I have identified three strengths of Dr. Hudson and they all align with the transformational leadership theory. The first strength is his ability to change the culture at Swedish. Dr. Hudson took over at a time when morale was low, culture of safety was not functioning properly, reimbursements were down and Swedish was in the midst of layoffs. Dr. Hudson implemented the Swedish 5 Best, which now exemplify the culture of Swedish. He implemented a set of Core Values: Observe. Question. Test. Learn. Coach. Repeat. Improve. Observe a situation, question what the best care pathway is, test the care pathway, learn from the outcomes of care, coach/teach others the best care pathway, continue using best practices and strive to improve them. Everyone
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Hudson’s that aligns with the transformational leadership theory is his ability to empower employees to do their very best individually and as a team. Each caregiver team meets monthly outside of work for a team building exercise. These exercises have inspired changes in how individuals see themselves and the value of each and every team member. According to the article “Are You a Transformational Leader?”, empowerment on all levels is essential to the motivation of the team. “Empowerment makes the subordinate feel valued. Helping people feel that they make a valuable contribution to the organization may be one of the most important elements of the transformational leader” (Bromley & Kirschner, 2007). A key element of empowerment is ensuring that entry-level and senior staff alike are aware of their value, and what they bring to the …show more content…
Hudson inspires employees to do their very best individually and as a team, creating new ideas and solutions to challenges in the organization and furthering the advancement of the mission of the organization. However, he is human and therefore imperfect. The three weaknesses that I have identified of Guy Hudson, MD, are lack of professional oversight, lack of communication to caregivers, and a diminished ability to see reality.
The first weakness of Dr. Hudson is the lack of professional oversight he receives from the physician leaders and Swedish Board of Trustees, which has given him a vast amount of power. Dr. Hudson is a very charismatic leader and is able to inspire others to work toward the vision and goals he’s created. According to Paula Rolfe, nurse and author of “Transformational Leadership Theory: What Every Leader Needs to Know,” “charisma is the most important in transformational leader influence. Charisma used appropriately is very effective but can cause destruction when used inappropriately.”
Dr. Hudson may be tempted to create goals that personally benefit himself, not the mission of Swedish. For instance, if Dr. Hudson decided to give himself and all caregivers an extra week of vacation, Swedish would suffer a loss of productivity, loss of revenue, and patient care would suffer. This would negatively impact the ability of Swedish to
Hudson’s that aligns with the transformational leadership theory is his ability to empower employees to do their very best individually and as a team. Each caregiver team meets monthly outside of work for a team building exercise. These exercises have inspired changes in how individuals see themselves and the value of each and every team member. According to the article “Are You a Transformational Leader?”, empowerment on all levels is essential to the motivation of the team. “Empowerment makes the subordinate feel valued. Helping people feel that they make a valuable contribution to the organization may be one of the most important elements of the transformational leader” (Bromley & Kirschner, 2007). A key element of empowerment is ensuring that entry-level and senior staff alike are aware of their value, and what they bring to the …show more content…
Hudson inspires employees to do their very best individually and as a team, creating new ideas and solutions to challenges in the organization and furthering the advancement of the mission of the organization. However, he is human and therefore imperfect. The three weaknesses that I have identified of Guy Hudson, MD, are lack of professional oversight, lack of communication to caregivers, and a diminished ability to see reality.
The first weakness of Dr. Hudson is the lack of professional oversight he receives from the physician leaders and Swedish Board of Trustees, which has given him a vast amount of power. Dr. Hudson is a very charismatic leader and is able to inspire others to work toward the vision and goals he’s created. According to Paula Rolfe, nurse and author of “Transformational Leadership Theory: What Every Leader Needs to Know,” “charisma is the most important in transformational leader influence. Charisma used appropriately is very effective but can cause destruction when used inappropriately.”
Dr. Hudson may be tempted to create goals that personally benefit himself, not the mission of Swedish. For instance, if Dr. Hudson decided to give himself and all caregivers an extra week of vacation, Swedish would suffer a loss of productivity, loss of revenue, and patient care would suffer. This would negatively impact the ability of Swedish to