Edinburgh Napier: Leadership, Innovation, and Change Management Report

This report delves into the critical aspects of leadership and innovation within the healthcare sector, focusing on the dynamic interplay of these elements to drive positive change. It begins by establishing the significance of leadership in guiding organizations, particularly within the competitive landscape of healthcare, where innovation is crucial for sustained success. The report then explores the role of nursing leadership, emphasizing its impact on teamwork, communication, and patient care, and discusses key leadership traits and theories, including transformational and situational leadership. Furthermore, the report analyzes innovation in healthcare, highlighting its importance in enhancing patient experiences and outcomes, as well as the role of technology and digitalization. The report also examines change management, presenting models such as Lewin's three-step change model and Kotter’s change model, and discussing the challenges of employee resistance. By examining these elements, the report provides a comprehensive overview of the strategies and approaches needed to foster effective leadership, drive innovation, and manage change in healthcare settings.

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LEADERSHIP AND INNOVATION
[Type the document subtitle]
7/30/2019
Student name

LEADERSHIP AND INNOVATION 1
Contents
1. Introduction..................................................................................................................................2
2. Discussion:...................................................................................................................................3
2a Leadership...................................................................................................................................3
Nursing leadership.......................................................................................................................5
2b Innovation in Healthcare.............................................................................................................6
2c Change and Change Management..............................................................................................7
Lewin’s three step change model................................................................................................7
Kotler’s change model.................................................................................................................8
2d Evidence to support Change.......................................................................................................9
3. Conclusion.................................................................................................................................10
References......................................................................................................................................11

LEADERSHIP AND INNOVATION 2
1. Introduction
Leadership in strategic management reflects the success factor of an organisation, for being
providing direction to the organisation and making people work according to the objectives set
by the leader, which will eventually be responsible for the success of an organisation. Leading a
team or an organisation could be challenging, specifically considering the industries as in today’s
scenario innovation is considered to be most important element in any organisation due to
increasing competition in all the industries (Nair, 2018). It has been observed that the change has
become more rapid than ever, the reason being introducing new things in the organisation like
product innovation, use of new technology, service innovation and innovation to process, for
which the report will discuss the nursing leadership and its relevance. This is for various
objectives like increase in sales, a decrease in cost increase in customer satisfaction and most
importantly sustaining the business in the industry in the competitive market. The purpose of the
report is to assess the leadership and innovation in healthcare, where is the change will reflect
important evaluated element to be discussed it report further (Brenner, 2015).

LEADERSHIP AND INNOVATION 3
2. Discussion:
2a Leadership
Leadership plays a vital role when it comes to change in an organisation, which is general in
nature considering the today’s scenario where the environment has become very much dynamic
and it is important to repeat improve the process and bring change in the organisation. How are
you going to change me comes with various challenges especially considering the human
resource of the organisation as they are habitual of working in an environment which they are not
preferring to change as this may lead to the incompetency of stuff to perform well ( Ipsen &
Nielsen, 2017). Leadership places role here, which is to decrease the resistance of the employees
for change and implement the change of activity. For a leader to be effective the key traits that
make a leadership quality and effective leader for an organisation include integrity and honesty,
good communicated, passion and commitment, empowerment and delegation, decision-making
capabilities, inspiring others, accountability and most importantly innovation and creativity.
Through these traits, it is not always essential that every leader consists of the traits but these are
the general characteristics or behaviour of an individual that has been identified in case of an
effective leader (Cherry, 2018).
One of the leadership theories that are most appropriate to be implemented in change
management is the transformational leadership theory. A key strength of transformational leader
includes that the leader is found to be risk takers, visionaries, inspiring, dairy individuals and
thoughtful thinkers. These traits will direct the organisation to words more innovative ideas,
open environment that is the innovative organisational culture, which will eventually lead to
effective change in the organisation. However, through this theory is identified that an individual
is quite a large risk taker, as innovation is not always successful and a person must be ready for
that risk which may lead to major loss to organisation and individuals. One of the real case
example considering the transformational leadership its leadership in health innovation
Manchester (Huggins & Thompson, 2015). This organization has always found innovation as the
key important element and has transformed the organisation from the healthcare organisation to
technically advanced healthcare in the industry. The four major elements of this leadership

