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Create a 6-8 slide presentation (with detailed speaker’s notes) on how you would select, foster collaboration among, and educate a team dedicated to solving a diversity issue.Introduction

Assessments 2 and 3 are based on the same scenario, so you must complete them in the order in which they are presented.Finding, organizing, and motivating teams is a key leadership skill as is the ability to communicate and present information.Overview

Review the

Guidelines for Effective PowerPoint Presentations [PPTX]

for guidelines and hints for an effective presentation.


Using Kaltura

if you are using this courseroom tool to record your presentation.

Use the

PowerPoint Template [PPTX]

to complete this assessment.


Imagine that your boss Lynnette follows up with you in an email shortly after reading your views on leadership and collaboration:Hi,Thanks for sending me your thoughts last week on the diversity issue at the clinic. Your next step is to select a team of professionals who can help you in this project and prepare an introduction of the project for a first meeting with them.I want you to prepare a presentation to serve as a brief but substantive introduction for the first meeting with a group of 4–5 members who will participate on the committee tasked with addressing the diversity issue. Once I review more information about the proposed team I can help you with the recruitment. The presentation should be 5–7 minutes and use 6–8 slides with detailed speaker’s notes so I can understand your approach. Not a lot of time or space, so keep things pretty high level. Do the following:

Briefly outline the project goals and highlight 2–3 of the initial priorities to be addressed by the group. Also, explain why they are important.

Explain the composition of the team and why you chose them. Note that you will not know the exact individuals yet, but assume we will recruit the people with the desired qualities and characteristics you outline in the presentation. Consider the following:

Include a group of professionals you believe can help define the problem and ultimately make recommendations on how to address it.

Make sure each member is either trained in, sensitive to, or has experience with the concept of workplace diversity.

Give some thought to having some members from outside the organization.

Provide member profiles: their diversity, qualifications, experience, internal versus external, and so forth.

Explain your role and describe how the committee will work together and achieve effective interprofessional collaboration.

Describe how the group will communicate. How and when they will meet.

Describe how ideas will be shared and decisions made.

Describe roles, group function, and structure.

Describe the basic characteristics of a diverse workplace.

Provide a convincing argument regarding the benefits of a diverse workforce using support from current research.



For this assessment:

Create a 6–8 slide PowerPoint presentation in response to the content defined in the above scenario.

Create an audio recording (5–7 minutes) of the PowerPoint presentation using Kaltura or similar software.

Note: If you require the use of assistive technology or alternative communication methods to participate in this activity, please contact


to request accommodations.Presentation Guidelines

Your assessment should also meet the following requirements:

Length: 6–8 PowerPoint slides (not including title slide) that would accompany a 5–7 minute oral presentation.

Notes: Prepare detailed speaker’s notes describing items on each slide so that the viewer can accurately interpret the deeper meanings and intentions that would have been conveyed orally. Support your claims, arguments, and conclusions with credible evidence from 2–3 current, scholarly or professional sources.

Visuals: Create visuals that are easily read and interpreted. Use colors, fonts, and formatting and other design principles that make the information clear and generally add to the aesthetic of the presentation.

Please refer to the scoring guide for details on how your assessment will be evaluated.Example Assessment: You may use the following to give you an idea of what a Proficient or higher rating on the scoring guide would look like:

Assessment 3 Example [PPTX]


Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:

Competency 1: Apply qualities, skills, and practices used by effective health care leaders.

Outline goals and initial priorities that reasonably reflect the project.

Competency 2: Apply practices that facilitate effective interprofessional collaboration.

Outline a plan that effectively fosters interprofessional group collaboration.

Competency 3: Apply ethical codes and diversity best practices in health care organizations.

Define the composition of a team with characteristics that could effectively address a diversity issue.

Describe the basic characteristics of a diverse and inclusive workplace.

Explain the benefits of promoting and supporting diversity within an organization using scholarly resources.

Competency 4: Produce clear, coherent, and professional written work, in accordance with Capella writing standards.

