Leadership Intervention Research Articles

Effectiveness of health-oriented leadership interventions for improving health and wellbeing of employees: a systematic review

AimTo identify and summarize the evidence for the effect of health-oriented leadership interventions on health and well-being outcomes at the employee level following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement (Moher et al. 2009).Subject and MethodsA systematic search of relevant studies was conducted in multiple databases. Randomized controlled trials (RCTs), cluster-randomized controlled trials (cRCTs) and controlled before–after studies (CBAs) were included based on the following criteria: interventions that addressed supervisors, to raise awareness for the importance of health issues, teach mindfulness practices for conscious awareness, reduce stress and promote resources at the level of individual behavior, and evaluated the effect on at least one outcome of psychomental stress, absenteeism and well-being on the employee level.ResultsOf 6126 publications retrieved, ten studies were identified for analysis. Significant effects of leadership training were reported on exhaustion tendency, self-reported sickness absence, work-related sickness absence and job satisfaction in studies comparing health-oriented training programs to no intervention. Studies comparing health-oriented leadership training to other training did not report significant effects. Risk of bias was judged to be high in seven studies and unclear in three studies.ConclusionEvidence for the effectiveness of health-oriented leadership interventions on employees’ stress, absenteeism or well-being is judged to be low, clearly indicating the need for more and higher-quality research.

Self‐leadership: A meta‐analytic Review of Intervention Effects on Leaders’ Capacities

Leadership interventions are increasingly popular, but their effects on self‐leadership of leaders are largely unknown. The objective of the current study was to evaluate benefits of leadership interventions on leaders’ self‐leadership capacities. The search encompassed studies published between 1986 and 2019. Included were randomized controlled trials (RCTs), controlled before‐and‐after studies (CBA), before‐after studies without controls (BA), case studies, and qualitative longitudinal studies that examined potential effects of interventions on leaders' self‐leadership capacities. Primary outcomes attributable to self‐leadership theory and its strategies measured by validated instruments were extracted. A meta‐analysis was conducted for quantitative controlled studies with comparable primary outcomes. Eleven studies fulfilled the inclusion criteria, with a total of 571 participants in leadership positions. Eight quantitative studies, two RCT studies, four quasi‐experimental field studies with a pre‐post design (CBA), and two intervention case studies (BA), were included. Three qualitative studies evaluated a comparable form of leadership development. All studies showed positive but small to medium‐sized effects of leadership training on primary outcomes. Results of the review contribute to knowledge of the effectiveness of training for self‐leadership capacities of leaders and identified gaps where evidence remains limited. The findings tentatively suggest that leadership interventions could be beneficial for developing self‐leadership skills. Future studies should focus on content, frequency, and intensity of interventions. Mixed methods are strongly recommended.

Findings from a tandem clinician leadership intervention for emergency department cardiac arrest care during the COVID-19 pandemic.

