Transforming Your Government Healthcare Agency through Leadership Training: A Business Analysis Approach
The Merriam-Webster Dictionary defines leadership as having the capacity to lead. Though modest in theory, the concept of leadership permeates all industries and is a building block for every organization’s success. Too often, however, organizations fail to invest in leadership training.
This is especially true of government healthcare agencies that often fill managerial roles by internal promotion based on skill sets and experience, rather than leadership ability. Largely due to the nature of the healthcare industry where technical aptitude is valued highly, this is not surprising. Often the leaders with the capability to engage employees, encourage quality performance, and drive change are not promoted. Because these leadership qualities are essential to organizational transformation, providing comprehensive leadership training to both clinical and administrative staff is crucial for organizational success in the healthcare field. This is where business analysis can help.
Business analysis, or the practice of enabling change in an organization by defining needs and recommending solutions, can help customize training programs for your organization’s current needs and future goals. Here are a few ways elements of business analysis can be used to analyze your organization for leadership development needs:
- Elicitation and Collaboration: the process of obtaining and reviewing information from stakeholders and other sources. This step confirms the need for leadership training as a project requirement, and provides insight into specific areas where supervisors lack proficiency. Though the process is ongoing, it is especially important to confirm specific training needs at the onset of a project.
Methods such as document analysis, mind mapping, focus groups, surveys, and observation help properly elicit information from stakeholders. Gathering important information at the project start can help you create a tailored leadership training approach. For example, if separate competency deficiencies are discovered between clinical and administrative staff, variations of the training program can be implemented to fit organizational need.
- Requirements Life Cycle Management: the supervision of the strategy, from project inception to completion. This ongoing process traces the relationships between the training program and all other elements of the organizational transformation. Through techniques such as process and scope modeling, it provides ongoing improvement of training throughout the project’s life cycle. Additionally, it confirms with stakeholders that the training is on track.
- Strategy Analysis: the study of how a leadership development program will enhance your organization’s existing needs and future goals. Analyzing current and future environments can reveal how to integrate the leadership training program into your organization’s strategic plan. This process helps uncover any associated risks, which then drive your change management strategy. This ensures smooth incorporation of the training program, using techniques such as business capability analysis, prototyping, and root-cause analysis.
- Requirements Analysis and Design Definition: the creation of a leadership training strategy. Known in the industry as RADD, this multi-tiered process focuses on determining strategy. It includes:
• Verifying specific requirements the program should meet • Ensuring all requirements collectively support one another • Creating and comparing multiple leadership training options
Once RADD is complete, you can determine the best option and move forward with a personalized leadership training program for your organization. Approaches that can help with this complex process include (but are not limited to): risk analysis, surveys, organizational modeling, workshops, and assessment of Key Performance Indicators (KPIs).
- Solution Evaluation: the method used to assess overall performance and value in order to optimize the leadership training program. This process involves measuring and analyzing current performance indicators, identifying barriers, and recommending plans of action to enhance the program, if necessary. It’s important to get feedback from staff and stakeholders during this process to define various strengths and gaps in the current program.
These business analysis elements can work together to develop leadership capacity during organizational transformation, resulting in supervisors who can engage employees, encourage quality performance, and drive change. Especially in the health sector, where the regulations are heavy and the stakes are high, having supervisors with this capacity is immensely important. Inspired leaders can truly transform an organization, as inspired leaders drive inspired organizations.
Once you implement a customized approach, not only will “leadership” go from a buzzword to a valued organization standard, but trained leaders will become the central support system as you move into the future and continue to provide for the health of your customers.