NURS FPX 5004 Assessment 3 Leadership and Group Collaboration

Student Name

Capella University
NHS-FPX5004

Professor Name

Submission Date 

Leadership and Group Collaboration

Date ________

Name & Designation

Dear Mr.

It is an honor and privilege to have been granted this position at Lakeland Medical Clinic to address equity gaps related to staff-community relations and patient volume. Led by the example of Paul Farmer, I will focus on his commitment to cultural humility and health equity in developing a higher level of engagement with the clinic’s primary clientele, Haitians. I will ensure that active listening and self-reflection remain the focus, along with the support and active participation of the community, and the involvement of Haitian community members in the decisions that impact the clinic. I have worked with multicultural patient bases and am comfortable with patient advocacy. My focus is on cultural humility. Paul Farmer’s work in resource-scarce areas is extensive in comparison to my experience, but I hope to utilize the same community commitment and focus on the environment where staff and patients are respected and appreciated.

Additionally, I have global-level experience with Partners in Health, where I was able to make system-level changes. Currently, I work in a single clinic, making changes within the constraints of my clinic. Finally, Dr. Farmer’s work shows a clear influence of liberation theology and social justice; however, I have a background in healthcare and leadership, evidence-based frameworks, and interprofessional collaboration theory. I should mention that most of these differences do not weaken my admiration for Dr. Farmer’s work. Instead, my research will focus on trust and the structural causes of health inequities in my community.

Leading and Nurturing Teamwork and Collaboration

The transformational leadership model and the collaborative practice framework will be my main approaches to directing and assisting the work of the interdisciplinary committee addressing diversity and cultural responsiveness at the Lakeland Medical Clinic.

Role, Approach, and Leadership Model

The characteristics of the transformational leadership style make it ideal for the interprofessional healthcare team (Tsapnidou et al., 2024). Among other things, transformational leadership aims to introduce and build a shared vision, develop innovative techniques, and maximize the talents of the team members. Since the committee will be comprised of various specialties, including nursing, social work, administration, community health, and community representatives, the direction of the committee will require leading by example, assuming that every member will have a different specialty to offer, and will inspire the team to work toward the desired outcome of the committee.

I will utilize communication that is both direct and indirect, based on strengths. I will start off each meeting with the reason behind the existence of the committee and the fact that the members will provide a service to the Haitian community. There are many different modes of communication that include in person meetings, secure online communication systems, and work documents, that will help provide communication to the different participants at their preferred time. In addition, I will practice active listening and engage in open, respectful dialogue, all while attempting to maintain a psychologically safe environment and ensuring that everyone feels confident in offering their opinions.

Transformational leadership increases the commitment and the level of creativity among team members by focusing on their intrinsic motivation and commitment to the shared goal or vision (Tsapnidou et al., 2024). Its biggest risk is losing focus on the immediate details that accompany the work to be done. I would therefore combine the transformational style with the definition of clear responsibility frameworks and deadline setting in order for the team to come up with the necessary recommendations.

Facilitating Collaboration for Team Effectiveness

Interprofessional working is not a standalone activity and therefore requires design (Gleeson et al., 2022). The following strategies will be applied to the committee collaboration. Communication technologies: To integrate communications, document sharing, and task management, the AHCA committee will use a project management application that would be HIPAA-compliant. We will use Microsoft Teams. Asynchronous tools will be made available to members so that they will be able to contribute to the work of the committee even outside scheduled meetings. In addition to the previously mentioned tools, there will be a digital repository that contains all documents and research-based resources. All members will have equal access to the repository.

When it comes to roles, I’ll start this first meeting of the committee by clearly establishing everyone’s task and role responsibilities and then assigning tasks within the scope of individuals’ specializations. A level of understanding around ownership of deliverables will be created by utilizing a RACI matrix, and ambiguity will be minimized (Dissanayike et al., 2025). An agreed-upon conflict resolution method will be used if consensus proves impossible; however, the focus will be on achieving consensus. Decisions and the reasoning behind them will be captured in the meeting minutes and distributed to all involved parties within 24 hours of the meeting.

To encourage participants’ input, I’ll utilize the nominal group technique, where everyone will be given equal opportunity to present their ideas, and the discussion will be held afterwards. This may help dissipate potentially dominant voices within the diverse professions alliance, along with the irregular ideas which tend to be presented after the dominant voice postulates “other voices”. In addition, I will conduct brief check-ins where you will be given an opportunity to discuss relevant issues or topics that arose since the last meeting.

To conclude, members of the committee will evaluate the committee’s work and the team’s overall effectiveness following each meeting. This will include evaluation of the necessary changes to the committee’s procedures. This is an evaluation process that is ongoing and aligned to evidence-based methods aimed at the improvement of the effectiveness of interprofessional teams (Gleeson et al., 2022). I believe that with a workforce that is committed, effective, and diverse, with a well-established process, the Committee is well-positioned to formulate appropriate recommendations to Lakeland Medical Clinic.