Effective Leadership & Change Management in Healthcare Org

This report delves into the critical aspects of leadership and change management within a healthcare organization, specifically focusing on Yorkshire General Hospital. It highlights the importance of communication strategies, stakeholder engagement, and the application of change manageme...Read More

z
Leadership and
change
management

z INTRODUCTION
 Leadership is an ability in an individual person from which they can be able to
conduct or perform a effective business to obtain an excellent result.
 To run a business or an organization a person is required to have leadership
ability or skill from which an organization can be able to grow and develop
effectively.
 The report has demonstrated the different areas where it includes the
communication strategies which is required to be adopted by the mentioned
health care organization named as Yorkshire General hospital where they have
to modify and change their leadership style and theories.

z Potential impact on the changes required by the case study.
 According to the case study, the organization is
required to adopt the different kinds of change into
the workplace so that they can be able to get the
effective result and outcome (Dhamija, Chiarini and
et.al., 2021) . The organization is required to adopt
the Fielder theory which has been mentioned below:
 Communication approaches: Communication is
the first process or an activity from which an
individual person starts to build the relationship
between each other.
 Adopting the communication approach at their
workplace can help a management to have an
effective relationship with these employees,
stakeholders or team members from which they can
be able to provide the effectiveness in the company.

z
Larry Greiner’s five Phase of growth and
change model
 Creativity: The first stage of the model is going through creativity where the
entrepreneurs of the company creates both product and market. Thus,. The
need for informational communication cannot be achieved and faces many
obstacles where crisis of leadership fist occurs where the growth period has to
be stated by the company.
 Direction: In this stage, the management is required to create a growth
through their directions where rule and procedures formalized.
 Delegation: This phase is of appointing the delegates and important task
to the middle management. Middle managers of the company are
responsible for achieving the operational areas and moves towards the
strategical level.

z Identify key stakeholder
 To run any business or an organization it is known that a
management is required to recruit or hire a stakeholder or
employee for the working process of their companies.
 Stakeholders are the important source or factor of a
developing business from which they can be able to acquire
more growth and benefits.
 There are mainly two types of stakeholder internal or
external. Internal stakeholders includes the investors, who
are the people who can deal a financial merit from which a
good amount of result can be obtained easily.

z Develop core messages
 While communicating with the other applicant the team
members have to develop a core messages while the integration
period.
 The employee value proportion describes that why the future is
bright and what the deal means for the employee. Developing a
compelling set of the core messages for the communication is
one of the most important and effective move for the CEO.
 The communication team has to start the process of creating the
core messages by conducting a deep structured interview. No
matter how the organization has generated the first draft, the
core messages must be tested and refined across the company
which ensures that the appeal to various stakeholders or
employee.

z
Lewin change model
 This model is developed by Kurt Lewis as a change model which is
consisted of three categories:
 Unfreezing: The first stage refers a company to unfreeze their entire
process when they are going to prepare for the changes. This method helps
the company to task and challenge with a clean area without any issue and
obstacle. Organization should examine and demonstrate the needs and
necessity to brig the change.
 Changing: Now this step is to implement the change which help them to
grow and develop themselves. During this step, a clear communication
among people is required to take the support for the change.
 Refreezing: Its time to refreeze the change where the company is required
to made changes in such ways and can ensure the entire management and
teams to not obtain any difficulty and can implement the change
effectively.

z CONCLUSION
 The report has concluded the importance of leadership and communication
strategies which is adopted by the mentioned organization from which they
can be able to provide the effectiveness in the company and can increase the
sales and outcome.
 It has included the different communication strategies which can provide the
best solution for the leadership challenges and can grow and develop
successfully

z REFERENCES
 Dhamija, P., Chiarini, A. and et.al., 2021. Technology and leadership styles: a review of trends between 2003 and
2021. The TQM Journal.
 Cameron, E. and Green, M., 2019. Making sense of change management: A complete guide to the models, tools and techniques
of organizational change. Kogan Page Publishers.
 Rüth, R. and Netzer, T., 2020. The key elements of cultural intelligence as a driver for digital leadership
success. Leadership, Education, Personality: An Interdisciplinary Journal.2(1), pp.3-8.
 Marshall, S. ed., 2019. Strategic leadership of change in higher education. Routledge.
 Aoki, S.K., Lillacci, G., Gupta, A., and et.al., 2019. A universal biomolecular integral feedback controller for robust perfect
adaptation. Nature.570(7762), pp.533-537.
 Qiu, T., Chen, and et.al., 2018. How can heterogeneous internet of things build our future: A survey. IEEE
Communications Surveys & Tutorials.20(3), pp.2011-2027.
 Tong, H., and et.al., 2019. A robust pdr/uwb integrated indoor localization approach for pedestrians in harsh
environments. Sensors.20(1), p.193.
 Auchter, A.M., Mejia, M.H., and et.al., 2018. A description of the ABCD organizational structure and communication
framework. Developmental cognitive neuroscience.32, pp.8-15.