LEADERSHIP AND INNOVATION 4
theory include intellectual stimulation, idealized influence, inspirational motivation and
individualized consideration (Qu, 2015).
Figure 1: (Source: (Qu, 2015)
There has been various leadership theories developed by researchers, the most popular actually
included great man leadership theory, trait theory, contingency theory, situational theory,
participative theory, management relationship theory and behavioural theory (Fazlıoğlu, 2019).
The most appropriate theory that is considered to assess the character of the leader is Situational
theories. Change is very dynamic, and according to the change that is to be implemented in an
organisation the decision-making may be very different in every situation for a leader, this
justifies the situational theory suitability in change management leadership. According to
situation or theories, it has been found that there is no particular leadership style in every
situation, this reflects the different leadership styles can be adopted by an individual in order to
manage that particular situation. For examples, if the change is implemented is under the
expertise of a particular leader, then he or she may consider authoritarian leadership style,
because of experience and knowledge amongst the team members. In other situation, where
having skilled members regarding the change implemented, it is found that the democratic style
may be adopted where team members have the right to keep up your point and provide
innovative ideas to implement the change. Therefore, it can be said that this leadership theory is

LEADERSHIP AND INNOVATION 5
applicable to every changing situation and make the flexibility in the use of leadership style
(Caillier, 2014).
Nursing leadership
Role of leadership in nursing includes various type of work environment in which a nurse will be
working. The nurse is been employed is one of the environment which has to be kept best to its
performance and the pressure in the situation is very high. Moreover, the decision-making needs
to be rapid and quick because of the risk involved with the help of an individual coming to health
care. This reflects that quality leadership is very much necessary in nursing. The traits and role of
nurse leadership includes nurturing teamwork, it has been identified that strong nursing
leadership is encouraging various other team members that are other nurses to work as a unit and
make the interpersonal skills integrated together as a team, to make it strong and helpful job for
other doctors and patients (D’Innocenzo, 2016). This will also reflect through communicating
with the stakeholders within the health care centre and patients at the priority. Therefore, it
reflects that strong nursing leadership is responsible for his strong communication and strong
team work within the organisation and has working to words the quality patient care in an
organisation (Jing, 2016). Another important reflect encouraging success, it has been identified
that an effective nursing leadership is responsible for the promotion of a healthy environment
which includes making this task more enthusiastic and passionate about the work and making
patients feel safe, secure and provide quality patient services. It is important to feel concern
about the patient been a nose is working in a healthcare environment which is promoted and
encouraged through good nursing leadership. Another importance of nursing leadership reflects
through positive growth of an organisation, it has been observed that strong nursing leadership
will be responsible for showing confidence in the honesty process and improvement Ways as
they are directly connected to the patients in and healthcare centre. This would include
identifying the key areas, which are below the standards and need improvement in the healthcare
in order to improve services to be provided to patients in a healthcare organisation. Moreover,
they are responsible to influence the team members as already discussed that will also provide
new ideas to make the healthier environment more innovative, a better place for Patients to get
healthy and increased satisfaction from staff and services (Jacobsen, 2015).

