Fluent Essays

Overview: The project charter provides an overview of the proposed project and is a working plan for how it will be executed. It contains key information including the who, what, when, and where of the project and how it will be conducted. For this assignment, you will use information from the interview you conducted and the template linked in Resources to develop the first part of the project charter for your project. RUNNING HEAD: INTERVIEW AND LEADERSHIP 6 Interview and Leadership Analysis Student Name Course School Date Interview and Leadership Analysis Introduction Leadership is an essential aspect of life regardless of an individual’s background, way of life, and discipline. Leadership enables one to bring a dream into reality. This course introduced me to how people approach leadership and how it adapts to Kouzes and Posners models in the leadership challenge. Within this paper, I will describe what I have learned when evaluating my interview with Mr. Daniel Roth, an Executive Vice President and Chief Clinical Officer with Trinity Health connected to Holy Cross Hospital. While carrying out the interview, I gathered and discovered many leadership skills from him. Based on the research I got from the interview, I will be talking of a variety of content within this paper, including a short description of the primary leadership style of this leader, his roles and responsibilities as it relates to safety, quality, and evidence strategies. Trinity Health mission is to become the national leader in improving the health of their communities and each person they serve. Trinity Health is one of the largest multi-institutional Catholic health care delivery systems in the nation serving people across 22 states. Trinity Health advocates for public policies that promotes care for the common good such as improving health of communities, expanding health care coverage and care, paying for high-value care, and investing in public health (Trinity Health, 2021). Summary of the Interview I had the privilege of interviewing Mr. Daniel Roth on Tuesday, July 27, 2021. Immediately when I reached his office, the environment there made me feel warm and welcomed, thus helping me calm my nerves as I was anxious before. Mr. Roth later joined me, and this interview revealed various things about having many tribulations and trials to having experienced a lot of leadership dynamics. All through the interview, Mr. Roth showed why it is vital for every individual to be on board and have a similar vision. Mr. Roth made it clear on the importance of having a clear and shared vision. According to Mr. Roth it enables the organization to have a strong basis because the confederation of everyone seeing things from the same angle eliminates confusion, frustration, and inconsistencies. Mr. Roth then went ahead to discuss some of the strategies he uses when he identifies a challenge that may prevent progress in terms of being on a similar page. The summary of his approaches recommended facing the problem straightly and asking as many questions as possible to get to the cause of the problem. Using this strategy enables individuals to face the challenge and thus realize the organizations goals. The interview collected enough insight and substance of assessing his leadership style to include his weaknesses and strengths. Reflection During this time, I asked various questions to which I think were answered appropriately from which I was capable of evaluating his leadership style. I first asked Mr. Roth to tell me more about the organizations vision, mission, and core values. Mr. Roth stated various crucial values of this corporation. They included reverence, commitment to those who are poor, safety, justice, stewardship, and integrity. Mr. Roth’s primary leadership style is the democratic style, as he is an empowered leader pushing his team to attain the corporations visions and goals. I also asked about how he monitored the performance of the people he leads. He stated that he carried out annual reviews to all employees, including those who have full-time jobs at the organization and those who work as part-timers. An organization that is run well requires employees who are happy and productive. Annual employee reviews are essential to ensure that they are doing the right thing for the organizations good. An effective performance review is supposed to address the weaknesses and strengths of the employees. According to Mr. Roth, as the organizations Executive Vice President and Chief Clinical Officer, he is required to set goals and objectives that every member should follow in that organization. I think this is a nice idea as it helps all employees to stay motivated thus try to take their creativity to other levels. Mr. Roth also stated he plays a key role in collaboration with the executive team, in the overall development, strategic, service delivery and management of the organization. Mr. Roth also monitored the development of employees and the services they provide their customers with. I highly believe that when working with organization, development and customer services are associated because if an organization contains good customer services, then its growth will be affected positively. Democratic leaders share the data that affects employees in terms of the responsibilities that await them. Before making a final decision, they seek ideas from their employees (Weiss et al., 2019). When this style is used, it can help build trust between the leader and their employees because they feel like being part of the organization, hence being valued. From the conversation I had with Mr. Roth, I noticed that he likes to listen to his team members actively, sets goals, and makes final decisions after considering his employees views from the Chief Clinical Officer aspect. From this, Mr. Roth has various features of a democratic leader, including empowerment of the team members, distribution of responsibility, and assisting team decision-making (Weiss et al., 2019). I firmly believe that the democratic leadership style is advantageous to this organization. It allows the creation and innovation of new solutions that might help solve challenges and issues that may arise at a particular time. When employees have a connection in the places they work, the rates of productivity increase. Democratic leaders are the best as they enable their employees to possess autonomy which offers input past their regular responsibilities. Democratic leaders positively impact an organization because they allow the diversity of ideas; create strong teams, and create an environment conducive to all their customers. After talking to Mr. Roth, I can confidently say he possesses all the leadership skills and features, thus a great leader and an executive director who is competent (Weiss et al., 2019). From the interview, Mr. Roth inspired his team members to have a common vision, and while using this, it encourages them to continue pushing until they reach their goal. From the interview, I learned the importance of feedback and clarity. Clarity does mean not only effective communication but also an individual’s core values. Despite the challenges one might experience as a leader, it is vital to identify the differences between right and wrong because it helps one become a better leader (Boardable. 