Compare the Leadership Academy Approaches

Question: Discuss about the Compare the Leadership Academy Approaches. Answer: Introduction: Strong leadership is the single most important characteristic for an organization, which drives the well-structured leadership development programs and overall organizational performances, in order to develop strong leaders. In this assignment, two selected health systems are Henry Ford Health System and North Shore-Lij Health System. The Leadership Academy approaches will be compared in between these two healthcare systems. Similarity and difference between the health systems: As per NCHL Best Practices in Healthcare Leadership Academies, 2010, these two healthcare systems have focused on employee retention programs through employee promotion, performance reviews, better goal management and other talent management practices. They differ in terms of Leadership Academy approaches through various ways. For example, in Henry Ford Health System, the leadership approaches are implemented in different years through different programs, like, leadership program, advanced leadership academy, new leader academy, and physician leadership academy. While, in North Shore-LIJ Health System, the Leadership Academy approaches are maintained through developing and nurturing multiple talent pools at different levels of organization, like, executive director pool, associate director pool, black belt pool and high potential pool (Mohanna et al., 2013). Appropriate approach for the organization: According to the author, the most appropriate approach for the organization will be the Leadership Academy approach of North Shore-LIJ Health System. The leadership approaches are based on the employees. In this system, each employee is monitored through repeated and rigorous assessments. The employees have direct communication with the CEO of the organization regarding their efficiencies. Their jobs are designed in such a way that the employees can be upgraded with new perspectives and skills (Lockwood, 2006). Each employee, who is participating in leadership development, has access to mentoring and coaching, in order to pursue a new role in future. In this system, , the Leadership Academy approaches are maintained through developing and nurturing multiple talent pools at different levels of organization, like, executive director pool, associate director pool, black belt pool and high potential pool. The most critical elements of a successful Leadership Development program: There are many critical elements, which are needed to implement a successful Leadership Developmental program. According o the author, certain critical elements are described below (Martin Learmonth, 2012) : Mentoring: In this process, the participants will be skilled under efficient mentors. In Leadership Development program, each employee should have access to mentoring and coaching, in order to pursue a new role in future. Low funding: The fees of the Leadership Development program should be charged as low as possible. It will motivate the employees of the healthcare systems to participate in the large number. This can be achieved through implementing internal faculties and using other online technological resources. Screening and assessments: The screenings and assessments will help to recognize the potentials of the employees. These tests will help to rectify the employees and to upgrade them with efficient skills in future (Law Aquilina, 2013). Measurement of the success of a Leadership Academy: According to the author, the success of a Leadership Academy can be measured through their applications. The employees will be more efficiently skilled and knowledgeable through the successful Leadership Academy approaches (Edmonstone, 2015). The employees of the organizations can take up any type of challenges. The team effectiveness and teamwork will be enhanced through this successful leadership. References: Edmonstone, J. (2015). Developing healthcare leaders and managers: course-based or practice-based?.International Journal of Healthcare,1(1), p9. Law, H., Aquilina, R. (2013). Developing a healthcare leadership coaching model using action research and systems approachesa case study: Implementing an executive coaching programme to support nurse managers in achieving organisational objectives in Malta.International Coaching Psychology Review,8(1), 54-71. Lockwood, N. R. (2006). Leadership development: Optimizing human capital for business success.HR Magazine,51(12), A1. Martin, G. P., Learmonth, M. (2012). A critical account of the rise and spread of leadership: the case of UK healthcare.Social science medicine,74(3), 281-288. Mohanna, K., Nicol, E., Cowpe, J. (2013). Education and training for healthcare leadership.Education for primary care: an official publication of the Association of Course Organisers, National Association of GP Tutors, World Organisation of Family Doctors,24(1), 77. NCHL Best Practices in Healthcare Leadership Academies. (2010) (1st ed.).