NHS-FPX5004_ONealAnn_Assessment2-1
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LEADERSHP AND GROUP COLLABORATION
1
Leadership and Group Collaboration
Ann ONeal
Capella University
Collaboration, Communication, and Case Analysis for Master’s Learners
Leadership and Group Collaboration
October 27, 2023
LEADERSHP AND GROUP COLLABORATION
2
Leadership and Group Collaboration
October 28, 2023
Lynnette
Lakeland Medical Center
Dear Lynette,
I greatly appreciate the trust you have placed in me to tackle the proposed project.
With my previous experience in leadership roles, I am aware that effective leadership plays a crucial role in ensuring the success of any organization. As a result of this project,
I will demonstrate my skills in solving problems associated with cultural diversity and awareness in healthcare. As I read your email, I am under the impression that the staff at Lakeland Medical Center does not possess cultural competency or a sense of connection with those from different cultural backgrounds. Understanding what Culture is is the first step toward bridging this gap. According to the Centers for Disease Control and Prevention (2022), “Culture can be defined by group membership, including racial, ethnic, linguistic, or geographical groups, as well as by a collection of beliefs, values, customs, methods of thinking, communicating, and acting that are specific to a particular group,” (para. 1). How individuals perceive their surroundings and communicate is influenced by their culture. Individuals who are employed in healthcare should become more comfortable with cultural competence and working with individuals from diverse backgrounds as the United States continues to evolve and become more diverse.
Managing cultural diversity issues in healthcare requires leaders to recognize and acknowledge that there is a gap. There is a significant lack of diversity in healthcare leadership, with 98% of senior leaders in organizations being white (Nair & Adetayo,
LEADERSHP AND GROUP COLLABORATION
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2019). Knowing that there are blind spots within their leadership will enable leaders to recruit members of the community who come from a variety of backgrounds and cultures.
Additionally, it is a leader’s responsibility to communicate effectively with those around them and to understand that they do not know everything or understand everyone. A multicultural leader understands and adapts to other people’s perspectives, encourages their staff to do the same, and encourages them to establish one-on-one relationships that promote trust and understanding between people from different cultures (Wedel, n.d.).
Throughout my career, I have had the opportunity to work with numerous leaders who exemplify the characteristics of multicultural leaders. One of the individuals I had the greatest pleasure of working with was Jo Kathryn Quinn, CEO of Caritas of Austin. Caritas of Austin was founded in 1964 with the belief that people from all over deserve the basic needs to be met, and it is focused on ensuring people have a stable place to live (Caritas of Austin, n.d.). The people at Caritas of Austin have embraced this mission and since then they have expanded their services to help resettle refugees and immigrants, as well as assist several individuals from the Haitian community. In 2005, Jo Kathryn joined
Caritas as the Director of Housing Services and has served as the CEO and Executive Director since 2012. As a result of her leadership, Caritas has flourished. She surrounds herself with individuals from all walks of life. Everyone on the team, from the kitchen staff to the executive level team, is encouraged to engage in open discussions. Every person who walks through her door is treated as an equal. In order to better understand the people that Caritas serves, she is always learning and asking questions. She understands the importance of connecting with people. It is her passion for helping others
that led me to my current position and my passion for healthcare.
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For this project, I would implement regular cultural diversity training, starting with an initial on-boarding which would be devoted to learning about the Haitian community and their culture as a whole. A member of the Haitian community should be invited to share his or her experiences and feedback with the team about what Lakeland Medical Center could do better in order to improve all aspects of patient care. Also, I would hire an outside person to assess the community and do a needs assessment so that I
can determine what the patients would like to see from their healthcare providers in the future.
Steps to Address the Cultural Diversity Issue
In my new role as project lead for bridging the cultural diversity gap at Lakeland Medical Center, I will rely on my previous leadership assessment, which showed that I am a combination of affiliative and coaching. I would begin by understanding who I am as a leader and what my strengths and weaknesses are (Bolsvert, 2023) I would also examine my blind spots and biases. As soon as I have identified my strengths as well as my blind spots, I will begin recruiting a team of members from all departments at Lakeland Medical Center and members from the Haitian community. In order to shore up
the weaker aspects of my leadership style, like avoiding unpleasant situations and managing my time effectively, I will seek out individuals who possess different leadership styles. As a result of collaboration between different departments and the inclusion of patients from the community, a culture of collaboration and knowledge sharing will be fostered. Patients will be engaged and encouraged to take an active role in
their health care through this program. Through my affiliate leadership style, I will be able to increase the productivity of the team, while my coaching leadership style will
LEADERSHP AND GROUP COLLABORATION
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allow me to build confidence and connections within the team. The program will foster an environment of feedback and teamwork.
Upon establishing the team, the first step would be to introduce the members. During the Introductions, one will discuss their background and what they believe they will bring to the team. I would encourage them to ask each other questions in order to become familiar with each other. Upon completing this step, I would ask everyone to perform their own self-assessment and then share what they believe are their strengths and weaknesses and what they would like the team to accomplish. Increasing cultural competence would be the focus of the entire team, as well as implementing it across the entire organization. My second recommendation would be to implement cultural safety briefs at the organization level (Bolsvert, 2023) Through this practice, employees will be encouraged to share their concerns and obstacles. Through incorporating Haitian cultural beliefs and understanding into care and treatment plans, providers can assist patients in achieving their health goals while providing care that aligns with their cultural practices and beliefs. In order to create a multicultural environment for all, educational materials should be available in multiple languages.
The first step in closing the gap and creating a multicultural environment where everyone can feel safe and seen is understanding that perceptions are influenced by one’s culture and background. When everyone involved recognizes that many issues arise because of communication barriers and a lack of understanding, they can take a step back
and reevaluate the situation. Providing training on different cultures and regularly checking in with staff members and members of the community can help everyone work together more cohesively.
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References
Bolsvert, S. (2023, June). Cultural Diversity in Healthcare: Strategies for Culturally Appropriate Patient Care
. The Doctors Company. https://www.thedoctors.com/articles/cultural-diversity-in-healthcare-strategies-for-
culturally-appropriate-patient-care/#:~:text=Collaborate%20with%20patients%20to
%20include,for%20women%20who%20dress%20modestly.
Caritas of Austin. (n.d.). About Us
. https://caritasofaustin.org/who-we-are/about-us/
Centers for Disease Control and Prevention. (2022, December 27). Culture and Language
. https://www.cdc.gov/healthliteracy/culture.html
Nair, L., & Adetayo, O. A. (2019). Cultural Competence and Ethnic Diversity in Healthcare. PRS Global Open: International Open Access Journal of the American Society of Plastic Surgeons
, 7
(5), 2219. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6571328/#
Wedel, C. (n.d.). Traits of Exceptional Multicultural Leaders. ellevate
. https://www.ellevatenetwork.com/articles/7748-traits-of-exceptional-multicultural-
leaders
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