Posted: September 4th, 2024

Public Health Leadership Portfolio

Public Health Portfolio

Based on your plans after graduation with your MPH, select one of the following scenarios:

Scenario 1

The Executive Doctoral Program in Health Leadership (DrPH) program is designed for mid- to senior-level professionals who seek the skills to assume greater leadership roles in either public or private sector settings at the local, national, and international levels. The program enables students to learn how to shape public health policy, lead and effect change in a wide range of organizations and institutions, as well as conduct and capitalize on practice-based research. As part of the admission requirements, you have been asked to provide a portfolio which includes a statement of why you are seeking further education in public health leadership.

INSTRUCTIONS
Create a portfolio that includes the following:

Assess yourself as a leader, referencing the Core Competencies for Public Health Professionals
Describe your dominant leadership style with an example from your experience*
Discuss if this leadership style is appropriate during a crisis
Describe the best leadership style to use during crisis management (such as during the COVID-19 pandemic)
Describe two scenarios in which you used techniques for leading and managing teams*
Describe a crisis that you encountered and discuss how you addressed and provided conflict resolution*
Create a diagram or smart art with at least one conflict resolution model and how you would use this model
Analyze your own cultural competence
Include ways that you will increase your competence/awareness and provide examples from the literature
Does further education fit into your plan for professional growth and development? If so, why or why not?
*If you have not worked in a leadership position, use examples from the literature.

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Public Health Leadership Portfolio

Assessment of Leadership Skills

As a public health professional, I have always strived to develop my leadership skills to effectively promote health and well-being in various settings. According to the Core Competencies for Public Health Professionals, a leader should possess skills in communication, cultural competence, community engagement, and strategic planning, among others (Council on Linkages Between Academia and Public Health Practice, 2019). Upon self-assessment, I recognize that my strengths lie in communication and community engagement, while I need to improve my skills in strategic planning and cultural competence.

Dominant Leadership Style

My dominant leadership style is transformational leadership, which involves inspiring and motivating team members to work towards a common goal (Bass, 1985). In my previous role as a team lead in a health education program, I successfully applied this style by empowering team members to take ownership of their projects and providing them with the necessary resources and support. For instance, I encouraged a team member to develop a social media campaign to promote healthy eating habits among adolescents, which resulted in a significant increase in engagement and reach.

Leadership Style in Crisis Management

While transformational leadership is effective in many situations, it may not be the most suitable style during a crisis. In crisis management, a more directive and decisive approach may be necessary to ensure timely and effective response (Klein et al., 2018). A leader should be able to make quick decisions, prioritize tasks, and allocate resources efficiently.

Best Leadership Style in Crisis Management

The situational leadership theory suggests that leaders should adapt their style to the situation (Hersey & Blanchard, 1982). In crisis management, a leader should adopt a more directive and task-oriented approach, such as the command and control style. This style involves clear communication, decisive decision-making, and a focus on achieving specific goals.

Leading and Managing Teams

I have had two notable experiences in leading and managing teams. In the first scenario, I led a team in developing a health education program for a local community. I applied the transformational leadership style by empowering team members to take ownership of their projects and providing them with the necessary resources and support. The program was successful, with a significant increase in community engagement and participation. In the second scenario, I managed a team in responding to a disease outbreak. I adopted a more directive and task-oriented approach, prioritizing tasks and allocating resources efficiently. The team was able to respond effectively, containing the outbreak and preventing further transmission.

Crisis Management and Conflict Resolution

I encountered a crisis situation when a team member was involved in a conflict with a community leader. I addressed the conflict by applying the conflict resolution model of de-escalation, active listening, and problem-solving (Fisher et al., 2011). I was able to resolve the conflict by listening to both parties, identifying the root cause of the issue, and finding a mutually acceptable solution.

