Assessment 1 Response Letter

Dear Lynnette,

Hello Lynnette? Thank you for trusting me with the proposed project. I will dedicate my time and effort to finding the appropriate solution to current issues at Lakeland Clinic. According to your email, the overall patient turnout at the clinic has significantly reduced due to diversity issues. Patients need to feel comfortable at the clinic and this can only be enhanced through improved relationships between the medical staff and the patients themselves. Effective physician and patient relationships can lead to better health outcomes and increased patient satisfaction (Chipidza et al., 2015). Therefore, to eliminate any diversity concerns, medical personnel need to actively engage patients not only in the hospital but also outside of the office.

A leader I would choose to lead a project like this would be Dr. Ala Stanford, medical director and a pediatric surgeon at Jefferson Abington Hospital. In her career, Dr. Ala Stanford has stepped up on several occasions from delivering health care without walls during mission trips to various countries to arranging how other people receive optimal care. She has established a special practice known as R.E.A.L Concierge Medicine that deals with various health care issues including educating patients on their health care conditions (Muse, 2020). Besides that, she is the founder of the Black Doctors COVID-19 Consortium. During the COVID-19 pandemic, Dr. Ala Stanford launched the program to facilitate free coronavirus testing among Black Philadelphians (Feldman, 2020). Dr. Ala Stanford explains that during the pandemic many African Americans in Philadelphia were dying from the disease due to the inability to access hospitals and get tested. She took initiative and bought testing supplies and formed a team of volunteers to assist her in administering coronavirus tests. She offered the services to anyone who required them regardless of ethnicity. Dr. Ala Stanford’s efforts were groundbreaking in her community and she managed to conduct over 20,000 tests before government funding was initiated.

Dr. Ala Stanford is my role model and her focus to improve the lives of other people aligns with my leadership objectives. One of the characteristics that make Dr. Ala Stanford successful is taking initiative regardless of the risks. My leadership skills include problem-solving, dependability, and decisiveness. In one way or another, Dr. Stanford’s characteristics match with my leaderships skills. By taking initiative to protect her community, Dr. Stanford demonstrates her problem-solving and decisiveness skills. A good leader needs to provide solutions when problems arise and at the same time, be able to make decisions faster to move projects along. Dr. Stanford’s approach to solving problems is ideal for my project since it provides me with ways to establish meaningful relationships at Lakeland Clinic, minimizing the gap between the medical staff and the area residents.

Steps to Address the Diversity Issue

For the proposed project, I will implement a coach leadership style at Lakeland Clinic to appropriately address the issue of diversity. A coaching-based leadership style allows leaders to identify and cultivate each employee’s strengths (Karlsen & Berg, 2020). A leader using this leadership style goes a step further to identify the root causes of an existing issue and formulate strategies to overcome the problem. I will also use some elements of democratic leadership to include the input of all medical staff. In doing so, I will understand why it has been challenging for the staff to develop a trusting relationship with the residents of Lakeland.

The first approach to address the diversity issue would be to establish a culture that is willing to accommodate change. Organizational change is vital since it provides an organization with the opportunity to implement new strategies that can drive growth and success (Jalagat, 2016). More importantly, the organizational change allows employees to understand their environment better including the people they serve. Lakeland Clinic is not able to operate to its full capacity since the residents are unwilling to visit the clinic. Therefore, to increase the patient volume, the clinic needs to restructure its process and be ready to execute change. However, for successful organizational change, all medical personnel have to collaborate and work together to understand the cultural values and norms of the community they serve.

The second approach would be to improve employee engagement at Lakeland Clinic. Budrienė and Diskienė (2020) state that employee engagement allows employees to go the extra mile to understand various elements that impact the people they serve. The residents of Lakeland feel that the medical staff at the clinic do not understand their culture and norms, hence, reduced patient turnout. Through increased employee engagement, the medical staff can interact with the patients and in turn, understand their cultural practices.

Another approach I would use to address the issue is the implementation of training programs within the organization. Training programs will provide allow provide the leadership team at the clinic with the chance to internalize the strengths and shortcomings of the medical personnel. Those employees that lack interpersonal skills can undergo more training while those with the skills can be effectively motivated to promote diversity and inclusion within the organization. Also, training will provide the medical staff with the opportunity to familiarize themselves with Haitian cultural practices.


There are several ways I would facilitate collaboration at Lakeland Clinic to increase team effectiveness. First, I would ensure all the personnel understands the mission of Lakeland Medical Clinic. The current mission is to ensure residents can access optimal healthcare without having to visit the main hospital. By understanding this mission, the medical personnel can work together to achieve one common goal. Secondly, I would highlight each employee’s strengths. A successful team thrives when all team members understand their set of skills (Haas & Mortensen, 2016). They may not have the same strengths but a combination of individual strengths will result in a collaborative team. Lastly, to facilitate collaboration and increase team effectiveness, I would establish a community working environment. An environment where every personnel’s opinion matters. In doing so, these employees will more likely be involved in the organization’s activities. Therefore, in the context of this project, I believe if the mentioned approaches are successfully implemented, Lakeland Medical Clinic will no longer experience diversity issues and low patient turnout.












Budrienė, D., & Diskienė, D. (2020). Employee engagement: types, levels and relationship with practice of HRM. Malaysian e commerce journal4(2), 42-47. doi:10.26480/mecj.02.2020.42.47

Chipidza, F. E., Wallwork, R. S., & Stern, T. A. (2015). Impact of the doctor-patient relationship. The primary care companion for CNS disorders17(5). doi: 10.4088/PCC.15f01840

Feldman, N. (2020). The black doctors working to make coronavirus testing more equitable. NPR.

Haas, M., & Mortensen, M. (2016). The secrets of great teamwork. Harvard business review94(6), 70-76.

Jalagat, R. (2016). The impact of change and change management in achieving corporate goals and objectives: Organizational perspective. International Journal of Science and Research5(11), 1233-1239.

Karlsen, J. T., & Berg, M. E. (2020). Coaching leadership style: a learning process. International Journal of Knowledge and Learning13(4), 356-368. doi:10.1504/IJKL.2020.10033158

Muse, Q. (2020). How Ala Stanford became a champion for the health of Black Philadelphians amid covid. Philadelphia Magazine.

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