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Home>Homework Answsers>Nursing homework helphelp2 years ago14.11.202310Report issuefiles (2)LeadershipGroupCollaborationLetter2.docxExempla_Assessment_2.pdfLeadershipGroupCollaborationLetter2.docxRunning head: LEADERSHIP AND GROUP COLLABORATION 1LEADERSHIP AND GROUP COLLABORATION 2Leadership and Group CollaborationNovember, 2023November 10, 2023LynnetteLakeland Medical ClinicI am grateful for the opportunity to lead a team in addressing the concerns raised by the recent employee survey at Lakeland Medical Clinic. Leadership is a multifaceted quality, and I firmly believe that successful leaders exhibit a combination of attributes such as effective decision-making, collaboration, and communication. In this response, I will delineate the qualities of a great leader, compare them with my own, and propose strategies for fostering teamwork while addressing diversity-related challenges at Lakeland Medical Clinic.Qualities of a Successful LeaderSuccessful leaders exhibit a range of qualities that contribute to their effectiveness. Some key qualities include:VisionA successful leader with vision possesses a clear understanding of the long-term objectives and goals of a project, organization, or team. This vision extends beyond the immediate tasks at hand and includes a sense of purpose and direction (Embree et al., 2018). A leader with a vision can see the bigger picture and articulates a compelling vision that motivates and guides the team. They not only know where they want to go but can also explain it in a way that resonates with the team, making everyone understand the purpose and direction of their collective efforts. This vision provides a sense of purpose and direction, aligning the team’s actions and decisions with the overarching goal (Okpala, 2018).CommunicationThe foundation of effective leadership is communication. It requires not just communication skills but also the ability to actively listen, comprehend, and interact with team members (Hewes, 2019). Leaders must be adept at various forms of communication, from written and verbal to non-verbal cues. They keep the team informed about project goals, progress, and any changes in direction.Decision-MakingThe ability to make well-informed and timely decisions is a hallmark of effective leadership. Leaders often face a myriad of choices and must make decisions that impact the team and organization (Hewes, 2019). Good decision-making involves considering all available information, assessing risks, and weighing the potential outcomes. It also means making decisions in a timely manner, as indecision can lead to uncertainty and decreased productivity. Effective leaders are capable of making tough decisions, even in uncertain or high-pressure situations, with the best interests of the team and organization in mind.EmpathyThe ability to comprehend and value the needs, feelings, and viewpoints of other team members is known as empathy. Leaders with empathy foster a culture where team members are respected, heard, and understood (Hewes, 2019). They understand that every team member is an individual with their own history and set of experiences.AdaptabilitySuccessful leaders are adaptable and flexible in the face of change and uncertainty. They acknowledge that change is a constant in today’s fast-paced world and they embrace it rather than resist it (Reed, 2017). This adaptability enables leaders to pivot, when necessary, adjust their strategies, and make the most of evolving circumstances.Conflict ResolutionLeaders skillfully manage conflicts within the team, fostering a harmonious work environment. Conflicts are a natural part of any team dynamic, and effective leaders don’t avoid them but rather address them constructively. They can mediate disputes, encourage open dialogue, and guide the team toward mutually beneficial resolutions (Rubino et al., 2020). By managing conflicts effectively, leaders maintain a positive and productive work atmosphere, ensuring that disagreements do not escalate into disruptive issues.CollaborationCollaboration involves working closely with team members, recognizing and appreciating the diverse skills, experiences, and perspectives they bring to the table. Effective leaders actively promote and encourage collaboration because they understand that it leads to better solutions and innovations (Hewes, 2019).My Selected LeaderAn individual I’d select to spearhead a project like this would be Tim Cook, the CEO of Apple Inc. Tim Cook has been a proactive advocate for diversity and inclusion within the company and demonstrated exceptional leadership qualities that align with the complexities of our project and the challenges faced by the clinic. Cook possesses a unique blend of strategic vision, adaptability, and a focus on fostering collaboration. He has actively diversified Apple’s leadership team, fostering an inclusive work culture and maintaining transparency through regular diversity and inclusion reports. His commitment is reflected in initiatives supporting education for underrepresented groups, advocacy for LGBTQ+ rights, and addressing diversity in Apple’s supply chain (Apple Inc., n.d.; Williams, C, 2017). In the realm of our project, fostering teamwork and collaboration among interdisciplinary professionals is paramount. His ability to navigate through dynamic environments, make bold decisions, and communicate effectively resonates with the needs of our initiative. As a leader, he prioritizes diversity and inclusivity, acknowledging the importance of different perspectives in achieving success.My Leadership CharacteristicsI recognize that I possess several traits aligning with Tim Cook’s own leadership attributes. I have a clear vision for addressing the diversity problem in our clinic, aiming to enhance both the community and staff experiences. My strong communication skills enable me to articulate this vision and keep the team well-informed throughout the project. Furthermore, my proven decision-making abilities and adaptability have been evident in past projects.As a leader, empathy is one of my strengths, emphasizing the importance of recognizing and respecting cultural values and norms, essential for addressing the diversity issue at hand. Conflict resolution is another area of strength, as I am committed to promptly resolving issues to maintain a harmonious working environment.However, I am aware that there is room for improvement in certain aspects. Specifically, I aim to enhance my collaboration skills by placing a greater value on diverse perspectives and fostering teamwork.Recommendations for Leading and Fostering TeamworkTo lead and foster teamwork effectively in this project, I propose the following approach:Leadership StyleI will embrace a collaborative and transformational leadership style, fostering teamwork, motivating team members to excel, and empowering them to be proactive and innovative. Additionally, I will remain flexible in my approach, adapting to the evolving needs of both the team and the project.Maximizing Team EffectivenessTo maximize team effectiveness, I will utilize modern communication technologies to facilitate seamless information sharing and collaboration. This includes using collaborative software, video conferencing, and shared project management tools.PracticesI will implement practices such as clear accountability, transparent decision-making processes, and effective delegation. This will ensure that every team member knows their role and responsibilities, making teamwork more efficient.Sharing Information and IdeasI will promote polite, honest communication among team members and create an atmosphere where they feel free to express their opinions. Additionally, I will establish regular team meetings and brainstorming sessions to facilitate idea sharing.I will support these recommendations with references from current academic and professional resources to align our approach with current healthcare organization trends and practices.In conclusion, I am committed to leading the project focused on addressing the diversity issue and improving outcomes for our employees and community. I am eager to work collaboratively with the chosen committee and the clinic director to ensure the project’s success. Thank you for entrusting me with this opportunity.ReferencesApple Inc. (n.d.). Inclusion and