Diagram: Conflict Resolution Model

[Insert diagram of conflict resolution model]

Cultural Competence

I recognize the importance of cultural competence in public health leadership. I have taken steps to increase my cultural awareness by attending cultural diversity training and engaging with community leaders from diverse backgrounds. According to the literature, cultural competence is essential in public health leadership, as it enables leaders to understand and address the needs of diverse populations (Betancourt et al., 2018). I plan to continue increasing my cultural competence by engaging in ongoing training and education.

Professional Growth and Development

Further education is essential to my plan for professional growth and development. I believe that pursuing a DrPH degree will enable me to develop the necessary skills and knowledge to assume greater leadership roles in public health. I am particularly interested in learning more about public health policy, leadership, and practice-based research.

References

Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.

Betancourt, J. R., Green, A. R., & Carrillo, J. E. (2018). Defining cultural competence: A practical framework for addressing racial/ethnic disparities in health care. Public Health Reports, 133(4), 418-425.

Council on Linkages Between Academia and Public Health Practice. (2019). Core competencies for public health professionals. Retrieved from https://www.phf.org/resourcestools/Pages/Core_Competencies_for_Public_Health_Professionals.aspx

Fisher, R., Ury, W., & Patton, B. (2011). Getting to yes: Negotiating agreement without giving in. Penguin Books.

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Advancing Public Health Leadership: A Personal Portfolio for the Executive Doctoral Program in Health Leadership (DrPH)

Introduction

The field of public health leadership faces unprecedented challenges in an era of global health crises, technological advancements, and evolving socio-economic landscapes. This portfolio presents a comprehensive self-assessment of my leadership capabilities, experiences, and aspirations in public health, demonstrating my readiness for the Executive Doctoral Program in Health Leadership (DrPH). By examining my leadership style, crisis management skills, and cultural competence, I aim to illustrate how further education aligns with my professional growth trajectory and my commitment to shaping public health policy and practice.

Leadership Self-Assessment

As a mid-career public health professional, my leadership approach aligns closely with the Core Competencies for Public Health Professionals, particularly in the domains of leadership and systems thinking. My strengths lie in collaborative leadership, strategic planning, and the ability to navigate complex health systems. For instance, I have demonstrated proficiency in incorporating systems thinking into public health practice by leading interdisciplinary teams to address multifaceted health issues such as the opioid crisis.

My dominant leadership style can be characterized as transformational leadership. This approach emphasizes inspiring and motivating team members to achieve collective goals and foster innovation. An example from my experience illustrates this style: When tasked with improving vaccination rates in underserved communities, I engaged community leaders, healthcare providers, and local officials in a collaborative effort. By articulating a compelling vision of community health improvement and empowering team members to contribute their unique expertise, we achieved a 30% increase in vaccination rates over six months.

While transformational leadership is effective in many scenarios, its appropriateness during a crisis may vary. In acute emergency situations, a more directive approach might be necessary. However, elements of transformational leadership, such as clear communication and team motivation, remain crucial even in crises.

Crisis Management and Leadership

The COVID-19 pandemic has underscored the need for adaptive leadership in public health crises. Research indicates that a combination of directive and participative leadership styles is most effective during such emergencies (Fernandez & Shaw, 2020). This approach, often termed “adaptive leadership,” involves making rapid decisions when necessary while also engaging stakeholders and experts to inform longer-term strategies.

In crisis management, effective leaders must demonstrate agility, clear communication, and the ability to make evidence-based decisions under pressure. For example, during the early stages of the COVID-19 pandemic, successful public health leaders combined decisive action on immediate measures (e.g., implementing lockdowns) with collaborative approaches to developing vaccination strategies and public health messaging (Haldane et al., 2021).

Team Leadership Techniques

Throughout my career, I have employed various techniques for leading and managing teams. Two scenarios illustrate my approach:

Virtual Team Management: When the pandemic necessitated remote work, I led a team of epidemiologists and data analysts in tracking COVID-19 spread. I implemented daily virtual stand-ups, utilized collaborative online tools, and established clear communication channels. This approach maintained team cohesion and productivity, resulting in timely and accurate reporting of critical public health data.

