Organizational Leadership Evaluation Report – The Minnesota Hospital Association (MHA) represents hospitals and health systems with an overall capacity of 127,000 employees. The organization oversees the operations and performance of these hospitals ensuring they provide high quality care and meet the needs of the community. ….
The Module Pre-Assessment is your opportunity to practice applying module content before submitting the Competency Final Assessment. In the Final Assessment, you will be asked to create an organizational leadership evaluation report for an organization you select which is currently implementing or has recently implemented within the last year a specific change within the organization. You also will be asked to create a change management proposal that will serve as the guide for effective execution of the strategic organizational change addressed in the organizational leadership development report.
To prepare for your Final Assessment, search online for a performance evaluation template you might like to adapt for your organizational leadership evaluation report. If you are able to use a template available through your employer, we encourage you to use that template. Be sure to remove any company branding. You may also create an evaluation template of your own.
Next, consider the actions and behaviors for leadership traits exhibited by the leadership team implementing the change you identified at the organization you selected. Reflect on whether these behaviors and actions promote success in effecting change in the organization. Also, think about leadership traits that promote a culture of creativity and innovation and if these traits are reflected in the actions and behaviors of the leaders implementing the change in your chosen organization. Finally, think about specific strategies you would recommend that the leaders apply for working successfully with teams and effecting change within the organization.
For this Module Pre-Assessment, prepare a rough draft of your organizational leadership evaluation report for Part I of the Final Assessment. Be sure to include a(n):
- Description of the organization you selected and the change the leadership team is implementing.
- Description of the leadership traits that are reflected in the actions and behaviors of the leadership team.
- Explain the leadership traits that could promote a culture for creativity and innovation in the workplace and whether these traits are exhibited by any of the leaders implementing the change in the organization you selected.
- Explanation of the specific strategies the leadership team could apply for working successfully with teams and effecting change within the organization.
Organizational Leadership Evaluation Report
The Minnesota Hospital Association (MHA) represents hospitals and health systems with an overall capacity of 127,000 employees. The organization oversees the operations and performance of these hospitals ensuring they provide high quality care and meet the needs of the community. The association provides resources and facilitates best practices to guide exceptional patient experience, affordable care that goes beyond the representation boundaries. The leadership team is working hard to increase the margins through change management.
The new CEO, Dr. Rahul Koranne, associates the shrinking margins with revenue pressures and increasing costs. Revenue pressures are due to increasing numbers of people without adequate insurance cover. Around six percent of Minnesota residents are either underinsured or have no insurance cover (Miller, 2020). The leadership team is trying to change this trend to increase margins which have always been higher compared to other hospitals. The change is to avoid overreliance on sales and adopt other financial control strategies and innovativeness.
Considering that costs are expected to rise through 2021, the organization’s leadership team is driving to apply alternative strategies such as optimizing managed care carve-outs, inviting every day innovation and employee ideas, and charge master analysis. The team realizes by embracing everyday innovation, the performance of the organization would improve hence profitability, regardless of the increasing cost.
The leadership traits the leaders display in their actions and behaviors include drive, self-confidence, open-mindedness, extraversion, growth-oriented, integrity, and desire to lead. Dr. Rahul Koranne when he first came in, people saw a highly motivated individual that wanted to take the organization to the next level. His desire to lead a team of growth-oriented individuals was an inspiration.
Dr. Rahul Koranne has strived to achieve with great ambition and energy. He is described as strong leader with the ability to increase engagement with member clinicians, leaders, and staff (Minnesota Hospital Association, 2020). The CEO is deeply committed to the association’s mission to enhance the health of Minnesota residents. Dr. Rahul Koranne and his team are ready to take an initiative without fear. Self-confidence made people develop a positive perspective about him, which then translated into the whole leadership team.
The confidence the leaders display enable persistence in the right course and positive change. Employee engagement is working well for the change since leaders can now communicate the behavior needed for a successful reinvention of the organization to attain higher value and profitability margins. Specific components in the change include encouraging innovation from everyone, bolstering diversity and inclusion, ensuring corporate social responsibility, leading the way to a healthy community and environmental sustainability, ensuring trustworthiness, and investing in technology, employee talent, and programs that facilitate growth.
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Leadership traits such as risk tolerance, self-confidence, collaboration, openness, emotional stability, action-oriented, and employee engagement facilitate a culture of innovation and creativity. Innovation and creativity require high risk-taking capability. A leader of innovation and creativity requires high-risk tolerance and the mindset to consider all possibilities that would pay-off.
Openness enables leaders to embrace and invite new ideas from every employee, creating a highly innovative climate. Leaders who keep their emotions under control and always remaining positive are more likely to identify new opportunities. Active participation is also a requirement for continuous improvement and innovation. Collaborative inquiry allows healthy dialogues among people through non-judgmental sharing of ideas, creating a continual innovative culture. Dr. Rahul Koranne and his leadership team emphasize consistent learning and risk-taking.
These traits have reinforced the organization’s values of innovation, encouraging new ideas from everyone, and transforming the organization’s culture into the one of deep engagement and collaboration with employees and members (Minnesota Hospital Association, 2020). The leadership team is investing in human capital, unlocking innovation. Dr. Rahul Koranne also pays close attention to the employees which enables him to make accurate assessments about situations and solutions to problems.
Transparency and honesty, communication and employee engagement providing learning opportunities, planning carefully, strong leadership, and monitoring and measuring strategies could enable the leadership team work with teams and effect the change and improve the organization’s performance. Transparency and honesty build trust with employees who are vital stakeholders in change management.
The leaders should be as transparent as possible to the employees and it would help the employees feel more comfortable. It is vital to communicate comprehensively about the need for change to the employees (Palmer, Dunford & Buchanan, 2017). The leaders should explain why the change is necessary and collect any concerns or contributions from the employees. Inviting participation and employee engagement creates positive energy and successful change.
Continuous monitoring and measuring ensure that things are going smoothly by identifying potential problems and responding timely. Strong leadership is also key to teamwork and change management. Leaders need to demonstrate flexibility and strategic thinking. Strong leaders boost the team’s confidence regardless of the situation complexity.
Palmer, I., Dunford, R., & Buchanan, D. A. (2017). Managing organizational change: A multiple perspectives approach. New York: McGraw-Hill Education.
Miller, C. (2020, February 21). Minnesota Hospital Association’s new CEO explains why margins keep shrinking. Retrieved from https://www.bizjournals.com/twincities/news/2020/02/21/minnesota-hospital-associations-new-ceo-explains.html
Minnesota Hospital Association. (2020, January 28). Dr. Rahul Koranne Named New Minnesota Hospital Association President and CEO. Retrieved from https://www.mnhospitals.org/newsroom/news/id/2299/dr-rahul-koranne-named-new-minnesota-hospital-association-president-and-ceo
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