Collaboration and Leadership Reflection
Interdisciplinary Collaboration Experience: Successes and Failures
Interdisciplinary collaboration is critical for improving patient outcomes, especially in complex cases such as post-stroke rehabilitation. Besides narrowing down the communication channel, facilitating mutual respect between personnel promotes teamwork. Throughout the practice, I observed that when professionals respect each other’s capacity, patient care delivery is well-coordinated and efficient. However, areas like misunderstandings and conflicts of roles and responsibilities were identified as causing a setback. Such gaps can be effectively addressed by adding more interdisciplinary training sessions and team-related activities. Samardzic et al. (2020) also stress that ongoing education regarding team roles and responsibilities promotes better team coordination, time and accuracy, and total quality patient care.
Best-Practice Interdisciplinary Collaboration Strategies
Effective interdisciplinary collaboration relies on structured communication, role clarity, and conflict resolution. Another pelvic health promotion strategy is the team huddles that help all professionals involved to be aware of the current status of their patients and changes that should be made to the care plan. Another crucial intervention focuses on conflict management, where the professionals are trained on how to handle conflicts to ensure that they do not disrupt patient care. Noviyanti et al. (2021) and Sharkiya (2023) point out that communications, roles, and conflict resolution promote the effectiveness of the team and patient safety. These practices make it possible to enhance the overall correlations in the workplace and to form a more united staff for better patient care.
Personal Leadership Style: Transformational Leadership
My leadership style aligns with transformational leadership, which prioritizes motivation, collaboration, and team development. Transformational leaders foster communication, decision-making, and the management of individuals and the development environment of all the members in a certain organization.
In my experience, the charge nurse exemplified transformational leadership by actively listening to team members and fostering an inclusive atmosphere. This particular leadership approach improved the morale of the team while also increasing the overall quality of patient care. Besides, Ystaas et al. (2023) have found that with transformational leadership, burnout decreases, and job satisfaction is increased, which in turn influences patients favorably.
Comparison: Effective versus Ineffective Leadership
| Effective Leadership | Ineffective Leadership |
| Encourages open communication
Creates a supportive environment where all team members feel comfortable sharing ideas and concerns, reducing misunderstandings and improving collaboration. |
Discourages team input
Fails to seek or value contributions from team members, leading to poor communication, low morale, and fragmented patient care. |
| Supports shared decision-making
Involves the entire healthcare team in patient care decisions, ensuring diverse perspectives contribute to well-rounded, effective treatment plans. |
Authoritarian approach
Makes unilateral decisions without consulting the team, disregarding expertise, and limiting collaboration, which can negatively impact patient outcomes. |
| Leads by example
Demonstrates professionalism, accountability, and teamwork, motivating others to uphold high standards in patient care. |
Lacks engagement
Fails to show commitment or set a positive example, leading to decreased motivation, poor team cohesion, and inefficiency. |
| Manages conflicts constructively
Addresses issues openly and fairly, using conflict resolution strategies to maintain a positive and productive work environment. |
Ignores conflicts
Failure to address conflicts leads to tension, decreased trust, and a negative work culture that can harm patient care. |
To exemplify effective leadership, I observed a physician who actively sought input from nurses and therapists, creating a cohesive and well-coordinated team. In contrast, another provider dismissed the concerns of non-physician staff, leading to communication breakdowns and frustration, ultimately impacting patient care. These examples highlight how leadership styles can either enhance or hinder interdisciplinary collaboration.
Best-Practice Leadership Strategies for Interdisciplinary Teams
Teamwork is a critical component in interdisciplinary teams, and thus, collaboration needs to be well coordinated for improvements in patient experiences. Maldonado and Márquez (2023) highlight three key leadership strategies to achieve this. First, emotional intelligence training equips leaders with skills to navigate conflicts and build cohesive teams. Second, mentorship programs provide professional development opportunities, strengthening leadership across disciplines. Third, servant leadership principles encourage leaders to prioritize team well-being, fostering a supportive and collaborative culture. The application of these strategies has benefits such as enhancing communication, decreasing medical mistakes, and positively impacting the safety of patients by ensuring that everyone in the health sector pursues the correct goals.
Developing Leadership Skills to Support Best Practices
To enhance interdisciplinary collaboration, I will strengthen my transformational leadership skills by fostering teamwork, improving communication, and creating a positive work environment. This will involve consulting other nurse leaders who will guide me on the leadership skills to develop, including conflict solution skills to acquire for effective management of conflicts and ways of applying active listening and constructive criticism in my working relationships with others. Altogether, these strategies will foster interprofessional collaboration, improve patient outcomes, and ultimately enhance the operation of the system. Bornman and Louw (2023) define true leadership as one that engages the team members and makes them feel valued and wanted for their contribution to patients’ success.Bottom of Form
References
Bornman, J., & Louw, B. (2023). Leadership development strategies in interprofessional healthcare collaboration: A rapid review. Journal of Healthcare Leadership, 15(1), 175–192. https://doi.org/10.2147/JHL.S405983
Maldonado, I. C., & Márquez, M.-D. B. (2023). Emotional intelligence, leadership, and work teams: A hybrid literature review. Heliyon, 9(10), 1–19. ncbi. https://doi.org/10.1016/j.heliyon.2023.e20356
Noviyanti, L. W., Ahsan, A., & Sudartya, T. S. (2021). Exploring the relationship between nurses’ communication satisfaction and patient safety culture. Journal of Public Health Research, 10(2), 2225. National Library of Medicine. https://doi.org/10.4081/jphr.2021.2225
Samardzic, M. B., Doekhie, K. D., & Wijngaarden, J. D. H. (2020). Interventions to improve team effectiveness within health care: A systematic review of the past decade. Human Resources for Health, 18(2), 1–42. https://doi.org/10.1186/s12960-019-0411-3
Sharkiya, S. H. (2023). Quality communication can improve patient-centred health outcomes among older patients: A rapid review. BMC Health Services Research, 23(1). https://doi.org/10.1186/s12913-023-09869-8
Ystaas, L. M. K., Nikitara, M., Ghobrial, S., Latzourakis, E., Polychronis, G., & Constantinou, C. S. (2023). The impact of transformational leadership in the nursing work environment and patients’ outcomes: A systematic review. Nursing Reports, 13(3), 1271–1290. https://doi.org/10.3390/nursrep13030108
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Question 
Collaboration and Leadership Reflection
Create a reflection that addresses either an interprofessional collaboration you experienced or you observed from the Sentinel U – Interprofessional Collaboration simulation.
