Personal Mission, Vision, and Values Report: Leadership Analysis

This report provides a comprehensive analysis of personal mission, vision, and values (P.M.V.V) statements, examining their similarities and differences. It delves into the importance of social accountability and ethical decision-making within healthcare organizations, emphasizing patient-centered care and evidence-based practices. The report explores the significance of financial leadership and its impact on organizational change strategies. It also discusses the role of personal and organizational values, value congruence, and the critical leadership competencies necessary for success, including transformation, execution, and relationship-building skills, as defined by the NCHL Leadership Competency Model. The report also highlights the importance of financial management skills in driving healthcare delivery and innovation.

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Personal Mission, Vision, and Values

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Personal Mission, Vision, and Values
Organizations must create a mission, vision, and values statement and create a culture
that mimics those statements. Mission, vision, and values statements are designed to facilitate
an organization's goals, which in most cases are related to patient-centered care. Ginter, 2018
states, "Mission, vision, values, and strategic goals are appropriately called directional strategies
because they guide strategists when they make key organizational decisions" (p. 165). Within
the context of this paper, you will find a personally designed mission, vision, and value
statement that includes an analysis that will illustrate the similarities and differences in those
personal statements. Lastly, there will be an analysis of critical success leadership stretch
competencies and a comparison of how financial leadership skills match up with an
organization.
Personal Statements
A personal mission statement is as follows: Our mission is to ensure every patient has
patient-centered care that will make a positive difference in our communities we serve through
scientific evidence-based technologies and quality care services. An example of a personal
vision statement is as follows: To be a distinguished leader in redefining healthcare and delivery
and recognized for the top quality of care provided to patients. Finally please see below
examples of a personal values statement:
 Demonstrate an attitude of compassion and overt hospitality.
 Make a significant effort to understand patient needs and the needs of the
community.
 Create less inconveniences by enable access to ER without long wait
times.

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 Maintain a culture that takes pride in their work.
 Seek new financial alternatives and methods to reduce wasteful spending
and save money on medical supplies.
Social Accountability
The organization will take care of social accountability for higher efficiency in rewarding
decision making. Social accountability will be ensured by enabling the patients to take part in the
clinical decision-making process, which will ensure fulfilment of the primary objective of
providing patient-centred care (Danhoundo, Nasiri & Wiktorowicz, 2018). With increased social
accountability, the patients will get higher chances to voice their opinions and thoughts and play
a significant role in the health care delivery.
Ethical Decision Making
The ethics of situational awareness is critical requirement to prevent uncertainty and
conflicts regarding competing values, which includes societal, professionals, personal and
organizational values. Evidence based practices will be employed to align bioethics in clinical
decision making and ensure patient-centered care. Learning and active listening to the patient’s
concern will be prime objective to ensure ethical decision making.
Financial Leadership
One of the most vital component of the organizational change strategies is leadership
development. According to Crowe et al. (2017), health care systems can achieve significant
improvement in the financial outcomes by observing leadership development. Decision making
which aims at improved financial performance of the healthcare organization will be achieved
with the help of developed leadership skills.

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Personal Values
Several scholars have opined that values of an individual are significant influencers of
their behaviour. Conceptualizing personal values that leads to development of decision making
behaviour transforms to criteria for choices, preferences and judgments. Personal values can be
deemed as trans-situational, desirable goals, which acts as guiding principles for individuals and
their lives. Understanding personal values is critical to have greater insight on the thought
process of the individuals, regarding their work, themselves and their organization. The
congruence between the values that are encouraged on organizational level and personal values
serves as crucial foundation for better understanding of work behaviors and ethical practices that
affects all the stakeholders within the organization.
Organizational Values
The value system of an organization play a crucial role in setting up the foundation upon
which the ethical dilemmas of the senior leaders and managers are played out. Organizational
behavior can be defined as the perception of an individual members regarding the important
principles which should guide the behaviour of the organization in their opinion. Such values
determine the standards of the organizational behavior, which will be followed and adhered by
the other members from the organization. Such values serve as measurement for the culture of an
organization and help develop the expectations, guidelines and organizational norms for
employees to follow. For greater utilization and development of productive relationships, shared
values are deemed to be high vital and crucial.
Value Congruence
The similarity of the values between the organization and the individuals is known as
value congruence. The greater the congruence, the more the individual is deemed to be fit in the

