Chris is the health care administrator for Health Innovations South, a large network of regional hospitals and care centers that provide direct patient care and engage in health research.


Organizational Strategies for Management of Innovation

Consider the following scenario

Chris is the health care administrator for Health Innovations South, a large network of regional hospitals and care centers that provide direct patient care and engage in health research. In a recent market analysis, Chris discovered that Health Innovations South is ranked among the lowest 25% of all health networks in promoting patient engagement, interaction with providers, and access to health information. Chris also noticed that all health networks that ranked in the top 25% had fully implemented patient-centered medical homes (PCMH) that allow health care professionals and patients to interact with each other and access health information to make informed decisions and to promote positive health outcomes.

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Chris decides to bring this matter to the board at their next meeting as a call for action to improve Health Innovations South’s performance in empowering health care professionals and patients with such innovation. Recognizing that such a change requires organizational capacity for fostering continued innovation in practice, Chris also realizes the inherent risk in mobilizing current resources toward development of a PCMH. However, electing to not move forward with the development of the PCMH may hinder Health Innovations South’s performance in the marketplace. As a health care administrator committed to innovation, Chris is confident that such a move is indeed necessary.

For this Discussion, reflect on the scenario presented and consider the strategies that you, as a current or future health care administrator, might implement to improve organizational capacity for innovation.

Post by Day 3 an explanation of how an HSO might develop organizational capacity for innovation.

Explain how you as a current or future health care administrator might assess the readiness of an HSO to develop organizational capacity for change.

Then, explain how your organization might implement change management strategies for innovation, and explain why you would use those strategies. Be specific and provide examples.


Organizational Strategies for Management of Innovation in Healthcare


 In today’s rapidly evolving healthcare landscape, fostering innovation is crucial for organizations to remain competitive and improve patient outcomes. This discussion explores strategies that a healthcare administrator can implement to enhance organizational capacity for innovation, specifically focusing on the development of patient-centered medical homes (PCMH). Additionally, it addresses how to assess an organization’s readiness for change and proposes change management strategies for successful innovation implementation.

Developing Organizational Capacity for Innovation: To enhance organizational capacity for innovation, a healthcare service organization (HSO) can adopt the following strategies

Establish a Culture of Innovation: Creating a culture that encourages and rewards innovation is essential. This involves promoting an environment where employees feel safe to share ideas, experiment, and learn from failures (Training, 2023). Recognizing and celebrating innovative contributions can foster a sense of ownership and motivate individuals to actively participate in the innovation process.

Encourage Cross-Functional Collaboration: Innovation often requires collaboration among diverse teams. Facilitating interdisciplinary cooperation and knowledge sharing can generate fresh perspectives and creative solutions. For instance, implementing regular team meetings, workshops, or brainstorming sessions can facilitate cross-functional collaboration and promote innovation.

Invest in Research and Development: Allocating resources and investments to research and development (R&D) activities enables the exploration of new technologies, processes, and care delivery models. By establishing partnerships with academic institutions, industry leaders, and innovation hubs, HSOs can leverage external expertise and stay at the forefront of emerging trends and breakthroughs.

Develop Innovation Champions: Identifying and empowering innovation champions within the organization can be instrumental in driving change. These individuals serve as advocates for innovation, actively seeking opportunities, and supporting the implementation of innovative practices. They can be appointed as innovation leads or included in dedicated innovation committees.

Assessing Organizational Readiness for Change: As a healthcare administrator, assessing an organization’s readiness for change is crucial before embarking on innovation initiatives. The following factors can help determine readiness:

Leadership Support: Evaluate the commitment and support of organizational leaders towards fostering innovation. Leaders should demonstrate a willingness to embrace change, allocate resources, and advocate for innovation initiatives.

Organizational Culture: Assess the existing culture to identify its receptiveness to change (Gabutti et al., 2022). A culture that values continuous learning, open communication, and collaboration will likely support and sustain innovation efforts.

Resource Allocation: Evaluate the availability of financial, human, and technological resources necessary to support innovative initiatives. Lack of resources may impede the successful implementation of innovation projects.

Staff Engagement: Gauge the level of engagement and willingness of employees to embrace change. Conducting surveys, focus groups, or interviews can provide insights into staff perceptions, attitudes, and readiness for innovation.

Implementing Change Management Strategies for Innovation: To effectively manage change during the implementation of innovative practices such as PCMH, the following strategies can be employed

Clear Communication and Vision: Communicate the purpose, benefits, and goals of the innovation initiative to all stakeholders. A clear vision will help align the organization and inspire individuals to embrace the change.

Stakeholder Engagement: Involve key stakeholders, including healthcare providers, staff, patients, and community members, throughout the innovation process. Seek their input, address concerns, and ensure their active participation to foster a sense of ownership and collective responsibility.

Pilot Programs and Prototypes: Implementing small-scale pilot programs or prototypes allows for iterative testing and refinement of innovative practices before full-scale implementation. This approach minimizes disruption, identifies potential challenges, and facilitates learning from real-world experiences.

Training and Education: Provide comprehensive training and educational programs to equip healthcare professionals and staff with the necessary knowledge and skills to adapt to the innovation (World Health Organization, 2013b). Continuous learning opportunities can help overcome resistance to change and build confidence in new practices. Establish metrics and mechanisms to measure the impact and effectiveness of the innovation. Regular feedback loops enable continuous improvement and provide opportunities for corrective action.


Developing organizational capacity for innovation is crucial for healthcare service organizations aiming to improve patient engagement, provider interaction, and access to health information. By fostering a culture of innovation, promoting collaboration, investing in R&D, and empowering innovation champions, HSOs can enhance their readiness for change. Assessing leadership support, organizational culture, resource availability, and staff engagement aids in determining an organization’s readiness for innovation. Effective change management strategies, including clear communication, stakeholder engagement, piloting, training, and performance measurement, can facilitate the successful implementation of innovative practices. By embracing these strategies, healthcare administrators can position their organizations as leaders in innovation, resulting in improved outcomes for patients and sustained success in the marketplace.


Gabutti, I., Colizzi, C., & Sanna, T. (2022). Assessing Organizational Readiness to Change through a Framework Applied to Hospitals. Public Organization Review, 23(1), 1–22. 

Training, I. (2023, March 29). Culture of Innovation Assessment – Innovation Training | Design Thinking. Innovation Training | Design Thinking Workshops. 

World Health Organization. (2013b). Recommendations to transform and scale up health professionals’ education and training. Transforming and Scaling up Health Professionals’ Education and Training – NCBI Bookshelf. 


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