IntroductionCardiopulmonary arrest (CPA) care in the Emergency Department (ED) has had to be modified during the coronavirus disease (COVID-19) pandemic. Scarce literature exists on comfort of clinicians (defined as physicians, nurses & advanced practice providers-APP's) in these new roles and their perceived understanding of new algorithms.MethodsRoutine CPA care in our ED was modified during the COVID-19 pandemic. This involved clinicians in shared leadership roles alongside COVID-19 specific changes to CPA algorithms. The new protocol was operationalized through a two-step educational intervention involving didactic education and in-situ simulations. Univariate analyses using student's t-test assessed effectiveness of this educational intervention with clinician comfort as team leaders and perceived knowledge as primary outcomes on a scale of 1 (strongly disagree) to 5 (strongly agree). Subgroup analysis across physicians (attending & resident), nurses & APP's were also undertaken with an alpha of 0.05, and p values <0.05 were considered statistically significant. Secondary outcomes of task saturation, procedural safety and error prevention were also analyzed.ResultsAcross 83 of 95 total participants, our primary outcome of clinician comfort in the team leader role improved from a mean value of 3.41 (SD: 1.23) pre-intervention to 4.11 (SD: 0.88) with a p-value <0.001 post intervention. Similar and statistically significant findings in clinician comfort were noted across all subgroups except attending physicians and APP's. Perceived knowledge increased from a mean value of 3.54 (SD: 1.06) pre-intervention to a mean value of 4.24 (SD: 0.67) with a p-value <0.001 post intervention. Similar and statistically significant findings in perceived knowledge were noted across all subgroups except APP's. Responses were registered in either the strongly agree or agree category with regards to task saturation (89%), procedural safety (93%) and error prevention (71%) across all clinicians post intervention.ConclusionOur pilot investigation of the effectiveness of an educational intervention of a novel CPA protocol in the ED during the COVID-19 pandemic reached statistical significance with regards to clinician comfort in shared leadership roles and perceived knowledge. These findings suggest that the protocol is rapidly teachable, usable and can be efficiently disseminated across ED clinicians of varying experience, especially in pandemic settings. Further work regarding effectiveness of this new protocol in real life cardiac arrest scenarios is warranted.

Understanding handouts in candidate selection: Challenging party authority in Malawi

Abstract This article discusses the purposes and drivers of handouts in party primaries in Malawi. We argue that existing explanations of handouts are incomplete because they are developed to identify dynamics in presidential or legislative elections. Rules of national elections are constitutionally protected, and their fairness is monitored by both local and international observers. In contrast, rules guiding candidate selection in parties are less institutionalized, and, in some contexts, such as Malawi, a secret ballot cannot be taken for granted. This underlines the need for empirical studies of the logic of handouts at the candidate selection stage to study how differences in institutional context affect the strategic choices behind engaging in the practice. We demonstrate why such an analysis needs to be informed by an in-depth knowledge about the party organizations in which the candidate selection process itself takes place. Through qualitative interviews with members of selectorates and party primary contestants, we find that the institutional environment affects the propensity to use handouts. Mechanisms such as leadership interventions and the opportunity to stand as independent candidates make primary outcomes less final. This reduces the authority of local party organizations to control candidate selection and appropriates the use of patrimonial strategies.

Impact of Transformational Leadership Intervention on Head Nurses Working in Government Hospital

Background: Transformational leader ship skill (TLS) plays a crucial role in hospital management and administration. Unfortunately, healthcare providers (HCPs) lack the essential awareness of transformational leadership skills (TLS). There is a dire need to adopt different strategies to improve their knowledge and skills. Objective: To assess the improvement in the knowledge and skills about transformational leadership among head nurses after intervention of transformational leadership. Methodology: A quasi-experimental study included 96 head nurses, designated with a multistage cluster random sampling technique. Ninety-six days of structured sessions were organized in two shifts (morning and evening). Pertinently, pre-intervention and post-intervention were organized for four months i.e. six hours per week, one hour per day. Results: The present study showed that transformational leadership knowledge and skills have a significant impact on head nurses’ performance. Insufficient pre-intervention scores of the study participants explained inadequate knowledge. After the 96 days (one hour/day) sessions, there was a highly significant improvement in the knowledge scores 88.5%, and skills(***p ≤0.001), df =95of head nurses regarding transformational leadership. Conclusion: The currents study showed that head nurses had inadequate knowledge regarding transformational leadership. The knowledge was significantly improved after the intervention of transformational teaching and training sessions. The addition of consistent training programs in the curriculum may ensure leadership skills to enhance the quality of nursing care as well as the commitment of employees. Therefore, it is concluded that knowledge and skills are significant predictors of the head nurses’ job performance. Keywords: Transformational Leadership, Head Nurses, Knowledge, Practice, Performance

Total Worker Health® and Small Business Employee Perceptions of Health Climate, Safety Climate, and Well-Being during COVID-19.