Diversity. Apple.https://www.apple.com/diversity/Embree, J. L., Wagnes, L., Hendricks, S., LaMothe, J., Halstead, J., & Wright, L. (2018). Empowering nurses to lead interprofessional collaborative practice environments through a nurse leadership institute. The Journal of Continuing Education in Nursing, 49(2), 61–71.Hewes, R. (2019). Top ten traits of great leaders. American Management Association.http://www.amanet.org/training/articles/top-ten-traits-of-great-leaders.aspxOkpala, P. (2018). Balancing quality healthcare services and costs through collaborative leadership. Journal of Healthcare Management, 63(6), E148–E157.Reed, S. (2017). Five key attributes of leadership. Health Care Registration, 26(12), 4–7.Rubino, L. G., Esparza, S. J., & Chassiakos, Y. S. R. (2020). New leadership for today’s health care professionals: Concepts and cases (2nd ed.). Jones & Bartlett Learning. Available in the courseroom via the VitalSource Bookshelf link. Chapter 1, “A Call for New Leadership in Health Care.”Williams, C. (2017, Apr 06). Special to the Plainsman: Tim Cook on diversity at AuburnUniversity Wire.http://library.capella.edu/login? qurl=https%3A%2F%2Fwww.proquest.com%2Fwire-feeds%2Fspecial-plainsman-tim-cook-on-diversity-at-auburn%2Fdocview%2F1885949407%2Fse-2%3Faccountid%3D27965Exempla_Assessment_2.pdfRunning head: LEADERSHIP AND GROUP COLLABORATION 1Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.Leadership and Group CollaborationLearner’s NameCapella UniversityCollaboration, Communication, and Case Analysis for Master’s LearnersLeadership and Group CollaborationDecember, 2019Lisa OllLisa OllLisa OllLisa OllLEADERSHIP AND GROUP COLLABORATION 2Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.December 28, 2019LynnetteLakeland Medical ClinicHello, Lynnette! I am thankful and excited to take on the proposed project. I stronglybelieve effective leadership in health care is a critical component in the success of anorganization. This project is a great opportunity to enhance my skills in solvingorganizational issues such as the diversity issue at Lakeland Medical Clinic. I understandfrom your e-mail the primary issue we must focus on is the staff’s lack of culturalcompetence. Culture affects the way we comprehend our reality, how we communicate, andhow we perceive our surroundings (Center for Community Health and Development, 2019).As our population becomes more culturally diverse, it is important for health care centers tobe culturally competent. For an organization to be culturally competent, it is important foremployees to communicate effectively and appreciate the diversity of cultures (White,Plompen, Tao, Micallef, & Haines, 2019).To handle the diversity issue effectively, a health care leader must possess skills suchas excellent communication, strategic thinking, interpersonal skills, and the ability to planefficiently. A leader should communicate to the staff the vision and the goal of the diversityproject in a manner that creates a sense of unity and purpose among the staff members. Aleader must plan strategically to change the system by anticipating problems that the staffmight face while implementing new processes. A leader should encourage staff membersfrom interdisciplinary teams to actively voice their opinions to validate the processes thathave been implemented and suggest changes that could enhance the efficiency of the staff’sinvolvement in these processes.Lisa OllLEADERSHIP AND GROUP COLLABORATION 3Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.An individual I would choose to lead a project such as this would be Dr. Lisa E.Harris, medical director and chief executive officer of Eskenazi Health, Indianapolis. For 30years, Dr. Harris has practiced medicine and has been committed to improving medicalservices for minorities. She is constantly engaged in research, teaching, and patient care.Today, the Eskenazi Health campus is one of the largest health care campuses to achieve agold certification in Leadership in Energy and Environmental Design (Eskenazi Health, n.d.).Dr. Harris is an excellent example of a leader who practices the transformational style ofleadership. Dr. Harris’s success can be attributed to her ability to take risks to achieve hergoals. She has actively worked toward developing the quality of health care services in localcommunities. She ran a successful campaign to seek voter approval for the construction of anew hospital that could solve existing health care issues, revolutionize health care, andprovide affordable health care. There are certain similarities and differences between Dr.Harris’s and my leadership style. The similarities include leading by example, beingapproachable, demonstrating strong work ethics, being willing to train and motivatesubordinates to achieve their goals, and working to fix issues in the system.For the proposed project, I would implement a process flow that provides enoughroom for innovation. Dr. Harris implemented a complex workflow that could reduce thebandwidth for innovation within the organization. This approach might not be ideal for aclinic setting, especially when tackling sensitive issues such as diversity. Consequently, myapproach would differ from Dr. Harris’s; I would encourage a diverse and inclusiveworkplace that also promotes interprofessional collaboration. This, in turn, encourages thesharing of experiences and expertise among staff members and opens avenues for innovation.Steps to Address the Diversity IssueWhen leading the project at Lakeland Medical Clinic, I will utilize key qualities ofboth transformational and collaborative types of leadership to effectively address theLisa OllLisa OllLEADERSHIP AND GROUP COLLABORATION 4Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.diversity issue. One approach is to set up a multicultural collaboration between the staff at theclinic and the residents. This can be achieved by forming an interdisciplinary committee thatconsists of staff members from different disciplines as well as members from the community.Collaborations between physicians, nurses, and other health care professionals promoteknowledge sharing and can make the processes that have been set up to achieve staff andpatient satisfaction more efficient.Mutual respect, trust, and collaboration are some characteristics of an effective team.Collaboration in a health care setting involves professionals taking on complementary rolesand work together, sharing responsibility to solve problems, and formulating effective plansfor patient care. An important aspect of collaboration is open and effective communication,which builds respect and fosters trust. The roles and responsibilities of team members mustbe clearly communicated to prevent conflicts of interest. Another approach would be toanalyze the strengths and weaknesses of team members through an internal assessment anddelegate work based on their capabilities. Training sessions should be set up for teammembers who lack certain skills. It is important to motivate and encourage team members byidentifying and valuing their contributions. My approach would be to mandate shareddecision-making within the team to encourage negotiation, openness, and trust. Shared-decision making can make way for various innovative strategies for handling the clinic’sdiversity issue (Morley & Cashell, 2017).Diversity issues can arise from practical problems such as language barriers andcultural practices or from deeper systemic issues such as staff prejudices and racism. Toaddress diversity issues stemming from practical problems, we will initiate training programsfor staff to sensitize them to Haitian culture and values. Diversity coaches can be hired totrain staff members. Diversity training provides information about dietary needs andrestrictions, language barriers, and psychological triggers (Cooper-Gamson, 2017). StaffLEADERSHIP AND GROUP COLLABORATION 5Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.members who actively participate in improving their cultural competency should berecognized and rewarded to motivate and encourage other staff members to do so. To addresssystemic issues, we will require an organization-wide assessment of employees and theircultural biases and provide mandatory antiracism and diversity training (Shepherd, Willis-Esqueda, Newton, Sivasubramaniam, & Paradies, 2019).Another approach would be to tweak existing hiring policies. We should assess thecultural competency of candidates, rather than just their academic