Executive Leadership Research Articles

Organizational conditions that influence work engagement and burnout: A qualitative study of mental health workers.

Objective: Clinician burnout in healthcare is extensive and of growing concern. In mental health and rehabilitation settings, research on interventions to improve burnout and work engagement is limited and rarely addresses organizational drivers of burnout. This study sought to elaborate on the organizational influence of burnout and work engagement in mental health. Methods: We randomly selected 40 mental health clinicians and managers who were participating in a burnout intervention and conducted semi-structured interviews to understand their views of organizational conditions impacting burnout and work engagement. Data were analyzed using a thematic analytical approach. Results: Analyses yielded three major themes where organizational contexts might reduce burnout and increase work engagement: (a) a work culture that prioritizes person-centered care over productivity and other performance metrics, (b) robust management skills and practices to overcome bureaucracy, and (c) opportunities for employee professional development and self-care. Participants also referenced three levels of the organizational context that they believed influenced burnout and work engagement: front-line supervisors and program managers, organizational executive leadership, and the larger health system. Conclusions and Implications for Practice: Findings point to several possible targets of intervention at various organizational levels that could guide the field toward more effective ways to reduce burnout and improve work engagement. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

The ascension of executives' tenure, corporate risk-taking and corporate performance: evidence from Malaysia

PurposeThis study aims to investigate the implication of top executives’ number of years of experience (tenure) on corporate risk-taking behaviour and corporate performance in Malaysian corporations.Design/methodology/approachTo test the hypothesis efficiently, the authors have extracted the data from Bloomberg for 788 listed companies of the Malaysian Stock Exchange. The methodology entails ordinary least squares regressions, quantile regression and dynamic system generalized method of moments model.FindingsFirst, the authors show that executive management tenure has a significant negative relationship with corporate risk-taking. It means that the long-tenured executives tend to undertake less risky strategies and decisions. Second, this study reveals that the longer executive management tenure has a positive relationship with corporate performance. Third, the moderating effect of corporate risk-taking with executive tenure (Tenure dummy*Risk) has a negative relationship with the corporate performance by 1%.Practical implicationsIt implies that the appointment of experienced executive management contributes towards corporate performance directly. However, experienced management trends take less risk, which eventually results in mitigating the corporate performance. On that basis, the findings are significant in highlighting the usefulness of executive leadership term and offers insights to academics, practitioners and policymakers.Originality/valueThis paper is novel since it is unique in evaluating the executive tenure and the preferences to handle risk strategies and how that impact the firm performance.

Risk management factors contributing to transgressions in the procurement practices in South African SOEs

PurposeThe study aims to deepen the understanding of why risk management principles are circumvented, thereby contributing to transgressions in public procurement for South African state-owned enterprises (SOEs). A deeper understanding of why risk management principles are circumvented is especially important in South Africa, given the high social, economic and environmental risks to which national and major SOEs are exposed in the procurement process.Design/methodology/approachThe study uses a qualitative design, based on detailed semi-structured interviews with 19 participants comprising management advisors, forensic investigators and auditors to explore why risk management principles are circumvented by South Africa SOEs.FindingsThe results of the study indicate that the tone that is set at political and executive level plays an important role in determining compliance with risk management principles by lower-level staff. Intense levels of political influence at SOEs are the main reason behind risk management systems being undermined.Originality/valueThe current study is one of the first explorations of why transgressions in public procurement continue to be evident despite risk management reforms being adopted by South Africa public sector. The research responds to the call for more studies on why reforms in South Africa public sector are not reducing transgression in public procurement. The study provides primary evidence on the importance of political and executive leadership in influencing the effectiveness of risk management reforms in the public sector.

Factors affecting primary care implementation for older veterans with multimorbidity in Veterans Health Administration (VA).

