Leadership Styles and Development

The provided document is an assignment that focuses on leadership styles and development. It starts by identifying two objectives for professional development plans to improve leadership style and concludes with action plans. The document references various books, journals, and online sources related to transactional analysis, conflict models, and leadership development. A summary of the content is as follows: The first section discusses the concept of ego states and their application in understanding human behavior. The second section introduces Thomas C Conflict Model, which is used to analyze conflicts and develop strategies for resolution. The third section explores the impact of leadership styles on employee motivations and organizational outcomes. Throughout the document, relevant illustrations are included to support the theoretical concepts discussed.

Strategic Leadership in
Healthcare

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Critical analyse and provide an evaluation of the organisation’s leadership..............................1
Identifying and ways in which an organisation can address gaps in the leadership style...........6
TASK 2............................................................................................................................................7
Identified style and evaluation of how this might impact on those that manage/have managed
in the past....................................................................................................................................7
A reflection upon how your leadership style has impacted on others within the workplace......8
TASK 3............................................................................................................................................8
Professional developmental plan.................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Strategic leadership refers to the manager's potential in order to express the strategic
vision for a healthcare organization and to motivate others as well to acquire that vision. It is one
of the most influential factor that helps to shape up organizational culture. The chosen firm for
this report is National Health Service (NHS) which is one of the top brand in UK which provides
healthcare services to their patients. The present study will critically analyse and provide an
evaluation of the organization using Transactional analysis and Thomas C Conflict Model,
further it describes the ways which the firm can address gaps in the leadership style. Then report
will present reflection upon how the leadership style has create impact upon others in the
workplace. Lastly, using professional development plan, study will describe how an individual
can address those objectives through an action plan with set deadline.
TASK 1
Critical analyse and provide an evaluation of the organisation’s leadership
NHS provides best health care treatment to their patients but the key challenge which the
firm is facing is to nurture cultures that also ensures that the delivery of continuously improving
high quality and compassionate healthcare (Finkelstein, Hambrick and Cannella, 2016).
Moreover, the leadership is another influential factor in shaping the organization culture and
make sure the necessary leadership behaviours are developed. Therefore, using two theories, the
evaluation of an organization leadership can be determined:
Transactional Analysis: it is the psychoanalytic theory in which the social transaction is
analysed in order to determine the ego state of a patient, that Is further based upon an
understanding. Therefore, it is the taught to alter the ego state as a way to solve emotional
problem (Transactional analysis, 2017). It was developed by Eric Berne and observed that
several people inside each person who interact with other people in many ways such as:
Ego state: This state basically represents the person's way of thinking and behaving. In a
leaders or a manager of NHS, there are three ego state present in everyone i.e. child, parent and
adult. Thus it is related to their behaviours not his age. Even though when a person is
communicate with another then they also got affected by their ego state such as:
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 Child ego: this behaviour also reflect the response of a person in the form of joy, sorrow
and frustration (James, Jongeward and Karpman, 2019). Thus, this is the natural feeling
which a people learn in their childhood. In the same way, in the context of a leader, if a
person behaves in joyfully and scornful then their behaviour is naturally. While on the
other side, if the leaders react the way his supervisor want him to react then the leader is
trained to act. For instance, if the leaders communication is joyfully and naturally then
they are by birth naturally. However, it has been critically evaluated that they act
according to their supervisor then they are adaptive in nature.
 Parent ego: This is done through an external environment and as a young child, their
parents behaviour remains enclosed in their mind that clearly reflected as a parental ego.
For instance, as a nurturing parents, if the leaders of NHS praise the good performance of
workers then they reflect their nurturing behaviour towards others (Solomon, 2018). On
the other side, as a critical parent, leader criticize the poor performance of the workers
rather than helping them to improve. This shows their critical attitude.
 Adult ego: it the that behaviour that reflect the ability to identify the situation and take
logical decision. In this stage, a person overcome the emotional feeling and then take
decision based on it. Therefore, these ego state is present in all human where people also
respond in different situation.
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Illustration 1: Three ego state
(Source: Understanding ego state, 2017)

Among all, the company adopted Adult ego, because it has been critically analysed that
in this situation, the leaders uses their logical thinking and that leads to take better decision for
the firm which is not possible in other situation. On the other side, it negative aspect is that, it
leaves all its emotion towards their employee.
