcare Organizations

Running head: THE ROLE OF LEADERS 1
The role of leaders in implementing changes
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THE ROLE OF LEADERS 2
The role of leaders in implementing change in organizations.
Introduction
The last couple of decades have been marked by significant advancement economically,
politically, socially and technologically. With such new issue emerging every day around the
globe change has become part of human life, and it cannot be avoided. The 21st century has seen
many countries advance in education as many people get exposed and informed on what is
needed to be done to improve their lives. People have been advocating for several changes in
various sectors and setting up some commission to ensure the change are well implemented.
Different variations have had a lot of impact on our careers, and social lives are hence raising
some concern to make critical decisions regarding changes carefully.
The different organization has tried to come up with various strategies and structures to
implement the right changes but also many factors have affected the whole process. For any
organization to successfully have the best moves, the good transformational leader should be
present. Amendments require a clear plan, useful communication courage, vision and great
innovation because in implementing most changes you have to have the majority of the people
working with you are ready to accept and embrace the changes.
This paper aims at critically discussing the role of leadership in facilitating and achieving the
desired changes in healthcare organizations. The essay also looks at some of the critical issues
the leaders have to bear in mind when implementing the changes. The implications and effects
that organizational culture may have to changes are also discussed.

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The roles of a leader in implementing changes
For decades now the issue of management and leadership in different organizations has been
given a lot of attention. The debate has concentrated on identifying the difference between
leaders and managers as well as coming up with clear roles of leaders. For any organization to do
well a right and proper leadership must be in place. (Goetsch, & Davis, 2014). The idea of the
right leaders should not be overlooked even in the healthcare organizations. In the last few
decades, health care system across the globe has undergone so many reforms and witnessed a lot
of technological advancement. Such changes have gradually led to the increase in the need to
have leaders within the health care system who can adequately and effectively affect the required
changes. (Carter, Armenakis, Feild, & Mossholder,2013).
A leader's most significant responsibility is to have a vision for an institution and help them to
focus on the kind of services they anticipate to provide in future. The leaders must also be aware
of different sectors or departments within an organization that needs to be changed or improved
to cater to the requirements of the diverse and fast developing healthcare sector. For
effectiveness to be realized, leaders must provide the necessary environment, support and
expertise to offer motivation to the junior workers to achieve the goals and objectives of the
organization. Leaders should be more concerned with developing, motivating and leading the
team to make the required changes and the associated gains both as an organization and as
individuals. (Aarons, Ehrhart, Farahnak, & Hurlburt, 2015).
It is essential for leaders within the health care system to understand how different people react
to changes and also be aware of the leadership skills that are needed to implement particular
changes effectively. Changes within the healthcare sector or healthcare organization may be

THE ROLE OF LEADERS 4
required at different levels depending on the problem identified and what the management
wishes to achieve within a given timeframe. In case people do not see the positive results or
benefits of the proposed changes to either themselves or the organization, they are likely to get
bored and lose the moral to continue implementing the changes. Any time a leader thinks of
achieving a difference, he or she should consider the purpose of the changes and the possible
responses from the people who will be involved or affected by the changes in one way or the
other. (McCormack et al. 2013)
Leadership styles
Some leadership styles evolved and developed over time in the process of seeking to provide the
best in any organization. Changes in health organizations can be affected by two main theories.
I.e., contingency and situational leadership theories and the interaction theories of leadership.
(Mitchell, 2013).
Contingency and leadership theory is a leadership theory aimed at assessing the situation in a
workplace, how complicated the workplace is and the relationship between the leader and the
rest of the team instead of entirely focusing on the behaviors and traits of the leaders. The theory
suggests that there is no one specific leadership style fit for every job, work team or situation,
therefore, any good leader should be able to adopt and use a variety of styles depending upon
the skills, relationship, type of work and the level of education of the people in a particular job
or situation. The theory transfers the attention from the traits or characteristics of an individual to
the importance of having mature participants and the commitment of all the parties involved.
The approach also holds that a leader may be forced to act autocratically and give directions on
what to do in case there is an emergency (Chemers, 2014).