Category: NHS-FPX5004

NHS FPX 5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics Name Capella university NHS-FPX 5004 Communication, Collaboration, and Case Analysis for Master’s Learners Prof. Name Date Self-Assessment of Leadership, Collaboration, and Ethics The journey to becoming an effective leader involves continual self-assessment and reflection on one’s experience in leadership, collaboration, and ethical decision-making. This introspective approach enables emerging leaders to identify their strengths and areas for growth, polishing the skills necessary for effective leadership in dynamic and diverse healthcare environments. Leadership is not about guiding but inspiring and motivating towards the same goal; collaboration plays its part by working together to achieve optimal outcomes, and ethical principles play an integral part in healthcare decision-making (Restivo et al., 2022). This self-evaluation entails my leadership qualities, collaborative efforts, and ethical decision-making experiences guided by Western Medical Enterprises. Divided into two parts, the aim is to illustrate my preparedness for the role and my commitment to the principles and values essential to healthcare leadership.  Section 1: Leadership and Collaboration Experience A recent experience where I led and motivated a team of professionals to collaborate at a community health clinic occurred during a Quality Improvement (QI) initiative aimed at reducing medication errors. The project was critical because it directly impacted patient safety and care outcomes. The team included pharmacists, nurses, physicians, and administrative staff, all with different perspectives and expertise. The shared vision for the team was to create a safer medication administration process to reduce the incidence of medication errors and enhance patient safety. This vision was communicated clearly at the onset of the project, emphasizing its importance to patient care and the hospital’s commitment to excellence. I adopted a transformational leadership style. It focuses on inspiring and motivating team members by creating a sense of purpose and fostering an environment of trust and collaboration (Lindert et al., 2022). I engaged each member in discussions about their roles and how their contributions were vital to the project’s success to gain buy-in from stakeholders. By valuing their input, I created a sense of ownership and commitment to the shared vision (medication administration).  NHS FPX 5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics The decision-making process was collaborative and inclusive as it benefits by taking various professional knowledge and experiences (Cai et al., 2023). We held regular meetings to discuss progress, challenges, and potential solutions at the clinic. One effective decision was to implement a double-check system for high-risk medications, which significantly reduced errors. Communication was consistent and transparent, with regular updates provided through emails and team meetings at the clinic, ensuring everyone was informed and aligned with the project’s goals. However, one decision I would have approached differently was the initial rollout of a new Electronic Health Record (EHR) system feature. Instead, more comprehensive training and phased implementation would have been more effective (Heponiemi et al., 2021). I established clear communication channels and encouraged open dialogue among team members. Face-to-face meetings were conducted for discussions, emails were used for updates, and Google Drive was used for mutually shared documents. I created a simple and safe space for sharing ideas and concerns, which fostered mutual respect, understanding, and teamwork (McLaney et al., 2022). Participants communicated effectively, and the diverse perspectives enriched the problem-solving process. Further, I highlighted the significance of their work and its impact on patient safety. Recognizing individual and team achievements boosts morale. It reinforces team members’ commitment to the project, as evidence shows (Gaughan et al., 2020). So, I recognized team efforts personally and among team members. I encouraged team members with motivational techniques such as giving ownership, recognizing efforts, providing resources, being involved in decision-making, and setting clear expectations. The team felt motivated and energized because they understood the importance of their contributions and felt valued and supported throughout the process.  NHS FPX 5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics The analysis regarding my approach to leadership and motivation aligns with the principles of transformational leadership, which emphasizes inspiring and motivating team members through a shared vision and individualized consideration. This approach is supported by Geremias et al. (2024), who identified transformational leadership as effective in fostering high levels of commitment and performance in teams. In comparison, other proven techniques, such as situational leadership, adapt the leader’s style to the needs of the team (Pasaribu et al., 2022). Further, servant leadership, which focuses on serving the needs of the team members, also emphasizes the importance of flexibility and empathy in leadership (Canavesi & Minelli, 2021). While my approach was