Assessment 4: Self-Assessment of Leadership, Collaboration, and Ethics
Name
Capella University
NHS-FPX5004: Collaboration, Communication, and Case Analysis for Master’s Learners
Prof. Name
June 13th 2024
Self-Assessment of Leadership, Collaboration, and Ethics
Self-evaluation in leadership, teamwork, and adherence to ethical standards is essential for fostering a positive and effective workplace (Soleimani & Yarahmadi, 2023). This research explores the profound impact of a leader’s self-awareness and personal characteristics on team performance and outcomes. It underscores the critical role of collaboration in enhancing the quality of work (Horigian et al., 2023). The study stresses the necessity of performing all tasks within ethical boundaries to ensure that every decision and action conforms to the prescribed ethical codes. This method, assessed through a survey by Western Medical Enterprises, offers insightful revelations about successful leadership and ethical practices in a business environment.
Leadership Self-Assessment in Diversity Initiatives
I led a significant initiative to enhance diversity and inclusion at Lakeland Medical Clinic. This project required me to guide a team of healthcare professionals to incorporate cultural competency into our clinic’s operations, addressing the diverse needs of our community. Research by Soleimani & Yarahmadi (2023) investigates the relationship between cultural competence and leadership effectiveness in healthcare. It offers insights into how leaders can foster an inclusive environment that respects and embraces cultural differences, thus improving patient care and staff satisfaction. Our shared vision was to transform the clinic into a welcoming and inclusive environment to improve patient care and satisfaction by respecting and celebrating cultural differences. Employing a transformational leadership style, I motivated the team by emphasizing the long-term benefits of our efforts and secured stakeholder buy-in through data-driven presentations and testimonials from community members. Regular stakeholder meetings helped maintain engagement and fostered a sense of ownership across the team. One pivotal decision was implementing targeted cultural awareness training for staff, developed from community focus group feedback, which significantly improved patient-staff interactions, as reflected in satisfaction surveys. Reflecting on this, an even more tailored pre-training assessment could have enhanced the specificity and effectiveness of these sessions. Research by Restivo et al. (2022) examines the effects of the transformational approach on organizational effectiveness, emphasizing the intermediary function of the work environment diversity in healthcare settings. It provides empirical evidence on how leadership styles can enhance the integration of diversity practices.
Communication was key throughout this initiative; I utilized a combination of formal presentations, informal discussions, and written updates to ensure all departments understood how embracing diversity could enhance their patient interactions. I also established a feedback mechanism to encourage two-way communication, allowing team members to express their experiences and suggestions, reinforcing their involvement and commitment to the project’s goals. This comprehensive approach facilitated the adoption of new practices and enriched our team dynamics and the clinic’s service quality.
Strategies for Leading and Inspiring Collaborative Engagement Among Stakeholders
Effective stakeholder engagement is critical for success in diverse settings such as healthcare, where collaboration and inclusivity are paramount (Soleimani & Yarahmadi, 2023). A structured approach to identifying and engaging stakeholders is essential, as highlighted by a study by Wood (2021), which demonstrated through a scoping review that meaningful engagement evolves uniquely across different collaboration contexts. It underscores the need for a varied and inclusive engagement strategy. Transformational leadership principles primarily influenced my approach to fostering stakeholder collaboration and motivation (Wood, 2021). I focused on creating an environment where team members could openly communicate and engage with one another. This was facilitated through regular team meetings and interactive sessions designed to share updates and solicit feedback and ideas from all participants. The effectiveness of this collaborative environment was evident in how team members communicated; they were not only forthcoming with their suggestions but also respectful of differing viewpoints, leading to a richer pool of ideas and solutions. It indicated that the communication channels established were effective and that participants felt comfortable and valued in the process.
I used inspirational motivation and individualized consideration to motivate the team toward realizing our vision of a more inclusive clinic. I frequently shared stories and data highlighting the benefits of diversity and inclusion, linking these outcomes to team members’ personal and professional growth. This approach helped make the vision tangible and directly relevant to their roles within the clinic. Moreover, recognizing individual contributions publicly and tying these to our larger goals helped us maintain high motivation and energy. Feedback from team members suggested that these strategies made them feel valued and part of a meaningful change, energizing them and increasing their commitment to our objectives. The actions I took aimed to create a supportive and inspiring environment. However, the feedback also highlighted areas for improvement, such as the desire for more regular updates on the impact of their contributions, which could further enhance motivation and engagement in future projects.
For leaders utilizing transformational leadership to foster diversity and inclusion, this evidence-based approach aligns seamlessly with effective and inclusive stakeholder collaboration goals. Transformational leaders inspire change and motivate stakeholders by championing a vision that resonates deeply with their team’s intrinsic values (Ting et al., 2024). Key elements of effective leadership in this model include:
- Inspirational Motivation
Leaders set high expectations and employ symbols and emotional appeals to motivate their teams, creating an environment driven by shared aspirations (Restivo et al., 2022).
- Intellectual Stimulation
Leaders like those described in research by Millar et al. (2023) encourage creativity, fostering an environment where team members are empowered to explore new ideas and challenge existing assumptions.
- Individualized Consideration
Leaders build a supportive and nurturing environment by acknowledging and addressing each team member’s unique needs (Petkovic et al., 2023).
- Idealized Influence
Leaders serve as ethical role models, embodying the values and standards they wish to instill in their teams (Millar et al., 2023).
