NURS FPX 5004 Assessment 1 Leadership and Group Collaboration

Lakeland Medical Clinic’s Lynnette

Hi there, Lynnette!

NURS FPX 5004 Assessment 1 – This letter is intended to serve as a follow-up to our previous discussion about the diversity issues at Lakeland Clinic and the email that followed. It also makes me delighted to know that the Lakeland Clinic’s senior leadership shares my belief that strong leadership is crucial to the company’s success. Further evidence of the clinic’s strong and highly responsive leadership is the fact that the management was able to recognize the notable decline in patient visits and then conduct a survey to determine the root causes.

Being appointed as the head of a committee that will both identify the current problems and offer solutions makes me feel quite gratified. This presents an additional chance for me to develop my leadership abilities by cooperating and working in a team with people from other transdisciplinary professions.

 Your email makes it clear that workplace rudeness and work-life balance should take a backseat to the diversity issue. There is a perception that we at the clinic do not fully comprehend the value systems, beliefs, and health practices of the primarily Haitian community where the clinic is located. Consequently, they believe that our employees lack cultural competency and are therefore unable to establish a trustworthy rapport (Gara & Porte, 2020). Delivering high-quality and efficient care services to patients with diverse attitudes, beliefs, and values is referred to as cultural competence in the healthcare industry.

 

Culturally Competent Healthcare Delivery

In particular, cultural competence necessitates that the healthcare system in question be able to tailor treatment to the patient’s cultural differences. More importantly, healthcare personnel need to be aware of how cultural differences may affect the way that care is provided. Effective communication and the healthcare staff’s capacity to recognize and honor the cultural differences of their patients are prerequisites for providing culturally competent care (Woodland et al., 2021). Therefore, the implementation of a culturally competent healthcare facility requires efficient communication among the nursing staff. 

Pillars of Cultural Competence

The three main pillars of cultural competence in nursing leadership are awareness, skill, and knowledge. The capacity for self-reflection that results in a profound comprehension of one’s cultural and professional background is known as awareness in nursing. Such self-awareness is also crucial since it enables a nurse leader to see their own cultural prejudices, ethnicities, and biases (McEwing, 2020). Knowledge is the body of information about different cultures. A nurse with extensive knowledge is able to make decisions based on solid data. Conversely, talent describes a bundle of abilities required to gather information about a patient’s cultural background in order to make informed health decisions (Liu et al., 2020).

Proposed Expert: Dr. Cindy Duke

For this project, I would propose designating Dr. Cindy Duke as the lead expert. She is associated with Johns Hopkins hospital and is a well-known virologist and fertility specialist. She works as an assistant professor of clinical research at the Las Vegas School of Medicine. Dr. Cindy Duke has also conducted study in other areas related to healthcare delivery, such as how technology might help more patients receive healthcare. Along with having excellent people skills, she also knows a lot about technology and is a highly skilled communicator. Dr. Duke opened an online clinic with a focus on women’s health in the Caribbean in 2016 (Stubbe, 2020). 

Some of Dr. Cindy’s leadership qualities, such as her captivating personality, high degree of involvement, and freedom of interaction combined with an international perspective on healthcare, are qualities I also possess. These characteristics, in my opinion, are essential for providing patient-centered healthcare services that are sensitive to the cultural values and belief systems of the patients. My plan is to promote inclusivity for everybody and streamline the current workplace in order to address the diversity issue (Antón-Solanas et al., 2022).

Building Trust through Cultural Sensitivity

 In order to increase trust, I would also advise staff members to establish a rapport with their patients. In addition, I will push employees to provide culturally appropriate care by encouraging them to be upbeat and honest in their interactions with patients as well as with one other. I would counsel nursing personnel to refrain from assuming anything about the cultural leanings of their patients, since this could lead to a breakdown in rapport and trust between th