qualifications and previouswork experience, before recruiting them. A more diverse workforce can help improve anorganization’s cultural competency (Rahman, 2019). We can provide employmentopportunities to individuals from the local community by setting up training camps that canequip them with the required skills to work at the clinic, thereby improving cultural diversityin the workforce.In this e-mail, I have presented multiple strategies to address the diversity issue suchas initiating staff training and hiring diversity coaches along with suggestions to changeexisting hiring policies. Implementing these strategies can increase the organization’s culturalcompetency and workforce diversity. Improving an organization’s cultural competencyassures improved efficiency of clinical staff as well as patient satisfaction (White et al.,2019).Lisa OllLEADERSHIP AND GROUP COLLABORATION 6Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.ReferencesCenter for Community Health and Development. (2019). Community Tool Box. Section 8.Multicultural collaboration. Retrieved from https://ctb.ku.edu/en/table-of-contents/culture/cultural-competence/multicultural-collaboration/mainCooper-Gamson, L. (2017). Are we bridging the gap? A review of cultural diversity withinstoma care. British Journal of Nursing, 26(17), S24–S28.https://doi.org/10.12968/bjon.2017.26.17.S24Eskenazi Health. (n.d.). Lisa E. Harris, MD. Retrieved from https://fsph.iupui.edu/doc/news-events/Lisa-Harris-Bio.pdfMorley, L., & Cashell, A. (2017). Collaboration in health care. Journal of Medical Imagingand Radiation Sciences, 48, 207–216. https://doi.org/10.1016/j.jmir.2017.02.071Rahman, U. H. F. B. (2019). Diversity management and role of leader. Open Economics,2(1), 30–39. https://doi.org/10.1515/openec-2019-0003Shepherd, S. M., Willis-Esquesa, C., Newton, D., Sivasubramaniam, D., & Paradies, Y.(2019). The challenge of cultural competence in the workplace: Perspectives ofhealthcare providers. BMC Health Services Research, 19.https://doi.org/10.1186/s12913-019-3959-7White, J., Plompen, T., Tao, L., Micallef, E., & Haines, T. (2019). What is needed inculturally competent healthcare systems? A qualitative exploration of culturallydiverse patients and professional interpreters in an Australian healthcare setting. BMCPublic Health 19, 1096. https://doi.org/10.1186/s12889-019-7378-9Lisa OllExempla_Assessment_2.pdfRunning head: LEADERSHIP AND GROUP COLLABORATION 1Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.Leadership and Group CollaborationLearner’s NameCapella UniversityCollaboration, Communication, and Case Analysis for Master’s LearnersLeadership and Group CollaborationDecember, 2019Lisa OllLisa OllLisa OllLisa OllLEADERSHIP AND GROUP COLLABORATION 2Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.December 28, 2019LynnetteLakeland Medical ClinicHello, Lynnette! I am thankful and excited to take on the proposed project. I stronglybelieve effective leadership in health care is a critical component in the success of anorganization. This project is a great opportunity to enhance my skills in solvingorganizational issues such as the diversity issue at Lakeland Medical Clinic. I understandfrom your e-mail the primary issue we must focus on is the staff’s lack of culturalcompetence. Culture affects the way we comprehend our reality, how we communicate, andhow we perceive our surroundings (Center for Community Health and Development, 2019).As our population becomes more culturally diverse, it is important for health care centers tobe culturally competent. For an organization to be culturally competent, it is important foremployees to communicate effectively and appreciate the diversity of cultures (White,Plompen, Tao, Micallef, & Haines, 2019).To handle the diversity issue effectively, a health care leader must possess skills suchas excellent communication, strategic thinking, interpersonal skills, and the ability to planefficiently. A leader should communicate to the staff the vision and the goal of the diversityproject in a manner that creates a sense of unity and purpose among the staff members. Aleader must plan strategically to change the system by anticipating problems that the staffmight face while implementing new processes. A leader should encourage staff membersfrom interdisciplinary teams to actively voice their opinions to validate the processes thathave been implemented and suggest changes that could enhance the efficiency of the staff’sinvolvement in these processes.Lisa OllLEADERSHIP AND GROUP COLLABORATION 3Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.An individual I would choose to lead a project such as this would be Dr. Lisa E.Harris, medical director and chief executive officer of Eskenazi Health, Indianapolis. For 30years, Dr. Harris has practiced medicine and has been committed to improving medicalservices for minorities. She is constantly engaged in research, teaching, and patient care.Today, the Eskenazi Health campus is one of the largest health care campuses to achieve agold certification in Leadership in Energy and Environmental Design (Eskenazi Health, n.d.).Dr. Harris is an excellent example of a leader who practices the transformational style ofleadership. Dr. Harris’s success can be attributed to her ability to take risks to achieve hergoals. She has actively worked toward developing the quality of health care services in localcommunities. She ran a successful campaign to seek voter approval for the construction of anew hospital that could solve existing health care issues, revolutionize health care, andprovide affordable health care. There are certain similarities and differences between Dr.Harris’s and my leadership style. The similarities include leading by example, beingapproachable, demonstrating strong work ethics, being willing to train and motivatesubordinates to achieve their goals, and working to fix issues in the system.For the proposed project, I would implement a process flow that provides enoughroom for innovation. Dr. Harris implemented a complex workflow that could reduce thebandwidth for innovation within the organization. This approach might not be ideal for aclinic setting, especially when tackling sensitive issues such as diversity. Consequently, myapproach would differ from Dr. Harris’s; I would encourage a diverse and inclusiveworkplace that also promotes interprofessional collaboration. This, in turn, encourages thesharing of experiences and expertise among staff members and opens avenues for innovation.Steps to Address the Diversity IssueWhen leading the project at Lakeland Medical Clinic, I will utilize key qualities ofboth transformational and collaborative types of leadership to effectively address theLisa OllLisa OllLEADERSHIP AND GROUP COLLABORATION 4Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.diversity issue. One approach is to set up a multicultural collaboration between the staff at theclinic and the residents. This can be achieved by forming an interdisciplinary committee thatconsists of staff members from different disciplines as well as members from the community.Collaborations between physicians, nurses, and other health care professionals promoteknowledge sharing and can make the processes that have been set up to achieve staff andpatient satisfaction more efficient.Mutual respect, trust, and collaboration are some characteristics of an effective team.Collaboration in a health care setting involves professionals taking on complementary rolesand work together, sharing responsibility to solve problems, and formulating effective plansfor patient care. An important aspect of collaboration is open and effective communication,which builds respect and fosters trust. The roles and responsibilities of team members mustbe clearly communicated to prevent conflicts of interest. Another approach would be toanalyze the strengths and weaknesses of team members through an internal assessment anddelegate work based on their capabilities. Training sessions should be set up for teammembers who lack certain skills. It is important to motivate and encourage team members byidentifying and valuing their contributions. My approach would be to mandate shareddecision-making within the team to encourage negotiation, openness, and trust. Shared-decision making can make way for various innovative strategies for handling the clinic’sdiversity issue (Morley & Cashell, 2017).Diversity issues can arise from