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Health Care Manage Rev ; 48(1): 52-60, 2023.
Artículo en Inglés | MEDLINE | ID: mdl-35713571


ISSUE: Health care management is faced with a basic conundrum about organizational behavior; why do professionals who are highly dedicated to their work choose to remain silent on critical issues that they recognize as being professionally and organizationally significant? Speaking-up interventions in health care achieve disappointing outcomes because of a professional and organizational culture that is not supportive. CRITICAL THEORETICAL ANALYSIS: Our understanding of the different types of employee silence is in its infancy, and more ethnographic and qualitative work is needed to reveal the complex nature of silence in health care. We use the sensemaking theory to elucidate how the difficulties to overcoming silence in health care are interwoven in health care culture. INSIGHT/ADVANCE: The relationship between withholding information and patient safety is complex, highlighting the need for differentiated conceptualizations of silence in health care. We present three Critical Challenge points to advance our understanding of silence and its roots by (1) challenging the predominance of psychological safety, (2) explaining how we operationalize sensemaking, and (3) transforming the role of clinical leaders as sensemakers who can recognize and reshape employee silence. These challenges also point to how employee silence can also result in a form of dysfunctional professionalism that supports maladaptive health care structures in practice. PRACTICE IMPLICATIONS: Delineating the contextual factors that prompt employee silence and encourage speaking up among health care workers is crucial to addressing this issue in health care organizations. For clinical leaders, the challenge is to valorize behaviors that enhance adaptive and deep psychological safety among teams and within professions while modeling the sharing of information that leads to improvements in patient safety and quality of care.

Liderazgo , Cultura Organizacional , Humanos , Atención a la Salud , Personal de Salud/psicología , Seguridad del Paciente
J Nurs Care Qual ; 38(1): 40-46, 2023.
Artículo en Inglés | MEDLINE | ID: mdl-36084315


BACKGROUND: Poor leadership and teamwork in cardiopulmonary resuscitation (CPR) are associated with poor patient outcomes. PROBLEM: Frontline nursing staff frequently identify patients in cardiac arrest but may not have the initial leadership and teamwork skills to organize their initial rescue response. APPROACH: The Five-4-Life Quality Improvement (QI) program was pilot tested in a pediatric unit within a 510-bed acute care hospital in 2 phases: first, an educational program focused on leadership, team dynamics, and CPR skills, followed by sustaining interventions in the unit. Video recordings of 12 mock codes (4 pre-, 4 post-, 4 follow-up) were analyzed by trained observers. OUTCOMES: Descriptive statistical tests indicated a significant improvement in leadership, teamwork, and task management scores pre- and post-program, and sustained after the program. CONCLUSION: Implementing the Five-4-Life QI program is feasible in improving leadership, teamwork, and task management of first responding frontline nurses.

Reanimación Cardiopulmonar , Enfermeras y Enfermeros , Niño , Humanos , Liderazgo , Mejoramiento de la Calidad , Grupo de Atención al Paciente , Competencia Clínica
J Nurs Care Qual ; 38(1): 76-81, 2023.
Artículo en Inglés | MEDLINE | ID: mdl-36166653


BACKGROUND/PURPOSE: Meeting recommendations that nurses should partner in leading health care change is hampered by the lack of ambulatory care nurse-sensitive indicators (ACNSIs). This scoping review was conducted to identify evidence regarding ACNSI identification, development, implementation, and benchmarking. METHODS: Following the PRISMA-ScR reporting guide, we performed PubMed/MEDLINE, CINAHL, and Cochrane Library searches for the period January 2006 to March 2021. RESULTS: Twelve of the 1984 articles from 6 countries met inclusion criteria. All focused on identifying, developing/pilot testing indicators, and included structure, process, and outcome indicators. Seven articles were level II and all were at least grade B quality. Leverage points involved leadership support, automated data extraction infrastructure, and validating links between nurses' roles/actions and patient outcomes. CONCLUSIONS: While high-quality work is ongoing to identify clinically meaningful and feasible ACNSIs, knowledge in this field remains underdeveloped. Prioritizing this work is imperative to address gaps and facilitate national strategic health care goals.

