Leadership in healthcare facilities, medical institutions must learn how to manage behaviour of people

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 Leadership skills and healthcare professionals

Leadership in healthcare facilities, medical
institutions must learn how to manage
behaviour of people

Competent leadership motivates people and
checks wastage of resources

The 9-9 leadership has concern for people as well as for results,
it creates a sound culture and make people accountable

By Shaukat Ali Jawaid

KARACHI: A good competent doctor is not necessarily a good administrator as well. In the modern day world, managing healthcare facilities and medical institutions is an uphill task and one has to learn all this. Now hospital administration has emerged as a discipline in itself and people are opting it as a professional career. Better managed facilities and institutions not only result in increased efficiency and better output but also check wastage of resources. Institute of Leadership Excellence (ILE), is an entity established by PharmEvo Pharmaceuticals which has always come up with innovative ideas aimed at building the professional capacity of healthcare professionals. ILE has prepared a short condensed leadership course for healthcare professionals spread over two days since the busy physicians may not be able to attend courses of longer duration. Hence, it is tailor made to suit their needs and requirements. The course itself is based on the famous Grid Theory “The Power to Change” by Rachel K. McKee & Burce Garlson.

Syed Jamshed Ahmad Deputy Chief Executive of PharmEvo who came up with this concept of ILE and his team which includes Syed Irfan Ahmad, Dr. Masood Jawaid and Mr. Kashif Shamim have so far organized three training courses, one for the faculty of National Institute of Cardiovascular Diseases (NICVD) and two for Dow University of Health Sciences (DUHS) which have been much appreciated by the participants. I had the privilege to attend one of these training courses along with some faculty members of DUHS and I have no hesitation to admit that it was marvelous effort, provided a great learning experience. I immediately implemented a few things learnt during this course and it has paid rich dividends. It has improved the satisfaction level of my staff, they look much more motivated and it had a positive impact on the overall working of the organization.


Institute of Leadership Excellence an entity established by PharmEvo organized a two day training
course on Leadership Skills for the faculty members of NICVD last year. Group photograph taken
on this occasion shows the Facilitators of the course alongwith the participants including
the Executive Director of NICVD Prof. Naveed Qamar.

Explaining the concept of GRID leadership style, Syed Jamshed Ahmad said that it relates to managing people. It is a management science which covers how to manage behaviour of people. GRID concepts and skills, it was stated, are common sense and they can be put to immediate use in any relationship. It appeals to people at physical as well as emotional level. It also covers in detail how to apply scientific methods to human dynamics. For leaders Mr. Jamshed Ahmad remarked, it is essential to master certain skills. A good leader is the one who has produced many leaders. It depends on how many leaders you have produced. A leader must have a succession plan but if we look around, many people have produced no substitutes till the day of their retirement and then they often ask for extension of their service. It is the leaders who create and manage culture, values, attitudes, behaviour, customs, and value of culture. When one studies the attitude and behaviour of others, it forms a culture.


It was further stated that leadership motivates people in the organization and checks wastage of resources. Pioneers of the GRID theory he further stated, have identified five types of leadership style wherein the 9-9 style is the most desirable. It is extremely important that each member working in an organization has commitment. It also depends on leaders as to how much they care about their people. Some leaders have only high concern about results. A good leader must plan for the career path of all those working in the organization. The 9-9 leadership has concern of people as well as for results and this creates a culture which makes the people accountable. He then discussed in detail as to how a 9-9 leadership should behave.

Speaking about different management styles, he mentioned the following:

1-9 Style: Country Club Management- Accommodating attitude

1-1 Style: Indifferent Informed Management.

9-1 Style: Produce and Perish management. It is also known as dictatorial style of management.

9-9 Styule: Team Management which is also known as sound management.

 After attending this course, we can now see a different culture taking place at the NICVD, he remarked. The 9-1 style is known as dictatorial and in this the performance is short lived. It has complete supervision, no discussion. In this creativity is also suppressed. It gives birth to anti-organizational sentiments. People have no commitment. It is important to engage people. The 9-1 leadership have 9-1 organizations.


Group Photograph of another batch of Faculty members of Dow University of Health Sciences who
participated in the Leadership Training course organized by Institute of Leadership Excellence,
an entity established by
PharmEvo on January 22-23, 2017.

On the other hand the 9-9 leadership will develop those people who are not good. Remember all good organizations hire people and then nurture them. The 1-9 leadership has high concern about people only. However, the 9-9 leadership has focus on results and also have high concern about their people’s welfare. The 1-1 leadership style is only committed to survival. The 5-5 leadership as per GRID philosophy is middle of the road. It has average people, they have neither concern for production nor it looks after its people. In such organizations, culture and commitment is not given so much importance.

Talking about the qualities of 9-9 Team Management, it was pointed out that:

  1. People have say in these organizations.
  2. People are made to look they are constructive part of the organization.
  3. It is based on mutual trust, respect and understanding.
  4. Leadership has high concern for both results as well as welfare of their people.
  5. It results in increased satisfaction, motivation and increased production.

