Transitioning Employees to Leadership Roles in Healthcare Settings

This presentation explores the critical transition of employees to leadership roles within healthcare settings, emphasizing the development of essential leadership skills and the importance of avoiding favoritism. The project focuses on a case study involving a certified nursing assistant at the Town-View Health and Rehab center, highlighting the qualities of effective leadership such as vision, empathy, and integrity. The presentation underscores the significance of leadership in healthcare, including initiating action, motivating co-workers, and achieving common goals. It also examines the relevance of leadership in addressing serious quality issues, high turnover rates, and staff shortages, while also promoting the enhancement of nursing leadership in primary healthcare. The presentation concludes by reiterating the role of effective leadership in ensuring high-quality healthcare and efficiently managing healthcare organizations.

Leadership in Health-Care
Management

Introduction: Establishing the evaluation on the transition
of an employee to the leadership role in a
health-care centre without the matter of
showing favoritism. The transition that is not
biased with favoritism and is able to create a
scope for learning the skills of the leadership
in the field off the nursing or in the health
care environment is evaluated to attain the
successful results (Aarons et al., 2015).
The matter depends on the certified nursing
assistant in the Town-View Health and Rehab
centre where there is a necessary of an
efficient and effective leader in the team who
will be able to satisfy the objectives of the
organization (Aga, Noorderhaven, & Vallejo,
2016). The presentation guides to get
knowledge in the field of efficient leadership
during the transition of from an employee
or assistant to the leaders of a certain group
for managing the possible vulnerable areas of
the healthcare organization.

Sample Question and Answer
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The background of the project:
 Transition of an individual from employee
post or assistant nursing post to the
leadership post.
 Evaluates the learning of the leadership skills
that are required by an assistant nursing
executive so as to acquire the leadership role
without involving in the matter of the
favoritism (Bian, Huang& Zhang, 2015).
 The leadership can be described as the
characteristics of an individual those are
responsible for taking care and giving orders
to the team so that the teams achieves the
goal of the organization.
 The main objectives from the leadership can
be described as the roles of the leader to
influence the team in respect to the
vulnerable environment in the healthcare
organization (Mannix, Wilkes & Daly, 2013).
 The health care centers are the places that
requires to handle with the patients and as
well as children. Thus the influence of an
effective leader is necessary to manage such
vulnerable environments.

Significance of the project:
 The project enhances the knowledge
of the effective and efficient kind of
leadership in the environments like
the health care organizations.
 The project illustrates the case study
where the employee who has been
the assistant nursing executive is
being transitioned to a leader of the
group in the Town view health and
rehab centre (Dignam et al., 2013).
 In order to become a good leader, the
person must avoid the act of
favoritism as it shows the practice of
unfair preferential to an individual or
group over the expense of another.

 Practicing such behavior affects the engagement
of an employee. And also de-motivates the
employee.
 Qualities like the listening which states that
good leader becomes most productive when they
seek opinion from the team to retain the decision
making activities can be learnt.
 Qualities like Mission states that the leader has
to follow the mission or the goal of the
organization that leads to the improvement of
the organization (Forrester, 2013). Having a
clear sense of mission is the crucial guiding
leadership decision and choosing between
alternatives.
 Qualities like the vision states that the good
leader will able to manage the challenges to step
back and focuses on the loop holes (Green,
2016). The vision of a good leader can steer
everyone in right direction from the aspects
providing best service to the patients, staff and
hospital

Qualities like empathy is taken in
consideration as a basic norm of the human.
The empathy can be transferable as the
healthcare setting frequently emphasize very
much with patients but abandon the similar
towards the co-worker. The empathy and
emotional intelligence is the key traitor of
leadership which is unnoticed frequently.
Qualities like integrity that has been assessed
like the nursing leader is the responsible of
the same to get held of the moral of the
health organizations (Hancox et al., 2014).
The leaders should have a fair outlook and
their judgments should be based on the facts
and logic and the act of favoritism should be

The qualities like the Optimism states that
the clinicians often encounters the patients
on their worst days but as a healer it their job
to help the patients through it. The
requirement of medicines is a critical
thinking skills is analogous towards the
effective leadership.

The importance of
effective leadership in the
organization
Initiates action in the health centre.
Motivates other co-workers.
Attainment of the common goals.
Team building skills.

RELEVANCE TO WORK
The organization of the employee where he
works as a nursing assistant and the recent
requirements states about the requirement of
the employee to get transformed to the
leadership post.
Nurses are expected to be the leaders of the
organization for the future.
The most vital part of the expectation is
considered due to the experience of the
senior nurses in handling the critical
situations that arise in the healthcare centre.

 Serious quality issues and high changing rates, shortage in
the employment and high rate of change has been
decreasing the organization’s infrastructure.
 The leaders are expected to tackle such situation to
mitigate the negative factors in a very efficient and
effective manner (Lunn, 2019).
 Enhancing the scope of nursing in the primary healthcare
is recommended as it is in a high need for the leadership in
the healthcare.

The timeline of the work:
TIE week) week) week) week) week) (2nd
week)
(3rd
week)
ASSOSCIATION
WITH THE
MENTORS FOR
ACTIVITY
PLANNING
RECOGNIZING
AND
ARRANGING
RESOUCES
DAY TO DAY
ACTIBITY
IMPLEMEMNT
ATION
ASSESSING
GATHERED
SKILLS
COMMENTING
ON NEW
SKILLS THAT

Conclusion:
The report concludes that the project
will help to grow the knowledge of effective
leadership in Town-view health and rehab
centre which ensures high quality of health
care system and helps to effectively manage
the efficiency of the health organization. In
order to become a good leader, the person
must avoid the act of favoritism as it shows
the practice of unfair preferential to an
individual or group over the expense of
another.

Reference:
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Aga, D. A., Noorderhaven, N., & Vallejo, B. (2016). Transformational leadership and project
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Management, 34(5), 806-818.
Bian, Y., Huang, X., & Zhang, L. (2015). Information and favoritism: The network effect on
wage income in China. Social Networks, 40, 129-138.
Daly, J., Jackson, D., Mannix, J., Davidson, P. M., & Hutchinson, M. (2014). The importance of
clinical leadership in the hospital setting. Journal of Healthcare Leadership, 6, 75-83.
Dignam, D., Duffield, C., Stasa, H., Gray, J., Jackson, D., & Daly, J. (2013). Management and
leadership in nursing: an Australian educational perspective. Journal of nursing
management, 20(1), 65-71.
Forrester, K. (2013). Leadership, the law and management of nursing practice. Nursing
Leadership, 103.
Green, J. (2016). Listening as leadership. Schools, 13(2), 211-225.
Hancox, K., Lynch, L., Happell, B., & Biondo, S. (2014). An evaluation of an educational
program for clinical supervision. International Journal of Mental Health Nursing, 13(3),
198-203.
Lunn, J. S. (2019). Spiritual Care Visualized. Christian Journal for Global Health, 6(1), 26-34.