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Managing Innovation in Healthcare Organizations Essay


Medical institutions planning to maximize the health outcomes of their respective patients must embrace the power of innovation. Organizations that want to benefit from the aspects of innovation should implement the process using an efficient model (Alsolami, Cheng, & Twalh, 2016). Individuals should develop specific qualities, competencies, and strengths to become advocates of innovation. This discussion gives a detailed analysis of my SOAR (strengths, opportunities, aspirations, and results) analysis.

Strengths

My current role is to ensure the targeted institution implements and benefits from the attributes of innovation. Most of my strengths will definitely support the major roles undertaken by different teammates. My creativity will inform some of the best innovative ideas to support the targeted goals. Innovation requires a sense of creativity in order to deliver positive results. I am an ambitious individual whose goal is to ensure quality results are realized in a timely manner. Time management, effective decision-making, ability to empower others, and critical thinkers are critical strengths that support my new roles. I have always worked as a team. I apply my leadership philosophy to support, mentor, and guide me teammates. This practice should be considered throughout the innovation implementation process (Slimane, 2015). I have developed unique skills in information and technology. The concept of meaningful use supports my care delivery process. These strengths will make it possible for me to achieve every objective.

These strengths have always guided me to come up with new aims. Every activity is then designed in such a way that it focuses on the targeted aims. In order to deliver positive results faster, it is necessary to use the abilities and dexterities to influence others. My leadership philosophy is guided by different competencies such as effective time management, critical thinking, and problem-solving. Individuals who use adequate competencies find it easier to empower, guide, and mentor their respective followers (Kaya, Işık, & Bodur, 2014). A person who uses his or her strengths can influence the behaviors of others (Slimane, 2015). My obligation is to develop the best plan and use it to implement the needed innovative idea. By doing so, the members of the team find it easier to focus on the designed plan. The application of an efficient change model can guide different followers and teammates to support the targeted behavior or practice. Collaboration is an evidence-based practice that supports the establishment of a friendly environment capable of delivering positive outcomes.

My strengths have guided many people to take up a wide range of roles that can drive performance. It is notable that my strengths can be applied in different settings to promote specific leadership practices. The ability to design and come up with an effective change model guides different followers to support the targeted goals. Throughout the process, the use of personal strengths can result in a leadership behavior (Davies & Harty, 2013). The established culture will definitely echo different attributes of leadership. For example, decision making emerges as a critical process that ensures various ambitions are matched with the resources and opportunities (Davies & Harty, 2013). Decisions can be made to make sure the innovation implementation process is guided by the issues facing the organization. Consultation and persuasion are taken seriously whenever empowering others to deliver tangible results. A change model entails the application of different functions such as planning and organizing (Lizarondo, Grimmer, & Kumar, 2014). The concept of envisioning becomes a guiding principle to support every organizational goal.

Opportunities

The preferred future of Assessment One is to ensure the University of Malaya Medical Center (UMMC) integrates the use of information communication technology (ICT) in its operations. Being part of this new role or transition, it will be possible to record new opportunities and achievements that can support my future objectives. The existing challenges can equip me with suitable competencies and make it possible for me to pursue my career goals. The emergence of challenges can become an opportunity to develop better strategies to deal with them in the future. For example, the institution lacks adequate ICT infrastructure to support the proposed innovative technology. This gap will encourage me to identify specific technologies and resources that can guide the transition process. The implementation of the innovative idea can create an environment for empowering, training, and mentoring different employees (Martin, McCormack, Fitzsimons, & Spirig, 2014). The occurrence of these challenges will be analyzed in an attempt to delivery positive results.

