Leadership & Change Management Strategies: Mid Staffordshire NHS Trust

This report provides an analysis of leadership and change management strategies within Mid Staffordshire General Hospital, a part of the National Health Service (NHS) trust in England. The report evaluates the hospital's change program aimed at achieving foundation trust status, which involved cost-cutting measures and restructuring. It recommends the McKinsey 7-S model to foster a competitive environment by focusing on strategy, structure, systems, style, staff, skills, and shared values. Additionally, the report includes a stakeholder analysis using Mendelow's matrix, identifying key stakeholders and strategies to manage their interests. The document also addresses resistance to change among employees, highlighting mistrust and lack of confidence as major barriers, and suggests interventions to mitigate this resistance. The report concludes by emphasizing the importance of trust and confidence between management and employees for successful change implementation.

Leadership change and
management

EXECUTIVE SUMMARY
The leadership and change management is said to be the one that require the people to
buy into the vision for the organization. The study has been highlighted the key advantages of
suggestions that the organization and its CEO has considered. It has obtained desire outcomes by
prioritizing the needs and expectations of each stakeholder, which is quite essential for the CEO
to do that in appropriate way. There are resistance to the changes which the leaders and the
manager implement in the organization. Different theories of change management are effective
in finding the ways of resolving the issues in the change management.

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................4
MAIN BODY...................................................................................................................................4
TASK 1............................................................................................................................................4
Evaluating and recommending a model of change that might be utilized in order to develop an
environment that help Mid Staffordshire hospital to be competitive..........................................4
TASK 2............................................................................................................................................9
Critical appraise change management strategies and major resistance.......................................9
Recommendations......................................................................................................................13
CONCLSUION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Leadership is very important in the change management which also needs to make
changes that help the people in developing a vision for the organization. The given case study is
about Mid Staffordshire General Hospital which is established by National Health Service (NHS)
trust in England. This organization holds a degree of independence from the department of health
and social care. There are many problems which this organization has been facing in the
management of change. In this project for the success of the top management the McKinsey 7
model has been chosen fir recommending the organization to be competitive. Along with that the
stakeholders analysis is done with the help of Mendelow's stakeholders matrix power interest
grid. In this project the analysation of the major resistance from the employees about the
recommendations which will influence the model and intervention which will mitigate the
resistance of the employees.
MAIN BODY
TASK 1
Evaluating and recommending a model of change that might be utilized in order to develop an
environment that help Mid Staffordshire hospital to be competitive.
Change considered as essential part of individual or organizational growth as well as
success. As it may provide them chance to grab excellent opportunities that are accessible in the
world of business in term of developing strategic plans and tactics that play significant role in the
context of aim achievement. In case of Mid Staffordshire, it is quite essential for management to
consider and utilize key techniques that help to develop an environment, which may allow
organization to be competitive forever. For example, it may take approach to consider key
elements of strategic models in order to achieve this goal and these are;
McKinsey 7 S-
It is one of those strategic frameworks that utilized for assessing further success and well-
being of companies such as Mid Staffordshire. It is used and applied, for purpose of creating a
specific environment in hospital, which in turn provide competitive advantages (What is
McKinsey’s 7-S Change Management Model and how to use it, 2022). This concept may

encompass 7 key elements that organization and its management take into their consideration
and these are;
Strategy-
It can be said that organizations may create positive working environment in the
workplace in term of considering varied things such as effective tactic, which enable
management to gain competitive benefits in bulk. For example, organization may develop its
strategy in term of top-down change, by considering employees and patients concern as well as
needs (Chmielewska and et.al., 2022). Instead of eliminating 150 jobs, administration may take
approach to build wide and experience teams of workers, among which each candidate is able to
achieve set aim of firm and make achievable commitments. It can be said that an effective tactic,
develop by the manager or a leader provides a strong base for firm change management plan.
Structure-
Another action that Mid Staffordshire may conduct to create positive environment where
individual person may achieve their set aims is current one. It can be said that organizational
structure put direct impact on candidates' performance that also influence organization
productivity. Both terms are interrelated with each other as it is important for management to
consider these (McKinsey 7S Change Model, 2022). They may take approach to restructure or
design patients rooms according to number of accessible resources such as human resource.
Furthermore, they may also fix employees schedule according to number of cases that may do
not put any negative impact on hospital operations management. It may allow firm to take
pleasure of resolving emergency cases, even better than in the other hospitals.