Atención Ambulatoria , Liderazgo , Humanos , Rol de la Enfermera
J Nurs Care Qual ; 38(1): 39, 2023.
Artículo en Inglés | MEDLINE | ID: mdl-36409658
Hand Clin ; 39(1): 1-8, 2023 Feb.
Artículo en Inglés | MEDLINE | ID: mdl-36402519


Surgical leaders exhibit unique characteristics that allow them to impact and innovate their respective fields. In Hand Surgery, we recognize areas of leadership success, including leadership of position, leadership of innovation, and academic leadership. This article aims to define the term "success" and provide examples of how a diverse climate can lead to leadership success by highlighting a few stories of diverse giants in the field of Hand Surgery.

Mano , Liderazgo , Humanos , Mano/cirugía
Hand Clin ; 39(1): 53-64, 2023 Feb.
Artículo en Inglés | MEDLINE | ID: mdl-36402526


Although women have existed in medicine and surgery for thousands of years, challenges continue to persist to date. Despite being discouraged and excluded from training, sponsorship, and opportunities, throughout the history of Hand Surgery, female surgeons have found ways to contribute significantly to science, our organizations, each other, changing the culture, and engaging the next generation of female trainees. This article integrates historical facts with oral history about Hand Surgery training, national societies, interest groups, achievements, and lived experiences to tell the history and legacy of women in Hand Surgery.

Mano , Liderazgo , Femenino , Humanos , Mano/cirugía
Health Care Manage Rev ; 48(1): 23-31, 2023.
Artículo en Inglés | MEDLINE | ID: mdl-35616640


BACKGROUND: Patient engagement (PE) is critical to improving patient experience and outcomes, as well as clinician work life and lowering health care costs, yet health care organizations (HCOs) have limited guidance about how to support PE. The engagement capacity framework considers the context of engagement and examines precursors to engagement, including patients' self-efficacy, resources, willingness, and capabilities. PURPOSE: The aim of this study was to explore clinician and patient perspectives related to mechanisms through with the HCOs can facilitate PE through the lens of the engagement capacity framework. METHODOLOGY/APPROACH: We administered an online open-ended survey to clinicians and patient advisors across the United States, including questions focused on the influences of, barriers to, and skills and tools required for PE. A common theme emerged focusing on the role of HCOs in facilitating engagement. Our analysis examined all responses tagged with the "health care system" code. RESULTS: Over 750 clinicians and patient advisors responded to our survey. Respondents identified offering advice and support for patients to manage their care (self-efficacy), providing tools to facilitate communication (resources), working to encourage connection with patients (willingness), and training for HCO employees in cultural competency and communication skills (capabilities) as important functions of HCOs related to engagement. CONCLUSION: HCOs play an important role in supporting a strong partnership between the patient and clinicians. Our study identifies important mechanisms through which HCOs can fulfill this role. PRACTICE IMPLICATIONS: HCO leadership and administration can help establish the culture of care provided. Policies and initiatives that provide appropriate communication tools and promote culturally competent care can increase engagement.

Práctica de Grupo , Participación del Paciente , Humanos , Estados Unidos , Comunicación , Encuestas y Cuestionarios , Liderazgo
rev.cuid. (Bucaramanga.2010) ; 13(1): 1-11, 20221213.
Artículo en Español | LILACS, BDENF - Enfermería, COLNAL | ID: biblio-1369180


