The Leadership Practice Circle Program: An Evidence-Based Approach to Leadership Development in Healthcare

Taylor-Ford, Rebecca L.; Abell, Donna

doi:10.1016/j.mnl.2014.07.014

Cited by 8 publications

(42 citation statements)

References 14 publications

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“…12 Debono et al (2016) detailed that nursing and unit manager's participation in the Take the Lead (TTL) LDP produced improvements in job performance and leadership skills. 13 Taylor-Ford and Abell (2015) mentioned that the Leadership Practice Circle Program (LPCP) was effective in improving various aspects of leadership competency by building a sense of team and collective vision. 14 The second most prominent beneficial outcome, appearing in 10 of the 23 articles, were that participants were able to gain a greater sense of confidence.…”

Section: Discussionmentioning

confidence: 99%

“…17 Debono et al (2016) stated that participants of Take the Lead program (TTL) helped to improve patient experience while patient satisfaction was reported by the nursing unit to have increased by 40% subsequently after participating in the program. 13 Another positive outcome of these LDPs was increased job satisfaction and positivity after participating in their respective LDP. Employee satisfaction is key for successful organizations while helping to promote the organization.…”

Section: Discussionmentioning

confidence: 99%

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<p>Examining How Formal Leadership Development Programs Positively Influence Hospital Leaders’ Individual Competencies and Organizational Outcomes – An Evidence-Based Literature Review</p>

Flaig

Alam

Huynh

et al. 2020

JHL

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Background: Leadership development programs (LDPs) are known to be educational and valuable, yet time consuming and costly for a healthcare organization and participants alike. This study is aimed to determine the impact that participation in a formal LDP has on hospital managers and leaders' competencies, as well as to identify the positive organizational outcomes that can be achieved. Materials and Methods: We conducted a literature review focusing on hospital managers and leaders who participated in formal LDPs. From there, we extracted data to determine the outcomes achieved by participating in LDPs. Results: The search yielded 7420 articles, of which 23 articles were used for this literature review. Overall, there were a wide range of positive outcomes for participants of LDPs and some outcomes appeared more frequently than others. The beneficial outcome that appeared most frequently was that participants were able to gain knowledge of management and leadership roles and responsibilities which appeared 13 times. An increase in participant's confidence and communication skills appeared 10 times, respectively. The ability to network with others within the organization and an increase in job positivity and satisfaction appeared 7 times each. Discussion: LDPs provided an array of positive outcomes for hospital leaders who had participated. However, there was a lack of studies on the topic and more research is needed in order to have a better understanding of the correlation between LDPs and beneficial organizational outcomes.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

<p>Examining How Formal Leadership Development Programs Positively Influence Hospital Leaders’ Individual Competencies and Organizational Outcomes – An Evidence-Based Literature Review</p>

Flaig

Alam

Huynh

et al. 2020

JHL

View full text Add to dashboard Cite

show abstract

“…NLDPs enhance personal and professional growth for leaders, reduce turnover of managed staff, and further an organizational culture that's supportive of its leadership team. 2,[5][6][7][8][9][10] For example, Taylor-Ford and Abell found savings of $585,000 attributed to the expense reduction of a 10% turnover in assistant nurse managers. 8 Development programs that increase nurse leader retention can give organizations a significant return on investment.…”

Section: Background and Significancementioning

confidence: 99%

“…2,[5][6][7][8][9][10] For example, Taylor-Ford and Abell found savings of $585,000 attributed to the expense reduction of a 10% turnover in assistant nurse managers. 8 Development programs that increase nurse leader retention can give organizations a significant return on investment. In addition, programs to develop high-performing, knowledgeable nurse leaders are directly correlated with improved patient clinical outcomes; employee retention and engagement; and a leader's commitment to their institution's mission, vision, and values.…”

Section: Background and Significancementioning

confidence: 99%

Nurse Leader Development Programs

Salemo,

Fitzpatrick

2023

Nursing Management

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“…Two of the four studies used LEAN (Cookson et al , 2011; Fine et al , 2009), one study used Improving Performance in Practice (IPIP) (Donahue et al , 2013) and another study used the Mentored Implementation Program (MIP) (Maynard et al , 2012). The remaining eight studies (Harris and Ott, 2008; Johnson et al , 2010; Kooker and Kamikawa, 2011; Latham et al , 2008, McNally and Lukens, 2006; Moffatt-Bruce et al , 2014; Stone et al , 2010; Taylor-Ford and Abell, 2015) reported ROI financial metrics (Table III).…”

Section: Objective 3: Roi Determinants (Indicators and Metrics) Used In Evaluative Instrumentsmentioning

confidence: 99%

Return on investment in healthcare leadership development programs

Jeyaraman

Qadar

Wierzbowski

et al. 2017

LHS

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Purpose Strong leadership has been shown to foster change, including loyalty, improved performance and decreased error rates, but there is a dearth of evidence on effectiveness of leadership development programs. To ensure a return on the huge investments made, evidence-based approaches are needed to assess the impact of leadership on health-care establishments. As a part of a pan-Canadian initiative to design an effective evaluative instrument, the purpose of this paper was to identify and summarize evidence on health-care outcomes/return on investment (ROI) indicators and metrics associated with leadership quality, leadership development programs and existing evaluative instruments. Design/methodology/approach The authors performed a scoping review using the Arksey and O'Malley framework, searching eight databases from 2006 through June 2016. Findings Of 11,868 citations screened, the authors included 223 studies reporting on health-care outcomes/ROI indicators and metrics associated with leadership quality (73 studies), leadership development programs (138 studies) and existing evaluative instruments (12 studies). The extracted ROI indicators and metrics have been summarized in detail. Originality/value This review provides a snapshot in time of the current evidence on ROI indicators and metrics associated with leadership. Summarized ROI indicators and metrics can be used to design an effective evaluative instrument to assess the impact of leadership on health-care organizations.

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The Leadership Practice Circle Program: An Evidence-Based Approach to Leadership Development in Healthcare

Cited by 8 publications

References 14 publications

<p>Examining How Formal Leadership Development Programs Positively Influence Hospital Leaders’ Individual Competencies and Organizational Outcomes – An Evidence-Based Literature Review</p>

<p>Examining How Formal Leadership Development Programs Positively Influence Hospital Leaders’ Individual Competencies and Organizational Outcomes – An Evidence-Based Literature Review</p>

Nurse Leader Development Programs

Return on investment in healthcare leadership development programs

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