Leadership and Group Collaboration

Read the Week 3 Assignment Scenario [PDF]
Use the Letter Template [DOCX] to develop a professional response in the form of a letter to the supervisor in the scenario. The letter should have two main components:
Identify the qualities of a successful leader and compare them to your own leadership characteristics.
Make recommendations on how to lead and foster teamwork.
You may use the Week 3 Assignment Example [PDF] to give you an idea of what a Proficient or higher rating on the scoring guide would look like.
Additional Requirements
Your letter should be 3–4 double-spaced pages in length.
Apply current APA formatting to all in-text citations and references.
Use Times New Roman, 12-point font.
Express your main points, arguments, and conclusions coherently.
Use correct grammar and mechanics.
Support your claims, arguments, and conclusions with credible evidence from 2–3 current scholarly or professional sources.
Proofread your writing.
Leadership
ATTACHED FILE(S)
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Title of Assignment
Learner’s Full Name (no credentials)
Capella University
Course Title
Month, Year
[Date]
[Recipient’s Name]
[Organization Name]
[Type the letter in this section, per assignment guidelines.]
References
[List references used in APA format.]
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Assignment Scenario
Use the following scenario as a basis to complete your assignment.
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 moved 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.
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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 who 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 that 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 you points.
I have confidence in you!
– Lynnette
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Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.

Leadership and Group Collaboration

Learner’s Name
Capella University
NHS5004: Collaboration, Communication, and Case Analysis for Master’s Learners
Instructor Name
December 1, 2019
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Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
December 28, 2019