practical problems such as language barriers andcultural practices or from deeper systemic issues such as staff prejudices and racism. Toaddress diversity issues stemming from practical problems, we will initiate training programsfor staff to sensitize them to Haitian culture and values. Diversity coaches can be hired totrain staff members. Diversity training provides information about dietary needs andrestrictions, language barriers, and psychological triggers (Cooper-Gamson, 2017). StaffLEADERSHIP AND GROUP COLLABORATION 5Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.members who actively participate in improving their cultural competency should berecognized and rewarded to motivate and encourage other staff members to do so. To addresssystemic issues, we will require an organization-wide assessment of employees and theircultural biases and provide mandatory antiracism and diversity training (Shepherd, Willis-Esqueda, Newton, Sivasubramaniam, & Paradies, 2019).Another approach would be to tweak existing hiring policies. We should assess thecultural competency of candidates, rather than just their academic qualifications and previouswork experience, before recruiting them. A more diverse workforce can help improve anorganization’s cultural competency (Rahman, 2019). We can provide employmentopportunities to individuals from the local community by setting up training camps that canequip them with the required skills to work at the clinic, thereby improving cultural diversityin the workforce.In this e-mail, I have presented multiple strategies to address the diversity issue suchas initiating staff training and hiring diversity coaches along with suggestions to changeexisting hiring policies. Implementing these strategies can increase the organization’s culturalcompetency and workforce diversity. Improving an organization’s cultural competencyassures improved efficiency of clinical staff as well as patient satisfaction (White et al.,2019).Lisa OllLEADERSHIP AND GROUP COLLABORATION 6Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.ReferencesCenter for Community Health and Development. (2019). Community Tool Box. Section 8.Multicultural collaboration. Retrieved from https://ctb.ku.edu/en/table-of-contents/culture/cultural-competence/multicultural-collaboration/mainCooper-Gamson, L. (2017). Are we bridging the gap? A review of cultural diversity withinstoma care. British Journal of Nursing, 26(17), S24–S28.https://doi.org/10.12968/bjon.2017.26.17.S24Eskenazi Health. (n.d.). Lisa E. Harris, MD. Retrieved from https://fsph.iupui.edu/doc/news-events/Lisa-Harris-Bio.pdfMorley, L., & Cashell, A. (2017). Collaboration in health care. Journal of Medical Imagingand Radiation Sciences, 48, 207–216. https://doi.org/10.1016/j.jmir.2017.02.071Rahman, U. H. F. B. (2019). Diversity management and role of leader. Open Economics,2(1), 30–39. https://doi.org/10.1515/openec-2019-0003Shepherd, S. M., Willis-Esquesa, C., Newton, D., Sivasubramaniam, D., & Paradies, Y.(2019). The challenge of cultural competence in the workplace: Perspectives ofhealthcare providers. BMC Health Services Research, 19.https://doi.org/10.1186/s12913-019-3959-7White, J., Plompen, T., Tao, L., Micallef, E., & Haines, T. (2019). What is needed inculturally competent healthcare systems? A qualitative exploration of culturallydiverse patients and professional interpreters in an Australian healthcare setting. BMCPublic Health 19, 1096. https://doi.org/10.1186/s12889-019-7378-9Lisa OllLeadershipGroupCollaborationLetter2.docxRunning head: LEADERSHIP AND GROUP COLLABORATION 1LEADERSHIP AND GROUP COLLABORATION 2Leadership and Group CollaborationNovember, 2023November 10, 2023LynnetteLakeland Medical ClinicI am grateful for the opportunity to lead a team in addressing the concerns raised by the recent employee survey at Lakeland Medical Clinic. Leadership is a multifaceted quality, and I firmly believe that successful leaders exhibit a combination of attributes such as effective decision-making, collaboration, and communication. In this response, I will delineate the qualities of a great leader, compare them with my own, and propose strategies for fostering teamwork while addressing diversity-related challenges at Lakeland Medical Clinic.Qualities of a Successful LeaderSuccessful leaders exhibit a range of qualities that contribute to their effectiveness. Some key qualities include:VisionA successful leader with vision possesses a clear understanding of the long-term objectives and goals of a project, organization, or team. This vision extends beyond the immediate tasks at hand and includes a sense of purpose and direction (Embree et al., 2018). A leader with a vision can see the bigger picture and articulates a compelling vision that motivates and guides the team. They not only know where they want to go but can also explain it in a way that resonates with the team, making everyone understand the purpose and direction of their collective efforts. This vision provides a sense of purpose and direction, aligning the team’s actions and decisions with the overarching goal (Okpala, 2018).CommunicationThe foundation of effective leadership is communication. It requires not just communication skills but also the ability to actively listen, comprehend, and interact with team members (Hewes, 2019). Leaders must be adept at various forms of communication, from written and verbal to non-verbal cues. They keep the team informed about project goals, progress, and any changes in direction.Decision-MakingThe ability to make well-informed and timely decisions is a hallmark of effective leadership. Leaders often face a myriad of choices and must make decisions that impact the team and organization (Hewes, 2019). Good decision-making involves considering all available information, assessing risks, and weighing the potential outcomes. It also means making decisions in a timely manner, as indecision can lead to uncertainty and decreased productivity. Effective leaders are capable of making tough decisions, even in uncertain or high-pressure situations, with the best interests of the team and organization in mind.EmpathyThe ability to comprehend and value the needs, feelings, and viewpoints of other team members is known as empathy. Leaders with empathy foster a culture where team members are respected, heard, and understood (Hewes, 2019). They understand that every team member is an individual with their own history and set of experiences.AdaptabilitySuccessful leaders are adaptable and flexible in the face of change and uncertainty. They acknowledge that change is a constant in today’s fast-paced world and they embrace it rather than resist it (Reed, 2017). This adaptability enables leaders to pivot, when necessary, adjust their strategies, and make the most of evolving circumstances.Conflict ResolutionLeaders skillfully manage conflicts within the team, fostering a harmonious work environment. Conflicts are a natural part of any team dynamic, and effective leaders don’t avoid them but rather address them constructively. They can mediate disputes, encourage open dialogue, and guide the team toward mutually beneficial resolutions (Rubino et al., 2020). By managing conflicts effectively, leaders maintain a positive and productive work atmosphere, ensuring that disagreements do not escalate into disruptive issues.CollaborationCollaboration involves working closely with team members, recognizing and appreciating the diverse skills, experiences, and perspectives they bring to the table. Effective leaders actively promote and encourage collaboration because they understand that it leads to better solutions and innovations (Hewes, 2019).My Selected LeaderAn individual I’d select to spearhead a project like this would be Tim Cook, the CEO of Apple Inc. Tim Cook has been a proactive advocate for diversity and inclusion within the company and demonstrated exceptional leadership qualities that align with the complexities of our project and the challenges faced by the clinic. Cook possesses a unique blend of strategic vision, adaptability, and a focus on fostering collaboration. He has actively diversified Apple’s leadership team, fostering an inclusive work culture and maintaining transparency through regular diversity and inclusion reports. His commitment is reflected in initiatives supporting education for underrepresented groups, advocacy for LGBTQ+ rights, and addressing diversity in