A good leader is made and not born. Leadership is noted as the most influential factor in the healthcare sector. An effective leader in the health service makes sure that there is continuity in terms of safety as well as high-quality service to the service users. The leadership task makes sure that there are proper commitments within the team. In addition to that, the leaders ensure that the voice of service user is heard properly in the health care. In this study, it is briefly discussed regarding personal experience in terms of leadership. Moreover, with the help of leadership development model of Kouzes and Posner (2012), there is an analysis of the personal experience in terms of leadership. In addition to that, it showcases the leadership style with the help of five exemplary practices of leadership and the ten commitments of leadership. In the last section, there is a brief description of the future development of leadership style.
Briefly, describe an example of leadership
In the healthcare sector, the role of a leader is very tricky to handle. Leadership is noted as the behaviour of an individual while directing a group of individuals towards the achievement of the same goal. The main key aspects of the leader’s role are to involve with the group activities along with that coping with all the changes that take place. In the opinion of Aij and Lohman (2016, p.52), the role of a leader is required to be calm and composed in terms of tackling the problem in health care as well as using the resource while designing the management process to achieve the common goal. Leadership is mainly seen as the management role and leaders are acknowledged within their own team. In the leadership experience, it is to keep in mind that all the members are clear enough regarding their work.
In the healthcare sector of an organisation, there was a position of a leader in order to handle all the members of the X organization to achieve a goal. In a healthcare X organisation, there was some issue regarding the providing of care as well as managing the service user those have visited in the healthcare sector. In addition to that, within the team members there was not that much cooperation and sometimes the members do not share information within the team also. There was a problem of proper management within the team. The personal experience while doing the leadership role has taught some important things regarding the managing of a team in the X organization. Moreover, in this personal experience, it is required to be calmer and composed while tackling with all the members of the X organization in the healthcare. The members of the X organization are not motivated as well so, the leader has to motivate and strengthen and make them energetic in terms of achieving the goal. In the beginning of the experience, it was difficult to tackle and understand all the behaviours of a team. But as the time passes by it was becoming easy to understand the members as well as solving all the X organisational problem.
Discuss Kouzes and Posner (2012) leadership to personal practice
Leadership is not only about the personality but it also denoted as the behaviour with the required set of abilities and skills to manage the team in the healthcare sector. The Kouzes and Posner's leadership model mainly includes the five practices along with those ten commitments for having a proper leadership. As per the view of Kouzesand Posner (2014, p.100), in this leadership model, there are ten commitments within five practices that bring whole scheme to life.
Practice 1: Model the way
The first practice of Kouzes and Posner’s leadership model is to discover the voice along with that clarifying the personal values in the role of leader. As opined by Baker et al. (2017, p.200), leaders establish some principles those are concerned with the people on their way of treating along with that the steps for achieving the goal. In the model of way practice, it unravels the bureaucracy at the time of impending actions. Moreover, it is also helpful for creating opportunities in terms of victory for achieving the goal.
Practice 2: Inspiration of a shared vision
In this practice of inspiration of a shared vision, leaders enthusiastically trust that they can have any kind of effect. Leaders imagine the future, making a perfect and novel picture of what the association can move toward becoming. As commented by Balabanova et al. (2013, p.2120), in this practice leaders make sure to breathe life in their visions as well as to make people see some exciting things for the future.
Practice 3: Challenging to the process
Through this particular practice, leaders search for opportunities in the challenges posed by any change. Leaders also look after some of the innovative ways in order to improve the X organisation in the healthcare sector.
Practice 4: Enabling other to act
Leaders with the help of this practice collaborate as well as build spirits within the team to work together. Moreover, leaders are required to understand the mutual respect of sustaining the extraordinary efforts in order to create an environment of trust within the team.
Practice 5: Encouraging the heart
Leaders are required to recognise the contribution of each of the members of the team. As opined by Zingg et al. (2015, p.220), in each and every winning the members are required to share the rewards of their efforts so, that the leaders celebrate accomplishments.
Figure 1: Five practices of Kouzes and Posner leadership model
Kouzes and Posner's model have identified ten commitments that help in the leadership.
As per West et al. (2014, p.55), the first two commitments of finding the voice by clarifying the personal values and setting of some example by aligning with shared values come under the first practice that is a model the way.
The third commitment that is an envisions of future by imaging and involving and fourth commitment which is enlisting others in a common vision comes under the inspiration of a shared vision.
In the third practice of challenging the process, it includes the fifth and sixth commitments those are searching for opportunities and experimenting as well as taking a risk.
The seventh commitment is fostering collaboration by promoting the cooperative goals and eighth commitments are strengthening other with the help of providing power and discretion. These two commitments come under the fourth practice which is enabling others to act.
The last two commitments are recognising contribution with the help of individual excellence and the celebration of the victories and values. These two commitments come under the first practice that is encouraging the heart.
