The increasing awareness of patients concerning the quality of service of healthcare providers as well as safety concerns could be regarded as two major factors due to which healthcare centers need to be changed. By all accounts, the patients tend to select hospitals very carefully based on their own prior service experiences as well as on information spread out with the help of media. Another factor that contributes to change in the healthcare industry is the increasing competition between the top quality healthcare service providers. In the past, the competition among the healthcare facilities was not as high as today mainly due to unavailability of the internet and undeveloped state of communication technologies. The hospitals are now able to reach the patients through online advertisements the fact of which is one of the reasons for healthcare industries to provide high level of customer satisfaction through maintaining service quality.

Concerning the strategies which healthcare leaders can employ to successfully lead their learning organizations, the first one would be to encourage staff members to involve themselves in continuous learning; this could be achieved by describing the overall objectives of such an education and stating ideas about how constant academic research could be beneficial for both the employer as well as the employees. The second strategy, which team leaders need to follow, is the conduct of evidence based practice; this strategy implies that staff members should be taught to learn the aspects of their work based on the mistakes encountered in practice rather than in theory. If the staff members were encouraged to try new things without worrying about potential the consequences (degree of seriousness needs to be evaluated by the leader), then the learning culture would truly profit from adequate experiments conducted within healthcare system. Finally, the third strategy that should be employed by healthcare leaders, in order to effectively supervise learning organizations, is realization of such aspects as role assignment and responsibility allocation to staff members based on their personal interest and expertise level.

This strategy would encourage and motivate the employees to actively involve themselves in continuous learning, as it would be their own will instead of mere job requirement that needs to be fulfilled.

Strategies for Developing a Learning Organization The first strategy for efficient development of the managing and medical staff is to promote the concept of collaborative working culture. In other words, the teamwork culture and trust among co-workers should be initiated. Such tactics has become one of the essential needs of learning organizations today. The staff at all levels should be nominated by the relevant departmental heads as well as provided with comprehensive trainings that would assist employees while performing various tasks efficiently based on the newly developed or perfectly polished skill set. Second strategy for the healthcare leaders is to empower departmental heads in management and medical departments. Similarly, nurses should also be empowered to make decisions and carry responsibility for the assigned wards. The empowerment of staff members in various departments would encourage them to learn more about their job aspects resulting in effective education on hand. In addition, the empowerment policy would also make it easier for the leader to evaluate the overall performance of the employees.

Finally, every staff member should be allowed to directly address emerging issues to the team leader or authority representatives at higher hierarchical level of the hospital. Open communication would prevent the staff members from providing any erroneous treatment/medication to the patient, the fact of which will eliminate any possible detrimental effects concerning not only the overall reputation of the healthcare institution but also the health of the patient.

The major obstacle which I can foresee while trying to transform a healthcare organization into a learning institution would be the resistance of staff members to accept changes. Since they have been performing routine tasks for a long time, at first, it might be uncomfortable to adapt to new practices as well as to adjust to different work principles. However, as it was mentioned above, the best strategy to deal with conflicts, which could arise during change management process, is to encourage open communication at all levels. The conflicts could also be avoided by providing timely performance feedback to the staff members so that they do not repeat the mistakes made in the past.

Millie Palmer is a talented writer at https://writer-elite.com/discussion-board-post-writing. She likes to depict his thoughts on paper.