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Part I: Analyse public health leadership scenario, applying the Australian Health Leadership Framework.IntroductionIn contemporary Public Health, leaders must have influence to drive change. Leadership in Public Health calls for improvements in vision among those leaders in healthcare from individualistic to broader community approaches to improve health status (Yphantides, Escoboza & Macchione, 2015). Leaders are people with vision and passion to attain personal and organizational task. This essay will critically analyse public health leadership scenario in relation to the Australian Health Leadership Framework, self-assess leadership style and reflect on leadership style by assessing the gaps and planning an action for better outcome.While analyzing Helen’s situation, her capacity to deliver health assistance is in question, in spite, her good reputation, achievements and qualities to be a good leader. Evidence shows excellent leadership will help guarantee a sustainable, equitable and effective health system that meets healthcare needs of all Australians by incorporating Health LEADS Australia for professional development (Australian Nursing & Midwifery Federation, 2013) as a framework to built a strong foundation in leading such organization or community. Health LEADS Australia outlines competences for leaders in all parts of the health system and offers a common language for health sectors all over the country.Challenges: Leads selfSeeks out and takes opportunities for personal developmentAlthough Helen is a qualified medical practitioner, her new senior leadership role implies bigger scope of responsibility. As her role advances she needs to develop her own skills and knowledge that includes a proactive approach in seeking for opportunities to take relevant and effective learning programs. Effective learning includes obtaining feedback on her personal performance from different sources and interpreting what that feedback means for her. Therefore, she needs to make appropriate use of the feedback to progress her own effectiveness.Engages othersStrengthens consumers, colleagues and othersIn Helen’s new role, she will be provided with 10 staff reporting directly to her. This includes: nurses, environment officers, IT support, bio-statisticians and administrator. This implies her ability to develop dynamic relationships across a range of alliance, leading to successful partnership and cooperation within the organization. Therefore, leader who performs collaboratively and inclusively will build an organization that functions similarly. However, in engaging others, trust issue is significant in the organisation to function properly. Achieves outcomesInfluences and communicates the direction“Collaborates with consumers, colleagues and others to identify, influence and set goals that achieve the vision” (Health Workforce Australia, 2013). Since Helen will be working with 10 staff, collaboration is very important within the organization. It includes as many people as possible in making a decision and each member must have control on what they do. The more they own their work, the more excited they’ll be. The more efficient and effective the organization will be, the more effective and efficient you’ll be as a leader. In addition, successful collaboration involves mutual respect from all the members of the group in order to function effectively. As a part of the team, collaboration skills permit members to interface efficiently with the team. For example, open communication among team member to share the information needed to carry out tasks.Drives innovationChampions the need for innovation and improvementHelen was concerned about increase in mortality in the community due to lack of specialist service. She explores and wanted to initiate the possibility of teleconsultations and telesurgery to her colleagues to be able to cater the needs of majority specially the elderly. This means that the potential benefits teleconsultation and telesurgery is that the accessibility of healthcare provider readily available. People in the community don’t need to travel great lengths. Thus, they don’t only save money but most importantly healthcare is conveniently accessible and provide quality care in the community. However, challenges in prescribing medication and patient privacy need to be considered (Shrader & Whitlatch, 2019).Shapes systemsEngages and partners with consumers and communitiesTraditionally, architecture, town planner and policy makers have compelled the agenda for public health initiatives. Now that Helen was nominated as a public officer in the community, she needs to empower the community to take control of their environment as well as involving themselves in policy making. Although, she’s aware that the community is multi-ethnic, diverse and ageing, she needs to involve her constituents in decision making for healthcare delivery, health policy and its improvement. Therefore, consumer participation improves decision-making and improves community satisfaction with services (Health Direct Australia, 2013).Builds alliancesAccording to Edewor & Aluko (2007), as the workforce expand more diverse, pressures over cultural issues are likely to escalate. Cultural conflicts can be energy draining to the people involved, especially minority personnel who are more likely to feel beset by the differences. As a leader, these variations in workforce demographics suggest both opportunities and challenges. Also leaders who disregard demographic forces discover themselves at a competitive disadvantage. Nonetheless, the community that achieves the conditions of a multicultural society will create an environment in which all participants can contribute to their greatest potential, and in which the ‘significant in diversity’ can be fully realized.Part II: Self-assessmentWhether I was born to be a leader or uncomfortable with the function of leader, the need to improve leadership skills carefully is a valuable insight through self-assessment. The leadership framework self-assessment tool helps to examine my traits, skills, abilities, experiences and competencies. I was able to assess my