To identify factors affecting implementation of Geriatric Patient-Aligned Care Teams (GeriPACTs), a patient-centered medical home model for older adults with complex care needs including multiple chronic conditions (MCC), designed to provide them with comprehensive, managed, and coordinated primary care. Qualitative data were collected from key informants at eight Veterans Health Administration Medical Centers geographically spread across the United States. Guided by the Consolidated Framework for Implementation Research (CFIR), we collected prospective primary data through semi-structured interviews with GeriPACT team members (e.g., physicians, nurses, social workers, pharmacists), leaders (e.g., executive leaders, middle managers), and other staff referring to the program. We conducted in-person, semi-structured interviews with 134 key informants. Interviews were recorded with permission and professionally transcribed. Transcripts were coded in Nvivo 11. We used directed content analysis to identify key factors affecting GeriPACT implementation across sites. Five key factors affected GeriPACT implementation-five CFIR constructs within two CFIR domains. Within the intervention characteristics domain, two constructs emerged, namely, (1) the structure of the GeriPACT model and (2) design, quality, and packaging. Within the inner setting domain, we identified three constructs, namely, (1) available resources (e.g., staffing and space, and infrastructure and information technology), (2) leadership support and engagement, and (3) networks and communications including teamwork, communication, and coordination. Older veterans with MCC have complex primary care needs requiring high levels of care management and coordination. Knowing what key factors affect GeriPACT implementation is critical. Study findings also contribute to the growing implementation science literature on applying CFIR to evaluate factors that affect program implementation, especially to aging research. Further studies on MCC-focused specialty primary care will help facilitate patient-centered care provision for older adults' complex health needs while also leveraging synergistic work across factors affecting implementation.

Leadership, professional quality of life and moral distress during COVID‐19: A mixed‐methods approach

AimTo understand the impact of professional stressors on nurses' and other health care providers' professional quality of life and moral distress as they cared for patients during the COVID‐19 pandemic.BackgroundHealth care providers caring for patients during the COVID‐19 pandemic are at increased risk of decreased professional quality of life and increased moral distress.MethodsA convergent mixed‐methods design and snowball sampling was used to collect survey data (n = 171) and semi‐structured interviews (n = 23) among health care providers working in the inpatient setting.ResultsPerceived lack of support from executive leadership, access to personal protective equipment and constantly changing guidelines led to decreased professional quality of life and increased moral distress among health care providers.ConclusionFindings from this study indicate that shared governance, disaster management training and enhanced communication may assist executive leadership to reduce the likelihood of decreased professional quality of life and increased moral distress in front line health care providers.Implications for Nursing ManagementFollowing the principles of shared governance may assist executive leadership to promote and acknowledge the significance of the role of health care providers at the bedside. Additionally, disaster management training and open communication are crucial to ensure that health care providers are adequately informed and supported at the bedside.

Rwandan Women in Higher Education: Progress, Successes, and Challenges

In nearly three decades since Rwanda’s genocide and civil war, its education sector has undergone reconstruction to an unprecedented degree within higher education. While greater numbers of girls are attending university, and more women are becoming university faculty members, their status in educational leadership roles remains unclear. This qualitative investigation sought to present insight into four women who serve as professors and executive leaders within the higher education system by examining their progress, successes, and challenges. Four of the many insights that have emerged include women’s smaller acceptance rate into higher education as undergraduates; the country’s lack of Ph.D. programs, thereby requiring women to leave the country in order to obtain the terminal degree; disproportionate service expectations placed on women academics as compared to men that affect scholarly output; and society’s expectation for women’s responsibilities as wives and mothers regardless of career responsibilities or status. To remedy these findings, further investigation can shed light on the reasons for low acceptance of women into the university; may lead to development of a strategic plan to address the lack of opportunities for students to enter graduate level education leading to the Ph.D.; and may address broader national policies that support women academics such as attention to child care and mentoring for promotion.

Mediating effect of organisational innovation in the prediction of change-oriented leadership on organisational performance

PurposeTo address this question, this study aims to drew from resource-based view to examine the mediating role organisational innovation in the relationship between change-oriented leadership and organisational performance.Design/methodology/approachGiven that the unit of analysis is an organisation, 219 principal officers, including Presidents/Rectors, Vice Presidents/Vice-Rectors, Registrars and Deans, were invited to complete the survey on behalf of their universities.FindingsResults of the partial least squares structural equation modelling confirmed the positive relationship between change-oriented leadership and university performance. The results provide evidence that organisational innovation directly facilitates university performance. As expected, the relationship between change-oriented leadership and university performance was found to be mediated by organisational innovation.Practical implicationsOverall, this study successfully modelled organisational innovation as an underlying mechanism behind the change-oriented leadership – university performance relationship, thereby by testing resource-based theory in Saudi Arabian context. From a practical perspective, results suggest that to improve their performance is imperative for executive leaders in Saudi universities to focus on several specific work design strategies, obtaining feedback about their change-oriented leadership style from followers.Originality/valueWhilst there has been a considerable amount of research emphasising the importance of change-oriented leadership, there has been little research linking this fundamental aspect of leadership to organisational performance. Yet an understanding of the possible mechanisms behind this linkage has not received attention.

