HCAD 670

1. Running head: HEALTHCARE LEADERSHIP INTERVIEW 1
Healthcare Leadership Interview
Modupe Sarratt
University of Maryland University College
HCAD 670 9041
April 8, 2018

2. HEALTHCARE LEADERSHIP INTERVIEW 2
Summary
For the assignment to interview for a leadership style. The expressed purpose of the project is to
give a biography of a leader for an administrator, to conduct an interview for administrator
leadership style, and to provide the analysis of interview, as well to express a personal thought
about leadership. In any system of organization that involves others, someone has to be a leader;
to say, sometimes, a leader is not by choice, a leader qualification is his or her style of
leadership. A leader gives direction to his followers and ensures that they are pulling in the
direction to remind himself that he is on the right track with his follower for them to accomplish
their task is what a leader has to do to "Exhibit right behaviors as a role model for the
organization and learn to communicate with and inspire large groups of people both directly and
indirectly increasing the strength of the teams", is leaders have to be able to manage the
collective efforts of their followers. A leadership style with a good concept and posture of
providing direction, implementing plans, and motivating people in holistic approach include a
leader's physical presence which determines how others perceive a leader in a situation. In a
military field, this attribute includes bearing physical fitness, confidence, and resilience that help
his comrades to conceptualize their leader is fit for the job is a leader's intellectual capacity that
applies to the leader agility, ability, interaction, judgment, tactical and for innovation are the
domains of effective leaders. An authoritative leaders mobilize people toward a vision, an
affiliative leaders create emotional bonds and harmony, a democratic leaders build consensus
through participation, a pacesetting leaders expect excellence and self-direction and a coaching
leaders develop people for the future, leadership is the essence of a leader maturity, experience,
availability of resources to get people to see the benefit in performing for tasks.

3. HEALTHCARE LEADERSHIP INTERVIEW 3
Healthcare Leadership Interview
Introduction
Few industries are as hardly debated or universally needed as much as the healthcare
industry for a variety of reasons to protect the health of an individual, the health of a community,
the health of the country and the health of the nation. Al-Sawai (2013) said this about leadership
and healthcare, “leadership has been described as the behavior of an individual when directing
the activities of a group toward a shared goal. A difficulty when considering the leadership of
healthcare professionals is that most theories were not developed within a healthcare context but
were usually developed for the business setting and then applied to healthcare.” A share notion
that there is no theory that can be formulated for the healthcare industry that intertwines with
medical care and pharmaceutical. However, in any system of organization that involves others,
someone has to be a leader; to say, sometimes, a leader is not by choice, a leader qualification is
his or her style of leadership. The expressed purpose of this project is to give a biography of a
leader for an administrator, to conduct an interview for administrator leadership style, and to
provide the analysis of interview, as well to express a personal thought about leadership.
A biography of leader for an administrator
Mr. Administrator is the local health officer, businessperson, family man and a citizen of
Anne Arundel County that has climbed the ladder from secretary to a president position at the
headquarter for Anne Arundel Health Department, located in Annapolis, the capital of Maryland
State. Mr. Administrator's resume is nothing short of extraordinary. He has the background that
includes a Ph.D. in Public Health, Master of Science in Healthcare Administration, Bachelor in
Business Administration, and Associate degree in Business Management. Aside from Mr.
Administrator’s academic achievements, he has held numerous positions. He is now the

4. HEALTHCARE LEADERSHIP INTERVIEW 4
president, before that, he was the Vice President, an officer and the board members for about 12
years in various healthcare industries. During this time, Mr. Administrator became the recipient
of American College of Healthcare Executive’s Gold Medal Award for demonstrating
outstanding leadership in the healthcare field. He has then resided in his position as the
administrator for health department for more than five years.
Interview with administrator leadership style
File: Leadership Interview
Date: April 6, 2018
Duration: 45 minutes to one hour
Interviewer: My name is Modupe Sarratt; I am majoring in Healthcare Administration. The
leadership interview is to gain experience in the style of leader in the healthcare arena.
Interviewer: Understanding confidentiality in healthcare, what would you like me to call
you?
Respondent: Mr. Administrator and I am the administrator
Interviewer: Mr. Administrator, thank you for taking the time out to answer my questions:
Respondent: No problem and you are welcome
Interviewer: What does leadership mean to you?
Respondent: Belief in yourself to believe others, when they told you they have what it will take
to get the job done, you have no choice but to be there to see them through; for go ahead, I
believe in you is human resources are the taskforce.
Interviewer: What do you consider as your style of leadership?
Respondent: A motivational leadership, I like to motivate people to be all they can be for
themselves, to do what they heart desire is the best bet to accomplish the goals that make them

