NURS FPX 4010 Collaboration and Leadership Reflexion

Sample Answer for NURS FPX 4010 Collaboration and Leadership Reflexion Included After Question

Assessment 1 Instructions

For this assessment you will create a 5-10 minute video reflection on an experience in which you collaborated interprofessionally, as well as a brief discussion of an interprofessional collaboration scenario and how it could have been better approached. 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., 2 015). Essentially, by collaborating, health care 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

A Sample Answer For the Assignment: NURS FPX 4010 Collaboration and Leadership Reflexion

Title: NURS FPX 4010 Collaboration and Leadership Reflexion

Inter-professional collaboration is an important tool that contributes to the realization of optimum outcomes of care in health. Nurses and other healthcare providers have the critical responsibility of ensuring that teamwork is utilized for the promotion of safety, quality, and efficiency in patient care. Therefore, in this presentation, I reflect on one of my experiences with inter-professional collaboration, effects of poor collaboration and best leadership and interdisciplinary strategies that could have been used to improve the outcomes of inter-professional collaboration. I also reflect on the Villa case study to determine the ways in which better outcomes could have been achieved.

Reflection of Inter-professional Collaboration

An example of inter-professional collaboration activity that I participated in the organization I work with was the design and implementation of new electronic medical records for use in the organization. I worked with other healthcare providers in examining the ways in which new electronic medical records could improve the efficiency in patient care. I collaborated with them in the design phase activities that included setting goals and objectives, strategies and mission of the implementation. I also supported the implementation process by mentoring the nurses in the use of the system. I also collected information that was used in determining further needs and effectiveness of the system in addressing the needs of the organization.

The inter-professional collaboration experience was successful in a number of ways. Firstly, there was the active involvement of the representatives from all the healthcare providers in the organization. Their active involvement minimized the possibilities of resistance to change since views and concerns of the healthcare providers were incorporated into the design and implementation process. There was also the use of effective teamwork strategies. The strategies included clear communication, allocation of roles and setting of realistic goals to guide the process (Johnson & Davey, 2019). There was also the provision of staff training on the use of the system. Training equipped the staffs with the required knowledge and skills, hence, minimizing the risk of resistance from them. The project was however unsuccessful in achieving some of the objectives due to a number of factors. Firstly, adequate time was not allocated for the implementation process. This led to the implementation process being hastened, which affected the outcomes. Secondly, there was resource inadequacy. The organization did not provide adequate financial and human resource support that was needed to achieve optimum outcomes of the project.

Effect of Poor Collaboration

Poor collaboration can result in inefficient management of human as well as financial resources. Firstly, poor collaboration results in demotivated workforce. The stakeholders involved in the implementation of a project lack the motivation to engage in activities that would contribute to the success of the whole process. Low morale/motivation leads to poor resource utilization and lack of adequate stakeholder involvement in the design, implementation, monitoring, and evaluation of a project (Wensing et al., 2020). Poor collaboration also results in redundancies and duplication of tasks. The risk for redundancies and duplication of roles and tasks increases due to the stakeholders lacking adequate knowledge on their expected responsibilities as well as outcomes of the project.

Poor collaboration also leads to the development of poor strategies for the project. Poor strategies result from the lack of active stakeholder involvement in the exploration of the ways in which the desired objectives of the project can be achieved. There is also the risk of the stakeholders failing to understand the alignment between the project objectives and the organizational mission (Francesca, 2020). Consequently, inefficient management of financial and human resources arises.

Best-Practice Leadership Strategies

One of the best-practice leadership strategy that can be used to improve the ability of an interdisciplinary team to achieve its goals is training. Leaders of interdisciplinary teams should ensure that their team members have the required knowledge and skills through training. Training opportunities for continuous personal and professional development is important to enable the management of potential and actual issues affecting the implementation of change (Francesca, 2020). The other leadership strategy is setting realistic and achievable goals for the change. Leaders should guide the team members in setting short, intermediate and long-term goals that will guide strategy development. The realization of short-term and intermediate goals is important in ensuring that the mission of a change initiative is achieved (Shi & Johnson, 2020). Therefore, it is important to consider the above strategies in the implementation of change initiatives in health.

Best-Practice Interdisciplinary Collaboration Strategies

One of the best-practice interdisciplinary collaboration strategies that can be used to help team achieve its goals and work together is encouraging active stakeholder participation. Active stakeholder participation is important in ensuring collectivism in the realization of the goals and objectives of the change. It also minimizes the risk of resistance to change since the stakeholders work together in examining the ways in which the optimum outcomes of the change can be achieved. The other best-practice interdisciplinary collaborative strategy that can be utilized is encouraging open communication. The team members in an interdisciplinary team should have the freedom to express their views and concerns on the implementation and design of a project (Farahnak et al., 2020). Open communication ensures that trust and honesty is promoted in the implementation of change in an organization.