Introducción: El fenómeno "techo de cristal", es un término denominado de esta forma por un movimiento feminista de los años ochenta en los Estados Unidos, el cual hace referencia a la barrera "invisible" que impide el progreso de las mujeres en su carrera laboral. Objetivo: Analizar en el estado del arte disponible, la presencia del fenómeno techo de cristal en enfermería. Materiales y métodos: Se realizó una revisión integrativa basada en las cinco etapas de Crossetti, utilizando descriptores (enfermería, consejo directivo, supervisión de enfermería, liderazgo, inequidad de género y sexismo) validados en el tesauro DeCS y unidas con el booleano AND, en las bases de datos WOS, PUBMED, SCOPUS, SCIELO y BVS. Resultados: Tras la aplicación de los descriptores y estrategias de búsqueda se localizaron 133 artículos, posterior a la aplicación de filtros se seleccionan 43 artículos, tras aplicar criterios de inclusión y exclusión se obtuvieron 6 artículos, luego se complementó con una búsqueda manual localizando 2 artículos, conformándose una muestra de 8 documentos, se aplicó una propuesta de escala que asegura la calidad de la muestra, quedando 7 artículos. Discusión: Todos los artículos seleccionados expresaban una escasa representatividad femenina de enfermería en puestos directivos, se destaca que los hombres son mejor recompensados en términos de remuneración, avance profesional, ocupación de puestos mejores y más prestigiosos. Conclusiones: Los artículos analizados muestran la presencia del fenómeno techo de cristal, donde las mujeres enfermeras presentan más dificultades que los hombres para acceder a cargos directivos, con una aparente etiología marcada meramente por el género.

Introduction: The glass ceiling effect is a term named after a feminist movement in the 1980s in the United States referring to an "invisible" barrier that impedes women's progress in their working careers. Objective: To analyze the presence of the glass ceiling effect in nursing in the available state of the art. Materials and Methods: An integrative review was conducted following Crossetti's five steps and using descriptors such as nursing, board of directors, nursing supervision, leadership, gender inequality and sexism, which have been validated in DeCS thesaurus and linked with the Boolean And operation on WoS, PubMed, Scopus, SciELO and BVS databases. Results: After applying descriptors and search strategies, 133 articles were initially retrieved of which, after applying filters, 43 articles were selected to finally obtain 6 articles after applying inclusion and exclusion criteria. After a manual search, 2 articles were found to make a sample of 8 articles on which a scaling proposal was applied to ensure sample quality, resulting in 7 articles. Discussion: Selected articles indicated limited female representation of nurses in managerial positions, emphasizing that men are better compensated in terms of remuneration, professional advancement, and better and more prestigious positions. Conclusions: Analyzed articles reflect the presence of the glass ceiling effect in which female nurses have more difficulties than men in accessing managerial positions by an apparent etiology merely marked by gender.

Introdução: O fenômeno do "teto de vidro", é um termo que leva o nome de um movimento feminista dos anos 80 nos Estados Unidos, que se refere à barreira "invisível" que impede o progresso das mulheres em suas carreiras profissionais. Objetivo: Analisar o estado da arte disponível sobre a presença do fenômeno do teto de vidro na enfermagem. Materiais e métodos: Uma revisão integrativa foi realizada com base nos cinco estágios de Crossetti, utilizando descritores (enfermagem, diretoria, supervisão de enfermagem, liderança, desigualdade de gênero e sexismo) validados no thesaurus DeCS e ligados ao booleano AND, nas bases de dados WOS, PUBMED, SCOPUS, SCIELO e BVS. Resultados: Após a aplicação dos descritores e estratégias de pesquisa, foram localizados 133 artigos, após a aplicação dos filtros foram selecionados 43 artigos, após a aplicação dos critérios de inclusão e exclusão foram obtidos 6 artigos, depois uma pesquisa manual foi realizada e foram encontrados 2 artigos, formando uma amostra de 8 documentos, uma escala proposta foi aplicada para garantir a qualidade da amostra, deixando 7 artigos. Discussão: Todos os artigos selecionados expressaram uma escassa representação feminina de enfermagem em cargos de direção, destacando-se que os homens são mais bem recompensados em termos de remuneração, ascensão profissional, ocupação de cargos melhores e mais prestigiados. Conclusões: Os artigos analisados mostram a presença do fenômeno do teto de vidro, onde as enfermeiras apresentam mais dificuldades do que os homens no acesso a cargos de gerência, com uma aparente etiologia marcada puramente pelo gênero.