The COVID-19 pandemic created workplace challenges for employee safety and health, especially in small enterprises. We used linear mixed-effects regression to examine changes in health climate, safety climate, and worker well-being, prior to the pandemic and at two timepoints during it. We also examined whether employees at organizations that had received a TWH leadership development intervention prior to COVID-19 would better maintain pre-pandemic perceptions of climates and well-being. The final study cohort consisted of 261 employees from 31 organizations. No differences were observed in mean outcome scores between the leadership intervention groups at any of the survey timepoints. We combined intervention groups to examine the difference across timepoints. Perceptions of health and safety climates remained stable across all timepoints. However, employee well-being scores declined between the pre-pandemic period and subsequent COVID-19 timepoints. These findings suggest that while small organizations continued to be viewed as supporting employees’ health and safety over the course of the pandemic, well-being scores declined, indicating that other factors contributed to decreased well-being. The findings from this study have implications for small business leaders as they navigate the impact of the COVID-19 pandemic on the health, safety, and well-being on their organizations and employees.

Authentic leadership and nurses' motivation to engage in leadership roles: The mediating effects of nurse work environment and leadership self-efficacy.

Leadership styles of a nurse manager have a profound influence on staff nurses' motivation to engage in formal nursing leadership roles; however, the mechanism underlying this pattern of influence remains unknown. To assess the direct and indirect effect of nurse managers' authentic leadership on staff nurses' motivation to engage in formal leadership roles, through the intermediary role of nurse work environment and leadership self-efficacy. This cross-sectional study involved 1534 nurses from 24 acute care hospitals in the Sultanate of Oman. Nurse managers' authentic leadership was associated with staff nurses' motivation to engage in formal leadership roles. Nurse practice environment and leadership self-efficacy mediated partially the association between authentic leadership and motivation to engage in formal leadership roles. Results of this study underscore the value of authentic leadership in creating a healthy work environment and fostering nurses' leadership self-efficacy, resulting in greater motivation to engage in nursing leadership roles. Organizational strategies to attract nurses to undertake leadership roles should include measures to bolster authentic leadership behaviours in nurse managers through theory-driven leadership development programmes or interventions, continuing education, effective succession planning and creating a supportive work environment.

Comparison of maternal and child health service performances following a leadership, management, and governance intervention in Ethiopia: a propensity score matched analysis

BackgroundLeadership, management, and governance (LMG) interventions play a significant role in improving management systems, enhancing the work climate, and creating responsive health systems. Hence, the Ethiopian Ministry of Health with the support of the USAID Transform: Primary Health Care project has been implementing LMG interventions to improve performances of primary healthcare entities. The purpose of this evaluation was to compare maternal and child health service performances and overall health system strengthening measurement results of primary health care entities by LMG intervention exposed groups.MethodsThe study used a cross-sectional study design with a propensity matched score analysis, and was conducted from August 28, 2017, to September 30, 2018, in Amhara, Oromia, Tigray, and Southern Nations, Nationalities, and Peoples’ (SNNP) regions. Data collection took place through interviewer and self-administered questionnaires among 227 LMG intervention exposed and 227 non-exposed health workers. Propensity score matched analysis was used to balance comparison groups with respect to measured covariates.ResultsThe mean overall maternal and child health key performance indicator score with standard deviation (± SD) for the LMG intervention exposed group was 63.86 ± 13.16 and 57.02 ± 13.71 for the non-exposed group. The overall health system strengthening score for the LMG intervention exposed group (mean rank = 269.31) and non-exposed group (mean rank = 158.69) had statistically significant differences (U = 10.145, z = − 11.175, p = 0.001). In comparison with its counterpart, the LMG exposed group had higher average performances in 3.54, 3.51, 2.64, 3.00, 1.07, and 3.34 percentage-points for contraceptive acceptance rate, antenatal care, skilled birth attendance, postnatal care, full immunization, and growth monitoring services, respectively.ConclusionThere were evidences on the positive effects of the LMG intervention on increased maternal and child health services performances at primary healthcare entities. Moreover, health facilities with LMG intervention exposed health workers had higher and statistically significant differences in management systems, work climates, and readiness to face new challenges. Therefore, this study generated evidence for integrating LMG interventions to improve the performance of primary healthcare entities and maternal and child service uptake of community members, which contributes to the reduction of maternal and child deaths.

