Change is essential for the betterment of any organization. The procedure I would like to change is the leadership style of my organization. The organization I work in basically works around the clock so the work is tough for the slow learner. Currently in our organization authoritative leadership style is being practiced and most of the employees make more mistakes under pressure of following the authority. Our boss just dictates the policies and the goals to be achieved each month having full control over the system, procedures, and policies and involving less input from the team members. I would like to change this leadership style into democratic leadership in our organization. Democratic leadership is a management process in which people are given a fair amount of chances to provide their input and play their role in decision-making process. This leadership involves a pattern of inaction by a member in authority (Iqbal, Anwar, & Haider, 2015). The profession of health care and nursing is people-center where we have to deal with different people on a daily basis so the leadership is crucial. Nursing managers use different types of leadership based on the context and situation but mainly the supportive leadership style (Asamani, Naab, & Ofei, 2016). I would like our organization to use the similar style of leadership which enhance the participation of the employee because Iqbal et al. have reported that participative type of leadership has enhanced the performance of the employees, job satisfaction and retention of the employees. The employee who feels empowered and knows that their opinions and suggestions are values are more likely to work efficiently as compared to those who are just told about the goals to be achieved.
The three videos have discussed the implementation process and how it should be done. Implementation is a crucial process and requires thoughtful planning and teams to implement. For example, in the video of implementation of the team, it was discussed how teams are built and their roles in the implementation process. The implementation team will generally be comprised of people who have knowledge and skills and those who are stakeholders for the change. Another clip discusses the importance of coaching in evidence-based practice and when the clinicians received the right amount of coaching support their practice become effective and efficient. The success of a change implementation depends on the planning and team assembled for implementation. Among these videos, the implementation team is the idea that would be most beneficial in organization leadership change in our organization. The implementation team would use its skills and experience to convince the higher authorities and managers that the change is necessary. Planning would be carried out beforehand but the primary role is played by the team in which the representative from different departments will also be present. The implementation team would require the right kind of support and plan to bring this change along with maintaining their regular work. Therefore, the selection of the team is a critical process as they will be leading and informing the change process along with long-term benefits.
The change will be implemented first by having the background information such as by surveying from the employee and understanding how the current leadership is hampering the productivity of the organization. Then with proper planning, a team will be selected in which member from each department will be involved. Meetings will be carried out to plan the proposal for change. A second survey will be carried where the proposed change will be implemented as a pilot study. The difference in the result will be observed and discussed with higher management. The change will be introduced to the team members by holding an information session and during their weekly reporting meetings. The change will also be directly observed by the employee when they will be dealing with the management. Because the organization has been following the authoritative leadership style for a long time so the change will be a gradual process. Change is not easy but it is essential for the productivity and employee retention in the organization. Communication is essential in any kind of change so it will be ensured that the communication process is clear and the stakeholders of this change will be informed transparently about the process. The performance of the implementation team will be monitored along with their information exchange with the employees and the higher authorities. Also, the higher authorities’ behavior will also be monitored with employees during monthly meetings, weekly updates, and any new policy-making process.
The change will be a gradual process so the timeline would be for six months. The change in leadership style will need time and to observe the change the process needs to be evaluated over the period of time. For example, the leadership change in our organization will be observed during the decision-making process of the higher authorities, monthly or weekly meetings or with their behavior with the employees. The employees will also need time to adjust to the change as they are accustomed to having authoritative style and always being told what to do. So, when they will be asked for input and participation the employees will not be open at first and will need time to adapt to the change.
Leadership in a healthcare setting is essential and a competent leader must adapt to the change in leadership and developmental process (Delmatoff & Lazarus, 2014). Once the change is implemented it is significant to evaluate the change process. The evaluation in our organization is carried out by observing the change in the employee retention, job satisfaction, and enhanced productivity. The change will be observed by the productivity level before and after the change implementation. For example, it will be evaluated that whether employees are most productive in autocratic leadership or Democratic leadership. The change was carried out because of employee’s job dissatisfaction and less productivity during work but if the outcome is same then the change is not useful. It also will be evaluated whether the change adaption was smooth or people had difficulties or issues with the change or shift made within the organization. The evaluation might require the modification in the implementation process or may be a change in the overall goal but the evaluation will be carried out to understand the impact of the change in the leadership. Also participants will asked their response to the change in the management style in general and this will provide the overview of the change. The evaluation will be carried out throughout the process of implementation and after that to recognize the gaps in planning and implementation.
Asamani, J. A., Naab, F., & Ofei, A. M. A. (2016). Leadership styles in nursing management: implications for staff outcomes. Journal of Health Sciences, 6(1).
Delmatoff, J., & Lazarus, I. R. (2014). The most effective leadership style for the new landscape of healthcare. Journal of Healthcare Management, 59(4), 245–249.
Iqbal, N., Anwar, S., & Haider, N. (2015). Effect of leadership style on employee performance. Arabian Journal of Business and Management Review, 5(5).