Capella University NHS FPX 5004 – professional response to the supervisor questionnaire Western Medical Enterprises
Instructions
Develop a 3–4 page professional response to the supervisor using the
Letter Template [DOCX]
, which has two main components. In your response:
Identify the qualities of a successful leader and compare them to your own leadership characteristics.
Make recommendations on how to lead and foster teamwork.
Additional Requirements
Your assessment should also meet the following requirements:
Written communication
:
Express your main points, arguments, and conclusions coherently.
Use correct grammar and mechanics.
Proofread your writing.
Length
: 3–4 double-spaced pages.
Font and font size
: Times New Roman, 12 point.
References
: Support your claims, arguments, and conclusions with credible evidence from 2–3 current, scholarly or professional sources.
APA format
: Apply current APA formatting to all in-text citations and references.
Please refer to the scoring guide for details on how your assessment will be evaluated.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:
Competency 1: Apply qualities, skills, and practices used by effective health care leaders.
Describe leadership qualities desirable for the proposed project.
Compare one’s own leadership skills against those of a chosen health care leader.
Explain one’s role as project leader, using approaches from a selected leadership model.
Capella University NHS FPX 5004 – professional response to the supervisor questionnaire western medical enterprises
Competency 2: Apply practices that facilitate effective interprofessional collaboration.
Describe and apply to practice an approach to effectively facilitate collaboration among a professional team.
Competency 4: Produce clear, coherent, and professional written work, in accordance with Capella writing standards.
Address assessment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Capella University NHS FPX 5004 – professional response to the supervisor questionnaire western medical enterprises
xxxx
I am drafting the letter to reply to your supplication for a report on the leadership scheme required to tackle the diversity challenges crucial to enhancing worker, community, and patient outcomes. It is an immense privilege to lead the recommended interdisciplinary project at the clinic. The project is an excellent chance to reinforce my leadership style and expertise. Further, since I will be working with professionals from distinct personal and professional settings, I will have the opportunity to obtain pertinent cultural competence. Hence, I appreciate the consideration to be on the team to strategize and execute the project that will help to enhance its cultural capability. Capella University NHS FPX 5004 – professional response to the supervisor questionnaire western medical enterprises.
Desirable Qualities for the Project
A diverse team is excellent for a firm’s business, but leading this team may present issues. Therefore, leaders heading this project must possess several qualities. Firstly, the leader must cultivate trust (Koohang et al., 2017). The leader must think about certitude, connection, and collaboration. All stakeholders must trust the leader to experience meaningful outcomes. A lack of trust means there will be no connection and teamwork. An excellent tactic to build certainty is open communication. Furthermore, being aware of biases is another quality needed. The leader must recognize any underlying assumptions about distinct cultural groups and make changes where necessary. This will assist in decreasing unconscious prejudice.
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Comparison of Skills with a Leader
Dr. Errol Norwitz, President of Newton-Wellesley Hospital and Chief Scientific Officer at Tufts Medical Center. He is also Chairman of the Department of Obstetrics & Gynecology at Tufts. Errol is a dynamic and exemplary leader who has advocated for and executed quality enhancement projects as a member of the executive leadership team of Tufts MC since 2016 (Tufts, 2022). His leadership style is transformative and linked to collaboration and teamwork. Thus, as a collaborative leader, Norwitz considers this style vital to recognizing, recruiting, and retaining top talent. Growing up as a minority in South Africa, Errol understands diversity first-hand. He has the leadership ability and experiences to execute plans that can tackle the diversity challenges in the firm.
Moreover, I contend we share several qualities compared to his leadership style. Consistent open communication, robust work ethic, empathy, and modeling conduct are some of the few qualities that we share. Thus, I am willing and humbled to work with this accomplished medic to tackle the challenges impacting employee performance at the facility.
Role as a Project Leader
As a transformative leader heading the project, the first role is inspiring a shared vision. These leaders believe they can make a difference (Roop, 2022). They possess a passion and inclination to better things in the organizations. Also, they strive to modify a project or process and form something never produced before. These leaders inspire commitment instead of commanding it. Further, these leaders have a role in challenging the status quo. These transformational leaders are viewed as pioneers since they like stepping out to unknown territories. They strive to recognize and support excellent ideas.
