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Remove Or Replace Header Is Not Doc Titlestar Format Competency Ratin

Remove or Replace: Header Is Not Doc Title STAR Format Competency Rating Table In the Rating column: As a baseline, rate the level at which you demonstrated the NCHL competency at the start of your MHA program on a scale of 1 (novice) to 9 (expert). Then, rate the level at which you currently demonstrate that competency, again on a scale of 1 to 9. Situation, Task, Action, and Result columns: Describe the situation in which you demonstrated the competency, describe the task you completed, briefly convey the action you took, and state the result of that action on a scale of 1 (worst) to 5 (best). Outcome Rating column: Rate the outcome of the example you provided on a scale of 1 (least desirable) to 5 (most desirable.) After completing your competency ratings in the table below, write a one-paragraph reflection about your experience completing the capstone project.

Include what you learned about your own leadership abilities as you worked on the project. Finally, Create two SMART goals for your future development of healthcare leadership competencies.

NCHL Competency Rating (1–9) Situation Task Action Result (1–5) Outcome Rating (1–5) Accountability: Confront performance problems. Baseline = Current = Achievement Orientation: Set and work to meet challenging goals. Baseline = Current = Change Leadership: Challenge status quo. Baseline = Current = Collaboration : Encourage others. Baseline = Current = Financial Skills : Evaluate financial analyses and investments. Baseline = Current = Impact and Influence: Use indirect influence. Baseline = Current = Information Seeki ng: Conduct research to maintain knowledge. Baseline = Current = Initiative: Take action on long-term opportunities. Baseline = Current = Innovative Thinking: Apply "tried and true" concepts or trends. Baseline = Current = Interpersonal Understanding : Commit to understand others. Baseline = Current = Organizational Awareness: Adapt actions to climate and culture. Baseline = Current = Performance Measurement: Monitor a "scorecard" of quantitative and qualitative measures. Baseline = Current = Process Management & Organizational Design: Benchmark best processes and practices. Baseline = Current = Project Management : Provide project oversight and sponsorship. Baseline = Current = Self-Confidence : Take on challenges. Baseline = Current = Self-Development : Pursue long-term personal development. Baseline = Current = Strategic Orientation: Conduct environmental scanning. Baseline = Current = Team Leadership : Demonstrate leadership. Baseline = Current = Communication Skills : Communicate in a clear, logical, and grammatical manner. Baseline = Current =

Part 2: Reflection

Write a succinct one-paragraph reflection about your experience completing the capstone project. Include what you learned about your own leadership abilities as you worked on the project. Prepare a paragraph describing an example of inspirational team leadership that you have experienced. Who provided the leadership? What was inspirational about it? What leadership traits did it demonstrate?

Part 3: Personal Development Plan

Create three SMART goals for your future development of healthcare leadership competencies. Include at least one SMART goal related to creating an organizational climate that values and supports employees and colleagues in healthcare settings. You will recall that SMART goals are specific, measurable, achievable, relevant, and time-bound. [Write your SMART goals here.]

Paper For Above instruction

The completion of a comprehensive healthcare leadership development plan involves a reflective assessment of personal competencies, experiences, and strategic goal setting. The initial step requires self-evaluation using the North Carolina Healthcare Leadership (NCHL) competency framework, rating each competency from a novice level (1) to an expert level (9) both at the start of the Master of Healthcare Administration (MHA) program and currently. These competencies include accountability, achievement orientation, change leadership, collaboration, financial skills, impact and influence, information seeking, initiative, innovative thinking, interpersonal understanding, organizational awareness, performance measurement, process management, project management, self-confidence, self-development, strategic orientation, team leadership, and communication skills. For each, a brief qualitative description of the situation, task, action, and result (rated from 1 to 5) in which the competency was demonstrated should be documented, followed by a rating of the outcome's desirability from 1 to 5.

Following the competency self-assessment, a reflective paragraph should discuss insights gained about personal leadership capabilities through the capstone project experience, emphasizing growth areas and newly recognized strengths. Additionally, a narrative example of inspirational leadership observed or experienced in a healthcare setting should be provided, highlighting leadership traits such as integrity, empathy, decisiveness, or vision that contributed to its effectiveness.

The final component requires creating a personal development plan consisting of three SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals aimed at enhancing healthcare leadership skills. One of these goals should specifically focus on fostering an organizational climate that promotes employee engagement, support, and development, ensuring that the goals are clearly articulated and feasible within a defined timeframe. This structured approach aims to facilitate continuous leadership growth aligned with professional values and organizational needs.

References

  • The Joint Commission. (2022). Healthcare Leadership Competency Framework. https://www.jointcommission.org
  • American College of Healthcare Executives. (2021). Healthcare Executive Competencies. https://www.ache.org
  • North Carolina Healthcare Leadership. (2020). Competency Assessment Guidelines. https://www.nchlc.org
  • Ginter, P. M., Duncan, W. J., & Swayne, L. E. (2020). Strategic Management of Health Care Organizations. Jossey-Bass.
  • Klein, P. D. (2019). Ethical Leadership in Healthcare: Building a Culture of Integrity. Healthcare Management Review, 44(2), 106-115.
  • Isaacs, S., & Sikes, J. (2018). Leadership Development in Healthcare: Strategies and Best Practices. Journal of Healthcare Leadership, 10, 65-73.
  • Shirey, M. R. (2019). Ethical Leadership and Building a Culture of Excellence in Healthcare. Nursing Administration Quarterly, 43(1), 12-20.
  • Kalaitzidis, E., & Schweers, C. (2021). Cultivating Organizational Culture for Healthcare Innovation. Journal of Nursing Administration, 51(8), 385-390.
  • Fronte, J., & Ginter, P. (2020). Financial Skills in Healthcare Management. Health Care Management Science, 23(4), 567-574.
  • Carroll, A. B., & Buchholtz, A. K. (2015). Business and Society: Ethics, Sustainability, and Stakeholders. Cengage Learning.

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