Leadership Models in Health Promotion: A Critical Analysis Essay

This essay provides a critical analysis of leadership models within the context of health promotion and public care. It begins by defining key concepts such as leadership and change leadership, referencing Northouse's definitions of leadership and Tilley and Jones' work on managing change in health and social care. The essay then delves into an evaluation of Covey's 7 Habits model, the NHS leadership model, Lewin's 3-Step Model, and Kotter's 8-Step Model, highlighting their strengths, limitations, similarities, and differences. It emphasizes the importance of effective communication, collaboration, and adaptability in leading change within public health organizations. The essay concludes by underscoring the crucial role of leadership in implementing change, promoting health, and improving public wellbeing within local communities.

DEVELOPING
LEADERSHIP FOR
HEALTH PROMOTION AND
PUBLIC CARE

Table of Contents
INTRODUCTION...........................................................................................................................3
BACKGROUND.............................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Leadership in public health is highly important which help to learn about the change in
future and how to deal with it more effectively. This can allow to make changes in efficient way
to deal with the future change. In public health, there is need to ensure about change within the
healthcare services. This can allow to get better interaction with others staff member, patient,
their families and other healthcare professionals. Leading for health and wellbeing can be
effective and allow to deliver better building of core competences within public health. This
allow to focus on the collaborative working and the leadership which can help to improve health
and wellbeing. In this, essay, there is discussion about the critical analysis of models of
leadership. This includes the description about NHS model along with strength and limitations
with its similarities and differences. It also includes the critical analysis of Lewin’s 3 Step Model
and Kotter’s 8 Step Model within health and social care. It also includes the change in leadership
within public health. This essay also includes the role of leadership to leading teams within local
community for health promotion along with changes how they can work to improve public health
and wellbeing (Badubi, (2017)).
BACKGROUND
Leadership is highly effective within health and social care premises. This can influence
the delivery of healthcare service in better and effective way. This can include different strategy
and leadership style which can help to get better operation management within healthcare.
Managing change in health and social care is highly necessary which may have impact on
individual performance while delivery of healthcare services (Coccia, (2018)). Here, change
leadership refers to the type of leadership which have focus on large scale for changes within
organisation. There is resistance toward adopting change which should be deal effectively.
MAIN BODY
Coveys 7 Habits of effective people who may follow the fundamental principles of human
effectiveness. This may include primary habits (Huda & et. al., (2018)). These habits may
include be proactive, begin with the end in mind, put first things first, think win-win, seek first to
understand then to be understood, synergize, sharpen the saw. These habits are effective and
allow leader to implement change within workplace more effectively.

NHS model refers to the National Health Services which is public funded healthcare
system within United Kingdom. This is effective in delivery of free healthcare service to the
country people. There is high level of leadership which allow to handle such big organisation and
smoothen different operation (McKimm & et. al., (2017)).
There is different leadership style which can include the transformational leadership and
autocratic leadership.
Transformational leadership is the one in which leader seek to change which can be
effective in inspiring their employees to innovative. This leadership style allows to get better
implementation of change within workplace and allow to provide better outcomes. In this, leader
can establish high level of trust with employees with the shared vision or end goal.
Autocratic leadership allows leaders to some aspect of power where they make decision
and implement those strategically. This can be effective during change that allow to get better
delivery of leadership within workplace. In this, decision is made often and quickly which can be
implemented strategically for the better outcomes (North, (2020)).
Lewin’s 3 step model is the change model which allows to deal with the three of the steps
which can include unfreezing, changing along with refreezing. This is the model which allow to
understand the change process.
Unfreezing is the first step which allow to get aware about the change and focus on the
delivery of getting better and effective change within the workplace. This is the one in which
staff get aware about the change and allow time to get accept the change within organisation. In
this, change is demonstrating and allow to understand why this change is necessary for
increasing the growth of the organisation and allow to deliver better care and treatment for the
patient within premises (Beirne, (2017)). This is effective to deliver the change in marketplace
and create high level of getting better and effective outcomes of the organisation. In this, step
communication is highly effective that can allow to get better and effective delivery of
information about the change and everyone role within the organisation. In this, stage staff may
resist change where through using effective communication they can get influence about the
benefits of change for them and organisation both.
Changing is the second step in order to implement change within health and social care
premises. This is the one in which organisation move towards the new stage. In this stage, there
is implementation of change which can allow to get better and effective response for the future.

