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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

Hello Lynnette! I hope this mail finds you in the best of health. I am writing you this email in response to our discussion on the current issue and to let you know how thrilled and excited I am to help you with this. So, before starting, I would like to show my gratitude and excitement for taking on the proposed project, and I assure you that I will do my best to complete this project.

I am a firm believer in the prospect that effective and efficient leadership are the key to the success of any organization, and they become key aspects of any healthcare facility to bring revolutionary changes. Therefore, I am thrilled to be a part of this project, as I believe that it is a great opportunity for me to enhance my skills while being able to grow with my organization. I feel happy that the senior management has shed light on such a sensitive topic and believe that you are right that we only see individuals’ records and qualifications, but focusing on their ability to interact with diverse populations is a key element of working at Lakeland Medical Center.

I understand that you and the senior management are focused on dealing with cultural competence and diversity acceptance, and I would agree with your concerns. Cultural competence is significant for understanding an individual and their environment (Georgetown University, 2018). I believe that cultural competency allows individuals to fully comprehend the patient’s histories, how patients interpret their reality, how they communicate, what motivates them, and how we can use their cultural references to help them manage their issues (Tulane University, 2021).

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

Studies have highlighted that cultural competency is the ability to effectively deliver health care services that meet the social, cultural, and linguistic standards of the specific culture, which helps improve communication, ensures that the patient feels comfortable and safe, and allows the professionals to accurately disseminate accurate information without losing the meaning of the conversation in translation (Stubbe, 2020).

To handle the issue of cultural competency and diversity, the learners have to open their minds to global acceptance, and a leader must be responsive to all the cultural perspectives and backgrounds of their teams as well as their patients (Nair & Adetayo, 2019). Similarly, a leader should be able to build relationships with their team and patients and create an environment of trust and success where they can all be themselves without fearing that they are being judged for belonging to a certain racial or ethnic group (Tanneau & McLoughlin, 2021). Furthermore, the key to effective leadership is effective and active communication.

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

A leader must be able to manage diversity and cultural competency issues and should be able to communicate effectively while keeping cultural relevance in mind. A leader must be well-read and self-critical because it is normal for individuals to not know it all (Khalili & Price, 2021). Thus, a leader needs to be competent enough to continue the process of earning and reading cultural perspectives on medication and healthcare, along with being self-critical so that if they know they cannot handle a certain case, they will refer it to a professional who is competent enough to do so. Adding to this, a leader must be aware of all of their own biases and should work on overcoming them so that they can provide better services.

We can find many amazing examples in our surroundings, such as Dr. Neerja Singhe, Behavioral Clinical Director in St. Paul, Minnesota, US, who exceptionally exhibits most of the leadership characteristics listed above. Dr Singhe shows her leadership keeping in mind the cultural perspectives of the team that she leads, which make her a culturally competent leader in her field.

Moreover, she is a well-read leader who does self-critisicm to improve her leadership skills and bring positive changes in her team as well. Dr Singhe and I have various similarities in our leadership qualities, for example, I am very well aware of the diversity issues, and being a part of a diverse culture, I know firsthand about the challenges and struggles associated with the healthcare system. My action of promoting inclusivity and acceptance of the diversity whereby teaching nursing staff to provide equitable care to every individual patient regardless of their social determinants is a clear example for dealing and accepting diversity.

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

Another similarity is that I am well-read and culturally competent, as you know from my experience dealing with different ethnic and racial groups, whereby in a similar incident where a team of 4 staff were leading a project. All of them belonged to different racial groups but were given equal chances for their representation during the project. These abilities enables me to effectively take this role and lead the project in Lakeland Clinic. However, a noticeable difference between our leadership qualities is that she is well-versed and an experienced leader whereas my leadership role will just begin with this particular project. This difference acts a a learning opportunity for me to improve in my future projects. 

