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According to Healy (2020), the U.S. federal government ratified a national public health emergency to respond to the public health safety challenges of COVID-19. The public health emergency pronouncement, in effect until mid-April 2022, allows the U.S. federal agencies to offers several health responses to the pandemic that include, access to telehealth services, access to free testing, and no-cost vaccine access (U.S. Food and Drug Administration, 2022) In addition, the Families First Coronavirus Response Act (FFCRA) tied several provisions to the public health emergency timeline U.S. Food and Drug Administration, 2022) These protections have averted health care coverage interruption for millions of Americans during the pandemic and helped ensure access to free testing, treatment, and vaccines but have also highlighted the importance of effective leadership skills with the ability to manage these programs and help those that are most venerable to public health risks (Healy, 2020).
The need for effective public health leaders has never been more critical. Government leaders are responsible for successfully managing millions of taxpayer dollars and resources (White, 2016). Effective and efficient leadership and sound managerial decision-making skills are significant in ensuring these resources are used appropriately and efficiently. The nature of government management in the government today is continuously changing (Goldsmith & Levensaler, 2016). These changes represent some high-stakes challenges to the impact and nature of leadership decision-making (Goldring, 2015; White, 2016). Social networks and media are creating a new level of accountability and transparency (Goldring, 2015). Additionally, new technologies, human resource challenges, revenue scarcities, and political dynamics outline the complex nature of being an effective leader and managerial decision-maker in the federal government (White, 2016).
Problem Statement
According to the Center for Leadership Studies (2017), most organizations operate with a 5 - 10% productivity rate lower productivity than organizations with better trained and more effective managers. Gallup (2015) reported that only 30% of U.S. employees are engaged at work in a world-famous study. Only 35% of managers are engaged in their jobs. Leaders can eliminate as much as 32% of an organization's voluntary turnover with better leadership competencies (Center for Leadership Studies, 2017). Virtually all organizations try to fix bad managers with training (Gallup, 2015). Each year, more federal organizations rely on executive coaching to improve government supervisors' leadership skills as the more organizational focus is on managerial and organizational effectiveness and (Censer, 2011; Katz, 2018a). Influential leaders are estimated to propel their organizations prone to rank three times more than organizations without effective leaders in terms of financial performance and effectiveness (Global Leadership Forecast, 2015). Reviews reflected those managers and executives equipped with coaching practices and strategies accomplished 88% higher ratings in productivity as transformative leaders to maximize organizational effectiveness (Haan & Nieb, 2015). Executive Coaching has emerged worldwide to become a leading trend to achieve organizational effectiveness, business capacity, and leadership development (Lebihan, 2011; McCarthy, 2011).