In this there is high level of struggle for everyone in the organisation which create difficulty in
delivery of health care services more effectively (Oate & et. al., (2020)). In this, people struggle
with the new reality. In this, stage there is need for the education, communication, support and
time taking for better response. After sometime they get familiar getting deal with the change. In
this stage, change should be implemented in efficient way.
Refreezing is last step in the Lewin model of change in which there is reinforcing,
stabilizing along with solidifying the new stage of change within the organisation and everyone
get adopted towards the change. This is the stage where benefits of change can be observed
effectively. In this, healthcare professional should get benefits from the change which can allow
for better delivery of care and treatment to patient for the better and improved health.
Kotter’s 8 step model of change includes different stage which may include increase
urgency, building guiding team, developing vision, communicate with buy-in, empower action,
create short term wins, don’t let up and make change stick. These are the step which are different
from the Lewin model which includes three different stage for the change. Here, in Kotter’s
model includes eight stage which also provide better and effective stage for implementing
change within the health and social care (Preston & et. al., (2017)).
This provides different stages which can be helpful to implement change within
organisation. This emphasis on involvement and acceptability of employee for the success of the
implementing change.
There is high importance of leadership during leading change within the field of public
health. This is the one which leaders need to effectively communicate the change with every
member within the healthcare organisation which can allow to get better and effective response
towards the change. In this, there is also need to collaborate with everyone to creating awareness
about the benefits of change in the field of public health. there is also need to ensure that every
one is having information about their role while implementing change within the public health.
this can allow to influence individual to adopt towards the change and make better and effective
way to implement it in better way. Here, leader plays an important role in leading change which
allow to get better and effective response for implementing change within public health
(Wallace, (2020)). In field of public health, there is high importance of leadership to implement
and aware staff and healthcare professional to deliver better healthcare. In this, key competencies
are highly effective that can allow to use the leadership, professionalism, business skills and

knowledge that can have an important role to play effectively for better implementation of
change in field of health and social care.
Leaders have the role of leading teams which allow to perform well during implementing change
that can be effective to allow for promoting better and effective promotion to the health. In this,
there is need to provide awareness to the local community which can help to get better awareness
towards change for improving public health. In this, there is need to work together which can be
highly effective in delivery of better and improved healthcare services tot eh public for their
better health (Pryor, (2020)).
CONCLUSION
From the above discussion, it can conclude that leadership is highly effective during
implementing change within the organisation. This can allow to influence and aware people
about the change and its benefits for the better outcomes and allow ot get better and effective
response towards the change. This can allow to get better result while implementing change
within the health and social care. There is also impact of change on the public health and related
services, in which leaders should influence staff member to use the communication skills and
other skill to implement change within organisation for better deal with the change.

REFERENCES
Books and Journals
Badubi, (2017). Theories of motivation and their application in organizations: A risk
analysis. International Journal of Innovation and Economic Development, 3(3), 44-51.
Beirne, (2017). The reforming appeal of distributed leadership. British Journal of Healthcare
Management, 23(6), 262-270.
Coccia, (2018). An introduction to the theories of institutional change. Journal of Economics
Library, 5(4), 337-344.
Huda & et. al., (2018). Transmitting leadership based civic responsibility: Insights from service
learning. International Journal of Ethics and Systems.
McKimm & et. al., (2017). What do doctors and nurses think about development of clinical
leadership?. British Journal of Hospital Medicine, 78(9), 523-528.
North, (2020). Health care system leadership views on competencies for a collaborative-ready
health workforce. Journal of Interprofessional Education & Practice, 20, 100351.
Oate & et. al., (2020). Responsibility as professional leadership and decision making: Interviews
with non-medical Responsible Clinicians. International Journal of Law and
Psychiatry, 71, 101575.
Preston & et. al., (2017). Successful leadership in rural schools: Cultivating collaboration. Rural
Educator, 38(1), 6-15.
Pryor, (2020). Queer activist leadership: An exploration of queer leadership in higher
education. Journal of Diversity in Higher Education.
Wallace, (2020). Grief during the COVID-19 pandemic: considerations for palliative care
providers. Journal of pain and symptom management, 60(1), e70-e76.