Systems-
This term refers to process or system of a company about getting jobs done daily. It may
include particular protocols and processes that individual candidate in the hospital may follow
when they attempt to complete their task or any project on time (Odeh, 2021). It is fact that when
organization is thinking about top down change it is necessary for it to assess different forms of
Illustration 1: MicKinsey 7S Model
(Source: The McKinsey 7-S Framework, 2022)

projects management as well as workflows that are essential and require in place. Its
management may conduct action and activity in term of making changes within existing systems
related to recruitment, operations management, etc. Each organizational system may have a
several impact on entire functionality of hospital.
Style-
In case of change and their management within Mid Staffordshire, that help to make
hospital competitive, manager and leaders may take varied initiatives. For example, according to
current element, they may take approach to utilize specific and effective leadership &
management approaches. It may give leaders and managers power and boost their capabilities to
create positive environment in the work place that help candidates to achieve set aims in term of
gaining competitive benefit and allowing firm to be competitive for longer (Salvarli and
Kayiskan, 2018). Leader may select situational, transformational and other types of styles, while
manager may select contingency, management by objectives, etc. methods. It may aid to gain
desire outcome and provide the same thing to high authority.
Staff-
The major issue that may do not allow firm to stand competitive is its decision in term of
change, which may drive the attention of management toward eliminating employees that affect
consultancy process related to supervise junior doctors. In regard to this thing, hospital
management is accountable to determine that all positions in workplace may held by right people
or not. They may also take assure that each candidate, whether they belong to operations section
or other, are obtaining their needs in satisfactory manner. All these things may provide
management chance to retain and work with productive candidates, who are able to make firm
competitive & allow stand competitive, which is quite essential for it to do that.
Skills-
It is important for Mid Staffordshire and its management to resolve key issues such as
patients are unable to hear and obtain better treatment that may put negative impact on its
success and aim in term of standing competitively in the sector. For instance, they may take
action to boost the morale and confidence level among individual person in the work area, for
purpose of achieving strategic goal. It may give them power to build strong and wide workforce,
among which each worker is capable to utilize their skills just to make assure that their firm may

grow rapidly and in productive manner, as the biggest competitors for all the hospitals. This
action in turn provide desire results to firm.
Shared values-
This term refers to key principles that identify organizational behaviour and make it as
effective as suitable to meet expect outcomes or needs of stakeholders. Along with considering
all the elements of chosen model, management may consider this one as well, which may allow
them to develop an environment that make ensure firm stand competitive. For example, they may
take approach to create environment where people are capable and feel free to share essential
information with each other. It may put positive impact on organizational performance in form of
task achievements according to managerial expectations, which is quite important for a manager
to do that with skilled workforce in effective way.
By applying the current model, Mid Staffordshire may overcome the negative impact of
varied issues, such as negative culture, due to which patient may do not hear.
Mendelow's Stakeholder matrix-
Keep satisfied
 Government
 Investors or charities
Manage closely
 Patients
 Care takers and service providers
Keep monitor
 Rivals
 Contributors
Keep informed
 Resource suppliers
High power and interest- (Keep satisfied)
According to this term, governmental bodies and charitable trusts are one of those
stakeholders, who are capable to put direct impact on hospital services and standard, in negative
and positive manner. In order to be competitive in the market Mid Staffordshire may take
approach to satisfy them, which in turn provide a lot of advantages to management. By satisfy
and enhancing their satisfactory level, firm may grow rapidly and take support from those who
are capable to achieve its goals and objectives in effective manner (A stakeholder analysis,
2021). They may take approach to satisfy both in term of conducting varied practices such as
making discussion based on specific project or task before proceeding further.
High power and low interest- (Engage closely)

For purpose of gaining competitive advantages and be a competitive firm, hospital may
take initiative to engage some stakeholders, regarding a project and decision-making process. It
is important for it to do that appropriately, in term of driving stakeholders attention and focus
toward being a part of overall decision. Patients and health care providers, are included in
category of this stakeholder. Organization may take action to engage them and collect their
feedback regarding health care services. It may give them power to make possible changes to
improve service standard that is quite essential, for management to do that in appropriate way
and successfully.
Low power and high interest- (Keep informed)
Those stakeholders whom hospital and its management may inform about certain things
are suppliers, who are capable to supply medicines and other health care products. It may give
firm strong power to grow in term of collecting resources according to needs. It can be said that
suppliers may hold low power, but are interested to work with sustainable and productive firms
like chosen one. It may enable firm to retain this stakeholder and work with it for longer that
support to be competitive further and in the recent time, which is necessary for hospital to do
that.
Low power and low interest- (Keep monitor)
Competitors and contributors as investors may hold low power and take less interest in
growth and success of a company, as they may have better option to work with productive
brands. It is important for Mid Staffordshire to keep monitor rival services or other things that
they may plan to offer, which drive their attention toward developing the best tactics and plans
appropriately that aid to be competitive in the market. By monitoring their performance and
actions, organization may grow rapidly in form of making essential changes that help to gain
unpredicted benefits, without making any mistakes and dealing with major issues further.
TASK 2
Critical appraise change management strategies and major resistance
The major resistance from the employees to the change management strategies are
considered to be the following are,
Mistrust and Lack of confidence :
Employees and staff in this hospital are very important for the management of change.
For a hospital trust is very essential thus, it is important to develop trust in-between the

