Leadership Action Plan in Healthcare

Selected Issue

  • Poor communication is common in health institutions
  • It disorients nursing care and practice
  • Improper leadership affects the nature of communication
  • Patients will receive inadequate health support
  • Proper strategies are needed in hospitals

Many health institutions fail to deliver high-quality medical services due to poor communication. Patients will fail to record positive outcomes due to the nature of this issue. Evidence-based measures are essential to improve interpersonal communication in different units. The inclusion of such strategies can transform the experiences of more patients.


  • Poor leadership is a contributing factor
  • The absence of effective cultural practices (Harris, 2016).
  • Nurses and healthcare officials lack proper incentives
  • The absence of a code of ethics (Campbell, 2017).
  • Practitioners need to focus on this issue

This problem emerges due to specific factors, such as poor cultural practices, and ineffective leadership. Some nurses also lack adequate skills or support systems. Institutions without proper codes of ethics will be unable to communicate with each other effectively.

Involved People

  • Some leaders fail to empower followers
  • Nurses also fail to support better cultures (Marquis & Huston, 2015).
  • Patients fail to hold caregivers accountable
  • Managers fail to introduce appropriate change
  • Community members usually fail to be involved

The key stakeholders in the development and nature of this problem include patients, nurses, managers, and leaders. Community members might also fail to consider the actions of different units and present new strategies for effective communication.


  • Leaders fail to complete their roles effectively
  • Nurses fail to minimize the problem
  • Patients do not ask the right questions
  • Community members ignore the goals of hospitals
  • These aspects contribute to this issue

Each of the outlined stakeholders contributes significantly to the issue of poor communication. For instance, nurses fail to improve the manner in which they relate with one another. Patients ignore their power to hold caregivers accountable for their actions (Marquis & Huston, 2015). Some leaders do not offer the right support in their units to improve the nature of communication.

Best Solutions

  • Leaders should introduce superior organizational cultures
  • New communications models and practices are necessary (Mayfield & Mayfield, 2017).
  • Teamwork is also an evidence-based strategy
  • Problem-solving measures will always be effective
  • These measures will improve communication practices

Several solutions have the potential to improve the nature of communication and make it possible for more patients to receive high-quality medical services. Firstly, leaders can introduce superior cultures in their units (Harris, 2016). Secondly, they can consider the power of new communication models or practices. Problem-solving strategies and teamwork will transform the situation.

Purpose, Cost, and Desired Outcome

  • These solutions will improve communication practices
  • These are less costly to implement
  • Practitioners will begin to work effectively
  • They will start to communicate efficiently
  • More patients will receive high-quality services

The outlined solutions are evidence-based and easy to implement. They require minimum financial resources to execute and eventually deliver positive results. More practitioners will start to communicate effectively and meet the needs of more patients. A new culture will emerge whereby different workers collaborate to achieve their aims.

One Solution

  • Proper culture is the best solution
  • Nurses will act and communicate effectively
  • This solution is the easiest to implement
  • It also delivers results much faster
  • It remains sustainable and practical for years

The most outstanding solution that can change the current situation is the introduction of a superior culture. This initiative will deliver positive results promptly. More patients will eventually record increased levels of patient satisfaction. A new practice will become part of the facility and eventually make it a leading provider of personalized and high-quality medical services.

Action Plan

  • A new change model will be supportive
  • Leaders will monitor the entire process
  • All caregivers will have to be involved
  • Emerging issues need to be resolved amicably
  • The hospital will eventually promote effective communication

A powerful change model is needed to support this action plan. Leaders in the unit need to monitor the entire strategy. All stakeholders will be included to solve emerging issues and eventually maximize patient satisfaction (Mayfield & Mayfield, 2017). Most nurses and caregivers in the institution will begin to communicate effectively and present timely solutions to all emerging challenges or personal differences.

Issue, Plan, and Outcome

  • Poor staff communication is the selected issue
  • A new change strategy will address it
  • The support of all stakeholders is essential
  • More patients will receive high-quality services
  • Quality improvement will become a reality

The selected issue is that of ineffective staff communication. Different stakeholders will be part of the process, including leaders, nurses, patients, and caregivers. The anticipated outcome is to transform the existing culture and make quality improvement a reality.


  • This exercise has improved my competencies
  • I now appreciate the importance of communication
  • I will always meet my patients’ needs
  • Lifelong learning will improve my skills
  • I will eventually become a skilled practitioner

The completed exercise had equipped me with additional skills regarding the importance of effective communication. I will use it in my practice to achieve my aims as a caregiver. I will also engage in lifelong learning to improve my communication and problem-solving competencies.


Campbell, K. N. (2017). History, passion, and performance. Workplace Health & Safety, 65(4), 164-167. Web.

Harris, A. (2016). Nursing to achieve organizational performance: Consider the role of nursing intellectual capital. Healthcare Management Forum, 29(3), 1-13. Web.

Marquis, B. L., & Huston, C. J. (2015). Leadership roles and management functions in nursing: Theory and application (8th ed.). Lippincott, Williams & Wilkins.

Mayfield, J., & Mayfield, M. (2017). Leadership communication: Reflecting, engaging, and innovating. International Journal of Business Communication, 54(1), 3-11. Web.

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NursingBird. (2022, January 28). Leadership Action Plan in Healthcare. Retrieved from https://nursingbird.com/leadership-action-plan-in-healthcare/


NursingBird. (2022, January 28). Leadership Action Plan in Healthcare. https://nursingbird.com/leadership-action-plan-in-healthcare/

Work Cited

"Leadership Action Plan in Healthcare." NursingBird, 28 Jan. 2022, nursingbird.com/leadership-action-plan-in-healthcare/.


NursingBird. (2022) 'Leadership Action Plan in Healthcare'. 28 January.


NursingBird. 2022. "Leadership Action Plan in Healthcare." January 28, 2022. https://nursingbird.com/leadership-action-plan-in-healthcare/.

1. NursingBird. "Leadership Action Plan in Healthcare." January 28, 2022. https://nursingbird.com/leadership-action-plan-in-healthcare/.


NursingBird. "Leadership Action Plan in Healthcare." January 28, 2022. https://nursingbird.com/leadership-action-plan-in-healthcare/.