Humanos , Masculino , Femenino , Enfermería , Supervisión de Enfermería , Sexismo , Inequidad de Género , Liderazgo
Rev. urug. enferm ; 17(2): 1-10, dic. 2022.
Artículo en Español | LILACS, BDENF - Enfermería | ID: biblio-1393223


El clima organizacional constituye uno de los elementos a considerar en los procesos organizativos y la calidad de los servicios públicos de salud. En este artículo se realiza una valoración sobre el tema, con el objetivo de caracterizar el trabajo de nuestros Centros de Diagnóstico Integral (CDI). Entre varios argumentos se analizan las técnicas propuestas por Letwin y Stinger. Se enfatiza en las técnicas de exploración del clima organizacional a través de cuatro dimensiones básicas: motivación, liderazgo, reciprocidad y participación. Se realizó análisis de contenido de documentos, que incluyó artículos originales y de revisión publicados desde el año 2001 al 2021, se identificaron y revisaron artículos que fueron útiles para el desarrollo de la revisión, así como monografías de varias revistas y tesis doctorales actualizadas que permitieron el análisis histórico lógico de la evolución de la definición del clima organizacional. La sistematización de los términos relacionados con el clima organizacional permitió definirlo con sus características, dimensiones e importancia, sin embargo se hace necesario su conocimiento para el mejoramiento de la calidad en las instituciones laborales.

The organizational climate constitutes one of the elements to be considered in the organizational processes and the quality of public health services. In this article an assessment is made on the subject, with the aim of characterizing the work of our Comprehensive Diagnostic Centers (CDI). Among several arguments, the techniques proposed by Letwin and Stinger are analyzed. Emphasis is placed on the techniques for exploring the organizational climate through four basic dimensions: motivation, leadership, reciprocity, and participation. Document content analysis was carried out, which included original and review articles published from 2001 to 2021, identifying and reviewing articles that were useful for the development of the review, as well as monographs from various journals and updated doctoral theses that allowed the logical historical analysis of the evolution of the definition of organizational climate. The systematization of the terms related to the organizational climate, allowed to define it, with its characteristics, dimensions and importance, however its knowledge is necessary for the improvement of quality in labor institutions.

O clima organizacional constitui um dos elementos a serem considerados nos processos organizacionais e na qualidade dos serviços públicos de saúde. Neste artigo é feita uma avaliação sobre o assunto, com o objetivo de caracterizar o trabalho de nossos Centros de Diagnóstico Integral (CDI). Entre vários argumentos, são analisadas as técnicas propostas por Letwin e Stinger. A ênfase é colocada nas técnicas de exploração do clima organizacional por meio de quatro dimensões básicas: motivação, liderança, reciprocidade e participação. Foi realizada análise de conteúdo documental, que incluiu artigos originais e de revisão publicados de 2001 a 2021, identificando e revisando artigos que foram úteis para o desenvolvimento da revisão, além de monografias de diversos periódicos e teses de doutorado atualizadas que permitiram a análise histórica lógica da evolução da definição de clima organizacional. A sistematização dos termos relacionados ao clima organizacional, permitiu defini-lo, com suas características, dimensões e importância, porém seu conhecimento é necessário para a melhoria da qualidade nas instituições trabalhistas.

Humanos , Atención Primaria de Salud , Calidad de la Atención de Salud , Venezuela , Condiciones de Trabajo , Planificación Estratégica , Cultura Organizacional , Compromiso Laboral , Satisfacción en el Trabajo , Liderazgo , Motivación
Mo Med ; 119(5): 426-428, 2022.
Artículo en Inglés | MEDLINE | ID: mdl-36338008

Liderazgo , Médicos , Humanos
Front Public Health ; 10: 1016076, 2022.
Artículo en Inglés | MEDLINE | ID: mdl-36339139


