::written circa. Fall 2013.
Taking over an elected role, as the student body president back in medical school, at first I was not as hopeful as I thought it would be. The empowering overcast on finances, community outreach programs, student organizations, and after-school academic programs, negatively affected the population in various imaginative ways: socially, psychologically, physically, etc. However, as I reflect back upon those days, with the help of an amazing team of individuals, I reminisce on a time of innovation, unity, growth, and a brighter future.
In healthcare, possessing the quality of innovation creates the groundwork of an extraordinary journey. Having the ability to adjust, spark new ideas, face new problems, and creatively think for the greater good of society is the hallmark foundation to the birth of a health administrative leader. As a student of medicine, medical professional and a greater fool, I believe it is my responsibility to invest, improve and educate myself to become a greater leader. This belief is not only for myself; I am highly convinced that it should be a necessity to pursue, in each and every medical professional. As a result, one day we can rise as a unit, to reach the common goal of improving the quality healthcare that will benefit the whole world.
Aspiring to the Scholar-Practitioner Model, I am highly convinced that I will be able to pursue my personal goals. My personal goals are to educate myself, to compare and contrast the grand array of healthcare policy models offered between nations. I would like to embed myself with other health administrative scholars, in order to inspire or be inspired, influence or be influenced, and remain current on relevant topics, in a society of peers. I plan to utilize what I learn, not only to stay competitive in our job market, but also to offer an innovative edge to the improvement of healthcare. As I take my first steps into this path of self-improvement, unbiased and with an opened mind, I seek and hope to find out new aspects of myself that I have never known. I hope to aspire to new ideas, concepts, and theories.
Among the many roles and responsibilities of a healthcare manager, (1) talent management, (2) ensuring high performance, (3) succession planning, and (4) healthcare policy, is just a few examples (Buchinder & Shanks, 2012).
Talent management is an aspect of healthcare managing in which appreciates the need for a competitive pool of employees. This competitive pool (of physicians, administrators, nurses, cafeteria staff, etc.) inevitably reflects the internal ground structure to a stable, productive, and high quality healthcare facility. Not only does this role entail being able to find highly motivated, hard-working, charismatic individuals, but healthcare managers must also assess, measure, adapt and maintain the needs of this environment of healthy, productive individuals.
Maintaining productivity, as a unified generalized concept, is the ability to ensure that the performance of a healthcare facility reflects their ability to provide optimal and efficient quality of care. Stemming from this, it is the role of healthcare administrators to regulate and achieve marked set goals and objectives in a timely fashion. It is the responsibility of healthcare managers to ensure, to their consumers, that the facility is substantially resulting to achieve the “pillars of excellence of people, service, quality, finance and growth” (Studer, 2003).
Next, succession planning relates to the ability to ensure that administrative goals and responsibilities can be passed down to future successors. Essentially, this concept will allow the facility to maintain its objective and growth, moving positively forward. It is in the best interest, of succession planning, to ensure that staff members of the facility are able to work their way up through the hierarchical chain of healthcare command. With that said, it is the role of healthcare managers to be able to allocate qualified individuals and/or provide the resources to educate those who want these positions. Organizing junior mentoring programs, in which senior mentors can interactively pass on the ideas of the trade, is just an example of ways to plan for the future (Rollins, 2003).
Lastly, but not limited to, one of the most important roles of healthcare managers is to regulate and enforce appropriate healthcare policy. This means that managers must be able to educate themselves and remain current in internal and external policies of healthcare. And most importantly, they must be able to regulate, enforce and strive that these policies are being met. It is the responsibility of healthcare managers to be knowledgeable on state and federal health administrative policies, in order to have any influential relevance to the facility.
After reviewing some of the roles and responsibilities of healthcare managers, there are many qualities of these individuals that are fundamentally essential. The individual must be able to be organized, time-efficient, strategic, innovative, dominant/affirmative, wise, and knowledgeable, among the many characteristics. Let’s not forget to mention, due to the fact of having to interact with thousands of people a day, the manger must be able to be socially competent, down-to earth, and simply ethically responsible. As a child in the field of healthcare administration, I believe that there is still a vast array of qualities that I can aspire to self-improve on. I hope and plan that through this journey, I will be able to educate myself more on health care policy (federal, state, politically, insurance etc.). Lastly, I wouldn’t mind improving my knowledge more on the aspects of economics and finance, as it pertains to healthcare administration.
Buchbinder, S., Shanks, N. (2012). Introduction to health care management. Burlington, MA. Jones & Barlett Learning, LLC.
Studer, Q. (2003). Hardwiring excellence. Gulf Breeze, FL: Fire Starter.
Rollins, G. (2003). Succession planning: Laying the foundations for smooth transitions and effective leaders. Health Executive, 18, 14-18.