A number of roles will be executed to ensure every outlined aim is achieved. The first one is training every worker in the medical organization. The emergence of modern technologies has transformed the manner in which various responsibilities are undertaken by different workers (Martin et al., 2014). The complexity of the working environment explains why training is needed to advance employees’ dexterities (Martin et al., 2014). Efficient leadership will be taken seriously throughout the process in the referral medical organization. The role will become a powerful principle for mentoring, motivating, and guiding the targeted workers (Crowell, 2015). They will be equipped with specific resources to ensure the implemented change is managed successfully. The proposed change will empower me to become a technological expert. Another meaningful role that might be required is that of a change agent. This responsibility will ensure every stakeholder is equipped with evidence-based concepts to support the sketched innovation agenda. Leadership duties should be taken seriously to deliver evocative results.

The objectives of the facility can create room for improvements and subsequently ensure quality medical services are available to more patients. I will use this opportunity to advance my objectives. Several processes will be undertaken to support every goal. The first one will be implemented as a change (Alsolami et al., 2016). Personally, I will advocate for Kurt Lewin’s model of freeze-change-refreeze to support the suggested innovation. This process will succeed due to the use of potent leadership styles, resources, and guidelines. This practice will support the institution’s agenda. The second process that must be considered in the facility is that of training. This is a powerful initiative whereby different stakeholders receive timely concepts, skills, and mentorship (Moen & Knudsen, 2013). Monitoring is relevant since it ensures every undertaking is clearly analyzed. Evaluation is another commanding process that can be considered to address emerging challenges and support the implemented change. These initiatives will make it possible for me to appreciate the power of ICT. The approach will eventually result in improved performance. More people will be encouraged to support the innovation process.

Aspirations

The goals of the institution present an effective environment that can support my aspirations as a leader of innovation. It will be necessary to consider the opportunities and strengths described above before taking up different roles as a manager. The first thing will be to leverage my strengths as a leader to progress each opportunity. The application of my strengths such as creativity, knowledge of ICT systems, and leadership will ensure different players in the facility focus on the identified aims. The inclusion of different individuals and employees will support the entire process. The competencies will be used to analyze the unique challenges and problems that might disorient the implementation process. The ability to use different skills as a change agent can address every hurdle in the facility (Awuor, Rabah, & Maake, 2013). The identified goals will inform every activity undertaken by different players and stakeholders. The concept of teamwork will guide different followers and technological experts to implement the suggested change. Consequently, I will be able to benefit from the positive attributes of ICT.

My strengths can be considered in order to do more in the institution. For instance, my leadership style focuses on the most appropriate behaviors and practices that can ensure a given result is realized. I can go further to use my style to support the targeted change process. I will mentor others using evidence-based concepts, address emerging challenges, and make decisions to meet the diverse needs of the followers. A skilled leader is always ahead in terms of mentorship and empowerment (Slimane, 2015). The inclusion of different individuals from diverse backgrounds in every team will guide the process. My knowledge in ICT can be leveraged to guide the targeted objectives. I will be willing to liaise with different players in order to widen my dexterities. This initiative will ensure evidence-based ideas are made throughout the implementation process.

The ability to interact and collaborate with others can enhance teamwork (Awuor et al., 2013). The environment will definitely create an opportunity for associating with different persons. Teamwork will be taken seriously throughout the process. I will share ideas and exchange concepts with my colleagues. The focus on similar roles with different stakeholders will strengthen my leadership style.

My ultimate objective is to become a skilled leader who is capable of supporting every innovative idea. I will achieve this aspiration by widening my competencies and acquiring new concepts that can make me successful. As a change agent, I will develop new abilities and prepare myself for future managerial roles. This kind of ambition can support a leader’s professional and career goals (Crowell, 2015).

The best underpinning metaphor that informs my leadership of innovation is “intentional failure”. The concept guides me to identify specific gaps affecting organizational effectiveness. The metaphor is used to analyze an environment whose dynamics can foster creativity (Martin et al., 2014). The idea guides me to promote positive interactions, trials, and experimentations that can deliver sustainable innovation. Failure is treated as a critical factor in the field of innovation.

