Strategic Planning

Strategic Planning

Develop a 5–10-year strategic plan for achieving specific health care quality and safety improvements, based on the analysis you completed in Assessment 1. Use either an AI approach or your SWOT analysis and a chosen strategic planning model.

Note: Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.

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Evaluation of strategic choices is important. The methods for selecting strategic alternatives help leaders organize significant issues to support decision making. However, it is important that the techniques do not make the decision. Rather, leaders should use the techniques to reveal the inherent situation and to organize their thought processes. This assessment provides you with an opportunity to evaluate and apply some of the techniques for successful strategy development and implementation.

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 1: Evaluate qualities and skills that promote effective leadership within health care organizations.
  • Evaluate the leadership qualities and skills that will be most important to successfully implementing a strategic plan and sustaining strategic direction.
• Competency 2: Apply strategies to lead high-performing health care teams to meet organizational quality and safety goals.
  • Develop strategic goal statements and outcomes that support the achievement of specific quality and safety improvements for a care setting.
  • Justify the relevance of proposed strategic goals and outcomes in relation to the mission, vision, and values of a care setting.
• Competency 3: Apply cultural, ethical, and regulatory considerations to leadership decision making.
  • Analyze the extent to which strategic goals and outcomes address the use of technology and the ethical, cultural, and regulatory environments.
• Competency 4: Integrate leadership and health care theories into the role of the nurse leader.
  • Explain how relevant leadership and health care theories will be used to help achieve proposed strategic goals and objectives.
• Competency 5: Communicate with stakeholders and constituencies to build collaborative partnerships and create inclusive work environments.
  • Communicate analyses clearly and in a way that demonstrates professionalism and respect for stakeholders and colleagues.
  • Integrate relevant and credible sources of evidence to support assertions, correctly formatting citations and references using APA style.

Suggested Resources

The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The MSN-FP6210: Leadership and Management for Nurse Executives Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.

Strategic Planning

• Centers for Disease Control and Prevention. (2017). Influenza (flu). Retrieved from http://www.cdc.gov/flu/
• Centers for Disease Control and Prevention. (2016). National pandemic strategy. Retrieved from http://www.cdc.gov/flu/pandemic-resources/national-strategy/index.html
• Center for Public Health Systems Sciences. (2012). Strategic planning. Retrieved from https://sustaintool.org/understand/#strategic-planning
  • Provides information on strategic planning and links to additional resources.
• Honigsbaum, M., & Blower, P. (2014). How pandemics spread – Mark Honigsbaum [Video]. Retrieved from http://ed.ted.com/lessons/how-pandemics-spread
• de Paula Rodríguez Perera, F., & Peiró, M. (2012). Strategic planning in healthcare organizations. Revista Española de Cardiologia, 65(8), 749–754. Retrieved from https://www.revespcardiol.org/en-pdf-S188558571200182X

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Leadership

• Bleich, M. R., & Hessler, C. (2016). Appreciative inquiry and implementation science in leadership development. The Journal of Continuing Education in Nursing, 47(5), 207–209.
• Giltinane, C. L. (2013). Leadership styles and theories. Nursing Standard (through 2013), 27(41), 35–39.
• Grossman, S. C., & Valiga, T. M. (2012). The new leadership challenge: Creating the future of nursing. Philadelphia, PA: F. A. Davis Company.
  • Chapter 4, “Leadership as an Integral Component of a Professional Role.”
    This chapter may help you in evaluating leadership qualities and skills.

Assessment Instructions

Note: You will use your care setting environmental analysis as the basis for developing your strategic plan in this assessment.

Preparation

The feedback you received on your care setting environmental analysis has been positive. Consequently, you have been asked to select one of the potential improvement projects you noted in your analysis and create a full, 5–10-year strategic plan to achieve the desired quality and safety improvement outcomes. You will develop your strategic plan, using either an AI approach (addressing the design stage), or by building on your SWOT analysis and applying a strategic planning model of your choice.

How you structure your plan should be based on whether you are taking an appreciative inquiry approach or using a specific strategic planning model. Regardless of the approach you choose, the requester of the plan has asked that you address the key points outlined below in the strategic plan requirements. In addition, your plan should be 5–8 pages in length.

Note: Remember, you can submit all, or a portion, of your draft plan to Smarthinking for feedback before you submit the final version for this assessment. However, be mindful of the turnaround time for receiving feedback, if you plan on using this free service.

Requirements

Note: The requirements outlined below correspond to the grading criteria in the scoring guide, so at a minimum, be sure to address each point. In addition, you are encouraged to review the performance level descriptions for each criterion to see how your work will be assessed.

