NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

Lynnette

Lakeland Medical Clinic

Hello, Lynnette! Thank you for your trust in me for leading this design. The dropped number of cases in Lakeland Medical Clinic is a severe issue that needs attention. I’m agitated to break this diversity issue in our clinic through my leadership chops. It was clear from your dispatch that this issue began because of our staff’s incapability to manage with different societies and morals. The Haitian population is sensitive to their beliefs, values, and health practices, so healthcare workers must know how to address these issues (Capella University, n.d.). We should work on the artistic responsiveness of our staff members to make Haitian cases comfortable at the Lakeland clinic.

To address this design diversity issue, a leader should have effective communication, conflict operation, hand provocation, critical thinking, decision-making, and relationship-structure chops (Stephen, 2024). A leader should be suitable to communicate effectively with design members in a good and clear tone. A leader must be suitable to break conflicts that arise from diversity issues (Abbas, 2021). Workers may become demotivated because this issue is complex and time-consuming. So, a leader must have the motivational capability to keep the workers motivated.

Critical thinking and quick decision-making capacities are also pivotal in leaders. In this context, a leader must possess the skills to build strong relationships with others, including employees and clients (Munna & Munna, 2021). The skills of effective communication, conflict resolution, team motivation, critical thinking, decision-making, and relationship building are essential for addressing diversity issues within the Lakeland Medical Clinic. They enable staff members to navigate artistic differences, maintain provocation amidst challenges, and foster positive connections with associates and cases.

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

A leader that I would choose to lead such a design on diversity issues would be Dr. Kimberlydawn Wisdom, elderly VP of community health and equity and officer of principal heartiness and diversity at Henry Ford Health System. She’s among the top 25 underage leaders working with the American Medical Association under the supervision of Dr. Lisa E. Harris. Dr. Wisdom is the first croaker to achieve the Dr. Ruth J. Temple Award because of her efforts to ameliorate the healthcare system for nonages. She plays a pivotal part in different hiring that reduces treatment issues. Dr. Wisdom’s approach is a perfect illustration of a guiding leadership style. She worked with the platoon to give stylish treatments to nonages and different case groups in a healthcare setting.

There are some parallels and differences in Dr. Wisdom’s leadership style (Gooch, 2022). The similarity lies in both Dr. Wisdom’s and my emphasis on promoting diversity in hiring healthcare professionals, aiming for a culturally competent pool at the Lakeland clinic (Gooch, 2022). However, there is a notable difference in Dr. Wisdom’s extensive recognition of her achievements compared to my relatively early stage in leadership (Gooch, 2022). As she promoted diversity in hiring healthcare professionals, it would be helpful in the Lakeland clinic. Also, I would like to work through transformational leadership and coaching styles. Making the formerly present staff culturally competent will help gain the comfort of Haitians.

Working as a leader of a diversity issue design at Lakeland Medical Clinic, I would use the chops from transformational and guiding leadership models. My primary part as a leader for this design is to make a communication ground between the sanitarium staff and Haitian cases. This approach will produce trust between these stakeholders (Perez, 2021). Training healthcare workers to make connections with cases and perfecting their communication chops to gain cases’ trust are two pivotal approaches that I’ll concentrate on as a design leader. Following the transformational and guiding model,

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

I’ll communicate openly with all staff members about the issue and its result. Also, I’ll share in all the conditioning with other workers as trainers do. As the leader of the diversity design at Lakeland Medical Clinic, I’ll use transformational and guiding leadership models to foster effective communication and trust structure between sanitarium staff and Haitian cases. By furnishing training to enhance healthcare workers’ relationship structure and communication chops and laboriously sharing in all design conditioning alongside the platoon, the diversity issue and promoting inclusivity within the clinic will be addressed (Susanto & Sawitri, 2022).

Collaboration is an essential factor for an effective professional platoon. Collaboration requires collective trust and cooperation. Effective communication can foster this trust and cooperation (Abbas, 2021). The platoon’s internal inquiry, in which they are asked about their performance and its issues, can also help. Training sessions can be conducted for these platoon members in case of low performance. It can effectively foster collaboration by promoting responsibility, enhancement, and collective trust within the platoon (Stoller, 2020). Diversity issues then arise because of language walls between workers and Haitians; the difference in culture and morals is another reason.

My approach in this design will be to conduct training sessions for workers on diversity issues. These sessions will concentrate on the Haitian language and the perceptivity of staff members to their artistic morals. In addition to training sessions on diversity issues, another approach to enhance collaboration among the professional team at the Lakeland clinic could involve implementing regular team-building activities and workshops focused on artistic skills and cross-cultural communication abilities. This conditioning would provide openings for staff members to engage with one another in a probative terrain, fostering understanding, empathy, and cooperation across different backgrounds and perspectives. Another approach I’ll use is changing the Lakeland clinic’s hiring policy. During hiring, locals will be given precedence besides qualifications and experience. In this way, Haitians will be more satisfied.

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

By enforcing a comprehensive strategy that combines effective leadership, training enterprise, and inclusive hiring practices, I’m confident that we can address the diversity issues at Lakeland Medical Clinic and produce a more welcoming and culturally responsive terrain for all cases. I look forward to uniting with you and the entire platoon to drive positive change and ensure that every individual receives the loftiest quality of care regardless of background. Together, we can transfigure challenges into openings and make a meaningful difference in the lives of our cases and the community we serve.

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

Perez, J. (2021). Leadership in healthcare: Transitioning from clinical professional to healthcare leader. Journal of Healthcare Management, 66(4), 280–302. https://doi.org/10.1097/jhm-d-20-00057 

Stephen, J. S. (2024). Skills and strategies for communication. Springer Texts in Education (Online), 157–172. https://doi.org/10.1007/978-3-031-54439-2_11 

Stoller, J. K. (2020). “How I do it”: Building teams in healthcare. Chest, 159(6). https://doi.org/10.1016/j.chest.2020.09.092 

Susanto, P. C., & Sawitri, N. N. (2022). Coaching, mentoring, leadership transformation, and employee engagement: A review of the literature. Dinasti International Journal of Education Management and Social Science, 4(2), 297–308. https://doi.org/10.31933/dijemss.v4i2.1591