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Program Competencies | Executive MBA in Health Administration

Communication​s/Interpersonal Effectiveness

  • Collaboration: Acts to promote good working relationships regardless of personal likes or dislikes;
  • Communication Skills: Uses ​varied communication management techniques, brainstorming, consensus building, group problem solving, and conflict resolution;
  • Interpersonal Understanding: Takes time to get to know people beyond superficial or job-related information
  • Relationship Building: Builds personal relationships with colleagues such that one can ask and readily receive favors and requests

Critical Thi​nking, Analysis, Problem-solving

  • Data Analysis: Uses a hypothesis testing framework to model the impacts of false positive and false negative results of medical screening tests
  • Economic Analysis: Evaluates public policy proposals from the perspectives of both market failure and interest group politics.
  • Analytical Thinking: Identifies multiple elements of a problem and breaks down each of these elements in detail, showing causal relationships between them
  • Financial Skills: Develops long-term plans for funding growth and development (e.g., new services, clinical programs, community outreach
  • Information Seeking: Establishes ongoing systems or habits to get information; for example, walks around, holds regular informal meetings, or scans publications that feature best practices
  • Performance Measurement: Tracks financial, customer, quality, and employee performance measures; Uses patient and constituent satisfaction scores, as well as demographic and epidemiological statistics to set organizational priorities, plans, and investments

Management and Leadership

  • Change Leadership: Takes a dramatic action (other than giving a speech) to reinforce or enforce the change effort; Personally exemplifies or embodies the desired change through strong, symbolic actions that are consistent with the change.
  • Human Resources Management: Aligns human resource functions to achieve organizational strategic outcomes; Understands the importance of aligning recruitment and selection, job design and work systems, learning and development, reward and recognition, and succession planning.
  • Impact and Influence: Analyzes the needs, interests, and expectations of key stakeholders; Anticipates the effect of an action or other detail on people's image of the speaker 
  • Information Technology Management: Is familiar with current technology for patient tracking (especially registration, billing and records management), financial automation and reporting, and reimbursement management
  • Initiative: Scans for environmental inflection points to anticipate changes, future opportunities, and potential crises that others may not see
  • Innovative Thinking: When looking at information, sees patterns, trends, or missing pieces/linkages; Notices when a current situation is similar or dissimilar to a past situation, and identifies the similarities and/or differences.
  • Organizational Awareness: Takes time to become familiar with the expectations, priorities, and values ofhealth's many stakeholders (e.g., physicians, nurses, patients, staff, professionals, families, community leaders); Uses this understanding to build coalitions and consensus around the organization's vision, priorities, and national health and wellness agendas
  • Process Management and Organizational Design: Assesses organizing structures (functional, departmental, service lines, etc.) and their advantages and disadvantages
  • Project Management: Uses project management software; Establishes phases and steps with realistic timelines
  • Strategic Orientation: Understands the forces that are shaping health over the next 5 to 10 years (market, social, cultural, economic, and political); Aligns strategy, structure, or people with the long-term environment
  • Talent Development: Uses surveys, assessment tools, and personal engagement to develop a comprehensive understanding of talent strengths and needs in the organization; Actively supports resource investments to close talent gaps
  • Team Leadership: Creates the conditions that enable the team to perform at its best (e.g., setting clear direction, providing appropriate structure, getting the right people


  • Achievement Orientation: Makes decisions, sets priorities, or chooses goals on the basis of calculated inputs and outputs (e.g., makes explicit considerations of potential profit and risks or return on investment
  • Professionalism: Ensures that organization adheres to honesty and fair dealing with all constituencies, including employees and community stakeholders; Promotes the development of professional roles/values that are compatible with the improvement of health and wellness
  • Self-Confidence: Seeks challenging assignments and is excited by a challenge
  • Self-Development: Independently analyzes future developmental needs, factoring in accurate self-assessment, feedback from others, personal career goals, and organization direction

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