5. HEALTHCARE LEADERSHIP INTERVIEW 5
happy. A goal can be a task that they wish they can perform to make them happy. A good
philosophy never says no to a desire until you give it a try and never say no to a gift until you
know what it is, as well never refuse an offer if it seems appealing.
Interviewer: What do like about your job?
Respondent: I like the fact that it is a very fast paced job and there is hardly ever a dull
moment. I like the fact that it keeps me busy for a majority of my shift. I just love all the people I
get to meet while doing my job.
Interviewer: What do you think are the most difficult challenges in delivering healthcare
in your job today?
Respondent: I think the most difficult challenges of being the president is number one is to
ensure I am making timely decision to analyze the potential for a problem before it can happen
for making sure I have the right tools to solve the problem if by any chance the problem do
occurs. Also, being on your toes at all times and being able to help at any given notice.
Interviewer: What do you wish you could change about your job or healthcare in general?
Respondent: One of the things I guess I wish we could change would be the laws for the
Affordable Care Acts (ACA) and Health Insurance Portability and Accountability Acts
(HIPAA) to be more flexible with the policy for operation, as well to limit my work hours to 30
hours per week, so that I could have more time to spend at home with my family.
Interviewer: What do you think is the main skills of your leadership? Are you a democrat?
Respondent: having the information for getting involved, and the friendly communication for
delegating a task. I have learned to evaluate subordinate mood for an approach if I suspect that a
worker is not happy to see me; I will make a request that I will like to see you when is onvenient,
let me know when we can have time to talk from heart to heart. Democratic by circumstantial or
contingent on a situation.

6. HEALTHCARE LEADERSHIP INTERVIEW 6
Interviewer: Where will you go from here or where do you see yourself in 5 years?
Respondent: I wish to remain in the position as long as possible and “In five years I hope to
have an even better understanding of healthcare industry. Healthcare is very complex,
fascinating and interesting for adapting to a situation and forecasting the future forinnovation. I
would like to be in the position of influencing policy.
Interviewer: What advice would you give someone planning to enter the health field?
Respondent: I would just basically tell them to follow their heart and keep on working towards
their goals in life. I would tell them to never give up on their goals, and highly suggest not taking
a break during their schooling because it is so hard to go back once you take a break.
Interviewer: Can you give a case scenario for your leadership style that you have
demonstrated in the organization?
Respondent: an administrator cannot achieve much without the help and support of physicians
or providers for teamwork” I have a case where there is a disparity in the manager role and the
clinician role. A clinician has expertise in the clinical domain do not have expertise in
management skills, whereas a medical manager must demonstrate an understanding of and
expertise across a number of management domains, including planning, operations, finance,
information technology and human resources to grant high compensation to the manager role
instead of that of clinician role.
Interviewer: Question: How do you consider treat or any risk involved in your testing worker
for the task, procedure, and strategies?
Respondent: Any risks (financial, material, or human) are documented with care in special
journals which are then distributed among colleagues, senior management, and clients.

7. HEALTHCARE LEADERSHIP INTERVIEW 7
Additional explanations are provided in specially arranged meetings. Any further consultation is
granted if required by any party involved.
Interviewer: What has had the most influence on your thinking about ethics and the impact
it will have on you as a healthcare administrator?
Respondent: inflation, diversity and dealing with the disparity in the workplace will put me in a
bad position to have to suspend amazing coworkers. But the administrator responsibility is to
make the decision that will influence other for bad or good is sometimes you have to do what
you have to do as an administrator, which is making a decision to provide a solution to a
problem.
Interviewer: Leave a legacy: What advice or helpful hints would you give a student who is
thinking of being in your position one day?
Respondent: Come to work every day to learn from your friends, acquaintances, colleagues,
and subordinates. As well be the example of timely performing task. A leader cannot be late or
delay work or never show up for work. To be at work on time for the task is a habit of a good
leader.
Interviewer: What are the techniques that you use to clarify the meaning of unclear
messages? Or how do you maintain a positive discussion?
Respondent: Communication is the flow of information and ideas from one individual to
another. Many problems occur because of people failing to communicate effectively. Faulty
communication is causes of problems and failures.
Interviewer: What advice do you have for me?
Respondent: Be all that you want to be for doing, for communicating, for associating and never
let anyone indicate to you what you should say or do. Be a leader for you that others will follow.

