Role Of Leadership In Health And Social Care
HEA 9083 LEADERSHIP IN HEALTH AND SOCIAL CARE
LEARNING OUTCOMES 1
Good leadership is vitally important in the current climate of health and social care. Leadership skills will be needed to drive forward an ever changing structure and service development as set out in numerous development plans and Government white papers (Department of Health, 2003, 2008, 2009, 2011. Leadership Academy, 2012). The style of leadership required to carry out such tasks is frequently debated and lamented, but it would be critical to state at this point, that in my opinion what is deemed as “good leadership skills” are often variable and are required to be fluid enough to meet the changing demands of health and social care (Sherring, 2012). To be aware of the …show more content…
The previous plethora of initiatives and organisations involved may have given rise to confusion and a less than coherent system of development (Edmonston, 2011). The aim of the development programmes are to enhance and cultivate the competencies require to be an effective leader. It can be argued that leadership is a complex issue (McKimm and Phillips, 2010) and not one style or competency works with every individual or indeed organisation. Currently NHS and social care leadership programmes tend to be built upon a competency framework style of development which can reduce leadership traits to individual components, indicating a return to trait-based theories of leadership (Edmonston, 2011). In doing so, education and development looks only at each component in isolation and out of context with the situation it would be used in. Good leadership is a holistic approach and development of such will lead to an improved and developed flexible skills required to lead (Fealy et al, 2011). Such competency based learning models can be disruptive to the natural flow of leadership development (Edmonston, 2011), with the focus of training being on the individual as a leader, rather than the context and situation in which …show more content…
(2013) Report of Mid Staffordshire NHS Foundation Trust Public Enquiry: Executive Summary. London: The Stationary Office.
Lee, H., Spiers, J., Yurtseven, O., Cummings, G., Sharlow, J., Bhatti, A. & Germann, P. (2010) 'Impact of Leadership Development on Emotional Health in Healthcare Managers ' Journal of Nursing Management. 18 pp. 1027-1039.
McKimm, J. & Phillips, K. (2009) Leadership and Management in an Integrated Service. Exeter: Learning Services.
NHS Institute for Innovation and Improvement. (2013) 'Enhancing Engagement in Medical Leadership ' http://www.institute.nhs.uk/building_capability/enhancing_engagement/enhancing_engagement_in_medical_leadership.html [accessed 07/05/13].
NHS, Institute for Innovation and Improvement. (2012) 'Making a Bigger Difference ' http://www.institute.nhs.uk/building_capability/new_model_for_transforming_the_nhs/making_a_bigger_difference.html [accessed 01/05/13].
NHS Leadership Academy. (2012) http://www.leadershipacademy.nhs.uk [accessed 18/03/13].
Royal College of Nursing. (2013) 'The RCN Strategy Plan ' http://www.rcn.org.uk/__data/assets/pdf_file/0010/517528/004427.pdf [accessed
LEARNING OUTCOMES 1
Good leadership is vitally important in the current climate of health and social care. Leadership skills will be needed to drive forward an ever changing structure and service development as set out in numerous development plans and Government white papers (Department of Health, 2003, 2008, 2009, 2011. Leadership Academy, 2012). The style of leadership required to carry out such tasks is frequently debated and lamented, but it would be critical to state at this point, that in my opinion what is deemed as “good leadership skills” are often variable and are required to be fluid enough to meet the changing demands of health and social care (Sherring, 2012). To be aware of the …show more content…
The previous plethora of initiatives and organisations involved may have given rise to confusion and a less than coherent system of development (Edmonston, 2011). The aim of the development programmes are to enhance and cultivate the competencies require to be an effective leader. It can be argued that leadership is a complex issue (McKimm and Phillips, 2010) and not one style or competency works with every individual or indeed organisation. Currently NHS and social care leadership programmes tend to be built upon a competency framework style of development which can reduce leadership traits to individual components, indicating a return to trait-based theories of leadership (Edmonston, 2011). In doing so, education and development looks only at each component in isolation and out of context with the situation it would be used in. Good leadership is a holistic approach and development of such will lead to an improved and developed flexible skills required to lead (Fealy et al, 2011). Such competency based learning models can be disruptive to the natural flow of leadership development (Edmonston, 2011), with the focus of training being on the individual as a leader, rather than the context and situation in which …show more content…
(2013) Report of Mid Staffordshire NHS Foundation Trust Public Enquiry: Executive Summary. London: The Stationary Office.
Lee, H., Spiers, J., Yurtseven, O., Cummings, G., Sharlow, J., Bhatti, A. & Germann, P. (2010) 'Impact of Leadership Development on Emotional Health in Healthcare Managers ' Journal of Nursing Management. 18 pp. 1027-1039.
McKimm, J. & Phillips, K. (2009) Leadership and Management in an Integrated Service. Exeter: Learning Services.
NHS Institute for Innovation and Improvement. (2013) 'Enhancing Engagement in Medical Leadership ' http://www.institute.nhs.uk/building_capability/enhancing_engagement/enhancing_engagement_in_medical_leadership.html [accessed 07/05/13].
NHS, Institute for Innovation and Improvement. (2012) 'Making a Bigger Difference ' http://www.institute.nhs.uk/building_capability/new_model_for_transforming_the_nhs/making_a_bigger_difference.html [accessed 01/05/13].
NHS Leadership Academy. (2012) http://www.leadershipacademy.nhs.uk [accessed 18/03/13].
Royal College of Nursing. (2013) 'The RCN Strategy Plan ' http://www.rcn.org.uk/__data/assets/pdf_file/0010/517528/004427.pdf [accessed