Questions and Answers of Leadership In Healthcare Essential

Have I ever become so enthralled with a book that I did not thoroughly assess its logic?
Have I initiated programs that may be viewed negatively as the next program du jour?
Am I guilty of following the newest management or leadership trends?
Do I occasionally review the academic literature on leadership, or do I typically dismiss it as dry and boring?
Are my bookshelves filled with partially read, popular leadership books that were once “hot” but have now lost their luster?
Read “What We Know About Leadership” by Hogan and Kaiser (2005). What is your impression of Hogan and Kaiser's (p. 171) “troubadour tradition” literature? To what extent does this article
Review the following webpage. What do you conclude about using caution when reading popular leadership books and articles?McNamara, C. 2016. “Guidelines to Understand Literature on Leadership.”
What do I value? Do these values assist or hinder my leadership activities?
Are my behaviors guided by personal values?
What personal values of mine may conflict with my role and responsibilities as a leader?
If I have written a narrative describing my leadership style, does it make reference to my personal values? Did I write this narrative to impress a search consultant or a potential employer, or did I
Does my definition of leadership include some reference to values?
What is my definition of leadership?
List several successful healthcare leaders. What traits do they have in common? What values do they share?
One Self-Evaluation Question in chapter 1 asks, “Do I view leadership as an act, a process, or a skill?” After reading chapter 4, how does my answer to this question differ?
Describe in detail how each VP's argument is right and wrong.
How might their differing viewpoints be melded together to provide a comprehensive and accurate definition of leadership?
How influential is the senior leadership team in my organization?
Does the frequent turnover among senior leaders create a serious, negative effect on the team's effectiveness? Why?
What is my organization doing to increase the number of and quality of 1. physician leaders?
Which group has the greater ability to change an organization—senior leaders or middle managers?
Do you agree with this viewpoint? Why? Why not? What points do you think are untrue of today's senior leaders?
What are the typical responsibilities of a senior leader?
What are the typical responsibilities of a middle manager?
How is a senior leader rewarded and recognized? How do these acknowledgments differ from those received by a middle manager?
Henri Fayol's span of control theory may be found in any organizational behavior textbook. An excellent summary can be found at www.stybelpeabody.com/newsite/pdf/ceotime.pdf.
Amy McCutcheon and Ruth Anne Campbell's “Leadership, Span of Control, Turnover, Staff and Patient Satisfaction.” This article discusses the relationships among span of control, employee turnover,
What does respect mean to me?
Can I respect others and still be accountable for their actions?
Do I have an appropriate feedback mechanism to assess how others view me?
Courtney Sample is the new hard-charging, tough-as-nails CEO of a system hospital.She is well known for delivering great results, but sometimes at the expense of many.Previously, she executed a
How can showing respect help Courtney out of this scenario? What can Will do and say to correct Courtney's misguided attitude?
How is the concept of respect a constant in all leadership settings? Consider the leader who states, “Sometimes, I want my followers to fear me.” Is this dynamic ever appropriate?
Is Jerrod right or wrong? Explain your reasoning.
Is there a difference between “need to know” information and “nice to know”information?
What is the implication of Rob's instruction to Jennifer?
What could happen behind the scenes if Jennifer follows Rob's order? If she does not follow his order?
What would others say about my integrity? About my ethics?
Does integrity really mean that much to me? How many times have I not followed through? Not done what I said I would do? Not gotten back to someone when I promised I would?
As the old saying goes, “Actions speak louder than words.” How do I stack up against this saying?
Do I appropriately use the power granted to me?
Have I ever cut corners and behaved in an ethically questionable manner?
What does “people are our greatest asset” mean to me?
Have I ever put other people down?
Has anyone ever described me as a people person? Was this a source of pride for me?
How could Tina have better handled the situation?
Is Mary displaying the interpersonal skills of a strong leader? How will these skills help James?
Has anyone ever described me as a good listener?
What interpersonal connection mistakes has Rosemary made so far?
How do you think the staff (including the physicians and managers) feel about her style?
Will her mandates for change work?
Why am I in a leadership position?
What is my leadership style? Does it place a heavy emphasis on controlling others?
Does the idea of serving others make me think that I am a weak leader?
Do you agree with this summation that servant leadership is (a) not possible given the selfish nature of people and (b) secretly or outwardly manipulative but harmless?Explain your answer.Using
Servant leadership is likely to work best in an organizational culture that supports it.That is, some cultures have a high level of trust and team orientation, while others are hierarchical or rely
Two excellent academic reviews of servant leadership are provided by Savage-Austin and Honeycutt and Sokoll. Review both and summarize their key conclusions.Savage-Austin, A. R., and A. Honeycutt.
What have I accomplished that could be my hallmark of service?
If I were to leave my organization today, how would I be missed? Have I left a“mark” in the organizations in which I’ve worked?
Flood lines along riverbanks indicate the height the water reached. If I used this parallel to measure my achievement, how high is my flood line?
Is the consultant correct? Explain your answer.
What can Kristen do to improve the situation she has created?
How can rapid-cycle testing improve or harm a leader's ability to make a change?
Name other improvement strategies used in the healthcare field today.
What does commitment mean to me?
Am I paying a price for the work I do? Is that price worth the rewards I am receiving? Do I enjoy my work?
What does “paying dues” mean to me?
If my staff were to describe my facial expressions at work, what would they say?
To what degree am I organized? Do I regularly run behind schedule? Do I keep a daily or weekly to-do list and accomplish most, if not all, of it?
Consider this quote from Katzenbach and Smith (1993, 105): “Team [members]work hard and enthusiastically. They also play hard and enthusiastically. No one has to ask them to put in extra time; they
What does Dori mean? What should she recommend University Hospital do to increase employee and leadership commitment?
How might commitment be measured?
What are the primary causes of high employee engagement?
What is the relationship between an employee's level of engagement and his relationship with his boss?
What practices should senior leaders develop to build employee engagement in their organizations?
How isolated have I become from direct personal feedback?
How well do I know myself?
Would others say that I am plagued by frequent bouts of emotional inconsistency, such as outbursts of anger, hostility, or antagonism?
How do I manage my emotions?
How should Rena address the problem with Mike?
What do you think triggered Mike's transformation in the past three years?
As mentioned earlier, emotional intelligence may be managed through learning and improving both personal and social competencies. Personal competency includes self-awareness, self-control, and
What are the primary reasons for the existence of this senior management team?
What are the primary reasons for the meetings of this senior management team?
Does the content of the meetings support the primary reason for the existence of the team?
Has my team ever discussed its purpose?
Do my team members truly believe in the value of teams?
Do they believe in the value of team deliberations?
Does my team regularly participate in team-building activities?
What has been the primary purpose of the senior management meetings in the past? What was discussed? What was accomplished?
What do you want to be the primary purpose of these meetings moving forward?
What should we discuss? What should we accomplish?
What meeting format do you prefer? Do you think that format will enable us to better meet our goals?
Do each of you have a clear understanding of your roles? Do each of you help one another? How much cooperation and sharing should we expect from this team?
You are one of Malcolm's vice presidents. How would you answer these questions?
Should Malcolm discuss these questions privately with each senior management member before raising them in the full group meeting (and therefore getting more open feedback than in an open meeting)?
You are Luann. Give Cynthia an extensive diagnosis of the meeting. Include as many details in your diagnosis as possible.
Give Cynthia specific recommendations on improving the meeting.
How will you get Cynthia to buy into your suggestion? How will you coach her to gain buy-in from her team?
If these points are correct, how should senior executives enhance their working effectiveness? Can executives create real teams?

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