Question

Based on the Case below, Write a brief explanation that explains why the case represents its particular ACHE competency domain. (Be sure that the explanation justifies the assigned competency domain based upon the facts and circumstances of the case.)

Case:

Case 3: Leadership

Mrs. Smith knew before any of her staff at General Valley Ob/Gyn that the practice had been sold to the area’s leading health system. The physician-owners of the practice were sure to keep her informed almost from the very beginning of the negotiation for the purchase of the practice. It took three months for all of the elements of the sell to be finalized, but in the end the physicians would become employees of the health system along with Mrs. Smith and any of her staff she deemed appropriate to maintain their positions. She had been in her role as senior practice manger for 15 years and had witnessed this practice become one of the most productive Ob/Gyn businesses in the region with nine practicing physicians and close to 45,000 patients. The practice has relocated three times to accommodate the space needs for this ever increasing volume of business. The original owners, two physicians, had expanded their partnership to three more physicians during this 15 year period. It was no wonder that area health systems were interested pursuing the practice for ownership.

In the end one system offered the most comprehensive package and the most lucrative arrangement for the physician partners over any other offers. But the expectation was that the non-clinical staff under the supervision of Mrs. Smith would remain in place to assure continuity of patient service and satisfaction. Faced with this significant change from a small business that felt like a family operation to a corporate unit within a large health company regarded major leadership on the part of Mrs. Smith. She understood that several of her staff could easily respond to the news that the practice was purchased in a “knee-jerk” fashion and quit on the spot. Any form of walking out would be a serious challenge and certainly if it represented more than one individual in the office personnel. To manage this situation, Mrs. Smith decided to proactively orchestra a change process that would minimize any negative perceptions on the part of staff about this buy-out. She wanted to maintain the trust and loyalty the staff had with her and to orient the staff to the new reality of being employees of a corporate health care company rather than a small business.

Her first task was to develop a clear vision of what this change would mean for people and to know how to answer key questions they would have almost from the moment of being informed of this change. Second, she needed to influence key members of her staff that this was a positive change and one they could embrace. Doing this for a few, well respected employees would allow them to influence the others and help get these folks on board. Finally, Mrs. Smith needed to have all staff members understand this new reality and be able to describe it in their own terms. It had to become personal in a positive way for every office member. Fortunately, Mrs. Smith understood such a process could not happen overnight. She would need to work on this this for a number of weeks if not months to create the buy-in for change that was required. She would also need to spend this much time to assure that people would truly embrace the change and feel that it was to their advantage to support it.

On the day the health system and the physician owners signed the sales agreement, it was almost impossible to see any difference in how the staff was working or handling the patients. They knew that at that moment they were employees of the health system, but they also knew that they understood what that change would mean for them and what the benefits would be. It was a welcome change.

Answer 1

As far as building up your aptitudes in this competency, confided in adored one to help you. Relationship administration, in specific, can include inspecting the manner in which you by and large identify with other individuals as well as experimenting with new and new policies for interfacing with others. This self-assessment can feel both hazardous and sincerely exhausting; in any case, having extra bolster from those you trust won't just assist your advancement procedure however will likewise make it more endurable.

On account of the personal and profoundly relevant nature of this competency, advancement around there is relatively difficult to accomplish through preparing workshops or to enact through formal desires. For people to build up this competency, they should focus on, and assume liability for, their own particular change. With this proviso at the highest of the priority list, associations can help, and consequently additionally advantage, by putting in put some orderly mediations.

This competency promptly supplements most authoritative qualities articulations by concentrating on upgrading work connections, for example, joint effort and cooperation furthermore, building regard. The competency can likewise be woven into the execution evaluation and execution administration procedures to make an express desire that representatives will create and hone correspondence and relationship administration as a feature of their occupations.

Notwithstanding how viably an association deals with the improvement of ability, there are events when pioneers should be gotten all things considered. Notwithstanding another contract's abilities, he otherwise she will come into the association at a relative impediment. The efficiencies that the new individual's companions take for allowed for instance, knowing the perfect individuals to call to complete things must be developed sans preparation, a procedure that regularly takes months. Associations can enable new pioneers to kick off the improvement of these connections by organizing an on-boarding process for their new contracts. The procedure does not should be exceedingly formal or extensive; here and there simply guaranteeing that relationship improvement is an unequivocal desire for another contract's initial couple of months, alongside some dynamic help with influencing these associations, to will go far in inclining up the new contract's viability.

Relationship clashes are an inescapable result of the work of pioneers; effective route of these contentions, then again, isn't inescapable and regularly requires extra work. As pioneers, the greatest extensively documented weight we feel is to move on to the following test without pondering the aftermath from the last. This time weight is regularly utilized as a helpful reason for not tending to the stickier issues of relationship improvement and repair.