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Interviewer: Mr. Administrator, I have learned a lot from your answers. Thank very much for
giving me the opportunity.
The analysis of the interview
In order to educate other professionals, Mr. Administrator's leadership philosophy has a
rather simple approach. He believes in working on strategic plans and goals of the organization
with other individuals. Essentially, he trains such individuals to achieve their goals first with the
utmost supervision possible. He is a firm believer that anyone even with different backgrounds
can make up a good management team. Needless to say, he will consider candidates from the
financial or technology sector to mold and tailor their abilities to contribute to the healthcare
field. To respond to the Administrator with a personal view that aligned with the approach of
hiring for the diversity of skills. In healthcare sectors for saving lives is about all humans’ skills
and endeavors that seems to be very crucial, especially in a disaster for an emergency. Several
aspects of his leadership are behavioral.
The fact that no one can predict what we happen in a situation, to prepare for the worst is
collaboration for what if this happens or what if this comes about, what can we do as healthcare
professionals to contribute to the welfare of those who may be affected with unforeseeable
situation to suggest there is no room for an authoritarian leadership in healthcare administration.
Although not everyone can be trained to be a healthcare professional to provide a
treatment for patient care, but effective leadership is essential to patient health and safety for the
collaborative of skills of ordinary citizen to the skills of trained professional and to the
innovation of technology are all necessary tools needed for effective and efficient running of any
health organization.

9. HEALTHCARE LEADERSHIP INTERVIEW 9
Mr. Administrator believes in sharing “decision-making abilities” with the group member
and the working physicians. According to him, he believes“the philosophy of member promoting
the interests of the group members by practicing social equality”(Foster, 2002) is crucial to the
success of any position. As stated in his interview, no administrator can achieve much without
the help and support of his or her physician provider, otherwise known as teamwork. As we have
previously explored in the first discussion, Mr. Administrator emphasized the human resource
for taskforce in his interview. The most important feature of this theory is as long as the
employee is successful, the company will also prosper because taskforce “is a temporary
grouping under one leader for the purpose of accomplishing a definite objective”(Merriam-
Webster, n.d).
When pressure if he considered his leadership style to be democratic, he based his beliefs
on the boundaries of democratic tend to be circumscribed by the organization or the group needs
for the instrumental value of people’s attributes for skills and attitude style that encompasses the
notion that everyone by virtue of their status should play a part in the group's decision, however;
the democratic style of leadership still requires guidance and control by a specific measures to
delegate within the group to vote on decisions. To suggest democratic is more to cause a delay in
making a decision and can be the cause of inaction by waiting for a vote.
Research has found that despite the democratic leadership is one of the most effective
leadership styles, it has some potential downside in situations where roles are unclear or time is
the essences, democratic leadership can lead to communication failures and uncompleted
projects. Democratic works best in situations where group members are skilled and eager to
share their knowledge. It is also important to have plenty of time to allow people to contribute,
develop a plan and the vote on the best course of action (Martindale, 2011).

10. HEALTHCARE LEADERSHIP INTERVIEW 10
As such, the employee is treated as more of an asset, rather than an employee. What sets
the tone apart from other theories is the emphasis that is put on the emotional and needs of that
individual. Some obstacles facing today’s administrators are how to reconstruct the healthcare
system and declining workforce. As a leader of the troops he remains important, but when you
are thinking about life and death or the health of the people, you have to know how important
each and every individual is. In the time of sickness, people can depend on the administrators of
the health department to preserve, promote and protect the health of all people who live, work
and play in their community.
Personal Thought of Leadership
To be a good leader first you should learn to value your resources. Leaders who
underestimate the importance of the human resources have lost the first phase of the way and this
applies to every field from business to military and government. That is why great leaders focus
on empowering their followers. A leader gives direction to his followers and ensures that they
are pulling in the direction to remind himself that he is on the right track with his follower for
them to accomplish their task is what a leader has to do to “exhibit right behaviors as a role
model for the organization and learn to communicate with and inspire large groups of people
both directly and indirectly increasing the strength of the teams” (Watkins, 2002), is leaders have
to be able to manage the collective efforts of their followers.
To hope that the innovation for healthcare leader is when the patients are the workers for
physician performance. According to Bass (1985), performance beyond expectation by workers
are the leaders who follow paternalistic style to “individualizing and intellectualizing," coaching
workers. Bass articulates how the leader behaviors of mentoring, developmental orientation, one-
to-one communication, delegation, intellectual stimulation, and attention to individual