Nurse staffing in Portuguese public hospitals.

This study aims to contribute to the knowledge of nurse staffing in hospital settings in central and northern Portugal. Nurse staffing is a critical factor for the quality and safety of health care and is still an understudied topic in Portugal. A cross-sectional study was conducted with a sample of 850 nurses from 12 public hospitals in the central and northern regions of Portugal. Nurse staffing in these hospital units is insufficient, especially in internal medicine units and central hospitals. Nurses' perceptions are in line with the objective data. The shortage of nurses is a horizontal issue that is especially serious in internal medicine units and central hospitals and a potential threat to the quality of care. The results stress the need for an urgent leadership intervention in nurse staffing levels in the hospitals analysed in this study. Contextual knowledge about nurse staffing is essential for decision-making and supporting health and human resource management policies.

Exploring managers’ response to a quality and safety leadership intervention: findings from a multiple case study in Norwegian nursing homes and homecare services

BackgroundImprovement interventions would be easier to treat if they were stable and uninfluenced by their environment, but in practice, contextual factors may create difficulties in implementing and sustaining changes. Managers...

Organizational culture, stress, and coping strategies in the police: an empirical investigation

ABSTRACT This paper investigates the relationships between organizational culture, stress, and coping strategies in police organizations. In an online survey, 152 German police officers described their workgroups in terms of stressors (e.g. overtime demands, traumatic events), coping strategies (e.g. exercising, drinking alcohol), and shared values (e.g. masculinity, solidarity). Multiple regression models were tested to examine a) the effect of stress on police culture and b) the effect of stress and police culture on coping. Conservative-male culture is stronger in workgroups with high operational stress. Predictors of maladaptive coping are organizational stress and conservative-male culture. Diligence culture is negatively associated with maladaptive coping. Overall, the study indicates that police culture depends on the composition and stress level of a workgroup and influences the way officers cope with stress. The main limitation of the study is the unclear direction of causality. However, our findings have important implications for leadership and psychological intervention within the police.

Talking AI into Being: The Narratives and Imaginaries of National AI Strategies and Their Performative Politics

How to integrate artificial intelligence (AI) technologies in the functioning and structures of our society has become a concern of contemporary politics and public debates. In this paper, we investigate national AI strategies as a peculiar form of co-shaping this development, a hybrid of policy and discourse that offers imaginaries, allocates resources, and sets rules. Conceptually, the paper is informed by sociotechnical imaginaries, the sociology of expectations, myths, and the sublime. Empirically we analyze AI policy documents of four key players in the field, namely China, the United States, France, and Germany. The results show that the narrative construction of AI strategies is strikingly similar: they all establish AI as an inevitable and massively disrupting technological development by building on rhetorical devices such as a grand legacy and international competition. Having established this inevitable, yet uncertain, AI future, national leaders proclaim leadership intervention and articulate opportunities and distinct national pathways. While this narrative construction is quite uniform, the respective AI imaginaries are remarkably different, reflecting the vast cultural, political, and economic differences of the countries under study. As governments endow these imaginary pathways with massive resources and investments, they contribute to coproducing the installment of these futures and, thus, yield a performative lock-in function.

