Introduction
The joint activity of people in health organizations is a source of ensuring their livelihood and the development of society. Both leaders and managers in this sphere may guide an organization to success if supplied with the necessary information and training. A manager is in charge of administering an organization of employees, but a leader organizes people to work together for a better vision. A manager is not always a leader, as is seen in reality (Fraser & Castrucci, 2018). The manager’s position has a proper place in the hierarchy, yet, the leader is established by his connections with the employees, through which he obtains their support and compassion. Leadership and managerial abilities, as well as policy creation, persuasive communication, and systems thinking, are required for effective coalition building and facilitation of strategic debates within and across healthcare sectors (Fraser & Castrucci, 2018). In health organizations, it is not enough to be a manager since combining management and leadership roles is crucial.
Importance of Being Both a Leader and a Manager
Many businesses believe that experience is what makes a good boss. While expertise is essential in management positions, a good people manager – and there may be several spreads across an organization – is someone who is both a manager and a leader and is excellent at integrating the two to achieve a purpose. Leaders and managers may be at opposing ends of the authority scale, yet they are on the same team. Leadership and management must work in tandem. Managers must follow standards, but if they are not motivated by leadership, they will be unable to convey their vision to their employees. A leader who lacks management skills will struggle to make a vision a reality, whereas a manager who lacks leadership skills will struggle to earn the support and trust of their team and will lose engagement (Barcan, 2019). People who excel at their employment are frequently promoted to leadership positions, where they are entrusted with managing a team and are expected to succeed. However, not all people managers are good leaders, and in today’s environment, mobilizing staff and moving a firm ahead requires both.
Leadership in Health Organizations
Managers are in charge of implementing techniques and arranging actions that progress a company toward its goals, while leaders establish those goals. A person’s road to success is considerably apparent when they are intrinsically motivated to become a leader. This individual is more adaptable and driven. Emotional intelligence, or the ability to accurately perceive one’s own and others’ emotions, understand the signals in interpersonal relationships, and manage people’s emotions, are also important criteria for leaders (Paychex, 2022). Leaders establish a company’s general vision, goals, and direction, while managers tackle the details of getting there. Leaders look at the big picture and concentrate on aligning, persuading, and encouraging others to support their vision. They understand how to motivate managers who can facilitate high-performing teams and outcomes. Individuals who can assess organizational strengths and shortcomings, spot possibilities, and even initiate change inside an organization are essential for leadership and corporate success.
Leadership Benefits for Health Organizations
Leaders at various levels of an organization may have somewhat varied tasks and responsibilities. Still, all leaders have the same goal: motivating and encouraging their workforce to contribute to the organization’s success. Employees trust good leaders, which increases employee engagement and fosters a healthy team spirit. This level of job satisfaction in the workforce can enhance staff retention rates and assist healthcare organizations in retaining their top personnel. Furthermore, an organization’s reputation and general success are frequently strongly tied to the quality of its services and how engaged and satisfied its staff is. A team that a good leader leads is more likely to consistently provide high-quality services (Blane, 2021). Strong leaders are able to effectively communicate with their workforce, ensuring that everyone understands their job, duties, and objectives. Therefore, they will establish rules and processes to guarantee that the level of care provided is constantly of high quality.
Conclusion
To summarize, health organizations need managers and leaders to attain their full potential. One cannot exist without the other. It would be extremely difficult to manage a firm comprised entirely of leaders, yet having managers just organize a workflow implies that a lot of work will be done, but the company would never progress. In a people-driven market where a company’s most valuable asset is its workforce, the capacity of those in management roles to manage and lead is critical to success. Management and leadership complement one another, and great people managers will employ both to advance the organization. Leadership has a significant, positive, and direct impact on professional satisfaction, and it can indirectly affect organizational commitment and professional performance through professional satisfaction. The inherent ability to lead cannot be taught; it must emerge spontaneously through time. Everyone hired or promoted to a leadership position must have the knowledge and skills necessary to carry out their responsibilities properly.
References
Barcan, M. (2019). Leadership approaches in health organizations. Journal of Defense Resources Management, 10(2), 180-187. Web.
Blane, P. (2021). Why is leadership important in health and social care? CB Associate Training. Web.
Fraser, M. & Castrucci, B. (2018). Public health leadership and management in the era of public health. Journal of Public Health Management and Practice, 23(1), 90-92.
Paychex (2022). Leadership vs. management: Differences & benefits. Web.