Don't let ‘groupthink’ limit creativity among boards, leadership

Almost universally, the COVID‐19 pandemic disrupted the operations and programming of nonprofit organizations and spurred them to change their way of doing things in order to survive. While some organizations were able to implement new protocols quickly and efficiently, enabling their organizations to remain financially solid while still serving the interests of their constituents, others were slow to adapt, partly due to a lack of creativity on the part of boards and executive leadership caused by groupthink—where the board and executives were all of such the same mind that different viewpoints and ideas were unwelcome and/or unvoiced.

Implementation of a Coronavirus Disease 2019 Vaccination Condition of Employment in a Community Nursing Home

The rate of coronavirus disease 2019 (COVID-19) vaccination uptake by US nursing home staff remains low despite the increased risks of viral transmission and related morbidity and mortality in this setting. This study describes vaccine uptake activities including a COVID-19 vaccination condition of employment (COE) policy in one community nursing home. This case study summarizes the timeline of vaccination uptake activities, staff vaccination rates over time, and stakeholder perspectives around the implementation of a COVID-19 vaccination COE. Organizational data were used to calculate vaccination rates from January 1, 2021 until May 1, 2021 among all nursing home staff. Interviews were held with the executive leadership team, human resources leadership, and nursing home staff to understand the process of implementation. During a 4-month period, nursing home leaders provided 8 written handouts about COVID-19 to all staff, hosted 5 on-site vaccination clinics in partnership with area pharmacies, conducted 2 virtual presentations for staff in addition to individual outreach and internal communications. Fewer than one-half of the staff were vaccinated prior to the decision to pursue a vaccine COE on February 9, 2021. The decision to pursue a COVID-19 vaccination COE was supported by executive leadership and nursing home staff to protect the health and safety of each other and their residents. By May 1, 2021 a total of 221 of the 246 (89.8%) nursing home staff members received a COVID-19 vaccination. The facility reached 100% compliance with the vaccination COE policy with 18 people who chose to resign and 7 people who were exempt or on a leave of absence. In combination with frequent, personalized outreach, a COVID-19 vaccination COE resulted in high staff vaccination rates and minimal staff turnover. This case study provides a detailed summary of vaccination uptake activities within an organizational context to inform efforts at other healthcare facilities.

Exploring the Disparity of Minority Women in Senior Leadership Positions in Higher Education in the United States and Peru

In this essay, the author compares and contrasts accessibility to higher education senior leadership for women in the United States and Peru. This paper addresses the disparity and challenges of women in higher education senior leadership focusing on minority women such as indigenous and Afro-Peruvian women in Peru and women of color in the United States. The author further calls for empirical research on the character traits, career path, motivations, definitions of success, and challenges of women who serve in executive higher education leadership positions. This paper further contributes to the field of comparative and international higher education, both domestically and abroad, while addressing demographic challenges such as sex and race for women in and seeking higher education administrative leadership career goals.

Populism and Environmental Performance

AbstractThis article examines the impact of populism on environmental politics, focusing on countries’ outcome-level performance. I develop the argument that populist leadership likely undermines environmental quality. First, populist leaders tend to reject and refrain from implementing “green” policies, as these are usually promoted by “corrupt elites.” Second, populism erodes democratic institutions, thus offsetting a series of mechanisms that are related to better environmental outcomes. Empirically, I combine data from the Global Populism Database covering sixty-six countries and more than two hundred executive leaders with information on environmental performance at the outcome level. The findings suggest that populist leadership is strongly linked to lower environmental performance—also when controlling for a series of alternative influences and distinguishing between left- and right-wing populism. This research greatly adds to our understanding of the determinants of environmental policies, the role of regime type and ideology, and the literature on populism.

