Interdisciplinary Collaboration Reflection Video Script
Hello, and welcome to today’s presentation. This presentation focuses on interdisciplinary collaboration. It will discuss an interdisciplinary experience and the impact of poor collaboration on resource management. Also, it will identify leadership strategies that optimize teamwork and identify strategies of interdisciplinary collaboration.
Let’s Begin by Reflecting on Previous Interdisciplinary Collaboration
Notably, I participated in an interdisciplinary quality initiative to improve the performance of two benchmark metrics: foot and eye examination for patients with diabetes mellitus. This initiative was based on the past quarterly and annual reports that indicated an underperformance of these metrics. The team comprised nurses, physicians, and social workers. Nurses and physicians played a key role in eye and foot examinations, whereas social workers played a key role in making patient follow-ups. The team embraced different strategies to promote the success of the initiative. Weekly training sessions enabled team members to gain and retain skills and knowledge on foot and eye examination. Also, performance evaluation enabled team members to identify areas that required improvement. By so doing, they optimized their operations to improve their productivity. Furthermore, positive reinforcement was accomplished via monetary and non-monetary systems.
Nonetheless, the initiative collapsed after six months. Failure of this initiative is attributed to two major factors. To begin with, the cessation of monthly performance evaluations created laxity among team members. This diminished the team’s accountability and impeded the success of the initiative. Secondly, the weekly training was abolished. As such, new team members with inadequate knowledge and skills in foot and eye examinations experienced difficulty.
Look into Poor Collaboration
I would like to discuss the impact of poor collaboration on management resources. Firstly, poor collaboration creates ineffective communication. Writing in 2021, Belrhiti, Van Belle, and Criel report that ineffective communication impedes human and financial management by creating confusion and increasing the likelihood of conflict. Writing in 2019, Lapierre, Lefebvre, and Gauvin-Lepage, report that confusion and conflict are associated with time wasting. Consequently, it impairs the ability to accomplish the team’s goals and objectives hence ineffective management of human and financial resources. Secondly, in 2021, Belrhiti, Van Belle, and Criel reported that poor collaboration impacts the morale and cohesion of the team. As a result, this impedes human and financial management by increasing employee turnover rates.
Leadership Strategies
At this point, I would like to discuss leadership strategies that will enable team members to accomplish their goals and objectives. Firstly, leaders should demonstrate appropriate delegation of tasks. In 2022, Samimi, Cortes, Anderson, and Herrmann reported that delegation of authority allows team members to develop self-worthiness and acknowledge that they are important members of the team. This will improve their accountability and ability to execute tasks willingly. Secondly, leaders should champion recognition via positive reinforcement. Notably, in 2022, Samimi, Cortes, Anderson, and Herrmann reported that recognition should target the best-performing teams. This is relevant because it boosts the team’s morale and improves their productivity and the ability to accomplish their goals and objectives. Thirdly, leaders should uphold open communication, as Samimi, Cortes, Anderson, and Herrmann (writing in 2022) reported that open communication of organizational vision enables a team to work in concert and remain committed to fulfilling the vision. In addition, open communication will enable leaders to provide timely feedback to enable team members to achieve their goals and objectives. Thirdly, leaders should embrace and advocate for continued education. Besides, Folkman, Tveit, and Sverdrup (writing in 2019) report that continued education equips team members with the pertinent knowledge and skills needed to execute their roles. Thus, this increases the likelihood of fulfilling their goals and objectives.