LEADERSHIP AND INNOVATION 6
2b Innovation in Healthcare
The importance of innovation in healthcare can be identified through the use of innovative ideas
that will eventually help the organisation to sustain in the competitive healthcare industry. It has
been identified that in nursing innovation is a very important aspect in order to improve the
experience of patients, searching of new ideas to improve the health of patients and health
outcomes that the nursing innovation will be contributed to the health and lifestyle. These
innovations may be the development of new product or service or technical innovation that is the
use of technology, IT and digitalization in order to serve patients timely treatment and related
services (Ahlin, 2014).
Business environment also plays a major role in innovation and change in health care which can
be analysed through swot analysis, which will identify the strength, weakness as internal
environment and opportunities, threat to assess the external environment. The keys strength for
healthcare organisation considering innovation in the organisation are improve patient safety,
through innovation in the organisation of health care the data will be available on time along
with the effective way to cure the health of the patient which would improve the safety among
the patients. Another strength is operation efficiency will be improved, with the use of
information technology the information will be delivered in a cheaper, smarter and faster way
which will eventually improve the operational efficiency of the healthcare organisation by
reducing the paperwork, eliminating duplication and bass and providing quick treatment to the
patients. Major weaknesses That can be identified in health care center due to innovation are user
resistance, with latest technology use in healthcare patients are not sure about the new system
technology or process used by nurses and doctors in healthcare (Amabile & Rigolizzo, 2015).
Another weakness is lack of system integration, integration among the information system that is
diverse Like a patient treatment is going through various services received from various
budgetary units in a healthcare center which needs to be integrated in order to provide best
quality services to the patients and appropriate treatment (Camison & Fores, 2016). The
opportunity identifies in the health you said to because of innovation and change are upgraded
equipment, the company while using innovative ideas could upgrade their equipment that will
eventually help the company to increase the treatment level of patient. Online product

LEADERSHIP AND INNOVATION 7
availability, with the use of digitalization the company that is the healthcare organisation may
reach out to the customer with medicines and similar Healthcare products through e-commerce
facility, as it has been identified the most use of healthcare organisation is by old age people,
which reflects innovation through online product service it’s a good opportunity for an
organisation. However, some of the threats include legal compliance in the healthcare industry
and loss of patient trust (researchgate.net, 2019).
2c Change and Change Management
As discussed in the previous section, change comes with various challenges in the organisation,
specifically related to the employee resistance to change. Change management theories have
been explored that are helpful to follow in order to implement change effectively in an
organisation. For example in Healthcare organisation, the technological innovation that is the use
of new equipment has been implemented then the key stakeholders that will be responsible for
the implementation of this innovation and change would be nurses, Ward boys, doctors, and
other related stakeholders. Due to this innovation, the major change in the organisation will be
learning the use of new equipment, the process to implement that equipment (Biemans, 2018). It
may be possible that the employees of the organisation resist using those new equipment’s due to
fear of losing jobs and inability to perform with new equipment. In such a scenario in a
healthcare organization, the agent of change would be Nurse, which can also be justified through
the nursing leadership discussed in the previous section (Dawson & Andriopolous, 2014). An
agent of change is the individual responsible for change implementation in the organization. In
order to avoid resistance change management models can be used which are as follows.
Lewin’s three step change model
Lewin’s three step change model is one of the popular change management theories that reflect
three structured processes of change that an organisation must implement. The first stage
identified is the unfreezing stage, this includes the destabilizing activity that is breaking down
the current activities performed and Status Quo. Employees are comfortable with their current
activities performed in an organisation for which they need to believe that the change to be
implemented leads to safety with their status and job. In change, either people believe that due to
incapability to perform the new technology they will be transferred to another department or the