Results

The aspirations identified above can be embraced to maximize my personal goals. The idea of teamwork will make it easier for me to realize my aims and objectives. The application of the categorized metaphor will create a new environment whereby every individual is willing to support the innovation process. This journey will be steered by the major concepts and dexterities associated with my philosophy of leadership. The consideration of such aspirations will definitely deliver pleasing results. For instance, the use of effective managerial procedures will ensure the implementation of ICT is successful. Every colleague will be mentored to focus on the most appropriate outcomes. This strategy can hearten different individuals to focus on the unique goals of the organization. The aspiration will definitely result in improved performance. The stakeholders and employees will be endowed with exemplary skills to reshape their practices. The initiative can guide different players to engage in evidence-based exercises and eventually advance organizational effectiveness (Gehani, 2013). The gaols will also empower me to develop a better model to support my leadership approach. The development will guide me to continue supporting the health needs of more persons.

Leaders of innovation utilize the best ideas and concepts to ensure desirable goals are realized in a timely manner. I expect to develop better practices and strategies that can add value and support every client’s expectations. The first aim it to establish a new workforce characterized by teamwork, collaboration, and interaction. The employees should be ready to liaise with one another, solve emerging stumbling blocks, make informed decisions, and promote sustainable behaviors. I am focusing on an innovative team that is aware of the power of creativity. This development can support my agenda and eventually make me successful. I will definitely be on the right path towards becoming a skilled provider of high-quality care to different patients. The followers should be heartened to empower one another, engage in critical thinking, and make evidence-based decisions. The successful adoption of ICT will be a clear indication that the fruits of innovation have been realized (Kaya et al., 2014). Such developments and processes can foster a positive organizational culture capable of supporting the changing needs of different members of the community.

Change processes are usually characterized by different malpractices that can eventually disorient the anticipated objectives. However, this goal might be marred by specific issues such as disunity, decreased morale, and resistance. These challenges occur during the first phases of change implementation (Gehani, 2013). I also expect to see less of conflicts, ineffective communication, and reduced morale in every unit. These difficulties can affect the leadership process and disorient the outlined innovation agenda.

Leaders of innovation must implement powerful processes and support systems to ensure their facilities are on the frontline towards becoming leading providers of high-quality health care (Kaya et al., 2014). My expectation is that the level of resistance to change will diminish significantly in the targeted team. These achievements will eventually support my personal and professional goals. I will identify new concepts that can deliver meaningful outcomes.

References

Alsolami, H. A., Cheng, K. T., & Twalh, A. A. (2016). Revisiting innovation leadership. Open Journal of Leadership, 5(1), 31-38. Web.

Awuor, F. M., Rabah, K., & Maake, B. M. (2013). Hindrance of ICT adoption to library services in higher institution of learning in developing countries. Computer Science and Information Technology, 1(4), 252-256. Web.

Crowell, D. (2015). Complexity and leadership. Philadelphia, PA: F.A. Davis Company.

Davies, R., & Harty, C. (2013). Implementing ‘Site BIM’: A case study of ICT innovation on a large hospital project. Automation in Construction, 30, 15-24. Web.

Gehani, R. R. (2013). Journal of Technology Management & Innovation, 8(2), 144-155. Web.

Kaya, H., Işık, B., & Bodur, G. (2014). The relationship between in-service training nurses’ attitudes toward computer in health care and computer anxiety in Turkey. Journal of Human Sciences, 11(2), 1-9. Web.

Lizarondo, L., Grimmer, K., & Kumar, S. (2014). Assisting allied health in performance evaluation: A systematic review. BMC Health Services Research, 14(1), 572-589. Web.

Martin, J., McCormack, B., Fitzsimons, D., & Spirig, R. (2014). International Practice Development Journal, 4(2), 1-14. Web.

Moen, A., & Knudsen, L. M. (2013). Nursing informatics: Decades of contribution to health informatics. Healthcare Informatics Research, 19(2), 86-92. Web.

Slimane, M. (2015). Relationship between innovation and leadership. Procedia – Social and Behavioral Sciences, 181(1), 218-227. Web.

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