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particular organisation. To increase the value congruence, greater sharing of the fundamental
characteristics is required. In addition to this, one of the fundamental way to increasing
congruence is that one entity, between the organization and the individual, provides or fulfills the
needs of the other (Vveinhardt, Gulbovaitė & Streimikiene, 2016). The incidence of similar
characteristics between the two entities is defined as supplementary congruence and the when
one of the entity fulfills the needs of the other to maintain congruency, then it is known as
complementary congruence.
Potential conflicts arises due to minimal or no congruence between the two entities. The
stakeholders need to address the difference in priorities and require to properly address them
with discussions and negotiations to properly align the interest of both the entities and increase
the value congruence present between them.
Leadership Competencies
Three of the key leadership competencies that boost the objectives of the organizations
include delivering on commitments, personal accountability and building trust. One of the most
important things that the leaders should take care of is removing the barriers to innovation in the
organization. This will critically help to improve the clinical care provision of the organization,
the overall community health and the patient’s health outcomes. To be successful, the leaders
need to be highly strategic is their resource planning and need to develop research alliances to
execute research operations along with entrepreneurial mindset (Davidson et al., 2012).
The National Center for Healthcare Leadership has developed a Leadership Competency
Model for better assessment of developing applications in the field and leadership. It is one of
the leading model currently in use and has been adapted by varied health care settings.

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The first domain in the ‘action competency domain’ which is relevant to the direct work
of the leaders. The domain includes Transformation, Execution, and Relations. Boundary
Spanning was added later into the competency model to underscore the significance of the
leaders that are currently managing inter-organizational and interdepartmental relationships. The
other domain is the ‘enabling competency domain, which includes self-awareness competencies
and professional knowledge that strengthens the efficacy of the ‘action competency’ domain.
The ‘enabling competency domain’ includes Values, Self-Awareness & Self-Development and
Healthy System Awareness & Business Literacy. The values are further sub-categorized as
personals, organizational and professional values and the leaders need to ensure high congruency
between these values in themselves and their employees. These domains are vital as they
represent the leaders in context to their development and preparation for effectively leading their
organization.
The competencies standards provided by the NCHL Leadership Competency Model,
helps the leaders to ensure effectives health leadership by increasing health leader’s diversity,
defining learning opportunities for leaders, strengthening the practice of the leaders backed up
evidence based research, and establishing core competencies for the leaders to adopt in the career
cycle (Competency Model., 2020).
Few of the transformation core competencies includes strategic orientation, innovative
thinking, analytical thinking, financial skills and information seeking. Execution skills required
by the leaders include accountability, information technology management, communication
skills and collaborative skills. The relations sub-domain includes competencies such as
relationship building, talent development, team leadership, interpersonal understanding, human
resource management and professionalism.

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By strategically adapting to these core competencies, highest standards of leadership
skills can be developed which will effectively help in better running of the organization and
achieve the organizational outcomes.
Financial Leadership Skills
Financial management is one of the most important aspects that drives the core of any
organization and can critically influence other core aspects such as standards of health care
delivery and innovation within the organization. Financial leaders play an important role in
guiding the organization to sustainability. The major skills that such characters should have are
communication skills, vision, result driven, change management, technological aptitude and
collaboration.

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References
Competency Model. (2020). Nchl.org. Retrieved 7 March 2020, from
https://www.nchl.org/page?page=272
Danhoundo, G., Nasiri, K., & Wiktorowicz, M. E. (2018). Improving social accountability
processes in the health sector in sub-Saharan Africa: a systematic review. BMC public
health, 18(1), 497. 10.1186/s12889-018-5407-8
Davidson, P. L., Azziz, R., Morrison, J., Rocha, J., & Braun, J. (2012). Identifying and
developing leadership competencies in health research organizations: a pilot
study. Journal of Health Administration Education, 29(2), 135-154.
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5940450/
Forte, D. N., Kawai, F., & Cohen, C. (2018). A bioethical framework to guide the decision-
making process in the care of seriously ill patients. BMC medical ethics, 19(1), 78.
https://doi.org/10.1186/s12910-018-0317-y
Vveinhardt, J., Gulbovaitė, E., & Streimikiene, D. (2016). Different Values Forms in
Organization: is the Congruence Possible. Montenegrin Journal of Economics, 12(2),
117-129. 10.14254/1800-5845.2016/12-1/8