primarily transformational, incorporating elements of situational and servant leadership, such as adapting to individual needs and prioritizing team members’ well-being, could enhance my leadership effectiveness. Similarly, effective collaboration techniques often involve establishing clear goals, roles, and communication protocols, as well as fostering a culture of trust and mutual respect. My approach to facilitating open dialogue and recognizing contributions aligns with these principles (Malik et al., 2021). Moreover, using tools such as collaborative software (Microsoft Teams and Slack) and structured team-building (Simulation activities) can further enhance collaboration by providing platforms for effective communication and teamwork (Samardzic et al., 2020). Reflecting on this experience, I recognize the importance of continuous improvement and the need to adapt leadership styles to meet the evolving needs of the team and the organization. Section 2: Ethics Experience During my time as a nurse, I encountered a situation that tested my commitment to patient confidentiality and patient safety, two core principles of the nursing profession. A male patient undergoing treatment for a Sexually Transmitted Disease (STD) expressed concerns about their partner’s potential exposure but was hesitant to disclose the diagnosis. This created an ethical dilemma: maintaining patient confidentiality or potentially jeopardizing the health of the patient’s partner. The patient’s partner can potentially have Pelvic Inflammatory Disease (PID) in women, pregnancy complications (such as miscarriages), and an increased risk of cancer (Smolarczyk et al., 2021).  I approached this situation with both principles but ultimately prioritized patient safety. First, I engaged in open communication with the patient,

NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation Name Capella university NHS-FPX 5004 Communication, Collaboration, and Case Analysis for Master’s Learners Prof. Name Date Diversity Issue Kickoff Presentation Greetings, everyone. My name is Manjit, and as we all know, we are here to discuss how fostering diversity and inclusion is crucial for Lakeland Clinic’s success. This paper will delve into forming a strong team to tackle this challenge, outlining the project’s goals, team composition, and collaborative strategies. Presentation Objectives The objectives of this presentation will include information about the following aspects: Need for the diversity project Present goals and priorities of the diversity project Composition of the interprofessional team and their roles Collaboration strategies Features of a diverse and inclusive workplace Benefits of diversity and inclusivity in the healthcare workplace Why is this Diversity Project Needed? A recent employee survey at Lakeland Clinic revealed a concerning trend: 75% of staff expressed concerns regarding workplace disrespect, work-life balance, and, most importantly, diversity issues. This lack of inclusivity impacts employee morale and creates a barrier to effectively serving out the Haitian community. Cultural misunderstandings have led to mistrust, hindering staff-patient connections and potentially compromising the quality of care we provide. Addressing this challenge head-on is not just an initiative; it is an opportunity to build a more welcoming and culturally competent workplace, ultimately leading to a stronger Lakeland Clinic and a healthier community. Project Goals and Priorities The project’s goal is to foster a more inclusive and culturally competent workplace at Lakeland Clinic, improving staff-patient relationships and clinic effectiveness. For that reason, certain initial priorities are set to achieve the stated goal. The first priority is to increase cultural competency. Its significance is that a significant portion of our patients are Haitian, and cultural misunderstandings are hindering communication and trust. Equipping staff with cultural competency training will enhance patient interactions, leading to better healthcare outcomes (Stubbe, 2020). The second priority is to promote a respectful workplace environment, as the survey highlighted issues of disrespect among staff. Addressing these concerns is crucial for building a positive and collaborative work environment and fostering teamwork and employee satisfaction (Chantarat et al., 2022). The third priority set is to develop a diversity and inclusion action plan. It is important because we need a clear roadmap to achieve our goal. This action plan will outline specific strategies for cultural competency training, promoting respectful interactions, and fostering an inclusive culture (Stanford, 2020). The success of achieving goals and setting priorities is based on certain assumptions. For instance, there is willingness among staff to participate in cultural competency training and engage in efforts to improve diversity and inclusion. Further, Lakeland Clinic’s leadership is committed to providing resources and support for this project. Moreover, existing data from the employee survey provides a reliable starting point for understanding diversity challenges (Qasim et al., 2022).  