Competency Assessment of Healthcare Leaders

Abstract Background: This longitudinal study was conducted to assess the competencies of senior healthcare leaders with the broad objectives of assessing the existing competency levels, identifying the gaps in competencies, and proposing enhancement recommendations. Methods: The study aimed for a sample size of 384, which was calculated using Cochrane’s formula. Data were collected using a self-administered prevalidated questionnaire based on the National Centre for Healthcare Leadership Competency Model (version 2.0) through Google Forms. The assessment included the Likert scale-based questions on perceived importance and existing competence levels of 26 competencies across three domains: Transformation, execution, and people. Fifty-nine participants underwent an administrative course and were again administered the questionnaire to seek any response changes. Data analysis was conducted using Microsoft Excel and SPSS. Results: Out of 422 questionnaires distributed, 355 valid responses were analyzed. Participants were predominantly male (86.20%). The average self-assessment score was 4.39 across 26 competencies. Accountability scored highest (4.85), and talent development was lowest (4.03). Significant gaps were found between perceived importance and self-assessed proficiency. Transformational competencies scored lowest compared to other domains. Younger leaders rated themselves lower than older ones. Leaders with more than 25 years of clinical experience rated higher in analytical thinking, human resource management, and performance measurement. Administrative experience correlated with higher self-ratings. Gender differences were noted in IT management and innovative thinking perceptions. Conclusion: This study provides valuable insights into the complex interplay of factors influencing healthcare leadership competencies. Healthcare organizations can develop effective strategies for leadership development by focusing more on transformational competencies.