Lynnette
Lakeland Medical Clinic
Hello, Lynnette! I am thankful and excited to take on the proposed project. I strongly
believe effective leadership in health care is a critical component in the success of an
organization. This project is a great opportunity to enhance my skills in solving
organizational issues such as the diversity issue at Lakeland Medical Clinic. I understand
from your e-mail the primary issue we must focus on is the staff’s lack of cultural
competence. Culture affects the way we comprehend our reality, how we communicate, and
how we perceive our surroundings (Center for Community Health and Development, 2019).
As our population becomes more culturally diverse, it is important for health care centers to
be culturally competent. For an organization to be culturally competent, it is important for
employees to communicate effectively and appreciate the diversity of cultures (White et al.,
2019).
To handle the diversity issue effectively, a health care leader must possess skills such
as excellent communication, strategic thinking, interpersonal skills, and the ability to plan
efficiently. A leader should communicate to the staff the vision and the goal of the diversity
project in a manner that creates a sense of unity and purpose among the staff members. A
leader must plan strategically to change the system by anticipating problems the staff might
face while implementing new processes. A leader should encourage staff members from
interdisciplinary teams to actively voice their opinions to validate the processes that have
been implemented and suggest changes that could enhance the efficiency of the staff’s
involvement in these processes.
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Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
An individual I would choose to lead a project such as this would be Dr. Lisa E.
Harris, medical director and chief executive officer of Eskenazi Health, Indianapolis. For 30
years, Dr. Harris has practiced medicine and has been committed to improving medical
services for minorities. She is constantly engaged in research, teaching, and patient care.
Today, the Eskenazi Health campus is one of the largest health care campuses to achieve a
gold certification in Leadership in Energy and Environmental Design (Eskenazi Health, n.d.).
Dr. Harris is an excellent example of a leader who practices the transformational style of
leadership. Dr. Harris’s success can be attributed to her ability to take risks to achieve her
goals. She has actively worked toward developing the quality of health care services in local
communities. She ran a successful campaign to seek voter approval for the construction of a
new hospital that could solve existing health care issues, revolutionize health care, and
provide affordable health care. There are certain similarities and differences between Dr.
Harris’s and my leadership style. The similarities include leading by example, being
approachable, demonstrating strong work ethics, being willing to train and motivate
subordinates to achieve their goals, and working to fix issues in the system.
For the proposed project, I would implement a process flow that provides enough
room for innovation. Dr. Harris implemented a complex workflow that could reduce the
bandwidth for innovation within the organization. This approach might not be ideal for a
clinic setting, especially when tackling sensitive issues such as diversity. Consequently, my
approach would differ from Dr. Harris’s; I would encourage a diverse and inclusive
workplace that also promotes interprofessional collaboration. This, in turn, encourages the
sharing of experiences and expertise among staff members and opens avenues for innovation.
Steps to Address the Diversity Issue
When leading the project at Lakeland Medical Clinic, I will utilize key qualities of
both transformational and collaborative types of leadership to effectively address the
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Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
diversity issue. One approach is to set up a multicultural collaboration between the staff at the
clinic and the residents. This can be achieved by forming an interdisciplinary committee that
consists of staff members from different disciplines as well as members from the community.
Collaborations between physicians, nurses, and other health care professionals promote
knowledge sharing and can make the processes that have been set up to achieve staff and
patient satisfaction more efficient.
Mutual respect, trust, and collaboration are some characteristics of an effective team.
Collaboration in a health care setting involves professionals taking on complementary roles
and work together, sharing responsibility to solve problems, and formulating effective plans
for patient care. An important aspect of collaboration is open and effective communication,
which builds respect and fosters trust. The roles and responsibilities of team members must
be clearly communicated to prevent conflicts of interest. Another approach would be to
analyze the strengths and weaknesses of team members through an internal assessment and
delegate work based on their capabilities. Training sessions should be set up for team
members who lack certain skills. It is important to motivate and encourage team members by
identifying and valuing their contributions. My approach would be to mandate shared
decision-making within the team to encourage negotiation, openness, and trust. Shared-
decision making can make way for various innovative strategies for handling the clinic’s
diversity issue (Morley & Cashell, 2017).
Diversity issues can arise from practical problems such as language barriers and
cultural practices or from deeper systemic issues such as staff prejudices and racism. To
address diversity issues stemming from practical problems, we will initiate training programs
for staff to sensitize them to Haitian culture and values. Diversity coaches can be hired to
train staff members. Diversity training provides information about dietary needs and
restrictions, language barriers, and psychological triggers (Cooper-Gamson, 2017). Staff
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members who actively participate in improving their cultural competency should be
recognized and rewarded to motivate and encourage other staff members to do so. To address
systemic issues, we will require an organization-wide assessment of employees and their
cultural biases and provide mandatory antiracism and diversity training (Shepherd et al.,
2019).
Another approach would be to tweak existing hiring policies. We should assess the
cultural competency of candidates, rather than just their academic qualifications and previous
work experience, before recruiting them. A more diverse workforce can help improve an
organization’s cultural competency (Rahman, 2019). We can provide employment
opportunities to individuals from the local community by setting up training camps that can
equip them with the required skills to work at the clinic, thereby improving cultural diversity
in the workforce.
In this e-mail, I have presented multiple strategies to address the diversity issue such
as initiating staff training and hiring diversity coaches along with suggestions to change
existing hiring policies. Implementing these strategies can increase the organization’s cultural
competency and workforce diversity. Improving an organization’s cultural competency
assures improved efficiency of clinical staff as well as patient satisfaction (White et al.,
2019).
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Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
References
Center for Community Health and Development. (2019). Section 8. Multicultural
collaboration. Community Tool Box. https://ctb.ku.edu/en/table-of-
contents/culture/cultural-competence/multicultural-collaboration/main
Cooper-Gamson, L. (2017). Are we bridging the gap? A review of cultural diversity within
stoma care. British Journal of Nursing, 26(17), S24–S28.
https://doi.org/10.12968/bjon.2017.26.17.S24
Eskenazi Health. (n.d.). Lisa E. Harris, MD. https://fsph.iupui.edu/doc/news-events/Lisa-
Harris-Bio.pdf
Morley, L., & Cashell, A. (2017). Collaboration in Health care. Journal of Medical Imaging
and Radiation Sciences, 48, 207–216. https://doi.org/10.1016/j.jmir.2017.02.071
Rahman, U. H. F. B. (2019). Diversity management and role of leader. Open Economics,
2(1), 30–39. https://doi.org/10.1515/openec-2019-0003
Shepherd, S. M., Willis-Esquesa, C., Newton, D., Sivasubramaniam, D., & Paradies, Y.
(2019). The challenge of cultural competence in the workplace: Perspectives of
healthcare providers. BMC Health Services Research, 19.
https://doi.org/10.1186/s12913-019-3959-7
White, J., Plompen, T., Tao, L., Micallef, E., & Haines, T. (2019). What is needed in
culturally competent healthcare systems? A qualitative exploration of culturally
diverse patients and professional interpreters in an Australian healthcare setting. BMC
Public Health 19, 1096. https://doi.org/10.1186/s12889-019-7378-9
https://ctb.ku.edu/en/table-of-contents/culture/cultural-competence/multicultural-collaboration/main
https://ctb.ku.edu/en/table-of-contents/culture/cultural-competence/multicultural-collaboration/main
https://doi.org/10.12968/bjon.2017.26.17.S24
https://fsph.iupui.edu/doc/news-events/Lisa-Harris-Bio.pdf
https://fsph.iupui.edu/doc/news-events/Lisa-Harris-Bio.pdf
https://doi.org/10.1016/j.jmir.2017.02.071
https://doi.org/10.1515/openec-2019-0003
https://doi.org/10.1186/s12913-019-3959-7
https://doi.org/10.1186/s12889-019-7378-9

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