Diversity Project Kickoff Presentation
Learner’s Name
Capella University
Collaboration, Communication, and Case Analysis for Master’s
Diversity Project Kickoff Presentation
July, 2022
Presentation Outline
• Need for a Diversity Project
• Objectives of the Diversity Project
• Composition of the Workforce Diversity Steering Committee
• Role of the Committee
• Developing Interprofessional Collaboration
• Characteristics of a Diverse and Inclusive Workplace
• Benefits of a Diverse and Inclusive Workplace: Examples From the Field
Need for a Diversity Project
• Diversity is a sign of cultural respect
• Diverse medical centers promote access to high-quality health care for minority
• Diverse workforce puts patients at ease (Edmund et al., 2015)
• Diversity projects will set a course to ensure compliance with workplace
diversity laws
Objectives of the Diversity Project
• Creating a Workforce Diversity Steering Committee
• Sensitizing members of the committee to the requirements of workplace diversity
• Establishing processes for encouraging interprofessional collaboration
Composition of the Workforce Diversity Steering
Decision-making wing
Executive wing
• Leadership (CEO, CFO, COO, et cetera)
• Heads of departments
• Chief of Medicines
• Chief of Surgeons
• Chief of Residents
• Head of Nursing Staff
• Doctors
• Nurses
• Administrative staff
Role of the Committee
• Representation during recruitment
• Training and sensitization on the requirements of a diverse organization
• Constant communication with hospital staff
• Identification and addressal of disparities due to lack of diversity
• Clear communication of organizational goals
• Adherence to standards set by CLAS (Edmund et al., 2015)
Developing Interprofessional Collaboration
• Setting common goals
• Establishing communication structures
• Conducing team-building exercises
• Rewarding efforts (Morley & Cashell, 2017)
Characteristics of a Diverse and Inclusive
• Representation of a diverse population
• Clearly communicated objectives
• Interprofessional collaboration
• Promotion of continuous learning (Morley & Cashell, 2017)
Benefits of a Diverse and Inclusive Workplace:
Examples from the Field
• Main Line Health
• Robert Wood Johnson University Hospital (Health Research & Educational
Trust, 2015)
Edmund, M., Bezold, C., Fulwood, C. C., Johnson, B., & Tetteh, H. (2015). The future of
diversity and inclusion in health services and policy research: A report on the
academyhealth workforce diversity 2025 roundtable. AcademyHealth.
Health Research & Educational Trust. (2015, July). Diversity in health care: Examples
from the field. https://aha.org/system/files/2018-01/eoc_case_studies.pdf
Morley, L., & Cashell, A. (2017). Collaboration in health care. Journal of Medical
Imaging and Radiation Sciences, 48(2), 207–216.
Diversity Project Kickoff
[Slide Title]
[Slide Title]
[Slide Title]
[Slide Title]
[Slide Title]
[Slide Title]
[Slide Title]
Guidelines for Effective
PowerPoint Presentations
One concern about visual presentations is that the technology
used to create them can be used in such a way that it actually
detracts from the message rather than enhances it. To help
you consider carefully how your message is presented so that
it reflects care, quality, and professionalism, consider the
information provided in the remaining slides.
NOTE: This presentation serves as an example in itself, by
utilizing all of the guidelines mentioned.
The following topics will be covered:
â–ª Writing
â–ª Bullets
â–ª Organization
â–ª Tables
â–ª Audience
â–ª Font
â–ª Design
â–ª Speaker Notes
â–ª Images
â–ª Present ideas succinctly with lean prose.
â–ª Use short sentences.
â–ª Use active, rather than passive voice.
â–ª Avoid negative statements, if possible.
â–ª Avoid double negative entirely.
â–ª Check spelling and grammar.
â–ª Use consistent capitalization rules.
â–ª Develop a clear, strategic introduction to provide context
for the presentation.
â–ª Develop an agenda or outline slide to provide a roadmap
for the presentation.
â–ª Group relevant pieces of information together.
â–ª Integrate legends and keys with charts and tables.
â–ª Organize slides in logical order.
â–ª Present one concept or idea per slide.
â–ª Use only one conclusion slide to recap main ideas.
â–ª Present information at language level of intended audience.
â–ª Do not use jargon or field-specific language.
▪ Follow the 70% rule—If it does not apply to 70% of your
audience, present it to individuals at a different time.
â–ª Use a consistent design throughout the presentation.
â–ª Keep layout and other features consistent.
â–ª Use the master slide design feature to ensure consistency.
â–ª Use consistent horizontal and vertical alignment of slide
elements throughout the presentation.
â–ª Leave ample space around images and text.
â–ª When applicable, enhance text-only slide content by
developing relevant images for your presentation.
â–ª Do not use gratuitous graphics on each slide.
â–ª Use animations only when needed to enhance meaning. If
selected, use them sparingly and consistently.
â–ª Use bullets unless showing rank or sequence of items.
â–ª If possible, use no more than five bullet points and eight
lines of text total per slide.
â–ª Use simple tables to show numbers, with no more than 4
rows x 4 columns.
