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NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

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    NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

    Student Name

    Capella University

    NHS-FPX 5004 Communication, Collaboration, and Case Analysis for Master’s Learners

    Prof. Name


    Leadership and Group Collaboration


    Lakeland Medical Clinic

    Thank you for providing me with this opportunity to work alongside you on this project for our organization. This project will enable me to identify and prove my leadership abilities thus improving organizational issues. Healthcare organizations require effective leadership and collaboration so that organizational’ concerns can be resolved to improve patients’ satisfaction and healthcare quality (Restivo et al., 2022). The email that I received from you precisely explained that the focus of this project is the lack of understanding and acceptance of a diverse patient population among healthcare professionals.

    This issue is negatively impacting the organization’s patient influx because the patients do not feel comfortable in an environment where the staff is unable to understand their cultural values and beliefs. The culturally and religious diversified populations in the world impose a challenge for healthcare professionals to provide culturally competent care with the acceptance of diversity. This advocates the need of developing cultural competence among healthcare professionals, which is the ability to understand and accept the social, cultural, and religious views and beliefs of patients so that these factors can be incorporated to deliver culturally competent and preferred care to the patients (Swihart et al., 2023). 

    NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

    Projects like these that include leadership and group collaboration entail the use of various leadership qualities which will assist leaders in effectively creating and executing the plans. These skills include effective communication, interpersonal skills, problem-solving skills, appropriate task delegation, decision-making, and the use of applicable leadership styles. Moreover, a patient-centered approach should be utilized to ensure that the vision behind the project is successfully achieved (Nieuwboer et al., 2018).

    A leader should have the ability to work inclusively with and for the team members by appropriately communicating the goals and plans for the implementation of the diversity issue project. This communication should not be imposed rather it should authorize the staff to develop an insight within them for incorporating the behavior in their clinical practices. Furthermore, the leader must possess decision-making ability so that if the team is stuck at any point, a leader can actively take in-charge to address the issue. Lastly, the leader should encourage their team to participate throughout the planning, implementation, and evaluation stages so that staff feels empowered and bring changes in their practices. 

    Comparison of Own’s Leadership Qualities and the Chosen Leader

    The leader that I would like to choose for this project should be like Randy Oostra, who is the CEO and president of ProMedica, US. Randy Oostra is one of the top leaders in the United States healthcare sector where he left his successful career as a consultant to help communities and bring reforms to healthcare sectors. ProMedica is a not-for-profit organization that operates in several US states which includes educational centers, hospitals, and nursing care homes. The organization has received several awards and high-star ratings in terms of the provision of quality care. It is also named among America’s best employers. 

    Randy Oostra has been a visionary leader whose focus was to keep services and the community balanced together. His ability to make effective decisions enabled him to successfully run the organization. Moreover, he kept his focus on community care so that staff can provide need-based and effective care keeping in mind the individualized factors of the patients and residents. The similarity between the Oostra’s and my leadership style is that both of us are focused on the goals and vision of the project thus, this will enable us to make effective solutions and implement them for our consumers in a successful manner.

    NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

    For example; Randy Oostra kept his focus on providing services to the community for better health outcomes. Similarly, my focus throughout the project will be to ensure that healthcare professionals can provide culturally competent care to patients to achieve desired patient satisfaction. I will further bring reforms and innovations to the organization so that organization succeeds in the healthcare sector. One of the different approaches that I will use is bringing inclusivity and diversity in the healthcare forces from the community itself so that they will be able to better understand the values and beliefs that people behold. 

    Leadership Role Throughout the Project

    Throughout the project, I will play various leadership roles under the model of transformational leadership. The transformational leadership model is described as the leadership approach where a leader brings changes in their team members by inspiring them, creating a trustworthy environment, encouraging them to bring reforms, admiring innovations, and implementing them in the organization (Khan et al., 2020). Some of the approaches that I will use throughout the project are:

    1. Shared-decision making: I will ensure that my team is empowered and valued so that they can share their opinions and justifications to bring reforms to the organization which will consequently improve employees’ satisfaction levels. This shared decision-making will also assist healthcare professionals to find specific cultural and religious values of the patients to ensure that community-specific care is provided to patients’ satisfaction (Davidson et al., 2022).  
    2. Open and accessible lines of communication: Effective collaboration between team members especially in healthcare settings requires open and accessible communication lines which helps in building a professional and reliable relationship (Jankelová & Joniaková, 2021). I will make myself accessible to the team so that they are supported and feel valued for their presence within the organization.
    3. Effective task delegation: I will ensure that the roles and responsibilities of every individual team member are clearly defined according to their set of skills and knowledge. Task delegation is essential in interprofessional teams as it helps in understanding the limitations and addressing the issues for effective collaboration practices (Karam et al., 2021). 

