Capella University Leadership And Group Collaboration Letter

Overview

Write a 3–4 page letter in which you analyze your leadership skills and how you would use them to lead a project requiring group collaboration. 

Assessments 1 and 2 are scenario-based, so you must complete them in the order in which they are presented.

Leadership is an integral element in any job, regardless of the work title. However, it is important to recognize that leadership is not just one single skill; instead, success in leadership depends on a broad range of skills, among them decision making, collaboration, and communication.

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

Competency 1: Apply qualities, skills and practices used by effective healthcare leaders.

  • Describe the leadership qualities desirable for the proposed project.
  • Compare one’s own leadership skills against those of a chosen healthcare leader.
  • Explain one’s role as project leader, using approaches from a selected leadership model.

Competency 2: Apply practices that facilitate effective interprofessional collaboration.

  • Describe an approach to effectively facilitate collaboration among a professional team.

Competency 4: Produce clear, coherent, and professional written work, in accordance with Capella’s writing standards.

  • Address assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.

Suggested Resources for Capella University Leadership and Group Collaboration Letter

The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The NHS-FP5004 – Collaboration, Communication, and Case Analysis for Health Care Master’s Learners Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.

Assessment Example

Leadership

Read the following resources on leadership characteristics and styles:

The textbook references below provide additional background.

Rubino, L. G., Esparza, S. J., & Reid Chassiakos, Y. S. (2020). New leadership for today’s health care professionals: Concepts and cases (2nd ed.). Burlington, MA:

Jones & Bartlett Learning. Available in the courseroom via the VitalSource Bookshelf link.

Chapter 1, “A Call for New Leadership in Health Care.”

View Leadership Self-Assessment.

  • This self-assessment instrument will help you better understand your own leadership style, which is your perception of how leadership should be.

Awareness of your style and recognition of the styles of others can help you more effectively strategize how you perform your leadership duties and how you manage situations from a leadership position.

Collaboration

Working together is essential to meet the demands of health care. Professionals must collaborate, share ideas, and look for ways to continually improve quality and safety.

NHS Learner Success Lab

The NHS Learner Success Lab is a Capella resource specifically created for learners in NHS programs. It allows you to access degree-specific content and use the academic resources that are tied to learner success. It is also the place where you are encouraged to:

  • Discover the key learner success resources offered by the Capella Writing Center and Career Center.
  • Take time to view Videos for Success, such as Time Management, and Commencement.
  • View the Learner Success Blogs written by learners, faculty, and staff for helpful tips.
  • Participate in Capella community building and collaboration with peers. 

All learners in your program have direct access to the NHS Learner Success Lab through links in first course courseroom. While these resources have been developed specifically to support and engage first course learners, this resource will be accessible and beneficial throughout your academic journey.

Capella University Leadership and Group Collaboration Letter Example

15th April

Lynette

Lakeland Medical Clinic

Hello. I hope this finds you well. I write this letter in response to the call for me to lead the change project at Lakeland Medical Clinic. With the evolving professional world, executives have changed their team management skills within firms. Collaborative leadership has proven to be a powerful approach with numerous advantages over traditional methods (Modha, 2021). Collaboration provides a company critical capability to adapt to diverse markets, customers, talents, and ideas through inclusion. The letter outlines the qualities of my role model leader, the leadership qualities I possess, and my recommendations on the leadership model to adopt to address current issues facing our organization.

Preferred Leader for the Project

Dr. Martin Luther King Jr. was a phenomenal leader who demonstrated self-confidence, humility, charisma, intelligence, and tenacity, among other qualities. I believe these are vital traits for a leader who wants to address the concerns at Lakeland Medical clinic. Dr. King Jr. led the African American civil rights struggle in the United States to victory (Elhanafi, 2019). He exuded intelligence by leading African Americans to civil rights advances using nonviolent means. King’s strong verbal, reasoning, and perceptual ability made him a better leader. His speech evidences his exceptional “I have a dream,” as he called for an end to racism. Dr. King’s composure and confidence captivated followers, making him a charismatic leader. He was confident in his ability, determined, and motivated till the end despite being imprisoned. Dr. King exudes leadership traits we can model to mold us into influential leaders in our organizations.

Dr. Martin Luther King Jr’s shoes are too large to fit. However, I believe I am intelligent based on my education and exposure. Additionally, I have led teams severally at my organization and in the community projects I undertake. My peers regard me as a charismatic leader as my vision has always been compelling and attracts buy-in from different stakeholders. However, I must attest that I have not homed Dr. King’s superior verbal capabilities. Third, I am determined when I resolve to achieve a particular goal. I do not allow setbacks and the complexities of the job to deter me from achievement. The seamless transition of my department’s nurses’ scheduling process can attest to this. At a point, other departments thought of abandoning the project, but we became a benchmark.

Desired Leadership Qualities for the Project

Transformational leadership is my desired leadership style for the diversity and inclusivity project. Transformational leadership refers to a leadership style that affects social systems and individuals. The five qualities of transformational leadership are idealized attributes, intellectual stimulation, idealized behavior, individualized consideration, and inspirational motivation (Paais & Pattiruhu, 2020). It promotes positive and valuable change in followers in its ideal form, with the eventual goal of growing followers into leaders. 