â–ª Reserve more detailed tables for a written summary.
â–ª Keep font size at 24 point or above for slide titles.
â–ª Keep font size at 18 or above for headings and explanatory
â–ª Use sans serif fonts such as Arial or Verdana.
â–ª Use ample contrast between backgrounds and text.
Speaker Notes
â–ª Summarize key information.
â–ª Provide explanation.
â–ª Discuss application and implication to the field, discipline or
work setting.
â–ª Document the narration you would use with each slide.
Leadership and Group Collaboration
[Learner’s Name]
Capella University
Collaboration, Communication and Case Analysis for Master’s Learners
Leadership and Group Collaboration
July, 2022
July 11, 2022
Lakeland Medical Clinic
It’s a pleasure to meet you Lynette! I just wanted to quickly let you know how much I’m
looking forward to working with you. I’m delighted that I’m someone whom you think is a qualified
person for this project. Starting off, I do believe that we have the chance to fix this problem
together, as long as we have good communication and harmony in our plans. I concur, that
successful health care leadership is a crucial element in an organization. This project isn’t just an
opportunity for me to enhance my capabilities but also to enhance my communication with other
people and to be able to share my knowledge with them.
I gather from your email that the staff’s lack of cultural competency is the main problem
we need to address. One of the boundaries we must remove is the need to foster excellent
relationships between people. We must comprehend their culture in order to be able to achieve
that, just as they will benefit from learning about ours. A culture is a potent weapon that influences
numerous facets of human existence. It has a significant impact on interpersonal connections
(Pappas, 2021).
According to anthropologist Cristina De Rossi, “culture includes religion, food, what we
eat, how we eat it, our language, marriage, music, what we believe is right or wrong, how we sit
at the table, how we greet visitors, how we act around our loved ones, and a million other things.”.
Cultural studies in organizations demonstrated that although cultural and social systems may go
hand in hand, they are frequently far from being integrated or harmonized. In this contribution,
cultural and social orders are regarded as two different and distinct realms, although being
intimately intertwined. These systems can develop at separate rates or in parallel and congruent
directions, which would be harmonious (Vallaster, 2005).
According to Neil Maniar, PhD, “In healthcare and public health you need people who
can help increase awareness of specific concepts and champion creative ideas while inspiring
others to be a part of the process.”. It’s important to look beyond your accomplishments if you
want to be a great leader. By demonstrating talents and traits that could benefit them and inspire
others, excellent leaders make a difference for their entire organization.
True leaders in healthcare do not think of themselves as better than others. Rather, they
understand how their organization functions and respect the opinions of all members. By having
an open discussion with their team members and asking for their feedback, leaders show their team
members that they are respectful of them and understand their limitations.In addition to being
methodical and thoughtful, great leaders are also willing to venture outside of their comfort zones
and attempt new things, whether it be a new procedure, concept, or strategy. A vital aspect of
healthcare and public health is teaching others, and excellent leadership is characterized by this
Healthcare leaders need to be visionaries who can see the big picture and set challenging
goals if they are to successfully influence and manage a team. Even when they are concurrently
tugged in numerous ways, leaders guide their team to progress on their patient and company goals
by staying focused on their vision. They serve as role models for the culture of the organization
and impart their knowledge and experience to their colleagues. Along with giving personal counsel
to their staff, mentors can have an impact on a student’s professional growth in the healthcare
sector. Healthcare leaders make an effort to communicate with their mentees, providing them with
support, pointing them in the direction of resources, and helping them to define their career goals.
If I were to pick one person to take the lead and develop a better resolution for this
problem, I would pick Humana, Inc.’s Senior Vice President and Chief Health Equity Officer, a
company that provides digital healthcare. Professor Olayiwola, Chair of the Department of Family
and Community Medicine at the Ohio State University College of Medicine, was also the Founding
Director of the Center for Primary Care Innovation and Transformation and Co-Chair of the OSU
Wexner Medical Center’s Anti-Racism Action Plan (Adams, 2021). For more than 20 years, Dr.
Olayiwola has committed a significant portion of her career to leveraging technology to enhance
access to care for underprivileged populations as well as healthcare reform. She brings a health
equality lens to all aspects of the business. Her work has also aided in the transformation of
healthcare systems in countries including Australia, Nigeria, and the United Arab Emirates.
