Implementation leadership has emerged as a critical approach to leadership that is currently missing yet is necessary for the effective implementation of evidence-based strategies. This essay analyses an article on transformative leadership intervention designed to inculcate implementation leadership skills among healthcare managers (Richter et al., 2015). The article emphasizes two areas, including generic skills among the healthcare managers and the need to implement the science paradigm concepts. Such insights emerge as critical determinants in successfully utilizing implementation leadership techniques in healthcare.
The Emphasis on Generic Skills
The article emphasizes that strengthening healthcare managers’ generic skills in implementation leadership is fundamental. The study notes that leadership is a critical component of effective implementation, as underlined in most implementation frameworks (Richter et al., 2015). Studies have shown that transformational leadership and compensation system are important techniques in leadership for promoting strategy implementation in applied psychology (Laukka et al., 2020). In the setting, the broad range of responsibilities that healthcare managers have justifies the need for generic skills such as effective communication and emotional intelligence. Some of the highlighted responsibility of healthcare managers includes assisting staff, offering feedback, communicating about implementation, influencing the work environment, and acting as role models in their own right (Richter et al., 2015). The article also recognizes the need to apply science paradigm concepts in implementation leadership to ensure effective handling of the responsibilities.
The Implementation of Science Paradigm Concepts
One of the techniques in applying the implementation of science paradigm concepts is through transformative leadership models that introduce active leadership. The article notes that transformational leadership entails managers who serve as role models and can articulate an inspirational future vision (Richter et al., 2015). In this case, the healthcare managers encourage workers to be creative and imaginative while also providing them with the liberty to make their own choices. Numerous reviews have shown that transformational leadership has a favorable influence on productivity, access to qualified workers, career satisfaction, and team effectiveness.
Application in Leadership at Work
The application of implementation leadership concepts would be based on the universal consensus that team management is a critical component of the initiatives. Incorporating the daily routines would reflect the observed notion that implementation leadership requires employing the majority of science paradigms that emphasize critical implementation elements (Shannon 2021). Such science paradigms include the Consolidated Framework for Implementation Research (CFIR) and the Preparation, Implementation, and Sustainment (EPIS) frameworks (Richter et al., 2015). These frameworks emphasize that the management must have the ability to influence some of the known elements affecting successful implementation, such as coordination and employee motivation.
The application of implementation leadership concepts would also recognize the role of healthcare managers within institutions. For instance, the nurses’ leaders would be recognized as professionals with the biggest staff population whose responsibilities directly affect the quality of healthcare provided to patients (Laukka et al., 2020). The leadership models would consider that despite attempts to advance evidence-based nursing, there continues to be a disconnect between research results and healthcare delivery. (Boustaniet al., 2018). As such, the implementation leadership model would borrow largely from the transformational styles that encourage active involvement in problem-solving
Conclusion
The article recognizes that healthcare managers play a critical role in every organization’s workforce and administration of quality services. A summary of areas of emphasis shows a definite focus on generic skills among the leaders and a correct application of the scientific paradigm concepts in implementation leadership. CFIR and EPIS frameworks emerge as the most applicable concepts within the healthcare setting. These approaches to implementation leadership would be utilized while considering the role of healthcare providers and the need to optimize employee satisfaction.
References
Boustani, M., Alder, C. A., & Solid, C. A. (2018). Agile implementation: a blueprint for implementing evidence‐based healthcare solutions. Journal of the American Geriatrics Society, 66(7), 1372-1376. Web.
Laukka, E., Huhtakangas, M., Heponiemi, T., & Kanste, O. (2020). Identifying the roles of healthcare leaders in HIT implementation: a scoping review of the quantitative and qualitative evidence. International journal of environmental research and public health, 17(8), 2865. Web.
Richter, A., von Thiele Schwarz, U., Lornudd, C., Lundmark, R., Mosson, R., & Hasson, H. (2015). iLead—a transformational leadership intervention to train healthcare managers’ implementation leadership. Implementation Science, 11(1), 1-13.
Shannon, P. K. (2021). Predicting healthcare leaders readiness to lead the implementation of change. African Journal of Business Management, 15(3), 100-109. Web.