Life position: In this, behaviour of a person is depend upon their experience at different
stages. Basically a person develop philosophy towards a work from their early childhood that
also becomes the part of their identity and this remain with them until some external factor
change it. This further falls into four categorises:
 I am OK, you are OK: This life position represents an adult ego of a person. Therefore,
leaders in this stage believes in give and take. Therefore, they are competent in order to
take decision and also allow other to involve in decision making process. Even they are
not threatened by others and also express freely.
 I am OK, You are not OK: This position shows parent ego such that Managers with this
life position have critical attitude towards others. That is why they find faults with others
and have lack of trust, confidence (Hargaden and Sills, 2014). Hence, they do not
delegate task to others.
 I am not OK, You are OK: This shows a state of distrust in the person himself such that
the leaders in this state have lack of confidence. Thus, the leaders are usually not good
and they even do not perform well and have an fickle behaviour. At the end, they feel
guilty for their act too. I am not OK, you are not OK: This state shows desperate state where a person have lost
interest in their own life. Leaders in this state generally do not believe in themselves and
do not even make proper decision.
From above, the quoted firm opt I am OK, you are OK state, because it is an adult ego
state. It has advantage such that leaders in this stage believes in give and take and also they are
competent to take decision and also allow other to involve in decision making process. While on
the other side, it has been critically evaluated that sometimes it leads to delay in decision and
may take wrong decision as well.
Analysis of Transaction: When two person interact with each other, there is a transaction
between them such that if the leader act as a adult, but on the other side, employee response as a
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child then the communication process will get blocked (Summers and Tudor, 2018). Therefore, if
both person response in effective and proper way then the analysis of transaction is done.
For instance, a leader of NHS says to their employees, “you misbehaved with your peers
and I don't expect this behaviour is to be repeated” this statement shows the parent ego of a
manager and child ego of a worker.
Thomas C Conflict Model: this model states that conflict is natural and this is an online
assessment that takes little time to complete. The model is used by HR and leader of the
company where they openly discuss on some difficult issues and also facilitate learning about
how the conflict handling modes are affecting personal, group. Basically this model is designed
in order to measure the person's behaviour in some conflict situation, in which the person are
appear to be incompatible (Jiang and et.al., 2019). Therefore, there are two dimension to describe
this such that: Assertiveness: In this, one person attempts to satisfy their own concerns.
 Cooperativeness: the extent up to which the person tries to satisfy other person's concern.
In addition to this, these two dimension are further define five different modes in order to
responding the conflict situation such as:
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Illustration 2: Thomas C Conflict Model
(Source: Thomas C Conflict Model, 2018)

Competing: This is power oriented mode in which the assertive person use whatever
power that seems appropriate to win their own position. Because competing itself means that to
stand up for own right. In this situation, assertive person simply tries to win.
Accommodating: It is unassertive and cooperative which means that the person neglects
their own concern in order to satisfy the concern of other person. Therefore, this might be take in
the form of selfless generosity and charity which means that person is obeying another.
Avoiding: In this situation, person do not deal with conflict and try to avoid the conflict
situation. Thus, avoiding is unassertive and uncooperative.
Collaborating: In this mode, a person tries to find solution that fully satisfy each other
concern. Therefore, collaborating between two persons might take a form of exploring a
disagreement in order to learn from each other's insight and find some creative solution to finish
conflict (Botella and et.al., 2019).
Compromising: In this situation, both parties mutually accept the solution to satisfy each
other. But on the other side, in some situation, it might mean that splitting the difference between
two position or seeking quick solution. This mode falls intermediate between competing and
accommodating but it addresses the issue more directly than avoiding but on the other side, it
does not explore it in as much depth as collaborating.
Therefore, the leader of NHS is capable to use collaborating mode of conflict and this
helps to measure the person's behaviour in that conflict situation. And both person try to find
solution to satisfy the needs. While on the other side, it has been critically evaluated that it also
have negative outcomes such that if the solution are not find then this may also lead to convert
into personal conflict.
Identifying and ways in which an organisation can address gaps in the leadership style
In every organization, there is a leaders who perform better and make every efforts in
order to attain the objectives of the company. But there is a need to fill the gap of a leadership
style and NHS also take 5 steps that help to bridge the gap which are as mention below:
Perform the needs assessment: For this, the company should analyse the capabilities of
a leaders which the firm need now and in future to execute and also to sustain the organization
strategy (Barr and Dowding, 2019). For this reason, the leadership gap indicator will help to
determine the need of a firm and leadership gap as well. Once, the need is analysed that the gap
is automatically bridge and this will also help to lead a business towards success as well.
