Capella University NHS FP5004 Collaboration Communication An ✓ Solved

Capella Universitynhs Fp5004 Collaboration Communication And Cas

Use the following scenario as a basis to complete Assessment 1. Imagine that you work in a health care facility and your boss has just stopped by your office and says the following: Hi, I just have a couple of minutes - please forgive me for stopping in without advanced notice. One of the results of a recent employee survey at Lakeland Clinic indicates we have some issues to address. The data show 75% of the employees have concerns about at least one of the following: diversity issues, workplace incivility, and poor work-life balance. Senior leadership has asked me how I plan to respond, and my first inclination is to put you in charge of assembling a team to address one of the issues.

You have demonstrated effective organizational and communication on other projects and I think you will be a great asset as we move forward. I have to run right now, but I’ll send you an email with more information before I leave today. See you later!

Subsequent Email: Thanks for talking with me this morning. I just want you to know that this is really a great opportunity for you. I know you have been interested in taking steps to becoming a leader in this organization and now it’s time to realize your potential. As you know we opened the Lakeland Medical Clinic to serve area residents who were unable or unwilling to use the services offered at the main hospital. The first two months of operation saw strong patient volume. Since then, the numbers have dropped off dramatically. This prompted leadership to start asking some questions, which lead to the internal survey that I mentioned yesterday.

I just met with leadership and they determined that the priority right now is the diversity issue because we have the opportunity to improve outcomes for both employees and the community. This is part of an email I got from the clinic director last week: “…after careful examination of all aspects of the organization and talking with some neighborhood leaders we have concluded that residents in the community do not feel comfortable coming to the clinic. It seems the staff are lacking the ability to develop a trusting relationship with the residents primarily because they do not understand the cultural values and norms. The neighborhood residents, which you know are predominantly Haitian, often feel their beliefs, values, and health practices are not understood.

When staff members were hired, we only considered their past work experiences, education and potential. We may have failed to fully consider their ability to work with diverse populations.“ Hopefully the information gives you a better understanding of the issues to be addressed. Time to get started as things need to move quickly. I want you to assemble a committee to clearly define the problem and ultimately provide guidance on solutions. Before introducing you to the clinic director and executive team, I want to review your approach specific to leadership style and collaboration.

I want two things from you in a written document. The first part is just for me, but the second part I intend to share with the clinic director. First, identify and describe a leader you would choose to lead a project like this and explain why. It can be anyone that is qualified, even someone famous. Your choice will tell me a lot about your leadership approach and priorities.

Next, select one of the characteristics that make them successful and compare it against your leadership skills. The second item is related to leading and fostering teamwork and collaboration among a group of interdisciplinary professionals. We are looking for 4–6 members to serve on a committee who will be considering the diversity issue and ultimately making a recommendation on how to address it. I want you to: • Describe your role and approach to leading the group. How will you lead and communicate? Will you be an authoritative, collaborative, democratic, servant, or transformational type of leader? Analyze the strengths and weaknesses of your approach in the context of this project.

• Describe how you would facilitate collaboration to maximize team effectiveness. You might consider: o Communication technologies. o Practices (accountability, decision making, delegating). o Techniques for sharing information and ideas. o Any others ideas you might have. Remember this information will be shared with the clinic director so keep it clear, focused, and professional. Creativity is important; however, we want to be sure that your ideas and approaches align with current health care organization trends and practices, so include references from current academic or professional resources to support your points.

Sample Paper For Above instruction

Effective leadership and collaborative communication are essential components in addressing organizational challenges within healthcare settings, especially when dealing with diversity and inclusion issues. In the scenario at Lakeland Clinic, a strategic approach combining strong leadership with effective team collaboration can help improve trust with the community and enhance employee engagement. This paper outlines a leadership selection and describes leading a diverse team toward solutions that foster cultural understanding and organizational change.

Leadership Selection and Rationale

For leading a project focused on addressing diversity concerns at Lakeland Clinic, I would choose Dr. Paul Farmer, a globally recognized physician and anthropologist renowned for his work in global health equity and social justice. Farmer exemplifies transformational leadership, with qualities such as empathy, vision, and the ability to mobilize teams around social causes (Farmer, 2005). His focus on addressing social determinants of health and fostering trust among marginalized populations aligns precisely with the goals of this project. His reputation for leading culturally sensitive initiatives demonstrates his capacity to bridge gaps between healthcare providers and diverse communities.

Comparison of Leadership Characteristics

The key characteristic that defines Dr. Farmer’s success is empathy—an ability to genuinely understand the cultural and social backgrounds of the populations he serves. In my own leadership style, I also prioritize empathy, recognizing that understanding and respecting cultural differences is fundamental for motivating teams and gaining community trust. While Dr. Farmer’s empathetic approach is rooted in direct experience and personal commitment, my leadership style focuses on active listening and cultural humility to foster inclusive decision-making (Tervalon & Murray-García, 1998). This alignment allows me to adopt a culturally competent approach suited to the diversity challenges at Lakeland Clinic.

Leadership Style and Team Facilitation

Considering the importance of community trust and staff sensitivity, I would adopt a transformational leadership style to motivate and inspire team members. Transformational leadership emphasizes shared vision, inspiration, and intellectual stimulation, which are vital for engaging interdisciplinary teams in cultural competence initiatives (Bass & Riggio, 2006). I would lead by example, promoting open communication, continuous learning, and accountability within the team. This approach encourages team members to see their role as part of a larger mission aimed at improving community health outcomes.

To facilitate collaboration, I would leverage communication technologies such as collaborative online platforms (e.g., Microsoft Teams, Slack) for real-time communication and document sharing, thus enhancing transparency and efficiency (Valentine & Flemming, 2020). Regular virtual meetings would be scheduled to ensure ongoing dialogue, clarify objectives, and address challenges promptly. Practices like shared decision-making and delegation would empower team members, fostering a sense of ownership and accountability (Schmuck et al., 2021). Additionally, techniques such as brainstorming sessions and cultural competency training would promote shared understanding and innovative problem-solving.

In conclusion, choosing a culturally competent leader such as Dr. Paul Farmer and adopting a transformational leadership approach can effectively address diversity issues at Lakeland Clinic. By facilitating collaborative communication through modern technology and shared practices, the team can develop sustainable solutions that bridge cultural gaps and improve health outcomes for the Haitian community and all stakeholders involved.

References

• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. Mahwah, NJ: Erlbaum.
• Farmer, P. (2005). Pathologies of power: Health, human rights, and the new war on the poor. UC Press.
• Schmuck, P., Renkema, A., & Bartram, D. (2021). Building high-performing teams: A practical guide. Journal of Organizational Psychology, 21(3), 45-59.
• Tervalon, M., & Murray-García, J. (1998). Cultural humility versus cultural competence: A critical distinction in defining physician training outcomes in multicultural education. Journal of Health Care for the Poor and Underserved, 9(2), 117-125.
• Valentine, S., & Flemming, S. (2020). Enhancing remote team collaboration using digital tools. Journal of Healthcare Management, 65(4), 273-283.