Healthcare leadership
Provide a professional background of each leader
Identify and discuss their chosen leadership theory or theories.
Discuss how their leadership theory evolved over time.
Provide an overview of their organization’s Core Values. Describe their views on organizational culture. What do they believe makes a successful
organizational culture?
Identify their approach to organizational culture and provide examples of how they implemented and supported these ideas.
How does their chosen leadership theory relate to their view on organizational culture?
What challenges do they face as leaders in their organization?
Sample Solution
The healthcare system is made up of several different leaders who each bring a unique set of qualifications and experience to their organizations. Two such leaders are Donna Lynne, Chancellor of the Colorado Health Institute, and Valerie Montgomery Rice, President and Dean of Morehouse School Medicine.
Donna Lynne’s professional background includes an extensive career in public service beginning with her work within New York City government followed by roles as Deputy Mayor for Health and Human Services, Executive Vice President for UnitedHealth Group’s Global Care Delivery Organization (CDO), and executive positions at Johnson & Johnson Consumer Companies Inc. She currently serves as Chancellor at the Colorado Health Institute where she utilizes a transformational leadership style characterized by trust building between leader and followers through shared values, inspiring behavior modeled by the leader, collaboration towards common goals, empowerment of subordinates to take initiative, positive affirmation from the leader when work is well done (Bass & Riggio 2006).
Valerie Montgomery Rice has held prominent positions in healthcare throughout her career including serving as Senior Vice President/Chief Operating Officer at Medical College Georgia prior to being appointed as President/Dean of Morehouse School Medicine in 2012. Her leadership strategy incorporates aspects from both transformational leadership theory – which emphasizes connecting with followers on a personal level while promoting change – along with servant leadership – which focuses on meeting followers needs rather than promoting organizational objectives first (Greenleaf 1971). Montgomery Rice believes that effective communication between all levels within an organization leads to successful outcomes thereby creating strong working relationships among staff members.
Both leaders ascribe to similar core values when it comes to organizational culture: integrity, service excellence , innovation , diversity , equity , respect , collaboration . They believe that these core values should be embedded into every aspect of how their respective organizations operate in order for them to achieve success on both individual and collective levels (Montgomery Rice 2019 ;Lynne 2018 ). Most importantly they emphasize that creating meaningful connections amongst employees is essential for creating successful cultures based on trust that foster productivity over time (Montgomery Rice 2019).