Interdisciplinary Collaboration
I would now like to discuss interdisciplinary collaboration strategies that enable a team to accomplish its goals. The first strategy is the use of team-building activities. Team building activities enable members to interact amongst themselves. Subsequently, Ngangue, Forgues, Nguyen, Sasseville, Gallagher, Loignon, Stewart, Belle Brown, and Chouinard, writing in 2020, reported that this provides an opportunity for bond formation among team members. By so doing, the likelihood of team members working in concert to achieve common goals increases. The second strategy is embracing open communication. Ngangue, Forgues, Nguyen, Sasseville, Gallagher, Loignon, Stewart, Belle Brown, and Chouinard, writing in 2020, added that open communication enables team members to establish meaningful professional relationships, avoid confusion and execute their tasks promptly. The third strategy is the use of reward systems, where Ngangue et al., writing in 2020, state that rewards should be used to boost the team’s morale and enable them to remain committed to a common goal. Fourthly, Ngangue et al., writing in 2020, reported that training and continued education enable team members to collaborate effectively. Particularly, training enables the team to understand the importance of collaboration and appropriate collaboration techniques.
In conclusion, poor collaboration impedes human and financial management by creating ineffective communication, increasing confusion and conflict, and lowering the team’s morale. Leaders should delegate effectively, uphold open communication, and reward appropriately to enable the team to accomplish its goals. Effective collaboration can be accomplished via team-building activities, reward systems, and open communication.
Thank you.
References
Belrhiti, Z., Van Belle, S., & Criel, B. (2021). How medical dominance and interprofessional conflicts undermine patient-centered care in hospitals: Historical analysis and multiple embedded case study in Morocco. BMJ Global Health, 6(7). https://doi.org/10.1136/bmjgh-2021-006140
Folkman, A. K., Tveit, B., & Sverdrup, S. (2019). Leadership in Interprofessional Collaboration in Health Care. Journal of Multidisciplinary Healthcare, 12, 97–107. https://doi.org/10.2147/JMDH.S189199
Lapierre, A., Lefebvre, H., & Gauvin-Lepage, J. (2019). Factors Affecting Interprofessional Teamwork in Emergency Department Care of Polytrauma Patients: Results of an Exploratory Study. Journal of Trauma Nursing, 26(6), 312–322. https://doi.org/10.1097/JTN.0000000000000469
Ngangue, P. A., Forgues, C., Nguyen, T., Sasseville, M., Gallagher, F., Loignon, C., Stewart, M., Belle Brown, J., Chouinard, M. C., & Fortin, M. (2020). Patients, caregivers and health-care professionals’ experience with an interdisciplinary intervention for people with multimorbidity in primary care: A qualitative study. Health Expectations, 23(2), 318–327. https://doi.org/10.1111/hex.13035
Samimi, M., Cortes, A. F., Anderson, M. H., & Herrmann, P. (2022). What is strategic leadership? Developing a framework for future research. Leadership Quarterly, 33(3), 101353. https://doi.org/10.1016/
ORDER A PLAGIARISM-FREE PAPER HERE
We’ll write everything from scratch
Question 
For this assessment, you will create a 5-10 minute video reflection on an experience in which you collaborated interprofessional, as well as a brief discussion of an interprofessional collaboration scenario and how it could have been better approached.
Interdisciplinary Collaboration Reflection Video Script
Interprofessional collaboration is a critical aspect of a nurse’s work. Through interprofessional collaboration, practitioners and patients share information and consider each other’s perspectives to better understand and address the many factors that contribute to health and well-being (Sullivan et al., 2015). Essentially, by collaborating, healthcare practitioners and patients can have better health outcomes. Nurses, who are often at the frontlines of interacting with various groups and records, are full partners in this approach to health care.
Reflection is a key part of building interprofessional competence, as it allows you to look critically at experiences and actions through specific lenses. From the standpoint of interprofessional collaboration, reflection can help you consider potential reasons for and causes of people’s actions and behaviors (Saunders et al., 2016). It also can provide opportunities to examine the roles team members adopted in a given situation as well as how the team could have worked more effectively.
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 Video assessment. Completing formatives is also a way to demonstrate course engagement
Note: The Example Kaltura Reflection demonstrates how to cite sources appropriately in an oral presentation/video. The Example Kaltura Reflection video is not a reflection on the Vila Health activity. Your reflection assessment will focus on both your professional experience and the Vila Health activity as described in the scenario.