The document introduces the Strategic Health Leadership (SHELDR) Consulting Group, which helps health leaders develop strategic competencies. It describes a model with 17 competencies organized in 4 components: integrating needs, encouraging innovative thinking, informing and inspiring, and promoting professionalism. Services include leader development programs, executive coaching, and facilitation. The goal is to develop more strategic leaders at all levels through a research-based competency system.

1. Strategic Health
Leadership (SHELDR)©
Consulting Group
“Helping Health Leaders Transform Their Health
System to Create The Healthiest Population in the
World and Develop Strategic Minded Leaders”
Douglas E. Anderson
DHA, MSS, MBA, LFACHE
Douglas.E.Anderson57@gmail.com
Cell: 703-282-7669

2. Disclosure and Disclaimer
Douglas E. Anderson, Owner, SHELDR Consulting Group
has no relevant financial relationships with commercial
interests to disclose. The opinions are his own and do
not represent an official position of any organization.
Any publications, commercial products or services
mentioned are for recommendations or examples only
and do not indicate an endorsement.

3. About
• Strategic Health Leadership (SHELDR) Consulting Group services center on
helping strategic health leaders navigate the complexities of health systems
transformation and integration, improve their strategic management
processes, and development of strategic minded leaders.
• The SHELDR Consulting Group uses an innovative research-based SHELDR
model and set of 17 competencies to health leaders, small groups, and
individuals grow at all levels of the organization regardless of their
developmental needs.
• We have helped organizations monitor trends, explore future possibilities,
create new organization structures, develop business plans and proposals,
develop course curricula, and educate and develop numerous future
strategic minded leaders, and senior leaders to improve the strategic
health leadership competencies.

4. The Big Idea: Apply a System of Competencies to Develop Strategic
Minded Leaders At All Levels, More Often and In Larger Numbers

5. Strategic Health Leadership (SHELDR) Model
Component Element Description
A. Integrates Needs of
Others and the
Organization
1. Actively Listens To Others
2. Develops Leaders and Teams of Leaders
3. Celebrates
4. Stewardship of Resources
B. Encourages
Aspirational and
Innovative Thinking
1. Critical Thinker
2. Applies Systems Approach
3. Challenges Status Quo
4. Creates a Culture of Innovation
C. Informs, Inspires, and
Influences
1. Develops Vision
2. Communicates
3. Leads Change
4. Empowers Others
D. Promotes
Professionalism and
Builds Character
1. Collaborates
2. Applies Ethics
3. Develops Trust
4. Life Long Learner
5. Resilient and Optimistic
System of competencies to
develop strategic minded leaders
at all levels, more often and in larger
numbers
Grounded in transformational,
collaborative, and complexity
leadership theories
Product of synthesizing 76 articles
and 2,045 words and phrases
related to strategic leadership using
qualitative research techniques

6. SHELDR Services
• Customized Strategic Minded Leader Development Education, And
Training Programs on Specified Topics, Length, and Delivery Modes
• Provide Personalized Executive Coaching (On
Site/Remote/Combination) On Strategic Health Leadership:
Competencies, Initiatives, Career Development
• Customized event e.g. workshops, meetings, seminars, training
planning and facilitation services for development of strategic or
operational plans
• Design, implement, gather and “synthesize” large amounts of
unstructured data e.g. words, phrases, paragraphs into themes for
analysis, themes, trends, narratives

7. Component A: Integrates Needs of
Individuals, Groups, and the Organization
• Attends to follower and
organization (inter and intra)
needs
• Actively listens to understand
then be understood
• Builds inter-and intra-personal
relations
• Develops current and future
leaders
• Helps others succeed

8. Component A: Actively Listens To Others
• Engages in, and
understands the concerns
and needs of individuals
and teams
• Conveys empathy to
uncover possibilities
• Provides support by
removing barriers and
obstacles

9. Component A: Develops Leaders and Teams
of Leaders
• Coaches, guides, and
mentors leaders and teams
• Encourages self-
development and intrinsic
motivation
• Gives constructive feedback
• Assures education and
training opportunities

10. Component A: Celebrates
• Recognizes individual
and team contributions,
innovations, and
progress
• Encourages
acknowledgement of
success and setbacks to
continuously improve,
learn, and innovate.