Interprofessional Team and their Characteristics To effectively address Lakeland Clinic’s diversity challenges, we will assemble a team with a unique blend of expertise and perspectives. Here is the composition of the proposed team:  HR Representative (Internal)  This team member will be within the clinic with a Master of Business Administration (MBA) in Human Resources Management or a Bachelor of Arts (BA) in Human Resources Management qualification. The person should have developed and implemented HR programs promoting a positive and inclusive work environment. The person should have experience in HR policies, conflict resolution, and diversity and inclusivity initiatives. The HR will provide institutional knowledge of HR procedures and can navigate internal systems for implementing change through an unbiased attitude toward recruitment (Verma, 2024).  Physician with Haitian Background (Internal) The second proposed team member is a physician with a Haitian ethnic background. The qualifications for this role require expertise in healthcare delivery and a Doctor of Medicine (MD) with a potential specialization in Family Medicine or Internal Medicine. The member should have experience of working with Haitian patients, familiarity with cultural nuances that impact interactions, and a good reputation regarding their position. Their role would offer valuable insights into the patient perspective and cultural sensitivities critical to fostering trust, as studies suggest higher satisfaction, improved communication, and adherence to the workforce of the same ethnic background (Jacobs et al., 2022). Community Leader (External) The next team member should be a community leader, ideally from a Haitian background with qualifications of strong ties to the Haitian community and an understanding of community needs and perspectives. A specific degree would matter less. The person should have experience in leading community initiatives and advocating for the Haitian population. It will ensure that the team’s solutions are culturally appropriate and address the broader community context (Alam & Nur, 2023). Diversity and Inclusion (D&I) Consultant (External) The last recommended team member is a diversity and inclusion consultant. The qualifications must show a proven track record in designing and implementing successful D&I programs in healthcare settings, so the degree of MA in resource management or specialization in D&I would be attractive. The experience should include conducting diversity audits, facilitating cultural competency training, and developing action plans. The role would ensure that discrimination and biases are averted, in compliance with the American Nurse Association’s (ANA) Code of Ethics (Meyer, 2020).  It will provide a neutral viewpoint, best practices expertise, and resources for program development and implementation, ensuring the ethical principles in healthcare, especially equality (Durrah, 2023). Effective Interprofessional Collaboration Building a truly collaborative team requires a clear structure, open communication, and established methods for sharing ideas and making decisions. Here is how we will achieve effective interprofessional collaboration within our diversity project committee: For communication, we will hold bi-weekly meetings/training sessions to ensure consistent progress (Zou, 2023). Agendas will be distributed beforehand, and minutes will be documented and shared after each meeting. We will utilize a collaborative online platform, Slack or Microsoft Teams, to facilitate ongoing communication, document sharing, and quick updates between meetings. During these meetings, we will foster a safe space for open and respectful communication. Active listening, encouraging diverse viewpoints, and promoting

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 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 project. The decreased number of patients in Lakeland Medical Clinic is a severe issue that needs attention. I am excited to solve this diversity issue in our clinic through my leadership skills. It was clear from your email that this issue originated because of our staff’s inability to cope with different cultures and norms. The Haitian population is sensitive to their beliefs, values, and health practices, so healthcare workers must know how to deal with these issues (Capella University, n.d.). We should work on the cultural responsiveness of our staff members to make Haitian patients comfortable at the Lakeland clinic. To deal with this project diversity issue, a leader should have effective communication, conflict management, employee motivation, critical thinking, decision-making, and relationship-building skills (Stephen, 2024). A leader should be able to communicate effectively with project members in a good and clear tone. A leader must be able to solve conflicts that arise from diversity issues (Abbas, 2021). Workers may get demotivated because this issue is complex and time-consuming. So, a leader must have the motivational ability to keep the workers motivated. Critical thinking and quick decision-making abilities are also crucial in leaders. In this minority-related issue, a leader must have the skills to build good relations with others, including employees and patients (Munna & Munna, 2021). These qualities of effective communication, conflict management, employee motivation, critical thinking, decision-making, and relationship-building are crucial for addressing diversity