Biblical pragmatism in the pandemic outbreak of Numbers 25:1–18: Towards an African paradigm

Numbers 25 presents a human crisis requiring swift leadership interventions to curb the plague. Leadership failure plays out on a number of levels before decisive and resolute interventions are taken. This passage shows a human-created crisis that somewhat parallels the coronavirus disease 2019 (COVID-19) outbreak and offers reflective pragmatic approaches taken to ensure immediate arresting of the pandemic and perhaps future curbing of a similar instigation.Contribution: Africa has always been known to respond rather belatedly to crises that cost human lives and also for waiting for solutions to come from elsewhere. How do we change that paradigm going forward and what does it mean for the analysis of biblical texts? African hermeneutical readings that take contextual issues rather seriously are utilised in this study.

Emergence in School Systems: Lessons from Complexity and Pedagogical Leadership

The theoretical framework for this study draws on conceptual advances from two bodies of scholarship: 1) complexity thinking in education, which has recently focused on school system change and, 2) school leadership research, which has recently attended to the effects of leadership interventions to school improvement. Using a complexity-thinking framework, the purpose of this study was to understand how leadership practices contribute to shaping change in school systems and how change occurred across the system. Our study was conducted in an urban centre in Alberta within a public-school jurisdiction and in an area of the city that had a high population of students from culturally and linguistically diverse backgrounds from low-income households compared to other areas across the school jurisdiction. Students in this area typically scored in the lowest quartile on provincial standardized examinations. Our findings are significant because complexity thinking in the context of school leadership has not received sufficient empirical attention. In our study we identified and described pedagogical leadership practices that play a central role in redressing disparities currently found in schools.

Improved Family Experience Outcomes in a Pediatric Hospital in Pakistan: Mentoring, Human-Centered Practice, and Theory of Change

Summary This study evaluates the benefits of a leadership-strengthening intervention to improve family experience in a tertiary care pediatric setting in Pakistan. The intervention uses a theory-of-change model to improve four factors centered around employee engagement: vison and purpose, engaging managers, hearing employees, and demonstrating integrity. Subsequently, engaged employees led several quality improvement projects for enhanced patient and family experience. Family experience was measured using the Urdu version of the Child Hospital Consumer Assessment of Healthcare Providers and Systems survey during hospitalization. Overall experience improved (to 92.2% from 74.1%) within the 18–27 months after intervention. During the intervention period, families were three times more likely to recommend the hospital; child comfort, nurse–patient communications, and keeping parents informed about child’s care were indicated as significant drivers of experience. The authors conclude that leadership interventions to promote human-centered practices can improve family experience in health care settings with hierarchical cultures.

Quality initiative (QI) in unresectable stage III non-small cell lung cancer (NCSLC): Impact on time-to-treatment (TTT) for immunotherapy post chemoradiation (CRT).

e18780 Background:In August 2019 Integra Connect (IC) partnered on a QI with University of Pittsburgh Medical Center (UPMC) to improve outcomes in patients with stage 3 and 4 NSCLC. This report details the findings and interventions in the unresectable stage 3 cohort of the QI. The addition of durvalumab (D) in the PACIFIC trial (Antonia et al. NEJM 2017) after completion of CRT in stage 3 patients who had not progressed showed significant Progression Free Survival and Overall Survival (OS) benefit with Food and Drug Administration approval on 2/16/2018 in this setting. An update (Gray et al. Thoracic Oncol 2020) on 10/14/2019 noted superior OS in patients in whom randomization to D occurred 1-14 days post CRT vs. those with interval 15-42 days (HR 0.43 vs. 0.79). Data suggest that CRT renders tumors more responsive to immunotherapy (McCall et al. Clin Can Res 2018). As part of the QI, we explored the question whether time from CRT to D (TTT) could be shortened. Methods:From the UPMC and IC real-world-data (RWD) databases, we identified 182 patients with Stage 3 unresectable NSCLC treated with CRT between 2/16/18 (D approval) and 11/16/20 for manual chart abstraction. We calculated the TTT from the latest day of radiation or chemotherapy to the first D dose. Time-to-scan (TTS) used a similar methodology. If post-CRT scan data was not found, those patients were excluded from TTS analysis. We captured caregiver perception with surveys and used RWD to determine the proportion of eligible patients treated with D, categorizing the data into 3 successive time periods: Phase 1 (240 days): 2/16/18 approval of D to Gray update 10/14/19, Phase 2 (321 days): 10/15/19 to physician leadership intervention 8/31/20, Phase 3 (76 days): 9/1/20 to 11/16/20. Patients were excluded in phase 3 who started CRT after 11/16/20 to allow for up to 2 months to start D. Our plan included baseline and ongoing monitoring of metrics complemented with physician leadership intervention to address identified gaps in care. Results: Median age of the 182 patients was 68 (range 46-87) with 60% male. Of eligible patients, 121 (66.5%) received at least 1 dose of D. Median TTS improved 16 days from Phase 1 to Phase 3 while TTT concomitantly improved 17 days (Table ). Conclusions: This QI resulted in simultaneous shortening of TTS and TTT following physician intervention with establishment of TTS as a key potential driver of TTT which ultimately may result in improved OS. To do so required overcoming the traditional paradigm of imaging 4-6 weeks post-CRT to capture maximal response with that of early imaging aimed at assuring no progression had occurred. This, as well as proportion treated with D and its resulting duration, plus any subsequent treatments that might indicate relapse, continue to be monitored in a real-time dashboard.[Table: see text]