Apple’s supply chain (Apple Inc., n.d.; Williams, C, 2017). In the realm of our project, fostering teamwork and collaboration among interdisciplinary professionals is paramount. His ability to navigate through dynamic environments, make bold decisions, and communicate effectively resonates with the needs of our initiative. As a leader, he prioritizes diversity and inclusivity, acknowledging the importance of different perspectives in achieving success.My Leadership CharacteristicsI recognize that I possess several traits aligning with Tim Cook’s own leadership attributes. I have a clear vision for addressing the diversity problem in our clinic, aiming to enhance both the community and staff experiences. My strong communication skills enable me to articulate this vision and keep the team well-informed throughout the project. Furthermore, my proven decision-making abilities and adaptability have been evident in past projects.As a leader, empathy is one of my strengths, emphasizing the importance of recognizing and respecting cultural values and norms, essential for addressing the diversity issue at hand. Conflict resolution is another area of strength, as I am committed to promptly resolving issues to maintain a harmonious working environment.However, I am aware that there is room for improvement in certain aspects. Specifically, I aim to enhance my collaboration skills by placing a greater value on diverse perspectives and fostering teamwork.Recommendations for Leading and Fostering TeamworkTo lead and foster teamwork effectively in this project, I propose the following approach:Leadership StyleI will embrace a collaborative and transformational leadership style, fostering teamwork, motivating team members to excel, and empowering them to be proactive and innovative. Additionally, I will remain flexible in my approach, adapting to the evolving needs of both the team and the project.Maximizing Team EffectivenessTo maximize team effectiveness, I will utilize modern communication technologies to facilitate seamless information sharing and collaboration. This includes using collaborative software, video conferencing, and shared project management tools.PracticesI will implement practices such as clear accountability, transparent decision-making processes, and effective delegation. This will ensure that every team member knows their role and responsibilities, making teamwork more efficient.Sharing Information and IdeasI will promote polite, honest communication among team members and create an atmosphere where they feel free to express their opinions. Additionally, I will establish regular team meetings and brainstorming sessions to facilitate idea sharing.I will support these recommendations with references from current academic and professional resources to align our approach with current healthcare organization trends and practices.In conclusion, I am committed to leading the project focused on addressing the diversity issue and improving outcomes for our employees and community. I am eager to work collaboratively with the chosen committee and the clinic director to ensure the project’s success. Thank you for entrusting me with this opportunity.ReferencesApple Inc. (n.d.). Inclusion and Diversity. Apple.https://www.apple.com/diversity/Embree, J. L., Wagnes, L., Hendricks, S., LaMothe, J., Halstead, J., & Wright, L. (2018). Empowering nurses to lead interprofessional collaborative practice environments through a nurse leadership institute. The Journal of Continuing Education in Nursing, 49(2), 61–71.Hewes, R. (2019). Top ten traits of great leaders. American Management Association.http://www.amanet.org/training/articles/top-ten-traits-of-great-leaders.aspxOkpala, P. (2018). Balancing quality healthcare services and costs through collaborative leadership. Journal of Healthcare Management, 63(6), E148–E157.Reed, S. (2017). Five key attributes of leadership. Health Care Registration, 26(12), 4–7.Rubino, L. G., Esparza, S. J., & Chassiakos, Y. S. R. (2020). New leadership for today’s health care professionals: Concepts and cases (2nd ed.). Jones & Bartlett Learning. Available in the courseroom via the VitalSource Bookshelf link. Chapter 1, “A Call for New Leadership in Health Care.”Williams, C. (2017, Apr 06). Special to the Plainsman: Tim Cook on diversity at AuburnUniversity Wire.http://library.capella.edu/login? qurl=https%3A%2F%2Fwww.proquest.com%2Fwire-feeds%2Fspecial-plainsman-tim-cook-on-diversity-at-auburn%2Fdocview%2F1885949407%2Fse-2%3Faccountid%3D27965Exempla_Assessment_2.pdfRunning head: LEADERSHIP AND GROUP COLLABORATION 1Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.Leadership and Group CollaborationLearner’s NameCapella UniversityCollaboration, Communication, and Case Analysis for Master’s LearnersLeadership and Group CollaborationDecember, 2019Lisa OllLisa OllLisa OllLisa OllLEADERSHIP AND GROUP COLLABORATION 2Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.December 28, 2019LynnetteLakeland Medical ClinicHello, Lynnette! I am thankful and excited to take on the proposed project. I stronglybelieve effective leadership in health care is a critical component in the success of anorganization. This project is a great opportunity to enhance my skills in solvingorganizational issues such as the diversity issue at Lakeland Medical Clinic. I understandfrom your e-mail the primary issue we must focus on is the staff’s lack of culturalcompetence. Culture affects the way we comprehend our reality, how we communicate, andhow we perceive our surroundings (Center for Community Health and Development, 2019).As our population becomes more culturally diverse, it is important for health care centers tobe culturally competent. For an organization to be culturally competent, it is important foremployees to communicate effectively and appreciate the diversity of cultures (White,Plompen, Tao, Micallef, & Haines, 2019).To handle the diversity issue effectively, a health care leader must possess skills suchas excellent communication, strategic thinking, interpersonal skills, and the ability to planefficiently. A leader should communicate to the staff the vision and the goal of the diversityproject in a manner that creates a sense of unity and purpose among the staff members. Aleader must plan strategically to change the system by anticipating problems that the staffmight face while implementing new processes. A leader should encourage staff membersfrom interdisciplinary teams to actively voice their opinions to validate the processes thathave been implemented and suggest changes that could enhance the efficiency of the staff’sinvolvement in these processes.Lisa OllLEADERSHIP AND GROUP COLLABORATION 3Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.An individual I would choose to lead a project such as this would be Dr. Lisa E.Harris, medical director and chief executive officer of Eskenazi Health, Indianapolis. For 30years, Dr. Harris has practiced medicine and has been committed to improving medicalservices for minorities. She is constantly engaged in research, teaching, and patient care.Today, the Eskenazi Health campus is one of the largest health care campuses to achieve agold certification in Leadership in Energy and Environmental Design (Eskenazi Health, n.d.).Dr. Harris is an excellent example of a leader who practices the transformational style ofleadership. Dr. Harris’s success can be attributed to her ability to take risks to achieve hergoals. She has actively worked toward developing the quality of health care services in localcommunities. She ran a successful campaign to seek voter approval for the construction of anew hospital that could solve existing health care issues, revolutionize health care, andprovide affordable health care. There are certain similarities and differences between Dr.Harris’s and my leadership style. The similarities include leading by example, beingapproachable, demonstrating strong work ethics, being willing to train and motivatesubordinates to achieve their goals, and working to fix issues in the system.For the proposed project, I would implement a process flow that provides enoughroom for innovation. Dr. Harris implemented a complex workflow that could reduce thebandwidth for innovation within the organization. This approach might not be ideal for aclinic setting, especially when tackling sensitive issues such as diversity. Consequently, myapproach would differ from Dr. Harris’s; I