Transformational Leadership and Katter’s Change Model

Running Health: Transformational Leadership and Katter’s Change Model
Building organizational capacity in health care
Report
System04104
5/26/2019

Transformational Leadership and Katter’s Change Model
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Introduction
A leader has always a great impact on the organizational performance. A leader plays
the role of a mentor, guide, role model, and instructor etc. and motivate other people in the
organization to achieve the goals or improve the performance up to the desired level.
However, it has been seen that the role of a leader in healthcare organization is so important
because the success of healthcare and patient safety depends on the proper coordination and
communication among the staffs and nurses (Botting, 2011). However, during the clinical
handover process, it has been seen that there is a huge miss-communication and lack in
coordination among the staff create a major problem related to patient safety. In such
circumstances, the role of a transformational leader will be so important to avoid these
barriers during the clinical handover process by bringing an organizational change. This
report has been prepared to understand the Kotter’s change model in the healthcare
organization and role of a transformational leader that how he/she can motivate and
encourage people towards the change and improving the performance in the organization.
This report also helps to understand the role of transformational leader in improving the
healthcare performance. In the second part of the report, the Kotter’s change model has been
discussed with every step and how organisation can bring the changes and ensure its success
in the healthcare organisation during the clinical handover process.
Transformational leader and his strengths to improve the
organizational performance
Improving the performance of organisational people may be the first propriety of a
leader. Improvement can be achieved by better clinical practices, changing routine practices
in the healthcare organization, or changing the organizational supports by bringing change in
the organizational culture. However, the role of a transformational leader is to motivate and
prepare the organisational people to adopt the changes in the organisation and focus on their
work improvement factors. A transformational leader never focuses on the exchanges
relationship as a transaction leader rather a transformational leader always makes a strong
relationship with their subordinates. A transformational leader helps other propel to engage
with one another and increase the morality in the people and leader as well. However, this
strength of the transformational leader may be required in facing the challenges during
clinical handover process where most of the nurses and staffs are facing such type of

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problems during the handover process (Langley & Denis, 2011). However, a transformational
leader always focuses on the objectives and goals of other people in the organisational rather
than looking for their own interest. These qualities and strength of a transformation leader not
only helps other people to improve their performance rather it also helps the people to
achieve their target within the specific or given time period with efficiency and effectiveness.
The role of transformational leader during the clinical handover process is so crucial as a
transformational leader can help the nurses to communicate properly and exchange the
information related to patient health and safety with full efficiency and effectiveness.
Transformation leader also known for transforming the individuals by changing their
culture, behaviour, or attitude that leads to change in organisational change and positive
improvement in the performance of employees. Transformational leaders help to individual
and organisation to focus on long term goals and arrange the activities in right direction. In a
healthcare organisation, a transformational leader can also play a role of supervisor or
monitoring the performance of employees. However, the transformational leaders always
focuses on new vision and articulate new goals for the organisational people that can help the
nurses and staff in the healthcare organisation improve their performance in the long term.
Transformational leaders are so charismatic person who always focuses motivating people
and boosting their confidence (Chaboyer, Johnson, Hardy, Gehrke, & Panuwatwanich, 2015).
These types of leaders can be counted in charismatic leaders who cannot only boost the
confidence of people rather enhance the belief of people that they can achieve anything.
Transformational leaders are also responsible for setting ethics and values in the organisation,
as they are responsible for setting accountable standards for the people in the healthcare
organisation. These all qualities and strength of a transformational leader may help the
organisation to improve the performance and provide better healthcare practices to the
people.
Clinical handover process and major challenges
The major challenge in clinical handover process is to ensure a better communication
among people because ineffective communication among the nurses and staffs is the major
contributor to the patient harm during the clinical handover process. It has been seen that
nurse generally do not provide accurate and proper information to the next nurse or staff who
will receive the responsibility of patient next. Clinical handover generally means transfer of
professional responsibility and accountability for some or all aspects of care of patient to the

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other person or group of people (Hawken, Lee-Wright & Walsh, 2012). It has been seen, in
the hospitals and care centres that when patient is shit from one ward to another ward, the
transfer if responsibility, information, and accountability are automatically placed to another
ward to another people. Apart from this, when the shift or duty period of nurses will be over,
the clinical handover process will always be taken place.
Need for change
The improper communication, poor coordination, poorly documentation of treatment
procedure and poor understanding words of people leads to some serious problems regarding
patient safety and health during the clinical change process. These are the essential reasons,
why a healthcare organisation needs change (Kaufman & McCaughan, 2013). However,
bringing change in the organisation not only improve the performance of organisational
people rather it also help to ensure the patient safety and care. Implementation of proper
change in the organization is not limited to culture, practices, or training rather bringing
change in the bedside handover practices is necessary. However, it is not possible to
implement the change with proper planning and practices.
Importance of Benchmarking in the performance improvement
Setting benchmark for improving the performance is necessary. A leader may help in
setting the benchmark which is feasible for the employees and staff to achieve. Apart from
this, the role of a transformational leader during the bedside handover process is crucial
because a transformational leader provides proper guidelines and coordination among the
healthcare employees and staff to achieve the set performance and provide a desired level of
patient care work. A transformational leader can provide various relevant ideas to and plan
for the organizational nurses or staff during the bedside handover process that helps to reduce
the mistakes in the organisation and ensure proper patient care and services (Source: Botting,
2011). Apart from this, poor technology and coordination among the different functions and
departments in the healthcare organisation also lead to various healthcare issues and problems
that required change management and its proper implementation in the organisation.