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LeadershipGroupCollaborationLetter2.docx
Exempla_Assessment_2.pdf
LeadershipGroupCollaborationLetter2.docx
Running head: LEADERSHIP AND GROUP COLLABORATION 1
LEADERSHIP AND GROUP COLLABORATION 2
Leadership and Group Collaboration
November, 2023
November 10, 2023
Lynnette
Lakeland Medical Clinic
I am grateful for the opportunity to lead a team in addressing the concerns raised by the recent employee survey at Lakeland Medical Clinic. Leadership is a multifaceted quality, and I firmly believe that successful leaders exhibit a combination of attributes such as effective decision-making, collaboration, and communication. In this response, I will delineate the qualities of a great leader, compare them with my own, and propose strategies for fostering teamwork while addressing diversity-related challenges at Lakeland Medical Clinic.
Qualities of a Successful Leader
Successful leaders exhibit a range of qualities that contribute to their effectiveness. Some key qualities include:
Vision
A successful leader with vision possesses a clear understanding of the long-term objectives and goals of a project, organization, or team. This vision extends beyond the immediate tasks at hand and includes a sense of purpose and direction (Embree et al., 2018). A leader with a vision can see the bigger picture and articulates a compelling vision that motivates and guides the team. They not only know where they want to go but can also explain it in a way that resonates with the team, making everyone understand the purpose and direction of their collective efforts. This vision provides a sense of purpose and direction, aligning the team's actions and decisions with the overarching goal (Okpala, 2018).
Communication
The foundation of effective leadership is communication. It requires not just communication skills but also the ability to actively listen, comprehend, and interact with team members (Hewes, 2019). Leaders must be adept at various forms of communication, from written and verbal to non-verbal cues. They keep the team informed about project goals, progress, and any changes in direction.
Decision-Making
The ability to make well-informed and timely decisions is a hallmark of effective leadership. Leaders often face a myriad of choices and must make decisions that impact the team and organization (Hewes, 2019). Good decision-making involves considering all available information, assessing risks, and weighing the potential outcomes. It also means making decisions in a timely manner, as indecision can lead to uncertainty and decreased productivity. Effective leaders are capable of making tough decisions, even in uncertain or high-pressure situations, with the best interests of the team and organization in mind.
Empathy
The ability to comprehend and value the needs, feelings, and viewpoints of other team members is known as empathy. Leaders with empathy foster a culture where team members are respected, heard, and understood (Hewes, 2019). They understand that every team member is an individual with their own history and set of experiences.
Adaptability
Successful leaders are adaptable and flexible in the face of change and uncertainty. They acknowledge that change is a constant in today's fast-paced world and they embrace it rather than resist it (Reed, 2017). This adaptability enables leaders to pivot, when necessary, adjust their strategies, and make the most of evolving circumstances.
Conflict Resolution
Leaders skillfully manage conflicts within the team, fostering a harmonious work environment. Conflicts are a natural part of any team dynamic, and effective leaders don't avoid them but rather address them constructively. They can mediate disputes, encourage open dialogue, and guide the team toward mutually beneficial resolutions (Rubino et al., 2020). By managing conflicts effectively, leaders maintain a positive and productive work atmosphere, ensuring that disagreements do not escalate into disruptive issues.
Collaboration
Collaboration involves working closely with team members, recognizing and appreciating the diverse skills, experiences, and perspectives they bring to the table. Effective leaders actively promote and encourage collaboration because they understand that it leads to better solutions and innovations (Hewes, 2019).
My Selected Leader
An individual I’d select to spearhead a project like this would be Tim Cook, the CEO of Apple Inc. Tim Cook has been a proactive advocate for diversity and inclusion within the company and demonstrated exceptional leadership qualities that align with the complexities of our project and the challenges faced by the clinic. Cook possesses a unique blend of strategic vision, adaptability, and a focus on fostering collaboration. He has actively diversified Apple's leadership team, fostering an inclusive work culture and maintaining transparency through regular diversity and inclusion reports. His commitment is reflected in initiatives supporting education for underrepresented groups, advocacy for LGBTQ+ rights, and addressing diversity in Apple's supply chain (Apple Inc., n.d.; Williams, C, 2017). In the realm of our project, fostering teamwork and collaboration among interdisciplinary professionals is paramount. His ability to navigate through dynamic environments, make bold decisions, and communicate effectively resonates with the needs of our initiative. As a leader, he prioritizes diversity and inclusivity, acknowledging the importance of different perspectives in achieving success.
