领导力和高可靠性转型:杜鲁门VA医疗中心的定性研究
Chelsea Leonard1,2, Heather Gilmartin1,3,4, Leigh Starr5
1Denver-Seattle Center of Innovation for Veteran-Centered & Value-Driven Care (COIN), VA Eastern Colorado Healthcare System, Aurora, USA.
概括
杜鲁门VA医疗中心的领导者通过持续的沟通,赋予员工权力以及战略性招聘和培训,维持了高可靠性组织 (HRO) 的转型. 这种方法确保了HRO原则尽管领导层发生了变化,但仍然存在.
科学领域:
- 医疗保健管理的管理
- 组织心理学 组织心理学
- 患者安全 患者安全
背景情况:
- 退伍军人事务部 (VA) 旨在实现高可靠性组织 (HRO) 的地位.
- 维持组织变革,特别是HRO转型,带来了挑战,尤其是领导层转型.
- 杜鲁门退伍军人医疗中心 (VAMC) 试图在执行领导层的变化中保持HRO原则.
研究的目的:
- 了解杜鲁门VAMC的领导人如何保持对HRO转型的忠诚.
- 确定支持持续实施HRO元素的关键领导行动.
主要方法:
- 质量研究涉及16次采访与14位在杜鲁门VAMC的现任和前任领导人.
- 专题分析被用来识别领导者经验中反复出现的模式和主题.
主要成果:
- 领导力通过有意的沟通和模拟HRO原则明显推动了文化变革.
- 领导者赋予前线工作人员权力,通过屈从于他们的专业知识,并允许失败.
- 专注于文化适应的招聘实践和对员工培训的投资对于支持HRO价值观至关重要.
结论:
- 持续的HRO转型需要领导者始终沟通意义,模拟所需的行为,并将失败视为学习机会.
- 开发招聘框架以确定HRO导向性技能和投资于员工发展是必不可少的.
- 连续的执行领导人模拟这些行为对于促进和维持杜鲁门VAMC的HRO转型至关重要.
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