would encourage a diverse and inclusiveworkplace that also promotes interprofessional collaboration. This, in turn, encourages thesharing of experiences and expertise among staff members and opens avenues for innovation.Steps to Address the Diversity IssueWhen leading the project at Lakeland Medical Clinic, I will utilize key qualities ofboth transformational and collaborative types of leadership to effectively address theLisa OllLisa OllLEADERSHIP AND GROUP COLLABORATION 4Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.diversity issue. One approach is to set up a multicultural collaboration between the staff at theclinic and the residents. This can be achieved by forming an interdisciplinary committee thatconsists of staff members from different disciplines as well as members from the community.Collaborations between physicians, nurses, and other health care professionals promoteknowledge sharing and can make the processes that have been set up to achieve staff andpatient satisfaction more efficient.Mutual respect, trust, and collaboration are some characteristics of an effective team.Collaboration in a health care setting involves professionals taking on complementary rolesand work together, sharing responsibility to solve problems, and formulating effective plansfor patient care. An important aspect of collaboration is open and effective communication,which builds respect and fosters trust. The roles and responsibilities of team members mustbe clearly communicated to prevent conflicts of interest. Another approach would be toanalyze the strengths and weaknesses of team members through an internal assessment anddelegate work based on their capabilities. Training sessions should be set up for teammembers who lack certain skills. It is important to motivate and encourage team members byidentifying and valuing their contributions. My approach would be to mandate shareddecision-making within the team to encourage negotiation, openness, and trust. Shared-decision making can make way for various innovative strategies for handling the clinic’sdiversity issue (Morley & Cashell, 2017).Diversity issues can arise from practical problems such as language barriers andcultural practices or from deeper systemic issues such as staff prejudices and racism. Toaddress diversity issues stemming from practical problems, we will initiate training programsfor staff to sensitize them to Haitian culture and values. Diversity coaches can be hired totrain staff members. Diversity training provides information about dietary needs andrestrictions, language barriers, and psychological triggers (Cooper-Gamson, 2017). StaffLEADERSHIP AND GROUP COLLABORATION 5Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.members who actively participate in improving their cultural competency should berecognized and rewarded to motivate and encourage other staff members to do so. To addresssystemic issues, we will require an organization-wide assessment of employees and theircultural biases and provide mandatory antiracism and diversity training (Shepherd, Willis-Esqueda, Newton, Sivasubramaniam, & Paradies, 2019).Another approach would be to tweak existing hiring policies. We should assess thecultural competency of candidates, rather than just their academic qualifications and previouswork experience, before recruiting them. A more diverse workforce can help improve anorganization’s cultural competency (Rahman, 2019). We can provide employmentopportunities to individuals from the local community by setting up training camps that canequip them with the required skills to work at the clinic, thereby improving cultural diversityin the workforce.In this e-mail, I have presented multiple strategies to address the diversity issue suchas initiating staff training and hiring diversity coaches along with suggestions to changeexisting hiring policies. Implementing these strategies can increase the organization’s culturalcompetency and workforce diversity. Improving an organization’s cultural competencyassures improved efficiency of clinical staff as well as patient satisfaction (White et al.,2019).Lisa OllLEADERSHIP AND GROUP COLLABORATION 6Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.ReferencesCenter for Community Health and Development. (2019). Community Tool Box. Section 8.Multicultural collaboration. Retrieved from https://ctb.ku.edu/en/table-of-contents/culture/cultural-competence/multicultural-collaboration/mainCooper-Gamson, L. (2017). Are we bridging the gap? A review of cultural diversity withinstoma care. British Journal of Nursing, 26(17), S24–S28.https://doi.org/10.12968/bjon.2017.26.17.S24Eskenazi Health. (n.d.). Lisa E. Harris, MD. Retrieved from https://fsph.iupui.edu/doc/news-events/Lisa-Harris-Bio.pdfMorley, L., & Cashell, A. (2017). Collaboration in health care. Journal of Medical Imagingand Radiation Sciences, 48, 207–216. https://doi.org/10.1016/j.jmir.2017.02.071Rahman, U. H. F. B. (2019). Diversity management and role of leader. Open Economics,2(1), 30–39. https://doi.org/10.1515/openec-2019-0003Shepherd, S. M., Willis-Esquesa, C., Newton, D., Sivasubramaniam, D., & Paradies, Y.(2019). The challenge of cultural competence in the workplace: Perspectives ofhealthcare providers. BMC Health Services Research, 19.https://doi.org/10.1186/s12913-019-3959-7White, J., Plompen, T., Tao, L., Micallef, E., & Haines, T. (2019). What is needed inculturally competent healthcare systems? A qualitative exploration of culturallydiverse patients and professional interpreters in an Australian healthcare setting. BMCPublic Health 19, 1096. https://doi.org/10.1186/s12889-019-7378-9Lisa OllLeadershipGroupCollaborationLetter2.docxRunning head: LEADERSHIP AND GROUP COLLABORATION 1LEADERSHIP AND GROUP COLLABORATION 2Leadership and Group CollaborationNovember, 2023November 10, 2023LynnetteLakeland Medical ClinicI am grateful for the opportunity to lead a team in addressing the concerns raised by the recent employee survey at Lakeland Medical Clinic. Leadership is a multifaceted quality, and I firmly believe that successful leaders exhibit a combination of attributes such as effective decision-making, collaboration, and communication. In this response, I will delineate the qualities of a great leader, compare them with my own, and propose strategies for fostering teamwork while addressing diversity-related challenges at Lakeland Medical Clinic.Qualities of a Successful LeaderSuccessful leaders exhibit a range of qualities that contribute to their effectiveness. Some key qualities include:VisionA successful leader with vision possesses a clear understanding of the long-term objectives and goals of a project, organization, or team. This vision extends beyond the immediate tasks at hand and includes a sense of purpose and direction (Embree et al., 2018). A leader with a vision can see the bigger picture and articulates a compelling vision that motivates and guides the team. They not only know where they want to go but can also explain it in a way that resonates with the team, making everyone understand the purpose and direction of their collective efforts. This vision provides a sense of purpose and direction, aligning the team’s actions and decisions with the overarching goal (Okpala, 2018).CommunicationThe foundation of effective leadership is communication. It requires not just communication skills but also the ability to actively listen, comprehend, and interact with team members (Hewes, 2019). Leaders must be adept at various forms of communication, from written and verbal to non-verbal cues. They keep the team informed about project goals, progress, and any changes in direction.Decision-MakingThe ability to make well-informed and timely decisions is a hallmark of effective leadership. Leaders often face a myriad of choices and must make decisions that impact the team and organization (Hewes, 2019). Good decision-making involves considering all available information, assessing risks, and weighing the potential outcomes. It also means making decisions in a timely manner, as indecision can lead to uncertainty and decreased productivity. Effective leaders are capable of making tough decisions, even in uncertain or high-pressure situations, with the best interests of the team and organization in mind.EmpathyThe ability to comprehend and value the needs, feelings, and viewpoints of other team members is known as empathy. Leaders with empathy foster a