LEADERSHIP AND INNOVATION 8
status will be in risk. Through this stage leaders must include creating psychological safety, for
this communication will play a major role. It can be said that before actual change the need for
change and the requirement to implement change, it must be communicated to the employees. In
case of any skill gap identified the training and development must be considered before
implementing the change in real (Brfidgman & Brown, 2016).
The second stage of this model includes moving on changing that reflect the actual change to be
implemented. In this stage, leaders must take into account all the factors in the organisation,
identify and evaluate for the implementation on the trial basis. Once the ideal state is observed
through the change process, the company may make this change permanent with the help of the
third stage of this model that is re-freezing (Dewald & Osiyevskyy, 2015). It has been observed
that people even after the change raises the new idea and are willing to go back to the previous
conduct of activities. This needs to be made permanent and making the new change into their
personality and lead to a new round of confirmation. This may be done through including new
approaches in the organisational culture like implementing or changing the organisational culture
to words innovation and flexibility to have new ideas from the employees (Bruns, 2013).
Kotler’s change model
Similar to the above discussed change model, another change model that the company may adopt
in order to manage change and implement change effectively is Kotler change model. According
to this model, there are eight steps, which the company may follow in order to implement
change, the first step includes the establishment of a sense of urgency among the employees.
According to this step, the employees are known with the reason for change that is the reason or
urgency that leads to the implementation of change in the organisation. The second step is to
create a coalition in order to guide the employees. This includes providing employees the
guidance to words the change and innovation and create a sense of security among the
employees regarding the change implementation (Coulson-Thomas, 2017). Next step is to
develop a strategy and vision for the change, this includes the development of a direction and
strategy to check this and plan the strategy that is to be followed in order to implement change a
effectively and conduct the business while integrating be innovation and change. Next Step is to
communicate to change the version, this includes the communication between the leader and
employees regarding the developed vision for change in the organisation (Tukker & Charter,

LEADERSHIP AND INNOVATION 9
2017). Step fifth is to empower employees in order to implement change in action; this step may
include training and development programs in order to make employees competent to perform
new activities. Next step includes generation of short-term strategies, in order to make the
change in action the short-term plan and strategies are shared with employees that are to be
implemented by employees. Next step is to consolidate the effectiveness and production of
further change. The last stage that is the eight stage of this model is to Anchor changed and
Novel approaches considering the organisational culture (Chou & Shao, 2016).
2d Evidence to support Change
The change has been evaluated through the implementation of any innovative idea in the process,
product or service that is in case of any innovation implemented the structure of the organisation,
the working environment, the working process will be changed that needs to be implemented. In
order to implement change, the importance of evaluation of change needs to understand (Tidd &
Bessant, 2013). Most importantly communicating the change that is to be implemented in the
organisation to the stakeholders who are responsible for the implementation that is the middle
level managers and employees of the company. In case the change that is to be implemented is
not clearly communicated to the employees the result will not be appropriate and as per the
planned activities (smith.queensu, 2019).
Digital healthcare includes transferring of healthcare services and healthcare resources with the
use of IT, the Internet of things in order to solve problems and face challenges. According to
information from the world health care organisation and health- EU that is European commission
it has been included that digital health includes variable, the health, EMR, connected health and
various others. Among this is one of the relevant innovative range of digital health care is the
health that our range of tools Considering integration of IT technologies and communications
that are useful in enhancing diagnosis, prevention, monitoring, treatment and managing health
and lifestyle. Mobile health is one of the competent of he held founded in the year 2005 (who.int,
2019).

LEADERSHIP AND INNOVATION 10
3. Conclusion
From the discussion, it can be summarized that leadership plays a vital role when it comes to
change in an organisation. For a leader to be effective the key traits that make a leadership
quality and effective leader for an organisation include integrity and honesty, good
communicated, passion and commitment, empowerment and delegation, decision-making
capabilities, inspiring others, accountability and most importantly innovation and creativity. The
most appropriate theory that is considered to assess the character of the leader is Situational
theories. Role of leadership in nursing includes various type of work environment in which a
nurse will be working. The decision-making needs to be rapid and quick because of the risk
involved with the help of an individual coming to health care. Importance of nursing leadership
reflects through positive growth of an organisation, and the traits and role of nurse leadership
include nurturing teamwork. In Healthcare organisation, the technological innovation that is the
use of new equipment has been implemented then the key stakeholders that will be responsible
for the implementation of this innovation and change would be nurses.

LEADERSHIP AND INNOVATION 11
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