NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

Name

Capella university

NHS-FPX 5004 Communication, Collaboration, and Case Analysis for Master’s Learners

Prof. Name

Date

Lynnette

Lakeland Medical Clinic

Hello, Lynnette! Thank you for offering me the opportunity to lead the project on cultural diversity issues for our health organization. This project will allow me to recognize and showcase my leadership skills, addressing organizational difficulties. The survey result depicted that about 75% of staff have diversity concerns. Your email made it evident that the issue with the decreasing influx of patients in our clinic derived from our staff’s incapacity to adapt to various norms and principles. The Haitian population is concerned with its opinions, ideals, and medical practices. Thus, medical professionals should be prepared to deal with these difficulties (Capella University, n.d.).

Reducing the influx of patients at Lakeland Medical Clinic is a serious concern that must be addressed. I am delighted to apply my leadership abilities to address our clinic’s cultural diversity challenges. We should improve our staff’s cultural understanding and responsiveness to assist Haitian patients feel secure at the Lakeland clinic, offering culturally competent care to all patients.

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

To effectively deal with this cultural diversity project, I believe a leader should be skilled in efficient communication, solving conflicts, motivating staff, and analytical and decision-making abilities. A leader should be able to reduce preconceptions and facilitate good team collaboration (Jankelová et al., 2020).  Furthermore, a leader must be able to communicate with the team positively and unambiguously successfully. A leader should be able to resolve problems associated with cultural diversity. Through efficient interaction, the personnel can build an understanding of themselves and incorporate culturally appropriate conduct into their professional practices (Contreras et al., 2020). Team members can feel discouraged due to the complexity and effort required to address this issue.

In this context, the leader should be able to motivate their employees. Leaders must also possess analytical abilities and the capacity to make immediate decisions through problem-solving skills. In this cultural diversity issue, a leader must be able to develop positive relationships with other staff and patients (Hallo et al., 2020). These are all essential skills for managing diversity challenges at Lakeland Medical Clinic. They assist staff personnel in dealing with cultural differences, remain focused and encouraged during challenges, and develop positive attitudes with other team members and patients.

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

I would choose Randy Oostra, the chief executive officer and president of ProMedica in the United States, as a leader to conduct such a project on cultural diversity. Randy Oostra is a prominent leader in the US medical industry who left a successful consulting career to support communities and introduce healthcare reforms. ProMedica is a nonprofit organization that manages educational facilities, medical centers, and nursing homes across multiple states in the United States. The organization earned numerous honors for its quality care delivery.

Randy Oostra was an inspirational leader who focused on balancing services or resources and the community. His capability to make well-informed decisions allowed him to lead the organization effectively (Promedica, 2024). Furthermore, he maintained his focus on community care so that personnel can offer individualized and effective care considering the patients’ particular needs. However, there are a few differences and similarities in Randy Oostra’s leadership style.  The similarity in Oostra’s leadership and my emphasis on promoting cultural awareness to deal with social and cultural determinants, aiming for a culturally appropriate staff at the Lakeland clinic. Developing efficient approaches and effectively executing them for our patients to offer culturally sensitive care. For example, Randy Oostra and I committed to delivering community services to improve health outcomes.

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

Similarly, during the project, my goal will be to guarantee that medical personnel can deliver culturally sensitive treatment to patients to achieve targeted patient satisfaction. However, Randy Oostra’s substantial recognition of his achievements differs from my comparatively early leadership level. As he promoted diversity in healthcare, it will be valuable for the Lakeland clinic. I will continue implementing changes and innovations to ensure the organization’s success in the medical field. One of the differences is that I will employ strategies to incorporate diversity and inclusion into healthcare personnel from the community itself so that they can efficiently comprehend the values and ideas that people possess. As cultural competent training improves the attitude of medical staff towards equality and the provision of culturally appropriate care (McGregor et al., 2019).  Furthermore, I would like to incorporate transformative leadership and coaching approaches. Making the existing staff culturally competent to assist the Haitian population.

As a diversity project leader at Lakeland Medical Clinic, I will employ a transformational and coaching leadership model. Transformational leadership encourages teammates, fosters a trustworthy setting, stimulates them to introduce improvements,  and implements organizational reform (Khan et al., 2020). Initially, my responsibility as project leader will be to facilitate communication between medical personnel and Haitian patients. It will aid in building trust among the patients. Furthermore, encourages team members, fosters an unbiased environment, motivates them to implement reforms, and recognizes innovations (Ystaas et al., 2023). As a project leader, I will prioritize two critical approaches: training medical personnel to create connections with patients and enhancing their interpersonal abilities to acquire their trust.

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

Using the transformational and coaching approaches, I will employ an open and transparent communication approach to discuss diversity issues with staff to find practical solutions. Furthermore, I will use a coaching leadership style by offering training to improve medical personnel’s relationship-building abilities and interpersonal skills, improving patient trust in the health system. Moreover, I will actively participate in all project activities with the team, address the issue of diversity, and promote equality within the clinic (Jankelová & Joniaková, 2021). By employing these approaches through coaching and transformational leadership styles, cultural diversity issues related to Haitians can be solved in the Lakeland clinic.