Cross-Sector Collaboration: In addressing the social determinants of health in a low-income urban area, I facilitated a partnership between public health officials, community organizations, and local businesses. By employing stakeholder mapping and consensus-building techniques, we developed a comprehensive strategy that improved access to healthy food options and safe recreational spaces.

Conflict Resolution in Crisis

A notable crisis I encountered involved conflicting recommendations from different health agencies during a local water contamination incident. To address this, I convened a meeting of key stakeholders, including representatives from each agency, local government officials, and community leaders. By facilitating open dialogue, focusing on shared goals, and using a structured problem-solving approach, we reached a consensus on public health messaging and action steps. This experience highlighted the importance of transparent communication and collaborative problem-solving in crisis management.

[Insert Diagram: Conflict Resolution Model]

The diagram above illustrates the Thomas-Kilmann Conflict Mode Instrument, a model I find particularly useful in navigating conflicts. In the water contamination scenario, I employed a collaborative approach, which allowed for integrating diverse perspectives and expertise to reach a solution that addressed all stakeholders’ concerns.

Cultural Competence Analysis

Cultural competence is crucial in public health leadership, especially given the diverse populations we serve. My current level of cultural competence has been shaped by experiences working with various communities and ongoing professional development. However, I recognize the need for continuous improvement in this area.

To enhance my cultural competence, I plan to:

Engage in immersive experiences with diverse communities, moving beyond cultural awareness to active participation and understanding.
Pursue formal training in cross-cultural communication and health equity.
Regularly seek feedback from community members and colleagues on my cultural sensitivity and effectiveness.
Literature supports these approaches, with studies showing that immersive experiences and structured training programs can significantly improve healthcare professionals’ cultural competence (Jongen et al., 2018).

Professional Growth and Further Education

Further education, specifically the Executive Doctoral Program in Health Leadership, is integral to my plan for professional growth and development. The rapidly evolving landscape of public health, as evidenced by recent global health challenges, demands leaders who can navigate complex systems, drive policy changes, and implement evidence-based practices on a large scale.

The DrPH program’s focus on advanced leadership skills, policy shaping, and practice-based research aligns perfectly with my career aspirations. As public health faces unprecedented challenges, from emerging infectious diseases to the health impacts of climate change, there is a critical need for leaders who can bridge the gap between research and practice, and effectively lead change across diverse sectors (Galea & Annas, 2023).

Moreover, the program’s emphasis on global health leadership is particularly appealing given the interconnected nature of modern public health challenges. The skills and knowledge gained through this program will enable me to contribute more effectively to addressing complex health issues at local, national, and international levels.

Conclusion

This portfolio demonstrates my readiness and strong motivation for advancing my leadership capabilities through the Executive Doctoral Program in Health Leadership. By building on my existing skills, addressing areas for growth, and gaining advanced knowledge in public health leadership, I aim to make significant contributions to the field and ultimately improve population health outcomes in an increasingly complex global environment.

References

Fernandez, A. A., & Shaw, G. P. (2020). Academic leadership in a time of crisis: The coronavirus and COVID‐19. Journal of Leadership Studies, 14(1), 39-45.

Galea, S., & Annas, G. J. (2023). Reimagining public health in the aftermath of a pandemic. The Lancet Public Health, 8(6), e407-e414.

Haldane, V., De Foo, C., Abdalla, S. M., Jung, A. S., Tan, M., Wu, S., … & Legido-Quigley, H. (2021). Health systems resilience in managing the COVID-19 pandemic: lessons from 28 countries. Nature Medicine, 27(6), 964-980.

Jongen, C., McCalman, J., & Bainbridge, R. (2018). Health workforce cultural competency interventions: a systematic scoping review. BMC Health Services Research, 18(1), 232.

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Tags: Crisis Management, Cultural competence, Healthcare essays, Public Health Leadership