management and the employees. However, due to lack of trust and confidence in the employees
a huge barrier arises in the change management (Karadag and et.al., 2021). It can be said that due
to resistance which helps in overlooking the most changes in the NHS hospital. For the practices
of hospital it is very important to make sure that the employees and staff have confidence and
trust amongst each other.
Source : Causes of Resistance to Change in hospitals, 2019
This model of Maurer's levels of resistance to change is able to influence someone for
making changes in the representation of the ways in which the NHS hospital would face. This
model is a very effective model of change management as it helps the client for overcoming the
resistance in the employees and staff (Satish and et.al., 2019). The main aim of this model is to
understand the creativity of the change in the hospital. The first stage of the model discusses how
the workers in the hospital do not understand the change due to the lack of their experiences. For
the second level this model focuses on why the staff at the hospital are not happy with the
changes. This is the reason why the employees may show lack of trust. There are ways in which
the hospital staff are not able to understand the decisions which leads to poor performance in the
treatment of the patients. This is why it is important for the leaders to understand the importance
of building trust from the beginning to mitigate this risk of lack of confidence.
Emotional Response :
There are people in the hospital that have emotional responses to a certain changes which
are related to the innovation takes place in their operations. This is very common when there is a
structural change of team in the hospital. This results in the difficulties and resistance in the
change management. There are change management models which are used for brushing off the
emotional reactions to the changes (Xiong and et.al., 2018). Kübler-Ross Change Curve model
which helps in the mitigation of the common causes of the resistance for the effects of the
emotional reactions. This model is able to recognize the changes which lead to the feelings of

loss and grief. It is also responsible for preparing to manage the emotions and also move the
people towards the acceptance of changes. In the hospital the
Source : Causes of Resistance to Change in hospitals, 2019
Fear of Failure :
There are changes to which the hospital staff develop the fear as it can result in them
have to faced failures. This is the reason they do not support as they are afraid of the failure. This
is also due to the lack of trust of the employees hospitals which they brought. In this resistance
can be solved in the NHS hospital with the application of the ADKAR model. ADKAR model is
the model which highlights the five outcome needs which an individual required for making the
change to be successful (Seo and et.al., 2019). This model provides the knowledge about the
training which is the goals of the hospital for the employees to develop effectiveness in their
practices of managing the change. In this model the awareness helps employees to analyse the
need of the change. Desire is considered to be the support which the change will require.
Knowledge is important for understand how the change is to be implemented. It is the ability of
the to demonstrate the skills and behaviours needed for the change. Reinforcement is considered
to be the key practices which needs to be done for keeping the changes in the place.

Source : Using the ADKAR Model for Change Management, 2020
Poor Communication :
The issues in the communication are considered to be the reason that impacts that is the
big resistance to the change in the hospital. It can be said that poor communication results in
misunderstanding which can directly or indirectly result in resistance from staff in the hospital. It
can be said that the initiation of the changes can also develop into several communications
actions planned to the announcement of the changes which are made in the small group
discussions. Due to lack of proper communication the business of the hospital needs to make
one-on-one meeting and methods for gathering the feedbacks from the employees regarding the
employees. Lack of proper communication in the NHS hospital can cause misunderstanding and
mistrust which can be damaging the change management of the hospital. It can be said that
Actor-network theory is considered to be the very effective way in development of source of
communication which helpful for the development. In this theory it has been explained that the
both the human and non-human factors can be utilized efficiently for bring technological
innovation in the medical services of this hospital. This would help the hospital in managing the
communication in the hospital.
Unrealistic timelines :
Changes are properly managed when they are planned to be completed before particular
time period. However, when there are changes in the timeline as the factors which are predicted
for the change in future may or may not change according to the plans of the hospital. Due to this
there can be unrealistic changes in the timeline which would affect the changes in the
management. Its adaptation to the different steps of the facilitation of the different transitions.
There are ways in which the hospital would be able to prepare for the upcoming unrealistic
changes that can occur. For these predictions it is important for the hospital to consider the