Communication Tools to Enhance Feedback

Executive Decision Document: Boldly Go

Problems/Issues

CEO Walsh was faced with the challenge of integrating and embedding the values that had helped her drive change and foster collaboration within Providence and with its key partners. Additionally, she needed to find ways to sustain positive change at Providence Healthcare through her values-based leadership and win the support of key stakeholders.

Possible Solutions

One possible solution may involve creating an organizational culture based on the core values of Providence Healthcare and developing a strategy to communicate these values to all stakeholders. This could include the use of internal communication tools such as newsletters, meetings and training sessions. Additionally, Walsh could create incentives for staff to live out their values, such as recognition programs or awards, which would facilitate the promotion of positive morale and camaraderie.

Other solutions were to emphasize collaboration, build trust, and establish accountability via the new Leadership Development Initiative (Weil & Reddin, 2017). As CEO Walsh could lead and manage change through active participation and through the launching of special campaigns, with an emphasis on Transformation by Design (Weil & Reddin, 2017). Plus, Walsh could leverage existing communication tools as well as create new ways to make sure all stakeholders are informed, up to date, and on the same page. Along with this, Walsh could introduce a system of feedback to ensure that employees are held accountable for living out the values of Providence Healthcare and that progress is monitored and evaluated.

Recommended Solutions

Walsh should create an organizational culture based on the core values of Providence Healthcare, and develop a strategy to communicate these values to all stakeholders. The strategy should include the use of internal communication tools such as newsletters, meetings and training sessions. In addition, Walsh should create incentives for staff to live out their values, such as recognition programs or awards. She should also use the Leadership Development Institute, which would emphasize collaboration and provide a forum for developing relationships and sharing best practices among leaders. It would also be important to obtain feedback so that everyone remains engaged and informed throughout the change management process (Weil & Reddin, 2017). Finally, Walsh should introduce a system of feedback to ensure that employees are held accountable for living out the values of Providence Healthcare and that progress is monitored and evaluated.

Expected Outcomes

It is expected that by creating an organizational culture based on the values of Providence Healthcare, and by developing a strategy to effectively communicate these values to all stakeholders, Walsh will be able to successfully embed her values-based leadership and foster collaboration within the organization. It is expected that the Leadership Development Institute will facilitate the development of relationships and enable the sharing of best practices among leaders. Furthermore, it is expected that this will lead to positive change at Providence Healthcare and win the support of key stakeholders into the future. Finally, the feedback system will ensure that employees are held accountable for living out the values of Providence Healthcare and that progress is monitored and evaluated, ensuring additionally that all stakeholders are abreast of how well initiatives are being implemented and whether more changes will be needed or should be expected.