In contrast, transactional leadership operates on an exchange basis, where clarity and mutual expectations define the leader-follower relationship (Lisak & Harush, 2021). This model includes:
- Contingent Reward
Leaders establish clear performance metrics and outline specific rewards for exceeding expectations, thus motivating team members to perform at their best (Horigian et al., 2023).
- Management by Exception
Leaders maintain high standards and intervene primarily when these standards are not met, promoting a culture of excellence and self-improvement (Esquierdo & Houmanfar, 2021).
Transformational and transactional leadership styles offer valuable strategies for stakeholder engagement in complex environments (Collins et al., 2020). By integrating these approaches, leaders can ensure that their engagement strategies are effective and adaptively suited to their teams’ dynamic needs and their organizations’ objectives.
Comparison
Transformational leadership, which inspires through vision and passion, is effective in dynamic settings like healthcare, where adaptability is key (Collins et al., 2020). In contrast, transactional leadership focuses on rewards and penalties, excelling in stable environments with defined rules (Cummings et al., 2021). Both styles contrast with situational leadership, which adapts to the maturity of team members, and servant leadership, which emphasizes the growth and well-being of teams and communities. While transformational leadership fosters innovation and deep commitment, servant leadership builds trust and loyalty, which are crucial in patient-centric environments (Cummings et al., 2021). Combining these styles can enhance organizational agility and effectiveness, as leaders can tailor their approach to meet specific team needs and organizational goals. A study by Petkovic et al. (2023) suggests that blending both leadership styles can optimize outcomes, allowing leaders to adapt to varying organizational needs and crises by combining the inspirational elements of transformational leadership with the systematic methods of transactional leadership.
Guidelines for Ethical Conduct in Handling Ethical Dilemmas
In my role at a healthcare organization, I encountered an ethical dilemma centered around workplace discrimination that stemmed from the hierarchical structure of our institution. This situation challenged the ethical principles of autonomy, beneficence, non-maleficence, and justice, demanding a thoughtful and conscientious response. To address this issue, the principle of autonomy was prioritized. The principle of autonomy advocates for respecting the decision-making capabilities of individuals regardless of their hierarchical position (Wood, 2021). Modifying meeting structures to ensure that staff at all levels could voice their opinions mitigated feelings of exclusion and enhanced a sense of belonging and respect. This action aligned with the guidelines outlined in the workplace’s code of ethics, emphasizing equality and inclusivity as fundamental values. Programs were initiated by adhering to the principle of beneficence to create a more inclusive and supportive environment. This included training sessions to enhance awareness of unconscious biases and promote behaviors that foster the well-being of every team member, consistent with the professional code of ethics in healthcare, which mandates the promotion of well-being for all. Strict policies were implemented by addressing non-maleficence, to prevent discriminatory practices and ensure no individual was harmed by unequal treatment. This commitment to avoiding harm was crucial in maintaining an ethical workplace and was guided by the code of ethics. The professional code of ethics and internal policy documents explicitly forbid discrimination (Lisak & Harush, 2021).
Finally, regarding justice, fair participation was ensured by including employees from various levels in decision-making processes, directly combating hierarchical discrimination. The decision-making approach promoted fairness and equality and adhered to transformational leadership principles, prioritizing organizational success and ethical standards over individual self-interest (Horigian et al., 2023). Research by Collins et al. (2020) on ethical decision-making highlights the importance of balancing these principles to ensure that actions are ethically sound and foster a caring environment. A study by Esquierdo & Houmanfar (2021) emphasizes the role of professional codes of ethics in guiding actions and ensuring that ethical dilemmas are handled appropriately, reinforcing the importance of adhering to established ethical guidelines in healthcare settings.
NHS FPX 5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics Conclusion
The initiatives undertaken at Lakeland Medical Clinic to foster diversity and inclusion highlight the effectiveness of transformational leadership in healthcare settings. Integrating autonomy, beneficence, non-maleficence, and justice principles created a more inclusive environment that respects and values every team member. This approach improved patient-staff interactions and strengthened team dynamics, making the clinic a model of ethical practice and interprofessional collaboration. The experience underscores the importance of adaptive leadership styles in meeting the complex needs of a diverse workforce and patient population, ultimately enhancing organizational effectiveness and patient care.
NHS FPX 5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics References
Collins, E., Owen, P., Digan, J., & Dunn, F. (2020). Applying transformational leadership in nursing practice. Nursing Standard, 35(5), 59–66. https://doi.org/10.7748/ns.2019.e11408
Cummings, G. G., Lee, S., Tate, K., Penconek, T., Micaroni, S. P. M., Paananen, T., & Chatterjee, G. E. (2021). The essentials of nursing leadership: A systematic review of factors and educational interventions influencing nursing leadership. International Journal of Nursing Studies, 115, 103842. https://doi.org/10.1016/j.ijnurstu.2020.103842
Esquierdo, J. L., & Houmanfar, R. A. (2021). Creating inclusive and equitable cultural practices by linking leadership to systemic change. Behaviour Analysis in Practice, 14(2), 499–512. https://doi.org/10.1007/s40617-020-00519-7
Horigian, V. E., Perrino, T., Kornfeld, J., Schmidt, R. D., & Gonzalez, S. T. (2023). The learning collaboratory: Developing and evaluating public health students’ skills while promoting community health. Frontiers in Public Health, 11, 1269840. https://doi.org/10.3389/fpubh.2023.1269840
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