issues within the Lakeland Medical Clinic. They enable staff members to navigate cultural differences, maintain motivation amidst challenges, and foster positive relationships with colleagues and patients. NHS FPX 5004 Assessment 2 Leadership and Group Collaboration A leader that I would choose to lead such a project on diversity issues would be Dr. Kimberlydawn Wisdom, Senior VP of community health and equity and officer of chief wellness and diversity at Henry Ford Health System. She is among the top 25 minority leaders working with the American Medical Association under the supervision of Dr. Lisa E. Harris. Dr. Wisdom is the first doctor to achieve the Dr. Ruth J. Temple Award because of her efforts to improve the healthcare system for minorities. She plays a crucial role in diverse hiring that reduces treatment issues. Dr. Wisdom’s approach is a perfect example of a coaching leadership style. She worked with the team to provide the best treatments to minorities and diverse patient groups in a healthcare setting. There are some similarities 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 workforce at the Lakeland clinic (Gooch, 2022). However, a dissimilarity emerges in Dr. Wisdom’s extensive recognition of her efforts 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. Moreover, I would like to work through transformational leadership and coaching styles. Making the already present staff culturally competent will help gain the comfort of Haitians. Working as a leader of a diversity issue project at Lakeland Medical Clinic, I would use the skills from transformational and coaching leadership models. My primary role as a leader for this project is to build a communication bridge between the hospital staff and Haitian patients. This approach will create trust between these stakeholders (Perez, 2021). Training healthcare workers to build relationships with patients and improving their communication skills to gain patients’ trust are two crucial approaches that I will focus on as a project leader. Following the transformational and coaching model, NHS FPX 5004 Assessment 2 Leadership and Group Collaboration I will communicate openly with all staff members about the issue and its solution. Moreover, I will participate in all the activities with other workers as coaches do. As the leader of the diversity project at Lakeland Medical Clinic, I will utilize transformational and coaching leadership models to foster effective communication and trust-building between hospital staff and Haitian patients. By providing training to enhance healthcare workers’ relationship-building and communication skills, and actively participating in all project activities alongside the team, the diversity issue and promoting inclusivity within the clinic will be addressed (Susanto & Sawitri, 2022).  Collaboration is an essential factor for an effective professional team. Mutual trust and teamwork are required for collaboration. This trust and teamwork can be achieved through effective communication (Abbas, 2021). Another approach that can help in this regard is the internal inquiry of the team in which they will be asked about their performance and its outcomes. Training sessions can be conducted for these team members in case of low performance. It can effectively foster collaboration by promoting accountability, improvement, and mutual trust within the team (Stoller, 2020). Diversity issues here arise because of language barriers between workers and Haitians; the difference in culture and norms is another reason. My approach in this project will be to conduct training sessions for workers on diversity issues. These sessions will focus on the Haitian language and the sensitivity of staff members to their cultural norms. In addition to training sessions on diversity issues, another approach to facilitate collaboration among the professional team at the Lakeland clinic could be implementing regular team-building activities and workshops focused on cultural competency and cross-cultural communication skills. These activities would provide opportunities for staff members to engage with one another in a supportive environment, fostering understanding, empathy, and teamwork across diverse backgrounds and perspectives  Another approach I will use is changing the Lakeland clinic’s hiring policy. During hiring, locals will be given priority besides qualifications and experience. In this way, Haitians will be more satisfied. NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

NHS FPX 5004 Assessment 1 Leadership and Group Collaboration Name Capella university NHS-FPX 5004 Communication, Collaboration, and Case Analysis for Master’s Learners Prof. Name Date Leadership and Group Collaboration In light of our ongoing discussions and correspondences, I am deeply interested in taking on the role of Project Leader. While the challenges of this project are evident, I commend the organization’s dedication to community engagement and the pursuit of sustainable, impactful solutions. By leveraging organizational resources and adopting industry best practices, we can effectively address the pressing issues before us. As a healthcare professional, my commitment to the well-being of others is paramount. Since beginning my academic journey and stepping into the healthcare field, I have adhered