Collaboration is a crucial aspect of an efficient, professional team. Collaboration requires mutual trust and teamwork. Successful interaction can help build trust and collaboration (Wei et al., 2022). Another strategy that can aid in this respect is the team’s internal investigation, in which they will be questioned about their accomplishments and outcomes. In the case of poor performance, these team members can benefit from training sessions. It can successfully improve collaboration by encouraging responsibility, development, and confidence among team members (Samardzic et al., 2020). Moreover, besides cultural norms, language gaps between professionals and Haitians contribute to diversity concerns (McGregor et al., 2019). Furthermore, the Lakeland clinic’s professional team will benefit from frequent team-building events and seminars focusing on cultural awareness and intercultural interpersonal abilities.

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

Such activities will enable staff members to interact with each other in a supportive and encouraging environment, promoting empathy and compassion among members from different backgrounds and viewpoints (Flores et al., 2023). Another strategy I intend to use is changing the Lakeland clinic’s recruitment policy. Locals will be prioritized over qualified and experienced candidates during employment. This way, Haitians will be more satisfied. Lastly, I will conduct regular team meetings in which they can express their concerns and perspectives regarding patients and medical care. It will offer an opportunity to interact with other team members and discuss the possibilities regarding culturally competent care, improving the collaboration and coordination for Haitian population care (Jankelová & Joniaková, 2021). 

By executing a comprehensive approach incorporating efficient leadership and training programs, I am confident that we will address Lakeland Medical Clinic’s diversity concerns and create an improved, encouraging, and culturally sensitive setting for all patients. I am excited to work with you and the rest of the team to develop effective change and ensure that everyone, irrespective of background, receives the best treatment possible. As a team, we can turn obstacles into opportunities and significantly impact our patients and the community in which we serve.

Reference

Capella University. (n.d.). NHS5004 Communication, collaboration, and case analysis for master’s learners. capella.edu. https://www.capella.edu/

Contreras, F., Baykal, E., & Abid, G. (2020). E-leadership and teleworking in times of COVID-19 and beyond: What we know and where do we go. Frontiers in Psychology, 11, 590271. https://doi.org/10.3389/fpsyg.2020.590271

Flores, I. F., Dator, W. L. T., Olivar, J. J., & Gaballah, M. K. (2023). Congruence of effective leadership values between nurse leaders and staff nurses in a multicultural medical city in Saudi Arabia: A sequential mixed-methods study. In Healthcare, 11(3), 342. https://doi.org/10.3390/healthcare11030342

Hallo, L., Nguyen, T., Gorod, A., & Tran, P. (2020). Effectiveness of leadership decision-making in complex systems. Systems, 8(1), 5–5. https://doi.org/10.3390/systems8010005

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

Jankelová, N., & Joniaková, Z. (2021). Communication skills and transformational leadership style of first-line nurse managers in relation to job satisfaction of nurses and moderators of this relationship. Healthcare, 9(3), 346. https://doi.org/10.3390/healthcare9030346

Jankelová, N., Joniaková, Z., Procházková, K., & Blštáková, J. (2020). Diversity management as a tool for sustainable development of health care facilities. Sustainability, 12(13), 5226. https://doi.org/10.3390/su1213522

Khan, H., Rehmat, M., Butt, T. H., Farooqi, S., & Asim, J. (2020). Impact of transformational leadership on work performance, Burnout and Social Loafing: A mediation model. Future Business Journal, 6(1). https://doi.org/10.1186/s43093-020-00043-8

McGregor, B., Belton, A., Henry, T. L., Wrenn, G., & Holden, K. B. (2019). Improving behavioral health equity through cultural competence training of health care providers. Ethnicity & Disease, 29(2), 359. https://doi.org/10.18865%2Fed.29.S2.359

Promedica. (2024). Randy Oostra, CEO. promedica.org. https://www.promedica.org/

Samardzic, M., Doekhie, K. D., & van Wijngaarden, J. D. (2020). Interventions to improve team effectiveness within health care: A systematic review of the past decade. Human Resources for Health, 18, 1-42. https://doi.org/10.1186/s12960-019-0411-3

Wei, H., Horns, P., Sears, S. F., Huang, K., Smith, C. M., & Wei, T. L. (2022). A systematic meta-review of systematic reviews about interprofessional collaboration: Facilitators, barriers, and outcomes. Journal of Interprofessional Care, 36(5), 735-749. https://doi.org/10.1080/13561820.2021.1973975

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

Ystaas, L. M. K., Nikitara, M., Ghobrial, S., Latzourakis, E., Polychronis, G., & Constantinou, C. S. (2023). The impact of transformational leadership in the nursing work environment and patients’ outcomes: A systematic review. Nursing Reports, 13(3), 1271-1290. https://doi.org/10.3390/nursrep13030108

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