Approach to Solving Diversity Challenges
For this project, I will utilize a collaborative leadership method. It is an approach that will enable me to use non-verbal and verbal communication techniques, planning, shepherding, and management skills to motivate employees to assimilate the transformations into the company culture (Karam et al., 2018). Further, the leadership approach is vital to show workers how culture influences communication techniques and the outlook of individuals outside a particular cultural group. For instance, the intercultural group committee would use members’ experiences of how they conquered cultural differences to enhance communication and foster collaboration. The entire healthcare system is created upon the capability to communicate. In an overwhelmed system, communication breaks are likely. From telecommunications to in-person communication, miscommunication between interprofessional is imminent. The bottom line is that communication becomes ineffective, and the team does not work harmoniously; thus, teamwork efforts are compromised. Hence, as the leader of this diverse team, I will encourage active listening and specific non-verbal communication techniques among clinical and non-clinal employees.
Additionally, endeavors to foster team collaboration in the facility need positive attitudes that lead to elevated levels of respect and trust that staff can use to partner and execute resolutions to several challenges. I possess outstanding communication skills, meaning dispatching information via suitable channels would promote the belief that members require to share data and participate in all tasks and projects. Further, honest and explicit communication on issues can reduce intercultural and interprofessional conflict. Also, proficiency in cultural communication must be amalgamated into recruiting and hiring new staff members to assist in recognizing future challenges and use the onboarding procedures to train them in developing critical skills.
Moreover, incorporating empathy in tackling diversity issues is another approach. While cultural and language differences may lead to challenges during staff relations on the one hand and those with residents and patients on the other, empathy guarantees active listening that fosters positive exchanges. Empathy is a critical feature that assists individuals in respecting the attitudes and approaches to the tasks or notions for achieving projected outcomes and comprehending how to realign their prospects with them. Apart from incorporating empathy lessons in the modules for cultural competence training of existing and new staff, intercultural committee members must display empathy in their inter-team and interpersonal interactions to strengthen how critical it is. This means that integrating company practices that mirror its culture and policy will be utilized to tackle the cultural challenges, comprising traditions, language hurdles, and beliefs that could lead to diversity issues between employees, communities, and patients Capella University NHS FPX 5004 – professional response to the supervisor questionnaire western medical enterprises.
In summation, the letter has presented the leadership qualities desirable for this project. It has recognized trust as a core quality. The healthcare system is multicultural, and mistrust is a possibility. Thus, leaders must be people who can be trustworthy and possess the capability to instill quality in members. Also, they must be people who detest prejudice. Further, the letter has discussed a healthcare leader who can inspire an intercultural committee dealing with diversity issues. A comparison of leadership styles and competencies between Errol and me has also been presented. Moreover, the letter has recognized leadership approaches needed to tackle the cultural competence challenges restricting the employees’ potential to deliver positive results. Thus, I have demonstrated how my collaborative style, employee development schemes, and communication skills can solve the clinic’s cultural issues. Implementation of specific plans can eradicate diversity challenges in the healthcare facility. By eliminating these issues and collaboration in the facility, enhanced services are highly likely to lead to positive outcomes.
Regards
xxx
References
Karam, M., Brault, I., Van Durme, T., & Macq, J. (2018). Comparing interprofessional and interorganizational collaboration in healthcare: A systematic review of the qualitative research.
International journal of nursing studies
,
79
, 70-83.
Koohang, A., Paliszkiewicz, J., & Goluchowski, J. (2017). The impact of leadership on trust, knowledge management, and organizational performance: A research model.
Industrial Management & Data Systems
.
Roop, J. (2022). Addiction and leadership: How authentic and transformative leaders are emerging from the adversity of substance use disorder.
Tufts. (2022, February 2).
Errol R. Norwitz
. Tufts CTSI. Retrieved January 16, 2023, from https://www.tuftsctsi.org/people/errol-r-norwitz/
Capella University NHS FPX 5004 – professional response to the supervisor questionnaire western medical enterprises
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