Villa Reflection Scenario

The Villa scenario shows a number of aspects that led to poor collaboration between the interdisciplinary teams. Firstly, it is evident from the case study that there was a lack of effective collaboration and teamwork. The healthcare providers did not work with the IT team and implementers of the new system being used in the organization. The proposers of the new system did not involve the IT team in system design and implementation. They also failed in equipping the nurses with the essential knowledge and skills that they needed for the use of the system. The interdisciplinary team also failed in ensuring that the adopters of the system had the essential skills. They did not provide training to the nurses and the IT team on the use of the system.

They also failed to provide the technical support that nurses needed in implementing the new system for use in patient care. There was also the lack of management involvement in decision-making. Instead, the corporate made decisions that were imposed on the management. The management had no input in the adoption process, leading to poor implementation. The IT personnel also noted the fact that the organization experienced shortage of IT personnel. The implication was that the implementation of the new system would require more time or hiring of additional staffs. This fact was however ignored, leading to poor implementation of the system. Cumulatively, the above factors led to challenges in the implementation of the new system in the organization.

The above issues had a number of negative implications for the human and financial resources and the organization as a whole. Firstly, it led to resistance to change from the healthcare providers. Nurses resisted the use of the system, leading to their low job satisfaction and morale. The other implication was the wastage of financial resources by the organization. The organizational financial resources were used inefficiently, as evidenced by the lack of realization of the goals of the new system use in the organization. The new system also affected the safety of care given in the organization. One of the nurses reported that the challenges she experienced in using the system often led to missed medications and delayed care being given to patients.  

Leadership Best Practice or Strategy

One of the best practice leadership strategy that could have been utilized by the hospital in Villa case study to implement the new system is training the adopters about the new system. The management and corporate should have provided adequate training opportunities for the interdisciplinary teams to be involved in implementing the change. Training would have provided them with the knowledge and skills that they needed in using the new system. For example, training would have enabled the nurses have the required competencies in using the system to achieve efficient patient care. The other leadership strategy that could have been effective is facilitating the use of the system by providing coaching, mentorship, and continuous assessment on the use of the system. The implementers could have worked with the interdisciplinary team in using the system to identify their challenges, implement new strategies, and evaluate the success of the adoption process (Patri & Suresh, 2018). The strategy could have facilitate the adoption of strategies to improve the adoption and use of the system in the organization.

Interdisciplinary Collaboration Best Practice or Strategy

One of the interdisciplinary collaboration strategy that could have been used to implement the new system in the organization is open communication. It can be seen from the case that open communication between and among stakeholders was not fostered in the organization. For example, Corporate Josh did not allow the interdisciplinary team to express their concerns and views on the ways in which the new system could be adopted with ease. The other strategy that could have been utilized is active involvement of the interdisciplinary teams. The healthcare providers, management, leadership, and IT personnel should have played an active role in the design, implementation, monitoring, and evaluation of the system.

Their active involvement would have built the confidence that they needed in utilizing the system. It would have also strengthened their knowledge and skills in the use of the system. There is also the fact that their active involvement would have minimized the risk of resistance since they would have been prepared psychologically for the change (Wensing et al., 2020). Therefore, the above strategies should have been considered to increase the adoption of the new system in the organization.


In summary, change is an important aspect in nursing practice. Successful implementation of a change initiative depends largely on the strategies that are utilized in the process. Strategies such as active stakeholder involvement, teamwork, open communication, and facilitating change through training, coaching, and mentorship are essential in implementing new initiatives in organizations. Therefore, healthcare providers should strive towards ensuring that active involvement of interdisciplinary teams is encouraged to ensure successful change.


Farahnak, L. R., Ehrhart, M. G., Torres, E. M., & Aarons, G. A. (2020). The Influence of Transformational Leadership and Leader Attitudes on Subordinate Attitudes and Implementation Success. Journal of Leadership & Organizational Studies, 27(1), 98–111.

Francesca, C. (2020). Managing Patients’ Organizations to Improve Healthcare: Emerging Research and Opportunities: Emerging Research and Opportunities. IGI Global.

Johnson, J. A., & Davey, K. S. (2019). Essentials of Managing Public Health Organizations. Jones & Bartlett Learning.

Patri, R., & Suresh, M. (2018). Factors influencing lean implementation in healthcare organizations: An ISM approach. International Journal of Healthcare Management, 11(1), 25–37.

Shi, L., & Johnson, J. A. (2020). Novick & Morrow’s Public Health Administration: Principles for Population-Based Management: Principles for Population-Based Management. Jones & Bartlett Learning.

Wensing, M., Grol, R., & Grimshaw, J. (2020). Improving Patient Care: The Implementation of Change in Health Care. John Wiley & Sons.