My Leadership Characteristics
I recognize that I possess several traits aligning with Tim Cook’s own leadership attributes. I have a clear vision for addressing the diversity problem in our clinic, aiming to enhance both the community and staff experiences. My strong communication skills enable me to articulate this vision and keep the team well-informed throughout the project. Furthermore, my proven decision-making abilities and adaptability have been evident in past projects.
As a leader, empathy is one of my strengths, emphasizing the importance of recognizing and respecting cultural values and norms, essential for addressing the diversity issue at hand. Conflict resolution is another area of strength, as I am committed to promptly resolving issues to maintain a harmonious working environment.
However, I am aware that there is room for improvement in certain aspects. Specifically, I aim to enhance my collaboration skills by placing a greater value on diverse perspectives and fostering teamwork.
Recommendations for Leading and Fostering Teamwork
To lead and foster teamwork effectively in this project, I propose the following approach:
Leadership Style
I will embrace a collaborative and transformational leadership style, fostering teamwork, motivating team members to excel, and empowering them to be proactive and innovative. Additionally, I will remain flexible in my approach, adapting to the evolving needs of both the team and the project.
Maximizing Team Effectiveness
To maximize team effectiveness, I will utilize modern communication technologies to facilitate seamless information sharing and collaboration. This includes using collaborative software, video conferencing, and shared project management tools.
Practices
I will implement practices such as clear accountability, transparent decision-making processes, and effective delegation. This will ensure that every team member knows their role and responsibilities, making teamwork more efficient.
Sharing Information and Ideas
I will promote polite, honest communication among team members and create an atmosphere where they feel free to express their opinions. Additionally, I will establish regular team meetings and brainstorming sessions to facilitate idea sharing.
I will support these recommendations with references from current academic and professional resources to align our approach with current healthcare organization trends and practices.
In conclusion, I am committed to leading the project focused on addressing the diversity issue and improving outcomes for our employees and community. I am eager to work collaboratively with the chosen committee and the clinic director to ensure the project's success. Thank you for entrusting me with this opportunity.
References
Apple Inc. (n.d.). Inclusion and Diversity. Apple. https://www.apple.com/diversity/
Embree, J. L., Wagnes, L., Hendricks, S., LaMothe, J., Halstead, J., & Wright, L. (2018). Empowering nurses to lead interprofessional collaborative practice environments through a nurse leadership institute. The Journal of Continuing Education in Nursing, 49(2), 61–71.
Hewes, R. (2019). Top ten traits of great leaders. American Management Association. http://www.amanet.org/training/articles/top-ten-traits-of-great-leaders.aspx
Okpala, P. (2018). Balancing quality healthcare services and costs through collaborative leadership. Journal of Healthcare Management, 63(6), E148–E157.
Reed, S. (2017). Five key attributes of leadership. Health Care Registration, 26(12), 4–7.
Rubino, L. G., Esparza, S. J., & Chassiakos, Y. S. R. (2020). New leadership for today’s health care professionals: Concepts and cases (2nd ed.). Jones & Bartlett Learning. Available in the courseroom via the VitalSource Bookshelf link. Chapter 1, "A Call for New Leadership in Health Care."
Williams, C. (2017, Apr 06). Special to the Plainsman: Tim Cook on diversity at Auburn University Wire. http://library.capella.edu/login? qurl=https%3A%2F%2Fwww.proquest.com%2Fwire-feeds%2Fspecial-plainsman-tim-cook-on-diversity-at-auburn%2Fdocview%2F1885949407%2Fse-2%3Faccountid%3D27965
Exempla_Assessment_2.pdf
Running head: LEADERSHIP AND GROUP COLLABORATION 1
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Leadership and Group Collaboration
Learner’s Name
Capella University
Collaboration, Communication, and Case Analysis for Master's Learners
Leadership and Group Collaboration
December, 2019
LEADERSHIP AND GROUP COLLABORATION 2
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,
Plompen, Tao, Micallef, & Haines, 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 that 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.
LEADERSHIP AND GROUP COLLABORATION 3
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
LEADERSHIP AND GROUP COLLABORATION 4
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
LEADERSHIP AND GROUP COLLABORATION 5
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
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, Willis-
Esqueda, Newton, Sivasubramaniam, & Paradies, 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).
LEADERSHIP AND GROUP COLLABORATION 6
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
References
Center for Community Health and Development. (2019). Community Tool Box. Section 8.