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Create a leadership strategy: in the next stage, there should be a clear understanding of
leadership behaviour and a business goals that should be identify so that it will allow the
authority to execute some leadership strategy. Further, it has been analysed that the development
initiatives can also be aligned within the operational needs. Even the leadership strategy should
be like that helps to creates positive impact upon the company's performance.
Developing clear and specific goals for individual leadership development: in this
next stage, there is a need to assessing strengths and weaknesses of a leaders against their core
competencies which are already identified in need assessment (Laureani and Antony, 2019).
Apart from this, the company also take 360 degree feedback tool in order to collect or identify
individual needs. This tool will help to identify, individual needs but it is also necessary to make
those assessment so that it will help towards attaining the goals.
Create effective system: In the fourth stage, to fill the gap, the company needs to
identify the talent through better recruitment and selection procedure. if the person possess the
all capabilities which are required in need assessment, then the quoted firm should hire the
employee and start performing the duties in order to create better output for the welfare of a
company.
Evaluate: In the last stage, the company should build the system that helps to measure
the actual performance and if they need additional resources then, they should also adapt them
for addressing the gap (Turner, 2019). It is also suggested to NHS to use Key performance
indicators that help to determine the actual performance of their employees including managers
and leaders as well.
From the above, it is cleared that sooner the organization understand the reality of a
leadership situation, the quicker it can move to adapt by refocusing the development efforts and
recruitment priorities. Therefore, to increase the leadership capacity, the organization needs to
take both strategic and a tactical approach. Thus, in this way, the gap can be easily addressed in
the leadership style as well as approach.
TASK 2
Identified style and evaluation of how this might impact on those that manage/have managed in
the past
Being a leader in NHS, I adopt participative leadership style. This style would be more
preferred because It is task oriented and people oriented leadership style in which the leaders
6

provide guidance and direction but on the other side, I also encourage feedback from employees
and takes opinions into account as well. I think that participative or democratic leadership style is
best suitable in the workplace where I work because the company has many employees and there
is need to boost employee morale and improve the work quality as well (Bhatti and et.al., 2019).
As per my critical thinking, I think that this leadership style also creates positive impact upon
those that have managed because they also get a chance to involve themselves in a decision
making process and also leads to encourage the creativity and problem solving. So that by
getting opinions from all, I make final decisions. This help to impress and raise my employee
morale and work satisfaction as well. That is why I chose this style to be opt so that team
members of NHS tend to have high job satisfaction and they think their opinion is also valued.
On the other side, I also think that this leadership style also creates positive impact upon
those who manages the wok in past time. This is so because in their future they also provide
support to their business by taking right decision as well. Apart from this, I think that adopting
participative leadership style in the working area will provide benefited to both past employees
as well as to present management as well.
A reflection upon how your leadership style has impacted on others within the workplace
As a leader of NHS, I adopt participative leadership style and it also creates positive
impact upon employees as well as in an organization. Such that I take action only after quest the
opinions of management and workers. This helps to make employee feel that their views and
suggestion are also important and valued for a company (Ullah, Kiran and Liu, 2019). Thus it
directly foster the team environment and raise the productivity level of a company as well. Apart
from this I also think that, by involving all employees and taking views from others will also
help to feel them comfortable in the working area and as a result, it further assist to raise staff
productivity too.
Apart from this, I also analysed that adopting this particular leadership style will provides
a variety of creative solutions that also help to create positive impact upon an organization and
this assist more productive work process and make a company more efficient. As per my view, I
think using participative leadership style will decrease competition level and also increases
collaboration and this leads to satisfy the employees and motivate them as well. Such that when
the employees are included in the decision making process then the environment also becomes
one of the collaboration instead. For instance, rather than seeing the peers as a competitor,
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workers also see their co-workers as an associate working towards a common goal so that it will
be benefit for everyone. Thus, I realised that adopting participative leadership style will be more
beneficial as compared to others because it provides positive impact upon company, employees
as well as co- workers.
TASK 3
Professional developmental plan
Professional developmental plan is the document of goals, that required skills and
competency development which needs to attain in order to support continuous improvement and
career development (Riley and et.al., 2019). Therefore, it is also created by the manager in order
to working closely with staff members that helps to determine the essential skills as well as
resources that support staff member's career goal. The two objectives that need to be develop are
as mentioned below:
 To improve Communication skills in next 1 month, because as a leaders, it is quite
essential to have better communication skill so that correct message will convey to
others.