Background: Behavioural science and its contribution towards improving public health is receiving increased recognition. Yet, the translation of these insights into public health practice is under-researched. This study explored the factors influencing the use of behavioural science within public health at a local authority level. Methods: Fourteen local authority staff (n = 13 female) in the south of England participated in semi-structured interviews, which were analysed inductively to identify key themes. These were later mapped deductively to the COM-B model and Theoretical Domains Framework. Findings: Nine themes were identified as factors that influence the use of behavioural science in local authority public health: (1) "Limited past experience," (2) "Narrow understanding," (3) "Perceived value of behavioural science," (4) "Translational gap from theory-to-practice," (5) "No protected time," (6) "Old ways of working," (7) "Political influence and organisational culture," (8) "Relationships with key stakeholders," (9) "Access to behavioural science resources". Deductive mapping of these themes revealed that five of the COM constructs (excluding Physical Capability) and eleven of the TDF domains influenced behavioural science use, with "Social influences" and "Knowledge" being the most prominent. Discussion: Use of behavioural science within local authority public health practice is limited and inconsistent. For it to be successfully implemented, there must be an understanding of its role and value, alongside strategies to overcome a translational gap from theory to practice. Public health teams would benefit from protected time to enable application and strategies to break old habits of using a common-sense approach. System-wide buy-in, particularly related to senior leadership and system partners is needed, which would benefit from organisational and political culture change. Training opportunities, practical resources and expert in-house support should be considered a priority across public health teams.

Ciencias de la Conducta , Salud Pública , Humanos , Femenino , Liderazgo , Reino Unido , Inglaterra
Can Fam Physician ; 68(11): 829-835, 2022 11.
Artículo en Inglés | MEDLINE | ID: mdl-36376035


PROBLEM ADDRESSED: While the home-based primary care model offers potential patient and system-level benefits, implementation of interprofessional home-based primary care teams has not been widespread. When caring for homebound patients, family physicians are often not included as regular contributors or participants in the team that coordinates and plans much of the care for these patients. OBJECTIVE OF PROGRAM: To describe a selection of home-based primary care practices and to identify barriers to and facilitators of the creation and sustainability of these models within the publicly funded health care system. PROGRAM DESCRIPTION: Five existing home-based primary care practices were examined: 1 each in Victoria and Vancouver in BC; 1 in Winnipeg, Man; and 2 in Toronto, Ont. The research team conducted semistructured team interviews, interviews with the physician leads, and informal observation of elements of team-based care planning at these 5 sites. From these sources, descriptions of each practice were developed in terms of practice history, context, and initiating factors; practice goals and performance management; and practice design elements, including target population, referral sources, and team composition. A qualitative thematic content analysis was used to extract and distil implementation barriers and facilitators across the 5 practices. Members of each practice team validated the interpretation of thematic information. Substantial heterogeneity was found in the composition of the interprofessional teams. The overarching initiating factor for the home-based component of all practices could be described as identifying and addressing unmet community need. Physician leadership, creative funding models, team camaraderie, and community partnerships were the main facilitators. Limited health system support, geography, and lack of existing models of care were the main barriers. CONCLUSION: Substantial barriers to wider implementation of home-based primary care practices persist. Examination of existing practices identifies the importance of physician leadership and commitment to meeting community need.

Personas Imposibilitadas , Atención Primaria de Salud , Humanos , Masculino , Anciano , Médicos de Familia , Canadá , Liderazgo , Grupo de Atención al Paciente , Investigación Cualitativa
BMC Med Educ ; 22(1): 788, 2022 Nov 14.
Artículo en Inglés | MEDLINE | ID: mdl-36376900