Multicultural collaboration. Retrieved from 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. Retrieved from 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
LeadershipGroupCollaborationLetter2.docx
Running head: LEADERSHIP AND GROUP COLLABORATION 1
LEADERSHIP AND GROUP COLLABORATION 2
Leadership and Group Collaboration
November, 2023
November 10, 2023
Lynnette
Lakeland Medical Clinic
I am grateful for the opportunity to lead a team in addressing the concerns raised by the recent employee survey at Lakeland Medical Clinic. Leadership is a multifaceted quality, and I firmly believe that successful leaders exhibit a combination of attributes such as effective decision-making, collaboration, and communication. In this response, I will delineate the qualities of a great leader, compare them with my own, and propose strategies for fostering teamwork while addressing diversity-related challenges at Lakeland Medical Clinic.
Qualities of a Successful Leader
Successful leaders exhibit a range of qualities that contribute to their effectiveness. Some key qualities include:
Vision
A successful leader with vision possesses a clear understanding of the long-term objectives and goals of a project, organization, or team. This vision extends beyond the immediate tasks at hand and includes a sense of purpose and direction (Embree et al., 2018). A leader with a vision can see the bigger picture and articulates a compelling vision that motivates and guides the team. They not only know where they want to go but can also explain it in a way that resonates with the team, making everyone understand the purpose and direction of their collective efforts. This vision provides a sense of purpose and direction, aligning the team's actions and decisions with the overarching goal (Okpala, 2018).
Communication
The foundation of effective leadership is communication. It requires not just communication skills but also the ability to actively listen, comprehend, and interact with team members (Hewes, 2019). Leaders must be adept at various forms of communication, from written and verbal to non-verbal cues. They keep the team informed about project goals, progress, and any changes in direction.
Decision-Making
The ability to make well-informed and timely decisions is a hallmark of effective leadership. Leaders often face a myriad of choices and must make decisions that impact the team and organization (Hewes, 2019). Good decision-making involves considering all available information, assessing risks, and weighing the potential outcomes. It also means making decisions in a timely manner, as indecision can lead to uncertainty and decreased productivity. Effective leaders are capable of making tough decisions, even in uncertain or high-pressure situations, with the best interests of the team and organization in mind.
Empathy
The ability to comprehend and value the needs, feelings, and viewpoints of other team members is known as empathy. Leaders with empathy foster a culture where team members are respected, heard, and understood (Hewes, 2019). They understand that every team member is an individual with their own history and set of experiences.
Adaptability
Successful leaders are adaptable and flexible in the face of change and uncertainty. They acknowledge that change is a constant in today's fast-paced world and they embrace it rather than resist it (Reed, 2017). This adaptability enables leaders to pivot, when necessary, adjust their strategies, and make the most of evolving circumstances.
Conflict Resolution
Leaders skillfully manage conflicts within the team, fostering a harmonious work environment. Conflicts are a natural part of any team dynamic, and effective leaders don't avoid them but rather address them constructively. They can mediate disputes, encourage open dialogue, and guide the team toward mutually beneficial resolutions (Rubino et al., 2020). By managing conflicts effectively, leaders maintain a positive and productive work atmosphere, ensuring that disagreements do not escalate into disruptive issues.
Collaboration
Collaboration involves working closely with team members, recognizing and appreciating the diverse skills, experiences, and perspectives they bring to the table. Effective leaders actively promote and encourage collaboration because they understand that it leads to better solutions and innovations (Hewes, 2019).
My Selected Leader
An individual I’d select to spearhead a project like this would be Tim Cook, the CEO of Apple Inc. Tim Cook has been a proactive advocate for diversity and inclusion within the company and demonstrated exceptional leadership qualities that align with the complexities of our project and the challenges faced by the clinic. Cook possesses a unique blend of strategic vision, adaptability, and a focus on fostering collaboration. He has actively diversified Apple's leadership team, fostering an inclusive work culture and maintaining transparency through regular diversity and inclusion reports. His commitment is reflected in initiatives supporting education for underrepresented groups, advocacy for LGBTQ+ rights, and addressing diversity in Apple's supply chain (Apple Inc., n.d.; Williams, C, 2017). In the realm of our project, fostering teamwork and collaboration among interdisciplinary professionals is paramount. His ability to navigate through dynamic environments, make bold decisions, and communicate effectively resonates with the needs of our initiative. As a leader, he prioritizes diversity and inclusivity, acknowledging the importance of different perspectives in achieving success.
