Leadership Presence Boosts Employee Performance in Healthcare Settings

Intended Impact on Individual or Organizational Performance

Leaders are responsible for their followers’ success and, in this way, support the organization. To achieve the goals of helping employees, they need to apply various approaches and solutions at work. Stricklin (2015) proposes several resolutions that can be effective measures in the leaders’ jobs. While all his proposals may be valuable in leadership practice, I highlight the first resolution I want to apply due to its potential influence.

Leaders must be role models for their employees to inspire and guide them. The first resolution offers to “Lead by Presence, not by Prominence” (Stricklin, 2015, para. 3). Following this decision, leaders are actively involved in the work, along with their subordinates.

Moreover, the resolution includes the need for close communication with employees, active listening, and recognition (Stricklin, 2015). Using this measure, I hope to influence individual performance: personal contact with the leader and the opportunities for discussions give the employee a sense of belonging to the organization and their importance. Improving individual performance is also beneficial because it can contribute to the growth of an organization.

Cultural Influences on the Selection

Several cultural factors influenced the choice of the first resolution. Remarkably, the healthcare field where I work involves specific patient and societal expectations. They expect to receive the best services from a care team where leaders are significantly engaged. Such a factor belongs to the social group and is an external cultural factor (Cicea et al., 2022).

Internal factors include leadership and employees supported by mission and values (Cicea et al., 2022). Teamwork and interdisciplinary collaboration are essential values for medical staff; therefore, engaging a leader is an effective measure. I want to communicate the selected line of behavior with employees in person since this approach is included in the resolution itself. The leaders must explain and show by example that they are also engaged in the work and ready to help their followers.

Communicating the Selection Effectively

Thus, I believe that the resolution proposing that leaders’ presence leads employees will be the most influential in the workplace, particularly in health care. This behavior model assumes that the leader will be actively involved in work and communication with employees, which can increase individual performance. The resolution also meets healthcare organizations’ internal and external cultural requirements, such as interdisciplinary collaboration and patients’ expectations. The leader should personally communicate about this approach to demonstrate commitment to the chosen resolution.

References

Cicea, C., Țurlea, C., Marinescu, C., & Pintilie, N. (2022). Organizational culture: A concept captive between determinants and its own power of influence. Sustainability, 14(4), 1-25. Web.

Stricklin, C. R. (2015). 8 #LeadershipResolutions for 2015. Web.

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StudyCorgi. (2025) 'Leadership Presence Boosts Employee Performance in Healthcare Settings'. 29 September.

1. StudyCorgi. "Leadership Presence Boosts Employee Performance in Healthcare Settings." September 29, 2025. https://studycorgi.com/leadership-presence-boosts-employee-performance-in-healthcare-settings/.


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StudyCorgi. "Leadership Presence Boosts Employee Performance in Healthcare Settings." September 29, 2025. https://studycorgi.com/leadership-presence-boosts-employee-performance-in-healthcare-settings/.

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StudyCorgi. 2025. "Leadership Presence Boosts Employee Performance in Healthcare Settings." September 29, 2025. https://studycorgi.com/leadership-presence-boosts-employee-performance-in-healthcare-settings/.

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