Writing, Supporting Evidence, and APA Style

• Write clearly, with professionalism and respect for stakeholders and colleagues.
• Integrate relevant sources of evidence to support your assertions.
  • Cite at least 3–5 sources of scholarly or professional evidence.
• Format your document using APA style. An APA Style Paper Template and associated tutorial, linked in the Resources, are provided for your use. Be sure to include:
  • A title page and reference page. An abstract is not required.
  • A running head on all pages.
  • Appropriate section headings.
  • Properly formatted citations and references.
• Proofread your writing to minimize errors that could distract readers and make it more difficult to focus on the substance of your analysis.

Strategic Plan

• Develop strategic goal statements and outcomes that reflect specific quality and safety improvements for your care setting. You should have at least one short-term goal (just-in-time to one year) and one long-term goal (five years or longer).
  • Determine realistic timelines for achieving your goals.
  • Explain how your short-term goals support your long-term goals.

Note: For plans based on an AI approach, the goal statements and outcomes are provocative propositions that may be refinements of the positive, yet attainable, goals that you proposed during the dream phase of your inquiry. For plans based on a SWOT analysis, the goal statements and outcomes are specific, measurable, and applicable to the area of concern in your analysis for which you proposed pursuing improvements.

• Justify the relevance of your proposed strategic goals and outcomes in relation to the mission, vision, and values of your care setting.
• Analyze the extent to which your strategic goals and outcomes, and your approach to achieving them, address:
  • The ethical environment.
  • The cultural environment.
  • The use of technology.
  • Applicable health care policies, laws, and regulations.
• Explain, in general, how you will use relevant leadership and health care theories to help achieve your proposed strategic goals and outcomes.
  • Consider whether different theories are more applicable to the short-term or long-term goals of your strategic plan.
• Evaluate the leadership qualities and skills that are most important to successfully implementing your proposed plan and sustaining strategic direction.
  • Identify those leadership qualities and skills that are essential to achieving your goals and outcomes and sustaining strategic direction.
  • Identify those leadership qualities and skills that will have the greatest effect on the success of your plan.Appreciative Inquiry

    In the highly unpredictable global business environment, it is quite tempting to approach strategic decision making with a specific goal already in mind. In most cases, these strategies are aimed at mitigating the problems as they are problem-focused. Organizations typically focus on areas that are not working as intended while adopting a root cause mindset only to find themselves faced with a set of different, but related questions down the line. An appreciative inquiry model is one of the critical positive enterprise approaches to development and collective learning (Ruhe, Bobiak, Litaker, Carter, Wu, Schroeder, Zyzanski, Weyer, Werner, Fry, & Stange, 2011). An appreciative inquiry is a collaborative and strength-based approach that aims at changing the organizations and other human systems. One of the fundamental proponents behind the appreciative inquiry is that with time it has come to be increasingly adopted by organizations as to approach changes and growth from a problem-solving perspective. Form appreciative inquiry approach organizations should strongly focus on improving efficiency, surviving, and better performance and not just solving what is wrong, which is a deficit-based approach.

    Appreciative inquiry in health care

    The appreciative inquiry in the health care facility in which I work as a nurse will mainly focus on improving care services, especially to underserved women. The approach will focus on the positive and creativity as the driving forces for an improved future of healthcare services as is described and embraced for execution as an intervention for the achievement of behavioral health change at the individual levels. Guiding proponent for its application with clients is offered with an example of its use demonstrated in improving care services for the women of low economic status in improving their lifestyle.

    Leadership skills to promote effective healthcare

    Some of the qualities and skills that are useful in ensuring there is effective healthcare delivery include: great communication skills, being able to set the vision for the healthcare organization and emotional intelligence skills (Adair, 2016). The leaders should have people management skills which enables them to focus efforts of the healthcare workforce and resources towards a common goal. To make projects a success the leaders must have adequate knowledge and experience in project management such as budgetary skills and effective decision-making skills. Having effective analytical skills enable a leader to effectively analyze all possible alternatives that can make any project successful.

    Strategies for healthcare teams to achieve set goals

    Some of the strategies for ensuring that the healthcare teams are able to meet organizational goals include training them, having effective communication of the goals in an unambiguous manner, motivating the employees such as through adequate remuneration and developing the right organizational culture that fosters creativity and innovation while respecting employees diversity (Drayton, 2019). The SWOT analysis is quite shallow since it does not suggest leadership skills and means of achieving success unlike the appreciative inquiry which majorly focuses on the means of achieving greater competitive advantage in the organization.

    Comparison of AI and SWOT

    Some of the similarities between the appreciative inquiry and the SWOT analysis is that they both have a common goal of easing productivity, performance efficiency and profitability in an organization. However, there are some differences between the two; for instance, the appreciative inquiry majorly focusses on new improvements that can be made within the organization and not necessarily on areas of weakness. Sometimes, areas of weakness can be seen as areas of opportunities for growth and development, which is what SWOT analysis does in comparison. Instead of changing something completely, there could be opportunities for training, reeducation, getting staff feedback and buy-in.