Analyse the example with five exemplary leadership practices and ten commitments
The personal experience that is gathered from the X organisation has the five exemplary leadership practices, which are interconnected with the ten commitments. In that personal experience it is clearly seen that there were conflicts between the team members regarding sharing of ideas so, according to the model of way among the five practices, the voice of members was not properly clarified, along with that it was not properly aligned with the shared values. In the opinion of Barr and Dowding (2015, p.100), leaders are required to clear all the values within the team so that it does not have the conflict again within a team while achieving the goal. In addition to that, while doing the role of a leader in the beginning there were problems to understand the behaviour and the individual skill of the team members. So, in the third practice of challenging the process makes it clear that there is a requirement of searching some opportunities and engage the members in some work in order to know their strengths along with that weakness.
Leaders are required to know the strength and weakness of the members so that the leader can assign work according to their abilities which can create less conflict within the team. Leaders are required to set a common goal for the whole team so that all the members can work together to achieve the goal. As per the view of Delmatoff and Lazarus (2015, p.246), in any organisation leader has to set goals for the overall team so, that there occurs less conflict and each of the members are clear regarding their objectives. From the personal experience, it is also found that there is a requirement for strengthen of the members through the medium of discretion along with that the motivation. In addition to that, there is required to encourage the members because sometimes it is seen from the personal experience that the member are not motivated and energetic in terms of achieving the goal.
Role and nature of effective leadership in health
In the healthcare, sector leader is required to manage all the team members along with that to engage each member for giving his or her best in terms of achieving the goal. As per Stoller (2013, p.15), leadership is very much important in order to provide good delivery of the health service. In the healthcare sector, the nature of leader is required to have a vision of what can be achieved as well as communicate to other member and create strategies for achieving the vision. As per the view of Kellis and Ran (2015, p.620), leaders motivate members and support them in achieving the goal as a whole team. Leaders are required to have some attributes that help them in the healthcare sector those are the sense of mission, being charismatic, able to influence the members, decisive and be creative in terms of solving a problem and promoting for better care and working environment.
In this 21st century, in the healthcare sector, the leadership is creating the vision with the abilities to communicate properly as well as having good skills of delegation. Leadership appear to be the activity of the people and it occurs in front of the groups. Leadership is something that is evolving day by day along with that it is complex and variable while handling the member of a team. In the opinion of Leithwood and Azah (2016, p.430), leadership is being used as an interchangeable manner because of the difference that lies between the management team and the various problem. Leadership is based on the influence as well as sharing of information in the team. The concept of leadership has evolved along with that it continues to change. The proper leadership skill is applied in the healthcare sector in order to manage all the things in a proper way and make the members motivate for achieving the goal. As per Reddy et al. (2017, p.756), the leader is effective for the effectiveness of the whole team members in order being focused on the set goal. In the healthcare sector, the leaders have to take some tough decision regarding the development of the X organisation.
Development of leadership style with five exemplary leadership practice and ten commitments
In the personal experience, there is the use of autocratic leadership style in order to manage the team. As opined by Pearce (2015, p.80), the autocratic leadership style is mainly denoted as the classical approach. In my personal experience, there was a situation when there were huge conflicts between the team members regarding the taking of the decision. So, with the help of this leadership style, it has been solved because the in this style the only decision maker is the leader. On the other hand, when there is any kind of tense situation in the working environment then it is better to avoid the autocratic leadership style. As per the view of Luthans et al. (2013, p.120), the leadership style is required to be developed with the help of Kouzes and Posner's five practices and the ten commitments. With the betterment of leadership style, it will be effective to improve and make more efforts in the managing of the members of a team.
Nowadays in a leader, the most effective thing that attracts is the personal credibility. In addition to that, the credibility is the foundation of leadership. Title can be gained but the leadership earned by proper hard work. As per Nair et al. (2014, p.004749), in the Model, the ways in terms of finding their voice as well as setting an example show the way for the development of leadership style. By approaching this application I will be able to ensure that the members can gain the concrete idea about the work rather than just being informed. As per Marchildon and Fletcher (2016, p.570), leaders are mostly supposed to stand up for their own beliefs. From the practice of model the way, it has been found that I need to work to be steadfastness, competence along with that attentiveness to all the detailed information. The second practice that is inspiring a shared vision makes sure that the leaders are aware regarding the possibility as well as the future aspect of the organisation.
The third practice that is challenging a process makes sure that the leaders are venture out. In the X organization in May, leadership guidance there has occurred a change which was not accepted at the beginning because everyone is thinking it would not work well. I also developed my confidence in order to gather all the members and overcome all the hurdles at a time. In addition to that, from the enabling other to act and encouraging the heart I need to develop the attitude for gaining the trust of all the members.
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From the above study, it is found that the leadership is very tricky to handle at the beginning. The Kouzes and Posner's model of leadership has helped for the development of the leadership style that is autocratic leadership style. Moreover, the leadership style sometimes is not good to apply in case of any tense situation. There were many problems that arise at the time of leadership in the organisation. The leadership is developed with the five practices and the ten commitments. Each of the five practices has two commitments in them that are required to be developed in the leadership style.
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