In terms of education, racial equity, systemic change, cultural transformation, policy
reform, and she had a strong dedication to health fairness, and her program had noticeable results.
The comprehensive anti-racism action plan (ARAP) is being actively used by hundreds of
physicians, clinicians, staff members, and leaders across the nation’s health systems. She is excited
to work with Humana to improve health inequities and build on the organization’s already solid
population health foundation by using a health equity lens to all of the company’s business lines,
products, and services.
Her support for the idea that everyone, regardless of color or ethnicity, religion, sexual
orientation, or gender. An excellent place to start with this initiative would be to state that
regardless of one’s ability, or any other component of their identity, every single person has the
right to complete health, access to high-quality healthcare, and the opportunity to be their absolute
best selves. It could give enough support for us to be able to communicate with the people of the
neighborhood. Thus, implementing a strategy for us to be able to understand them, by sharing our
experiences and thoughts, offers opportunities for innovation.
Steps to Address the Diversity Issue
When directing the Lakeland Medical Clinic project, I would like to first ensure that there
would be cooperation between the two. Not just by the staff but also with the people of the
neighborhood. Cross-cultural communication can also be improved by assembling teams of
medical specialists who reflect the diversity of the patient groups served. Teams with a range of
cultural backgrounds can exchange knowledge more readily. They are more likely to show
empathy for the patients’ specific cultural demands as a result (public health, 2021).
Self-evaluation is a constant component of cultural humility. Healthcare practitioners can
increase their awareness of hidden biases and promote an approach to patients that is open and
curious about each new patient by investigating and reflecting on their own beliefs and habits. It
also accepts the possibility of inadvertent, unconscious biases against cultures different than one’s
own, even in those who have worked to increase their cultural awareness (Hands, 2017).
Open and efficient communication is a crucial component of teamwork. This promotes
trust and earn respect. To avoid conflicts of interest, team members’ roles and obligations must be
understood by all. Another strategy would be to assign tasks depending on each team member’s
skills and shortcomings after conducting an internal assessment. Everyone should have a say on
what they want, need, concerns, and remarks.
People are increasingly recognized for their contributions to the workforce despite
disparities in the era we live in. Age, culture, gender, difficulties with the mind or emotions, sexual
orientation, and upbringing in society. As we acknowledge, respect, and value variety, the list
keeps going.Some contend that diversity should be the norm and that differences are therefore
inconsequential and need not be brought up. This is true, but the truth is that we are all only human,
and embracing diversity promotes peace. A well-functioning team should be built on the principles
of respect, tolerance, and compassion (Shaw, 2016).
In this email, I have shared my ideas and thoughts of how we can build a strong
relationship with the residents. With these steps to address diversity, we’re able to communicate
with them and assess where we could provide something for them. By putting these tactics into
practice, the organization’s multiculturalism and workplace diversity will surely improve in no
time. As we develop our levels of cultural competence, we begin to have a greater appreciation of
others journeys (Tervalon, M. 1998).
Adams, Helen. “Top 10 Influential Healthcare Leaders 2021.” November 28, 2021.
accessed July 11th, 2021: https://healthcare-digital.com/medical-devices-and-pharma/top10-influential-healthcare-leaders-2021
Tilly Hands, “10 Ways to Overcome the Diversity Challenge,” October 16, 2017, accessed on
July 11, 2022 http://blog.lafosse.com/2017/10/10-ways-to-overcome-the-diversitychallenge
What Is Culture? by Stephanie Pappas, December 15, 2021, accessed July 11, 2022
PublicHealth, “How To Enhance Cultural Competence in Health Care,” March 1, 2021.
the 11th of July, 2022 http://publichealth.tulane.edu/blog/cultural-competence-in-healthcare
Fierce Healthcare’s 2021 Most Influential Minority Executives in Healthcare,” Reed, Tina (2021,
April 19). Accessed on July 11, 2022 at: https://www.fiercehealthcare.com/specialreport/fierce-healthcare-s-2021-most-influential-minority-executives-healthcare
7 Ways To Handle Diversity by Lynda Shaw, accessed July 11, 2022
“Cultural Humility VS Cultural Competence,” by M. Tervalon (1998), accessed July 11,
2022 The relevance of cultural competence is discussed at
https://www.ottawa.edu/online-and-evening/blog/august-2020/ :text=Cultural
competency supports the acknowledgment of a wide diversity of backgrounds.
Vallaster, Christine (2005) “Cultural Diversity and Its Impact on Social Interactive Processes”
Accessed on July 11, 2022

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