Why the Health of Executive Leadership Matters
CEOs are now more in the spotlight than ever before as they navigate a company through an economic crisis. Understanding the principles of leadership can help them navigate today’s challenges. Companies are now even more focused on the Executive Health of the CEOs. We are going to discuss some useful information about the importance of the health of leadership.
Transformative leadership communicates the vision.
Transformative leadership is a style of leadership that communicates a shared vision. This shared vision transcends the individual and is enduring. This style of leadership transforms the organization and its leaders. The vision of an organization is different from the mission, which answers the question, “What is the purpose of your organization?” The vision is a broader, more encompassing picture of the future of an organization.
Leaders use empathy for effective communication.
Transformational leaders use empathy and open lines of communication to engage their followers and inspire them to meet their goals. These leaders recognize and value the unique contributions of their followers. They communicate their vision clearly and concisely, which helps create trust and credibility among their teams. This style of leadership also enables teams to work in a highly focused and creative environment. The transformational leader also creates a culture in which employees are encouraged to ask questions and practice greater autonomy.
Transformative leadership requires a continuous stream of communication. The leader needs to convey a consistent vision for the organization and rally people to act on that vision. Usually, transformational leaders hold weekly meetings to communicate with their workforce and get their feedback. If communication breaks down, employee engagement and enthusiasm will decrease. Transformative leaders also focus on workers’ skills and experiences.
A transformation and healthy leader emphasizes authenticity.
A transformational and healthy leader emphasizes authenticity and pride in the company’s success. Employees feel motivated by leaders who live the culture of the organization and take pride in the company’s accomplishments. While this type of leadership can inspire some employees, it can also lead to low morale. Low morale can be a result of unclear job duties, low communication, and intra-group conflict.
Transformative leaders develop their team members by encouraging their creativity. They also encourage the team to recognize its successes and failures. They also make decisions that benefit the team. They use their keen perception to identify challenges and obstacles that might interfere with their ability to execute their vision. This type of leadership inspires their followers to work together to achieve the goal.
Transformative leaders also have high moral standards. They are perceived as doing the right thing and respecting their followers. They are also known to inspire others by communicating their vision. The followers will buy into the vision if the leader is genuine, passionate, and inspiring. This type of leadership also creates a high level of employee morale, which has a positive impact on the business.
Leaders who practice transformational leadership are visible and influential at all levels of the organization. They model behavior and use language appropriate for the specific people they lead. Successful transformational CEOs have a huge impact on the performance of their companies. In addition to that, they are seen as positive role models by employees.
Transformational leadership also promotes innovation. Transformative leaders empower employees to find their own paths to success and encourage them to use new methods to reach their goals. Employees who follow transformational leaders are intrinsically motivated to achieve their mission, and they have a higher sense of respect for their leader.
Diverse leadership promotes culturally sensitive care.
A key element in promoting culturally sensitive care is diverse leadership. Leaders can create a culturally sensitive work environment by reaching out to members of minority groups and embracing cultural differences. They should learn to use culturally appropriate language and seek feedback from others. They must also be willing to face conflict and discomfort.
Organizational diversity promotes improved patient outcomes. Moreover, it can help eliminate health disparities in minority populations by increasing the number of workers from different backgrounds. Additionally, providing culturally sensitive training to health care providers can enhance community relationships and increase community members’ access to care. Ultimately, diverse health care workers are more responsive to the needs of patients from diverse backgrounds.
The office of Minority Health prioritizes cultural competency issues in health care organizations. It has created fifteen national CLAS standards that aim to advance health equity and improve the quality of health care. In addition, they promote continuous improvement in culturally sensitive care. It is important for healthcare organizations to address the needs of minority communities.
In addition to developing culturally sensitive care, organizations must be equity-minded in hiring practices and create intentional pathways for diverse staff to advance in their organization. They must also establish strong retention practices and invest in professional development and mentoring opportunities for their diverse staff. Lastly, meaningful inclusion of diverse staff requires leaders to listen to their diverse perspectives and honor their diverse expertise. This might require seeking external consultation or forming collaborative relationships with different organizations.
In addition to cultural competency, nurses must also take into account power relations. If they fail to take account of these power relations, their interventions may jeopardize the health and integrity of patients. Cultural safety requires nurses to reflect on their own prejudices and racial privileges.
Moreover, culturally responsive leadership is based on a framework that requires leaders to consider changing needs and expectations of stakeholders from diverse cultures. It incorporates principles from organizational change and systems theory, as well as the literature on cultural humility and cultural competence. This framework allows public sector leaders to pivot, allowing them to adapt to changes in the context.
Cultural competency develops nurses’ competence and enables them to relate to patients better. Patients can be distressed and agitated in a hospital, so having someone on the care team who speaks their language and understands their background can help them to relax and improve their condition. It also promotes better therapy. The goal of culturally competent care is to honor differences and celebrate patient culture.
The Executive Health Doc™, Dr. Shahan Chowdhury, is an executive health professional and concierge medicine pioneer, who is consistently ranked in the top 10% of executive health providers in the United States. Her clinic, Tailored Health, is located in Frisco, TX and empowers senior leaders to become the executives of their own health and long-term well-being.