2021). To exemplify leadership necessitates engagement, listening, evaluation of the circumstance, decision-making, and making new resolutions. Without this, a leader might have strengths that may turn to be either negative or positive. Mr. Roth believed in allowing others to act, which might be a problem. He knew that it was unrealistic to think that one individual could do everything. He would sacrifice himself to be at the organizations offices even when it was impossible because he felt it was his responsibility. He admitted that he would never delegate his duties to someone else in the organization. This was wrong as to strengthen others, one needs to share power and offer choices as t would make an individual feel confident and competent. Vulnerability is exhibited when the delegation of a job is at hand, but its transparency can create room for influence. Teamwork equals dream work, but self-esteem might remain at the same place because it persuades others to trust their capabilities. Therefore when an environment is not created from the trust, the organization can never succeed (Boardable. 2021). In conclusion, leadership includes guiding, motivating, influencing, helping others reach and maintain a shared vision. As a leader, one should be able to help their team members overcome challenges, make the right decisions, and at the same time create unity while trying to intensify diversity in any situation. References Boardable. (2021). A Complete Guide to the Nonprofit Executive Director Role. Retrieved from https://boardable.com/blog/nonprofit-executive-director/ Trinity Health, (2021). Why We Advocate. Retrieved from https://advocacy.trinity-health.org/trinityhealth/?0 Weiss, S. A., Tappen, R. M., & Grimley, K. (2019). Essentials of nursing leadership & management. FA Davis. Project Charter Use this template to develop your project charter, replacing the instructional text in the cells with the required information. Consider making a copy of this template should you require a second look at the instructions. Part 1 General Project Information Project Name Be creative. Use a clever, memorable acronym to identify the project. This will help gain stakeholder buy-in. Executive Sponsors Use initials to list key supporters. Briefly describe why they were chosen (such as fiscal or political support, useful skills such as marketing ability). Department Sponsors List departmental sponsors by initials. Identify their departmental roles and why they were chosen to support this project. Project Aim Describe the overarching aim of the project. Include the goals you intend to accomplish by the end of the project and their impact on systems (such as “decrease the number of patients presenting to the ED without treatment”). Focus Describe the specific strategy of intervention that will be used to achieve the project aim. For the example above, the project focus might be using LEAN methodology to improve hospital throughput. Project Team Title Department Credentials Role Project Manager Include a brief description of the relevant skills and experience that qualify this person to lead the initiative. What is his or her primary organizational role? What other useful qualities might this person leverage as a contributor to this project? Team Members Describe each team member’s primary role in the organization as well as skills or qualifications that could contribute to the project’s success. Stakeholders Stakeholder List titles, categories, or initials of those who will be affected by project outcomes and describe the impact on each individual or group. Remember to include patients and consumers, describing customer satisfaction, safety, and quality outcomes. Part 2 Project Overview Project Description Include concise descriptions of who, what, when, where, and how long. Include a budget estimate if applicable. Describe the problem, how it was diagnosed, and how its solution aligns to strategic priorities. Include a timeline and required resources for the project: staff time, administrative resources, activity sites, and so on. Evidence to Support Need Provide empirical and contextual evidence to support the gap, need, or improvement. Consider primary and secondary data sources, regulatory requirements, clinical practice guidelines, and benchmarking data. Be sure to include proper citations and descriptions of integrity and reliability of any data you provide. Project Purpose/Business Case Describe the business or clinical need this project addresses. What will the change or improvement accomplish and how will it impact consumers, staff, and health care system as a whole? SMART Objectives (Specific, Measurable, Attainable, Relevant, Time-Bound) Provide a concise list of objectives using the SMART model. Deliverables List the specific high-level products or processes to be created, such as training materials, policies, or process improvements. Project Scope Specify clearly what the project will and will not address. Include all relevant people and processes; this is an opportunity to address alignment to strategic organizational goals. Be sure to include a brief discussion of the project’s limitations. Project Milestones Describe specific deliverables for each project phase. For the development and planning stage, team member recruitment from each involved department might be a deliverable, for example. If using PDCA, interim milestones may correspond to completion of different PDCA cycles. Indicate timeframes in terms of number of days, weeks, or months. Identify those responsible for each deliverable. Part 3 SWOT Analysis Strengths Project strengths could include things like executive support or financial resources. Weaknesses Identify at least three potential obstacles to a successful project outcome. Opportunities Note current opportunities to facilitate project success, such as leveraging existing EMP to implement a clinical decision support system. Threats Identify at least three current or future threats to the project’s success, such as increased competition or high staff turnover in the affected department or service line. Known Major Risks Rank the SWOT weaknesses and threats listed