The merging of two major hospitals is a big step that requires the use of effective leadership styles. The leadership approach needs to bring the employees of both the hospitals together to improve the quality and the outcomes of health care (Chesley 2020). The leadership styles that I will use will be transformational, and Leader-Member exchange approaches to bring the employees, leaders and cultures together.
First, I think the transformational leadership style will effectively facilitate a smooth merge of the hospitals (Rinfret et al., 2020). The leaders from both institutions will work together and be the role models for other workers to follow. Also, the leaders will inspire and influence their workers to adhere to the new changes by explaining the benefits of merging the two hospitals. The transformational leadership approach will enable the leaders to establish open communication where the employees can develop better strategies that will enable the organization to merge the two cultures efficiently and improve performance.
Secondly, I think the leader-member exchange (LMX) leadership approach will effectively merge the hospitals (Chesley, 2020). Leaders of the different hospitals have unique relationships with their workers. Each leader should use their relationships with their workers to inspire and influence them to accept the merge.
Merging the two hospitals is a big step that needs strategizing. I would first plan, especially the financial and legal implications. I would hire a professional to help with the merging process because it needs someone with experience (Rinfret et al., 2020). I would involve the employees in the merging process, retain the best practices, policies and merge the two cultures to make sure that the goals of both the hospitals are achieved.
Merging two hospitals require effective leadership styles. I think transformational leadership and leader-member exchange approaches are the best in this scenario. In addition, I would come up with effective strategies to ensure that the merge is efficient and effective to improve performance.
References
Chesley, C. G. (2020). Merging Cultures: Organizational Culture and Leadership in a Health System Merger. Journal of Healthcare Management, 65(2), 135-150.
Rinfret, N., Laplante, J., Lagacé, M. C., Deschamps, C., & Privé, C. (2020). Impacts of Leadership Styles in Health And Social Services: A Case From Quebec Exploring Relationships Between Emotional Intelligence and Transformational Leadership. International Journal of Healthcare Management, 13(Sup1), 329-339.