11. Component A: Stewardship of Resources
• Judiciously allocates
and aligns resources
with strategy efficiently
and effectively
• Money
• Personnel
• Information
• Equipment
• Infrastructure
• Environment

12. Component B: Encourages Aspirational and
Innovative Thinking
• Challenges assumptions
(others, self, organization)
• Takes calculated risks
• Integrates ideas from inside
or outside the organization
• Applies critical thinking:
agile, adaptive, and systems
thinking for a sustainable
positive effect.

13. Component B: Critical Thinker
• Applies agile thinking to
anticipate or find opportunity in
complex, uncertain, and
ambiguous (VUCA) situations
• Uses adaptive thinking to solve
problems or shift momentum to
apply sustainable solutions

14. Component B: Applies Systems Approach
• Assesses situations
systematically
• Understands
interconnections
between systems
and processes to
develop strategy,
solve problems,
and make complex
decisions

15. Component B: Challenges the Status Quo
• Challenges assumptions
of others, self, and
organization
• Asks probing questions
from multiple
perspectives
• Develops new ideas,
concepts, solutions, and
better processes

16. Component B: Creates a Culture of Innovation
• Creates a safe
amiable culture
designed to
encourage novelty
and new ideas
• Manages risks with
experimentation,
alternative
perspectives, test
and evaluation,
and prototyping

17. Component C: Informs, Inspires, and
Influences
• Develops and articulates a
futures-based aspirational
vision and strategy despite
a volatile, uncertain,
complex, and ambiguous
(VUCA) environment
• Inspires followers to
achieve the vision or
strategy and take
independent initiative at all
levels

18. Component C: Develops Vision
• Senses signals
• Sees the future
• Develops aspirational vision,
strategy, plans, and
capabilities to meet the
needs of customers,
suppliers, and stakeholders.

19. Component C: Communicates Strategically
• Proactively engages
followers, teams,
partners, stakeholders to
aspire to a greater vision
with inter and intra
personal communication
or outreach
• Makes vision clear,
meaningful, and
understandable

20. Component C: Leads Change
• Sets the tone, pace,
and example to lead
change
• Aligns and
integrates concepts,
strategy,
capabilities,
organizations, and
processes into
common practice
and culture

21. Component C: Empowers Others
• Shares leadership
collectively
• Builds, aligns, and
sustains diverse
teams of leaders to
achieve the vision,
outcomes and
effectiveness
• Measures progress
and results

22. Component D: Promotes Professionalism and
Builds Character
• Serves as a role model for
high ethics and morals
• Instills pride
• Gains respect and trust
with proactive
communication and
collaboration
• Leads by example
• Constantly developing
themselves

23. Component D: Collaborates
• Builds mutually
beneficial
relationships and
common goals
within and across
organizations
• Partners with
networks and
communities of
practice and
stakeholders

24. Component D: Applies Ethics
• Serves as a
role model
for
unwavering
ethical
decision-
making and
respect for
autonomy,
non-
maleficence,
beneficence,
and justice

25. Component D: Develops Trust
• Builds and
sustains trust
through example,
integrity,
accountability,
and transparency
with individuals,
across
organizational
boundaries, and
with stakeholders

26. Component D: Life Long Learner
• Seeks,
leverages,
uses,
generates,
shares
knowledge

27. Component D: Resilient
• Bounces back
from
adversity
through
optimism and
improving
personal
health,
wellness, and
management
of stress

28. SHELDR Services
• Conduct Strategy, Futuring, and Scenario Development, Design,
Analysis, and Execution sessions; includes “Red Teaming” – critical
assessment and feedback
• Facilitate Design, Development, Implementation, or Evaluation of
strategic initiatives, CQI projects, action plans, and qualitative
research
• Develop and Implement Strategic Communication And Outreach
Campaign Planning for Implementation of Projects
• Business Development, Research, Proposals, and Reports including
white papers (problem/solution), case studies, and other publications

29. Contact
• We are looking forward to hearing from you. Please feel free to get in
touch via the form below, we will get back to you as soon as possible.
Douglas E. Anderson, DHA, MSS, MBA, LFACHE
Cell: 703-282-7669
EMAIL: Douglas.E.Anderson57@gmail.com