Continuing Syed Jamshed Ahmad stated that remember, Smart Trust is Smart Failure. Never opt for blind trust. Do not trust anyone. Smart trust has now been replaced by No Trust and Blind Trust. The strategy should be to listen to everyone. Remember a leader is not always Right. Whosoever says best and correct thing is accepted. One needs to identify people with wisdom and take feedback from them.


While managing any institution, organization, one does come across lot of conflicts and they have to be confronted. One should always try to resolve these conflicts, address them and find a solution otherwise creativity is killed. The 9-9 leadership is always open to the team. Culture is produced by the leaders. He also briefly referred to Paternalistic style- dominant GRID style. In opportunistic style, there is no fix position, there is manipulation and exploitation. It is the combination of Resources and Relationships which produces Results.

Relationship Skills

Speaking about the GRID Relationship Skills, it was mentioned Critique, Initiative, Inquiry, Advocacy, Decision Making, Conflict Resolution and Resilience. In Critique one learns from experience, examining how the behaviour and actions affect results. In Initiative, takes actions to exercise efforts, drive and support for specific activities. In Inquiry, one questions and seeks information whereas in Advocacy, expresses attitudes, opinions, ideas and convictions. During Decision Making, the leadership evaluates the resources, discusses the criteria and also looks at the consequences to reach a decision. During Conflict Resolution the leadership confronts these situation and works through disagreements with others to find a solution. In the Resilience phase one bounces back to find reasons for failure, setbacks, tries to understand how these factors will influence their ability to move forward. Good leadership should prefer and accept what is Right.

Components of Critique

Discussing Critique, he stated that it has four components which includes the following:

  1. Pre critique that is what we are doing at present and how we are going to do it.
  2. Periodic critique involves meetings, discussions at all levels.
  3. Concurrent critique- in this one resolves the issue as they occur.
  4. Post critique- one looks at what worked and what did not work.

Take initiative, do some exercise in decision making. Respect him who is right. Listen to him. That is what the response of 9-9 leadership is as they are not masters of all skills. One must listen to those who have wisdom. During critique at the end, what is right should prevail. It is also important that the leadership respects all but encourage those who have wisdom in decision making.


Group Photograph of Faculty members of Dow University of Health Sciences who participated in the
Leadership Training course organized by Institute of Leadership Excellence, an entity established
by PharmEvo on January 15-16, 2017.

A 9-9 leadership looks after the interests of all team members. Leaders should be able to take difficult decisions. One must discuss strength and weaknesses with all the members. He laid emphasis that leadership must be fair, honest to team members and push people to perform. If your actions can inspire others to dream more, learn more, do more and become more, you are a leader. Discussing the Candor Behaviour Impact, it was stated that Candor offers openness, no one take benefit of it. Openness is good for the organization. What is right should be Focus and take evidence based decisions.

Twelve Angry Men Movie

During the training course, Twelve Angry Men Movie was shown to the participants. It had twelve different characters. In this movie one of the victims was to be punished for killing his Father. Out of the twelve member jury, one differed. He had strong advocacy and he was eventually able to change the mind of all other eleven members agreeing to the verdict of Not Guilty. He did not do it with domination but he tried to prevail upon other members of the jury that there was enough doubt in the story of the witness. It reflected the 9-9 leadership qualities in that character who had a different viewpoint from the very beginning. The movie practically showed the advocacy skills of good leadership and winning over all others.


This was followed by a quiz regarding the leadership qualities of different characters in this movie and the correct answers were also later shared with the participants. Yet another exercise in the course related to self-analysis. In this all the participants were divided into different groups. Then each member in that group highlighted the strength, good qualities as well as weakness of their other colleagues. The final decision about these characteristics was taken by majority vote within the group. It proved to be very helpful to know about oneself how your colleagues think about you. It also provides an opportunity to overcome some of the weaknesses which are pointed out all in good faith. Earlier Syed Irfan Ahmad in his introductory remarks sated that GRID Leadership is a Flagship programme of Institute of Leadership Excellence by PharmEvo and it is all about human behaviour.

The most interesting part of the course was frank discussions, encouraging everyone to actively participate in the deliberations and above all the friendliest and comfortable environment which kept all the participants fully absorbed. It offered many lessons to those who were capable of learning and if they put it into practice, start implementing some of the principles of good management and leadership, it will definitely results in a better cooperation, co-ordination, healthy relationship and all this will lead to improved performance and enhanced production. Keeping up the profession ethics, PharmEvo had not displayed any drug or company banner at the meeting venue. While not putting up the drug banner is appreciated and understandable, but I feel there is no harm in branding this course and labeling it as a PharmEvo initiative. Hence, displaying the company logo is perfectly alright, after all this cost lot of money and there is no harm and not at all unethical to convey that this activity was sponsored by ILE an initiative by PharmEvo.

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