{"id":11974,"date":"2026-02-16T08:30:06","date_gmt":"2026-02-16T08:30:06","guid":{"rendered":"https:\/\/www.colapapers.com\/?p=2019"},"modified":"2026-02-16T08:37:36","modified_gmt":"2026-02-16T08:37:36","slug":"collaboration-and-leadership-reflection-with-infographic-resume","status":"publish","type":"post","link":"https:\/\/www.colapapers.com\/nursing\/collaboration-and-leadership-reflection-with-infographic-resume\/","title":{"rendered":"Collaboration and Leadership Reflection with Infographic Resume"},"content":{"rendered":"<div class=\"meta-box\">\n<p><strong>Institution:<\/strong>\u00a0Capella University \u2014 School of Nursing and Health Sciences<\/p>\n<p><strong>Program:<\/strong>\u00a0Bachelor of Science in Nursing (RN-to-BSN) \u2014 FlexPath Delivery<\/p>\n<p><strong>Course Code &amp; Title:<\/strong>\u00a0NURS-FPX4005 \u2014 Nursing Leadership: Focusing on People, Processes, and Organizations<\/p>\n<p><strong>Assessment Number:<\/strong>\u00a0Assessment 1 of 4<\/p>\n<p><strong>Assessment Title:<\/strong>\u00a0Collaboration and Leadership Reflection<\/p>\n<p><strong>Assessment Type:<\/strong>\u00a0Two-Part Individual Assessment \u2014 Infographic Resume + Written Reflection (FPX Competency-Based)<\/p>\n<p><strong>Length Requirement:<\/strong>\u00a0Part 1: One-page infographic resume. Part 2: Two pages, double-spaced \u2014 not including the APA reference page.<\/p>\n<p><strong>Format:<\/strong>\u00a0APA 7th edition \u2014 double-spaced, Times New Roman 12pt, 1-inch margins (Part 2)<\/p>\n<p><strong>Catalog Year:<\/strong>\u00a02025\u20132026<\/p>\n<p><strong>Prerequisites:<\/strong>\u00a0NURS-FPX4000 (must be completed or taken concurrently in the first quarter)<\/p>\n<\/div>\n<h1>NURS-FPX4005 Assessment 1: Collaboration and Leadership Reflection<\/h1>\n<p><em>Capella University | BSN FlexPath | NURS-FPX4005 \u2014 Nursing Leadership: Focusing on People, Processes, and Organizations | 2025\u20132026<\/em><\/p>\n<h2>Assessment Overview<\/h2>\n<p>Create a reflection that addresses either an interprofessional collaboration you experienced or you observed from the Sentinel U \u2014 Interprofessional Collaboration simulation.<\/p>\n<p>Leadership and collaboration are critical aspects of a nurse&#8217;s work. Effective leadership skills and interprofessional collaboration allow practitioners to share their perspectives in guiding patient care for the purposes of promoting optimal health and well-being. Reaching that standard requires a clear-eyed sense of who you are as a professional. Reflection is a key part of building both leadership skills and interprofessional relationships. It allows you to look critically at experiences and actions through specific lenses, consider potential reasons and causes of people&#8217;s actions and behaviors, and think about how to respond appropriately.<\/p>\n<p>Nurses are often at the frontlines of interacting with various other disciplines and are considered full partners when approaching the healthcare of patients. That role only deepens the importance of well-developed leadership and collaborative practice.<\/p>\n<h3>Professional Context<\/h3>\n<p>This assessment is designed to help you become a reflective practitioner. By reflecting on your leadership style, along with the styles you have observed in others, you will learn to continually assess and improve your leadership and collaboration skills.<\/p>\n<p>You may choose to reflect on a collaborative interprofessional experience in a current or former place of practice, or you may choose to complete the five short modules in the\u00a0<strong>Sentinel U \u2014 Interprofessional Collaboration simulation<\/strong>\u00a0and reflect on those experiences. Before you begin, complete the\u00a0<em>What Is Reflective Practice?<\/em>\u00a0activity in the course room. The five questions in that activity will help you practice self-reflection and build toward success on this assessment.<\/p>\n<div class=\"rubric-note\"><strong>Note:<\/strong>\u00a0The requirements below correspond directly to the grading criteria in the scoring guide. Address every point before submitting. Review the performance-level descriptions for each criterion to understand what constitutes a Distinguished score before you begin drafting.<\/div>\n<h2>Course Competencies Addressed<\/h2>\n<p>By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies through the assessment scoring guide criteria:<\/p>\n<ul>\n<li><strong>Competency 2:<\/strong>\u00a0Explain how interdisciplinary collaboration can be used to achieve desired patient and systems outcomes.\n<ul>\n<li>Reflect on an interdisciplinary collaboration experience, noting ways in which it was successful and unsuccessful in achieving desired outcomes.