    Appreciative inquiry in health care

    The appreciative inquiry in the health care facility in which I work as a nurse will mainly focus on improving care services, especially to underserved women. The approach will focus on the positive and creative as the driving forces for an improved future of the healthcare services as is described and embraced for execution as an intervention for the achievement of behavioral health change at the individual levels. Guiding proponent for its application with clients is offered with an example of its use demonstrated in improving care services for the black American woman of low economic status in improving her lifestyle.

    New ways to deal with well-being conduct change are required. In general, there has been restricted viability of mediations in delivering enduring well-being to conduct change. At best, well-being experts have had just insignificant accomplishments at helping people to receive and continue robust lifestyles (50Minutes, 2015). Current well-being conduct change models are manufactured predominately on ways of thinking that propose that not utilizing specific conduct is a deficiency or an issue to be solved. This article portrays another thoughtful way to deal with advanced well-being conduct change dependent on thankful request (AI), an insistence procedure of hierarchical change that centers on the constructive and inventive as a power for an increasingly useful future. We likewise investigate how it may be adjusted from authoritative change to singular change in social insurance (Moore, 2019). A case of its application is delineated in a thoughtful restorative discussion with an African American lady of low-financial status who is endeavoring to build the way of life practice following a cardiovascular occasion. The difficulties and issues related to the improvement of AI as a well-being conduct change intercession approach are examined.

    Some of the components of this appreciative inquiry will include a discovery which will involve the determination of when our healthcare facility has been performing to its best in the offering of services to the minorities in America. In this phase, we will discover various aspects characterizing these stories, such as their innovative features. The next phase will be a dream phase. This phase will encompass critical thinking on what we would like the future organization to look like, how we would like our leaders, employees, their behaviors, the physical resources and technologies in our health care facility to work in collaboration towards the improvement in our healthcare service delivery. In this phase, the team will create a vision for the future state desirable for the organization, which has to be invigorating and inspiring, something that we genuinely want. Having developed a clear vision, the next phase will be to design the future. We will determine the steps that we need to implement today to achieve the set vision (Snelling, 2012). In this stage, the team member has to get as strategic as possible through the creation of models and prototypes of multiple elements of the future mapping steps. Identification of required resources and skills while engaging the support of others is significant in this stage of the appreciative inquiry.

    SWOT Analysis for the Appreciative Inquiry and the Healthcare Facility

    Some of the strengths of our care facility that will make the appreciative inquiry a success include the availability of skilled and internal teams who are dedicated to research and analytics coupled with highly qualified medical personnel. We are also well equipped with modern medical equipment and a well-equipped medical facility. Some of the central areas of weaknesses in the care management that may deter success of appreciative inquiry includes insufficiencies in management training. Lack of adequate funds to support the training programs. There is a case of high staff turnover which adversely affects the level of collaboration in the care management coupled with the poor geographical location of the facility, making it not easily accessible for the clients.

    Some of the available opportunities for care management include collaborating with various healthcare organizations to increase the flow of knowledge (Snelling, 2012). Development of healthcare programs and initiatives that will drive more community outreach while creating mentor programs. The healthcare facility will consider increasing the funding for the analytics and researching teams while motivating them to be creative and innovative. Some of the threats to the successful execution of this appreciative inquiry would include the economic and political insecurity, such as frequent changes in medical regulations that can adversely affect the care sector (Moore, 2019). The policy and legislative alteration would often lead to budget deficits. We cannot understate the impacts of changes in technology with the emergence of new technologies that the team members may be unable to embrace in the plans, hence, the care management may lag. Increased competition in the healthcare sectors is a significant threat to the success of the firms majorly form the more extensive facilities and new entrants.

    Conclusion

    In conclusion, the appreciative inquiry is critical to enabling organizations to focus on crucial strategic approaches that will improve performance efficacies and productivity rather than overly focusing on the areas of failure. Appreciative inquiry is, therefore, a stepping stone that will increase a firm’s competitiveness and hence, should be adopted not only by healthcare management organizations but also by other firms.

    References

    50Minutes (2015). The SWOT Analysis: A key tool for developing your business strategy

    Ruhe, M. C., Bobiak, S. N., Litaker, D., Carter, C. A., Wu, L., Schroeder, C., Zyzanski, S. J., Weyer, S. M., Werner, J. J., Fry, R. E., & Stange, K. C. (2011). Appreciative Inquiry for quality improvement in primary care practices. Quality management in health care, 20(1), 37–48.

    Snelling, J. (2012). The influence of the SWOT analysis in organizational development strategic planning. GRIN Verlag.

    Moore, C. (2019). What is appreciative inquiry? A brief history & real life examples. https://positivepsychology.com/appreciative-inquiry/

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