to the ethical principles of the Hippocratic Oath, which emphasizes confidentiality and non-maleficence. These principles, traditionally associated with physicians, have consistently guided my practice. If chosen as the project leader, I will uphold these values in all my responsibilities and decision-making processes. My preliminary evaluation indicates that the Haitian community we aim to serve demonstrates reluctance in utilizing prescribed healthcare services, reflected in significantly low usage rates. This hesitation often stems from cultural norms and values that may not be fully appreciated or respected. Additionally, an internal employee survey reveals that 75% of staff members interacting with this community face challenges related to diversity, workplace incivility, and work-life balance. Project Leadership and Approach Addressing these challenges requires confidence, experience, and a strategic approach. My leadership philosophy centers on clarity—establishing clear goals, defining actionable steps, and setting the direction to achieve them. This approach has consistently yielded success throughout my education and professional endeavors. Maslow’s Hierarchy of Needs, introduced during my undergraduate studies, emphasizes that once basic needs are met, individuals can strive for higher levels of growth. This concept applies equally to organizations, which thrive through continuous growth, observation, collaboration, and assessment. Effective managers align their vision with organizational goals, contributing to collective success (Davis et al., 1996). Project leadership plays a pivotal role in achieving these outcomes. From monumental achievements like constructing great structures to medical innovations, successful initiatives begin as well-executed projects (Larson & Gray, 2018). A capable project leader optimizes available resources, particularly human resources, to meet the desired objectives. Qualities of Effective Leadership Diversity should be a key focus for the leader of this initiative. As an African-American female, I empathize with the struggles of marginalized communities. Inspired by leaders like Martin Luther King Jr., I aim to embody leadership qualities such as compassion, social justice, and love. While I do not compare myself to Dr. King, his commitment to fostering collaboration during the Civil Rights Movement serves as a model for my leadership style. My professional and personal leadership qualities align with the requirements to guide this project team. A thorough understanding of the Haitian community’s diverse experiences—including the historical, international, and political contexts—is essential. Immersing ourselves in these perspectives will enable meaningful collaboration and progress. Effective leadership also involves collaboration. Drawing from Dr. King’s ability to unite diverse groups, I aim to foster teamwork in healthcare leadership, balancing personnel management, insurance protocols, diagnoses, and emotional or legal concerns. This approach ensures the team and community’s needs are met. Strategies for Collaboration and Accountability Establishing robust collaboration is critical to project leadership. From identifying stakeholders to balancing technical and sociocultural needs, leadership must guide every project phase. The project team will comprise 4–6 members, and my first steps will include assembling the team, initiating communication, and scheduling meetings to ensure alignment. As a collaborative leader, I value diverse perspectives while maintaining decision-making authority to achieve project objectives. Resolving conflicts will involve aligning differing viewpoints with the project’s goals. Open communication will be encouraged through accessible resources. To streamline communication, I propose using Microsoft Project, a comprehensive platform for documenting, communicating, and tracking project progress. Its user-friendly design ensures accessibility for all team members, enabling clear accountability and informed decision-making. Conclusion I am honored to be considered for this leadership role. My dedication to professionalism, motivation, and passion positions me uniquely to lead this initiative effectively. Together, we can achieve impactful and sustainable solutions for the community we serve. References Davis, B. L., Hellervik, L., Sheard, C. J., Skube, J. L., & Gebelein, S. H. (1996). Successful Manager’s Handbook. Larson, E. W., & Gray, C. F. (2018). Project Management: The Managerial Process. NHS FPX 5004 Assessment 1 Leadership and Group Collaboration McLeod, S. (2007). Maslow’s hierarchy of needs. Simply Psychology. Table: Key Components of Leadership and Collaboration Category Description Relevance Leadership Approach Clear definition of goals, direction, and resource utilization. Ensures effectiveness in professional settings. Understanding Diversity Recognizing cultural values and challenges of marginalized groups. Vital for addressing specific community needs. Collaboration Building strong teamwork, leveraging diverse perspectives, and managing interdisciplinary teams. Central to successful project execution. Project Management Utilizing tools like Microsoft Project for communication, documentation, and accountability. Facilitates clear communication and ensures project efficiency.