Leadership Communication: Studer's Five Pillars Of Excellence

. Leadership Communication

His ideology crosses industry lines, as they speak to a unique leadership style rather that the bottom line, although the proverbial bottom line is mentioned with enthusiasm in Studer’s writings. Studer’s leadership style is reflective of the mind of an educator, the heart of a health care worker, and the chief financial officer’s understanding that without increased profitability, there can be no organization of which to aspire to become a part. Regardless of the organization, there are consistently customers who want the best possible service and quality, at a reasonable price, and there are employees, volunteers or both who wish to offer these. The organizational leadership certainly wishes to grow in many ways.

Studer writes (2003, p. 52), “at Baptist pressure ulcers cost us $ 23,000 each” additionally five percent of patients will develop pressure ulcers during a typical inpatient stay. By implementing the Five Pillars of Excellence, the patient is better served. The cost savings to prevent even one pressure ulcer is properly noted under the Financial Pillar. Rewarding and recognizing the employee’s excellence in prevention speaks to the Service Pillar. Employees and leadership will recognize their work is valued and they are making a positive difference in the lives of those they endeavor to serve. Thus, there will be a decrease in employee turnover due to employee satisfaction. This in turn flows to the Quality Pillar through outcomes to decrease in hospital acquired illness. Thus, growth occurs result due to health care provider satisfaction. The providers will have increased confidence in the team of professionals and refer more patients. This will result in increased revenue and this speaks to the Finance

Poor achievers who do not wish to move forward will hit a wall therefore, will not advance and may sever employment. This eliminates the weight that holds down the entire organization and that retards the organizational growth. Studer teachings include making sure to have the right people in the right places and finalizing hardwiring.

Messaging to staff becomes vital and must mature at this point for the organization is beyond the honeymoon phase. Individuals need clear and measurable goals with deadlines clearly outlined. This is a way to send a message of the organization's expectations of leadership. The focus of this phase is to zero-in on outcomes and results. This will move the organization to the next phase of