Anna Kiger, DNP, DSc, MBA, RN, NEA-BC, FAONL

Dr. Kiger is the System Chief Nurse Officer for Sutter Health, a not-for-profit integrated healthcare system operating in the Northern California and San Francisco Bay area. As the system’s first Chief Nurse Officer, Dr. Kiger is accountable for executive nursing leadership, clinical nursing practice, education, nursing research, and workforce labor optimization. Anna holds a Doctor of Nursing Practice from Texas Tech University School of Nursing, a Doctorate of Science in Public Health, Health Systems Management, from Tulane School of Public Health & Tropical Medicine, an MBA from Averett University, Danville Virginia and a Master of Science in Nursing from Duquesne University in Pittsburgh, PA. Her undergraduate BSN is from West Virginia University School of Nursing. Dr. Kiger serves as a Board Regent for Samuel Merritt University in Oakland, California, as Board member for MedicAlert Foundation in Turlock, CA and as a Board member for HealthImpact in Oakland, CA. Finally, Dr Kiger also serves on the Editorial Board for the Journal of Nursing Administration (JONA) and for Voice of Nursing Leadership, both publications of the American Organization for Nurse Leaders (AONL).

Health care ethics programs in U.S. Hospitals: results from a National Survey

BackgroundAs hospitals have grown more complex, the ethical concerns they confront have grown correspondingly complicated. Many hospitals have consequently developed health care ethics programs (HCEPs) that include far more than ethics consultation services alone. Yet systematic research on these programs is lacking.MethodsBased on a national, cross-sectional survey of a stratified sample of 600 US hospitals, we report on the prevalence, scope, activities, staffing, workload, financial compensation, and greatest challenges facing HCEPs.ResultsAmong 372 hospitals whose informants responded to an online survey, 97% of hospitals have HCEPs. Their scope includes clinical ethics functions in virtually all hospitals, but includes other functions in far fewer hospitals: ethical leadership (35.7%), regulatory compliance (29.0%), business ethics (26.2%), and research ethics (12.6%). HCEPs are responsible for providing ongoing ethics education to various target audiences including all staff (77.0%), nurses (59.9%), staff physicians (49.0%), hospital leadership (44.2%), medical residents (20.3%) and the community/general public (18.4%). HCEPs staff are most commonly involved in policy work through review of existing policies but are less often involved in development of new policies. HCEPs have an ethics representative in executive leadership in 80.5% of hospitals, have representation on other hospital committees in 40.7%, are actively engaged in community outreach in 22.6%, and lead large-scale ethics quality improvement initiatives in 17.7%. In general, major teaching hospitals and urban hospitals have the most highly integrated ethics programs with the broadest scope and greatest number of activities. Larger hospitals, academically affiliated hospitals, and urban hospitals have significantly more individuals performing HCEP work and significantly more individuals receiving financial compensation specifically for that work. Overall, the most common greatest challenge facing HCEPs is resource shortages, whereas underutilization is the most common greatest challenge for hospitals with fewer than 100 beds. Respondents’ strategies for managing challenges include staff training and additional funds.ConclusionsWhile this study must be cautiously interpreted due to its limitations, the findings may be useful for understanding the characteristics of HCEPs in US hospitals and the factors associated with these characteristics. This information may contribute to exploring ways to strengthen HCEPs.

An electronic audit tool to track the donning and doffing practices of personal protective equipment in the emergency department