The development and impact of team-based school technology leadership

PurposeThe authors tested the efficacy of a team-based instructional leadership intervention designed to increase middle school mathematics and science teachers' use of educational technologies for multiple representations of content to foster students' conceptual understandings. Each school's leadership team comprised an administrator, a technology instructional specialist role, and a mathematics and a science teacher leader.Design/methodology/approachThe authors tested the intervention in a quasi-experimental design with five treatment and five matched comparison schools. Participants included 48 leadership team members and 100 grade 6–8 teachers and their students. The authors analyzed data using two-level, nested multiple regressions to determine the effect of treatment on leaders' practices; leaders' practices on teachers' learning and integration; and teachers' learning and integration on students' learning. Leaders and teachers completed monthly self-reports of practices; students completed pre- and post-tests of knowledge in science and math.FindingsSignificant treatment effects at the leader, teacher and student levels establish the efficacy of this team-based approach to school leadership of an educational technology integration innovation. Leaders at treatment schools participated in a significantly higher total frequency and a wider variety of leadership activities, with large effect sizes. Teachers participated in a significantly wider variety of learning modes focused on technology integration and integrated technology significantly more frequently, with a wider variety of technologies, all with moderate effect sizes. Students in treatment schools significantly outperformed students in comparison schools in terms of science achievement but not in mathematics.Research limitations/implicationsThe overall sample size is small and the approach to participant recruitment did not allow for randomized assignment to the treatment condition. The authors tested the influence of treatment on leader practices, on teacher practices, and on student achievement. Future work is needed to identify the core components of treatment that influence practice and investigate the causal relationships between specific leaders' practices, teacher practices and student achievement.Originality/valueThis study establishes the efficacy of a replicable approach to developing team-based instructional leaders addressing educational technology. It contributes to the knowledge base about how district leaders and leadership educators might foster school leaders' instructional leadership, and more specifically technology leadership capacity.

Context counts: a qualitative study exploring the interplay between context and implementation success