<\/li>\n<li>Identify best-practice interdisciplinary collaboration strategies to help a team achieve its goals and work together more effectively, citing the work of at least one article in the presentation.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Competency 4:<\/strong>\u00a0Explain how change management theories and leadership strategies can enable interdisciplinary teams to achieve specific organizational goals.\n<ul>\n<li>Describe your leadership style.<\/li>\n<li>Compare and contrast effective leadership with ineffective leadership.<\/li>\n<li>Identify best-practice leadership strategies from the literature that would improve an interdisciplinary team&#8217;s ability to achieve its goals, citing the work of at least one article in the presentation.<\/li>\n<li>Describe a leadership style to develop further in order to better support best-practice strategies.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Competency 5:<\/strong>\u00a0Apply professional, scholarly, evidence-based communication strategies to impact patient, interdisciplinary team, and systems outcomes.\n<ul>\n<li>The full reference list is from relevant and evidence-based sources published within 5 years, exhibiting nearly flawless adherence to APA format.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h2>Assessment Instructions<\/h2>\n<p>This assessment is submitted in two parts. Both parts must be submitted together as a single submission.<\/p>\n<h3><span class=\"part-label\">Part 1<\/span>\u00a0\u2014 One-Page Infographic Resume: Your Leadership Strengths<\/h3>\n<div class=\"task-block\">\n<p>Briefly describe your leadership style and create a short,\u00a0<strong>one-page infographic resume or poster<\/strong>\u00a0that advertises your strengths as a current or emerging nurse leader. You may use an online design tool (e.g., Canva, Piktochart) or use the graphics and formatting capabilities within Microsoft Word to build your infographic.<\/p>\n<p>Your infographic resume should include, at minimum:<\/p>\n<ul>\n<li>A brief statement or tagline describing your overall leadership approach.<\/li>\n<li>Bullet points or visual sections that highlight two to four key leadership and collaboration strengths.<\/li>\n<li>A clear, professional visual layout that would be suitable for a workplace or academic audience.<\/li>\n<\/ul>\n<p>An example infographic resume is available as a PDF in the course room under Assessment 1 resources. Refer to it for formatting guidance, not as a template to replicate.<\/p>\n<\/div>\n<h3><span class=\"part-label\">Part 2<\/span>\u00a0\u2014 Two-Page Written Reflection: Leadership and Collaboration in Practice<\/h3>\n<div class=\"task-block\">\n<p>Write a\u00a0<strong>two-page double-spaced reflection<\/strong>\u00a0that addresses all of the following required criteria. Apply a simplified gap-analysis approach where useful:<\/p>\n<ul>\n<li>What happened?<\/li>\n<li>What went well?<\/li>\n<li>What did not go well?<\/li>\n<li>What should have happened?<\/li>\n<\/ul>\n<\/div>\n<h4>Required Criterion 1 \u2014 Reflect on an Interdisciplinary Collaboration Experience<\/h4>\n<div class=\"task-block\">\n<ol type=\"i\">\n<li>Describe a specific interprofessional collaboration experience from your personal nursing practice. If you do not have a suitable example from your own practice, complete the five short modules in the Sentinel U \u2014 Interprofessional Collaboration simulation and reflect on that experience instead.<\/li>\n<li>Note the ways in which the collaboration was\u00a0<strong>successful<\/strong>\u00a0in achieving desired patient or systems outcomes.<\/li>\n<li>Note the ways in which the collaboration was\u00a0<strong>unsuccessful<\/strong>\u00a0or fell short of desired outcomes.<\/li>\n<li>Explain how effective leadership \u2014 or a lack of effective leadership \u2014 played a role in each of these outcomes.<\/li>\n<\/ol>\n<\/div>\n<h4>Required Criterion 2 \u2014 Compare and Contrast Effective and Ineffective Leadership<\/h4>\n<div class=\"task-block\">\n<ol type=\"i\">\n<li>Draw on your own observations and the collaboration experience described above to compare and contrast what effective leadership looks like with what ineffective leadership looks like in an interprofessional healthcare setting.<\/li>\n<li>Be specific about behaviors, communication patterns, decision-making approaches, or other observable leadership characteristics. Generic descriptions without concrete examples will not meet the Proficient threshold.<\/li>\n<li>Remember that leadership can be demonstrated by those who are not in official or formal leadership positions \u2014 your reflection should reflect this understanding.