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Jul 09, 2024

Assignment Task

Introduction

Leadership is considered the procedure to influence others to comprehend and admit what requires to be done and how to perform it, and the procedure to facilitate people and collective attempts to fulfill mutual objectives. There is no doubt that leadership is deemed the most vital contextual force which impacts and forms team performance and eventually leads to the success of the company. It can be said that inspiring leaders are the experts who know how to stimulate and direct the workforce of a company to attain success and influence individuals (Crawford et al. 2020). It is noteworthy that leaders are accountable for the procedure of setting team aims, social impact, structuring, and stimulating team associates with the objective of meeting the team`s motive. It is also true that leaders are deemed as most efficient than managers at the time of the process of change. It is a fact that the major challenge facing healthcare services is to foster cultures that certify the delivery of constantly refining higher quality, secure, and compassionate healthcare (Hookmani et al. 2021). It can be said that leadership is deemed as the stimulating force to share corporate culture and hence certifying the essential leadership behaviors is vital (Madi Odeh et al., 2023). This essay is aimed to provide a critique of leadership theories in relation to change within mental health service provisions named Mind in the UK. Besides, it aims to analyze how leadership impacts the implementation of change in practice.

Key Theories of Leadership in the Context of Effective Delivery of Mental Health Service

Transformational Leadership Theory

Transformational leaders provide their team associates with a clear comprehension of their objectives, and supplementary teams in functioning and attaining such goals. It can be said that improving transformational leadership has the strength to enable the implementation of mental health services and drive corporate change by refining group and corporate willingness for innovation. Also, it is asserted that refining the transformational leadership competencies can enable improvements in patient-centered communication, constancy of care, and interdisciplinary cooperation (Kwan, 2020). A transformational leadership style provides exclusive benefits in the area of mental health and must be henceforth deemed ideal practices for mental health services. By mainly improving the sense that there is meaning in the work that mental health care practitioners are performing, this style of leadership possesses the strength to robustly impact workforce gratification and lessen burnout. Since this can refine psychological welfare, it might further assist clinicians to exercise a greater level of clinical judgment than they might be competent of. It refines the excellence of services that are offered and hence circularly improves the sense that meaningful work is being performed (Farahnak et al., 2020). It can be said that by offering a realistic means of producing constructive role recognition, intrinsic motivation, and individual investment in the workplace, transformational leadership pledges to improve the excellence of services offered while declining unfavorable impacts on the workforce. This style of leadership further surges personal creativity and corporate innovation amongst workforces in certain innovative areas and such advantage might also implement in mental health workers. It is said that more innovative workforces might be more competent to adapt their abilities and techniques to the necessities of individual patients, henceforth resulting in greater excellence of services and superior clinical outcomes (Pearson, 2021).

Participative Leadership Theory

As per this theory, participative leadership indicates the style wherein the leaders ask workers for their viewpoints before taking decisions, delegate decision-making power to juniors in practices and stimulate proactive engagement by workers to make decisions collectively.

The transformational leadership theory indicates the theory of corporate leadership which emphasizes change implementation. It has been found that as a specific kind of group decision, participative leadership might have a fruitful impact on smaller corporate changes. Nevertheless, when confronted with massive corporate changes, workers might be concerned about career risks and might be not interested in smooth corporate change in the procedure of participative decisions (Wang et al., 2022). It has been found that the participative leadership style is deemed vital in a vibrant and unstable mental healthcare setting since such leaders stimulate cooperation and consultation and emphasized problem-solving. Such leaders have the capability to set norms, monitor performances, and take corrective actions. It has been found that participative leadership includes making robust attempts to establish a healthy workplace setting that stimulates workforces to engage in the decision-making procedure and surges their communication level. However, it is asserted that the assistance from topmost leadership is playing an essential role in the delivery of mental health services and reinforces the relationship between administrative workers and patients. This style of leadership diligently intends to play its role to refine service quality in healthcare services (Asif et al., 2019).

Adaptive Leadership Theory

The adaptive (flexible) leadership style is the one wherein focal leaders engaged are perceptive and socially intelligent. The leaders can predict the situation’s requirements and react suitably. Such a leadership style entails dynamic delegation that is found to surge authentic performance and individual knowledge. Nevertheless, it is not likely to facilitate team shared knowledge and team creativity.  It is deemed as a procedure and viewpoint that companies might utilize to effectively adapt to a changing setting. It is said that such a kind of leadership is needed from entire stakeholders in healthcare interfaces entailing caregivers, corporate leaders, patients, and care providers (Santra & Alat, 2022). This leadership style facilitates mental health leaders in the healthcare setting and workforces to establish abilities to support patient-centered care; the know-how, competencies, and actions essential to enable novel activities and supports. It can be said that leadership in the case of mental health services needs collaboration, a readiness to embrace uncertainty, attempt things in a different manner, and adapt as required. It is further said that developing an adaptive capability of a person or team needs expressive conversations to stimulate changes. This style of leadership further enables the leaders to review the goals of mental health care and priorities entailing how to prepare for the forthcoming and what to expect in the disease (Kuluski, Reid & Baker, 2021).

