In this self-assessment, I will reflect on my experiences related to “MHA FPX5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics” in a healthcare context. These reflections stem from my involvement in a project at Lakeland Medical Center aimed at improving cultural competence and diversity to better serve the local Haitian population. I will analyze my leadership style, strategies for fostering collaboration and motivation among stakeholders, and my response to an ethical dilemma encountered in my healthcare role. Through this assessment, I aim to provide a straightforward evaluation of my professional experiences in these key areas.
As the leader of the MHA FPX5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics project at Lakeland Medical Center, my leadership approach primarily aligned with an autocratic style, characterized by making decisions unilaterally. The purpose of our team was clear and shared: to enhance cultural competence and diversity within our healthcare team, with a specific focus on better serving the local Haitian population.
Initially, the autocratic leadership approach was effective in providing clear direction and ensuring that the project stayed on track to meet its goals. The shared vision was well-defined, and I made decisive choices to advance the project. However, this approach did not always garner immediate “buy-in” from all stakeholders. Some team members preferred a more participative leadership style, which could have contributed to a more inclusive decision-making process (Belrhiti et al., 2020).
While completing my MHA FPX5004 Assessment 4, Self-Assessment of Leadership, Collaboration, and Ethics, I realized that while the autocratic style facilitated quick decision-making, reflecting on the project, I acknowledge that a more collaborative approach in some instances could have yielded better outcomes.
Some of my decisions were sound and aligned with the project’s goals, such as scheduling diversity and cultural competency training (Belrhiti et al., 2020). However, in hindsight, I recognize that involving team members in certain decisions, especially those related to Haitian cultural values and practices, might have resulted in more culturally informed choices.
I communicated our shared vision, values, and decisions through regular team meetings, email updates, and presentations. However, I now realize that my communication could have been more inclusive and open to feedback. A more democratic leadership style may have encouraged greater engagement and participation from team members, resulting in a richer pool of ideas and perspectives (Belrhiti et al., 2020).
In fostering collaboration among stakeholders, I implemented various strategies to encourage effective communication and engagement. Regular team meetings were structured to allow open discussions, ensuring that every member had the opportunity to voice their ideas and concerns. Additionally, I established a digital platform for continuous communication, enabling participants to exchange thoughts and updates asynchronously. Despite occasional challenges, such as differences in communication styles, the team gradually developed effective ways to interact, fostering a collaborative environment (Fulk, 2021). By addressing communication barriers promptly and promoting active listening, I encouraged participants to engage meaningfully with one another.
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