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EXECUTIVE LEADERSHIP SELF-DEVELOPMENT PLAN

EXECUTIVE LEADERSHIP SELF-DEVELOPMENT PLAN

 EXECUTIVE LEADERSHIP SELF-DEVELOPMENT PLAN

What are the 16 critical competencies for healthcare executives?

The 16 competencies for health care executives explain those areas that health care executives should excel in for competent health care administration practice. General guidelines such as clear communication, trust, ethical leadership, and mentorship help healthcare executives acknowledge that they are the leader at the helm of mobilizing change and leading their healthcare organization toward success. Poor management, ineffective leadership, and unclear directions can have dire consequences for healthcare executives and their healthcare organizations.

For this Assignment, you will complete a self-assessment and self-development plan in relation to the 16 critical competencies for healthcare executives. You will identify your strengths and weaknesses among these 16 competencies and identify opportunities to engage in future professional development.

The Assignment

Appendix B

Sample Self-Development Plan

THINK of A self-development plan as a business plan for your career development. Like a business plan, it should express your desired goals (both short-term and long-term), your objectives, and the resources you need. (Some development plans even include a calculation of return on investment, as anchored to market rates of salaries associated with promotions, although this is not necessary.) All elements of the plan should be specific enough to allow you to self-monitor your progress. The following is a sample outline for a development plan that you can adapt for your own use. A copy may be accessed on the Health Administration Press website: https://www.ache.org/PUBS/dye_garmenappb.pdf.

Name__________________________________

Date__________________________________________

Part 1: Career Goals. In this section, define the direction in which you would like to see your career going. It is often most helpful to have at least three anchors——-three, five, and ten years are used here, but you can select different anchors as you see fit for your circumstances. NOTE: If you are uncertain about your career goals, then identifying them should be your first step.

Answer the following questions for each of the numbered items below: What would you like to be doing, and where would you like to be? What would be your ideal work setting, position, lifestyle, etc.? If you are planning to remain in your current position, how would you improve the way you work or the way your position is structured?

1. Steps I will take to identify my career goals:

What I need to Learn Whom I can learn this from My action plan Due date

—————————- ——————————— ——————– ————–

—————————– ——————————– ——————– —————-

—————————– ——————————- ——————— —————

—————————– ——————————- ——————— —————

—————————— —————————— ——————— —————

2. Three-year goals: ————————————————-

3. Five-year goals________________________________

4. Ten-year goals_________________________________

Part 2: Developmental Needs. In this section, prioritize the developmental steps you will need to take in pursuit of your career goals. NOTE: If you do not have a clear sense of developmental needs, then clarifying them should be your first step.

1. Steps I will take to clarify my developmental needs: _________________________

2. Competencies I need to develop: _______________________________

Competency How I will develop My action plan Due date

__________ _______________ ____________ _________

___________ _______________ ____________ _________

___________ _______________ ____________ __________

____________ _______________ ____________ ___________

Resources

Dye, C. F., & Garman, A. N. (2015). Exceptional leadership: 16 critical competencies for healthcare executives. (2nd ed.). Chicago, IL: Health Administration Press.

  • Appendix B, “Sample Self-Development Plan” (pp. 203–206)

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