There is a significant difference between change management and change leadership. However, these two phenomena have always been used incorrectly and interchangeably. Change management involves the basic structures and tools to keep the change process under control (Wanser & Luckel, 2021). Change management minimizes distractions and ensures the change process is achieved. On the other hand, change leadership involves process, vision and forces that drive a large-scale transformation (Ziadlou, 2020). It involves an opportunity for growth and improvements infinitely.
Evidence-based practices are important tools in establishing a quality and productive care in healthcare organizations. Leadership and management are vital in strengthening safety and quality of care. Different leadership styles can be applied to sustain change in a healthcare organization. Effective leadership has been associated with successful outcomes. Transformational leadership is directly associated with implementing effective change that improves healthcare outcomes (Sfantou et al., 2017).
Successful change management depends on how leaders support and execute change. Leaders have different roles that drive change in a healthcare organization. Leaders can act as advocates for change in their organizations. They can utilize their influence to ensure the change is initiated and sustained (Hussain et al., 2018). Leaders can also act as role models. They can demonstrate behavior and attitudes that their subordinates will emulate during the change process (Hussain et al., 2018). Leaders are in charge of decision-making during the change process. Leaders are in charge of human resources and financial resources and set priorities that support the change process (Hussain et al., 2018). Change is a continuous process; hence healthcare organizations should not stop measuring change. Continuously measuring the change allows healthcare organizations to obtain feedback on the shortcomings of the change and implement necessary changes to ensure the process is effective.
References
Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127. https://doi.org/10.1016/j.jik.2016.07.002
Sfantou, D., Laliotis, A., Patelarou, A., Sifaki- Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of leadership style towards quality of care measures in healthcare settings: A systematic review. Healthcare, 5(4), 73. https://doi.org/10.3390/healthcare5040073
Wanser, L., & Luckel, H. (2021). The role of leadership in change in healthcare facilities: A qualitative study. American Journal of Management, 21(1). https://doi.org/10.33423/ajm.v21i1.4107
Ziadlou, D. (2020). Digital transformation leadership for smart healthcare organizations. Opportunities and Challenges in Digital Healthcare Innovation, 72-96. https://doi.org/10.4018/978-1-7998-3274-4.ch005
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