PurposeImplementing change in healthcare is difficult to accomplish due to the unpredictability associated with challenging the status quo. Adapting the intervention/practice/program being implemented to better fit the complex context is an important aspect of implementation success. Despite the acknowledged influence of context, the concept continues to receive insufficient attention at the team-level within implementation research. Using two heterogeneous multidisciplinary healthcare teams as implementation case studies, this study evaluates the interplay between context and implementation and highlights the ways in which context influences the introduction of a collective leadership intervention in routine practice.Design/methodology/approachThe multiple case study design adopted, employed a triangulation of qualitative research methods which involved observation (Case A = 16 h, Case B = 15 h) and interview data (Case A = 13 participants, Case B = 12 participants). Using an inductive approach, an in-depth thematic analysis of the data outlined the relationship between team-level contextual factors and implementation success.FindingsThemes are presented under the headings: (1) adapting to the everyday realities, a key determinant for implementation success and (2) implementation stimulating change in context. The findings demonstrate a dynamic relationship between context and implementation. The challenges of engaging busy healthcare professionals emphasised that mapping the contextual complexity of a site and adapting implementation accordingly is essential to enhance the likelihood of successful implementation. However, implementation also altered the surrounding context, stimulating changes within both teams.Originality/valueBy exposing the reciprocal relationship between team-level contextual factors and implementation, this research supports the improved design of implementation strategies through better understanding the interplay and mutual evolution of evidence-based healthcare interventions within different contexts.

Shared leadership performance relationship trajectories as a function of team interventions and members' collective personalities

We used longitudinal data from 205 members of 53 student teams who competed in a complex business simulation over 10 weeks to test: (1) whether shared leadership and performance were related reciprocally over time; (2) the relative magnitude of those relationships; and (3) whether a shared leadership intervention changes those relationships. We also considered the influence of team members' mean level personality to account for compositional effects. As anticipated, shared leadership and performance were related positively and reciprocally over time. Moreover, the shared leadership to performance relationship grew stronger and positive whereas the performance to shared leadership relationship remained fairly consistent over time. As expected, the intervention positively related to the trajectory of shared leadership. Finally, we did not find evidence for the hypothesized relationships of personality on shared leadership nor the strength of the intervention.

Effectiveness of Leadership, Management, and Governance Competencies for Performance Improvements at Primary Health Care Entities in Ethiopia: A Before and After Study

Leadership, management, and governance (LMG) interventions play a significant role in improving management systems, enhancing work climate, and creating responsive health systems. The Ethiopian Federal Ministry of Health with the support of the USAID Transform: Primary Health Care Activity has been cascading basic LMG training and interventions to primary health care staff. The results of this research will help policymakers, program managers, and implementers to make informed decisions in the area of performance improvement. The study used an interventional, a before and after non-experimental survey design to assess the effectiveness of LMG trainings and interventions at primary health care entities. It was conducted from August 28, 2017, to September 30, 2018, in Amhara, Oromia, Tigray, and Southern Nations, Nationalities, and Peoples’ regions. Data collection took place through interviewer and self-administered questionnaires across 136 health facilities, in which there were 293 health workers who attended the basic LMG trainings and interventions. In addition, training records were reviewed to capture the changes in knowledge and skills through formal course tests before and after attending the basic LMG training and interventions to ascertain baseline and end-line scores on performance improvement project achievements. Furthermore, 333 non-trained health workers were given the opportunity to rate their organization’s leadership, management and governance culture before and after interventions. The data were analyzed using SSPS IBM V 20. The response rates were 100% for staff who attended the training; and 87% for staff who did not attend the training and who validated their organization’s LMG culture. Of those who attended the training, 235 (80.9%) scored 70% or more on post-test exams, and 252 (86%) scored 80% or more on their performance improvement project objectives. Using the above-mentioned criteria, composite scores were compiled from written post-test examination score and performance improvement project results. The result showed that 70% (205/293) of basic LMG trainees successfully completed the basic LMG course. As a result of the LMG trainings, management systems, work climate, and responsiveness of the health system to new challenges were significantly improved (p < 0.001). Owing to the leadership projects, within the 136 health facilities, an additional 2290.3 units of health service coverage was gained. Therefore, the basic LMG trainings and interventions were effective in enhancing the knowledge and skills of health workers. It is recommended that providing LMG trainings for more health workers and managers working at primary health care entities will accelerate the implementation of prioritized health sector interventions and is helpful in achieving the Sustainable Development Goals as a global target. An evaluation of the efficiency of the basic LMG training package is also recommended.