above. Identify at least one high risk and discuss how it might be mitigated. Risk Level (Low, Medium, High) Risk Ethical Considerations Taking into account PHI, HIPAA, human subject considerations, equitable care, and IRB oversight, discuss any potential for human rights violations. Note any vulnerable populations involved and plans for equitable subject treatment. Describe data security factors: how data will be accessed and stored, including team members who will have access to personal health data and how it will be safeguarded (such as “Only [X] people will access the EMR”). Constraints List any limits to personnel, funding, scheduling, or other options, such as a predetermined budget, limited staff, or deadline. External Dependencies If the project’s success may depend on external relationships or resources such as personnel, funding, communication channels, or community resources, describe them here. If there are no external dependencies, describe internal support. Communication Strategy Indicate how the project manager will communicate to sponsors, project team, and stakeholders. Describe the means and frequency of communication, including meetings, processes, and tools such as charts, wikis, and dashboards. Proposed Outcomes Metric Outcome Measure Process Measure Countermeasure (optional) What is being measured to determine project success Answers specifically final outcome (“So what?”), such as [X] percent patient satisfaction rate increase Measures supporting final outcome such as compliance, time motion, competency Measures to ensure that there are no negative consequences in other areas Data Collection Plan Describe in detail the data you will collect and analyze to determine project success, including how and when it will be collected per the project milestones described above. Identify those who will collect, analyze, and store the data and address the integrity of the process (will it be done by team members or staff). Explain the integrity of the data sources: will data be collected from the EMR, online survey, or an internally created tool? Describe your plan to handle missing data and where you will securely store the data. Data Collection Tool In Excel, develop a data collection tool, using appropriate headers for columns and rows. Sheet 1: The data collection tool should include at least one filtering application and one analytical function (sum, mean, calculation). Sheet 2: Add dummy data to show the operation above. Sheet 3: Based on the dummy data, create a graphic representation (such as histogram, line graph, bar graph, or pie chart) to show how the data can be displayed and communicated. 1 2 8/11/2021 Project Charter Part 1 Scoring Guide https://courserooma.capella.edu/bbcswebdav/institution/NHS/NHS8040/200700/Scoring_Guides/u05a1_scoring_guide.html 1/2 Project Charter Part 1 Scoring Guide Due Date: End of Unit 5 Percentage of Course Grade: 20\%. CRITERIA NON-PERFORMANCE BASIC PROFICIENT DISTINGUISHED Create an acronym for project name. 15\% Does not create an acronym for project name. Creates an acronym for project name but it is nonsensical, unclear, or irrelevant. Creates an acronym for project name. Creates an original acronym for project name that is clever and relevant. Justify selection of departmental and executive sponsors. 15\% Does not justify selection of departmental and executive sponsors. Explains but does not justify the selection of departmental and executive sponsors. Justify the selection of departmental and executive sponsors. Justifies the selection of departmental and executive sponsors using cogent and succinct reasoning. Describe the overarching aim of a project, including the impact on a process or systems change. 14\% Does not describe the overarching aim of a project, including the impact on a process or systems change. Partially describes the overarching aim of a project, including the impact on a process or systems change. Describes the overarching aim of a project, including the impact on a process or systems change. Describes the overarching aim of a project, including the impact on a process or systems change, connecting the overarching aim to a strategic organizational initiative. Summarize the specific project strategy or intervention that will be used to accomplish the aim. 14\% Does not summarize the specific project strategy or intervention that will be used to accomplish the aim. Summarizes the specific project strategy or intervention that will be used to accomplish the aim but summary lacks detail or omits important information. Summarizes the specific project strategy or intervention that will be used to accomplish the aim. Provides a professional, cohesive summary of the specific project strategy or intervention that will be used to accomplish the aim. Describe the impact the project will have on stakeholders, including safety and quality. 14\% Does not describe the impact the project will have on stakeholders, including safety and quality. Identifies but does not describe the impact the project will have on stakeholders, including safety and quality. Describes the impact the project will have on stakeholders, including safety and quality. Describes and analyzes the impact the project will have on stakeholders, including on safety and quality. Describe how to include the voice of the patient or consumer. 14\% Does not describe how to include the voice of the patient or consumer. Partially describes how to include the voice of the patient or consumer. Describes how to include the voice of the patient or consumer. Provides a professional, cohesive description of how to include the voice of the patient or consumer and includes rationale. 8/11/2021 Project Charter Part 1 Scoring Guide https://courserooma.capella.edu/bbcswebdav/institution/NHS/NHS8040/200700/Scoring_Guides/u05a1_scoring_guide.html 2/2 CRITERIA NON-PERFORMANCE BASIC PROFICIENT DISTINGUISHED Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards. 14\% Does not convey purpose in an appropriate tone and style. Does not incorporate supporting evidence nor adhere to organizational, professional, or scholarly writing standards. Conveys purpose, in an appropriate tone or style. Clear, effective communication is inhibited by insufficient supporting evidence and/or minimal adherence to organizational, professional, or scholarly writing standards. Conveys purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards. Conveys clear purpose, in a tone and style well-suited to the intended audience. Supports assertions, arguments, and conclusions with relevant, credible, and convincing evidence. Exhibits strict and nearly flawless adherence to organizational, professional, and scholarly writing standards, including APA style and formatting.