CREATE POWERPOINT BASED OFF OF ATTACHED PAPER! (MSN CLASS) Create a 6-8 slide presentation (with detailed speaker's notes) on how you would select, foster collaboration among, and educate a team dedic

Leadership and Group Collaboration

Capella University

Communication, Collaboration, and Case Analysis for Master’s Learners

December 2022

December 7, 2022

Lynnette

Lakeland Medical Clinic

Hi Lynnette, I appreciate the new role you have assigned me in this project. Robust leadership is essential in promoting the success of any organization. Therefore, the new position you have given me of identifying and developing countermeasures to the diversity issues at Lakeland Medical Clinic will help foster transformational leadership and improvement of patient results after visiting the facility. Therefore, a problem-solving approach will be used to address the issues raised. Over the years, the need for cultural competence has increased drastically due to the United States population diversity increasing gradually. According to Goode & Landefeld (2018), cultural diversity may result in health barriers between healthcare systems, communities, providers, and patients. Therefore, the culture primarily impacts the quality of care and the recovery process.

For an organization's success chances to increase, the leadership should be solid and well-versed in diversity. The leaders should be patient and knowledgeable in promoting the achievement of strategic objectives of the facility to encourage growth. Leaders should also be emotionally intelligent, have communication tactics, and remain focused on the goals. Therefore, for the diversity project to perform as required, I will develop a vision, mission, and objectives for the process. The leader should understand how to influence employees into achieving goals, motivate them and provide them with the required resources for success.

Through emotional intelligence, the leader understands how to promote good relationships between individuals and effectively control conflicts. Generally, good leaders are open-minded and can change based on circumstances. They know how to control their emotions and express and recognize themselves. I would appoint Dr. Mimi Novella, the chief medical officer and the president of St. Mary's Hospital, to run this diversity project. Over the past eighteen years, Dr. Mimi has promoted better care and diversity among employees.

Dr. Mimi has dedicated his life to promoting care, especially for the underrepresented and minority groups within the US, thus enabling access to quality and comprehensive care, especially for the elderly, minority groups, and those living outside towns. She oversees the administration of care and promotion of health across her facility. Being a transformational leader, she encourages her staff to achieve more, guides them in creating realistic and achievable goals, and seeks to promote state-of-the-art care in society. (Silvestre-Roig et al. 2019)

There are numerous comparisons between Dr. Mimi's approach to leadership and my recommended approaches. They include ensuring employees are motivated to deliver quality care and inspiring and empowering them to work beyond imagination. However, the difference between Dr. Mimi's approaches is that she attends to the entire healthcare organization, although my approach is limited to a smaller section of the organization. However, my approach seeks to improve the value and patient care delivery. Generally, I will inspire employees and develop great trust.

The initial way to address the diversity is by applying a transitional leadership style for all caregivers for the involved committee. The committee shall include multicultural and disciplinary members to ensure they understand cultural differences and how to ensure proposals are aligned with the goals and objectives of our facility. Additionally, our health systems delivery shall be fostered through collaboration. Through collaboration, problem-solving skills, creativity, and competencies are gradually improved. Strong bonds between the team shall be used in developing cooperation. (Gomez & Bernet 2019). Strong unions shall be created between the team members for teamwork to succeed, thus increasing authority and individual responsibility. Additionally, to reduce conflicts, cooperation shall be fasters. Direct communication shall be promoted by allowing the free exchange of ideas and an open feedback forum.

The initial step will include appointing and mentoring the committee, while the next step will consist of opening the training and in-service mentorship in the facility. There are numerous issues why diversity fails in the organization, including discrimination and language barriers. However, language interpreters in the organization and technology will eliminate the language barriers. The program shall include providing caregivers with education and discharge materials in the patient's native language. (Aerts et al., 2018).

In addition, a community evaluation process shall be performed to understand healthcare gaps in society relating to diversity. The results from the evaluation will help us fine-tune the program to meet the diverse communal requirements of our facility. We shall also understand how to distribute resources to meet our patients' interests appropriately. We shall also perform cross-culture training to help our practitioners understand their biases and assumptions about diversity that could affect care delivery. Finally, we shall ensure increased diversity in our team, primarily through hiring people from minority groups and regular training sessions on improving diversity for our team members.

References

Aerts, R., Honnay, O., & Van Nieuwenhuyse, A. (2018). Biodiversity and human health: mechanisms and evidence of the positive health effects of diversity in nature and green spaces. British medical bulletin, 127(1), 5-22. https://academic.oup.com/bmb/article/127/1/5/5051732?login=true

Gomez, L. E., & Bernet, P. (2019). Diversity improves performance and outcomes. Journal of the National Medical Association, 111(4), 383-392. https://www.ucdenver.edu/docs/librariesprovider68/default-document-library/jmna-articles-bonuscontent-2.pdf

Goode, C. A., & Landefeld, T. (2018). The lack of diversity in healthcare. Journal of Best Practices in Health Professions Diversity, 11(2), 73-95. https://www.csudh.edu/Assets/csudh-sites/academic-senate/docs/insidethesenate/academic-senate/presentations/Lack%20of%20Diversity%20in%20Healthcare%20-%20Landefeld.pdf

Silvestre-Roig, C., Fridlender, Z. G., Glogauer, M., & Scapini, P. (2019). Neutrophil diversity in health and disease. Trends in immunology, 40(7), 565-583. https://www.mdpi.com/2073-4409/7/10/147/pdf