Collaboration and Leadership Reflection
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Introduction
Leadership and collaboration are critical aspects of a nurse’s work. The use of effective leadership skills and interprofessional collaboration allow practitioners to share their perspectives in guiding patient care for the purposes of promoting optimal health and well-being. This can only be achieved when individuals have a true perception of who they are as a person.
Reflection is a key part of building leadership skills and interprofessional relationships. It allows you to look critically at experiences and actions through specific lenses. Reflection can help you consider potential reasons and causes of people’s actions and behaviors and allow you to think about how to respond appropriately. This is vital because nurses are often at the frontlines of interacting with various other disciplines and are considered full partners when approaching healthcare of patients.
As you begin to prepare this assessment you are encouraged to complete the What is Reflective Practice? activity. The activity consists of five questions that will allow you the opportunity to practice self-reflection. The information gained from completing this formative will help with your success on the Collaboration and Leadership Reflection assessment. Completing formative assessments or activities is also a way to demonstrate course engagement.
Professional Context
This assessment is designed to help you become a reflective practitioner. By reflecting on your leadership style, along with the styles you’ve observed in others, you will learn to continually assess and improve your leadership and collaboration skills.
You may choose to reflect on a collaborative interprofessional experience in a current or former place of practice, or you may choose to imagine yourself in the five short modules in the Sentinel U – Interprofessional Collaboration simulation.
Instructions
Part 1: Create a one-page infographic resume of your current strengths as a leader
Briefly describe your leadership style. Create a short, one-page infographic resume or poster to advertise your strengths. You can use an online tool or simply use the graphics capabilities of Word to create your infographic.
Here’s an example:
Infographic Resume Example [PDF].
Part 2: Write a two-page reflection
Reflect on the leadership styles you’ve observed in others, as well as an interprofessional collaboration experience from your personal practice. (If you’re having a hard time coming up with an example from your own experience, complete the five short modules in the Sentinel U – Interprofessional Collaboration simulation). What did or would effective leadership look like? What did or would effective collaboration look like? Remember that leadership can be demonstrated by those who aren’t in official leadership positions as well as by formal leaders.
Be sure that your assessment addresses the following criteria. Please study the rubric carefully so you understand what is needed for a distinguished score.
Reflect on an interdisciplinary collaboration experience, noting ways in which it was successful and unsuccessful in achieving desired outcomes, and how effective leadership, or a lack of it, played a role. This may be the Sentinel U simulation on Interprofessional Collaboration. There are five modules in this simulation
A simplified gap-analysis approach may be useful:
What happened?
What went well?
What did not go well?
What should have happened?
Compare and contrast effective leadership with ineffective leadership. What have you observed in others that works or doesn’t work when it comes to leadership?
Given what you’ve shared about effective leadership and also what effective collaboration looks like, identify best-practice leadership strategies from the literature that would improve an interdisciplinary team’s ability to achieve its goals, citing at least one article from the literature.
Also identify best-practice interdisciplinary collaboration strategies from the literature that would improve an interdisciplinary team’s ability to achieve its goals, citing at least one article from the literature.
What leadership style do you think you need to develop more to support the above best-practice strategies you’ve described? How would you do that?
Include a full reference list from relevant and evidence-based (published within 5 years) sources, adhering to APA format.
You will also be required to submit an APA-formatted reference list for any sources that you cited or used to inform your reflection.
Additional Requirements
Length of submission: Part 1 is a one-page infographic resume consisting of bullet points and a few sentences. Part 2 is two pages in length double-spaced, not including the reference page.
References: Per the instructions above, cite at least 3 professional or scholarly sources of evidence to support the assertions and proposals you make. Include additional properly cited references as necessary to support your statements.
APA reference page: Submit a correctly formatted APA reference page that shows all the sources used to develop the content. You may wish to refer to the APA Module for more information on applying APA style.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:
Competency 2: Explain how interdisciplinary collaboration can be used to achieve desired patient and systems outcomes.
Reflect on an interdisciplinary collaboration experience, noting ways in which it was successful and unsuccessful in achieving desired outcomes.
Identify best-practice interdisciplinary collaboration strategies to help a team to achieve its goals and work together more effectively, citing the work of at least one article in the presentation.
Competency 4: Explain how change management theories and leadership strategies can enable interdisciplinary teams to achieve specific organizational goals.
Describe one’s leadership style.
Compare and contrast effective leadership with ineffective leadership.
Identify best-practice leadership strategies from the literature that would improve an interdisciplinary team’s ability to achieve its goals, citing the work of at least one article in the presentation.
Describe a leadership style to develop to better support best-practice strategies.
Competency 5: Apply professional, scholarly, evidence-based communication strategies to impact patient, interdisciplinary team, and systems outcomes.
The full reference list is from relevant and evidence-based (published within 5 years) sources, exhibiting nearly flawless adherence to APA format.