An electronic audit tool to track the donning and doffing practices of personal protective equipment in the emergency department Maya Jusza, Ramya Sridhar, Jennifer Woods, Sharon Drury Background: Maintaining the safety of patients and healthcare professionals is a priority in all healthcare settings. Infection prevention measures such as donning and doffing practices of personal protective equipment (PPE) have become even more imperative in light of the SARS-CoV-2 pandemic. Potential PPE breaches and the degree of frontline compliance are currently being analyzed through the use of paper PPE audit tools which can be laborious and time-consuming. The development of an electronic alternative would improve frontline safety and enhance the efficiency of data collection, while optimizing the ability to share these observations with the frontline team in real time. Two nursing leadership students from the University of Alberta were tasked with developing an electronic PPE audit tool prototype for the University of Alberta Hospital’s emergency department. Implementation: An electronic PPE audit tool prototype was developed using Google Forms which provided a user-friendly interface. Google applications were used as no confidential or patient data was collected during PPE audits. The prototype auto-populated the data entries into linked spreadsheets and interactive data dashboards that visualized the data using graphs in real time. This enabled users to easily identify trends and direct educational interventions as required. Instructional one pagers and screencast videos were also created to accompany the prototype. The prototype was reviewed by and received extensive support from: Unit Managers, Patient Care Managers, Process Improvement Nurses, Infection Prevention Control (IPC), the Executive Director of the University of Alberta Hospital and Stollery emergency department and Edmonton Zone medicine programs, and the University of Alberta Hospital and Mazankowski Executive Leadership Team. Several changes and improvements were made using the Plan-Do-Study-Act cycle. This prototype has currently been replicated onto an Alberta Health Services (AHS) server and has completed the formal testing phase with a planned application launch date. Evaluation Methods: Plan-Do-Study-Act cycles were used to guide the implementation of this audit tool prototype. After development, the prototype was tested and revised which included six rounds of audit trials at the University of Alberta Hospital’s emergency department and on some inpatient medicine units. This prototype was consistently evaluated at various stages of development and changes were made to include feedback. After approval was received to recreate this prototype onto an AHS compatible server, additional changes were made to ensure functionality. These changes included adding designations and simplifying certain questions. IPC was consulted to ensure the steps outlined for donning and doffing in the prototype were accurate and reflected requirements in the clinical environment. Results: This audit tool prototype has gathered tremendous support through various demonstrations of its ability to streamline data collection in the healthcare setting. This data is relevant to the safety of both frontline workers and patients as it identifies inconsistencies in donning and doffing practices. In addition, the prototype also complements the Edmonton zone-wide PPE coaching initiative by allowing for a quantitative measurement of its efficacy. This has prompted the fast-tracked replication of an AHS compatible version with the assistance of a dedicated team that includes the creators of the prototype tool, IPC, Quality Assurance, Information Technology, and Clinical Services Development. This version has a scheduled launch date on March 22, 2021 and is to be initially rolled out to University of Alberta’s emergency department and medicine units. The objective is to eventually make this the standardized PPE audit tool throughout Alberta. Advice and Lessons Learned: 1) In order to be sustainable and implemented site-wide, an AHS compatible tool isrequired. The use of Google applications is not preferred as data will be stored outside ofthe AHS server. Even though there is no confidential information, wide-spread use mayoverwhelm the Google platform and a Gmail account is required to view data. An in-house AHS alternative has been developed. 2) Several discussions took place regarding discretions on what steps can be auditedaccording to IPC protocols. For example, some clinical nurse educators prefer handhygiene to be completed between donning steps, while this is not mandatory or auditableaccording to IPC. In addition, several discussions took place to identify the operationaland business owners of this tool which are required to support the AHS compatibleversion of the application. 3) PPE audits are vital across all hospital departments to improve the quality of healthcare.The use of PPE during patient care has grown exponentially due to the SARS-CoV2pandemic and has amplified the need for an electronic alternative to the existing paperPPE audit tool. The electronic audit tool offers an innovative way to accurately andefficiently collect and display data which will promote an improved quality of care.

Implications of Age on Social Media Utilization in Health Care Practice Development: Cross-sectional Survey Study.

BackgroundMedical practices, which are businesses through which one or more physicians treat patients, have likely not yet taken full advantage of the reach of social media. This study analyzed data collected using an anonymous survey to assess the potential utilization of large, established social media platforms in health care. The survey collected data from a diverse population of health care professional students, faculty, and physicians affiliated with the Texas Tech University Health Sciences Center (TTUHSC). This study provides significant, actionable data to more efficiently implement a social media strategy focused on age to help developing private practices and outpatient clinics from the perspective of those with experience in the field of medicine.ObjectiveThis cross-sectional, exploratory, descriptive study aims to explore the most effective strategies to use social media based on patient age to bring further success to a medical practice.MethodsData were gathered from an anonymous, peer-validated Qualtrics survey created by the corresponding authors based on the recommendations from a panel of experts including executive leadership at TTUHSC. The survey used a variety of question styles to measure differences between social media platforms, including frequency of use, current and future implications in medicine, and comfort in a health care setting. The sample population included students, interns, faculty, and physicians affiliated with the TTUHSC located throughout West Texas.ResultsThe anonymous survey included 673 individuals from several different age groups predetermined at the beginning of the study. There were 154 respondents aged between 18 and 25 years, 171 aged between 26 and 35 years, 133 aged between 36 and 45 years, 104 aged between 46 and 55 years, and 111 aged between 56 and 89 years. The sample population also has a variety of educational achievements. The respondents were grouped based on the highest level of education attained, and this included 23.5% (n=158) of respondents who earned a high school diploma, 42% (n=283) who earned a bachelor’s degree, 17.1% (n=115) who earned a master’s degree, and 17.4% (n=117) who earned a doctorate degree.ConclusionsAs social media continues to gain momentum, efficient utilization of the available platforms can help medical practices achieve larger patient populations and deliver more personalized care. However, privacy and security concerns should be considered while using social media in health care settings. Although this study demonstrated overwhelming interest in using social media in the medical field across all age groups, adoption willingness appears to be higher in younger respondents than in older respondents. Facebook was the most widely accepted social media platform in health care settings among all age groups. Nonetheless, other social media platforms could potentially be used more effectively depending on the age range of the targeted patient population.