strengths and point out my limitations that need to improve and develop further.Under the leadership framework self-assessment tool, demonstrating personal qualities is considered to be my strength among the seven core leadership domains. To be effective leader self-awareness, how to manage my self, continuing personal development, and acting with integrity are essential component of demonstrating personal qualities because an effective and efficient leader requires strength, abilities and values to attribute to the people. Being self-aware, remain calm under pressure, seek continuous development, and behave in an open, honest and ethical manner are important mechanisms because it helps to develop my potentials and personal growth. Before knowing anyone else, you must know yourself first. You must be aware of your strengths, weaknesses and desires in life. Although, knowing how to be aware of your self is not easy, but one can master a skill, which would help become effective leader. Nonetheless, I was able to determine my weaknesses. According to the leadership framework self-assessment tool, managing services and delivering the strategy needs to be improve for personal development. To address my personal issues, I realize that seeking feedback from others regarding my strengths and most specially my weaknesses is vital. Although, asking feedbacks can be hurtful and I don’t usually enjoy it, but I know that I should try to view criticism as a beneficial feedback to improve myself. I realize that my limitations were holding me back from achieving many great things.Part III: Contextualize, reflect, assess and develop action planIf I were in the case of Helen, I will definitely use my strength in order to evaluate the situation I am into. Recognizing my strength is the best possible way to plan my actions. Identifying my limitations will also be valuable to me in order to reflect and improve weaknesses. Therefore, through formulating Strengths, weaknesses, opportunities and threats (SWOT) analysis and with the use of Leadership Framework Self-assessment tool, I will be able to utilize my strength and develop my limitations. SWOT analysisStrength (internal)Support from the government to fund the projectShared decision making among the staff.Consolidation of organizational resourcesStrength in numbers (e.g. shared responsibilities Teamwork (wider number of alliance) Weaknesses (internal)Limited/lack of knowledge on leadership management and strategies.Insufficient time to have a rigid training to be public health officer.No transitional stage between outgoing and incoming officers.Opportunities (external)Community will benefit as a result of better coordination of the projectIncrease market share opportunities through expansion of scope of strategies among the members of the group like more number of alliance.Threats (external)Policy and legislative restrictionsProvide financial riskNo guarantee of immediate positive result in the project.Trust issues among the member of the group. According to World Health Organization, System Thinking for Public Health System Strengthening suggests a practical approach to strengthen health system from a “system thinking” view. In today’s environment, system thinking is needed as compared on the previous years because of the increasing numbers of complexities in our society. This means that System Thinking approach includes Demonstrating Personal Qualities to deliver high standards of services. This includes: self-awareness, organizing and managing, continuity of personal development and behaving in an open, honest and ethical manner. In addition, the need to engage diverse community in health policy, ensure better inclusion of the community and support the program.Personal Action PlanSpecific Measurable Action Oriented Realistic Time BoundTo be able to grow as a public health officer by attending 2 weeks short term course in Leadership Management. To be able to gain knowledge from my colleagues, policy makers, senior government stakeholders, senior citizens and town planners in my community by asking feedbacks. Choosing appropriate short-term courses that will run for two weeks from Monday to Friday to increase my knowledge and broaden my horizon regarding Leadership Management.Ask for feedback and listen attentively from mentors, colleagues, and elderly in the community, stakeholders and community planners. The government will fund my short-term study. After two weeks of intensive training on Leadership Management, I will be able to demonstrate the capacity to be a good leader by drawing my potentials to lead the team. Prior for my appointment as a Public Health Officer, I will attend a two weeks short course on Leadership Management at the University.ConclusionLeadership framework Health LEADS Australia has been introduced and The Leadership Framework Self-assessment tool has been utilized in delivering high quality service. These tools help to reflect which area of leadership framework needs to improve in the case of Helen as well as personal self-assessment. Health LEADS Australia has five domain components while the Leadership Framework Self-assessment tool comprise of five core leadership domain and two other domains. SMART term was also use in formulating personal action plan as well as SWOT analysis. ReferencesAustralian Nursing & Midwifery Federation (2013). Australian Health Leadership Framework. Retrieved from, P. & Aluko, Y. (2017). Diversity management, challenges and opportunities in multicultural organizations. The International Journal of Diversity in Organisations, Communities & Nations. Retrieved from Direct Australia (2013). Consumer, Carer and Community Participation and Engagement Policy. Retrieved from, S. & Whitlatch, J. (2019). The impact of telemedicine: Bridging the gaps in healthcare delivery while simultaneously being compliant with the law. Retrieved from Health Organisation (2009). System thinking for health system strengthening. Alliance for Health Policy and Sytems Research. Retrieved from, N., Escoboza, S., & Macchione, N. (2015). Leadership in public health: new competencies for the future. Frontiers in public health, 3, 24. doi:10.3389/fpubh.2015.00024