My Leadership Characteristics
I recognize that I possess several traits aligning with Tim Cook’s own leadership attributes. I have a clear vision for addressing the diversity problem in our clinic, aiming to enhance both the community and staff experiences. My strong communication skills enable me to articulate this vision and keep the team well-informed throughout the project. Furthermore, my proven decision-making abilities and adaptability have been evident in past projects.
As a leader, empathy is one of my strengths, emphasizing the importance of recognizing and respecting cultural values and norms, essential for addressing the diversity issue at hand. Conflict resolution is another area of strength, as I am committed to promptly resolving issues to maintain a harmonious working environment.
However, I am aware that there is room for improvement in certain aspects. Specifically, I aim to enhance my collaboration skills by placing a greater value on diverse perspectives and fostering teamwork.
Recommendations for Leading and Fostering Teamwork
To lead and foster teamwork effectively in this project, I propose the following approach:
Leadership Style
I will embrace a collaborative and transformational leadership style, fostering teamwork, motivating team members to excel, and empowering them to be proactive and innovative. Additionally, I will remain flexible in my approach, adapting to the evolving needs of both the team and the project.
Maximizing Team Effectiveness
To maximize team effectiveness, I will utilize modern communication technologies to facilitate seamless information sharing and collaboration. This includes using collaborative software, video conferencing, and shared project management tools.
Practices
I will implement practices such as clear accountability, transparent decision-making processes, and effective delegation. This will ensure that every team member knows their role and responsibilities, making teamwork more efficient.
Sharing Information and Ideas
I will promote polite, honest communication among team members and create an atmosphere where they feel free to express their opinions. Additionally, I will establish regular team meetings and brainstorming sessions to facilitate idea sharing.
I will support these recommendations with references from current academic and professional resources to align our approach with current healthcare organization trends and practices.
In conclusion, I am committed to leading the project focused on addressing the diversity issue and improving outcomes for our employees and community. I am eager to work collaboratively with the chosen committee and the clinic director to ensure the project's success. Thank you for entrusting me with this opportunity.
References
Apple Inc. (n.d.). Inclusion and Diversity. Apple. https://www.apple.com/diversity/
Embree, J. L., Wagnes, L., Hendricks, S., LaMothe, J., Halstead, J., & Wright, L. (2018). Empowering nurses to lead interprofessional collaborative practice environments through a nurse leadership institute. The Journal of Continuing Education in Nursing, 49(2), 61–71.
Hewes, R. (2019). Top ten traits of great leaders. American Management Association. http://www.amanet.org/training/articles/top-ten-traits-of-great-leaders.aspx
Okpala, P. (2018). Balancing quality healthcare services and costs through collaborative leadership. Journal of Healthcare Management, 63(6), E148–E157.
Reed, S. (2017). Five key attributes of leadership. Health Care Registration, 26(12), 4–7.
Rubino, L. G., Esparza, S. J., & Chassiakos, Y. S. R. (2020). New leadership for today’s health care professionals: Concepts and cases (2nd ed.). Jones & Bartlett Learning. Available in the courseroom via the VitalSource Bookshelf link. Chapter 1, "A Call for New Leadership in Health Care."
Williams, C. (2017, Apr 06). Special to the Plainsman: Tim Cook on diversity at Auburn University Wire. http://library.capella.edu/login? qurl=https%3A%2F%2Fwww.proquest.com%2Fwire-feeds%2Fspecial-plainsman-tim-cook-on-diversity-at-auburn%2Fdocview%2F1885949407%2Fse-2%3Faccountid%3D27965
Exempla_Assessment_2.pdf
Running head: LEADERSHIP AND GROUP COLLABORATION 1
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Leadership and Group Collaboration
Learner’s Name
Capella University
Collaboration, Communication, and Case Analysis for Master's Learners
Leadership and Group Collaboration
December, 2019
LEADERSHIP AND GROUP COLLABORATION 2
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,
Plompen, Tao, Micallef, & Haines, 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 that 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.
LEADERSHIP AND GROUP COLLABORATION 3
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
LEADERSHIP AND GROUP COLLABORATION 4
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
LEADERSHIP AND GROUP COLLABORATION 5
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
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, Willis-
Esqueda, Newton, Sivasubramaniam, & Paradies, 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).
LEADERSHIP AND GROUP COLLABORATION 6
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
References
Center for Community Health and Development. (2019). Community Tool Box. Section 8.
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