Leadership transformation in Queensland Health

IN 2006, QUEENSLAND HEALTH embarked upon a major reform program that included a comprehensive leadership development program for senior leaders, managers and supervisors. The objective was to achieve improvements in the leadership capabilities of key staff that will result in real improvements in workplace culture. The components of the program include: actionlearning leadership development workshops, 360-degree feedback, executive coaching, leadership learning modules and an interactive leadership website. The program is constantly evolving, and implementation commenced in 2007 of a second phase which includes a number of additional initiatives ? an Emerging Clinical Leaders Program, a Top 500 leaders Program, Conflict Resolution Program for Clinicians and a Clinical Network Chairs Leadership Program. Workforce statistics have shown a distinct improvement since the implementation of the program.

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Practising inspired leadership: the use of applied theatre "prophetical" in the Executive Leadership Development Program for Queensland Health

Australian Health Review ◽

10.1071/ah090377 ◽

2009 ◽

Vol 33 (3) ◽

pp. 377 ◽

Cited By ~ 3

Author(s):

Brad C Haseman ◽

Meagan P Crethar ◽

Jan N Phillips ◽

Paul J Stafford

Keyword(s):

Leadership Development ◽

Performance Management ◽

Development Program ◽

Reform Process ◽

Final Report ◽

Performance Management Systems ◽

Queensland Health ◽

Major Reform ◽

Independent Review ◽

And Performance

QUEENSLAND HEALTH as an organisation has been under a great deal of pressure in recent times. On 26 April 2005, the Queensland Government announced an independent review of Queensland Health?s administrative, workforce and performance management systems. The review was established in response to public concern over the safety and quality of the public health system following events that took place at Bundaberg Hospital, particularly the appointment and practices of Dr Jayant Patel. Associated with the Patel case were issues of bullying and intimidatory behaviour at the workplace. In response to the recommendations of the review, Queensland Health embarked upon a major reform program. One of the strategies for driving reform highlighted by the Queensland Health Systems Review final report, September 2005 was leadership development. Strong leadership was identified as vitally important to both drive the reform process and improve workplace culture.

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A Women-Only Leadership Development Program: Facilitating Access to Authority for Women in Swedish Higher Education?

Social Sciences ◽

10.3390/socsci8050137 ◽

2019 ◽

Vol 8 (5) ◽

pp. 137

Author(s):

Helen Peterson

Keyword(s):

Higher Education ◽

Leadership Development ◽

Identity Development ◽

Best Practices ◽

Equal Opportunity ◽

Development Program ◽

Senior Leaders ◽

Leadership Development Program ◽

And Gender

This article explores a national women-only leadership development program in Swedish higher education, the so-called IDAS program (an acronym for Identity, Development, Advancement, Support). IDAS encouraged and supported women academics to pursue leadership/administrative careers in higher education and was a unique intervention, aiming to increase the number of women Rectors. By drawing on interviews with some of the women who participated in the IDAS program and subsequently became Rectors, the article provides a valuable case study over best practices to increase women senior leaders in higher education. Notwithstanding the success of the leadership program, the article also deals with resistance and criticism linked to equal opportunity initiatives such as this. The article analyzes the criticism voiced by the women interviewed and suggests that it can be understood in relation to different conceptions of gender and gender (in)equality.

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Ikenet: Social network analysis of e-mail traffic in the Eisenhower Leadership Development Program

PsycEXTRA Dataset ◽

10.1037/e551922009-001 ◽

2007 ◽

Cited By ~ 3

Author(s):

Ian McCulloh ◽

Grace Garcia ◽

Kelsey Tardieu ◽

Jennifer MacGibbon ◽

Heather Dye ◽

...

Keyword(s):

Social Network ◽

Leadership Development ◽

Social Network Analysis ◽

Network Analysis ◽

Development Program ◽

Leadership Development Program ◽

E Mail

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ANALISIS IMPLEMENTASI PROYEK PERUBAHAN JANGKA MENENGAH ALUMNI PELATIHAN KEMEMIMPINAN TINGKAT IV TAHUN 2017

Jurnal Good Governance ◽

10.32834/gg.v15i2.120 ◽

2020 ◽

Vol 15 (2) ◽

Author(s):

Embung Megasari

Keyword(s):

Leadership Development ◽

Work Teams ◽

Development Program ◽

Medium Term ◽

Internal Factors ◽

Interview Technique ◽

Term Change ◽

Development Change ◽

Change Projects ◽

Leadership Development Program

This study aims to explore the factors of the implementation of Midterm-term Change Project proposed by alumni of Leadership Development Program (Diklatpim) Level held in 2017 in the Riau Province. Data was collected using interview technique and review of related documents. The informants included three parties namely the alumni as the owner of the change project, the alumni superior as the mentor and organizer of the Training. The results showed, from the perspective of implementation, there were internal factors (low willingness, seriousness and motivation, as well as alumni communication with limited work teams) and external (unavailability of IT staff, lack of support for infrastructure and budget facilities, inequality of perception between participants and stakeholders to supporting data, as well as the lack of direct attention of superiors as mentors) which is the cause of the suboptimal implementation of medium-term change projects. This research contributes to efforts to improve the implementation of medium- term change projects through an understanding of the factors that cause the low level of implementation of the project term change in 2017 Riau Province Diklatpim IV alumni.Keywords: leadership development, change project, training evaluation, Riau.

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