You have also been asked to review a series of events at another Vila Health location, research interprofessional collaboration best practices, and use the lessons learned from your experiences to make recommendations for improving interprofessional collaboration among their team.

Collaboration and Reflection Leadership

Hello and welcome. My name is Nelsa Masog, and today, I will reflect on my interprofessional collaboration experiences. So, during my practice, I participated in a pilot project that targeted diabetic patients. The project entailed regular screening, active patient education, and routine follow-ups. The interdisciplinary team involved in the project comprised nurses, physicians, nutritionists, pharmacists, laboratory technologists, and community health workers. The project kicked off well during the first few months. However, the teamwork and morale dwindled, and patients were lost to follow-up.

Regular training, performance feedback, and remuneration of the best-performing department promoted the project’s success. Nutritionists provided relevant dietary information to patients. Pharmacists provided critical medication information such as correct dosages and dosing frequencies, possible side effects, and potential pharmacological and nonpharmacological interactions. Nurses and physicians participated in screening patients to establish the prognosis of the disease based on the laboratory values. Nurses ensured that correct medications were administered to the patient as prescribed. Pharmacists, nurses, and physicians emphasized the importance of lifestyle modifications. Community health workers were involved in patient follow-up activities. Laboratory technologists ensured timely delivery of test results.

The etiologies for the project’s failure involved the abrupt cessation of the training programs, the end of the reward system, and inconsistent feedback mechanisms. The lack of regular performance evaluation and feedback delivery created laxity. A lot of training programs led to diminished interest in the pilot program. Elimination of rewards compounded the problem. Delays were experienced in receiving laboratory results, and patients were lost to follow-up, thus the project’s failure.

Poor interprofessional collaboration causes inefficiency in the management of human and financial resources. Belrhiti et al. (2021) argue that it hinders open and proper communication and eliminates governance. According to Rachma Sari et al. (2018), communication is essential for establishing goals, objectives, and performance indicators that are important in managing human and financial resources. Communication is also needed to create transparency and trust where evaluation and feedback are provided regularly. Belrhiti et al. (2021) add that poor collaboration creates unwarranted competition among team members. This disharmony limits the exchange of ideas and hinders the management of human and financial resources. Competition among team members reflects poor engagement and diminishes the likelihood of achieving goals and objectives.

Various leadership strategies can be used to ensure that the interdisciplinary team achieves goals. Folkman et al. (2019) note that the first strategy is the utility of self-governance. Each team member should be independent and confident in their role. Consequently, this increases the likelihood of social interaction and sharing information with other team members. The second strategy is appreciative inquiry (Folkman et al., 2019). This requires the leader to appreciate the team’s involvement in decision-making. As a result, this can lead to better engagements and the realization of novel ideas that create an innovative culture. The third strategy is co-governance (Folkman et al., 2019). This requires the leader to collaborate with team members. Leaders should encourage open communication and exercise emotional intelligence and reflective practice (Folkman et al., 2019). Applying the three strategies can help achieve goals established by the interprofessional team.

Teams can adopt various interdisciplinary collaboration strategies to help them realize their goals. Open communications should be upheld. They help formulate clear goals and objectives and provide feedback after performance evaluation (Buljac-Samardzic et al., 2020). It also helps to relieve any existential tension among team members. The second strategy is recognition and rewards. A reward system is essential because it increases the morale of team members (Buljac-Samardzic et al., 2020).

Consequently, this increases their efforts to ensure successful collaborative experiences and achieve goals and objectives. The other strategy is encouraging social interaction. Social interaction enables team members to know each other and increases the likelihood of collaboration. The different methods are continuous training and utilizing other team-building resources (Buljac-Samardzic et al., 2020). Training guarantees competency, while team-building promotes critical and creative thinking. Essentially, this is important for interprofessional collaboration.

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