BACKGROUND AND OBJECTIVES: The purpose of this study was to determine the outcomes of a two- week US-Sino Family Medicine Leadership Symposium for medical educators from China and how participants have integrated their learning into their teaching and practice of medicine. METHODS: Teaching topics emphasized principles of family medicine, teaching methods, assessment, and curriculum development. Each cohort received a wide range of practical, didactic and hands-on learning experiences. Online surveys were distributed anonymously to participants from the 2013-2019 cohorts to assess learner opinion and learner behavior change as a result of the leadership symposium. Quantitative measures assessed their level of integration of the topics into teaching and clinical practice and their satisfaction in the areas of teaching and leadership. They were also asked to provide qualitative feedback regarding incorporation of the content into their work. RESULTS: The survey response rate was 47.6% (39/82). Respondents stated that they incorporated topics such as basic interviewing skills and information on the patient-centered medical home into their teaching in China. The most applied clinical skills they were able to incorporate into their clinical environment in China included: Breaking Bad News, Simulations Sessions with practice, One-Minute Preceptor, and Interprofessional Education. CONCLUSIONS: Results indicate that participants have demonstrated behavior changes that have led to the incorporation of the content into teaching and clinical practice. We demonstrated effectiveness of the curriculum in cultivating the teaching and practice of family medicine. The program appears to be a positive experience that has led to embracement of the roles as trainer and leader. 100% of the participants who completed the survey felt that the program improved patient confidence in their ability as a family doctor. Future assessment on barriers to their progress as teachers and leaders in family medicine would be helpful to explore.

Curriculum , Liderazgo , Humanos , Aprendizaje , Competencia Clínica , China , Enseñanza
Health Promot Int ; 37(6)2022 Dec 01.
Artículo en Inglés | MEDLINE | ID: mdl-36367419


Globally health promotion has remained marginalized while biomedical health systems have maintained and even increased their dominance. During 2019-2021 we drew on the local and historical knowledge of actors from multiple sectors through semi-structured interviews and focus groups, to assess the implications of the withdrawal of the state from health promotion in a suburban region of South Australia. Institutional theory enabled in-depth analysis of the ideas, actors, and institutional forces at play in the institutional field, and how these elements come together to maintain the dominance of medicine. We found that the ideas, actors and institutional forces supporting health promotion in the study region have weakened and fragmented. This has happened as biomedicine has increased its dominance in the region's health system, mirroring international trends. The results point to a withdrawal of state and federal governments from health promotion, which has led to severe gaps in leadership and governance, and locally, to a decline in capacity and resources. The state health department reallocated resources to focus on individual behavioural change rather than more structural factors affecting health. While some activities aimed at the social determinants of health or community development strategies remained, these had minimal institutional support. The establishment of a state government wellbeing agency in 2020 prompted an exploration to determine whether the agency and the international wellbeing movement presents an opportunity for a revival of more comprehensive health promotion.

Health promotion has a rich history in South Australia. However, since government withdrew funding and institutional support, health promotion has become increasingly fragmented, unco-ordinated and targeted towards individual behaviour change activities. Analysis of the role of ideas, actors, and institutional forces, such as government policies, found that biomedical approaches to health and health care increasingly dominate the health system and health policy environment in the state and Australia wide. The establishment of a state government wellbeing agency in 2020 prompted optimism from participants that the government may once again take a leadership role in reviving health promotion and prevention strategies.

Política de Salud , Promoción de la Salud , Humanos , Australia del Sur , Gobierno , Liderazgo
Adv Chronic Kidney Dis ; 29(6): 539-545, 2022 Nov.
Artículo en Inglés | MEDLINE | ID: mdl-36371119


An integral part of a physician's practice includes being a leader, especially as there is a strong need for skilled leaders to advocate and navigate patient-centered and organizational outcomes. Nephrologists undertake multiple leadership roles, but dedicated leadership training is lacking in medical and postgraduate education. Given the growing need for physician leaders, practitioners in nephrology and beyond must become better equipped in understanding the role of leadership skills in medical practice. Nephrology and the medical community as a whole should focus on intentional and dedicated leadership in medical education training to better groom physicians for leadership roles. In this paper, we define and discuss the components and styles of leadership. We further propose cognitive models that allow one to apply leadership theory in common practice.