<\/li>\n<\/ol>\n<\/div>\n<h4>Required Criterion 3 \u2014 Identify Best-Practice Leadership Strategies from the Literature<\/h4>\n<div class=\"task-block\">\n<ol type=\"i\">\n<li>Given what you have described about effective leadership and what effective collaboration looks like, identify at least\u00a0<strong>one best-practice leadership strategy<\/strong>\u00a0drawn from the peer-reviewed literature that would improve an interdisciplinary team&#8217;s ability to achieve its goals.<\/li>\n<li>Cite at least one scholarly or professional article to support the leadership strategy you identify. The source must be published within the past five years.<\/li>\n<li>Explain why this strategy is relevant to the specific collaboration experience or gap you described and how it would address the issues identified.<\/li>\n<\/ol>\n<\/div>\n<h4>Required Criterion 4 \u2014 Identify Best-Practice Interdisciplinary Collaboration Strategies from the Literature<\/h4>\n<div class=\"task-block\">\n<ol type=\"i\">\n<li>Separately from the leadership strategy above, identify at least\u00a0<strong>one best-practice interdisciplinary collaboration strategy<\/strong>\u00a0drawn from the peer-reviewed literature that would help the team work together more effectively and achieve its goals.<\/li>\n<li>Cite at least one scholarly or professional article to support the collaboration strategy you identify. The source must be published within the past five years.<\/li>\n<li>Explain how this collaboration strategy applies specifically to the experience you described and the desired outcomes you want to achieve.<\/li>\n<\/ol>\n<\/div>\n<h4>Required Criterion 5 \u2014 Describe a Leadership Style to Develop Further<\/h4>\n<div class=\"task-block\">\n<ol type=\"i\">\n<li>Based on the best-practice strategies you identified in Criteria 3 and 4, identify the specific leadership style or competency you most need to develop further in order to put those strategies into practice.<\/li>\n<li>Describe how you would develop that style or competency. Be specific: name a method, resource, experience, or structured approach (for example, mentorship, continuing education, simulation, peer feedback, or a professional development plan).<\/li>\n<\/ol>\n<\/div>\n<h2>Additional Requirements<\/h2>\n<ul>\n<li><strong>Part 1 length:<\/strong>\u00a0One page \u2014 infographic resume consisting of bullet points, brief descriptors, and visual elements. No running text paragraphs required.<\/li>\n<li><strong>Part 2 length:<\/strong>\u00a0Two pages double-spaced, not including the APA reference page.<\/li>\n<li><strong>Font and font size (Part 2):<\/strong>\u00a0Times New Roman, 12 point.<\/li>\n<li><strong>Margins:<\/strong>\u00a01 inch on all sides.<\/li>\n<li><strong>References:<\/strong>\u00a0Cite at least three professional or scholarly sources of evidence to support the assertions and proposals you make. Include additional properly cited references as necessary.<\/li>\n<li><strong>APA reference page:<\/strong>\u00a0Submit a correctly formatted APA 7th edition reference page showing\u00a0<em>all<\/em>\u00a0sources used to develop the content \u2014 not only those directly cited in-text. References must be from sources published within the past five years. Nearly flawless adherence to APA format is required for a Distinguished rating on Criterion 5.<\/li>\n<li><strong>Source currency:<\/strong>\u00a0All references must be published within 5 years of the submission date.<\/li>\n<li><strong>Submission:<\/strong>\u00a0Submit both Part 1 and Part 2 together as a single file or document set through the Assessment 1 activity link in the course room. Two attempts are available for this assessment.<\/li>\n<\/ul>\n<h2>Assessment Scoring Guide (Rubric)<\/h2>\n<p>This assessment is scored on a four-level scale:\u00a0<strong>Distinguished<\/strong>\u00a0|\u00a0<strong>Proficient<\/strong>\u00a0|\u00a0<strong>Basic<\/strong>\u00a0|\u00a0<strong>Non-Performance<\/strong>. A rating of\u00a0<em>Proficient<\/em>\u00a0or above on all criteria is required to demonstrate competency in Capella&#8217;s FlexPath model.<\/p>\n<table>\n<thead>\n<tr>\n<th>Criterion<\/th>\n<th>Distinguished<\/th>\n<th>Proficient<\/th>\n<th>Basic<\/th>\n<th>Non-Performance<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>Criterion 1:<\/strong>\u00a0Reflect on an interdisciplinary collaboration experience, noting ways it was successful and unsuccessful in achieving desired outcomes.\u00a0<em>(Competency 2)<\/em><\/td>\n<td>Reflects on an interdisciplinary collaboration experience with exceptional depth and candor, identifying specific successes and failures in achieving desired patient or systems outcomes. Clearly connects each outcome to leadership behavior, with nuanced analysis that goes beyond surface-level description. Includes a well-reasoned gap analysis that informs the rest of the reflection.