Distributed leadership in healthcare: leadership dyads and the promise of improved hospital outcomes.

This paper aims to extend the consideration of distributed leadership in health-care settings. Leadership is typically studied from the classical notion of the place of single leaders and continues to examine distributed leadership within small teams or horizontally. The purpose is to develop a practical understanding of how distributed leadership may occur vertically, between different layers of the health-care leadership hierarchy, examining its influence on health-care outcomes across two hospitals. Using semi-structured interviews, data were collected from 107 hospital employees (including executive leadership, clinical management and clinicians) from two hospitals in Australia and the USA. Using thematic content analysis, an iterative process was adopted characterized by alternating between social identity and distributed leadership literature and empirical themes to answer the question of how the practice of distributed leadership influences performance outcomes in hospitals? The perceived social identities of leadership groups shaped communication and performance both positively and negatively. In one hospital a moderating structure emerged as a leadership dyad, where leadership was distributed vertically between hospital hierarchal layers, observed to overcome communication limitations. Findings suggest dyad creation is an effective mechanism to overcome hospital hierarchy-based communication issues and ameliorate health-care outcomes. The study demonstrates how current leadership development practices that focus on leadership relational and social competencies can benefit from a structural approach to include leadership dyads that can foster these same competencies. This approach could help develop future hospital leaders and in doing so, improve hospital outcomes.

Staffing the United Nations: China's motivations and prospects

Abstract A developing public commentary views China as exerting influence in international organizations to legitimize and disseminate PRC foreign policy values and interests. This article examines an understudied source identified by PRC elites to promote influence in the United Nations system: dispatching PRC nationals as international civil servants, specifically in a targeted pursuit of executive leadership positions. Using decades of UN staffing data, we find that apart from Russia, China holds the fewest executive leadership posts among the aspiring and permanent members of the UN Security Council. Moreover, China is yet to lead an agency addressing international security matters. US and European staff contributions are significantly higher at all staffing levels of the international civil service. Still, the data shows that China made modest, targeted gains in most specialized UN agencies, and agencies headed by PRC nationals show faster increases in PRC staff members, though all base numbers were low. We draw from Chinese-language sources to discuss issues facing China in increasing its international civil service numbers, affecting the country's ability to shape global governance.

Exploring Executive Coaching as a Smart Education Employee Development Tool for Executive Women in Complex Organizations

Over the past 10 years, executive (leadership)-based coaching with senior managers has become widely adopted by the corporate community and is quickly expanding into nonprofit and governmental sectors. Leadership coaching has been mainly for the purpose of improving or enhancing management skills; however, there are many personal aspects involved such as the enhancement of behavior. Adapting a leader's behavior is accomplished through such tools as individual assessments, feedback, developmental planning, executive coaching, and implementation of a plan. In reviewing the literature, it was found that focusing on appropriate combinations of key factors such as applying coaching within the relationship and effectively employing a women's leadership development program (WLDP) can effectively facilitate women's leadership development. This article represents a real-world coaching framework that can be implemented effectively in a variety of professional educational programs in organizations.

A case study of change and innovation: Addiction and Mental Health Kingston, Frontenac, Lennox, and Addington.

Addiction and Mental Health Services of Kingston, Frontenac, Lennox, and Addington is emerging from years of fractured leadership and operational experiences to a new era of promise-with lessons learned along the way. A case study of change and innovation describes the journey Addiction and Mental Health Services of Kingston, Frontenac, Lennox, and Addington has been on since 2020, including making a transition from a Chief Executive Officer to a Joint Executive Leadership model to meet organizational needs, and adopting an approach to governance that is collaborative and integrates existing stakeholder governance representatives to mirror the current provincial Ontario Health Team vision of service.

Quality Improvement Education in the Era of COVID-19: A Pivot Toward Virtual Education.

Quality Improvement Education in the Era of COVID-19: A Pivot Toward Virtual Education.