In its purest form, transformational leadership improves followers’ motivation, morale, and performance through various techniques (Virgiawan et al., 2021). These include connecting a follower’s sense of self to the organization’s mission and collective identity, inspiring followers by being a role model, challenging employees’ involvement for greater ownership of their work, and understanding employees’ strengths and weaknesses so the leader can assign tasks that maximize their performance.

My roles as a project leader will be developing a persuasive change project, inspiring the team members that the project is feasible, and encouraging them that their concerted efforts will benefit the entire organization. Being aware that the project is highly likely to be an uphill task, as a leader, I am tasked with empowering, motivating my team members, and dealing with the inevitable stumbling blocks. Lastly, I will ensure the sustainability of the change project by evaluation, continuous motivation, and instituting necessary changes. Possible challenges with adopting the transformational style are providing buy-in from all stakeholders, different ideas from the members for the preferred approach method, and ensuring the project’s sustainability.

Approach Facilitating Professional Team Collaboration

The six steps to achieve collaborative leadership that fosters diversity are: First, to develop a trusting relationship with our employees. The team must lay down standards on how meetings will be conducted, communication methods and decision-making process, and conflicts resolution. To kick-start this, the company may send a motivational letter to the employees expressing their awareness of the current concern ad inviting them to reason together to solve the crisis.

The second step is the adoption of a common goal. Command and control are no longer effective methods of leadership. Instead, leaders will promote the adoption of shared visions and values as a performance motivator (Do et al., 2021). By committing to the future vision, the collaborative leader promotes it. When enthusiastic about the organization’s principles and mission,  this enthusiasm spreads across the organization’s flatter structure.

The third step is developing diversity. Initially, the organization must understand the unconscious bias and build awareness for real change. Unconscious biases are the hidden beliefs that influence how we perceive others (Garg & Sangwan, 2021). The approach to this is identifying the unconscious bias and making a conscious move to learn about it, broadening our viewpoints. To foster diversity, the leadership must cultivate cultural humility and provide a level playing ground and fair opportunities for all employees. The equity should start from the hiring process to promotion and provision of other motivator factors. The leadership should conduct diversity training, acknowledge upcoming cultural and religious holidays, create networks for social and business interactions, mix up teams and continually collect feedback through surveys.

The fourth recommendation is to encourage imitativeness by having our marketers work beyond the rigid formula. Commissions may be introduced, and this will have them creating more partnerships due to the incentive. Fifth, the leaders should share information to flatten the hierarchy and build honesty and transparency (Modha, 2021). The information is a vital tool for better decision-making. Lastly, the leadership should understand that diversity inevitably causes conflict. Therefore, the leadership should foster an environment where constructive conflict is an acceptable aspect of decision-making.

Facilitating Collaboration among a Professional Team

Special taskforce collaboration is critical in delivering the executive’s idea during a transition period. To facilitate collaborative leadership, I will first communicate the concern to the team to have all members on the same page. Secondly, set ground rules set on how to approach the change process. I will convey expectations from each member clearly, and I will not hoard information. Thirdly, I will encourage members’ autonomy, active participation, mutual respect, and effective communication. I will be keen on identifying members’ strengths and delegate tasks accordingly.

Conclusion

Diversity is notably a significant concern for most companies, and over the past few years, companies’ attention has shifted towards ensuring equity, diversity, and inclusion. Diverse teams improve employee productivity, engagement, and problem-solving capabilities because different views approach business challenges in novel ways. To foster collaboration within a group, a leader must build trust, be tolerant and practice self-awareness.

Capella University Leadership and Group Collaboration Letter References

Do, A., Li, L., Heller, D. R., Abou Ziki, M. D., Glaser, D. H., Kumar, S. P., & Huot, S. J. (2020). Collaborative leadership: organizational structure and institutional investment to multiply innovative educational efforts among trainees. BMJ Leader, leader-2020. http://dx.doi.org/10.1136/leader-2020-000233

Elhanafi, E. (2019). Transformational Leadership: Flow, Resonance, and Social Change. The Journal of Traditions & Beliefs, 6(1), 7. https://engagedscholarship.csuohio.edu/cgi/viewcontent.cgi?article=1096&context=jtb

Garg, S., & Sangwan, S. (2021). Literature Review on Diversity and Inclusion at Workplace, 2010–2017. Vision, 25(1), 12-22. https://doi.org/10.1177%2F0972262920959523

Modha, B. (2021). Collaborative leadership with a focus on stakeholder identification and engagement and ethical leadership: a dental perspective. British Dental Journal, 231(6), 355-359. https://www.nature.com/articles/s41415-021-3457-2

Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics, and Business, 7(8), 577-588. https://doi.org/10.13106/jafeb.2020.vol7.no8.577

Virgiawan, A. R., Riyanto, S., & Endri, E. (2021). Organizational culture as a mediator motivation and transformational leadership on employee performance. Academic Journal of Interdisciplinary Studies, 10(3), 67-67. https://doi.org/10.36941/ajis-2021-0065