<\/td>\n<td>Reflects on an interdisciplinary collaboration experience, noting specific ways in which it was successful and unsuccessful in achieving desired outcomes. Explains how effective leadership \u2014 or a lack of it \u2014 played a role in those outcomes. Experience drawn from personal practice or Sentinel U simulation.<\/td>\n<td>Reflects on a collaboration experience but the description is vague, incomplete, or fails to connect outcomes to leadership. Either success or failure is not addressed, or the role of leadership is not discussed.<\/td>\n<td>Does not reflect on an interdisciplinary collaboration experience or does not address outcomes.<\/td>\n<\/tr>\n<tr>\n<td><strong>Criterion 2:<\/strong>\u00a0Compare and contrast effective leadership with ineffective leadership.\u00a0<em>(Competency 4)<\/em><\/td>\n<td>Compares and contrasts effective and ineffective leadership with precision and insight, using specific observable behaviors drawn from the experience described. Recognizes that leadership operates at both formal and informal levels, and demonstrates awareness of how different leadership styles influence interprofessional team dynamics and patient outcomes.<\/td>\n<td>Compares and contrasts effective leadership with ineffective leadership using specific examples observed in others. Clearly describes what works and what does not work in terms of leadership behaviors, communication, or decision-making in an interprofessional setting.<\/td>\n<td>Compares or describes effective and ineffective leadership but does not clearly contrast both, or provides only generic descriptions without grounding them in specific observed behaviors or examples from the collaboration experience.<\/td>\n<td>Does not compare and contrast effective leadership with ineffective leadership.<\/td>\n<\/tr>\n<tr>\n<td><strong>Criterion 3:<\/strong>\u00a0Identify best-practice leadership strategies from the literature that would improve an interdisciplinary team&#8217;s ability to achieve its goals, citing at least one article.\u00a0<em>(Competency 4)<\/em><\/td>\n<td>Identifies best-practice leadership strategies with critical analysis, connecting them explicitly and convincingly to the specific team challenges described. Cites at least one high-quality, current scholarly source, evaluates its relevance and credibility, and articulates a clear rationale for why the strategy applies to the identified gap.<\/td>\n<td>Identifies at least one best-practice leadership strategy from the peer-reviewed literature that would improve an interdisciplinary team&#8217;s ability to achieve its goals. Cites at least one scholarly or professional article published within the past five years. Explains why the strategy is relevant to the experience described.<\/td>\n<td>Identifies a leadership strategy but it is not drawn from scholarly or professional literature, or the cited source is not recent, or the connection between the strategy and the experience described is not clearly made.<\/td>\n<td>Does not identify best-practice leadership strategies from the literature or does not cite any source.<\/td>\n<\/tr>\n<tr>\n<td><strong>Criterion 4:<\/strong>\u00a0Identify best-practice interdisciplinary collaboration strategies from the literature that would improve a team&#8217;s ability to achieve its goals, citing at least one article.\u00a0<em>(Competency 2)<\/em><\/td>\n<td>Identifies best-practice interdisciplinary collaboration strategies with substantial evidence-based depth, drawing meaningfully on at least one high-quality, current peer-reviewed article. Explains precisely how the strategy maps onto the specific collaboration challenges identified in the reflection and why it would improve team function and patient outcomes.<\/td>\n<td>Identifies at least one best-practice interdisciplinary collaboration strategy from the peer-reviewed literature that would help the team work together more effectively and achieve its goals. Cites at least one scholarly or professional article published within the past five years. Explains how the strategy applies to the experience described.<\/td>\n<td>Identifies a collaboration strategy but it is not from scholarly literature, or the source is not current, or the reflection does not clearly explain how the strategy would address the collaboration gaps identified.<\/td>\n<td>Does not identify best-practice interdisciplinary collaboration strategies from the literature or does not cite any source.<\/td>\n<\/tr>\n<tr>\n<td><strong>Criterion 5:<\/strong>\u00a0Describe a leadership style to develop further to better support best-practice strategies.\u00a0<em>(Competency 4)<\/em><\/td>\n<td>Describes a specific leadership style or competency to develop with exceptional self-awareness and precision. Articulates a concrete, realistic, and detailed plan for developing that style \u2014 including specific methods, timelines, or resources \u2014 and connects the development need directly to the best-practice strategies identified in the reflection.