Leadership and Engaging Others

Connecting and engaging with others is an important aspect towards the successful and effective leadership. A single outcome that is potentially positive is when there is the completion of the tasks with the best outcomes and achieved more quickly than the way they did on the individual basis because of the cooperation with the connections and the minds of the others.

The teams in the healthcare are starting to come up like a common practice. According to (2014), a team refers to the relationship that supports and contains everyone’s skills and there is the ability to communicate effectively whereas considering the mutual responsibility of each other in the team. However, the teams may be comprised of the similar discipline or the combination of disciplines in order treats the patients and causes the changes in the support unit or facility of the health care. Some of the cases of the teams that are found within the health care unit are; the leadership board of the hospital, shared governance, healthcare team for the patients and the unit council. Every team that is given in the examples involves a number of people of different disciplines and these include; the registered nurses, physicians, physical therapists, hospital leadership, support staff, among others. A combination of a number of the specialties builds up the patients’ care and the internal operations of the health care facility such that everyone has a different view on how the activities run and where necessary to fix. However, it is the role of the leader to ensure that all the members' voices are heard to help in making the right conclusions.

Team Evaluation

In general, the committee with the shared governance was not successful in achieving any of the tasks, though the team is continuing though there are prospects of change, which are highly protested. Being with the leader who is socially aware can be so helpful in such a condition since the doctors and nurses together are showing the signs, which indicate their strong resistance to change. Examples of the signs include sometimes hiding their real feelings and becoming more uncomfortable with change mostly when they are forced to adapt or conform very first (Delmatoff and Lazarus, 2014). In case the chair of the committee was aware socially, then he/she might have been able to observe the signals of such a resistance and thus help to guide the team to go through the change easier.

Team Development

There was a presentation on a scenario about a multidisciplinary group that consisted of the department manager of the patient care who acted as the committee’s chair, a registered nurse, a social worker, a manager of the case of the public health and a family medicine doctor. This team met with the main aim of improving the quality in the whole hospital via the shared governance. The chair of the committee continued to share with the team about responsibilities to revise the 23 policies within 2 months and he requested for their support and proposed that they started with the policy on their dressing code. During the incident, one of the nurses feels that everybody is her personally and her generation because they wanted to change the code of dressing and turn it into more of a uniform. The members of the team are not respecting one another, there are several personal attacks, the meeting lacks a proper structure, and there are interruptions of each other. In the end of the meeting, the chair cannot be able to maintain order and the rest of the members stand up and leave the meeting before ending. The teams that contain different generations can face the difficulties when working together, like for the case of this incident. However, for any supervisor, there can be two courses of action that can be put in place to aid in making the group work productive. The first step involves the implementation of the model of empathy and compassion (Dyrda, 2016). Feeling underappreciated and misunderstood is one of the biggest causes of the conflicts within the generations. However, with this model of empathy and compassion, every generation is aware of the safety of the team and thus they are able to express their ideas and thoughts. This can help in increasing the teamwork and the trust between the generations. Encouraging every team member to share a little regarding his or her personal goals and professional experiences in the committee may be another course of action. This will assist the rest of the members to develop the trust in their experiences and understand the importance of the committee to them and finally, come up with a common ground.

The action, which is taken first, would help in easing for the team in developing the teamwork and this would help the supervisor who is coming in the following meeting with the aim of discussing on the purpose and the goals of the committee and respond to set expectations and all the questions. It is crucial for a leader to inform the team and provide the news. This helps in avoiding the speculations that can result in the arguments, earn confidence and offers the employees with the chance of reacting directly to the leadership (Quiros, 2014). Another action is discussing with the team about the meaning of shared governance and makes it clear for everyone on the team to know its meaning and its effects on their workforce. It is vital to explain the importance of change and what it means in order to make the staff understand fully its need in the organization.

Conclusion

Encouraging the engagement of the team members effectively involves the effective utilization of the communication, having a consistent and clear vision, providing the growth and development opportunities and leaving the staff with the freedom of making suggestions and decisions. The leaders are playing a great role in the engagement of the others because they start the activities for the whole organization, which help in contributing to the general health. The common practice in the healthcare are the teams, which are multidisciplinary, and these teams help in exhibiting the mutual respect that shows that the teams are ready for their success. In general, the team under the study was not successful in achieving its tasks. Through the implementation of the actions like active listening, individual meetings with the leaders and knowing the members of the team and the goals of the committee, this will make the team more successful. Like a leader, it is required to focus on only the tactical execution and strategic planning with the approach, which is holistic, and this will help to embrace change among the employees.

References

Canadian College of Health Leaders. (2010). Engage others. The root of the matter: What every Health leader should know (pp. 1-3). Ottawa, ON LEADS Collaborative.

Delmatoff, J., & Lazarus, I. (2014). The most effective leadership style for the new landscape of Healthcare. Journal of Healthcare Management, 59(4), 245–249.

Dyrda, L. (2016). The best strategies to engage millennial nurse leaders. http://www.beckersasc.com/asc-quality-infection-control/the-best-strategies-to-engage- Millennial-nurse-leaders.html

Fairman, J. C., & Mackenzie, S. V. (2015). How teacher leaders influence others and understand Their leadership. International Journal of Leadership in Education, 18(1), 61-87.

Kumar, S., Deshmukh, V. &Adhish, S. (2014). Building and leading teams. Indian Journal of Community Medicine, 39(4), 208–213.

Llopis, G. (2015). 6 things wise leaders do to engage their employees. http://www.forbes.com/sites/glennllopis/2015/02/02/6-things-wise-leaders-do-to-engage- Their’s-employees/#20243c7e7ff9

Snaith, B., & Hardy, M. (2014). Motivating and Engaging Others. In Practical Leadership in Nursing and Health Care: A Multi-Professional Approach (pp. 137-145). CRC Press.

Quiros, E., C.M.A. (2014). Leading people through change. Strategic Finance, 95(11), 15-16