culture where team members are respected, heard, and understood (Hewes, 2019). They understand that every team member is an individual with their own history and set of experiences.AdaptabilitySuccessful leaders are adaptable and flexible in the face of change and uncertainty. They acknowledge that change is a constant in today’s fast-paced world and they embrace it rather than resist it (Reed, 2017). This adaptability enables leaders to pivot, when necessary, adjust their strategies, and make the most of evolving circumstances.Conflict ResolutionLeaders skillfully manage conflicts within the team, fostering a harmonious work environment. Conflicts are a natural part of any team dynamic, and effective leaders don’t avoid them but rather address them constructively. They can mediate disputes, encourage open dialogue, and guide the team toward mutually beneficial resolutions (Rubino et al., 2020). By managing conflicts effectively, leaders maintain a positive and productive work atmosphere, ensuring that disagreements do not escalate into disruptive issues.CollaborationCollaboration involves working closely with team members, recognizing and appreciating the diverse skills, experiences, and perspectives they bring to the table. Effective leaders actively promote and encourage collaboration because they understand that it leads to better solutions and innovations (Hewes, 2019).My Selected LeaderAn individual I’d select to spearhead a project like this would be Tim Cook, the CEO of Apple Inc. Tim Cook has been a proactive advocate for diversity and inclusion within the company and demonstrated exceptional leadership qualities that align with the complexities of our project and the challenges faced by the clinic. Cook possesses a unique blend of strategic vision, adaptability, and a focus on fostering collaboration. He has actively diversified Apple’s leadership team, fostering an inclusive work culture and maintaining transparency through regular diversity and inclusion reports. His commitment is reflected in initiatives supporting education for underrepresented groups, advocacy for LGBTQ+ rights, and addressing diversity in Apple’s supply chain (Apple Inc., n.d.; Williams, C, 2017). In the realm of our project, fostering teamwork and collaboration among interdisciplinary professionals is paramount. His ability to navigate through dynamic environments, make bold decisions, and communicate effectively resonates with the needs of our initiative. As a leader, he prioritizes diversity and inclusivity, acknowledging the importance of different perspectives in achieving success.My Leadership CharacteristicsI recognize that I possess several traits aligning with Tim Cook’s own leadership attributes. I have a clear vision for addressing the diversity problem in our clinic, aiming to enhance both the community and staff experiences. My strong communication skills enable me to articulate this vision and keep the team well-informed throughout the project. Furthermore, my proven decision-making abilities and adaptability have been evident in past projects.As a leader, empathy is one of my strengths, emphasizing the importance of recognizing and respecting cultural values and norms, essential for addressing the diversity issue at hand. Conflict resolution is another area of strength, as I am committed to promptly resolving issues to maintain a harmonious working environment.However, I am aware that there is room for improvement in certain aspects. Specifically, I aim to enhance my collaboration skills by placing a greater value on diverse perspectives and fostering teamwork.Recommendations for Leading and Fostering TeamworkTo lead and foster teamwork effectively in this project, I propose the following approach:Leadership StyleI will embrace a collaborative and transformational leadership style, fostering teamwork, motivating team members to excel, and empowering them to be proactive and innovative. Additionally, I will remain flexible in my approach, adapting to the evolving needs of both the team and the project.Maximizing Team EffectivenessTo maximize team effectiveness, I will utilize modern communication technologies to facilitate seamless information sharing and collaboration. This includes using collaborative software, video conferencing, and shared project management tools.PracticesI will implement practices such as clear accountability, transparent decision-making processes, and effective delegation. This will ensure that every team member knows their role and responsibilities, making teamwork more efficient.Sharing Information and IdeasI will promote polite, honest communication among team members and create an atmosphere where they feel free to express their opinions. Additionally, I will establish regular team meetings and brainstorming sessions to facilitate idea sharing.I will support these recommendations with references from current academic and professional resources to align our approach with current healthcare organization trends and practices.In conclusion, I am committed to leading the project focused on addressing the diversity issue and improving outcomes for our employees and community. I am eager to work collaboratively with the chosen committee and the clinic director to ensure the project’s success. Thank you for entrusting me with this opportunity.ReferencesApple Inc. (n.d.). Inclusion and Diversity. Apple.https://www.apple.com/diversity/Embree, J. L., Wagnes, L., Hendricks, S., LaMothe, J., Halstead, J., & Wright, L. (2018). Empowering nurses to lead interprofessional collaborative practice environments through a nurse leadership institute. The Journal of Continuing Education in Nursing, 49(2), 61–71.Hewes, R. (2019). Top ten traits of great leaders. American Management Association.http://www.amanet.org/training/articles/top-ten-traits-of-great-leaders.aspxOkpala, P. (2018). Balancing quality healthcare services and costs through collaborative leadership. Journal of Healthcare Management, 63(6), E148–E157.Reed, S. (2017). Five key attributes of leadership. Health Care Registration, 26(12), 4–7.Rubino, L. G., Esparza, S. J., & Chassiakos, Y. S. R. (2020). New leadership for today’s health care professionals: Concepts and cases (2nd ed.). Jones & Bartlett Learning. Available in the courseroom via the VitalSource Bookshelf link. Chapter 1, “A Call for New Leadership in Health Care.”Williams, C. (2017, Apr 06). Special to the Plainsman: Tim Cook on diversity at AuburnUniversity Wire.http://library.capella.edu/login? qurl=https%3A%2F%2Fwww.proquest.com%2Fwire-feeds%2Fspecial-plainsman-tim-cook-on-diversity-at-auburn%2Fdocview%2F1885949407%2Fse-2%3Faccountid%3D27965Exempla_Assessment_2.pdfRunning head: LEADERSHIP AND GROUP COLLABORATION 1Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.Leadership and Group CollaborationLearner’s NameCapella UniversityCollaboration, Communication, and Case Analysis for Master’s LearnersLeadership and Group CollaborationDecember, 2019Lisa OllLisa OllLisa OllLisa OllLEADERSHIP AND GROUP COLLABORATION 2Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.December 28, 2019LynnetteLakeland Medical ClinicHello, Lynnette! I am thankful and excited to take on the proposed project. I stronglybelieve effective leadership in health care is a critical component in the success of anorganization. This project is a great opportunity to enhance my skills in solvingorganizational issues such as the diversity issue at Lakeland Medical Clinic. I understandfrom your e-mail the primary issue we must focus on is the staff’s lack of culturalcompetence. Culture affects the way we comprehend our reality, how we communicate, andhow we perceive our surroundings (Center for Community Health and Development, 2019).As our population becomes more culturally diverse, it is important for health care centers tobe culturally competent. For an organization to be culturally competent, it is important foremployees to communicate effectively and appreciate the diversity of cultures (White,Plompen, Tao, Micallef, & Haines, 2019).To handle the diversity issue effectively, a health care leader must possess skills suchas excellent communication, strategic thinking, interpersonal skills, and the ability to planefficiently. A leader should communicate to the staff the vision and the goal of the diversityproject in a manner that creates a sense of unity and purpose among the staff members. Aleader must plan