 Secondly, to improve research and analytical skills in next 45 days, because as a leader,
this skills are quite essential as it helps to improve the leadership style i.e. participative
leadership style.
Professional development plan
Objectives Current
status
Action to be
taken
Resources Time taken Feedback
Communica
tion skills
Currently I
did not
possess good
verbal
communicatio
n such that I
do not express
my views to
Start attending
conferences and
try to speak in
small group of
peoples. Further,
I also start
attending training
sessions where I
Individual
coaching,
mentoring
from line
manager.
It requires 1
months to
improve my
communicatio
n skill
After
attending
session, I will
start taking
feedback from
my peers
regarding my
leadership
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my employees
efficiently.
improve my
verbal
vocabulary.
style.
Research
and
analytical
skills
Currently I
am lacking
analytical
skills such
that it affects
my decision
as well. For
leading a
team, it is
essential to
have good
command on
analytical
skills.
To improve
research and
analytical skills, I
start taking
online courses
and also reading
books that helps
to engage in
literal analysis
and debate during
meetings as well.
Online
material,
books, help
from mentor,
leading on a
project at
work.
It takes 45
days to
improve my
research and
analytical
skills.
After making
efforts to
improve
analytical
skill, I will
take feedback
from peers
using direct
report where I
can identify
whether my
performance is
improved or
not.
CONCLUSION
By summing up above report, it has been concluded that strategic leadership plays an
effective role in every business. Such that in NHS, using strategic leadership, the leader can
easily lead the business in further level of success. In the same way, report critically analysis the
leadership in NHS by using Transactional analysis and Thomas C Conflict model and further
provides different solution in order to address the gap in the leadership style. Further in the
reflective section, report concluded that participative leadership style provides positive impact
upon employees and an organization such that in this style, leader of the company involves
others on decision making process to feel them comfortable and make them worthy for the
company as well. Lastly, report also concluded that by using Professional development plan, two
objectives can be developed that helps to improve the leadership style and it also concluded
action plan as well.
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REFERENCES
Books and Journals
Barr, J. and Dowding, L., 2019. Leadership in health care. Sage Publications Limited.
Bhatti, M. H. and et.al., 2019. Impact of Participative Leadership on Organizational Citizenship
Behavior: Mediating Role of Trust and Moderating Role of Continuance Commitment:
Evidence from the Pakistan Hotel Industry. Sustainability.11(4). pp.1-21.
Botella, J. and et.al., 2019. Group analyses can hide heterogeneity effects when searching for a
general model: Evidence based on a conflict monitoring task. Acta psychologica. 193.
pp.171-179.
Finkelstein, S., Hambrick, D. and Cannella, A. A., 2016. Strategic leadership. St. Paul: West
Educational Publishing.
Hargaden, H. and Sills, C., 2014. Transactional analysis: A relational perspective. Routledge.
James, M., Jongeward, D. and Karpman, S. B., 2019. Born to win: Transactional analysis with
gestalt experiments (pp. 64-65). Reading, MA: Addison-Wesley publishing company.
Jiang, S. and et.al., 2019. A Conflict Model of Reward-seeking Behavior in Male Rats. Journal
of visualized experiments: JoVE, (144).
Laureani, A. and Antony, J., 2019. Leadership and Lean Six Sigma: a systematic literature
review. Total Quality Management & Business Excellence. 30(1-2). pp.53-81.
Riley, C. and et.al., 2019. Improving Neonatal Outcomes Through Global Professional
Development. Advances in Neonatal Care.19(1). pp.56-64.
Solomon, C., 2018. Transactional analysis theory: The basics. Transactional analysis
journal. 33(1). pp.15-22.
Summers, G. and Tudor, K., 2018. Cocreative transactional analysis. Transactional Analysis
Journal.30(1). pp.23-40.
Turner, P., 2019. Leadership Development Practices. In Leadership in Healthcare (pp. 295-324).
Palgrave Macmillan, Cham.
Ullah, I., Kiran, A. and Liu, B., 2019. Impacts of Leadership Styles on Motivations of
Employees. In Servant Leadership Styles and Strategic Decision Making (pp. 205-217).
IGI Global.
Online
Transactional analysis. 2017. [Online]. Available through:
<http://www.businessmanagementideas.com/notes/management-notes/communication-
management-notes/use-of-transactional-analysis-technique-in-an-organisation-for-
effective-communication/5215>.Botella, J. and et.al., 2019>
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