Educación Médica , Médicos , Humanos , Liderazgo
Otolaryngol Clin North Am ; 55(6): 1301-1310, 2022 Dec.
Artículo en Inglés | MEDLINE | ID: mdl-36371142


Patient Safety and Quality Improvement as a formal discipline has become widely established, with hospitals and health systems dedicating significant resources to improvement science. Physicians have leadership potential in quality and safety due to their clinical expertise and influence with both patients and hospital leadership. Success in such a leadership role, however, requires knowledge of the fundamentals of how to navigate an improvement endeavor from inception through implementation, analysis, and sustainment. Herein, the authors introduce the formal process of improvement science, discuss basic principles of change management, and provide a summary of the elements of scholarly writing to facilitate dissemination of knowledge across institutions.

Seguridad del Paciente , Mejoramiento de la Calidad , Humanos , Liderazgo
Leadersh Health Serv (Bradf Engl) ; ahead-of-print(ahead-of-print)2022 11 11.
Artículo en Inglés | MEDLINE | ID: mdl-36350129


PURPOSE: Formal structured leadership training is increasingly incorporated as a regular fixture in developed nations to produce competent leaders to ensure the provision of quality patient care. However, most low- and middle-income countries (LMICs) rely on one-off external training opportunities for selected individuals as they lack the necessary resources to implement long-term training for a wider pool of potential health care leaders. This case study shares the establishment process of the Talent Grooming Programme for technical health care professionals (TGP), a three-year in-house leadership training programme specially targeted at potential health care leaders in Malaysia. DESIGN/METHODOLOGY/APPROACH: This case study aims to share a comprehensive overview of the ideation, conceptualisation and implementation of TGP. The authors also outlined its impact from the individual and organisational perspectives, besides highlighting the lessons learned and recommendations for the way forward. FINDINGS: TGP set out to deliver experiential learning focusing on formal training, workplace experiences, practical reflection and mentoring by supervisors and other esteemed leaders to fulfil the five competency domains of leadership, organisational governance, communication and relationship, professional values and personal values. The successes and challenges in TGP programme delivery, post-training assessment, outcome evaluation and programme sustainability were outlined. PRACTICAL IMPLICATIONS: The authors' experience in setting up TGP provided valuable learning points for other leadership development programme providers. As for any development programme, a continuous evaluation is vital to ensure its relevance and sustainability. ORIGINALITY/VALUE: Certain aspects of TGP establishment can be referenced and modified to adapt to country-specific settings for others to develop similar leadership programme, especially those in LMICs.

Países en Desarrollo , Liderazgo , Humanos , Animales , Aseo Animal , Malasia , Atención a la Salud
Leadersh Health Serv (Bradf Engl) ; ahead-of-print(ahead-of-print)2022 11 11.
Artículo en Inglés | MEDLINE | ID: mdl-36350179


PURPOSE: This study aims to enhance understanding of the collaboration between chairs of nurse councils (CNCs) and members of executive hospital boards (BM) from a relational leadership perspective. DESIGN/METHODOLOGY/APPROACH: The authors used a qualitative and interpretive methodology. The authors study the daily interactions of BM and CNCs of seven Dutch hospitals through a relational leadership lens. The authors used a combination of observations, interviews and document analysis. The author's qualitative analysis was used to grasp the process of collaborating between BM and CNCs. FINDINGS: Knowing each other, relating with and relating to are distinct but intertwined processes that influence the collaboration between BM and CNC. The absence of conflict is also regarded as a finding in this paper. Combined together, they show the importance of a relational process perspective to understand the complexity of collaboration in hospitals. ORIGINALITY/VALUE: Collaboration between professional groups in hospitals is becoming more important due to increasing interdependence. This is a consequence of the complexity in organizing qualitative care. Nevertheless, research on the process of collaborating between nurse councils (NCs) and executive hospital boards is scarce. Furthermore, the understanding of the workings of boards, in general, is limited. The relational process perspective and the combination of observations, interviewing and document analysis proved valuable in this study and is underrepresented in leadership research. This process perspective is a valuable addition to skills- and competencies-focused leadership literature.

Liderazgo , Enfermeras Administradoras , Humanos , Calidad de la Atención de Salud , Hospitales