It is further recommended that management development programmes also be initiated and institutionalised for senior level managers i.e. unit heads of health facilities, Project Managers, as a pre-requisite for promotion to a senior manager post. The leadership and management development programmes would be highly interactive, scenario based programmes undertaken off-site with a high ratio of facilitators to students and group size not exceeding eight to ten. Programme development would benefit from being out-sourced to a specialist leadership development company or group of specialists. The programme must be tailored to the context and need of the health department.
4.10
PROPOSED KEY STRATEGIES – LEADERSHIP DEVELOPMENT
Key Challenge: lack of leadership development Short Term:
explore the possibilities and options for leadership development programming identify a company or persons to develop the programme develop an implementation plan
Medium Term:
hold the first LDP for key senior managers (leaders) fully review the successes and challenges of the programme and revise accordingly initiate the training of LDP facilitators for independent continuity of the programme complete the first phase of LDP evaluate the impact develop a first phase SMDP review and adapt the SMDP
Long Term:
adapt and modify the LDP institutionalise LDP for all senior managers as a pre-requisite for promotion institutionalise SMDP for all mid level managers as a pre-requisite for promotion to a management post continue the cycle of review and impact assessment and modification develop and implement follow up programmes
A phased approach to improved staff development is recommended to meet staff and organisational needs. Special attention needs to be given to the development of qualified teachers and facilitators as a matter of priority.
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