    Effective Collaboration in Professional Team 

    I will ensure that the transformational leadership style is carried forward along with collaboration with the staff to effectively address the diversity and lack of cultural competence in the staff. This collaboration will be done by establishing an interprofessional committee with various staff from different professions as well as community leaders. This interprofessional team will together identify the specific needs, cultural values, and beliefs of the patients living within the community so that patient-centered care, equitable, and justified care is provided (Samuriwo, 2022). Moreover, the interprofessional collaboration will ensure the sharing of knowledge and skills/competencies to promote employee satisfaction which will eventually result in better patient outcomes. 

    Effective collaboration between team members especially in a healthcare setting requires open and accessible communication lines which helps in building a professional and reliable relationship (Jankelová & Joniaková, 2021). The team will be encouraged to have weekly meetings where they will discuss their concerns related to the patients and healthcare to ensure their collaboration is meaningful for the consumers. Team members will be motivated and encouraged by their culturally competent care through various rewards and recognition.

    Furthermore, the team will be provided training on developing a culturally sensitive environment for the patients. This training will also include the concept of acceptance of diversity and avoidance of racism and cultural biases (Shepherd et al., 2019). Lastly, it is essential to bring changes in the policies for recruitment where the staff will be chosen based on their cultural competence, and in the induction program, they must be guided about keeping their cultural and religious biases aside during healthcare practices. 


    In the above letter presented to you Lynnette, I have mentioned various strategies that will help in providing culturally competent care and solve diversity issues in the organization. These strategies include the formation of an interprofessional team, encouraging communication and collaboration, staff training related to diversity, shared decision-making, and improving the policies and procedures related to human recruitment along with the provision of guidance related to acceptance of diversity at the induction time. These strategies will be helpful for Lakeland Medical Clinic to improve their patients’ satisfaction, grow the organization in terms of patient influx, improve employee satisfaction, and improve the quality of healthcare. 


    Davidson, K. W., Mangione, C. M., Barry, M. J., Nicholson, W. K., Cabana, M. D., Caughey, A. B., Davis, E. M., Donahue, K. E., Doubeni, C. A., Kubik, M., Li, L., Ogedegbe, G., Pbert, L., Silverstein, M., Stevermer, J., Tseng, C.-W., & Wong, J. B. (2022). Collaboration and shared decision-making between patients and clinicians in preventive health care decisions and US Preventive Services Task Force recommendations. Obstetrical & Gynecological Survey77(9), 519–521. 

    Jankelová, N., & Joniaková, Z. (2021). Communication skills and transformational leadership style of first-line nurse managers in relation to job satisfaction of nurses and moderators of this relationship. Healthcare9(3), 346. 

    Karam, M., Macq, J., Duchesnes, C., Crismer, A., & Belche, J.-L. (2021). Interprofessional collaboration between General Practitioners and Primary Care Nurses in Belgium: A participatory action research. Journal of Interprofessional Care36(3), 380–389. 

    NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

    Khan, H., Rehmat, M., Butt, T. H., Farooqi, S., & Asim, J. (2020). Impact of transformational leadership on work performance, Burnout and Social Loafing: A mediation model. Future Business Journal6(1). 

    Nieuwboer, M. S., van der Sande, R., van der Marck, M. A., Olde Rikkert, M. G., & Perry, M. (2018). Clinical leadership and integrated primary care: A systematic literature review. European Journal of General Practice25(1), 7–18. 

    Restivo, V., Minutolo, G., Battaglini, A., Carli, A., Capraro, M., Gaeta, M., Odone, A., Trucchi, C., Favaretti, C., Vitale, F., & Casuccio, A. (2022). Leadership effectiveness in healthcare settings: A systematic review and meta-analysis of cross-sectional and before–after studies. International Journal of Environmental Research and Public Health19(17), 10995.

    NHS FPX 5004 Assessment 2 Leadership and Group Collaboration 

    Samuriwo, R. (2022). Interprofessional collaboration—time for a new theory of action? Frontiers in Medicine9.  

    Shepherd, S. M., Willis-Esquesa, C., Newton, D., Sivasubramaniam, D., & Paradies, Y. (2019). The challenge of cultural competence in the workplace: Perspectives of healthcare providers. BMC Health Services Research, 19. Swihart, D. L., Yarrarapu, S. N. S., & Martin, R. L. (2023). Cultural religious competence in clinical practice. In StatPearls. StatPearls Publishing.