11. HEALTHCARE LEADERSHIP INTERVIEW 11
differences and needs (p256) are related to outstanding employee performance and employee
satisfaction for having better organization skills because the paternalistic leader encourages
organization skills that allow the workers to complete tasks so that they can stay on top of their
work.
As well this will also help the worker to be able to accomplish more work in a set time frame,
workers usually complete tasks to boosts self-confidence that makes them want to work harder to
reach a goal and exceed the goal to prove to their boss they are hardworking. Having this style of
leadership can also help to “implement a reward system” The reward system according to Erben,
Guneser, Gul, and Aysel, (2008), will allow “the workers to work even better and harder because
there is something for them at the end of the tunnel" to show that leader appreciation of the
worker increases the worker performance and their desire to please their leader.
A leader is about a style of interpersonal relationship to get a result. Daniel Goleman (2017)
in his article "leadership that gets the result" talk about six style of leadership that is tactical and
technical for effectiveness. A leadership style with a good concept and posture of providing
direction, implementing plans, and motivating people in a holistic approach. The holistic
approach includes a leader's physical presence which determines how others perceive a leader in
a situation. In the military field, this attribute includes bearing physical fitness, confidence, and
resilience that help his comrades to conceptualize their leader is fit for the job is a leader's
intellectual capacity that applies to the leader agility, ability, interaction, judgment, tactical and
for innovation are the domains of effective leaders.
The six style according to Goleman are; (1) coercive leaders demand immediate compliance.
(2) an authoritative leaders mobilize people toward a vision, (3) an affiliative leaders create
emotional bonds and harmony, (4) a democratic leaders build consensus through participation,

12. HEALTHCARE LEADERSHIP INTERVIEW 12
(5) a pacesetting leaders expect excellence and self-direction and (6) a coaching leaders develop
people for the future (p.7), leadership is the essence of a leader maturity, experience, availability
of resources to get people to see the benefit in performing for tasks. To think a leader is a builder
for housing his follower to perform for the task is the ability of a leader to provide the necessary
tools that match for doing tasks. Leadership in an organization is about managing people for
tasks is the very essence of a leader for a vision how to get the people to perform. Therefore, a
leader who can appeal to the people with any style has the potential to be effective, but without
giving the subordinate the good reason and the right tool for a task, the leader is not effective. A
leader is having the right tool that fit for a task with a right attitude that appeal to his subordinate
is the leader effective to lead for to get the job done. Leader style in a situation that fit for a task
is a step forward for a leader effectiveness is a leader who is respected by his subordinate for
listening. Leader style with the right tools, resources, and clear directions that match for doing
tasks is a leader for efficiency or for a good organization.

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References
Al-Sawai, A. (2013). Leadership of healthcare professionals: where do we stand?. Oman medical
journal, 28(4), 285. Retrieved from
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3725246/
Bass, B. M. (1985), Leadership and performance beyond expectations, New York: Free Press.
Retrieved from
http://eds.b.ebscohost.com.ezproxy.umuc.edu/eds/pdfviewer/pdfviewer?vid=5&sid=8b1d
4be2-335d-48d0-aa0e-f5bb4d672efb%40sessionmgr104
Erben, G. S., & Guneser, A. B. (2008). The relationship between paternalistic leadership and
organizational commitment: Investigating the role of climate regarding ethics. Journal of
Business Ethics. 82(4), 955-968.
Foster, D. E. (2002). A Method of Comparing Follower Satisfaction with the Authoritarian,
Democratic, and Laissez-faire Style of Leadership. Communication Teacher. 16(2): 4-6
Goleman, D. (2017).Leadership That Gets Results (Harvard Business Review Classics). Harvard
Business Press.
Martindale, N. (2011). “Leadership Styles: How to handle the different personal”. Strategic
Communication Management. 15(8): 32-35
Watkins, M. D. (2002). How Managers Become Leaders. In Harvard Business Review.