MHA FPX 5001 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics

MHA FPX 5001 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics

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Student Name

Capella University

MHA-FPX5001 Foundations of Master’s Studies in Healthcare Administration

Prof. Name

Date

Self-Assessment of Leadership, Collaboration, and Ethics

Leadership involves setting a strong example, inspiring others toward a unified vision, and fostering a sense of shared purpose. It also includes motivating team members to take calculated risks, promoting collaboration, recognizing contributions, and supporting growth (Rubino et al., 2018). This paper presents a reflective assessment of leadership, teamwork, and ethical decision-making in professional healthcare practice. The first section discusses a leadership experience and the strategies employed to enhance collaboration and motivation. The second section analyzes an ethical dilemma encountered in the clinical setting and the professional response applied to resolve it.

Leadership and Collaboration Experience

In my professional role within a hospital setting, I have earned respect as a leader by demonstrating competence, diligence, and consistent commitment to achieving tangible outcomes. My leadership approach is adaptive and tailored to the specific demands of each project. While I value structure and accountability, I also deeply respect and empower my team members, understanding that organizational success is a collective effort.

Prior to my tenure in the dermatology department, the hospital faced a critical issue — the lack of an established system to monitor and track biopsy samples sent to the laboratory. This inefficiency risked overlooking melanoma cases, posing serious health threats to patients. Recognizing the urgency, I initiated a project to redesign the workflow using servant leadership principles.

Servant leadership, as defined by Eva et al. (2019), emphasizes prioritizing the needs of others, fostering relationships, and promoting ethical, emotional, and spiritual engagement. By applying this model, I cultivated trust among both new and experienced staff members, reducing turnover and enhancing morale. This approach enabled every team member to feel appreciated, respected, and capable — essential ingredients for building a cohesive and reliable workforce.

Strategies Used for Leadership and Collaboration

To accomplish the project’s goals, I first evaluated individual skill levels, provided structured training, and encouraged open communication. I then implemented a dual checks-and-balances system between the dermatology clinic and the laboratory to ensure proper specimen tracking and accountability.

Strategy	Purpose	Outcome
Servant Leadership	Build trust and mutual respect among team members	Increased morale and reduced staff turnover
Training & Skill Development	Ensure staff competency in new protocols	Improved accuracy in specimen tracking
Data Analysis	Identify deficiencies and monitor progress	Enhanced process transparency
Feedback Mechanism	Encourage staff input and ownership	Strengthened team engagement

Through these initiatives, staff members felt motivated and valued, which significantly contributed to the project’s success and overall workflow efficiency.

Decision-Making Styles

In guiding the team, I relied primarily on behavioral and analytical decision-making styles. The behavioral approach allowed me to strengthen relationships and foster respect among staff, while the analytical method enabled data-driven evaluation of system gaps (Azeska et al., 2017). The combination of these styles ensured a balance between empathy and logic.

However, reflecting on the experience, I recognize that a more authoritative decision-making style in certain phases could have accelerated project completion. Developing confidence to assert authority while maintaining empathy is an area for my continued leadership growth.

Future leaders must be able to inspire others while translating their vision into actionable results (Rowe et al., 1989). My experience highlights the importance of adaptability, data-informed strategies, and consistent communication in achieving collective success.

Ethics Experience

Early in my nursing career in women’s health, I encountered a challenging ethical dilemma involving patient confidentiality and moral conflict. A young woman in her early twenties sought pregnancy termination and disclosed that she was born HIV positive, a fact unknown to her partner. She requested confidentiality regarding her health status.

Although I personally felt it was morally wrong to withhold such significant information from her partner, my ethical duty was to maintain patient confidentiality, as mandated by professional standards (Issues in Ethics: Confidentiality, n.d.). Since the patient’s HIV status was not diagnosed through our facility, legal and ethical guidelines required me to preserve her privacy.

Ethical Principles and Professional Conduct

In this scenario, I applied the Nursing Code of Ethics, particularly the principle of “first, do no harm” (What Is the Nursing Code of Ethics?, n.d.). Additionally, I adhered to the Code of Integrity (n.d.), which emphasizes treating all patients with dignity, fairness, and respect. Massachusetts state law does not criminalize HIV transmission or exposure (Massachusetts, 2023), reaffirming the necessity of confidentiality.

As a Clinical Coordinator, my responsibility was to ensure patient-centered care grounded in ethical judgment. I applied both the Beauchamp and Childress Four Principles Framework and the LEADS Framework to guide my decision-making.

Ethical Framework	Core Principles	Application to Case
Beauchamp & Childress	Autonomy, Beneficence, Non-maleficence, Justice	Respected patient autonomy and upheld confidentiality
LEADS	Lead Self, Engage Others, Achieve Results, Develop Coalitions	Led ethically, engaged team in ethical reflection, ensured patient safety

By incorporating these models, I balanced my moral discomfort with ethical responsibility, ensuring the patient’s rights and confidentiality were fully protected while upholding professional integrity.

Conclusion

Effective leadership requires a deep understanding of organizational goals, leadership styles, communication strategies, and ethical principles. Strong leaders recognize when to adapt their approach to meet team and situational needs. Through servant leadership and evidence-based decision-making, I fostered trust, collaboration, and efficiency in my team.

Ethically, maintaining confidentiality while managing moral tension reinforced my professional commitment to integrity and patient respect. By applying frameworks like LEADS and Beauchamp & Childress, I was able to navigate ethical challenges with confidence and accountability. Ultimately, true leadership lies in harmonizing moral responsibility, empathy, and strategic vision to create meaningful impact within healthcare systems.

References

American College of Healthcare Executives. (n.d.). ACHE code of ethics. https://www.ache.org/about-ache/our-story/our-commitments/ethics/ache-code-of-ethics

Azeska, A., Starc, J., & Kevereski, L. (2017). Styles of decision making and management and dimensions of personality of school principals. International Journal of Cognitive Research in Science, Engineering and Education, 5(2), 47–56. https://doi.org/10.5937/IJCRSEE1702047A

Code of Integrity. (n.d.). U.S. Department of Veterans Affairs. https://www.va.gov/VHAoversight/docs/VHA-code-of-integrity.pdf

Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111–132. https://doi.org/10.1016/j.leaqua.2018.07.004

Issues in Ethics: Confidentiality. (n.d.). American Speech-Language-Hearing Association. https://www.asha.org/practice/ethics/confidentiality/

Levitt, D. (2014). Ethical decision-making in a caring environment: The four principles and LEADS. Healthcare Management Forum, 27(2), 105–107. https://doi.org/10.1016/j.hcmf.2014.03.013

Massachusetts. (2023). HIV criminalization laws. Retrieved from https://www.mass.gov

Rowe, A., Mason, O., Dickel, K., & Snyder, N. (1989). Strategic management: A methodological approach. Addison-Wesley Publishing Company.

Rubino, L. G., Esparza, S. J., & Chassiakos, Y. (2018). New leadership for today’s health care professionals (2nd ed.). Jones & Bartlett Learning.

What Is the Nursing Code of Ethics? (n.d.). Nurse.org. https://nurse.org/education/nursing-code-of-ethics/