Strategic Planning
Performing the need analysis and the SWOT analysis aim to determine the problem affecting an institution and develop an effective approach to the problem. The solution to these problems requires healthcare organizations to develop visions and strategies that can communicate their mission in the healthcare market. Strategic planning is an essential part of an organization as it allows it to understand its environment and other internal factors that could affect its operation (Demirhan, 2020). In doing so, they develop an effective strategic plan that defines their visions for the future. Therefore, the purpose of this assignment is to develop a 5–10-year strategic plan for achieving specific healthcare quality and safety improvements based on the analysis of the previous assessment.
Leadership Qualities and Skills Important in Implementing a Strategic Plan
The environmental analysis of healthcare organizations outlines that there has been an increasing demand in the healthcare industry. This stiff competition has been compelling healthcare organizations to focus on ways of meeting the desired performance and achieving a sustainable income. Using an appreciative inquiry approach to create sustainable organizations in the modern world requires effective leadership skills that focus on better communication strategy (Demirhan, 2020). This approach focuses on the use of the wrong things that healthcare organizations have encountered in the past to restructure the future and learn from these wrongdoings. The success of this plan would entirely depend on the leadership ability as they have the capacity to rally all the human resources towards meeting the desired plan.
Implementing an appreciative inquiry approach in healthcare organizations would require selfless, resilient leaders. Such leaders would not focus on developing and solving problems that affect everyone within an institution. The influence of this leadership model is premised on the act of service to people and using their skills and resources to bring out the best of their subjects by allowing them to develop and grow in an organizational setting. Resilient leaders have the qualities of stirring trust in their subjects and respecting people irrespective of their position within the organization (Collins et al., 2020). Again, they seek to drive change in an organization and create value for people and the organization. Appreciative inquiry contributes to organizational success by tapping into the creative capabilities of the staff by focusing on the stories they hold in the organization. The strategic implementation of this plan relies on the effort of resilient leaders to meet the desired success. Such leaders focus on dispensing important information about the strategic changes that an organization would meet in the next five years.
The appreciative inquiry implementation process would require leaders who can assume the authority of command. This leadership quality assumes command authority when faced with challenges that might affect the organization’s operation. The assumption of power is the leading tool such leaders use in approaching a problem and implementing a strategic plan. They are focused in organizing their team to avert the challenge and record a team’s success within an organization (Demirhan, 2020). They are leading the fight against any oncoming challenges through an effective command system that prepares all the subjects on the measures they would take to avert an oncoming challenge. The leadership model is guided by inspiring and trying out several options to mitigate problems facing both the subjects and the organization. In doing so, these leaders would be able to manage the implementation of the new plan by ensuring it meets its ultimate success.
The SWOT analysis done in healthcare organizations shows teamwork in providing patient care, open communication, and effective leadership as strengths. The manifestation of this strength requires a leader who can make a difference. While other leaders would focus on the input of employees in achieving the assigned goals, competent leaders focus on their input on employees. Understanding employees is essential in driving change and creating the desired difference in any situation (Siangchokyoo et al., 2020). The values and beliefs on the element of honesty allow these leaders to gain the trust of their team. This process allows leaders to prepare for a situation that might affect the organization as they rely on the team to drive success. The positive relationship with the team that comes from the motivation and appreciation of employees’ role in an organization are the driving forces towards empowering employees to meet the desired objective
Strategic Planning Scoring Guide
CriteriaNon-performanceBasicProficientDistinguishedDevelop strategic goal statements and outcomes that support the achievement of specific quality and safety improvements for a care setting.Does not develop goal statements and outcomes.Develops goal statements and outcomes, but they are not strategic, are not realistic, or they do not support the achievement of specific quality and safety improvements for a care setting.Develops strategic goal statements and outcomes that support the achievement of specific quality and safety improvements for a care setting.Develops strategic goal statements and outcomes that support the achievement of specific quality and safety improvements for a care setting, and impartially considers potential barriers.Justify the relevance of proposed strategic goals and outcomes in relation to the mission, vision, and values of a care setting.Does not justify proposed strategic goals and outcomes in relation to the mission, vision, and values of a care setting.Attempted justification of the proposed strategic goals and outcomes lacks relevance to the mission, vision, or values of a care setting.Justifies the relevance of proposed strategic goals and outcomes in relation to the mission, vision, and values of a care setting.Justifies the relevance of proposed strategic goals and outcomes in relation to the mission, vision, and values of a care setting, and identifies areas of uncertainty or knowledge gaps.Analyze the extent to which strategic goals and outcomes address the use of technology and the ethical, cultural, and regulatory environments.Does not analyze the extent to which strategic goals and outcomes address the use of technology and the ethical, cultural, and regulatory environments.Attempts to analyze the extent to which strategic goals and outcomes address the use of technology and the ethical, cultural, and regulatory environments, but misses one or more of the aspects listed.Analyzes the extent to which strategic goals and outcomes address the use of technology and the ethical, cultural, and regulatory environments.Analyzes the extent to which strategic goals and outcomes address the use of technology and the ethical, cultural, and regulatory environments. Impartially considers the limitations of the goals and outcomes.Explain how relevant leadership and health care theories will be used to help achieve proposed strategic goals and objectives.Does not explain how relevant leadership and health care theories will be used to help achieve proposed strategic goals and objectives.Explains how leadership and health care theories will be used to help achieve proposed strategic goals and objectives, but the cited theories do not appear to be relevant or are not clearly connected to the goals and objectives.Explains how relevant leadership and health care theories will be used to help achieve proposed strategic goals and objectives.Explains how relevant leadership and health care theories will be used to help achieve proposed strategic goals and objectives, and identifies gaps, limitations, or mismatches in theories.Evaluate the leadership qualities and skills that will be most important to successfully implementing a strategic plan and sustaining strategic direction.Does not evaluate the leadership qualities and skills that will be most important to successfully implementing a strategic plan and sustaining strategic direction.Evaluates leadership qualities and skills that are not key to successfully implementing a strategic plan and sustaining strategic direction or that are not clearly related to specific aspects of the plan.Evaluates the leadership qualities and skills that will be most important to successfully implementing a strategic plan and sustaining strategic direction.Evaluates the leadership qualities and skills that will be most important to successfully implementing a strategic plan and sustaining strategic direction, and identifies assumptions underlying the evaluation.Communicate analyses clearly and in a way that demonstrates professionalism and respect for stakeholders and colleagues.Does not communicate analyses clearly and in a way that demonstrates professionalism and respect for stakeholders and colleagues.Communication is not consistently clear and professional; errors in grammar or mechanics distract from the message, or communication lacks respect for stakeholders or colleagues.Communicates analyses clearly and in a way that demonstrates professionalism and respect for stakeholders and colleagues.Communicates analyses clearly, logically, and persuasively, demonstrating professionalism and respect for stakeholders and colleagues. Grammar and mechanics are virtually error-free.Integrate relevant and credible sources of evidence to support assertions, correctly formatting citations and references using APA style.Does not integrate relevant and credible sources of evidence to support assertions; does not correctly format citations and references using APA style.Sources lack relevance or credibility, are poorly integrated, or are incorrectly formatted.Integrates relevant and credible sources of evidence to support assertions, correctly formatting citations and references using APA style.Integrates relevant and credible sources of evidence to support assertions, correctly formatting citations and references using APA style. Citations are error-free.