Exemplary Leadership Theory

As per Kouzes and Posner, 5 practices of exemplary leadership entail modeling the way to inspire a shared vision; challenging the process; enabling others to perform; and encouraging the heart. Through modeling the way, the exemplary leader in mental health service can create and model norms of excellence and hence set an instance for others to follow. These leaders have the ability to engage others via open communication, pursuing inputs by asking and responding to questions, offering meaningful feedback, and demonstrating what they learn. Also, exemplary leaders are dedicated and can make a divergence. The professionals in mental health services with exemplary leadership styles are optimistic and positive about the forthcoming, and looking ahead to the forthcoming envisioning as possible (Díaz, Sánchez-Vélez & Santana-Serrano, 2019). Exemplary leaders at entire levels of mental healthcare services play a fundamental role to inspire others to offer competent and sympathetic calming care. They have the capability to willingly identify the contributions of others, and rejoice in successes. By customizing the constant professional development endeavors to individual learning necessities and service urgencies, exemplary leaders in mental health care settings are capable to improve the capacity of teams to offer a calmative approach (Phillips & Agar, 2016).

Personal Leadership Style and Impact on Mental Health Service

The personal leadership style of the leaders of chosen mental health services (Mind UK) is peer leadership.  Peer is described as an equivalent, someone with whom an individual exchanges social similarities while leadership or support indicates the sort of profound experiences of sympathy, stimulation, and help that individuals with shared experiences might provide each other in a reciprocal relation. There is no doubt that peer support is described as the assistance and support which individuals with lived experience of a mental health disease are capable to offer to one another. Such support can include individuals with lived experiences of mental health issues who are skilled and employed to provide assistance to others using mental health services.  The role played by peer leaders at MIND Company is to certify the effectual running of the group which is more than managing and coordinating the team. This might entail numerous diverse activities such as endorsing the team to surge membership, exploring venues, managing funds, and certifying everyone to participate as they desire (Mind, 2023). The peer leaders in this mental health service possess skills in facilitating the group; coordinating activities like booking venues; ensuring each one feels engaged; dealing with disagreements; upholding team agreements and security directions; and more. They utilize communication behaviors helpful to diverse client groups. The peer leadership practices at ‘Mind’ endorse not just awareness of depression, but also pro-social actions associated with the mental health and welfare like how to assist others (Start & Wellesley, 2017). Moreover, it has been asserted that peer support has minimum short-run modest influences on the mental health of individuals with issues. Peer leadership helps mental health patients to increase their physical activities and refined health outcomes. The leaders at ‘Mind’ has developed leadership abilities as an outcome of the independence they are offered for scheduling and managing activities. Nevertheless, they require higher assistance from the lead educators to help them to complete their roles. After gaining confidence, the support is usually withdrawn to offer them with higher ownership of work (Glazzard, Rose & Ogilvie, 2021). The peer leaders are capable of providing the patients with higher social and emotional assistance than older mentors. Moreover, the peers who serve as peer leaders also experience gains in social and emotional development like self-esteem, personal identity, and more. It is perceived that the implementation of peer leadership in the intensive mental health case-handling teams has led to improve activation in respect of know-how, abilities, confidence, and outcomes of managing mental health. Due to this, the patients become healthy, report superior quality of life, involve in more healthcare activities, and report more treatment gratification (Riser et al., 2021). Therefore, the major outcomes of the peer leadership are mainly gauged in respect of service use or patient improvement indicators, it might also enlarge to entail wellness and empowerment for peer leaders who might still be vulnerable and fragile (Shalaby & Agyapong, 2020).

Conclusion

From the above discussion, it can be concluded that the major challenge facing healthcare services is to nurture cultures that ensure the delivery of continuously improving greater quality, safe and compassionate healthcare. Besides, it is concluded that there are different leadership theories and styles in the context of change for the effective delivery of mental health services. These are named transformational leadership; participative style; exemplary style; and adaptive leadership. It is inferred that participative leadership style is deemed vital in a vibrant and unstable mental healthcare setting since such leaders stimulate cooperation and consultation and emphasized problem-solving. Moreover, it infers that the experts in mental health services with exemplary leadership styles are optimistic and positive about the forthcoming, and looking ahead to the forthcoming envisioning as possible. It is also concluded that adaptive leadership needs collaboration, a readiness to embrace uncertainty, attempt things in a different manner, and adapt as required. It is further found that the MIND mental health services in the UK have considered peer leadership style which is effective for the effective delivery of the services. It concludes that peer support has minimum short-run modest influences on the mental health of individuals with issues.

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