Also, when leading this project, I would utilize the key aspects of the transformational and team-oriented leadership styles. Transformational leader is defined as a leader who primarily motivates the team towards the project goals through charisma, motivation, intellectual stimulation, and through sharing clear vision and goals (Bakker et al., 2022), while the team-oriented leadership is focused on creating a collaborative team of professionals who have expertise in dealing with a diverse population and the leader focuses on teams’ abilities and expertise (Niinihuhta & Häggman‐Laitila, 2022). I will utilize these leadership styles along with the aforementioned leadership qualities to provide create a culturally competent and pluralistic environment where the patient and the team feel strengthened in a positive environment, can develop trust in each other, and are encouraged to reach their highest potential. 

The qualities of a transformational leadership style, such as team motivation, stimulation, and sharing clear vision and goals would help me inspire and motivate my team to achieve their full potential. These goals and vision includes training for staff on diversity and pluralism, creating an inclusive workplace, and hiring individuals with multiple cultures so that patients feel understood too. I aim to foster a culture of innovation, creativity, and inclusion. I will make sure to promote the concept of inclusivity regardless of the diversity in my team of diversity project to ensure others learn from my action and demonstrate same behavior. 

Furthermore, my approach to effective collaboration among the team is based on establishing roles for each team member, as knowing what is expected of you and having clearly defined roles and responsibilities helps team members ensure that they know what is expected of them and what they have to deliver (Joly, 2022). Another approach will be to create open and accessible lines of communication, where one-to-one interaction and weekly meetings will be conducted. This will encourage team to address each others’ concerns and communicate their ideas and thoughts about the diversity project. The activity that can be used for this purpose is problem-solving, whereby indiividuals can write their concerns and thoughts and using root-cause analysis solutions can be derived.

Thirdly, a motivational strategy will be used to develop a trusting and respectful relationship among the team members, through motivational sessions whereby successful team examples will be provided. While celebrating accomplishments and sustaining the achievements, a collaboration space of learning and development will be created (Bourke & Titus, 2020). Lastly, a relationship of mutual respect and trust will be crated to help in establishing meaningful realtionships and promote shared-decision making through experiential activities where multiple minds will come together to make sustainable decisions. These experiential activities may include brainstroming where the team can do rapid ideation to present as many ideas as possible and then through shared-decision making, conclusion can be drawn based on evidence from the literature. 

In this email, I have provided you with multiple strategies and literary references that can help us address cultural competency and diversity issues, but the main thing that I would stress in the end is culturally appropriate training and hiring people who have experience working with such a population. I firmly believe that all of these strategies would help us build a team that is culturally competent and inclusive. Hope you find the details of the information in the provided email, and if you still have any queries, you can ask me further and this email will help you get some ideas on how to start. I am eagerly waiting for this project to begin.



Bakker, A. B., Hetland, J., Kjellevold Olsen, O., & Espevik, R. (2022). Daily transformational leadership: A source of inspiration for follower performance? European Management Journal 

Bourke, J., & Titus, A. (2020, March 6). The key to inclusive leadership. Harvard Business Review. 

Georgetown University. (2018). Cultural Competence in Health Care: Is it important for people with chronic conditions? – Health Policy Institute. Health Policy Institute; GeorgeTown University.

Joly, H. (2022, April 6). 5 Principles of Purposeful Leadership. Harvard Business Review.

Khalili, H., & Price, S. L. (2021). From uniprofessionality to interprofessionality: dual vs dueling identities in healthcare. Journal of Interprofessional Care, 1–6. 

Nair, L., & Adetayo, O. A. (2019). Cultural competence and ethnic diversity in healthcare. Plastic and Reconstructive Surgery – Global Open7(5).

Niinihuhta, M., & Häggman‐Laitila, A. (2022). A systematic review of the relationships between nurse leaders’ leadership styles and nurses’ work‐related well‐being. International Journal of Nursing Practice28(5). 

Stubbe, D. E. (2020). Practicing Cultural Competence and Cultural Humility in the Care of Diverse Patients. FOCUS18(1), 49–51. 

NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

Tulane University. (2021). How to improve cultural competence in health care.

Tanneau, C., & McLoughlin, L. (2021, June 22). Effective Global Leaders Need to Be Culturally Competent – SPONSOR CONTENT FROM THE INTERNATIONAL COACHING FEDERATION. Harvard Business Review.