MHA FPX 5001 Assessment 2 Leadership and Group Collaboration

Leadership and Group Collaboration

December 03, 2025

Lynnette

Lakeland Medical Clinic

Dear Lynnette,

Thank you for entrusting me with this important responsibility. I recognize that the concerns about diversity at Lakeland Clinic need to be dealt with as soon as possible, especially considering that the areas that concern the trust and comfort of the Haitian population with whom we work, meet most often, are the most pressing. The recent decrease in the number of patients we serve points to the need to improve the relations and provide a culturally supportive environment. To accomplish this, I will create a team of people who will be able to review the issues at hand, make staff members more aware of cultural issues, and devise culturally relevant solutions. In the upcoming weeks, I will guide the committee to ensure that we are free to relate to one another and work together, so that we may create relevant solutions to improve the experience for our patients.

Qualities of a Good Project Leader for a Project that is Focused on Diversity, Cultural Sensitivity, and Community Trust. The first quality is being culturally humble. Culturally humble leaders understand they have to learn for their whole lives and that they have to constantly assess their understanding. These leaders have open and respectful minds to differing beliefs and practices (Lansing et al., 2023). This attitude would be useful if a project leader were to work with the people of Haiti. These people have a strong cultural attachment and a rich culture of (health) practices that cannot be breached within the scope of care. Another quality is emotional intelligence. Employees with high emotional intelligence understand their reactions, can place themselves in someone else’s position, and do not negatively communicate, even in high-stress situations (Drigas et al., 2023). This is definitely useful when dealing with the need to negotiate the delicate balance of relationships in the workplace, and in order to understand the cultural codes. Lastly, being vision-centered is a must. A project leader has to be able to communicate how they would like to incorporate cultural competence into clinical practice and how they would like to lead the project in that direction (Diggele et al., 2020). Leadership that is flexible also adds to the focus on community feedback and the new challenges the project may introduce.

Lastly, collaborative leadership fosters cohesion and problem-sharing. Collaborative leaders depend on teamwork. They embrace differing ideas and guide members to achieve shared goals. This is critical to solving complex social and cultural problems within a clinic. In regard to the leader, I would align with this project with similar qualities. I would mention Dr. Vivek Murthy, 19th and 21st Surgeon General of the United States of America. Dr. Murthy is well known for his passion for public health and his patronage of caring for and improving the healthcare relationship of practice populations (Gallant, 2025). He also founded Doctors for America, worked extensively in primary care, and actively participated in community work to identify social and cultural issues that needed to be addressed before he was appointed Surgeon General. His skill and leadership in creating and establishing trust using communication, empathy, sensitivity, and a personalized approach to human connection when addressing the issue of managing cultural differences within the context of healthcare are commendable.

I am in harmony with the bonding and integrating aspects of problem-solving as articulated by Dr. Murthy. Like him, I also aspire to nurture an atmosphere where all voices have the space and opportunity to be expressed and appreciated. It has been posited in research that various viewpoints facilitate the development of more effective and enduring solutions to problems (Wood, 2021). In my past experiences, I formed an interdisciplinary team during the attempt to develop solutions to enhance patient education and improve the workflow by instituting feedback sessions, establishing clear goals, and engaging every team member. Nonetheless, in the realm of leadership, there is a difference in the scope of experiences (Gallant, 2025). Dr. Murthy, in most of his work, operates at the national level, formulating health care messaging and health policy, while I have predominantly focused on leading my clinical practice at the community level. Furthermore, Dr. Murthy uses storytelling and community engagement as his vehicles for fostering hope for change. I have a passion for being clear in my communications, and like Dr. Murthy, I am working to enhance my storytelling and narrative leadership to improve my relations with staff and the community. I hope my values of empathy, collaboration, and accountability that guide my approach to the Lakeland clinic’s diversity initiative will also resonate with Dr. Murthy.

Transformational Leadership (TL) is the model I will utilize for the project. TL is desired in the healthcare environment because it promotes change and increases the level of engagement toward a common goal (Tsapnidou et al., 2024). While conducting the project, I will actively listen and show interest in as well as support the interdisciplinary committee. I will do this by providing clear insights on cultural competence and inclusivity as they pertain to staff and the Haitian community. I will also support and advance open and constructive communication and culturally responsive behavior. TL also encourages thinking outside the box and the application of creativity and innovation in the development of diversity. I will also be listening to and motivating, practicing continual learning, and supporting the interdisciplinary committee by providing them (Tsapnidou et al., 2024). I will show the committee the benefits of cultural responsiveness and modeling this behavior. Also, TL allows one to use a member’s strength in order to improve team spirit and trust. TL’s value in diverse cultural healthcare settings stems from its ability to address complexities where empathy is essential and where community engagement is required for building effective working relationships.

While I formulate and develop this initiative, teamwork will be integrated using various organized techniques. To start, I will provide each committee member with a clear understanding of their roles, operations, and what is expected of them. This will promote a clear delineation of structure and will eliminate ambiguity and duplication of effort (Ji & Yan, 2020). To create a forum for the diagnostic appraisal of progress and troubleshooting, along with a means of dissemination, more frequent meetings will be convened (Ji & Yan, 2020). For more effective communication during and in between meetings, Microsoft Teams or Slack will be the communication tool of choice for the committee. They will have the freedom to determine, based on the strategies of consensus-building, which tools are appropriate to incorporate for their voice to be heard, especially in the case of cultural sensitivity. Team-building exercises will help build relationships and trust, and promote the free flow of information. The meetings will have constructive and supportive conflict resolution. I will promote the practice and culture of constant appraisal and feedback so that the committee will continuously evolve and innovate solutions to meet cultural competence, increase trust, and improve the services offered to the clinic. The preceding will assist in winning the team and will help us to best utilize our ability to deal with diversity issues.

The issues of diversity at the Lakeland clinic can be met through reflective practices driven by transformational leadership, along with the collaboration and communication of professionals from varying backgrounds. This will help the staff understand how to better care for various cultural groups and help build trust and make the clinic more inviting. I will focus on being more understanding, respectful, and open to the contributions and opinions of everyone to help make a positive change. I will work with the executive staff and the clinic director to help implement welcoming and culturally aware solutions at the clinic.

Again, many thanks for your confidence in me.

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