strategically to change the system by anticipating problems that the staffmight face while implementing new processes. A leader should encourage staff membersfrom interdisciplinary teams to actively voice their opinions to validate the processes thathave been implemented and suggest changes that could enhance the efficiency of the staff’sinvolvement in these processes.Lisa OllLEADERSHIP AND GROUP COLLABORATION 3Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.An individual I would choose to lead a project such as this would be Dr. Lisa E.Harris, medical director and chief executive officer of Eskenazi Health, Indianapolis. For 30years, Dr. Harris has practiced medicine and has been committed to improving medicalservices for minorities. She is constantly engaged in research, teaching, and patient care.Today, the Eskenazi Health campus is one of the largest health care campuses to achieve agold certification in Leadership in Energy and Environmental Design (Eskenazi Health, n.d.).Dr. Harris is an excellent example of a leader who practices the transformational style ofleadership. Dr. Harris’s success can be attributed to her ability to take risks to achieve hergoals. She has actively worked toward developing the quality of health care services in localcommunities. She ran a successful campaign to seek voter approval for the construction of anew hospital that could solve existing health care issues, revolutionize health care, andprovide affordable health care. There are certain similarities and differences between Dr.Harris’s and my leadership style. The similarities include leading by example, beingapproachable, demonstrating strong work ethics, being willing to train and motivatesubordinates to achieve their goals, and working to fix issues in the system.For the proposed project, I would implement a process flow that provides enoughroom for innovation. Dr. Harris implemented a complex workflow that could reduce thebandwidth for innovation within the organization. This approach might not be ideal for aclinic setting, especially when tackling sensitive issues such as diversity. Consequently, myapproach would differ from Dr. Harris’s; I would encourage a diverse and inclusiveworkplace that also promotes interprofessional collaboration. This, in turn, encourages thesharing of experiences and expertise among staff members and opens avenues for innovation.Steps to Address the Diversity IssueWhen leading the project at Lakeland Medical Clinic, I will utilize key qualities ofboth transformational and collaborative types of leadership to effectively address theLisa OllLisa OllLEADERSHIP AND GROUP COLLABORATION 4Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.diversity issue. One approach is to set up a multicultural collaboration between the staff at theclinic and the residents. This can be achieved by forming an interdisciplinary committee thatconsists of staff members from different disciplines as well as members from the community.Collaborations between physicians, nurses, and other health care professionals promoteknowledge sharing and can make the processes that have been set up to achieve staff andpatient satisfaction more efficient.Mutual respect, trust, and collaboration are some characteristics of an effective team.Collaboration in a health care setting involves professionals taking on complementary rolesand work together, sharing responsibility to solve problems, and formulating effective plansfor patient care. An important aspect of collaboration is open and effective communication,which builds respect and fosters trust. The roles and responsibilities of team members mustbe clearly communicated to prevent conflicts of interest. Another approach would be toanalyze the strengths and weaknesses of team members through an internal assessment anddelegate work based on their capabilities. Training sessions should be set up for teammembers who lack certain skills. It is important to motivate and encourage team members byidentifying and valuing their contributions. My approach would be to mandate shareddecision-making within the team to encourage negotiation, openness, and trust. Shared-decision making can make way for various innovative strategies for handling the clinic’sdiversity issue (Morley & Cashell, 2017).Diversity issues can arise from practical problems such as language barriers andcultural practices or from deeper systemic issues such as staff prejudices and racism. Toaddress diversity issues stemming from practical problems, we will initiate training programsfor staff to sensitize them to Haitian culture and values. Diversity coaches can be hired totrain staff members. Diversity training provides information about dietary needs andrestrictions, language barriers, and psychological triggers (Cooper-Gamson, 2017). StaffLEADERSHIP AND GROUP COLLABORATION 5Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.members who actively participate in improving their cultural competency should berecognized and rewarded to motivate and encourage other staff members to do so. To addresssystemic issues, we will require an organization-wide assessment of employees and theircultural biases and provide mandatory antiracism and diversity training (Shepherd, Willis-Esqueda, Newton, Sivasubramaniam, & Paradies, 2019).Another approach would be to tweak existing hiring policies. We should assess thecultural competency of candidates, rather than just their academic qualifications and previouswork experience, before recruiting them. A more diverse workforce can help improve anorganization’s cultural competency (Rahman, 2019). We can provide employmentopportunities to individuals from the local community by setting up training camps that canequip them with the required skills to work at the clinic, thereby improving cultural diversityin the workforce.In this e-mail, I have presented multiple strategies to address the diversity issue suchas initiating staff training and hiring diversity coaches along with suggestions to changeexisting hiring policies. Implementing these strategies can increase the organization’s culturalcompetency and workforce diversity. Improving an organization’s cultural competencyassures improved efficiency of clinical staff as well as patient satisfaction (White et al.,2019).Lisa OllLEADERSHIP AND GROUP COLLABORATION 6Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.ReferencesCenter for Community Health and Development. (2019). Community Tool Box. Section 8.Multicultural collaboration. Retrieved from https://ctb.ku.edu/en/table-of-contents/culture/cultural-competence/multicultural-collaboration/mainCooper-Gamson, L. (2017). Are we bridging the gap? A review of cultural diversity withinstoma care. British Journal of Nursing, 26(17), S24–S28.https://doi.org/10.12968/bjon.2017.26.17.S24Eskenazi Health. (n.d.). Lisa E. Harris, MD. Retrieved from https://fsph.iupui.edu/doc/news-events/Lisa-Harris-Bio.pdfMorley, L., & Cashell, A. (2017). Collaboration in health care. Journal of Medical Imagingand Radiation Sciences, 48, 207–216. https://doi.org/10.1016/j.jmir.2017.02.071Rahman, U. H. F. B. (2019). Diversity management and role of leader. Open Economics,2(1), 30–39. https://doi.org/10.1515/openec-2019-0003Shepherd, S. M., Willis-Esquesa, C., Newton, D., Sivasubramaniam, D., & Paradies, Y.(2019). The challenge of cultural competence in the workplace: Perspectives ofhealthcare providers. BMC Health Services Research, 19.https://doi.org/10.1186/s12913-019-3959-7White, J., Plompen, T., Tao, L., Micallef, E., & Haines, T. (2019). What is needed inculturally competent healthcare systems? A qualitative exploration of culturallydiverse patients and professional interpreters in an Australian healthcare setting. BMCPublic Health 19, 1096. https://doi.org/10.1186/s12889-019-7378-9Lisa Oll12Bids(79)Dr. Ellen RMMathProgrammingnicohwilliamPROF_ALISTEREmily ClareSheryl HoganDr. Freya Walkerfirstclass tutorProf Double RDemi_RoseMUSYOKIONES A+Isabella HarvardDr CloverDiscount AssignJudithTutorpacesetters2121STELLAR GEEK A+Jahky BTop MalaikaProWritingGuruShow All Bidsother Questions(10)Please read carefully Due 02/11/2023 at 9 amFINCB_571The Effectiveness Of Differentiated Instruction In Developmental Education ClassroomsDiscussion 6 717EMS6-DIKSuper math bowl history puzzlerNorse Mythology two Crossley – HollandD5HMGT 435 WEEK 7 DISC 7Graduate Internship Preparation feb 5

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