<\/td>\n<td>Describes a specific leadership style to develop further in order to better support the best-practice strategies identified. Explains how development in that area would help implement the strategies and what concrete steps would be taken to develop the style.<\/td>\n<td>Describes a leadership style to develop but does so vaguely, without connecting it clearly to the best-practice strategies identified, or without specifying how development would occur.<\/td>\n<td>Does not describe a leadership style to develop to better support best-practice strategies.<\/td>\n<\/tr>\n<tr>\n<td><strong>Criterion 6:<\/strong>\u00a0Full reference list from relevant, evidence-based sources published within 5 years, exhibiting nearly flawless adherence to APA format.\u00a0<em>(Competency 5)<\/em><\/td>\n<td>Reference list is complete, includes all sources used to develop the content, and represents high-quality scholarly or professional evidence published within 5 years. APA 7th edition formatting is essentially error-free throughout \u2014 author names, publication dates, titles, journal names, volume, issue, page numbers, and DOIs are all correctly formatted.<\/td>\n<td>Reference list includes all sources cited or used to develop the content. Sources are current (published within 5 years), professional or scholarly, and formatted in APA 7th edition with only minor and infrequent errors that do not impede comprehension of the citation.<\/td>\n<td>Reference list is present but incomplete, includes sources that are not current or not scholarly, or contains multiple APA formatting errors that indicate a lack of familiarity with APA style.<\/td>\n<td>Does not include a reference list, or the reference list contains only non-scholarly sources, or APA formatting is absent.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<div class=\"rubric-note\"><strong>FlexPath Scoring Note:<\/strong>\u00a0In Capella&#8217;s FlexPath model, a rating of Proficient or Distinguished on all criteria confirms competency and allows progression to the next assessment. A rating of Basic or Non-Performance on any criterion requires a revised resubmission. Learners have two attempts available. Review your scoring guide feedback carefully before using Attempt 2. Capella&#8217;s Writing Center and Smarthinking tutoring service are available to support revision.<\/div>\n<h2>Collaboration and Leadership Reflection<\/h2>\n<div class=\"sample-answer\">\n<p>Interprofessional collaboration in nursing is not a soft skill that operates in the background of patient care; it is a structural determinant of patient safety, team function, and institutional outcomes, and it depends heavily on the presence of nurses who can lead from any position on the care team. During a recent collaboration with a physician, respiratory therapist, and social worker in the care of a patient experiencing acute COPD exacerbation, communication gaps surrounding post-discharge oxygen setup revealed how quickly well-intentioned interdisciplinary work can fracture along role boundaries when no one takes informal ownership of coordination. The charge nurse who stepped into that gap \u2014 without formal authority but with clear purpose \u2014 demonstrated what transformational leadership looks like in practice: she articulated a shared goal, redistributed tasks transparently, and created enough psychological safety that other team members flagged concerns before they became errors.\u00a0<a href=\"https:\/\/doi.org\/10.3390\/nursrep13030108\" target=\"_blank\" rel=\"noopener\">Ystaas et al. (2023)<\/a>\u00a0found in a systematic review that transformational leadership in nursing is consistently associated with improved patient outcomes, higher staff satisfaction, and stronger interdisciplinary cohesion, reinforcing that leadership competency \u2014 not job title \u2014 is the variable that matters most in high-stakes team environments. Structured communication tools such as SBAR create a shared language across disciplines that reduces the reliance on assumed understanding, and their adoption as a team standard is one of the most evidence-supported strategies for closing the gap between a team&#8217;s collaborative intention and its collaborative execution.<\/p>\n<\/div>\n<h2>\u00a0Scholarly References<\/h2>\n<p>The following peer-reviewed sources are relevant to the content of this assessment. All were published within the past five years. Use the Capella Library (CINAHL, PubMed, APA PsycINFO) to supplement this list with additional sources specific to your reflection topic and chosen leadership strategy.<\/p>\n<div class=\"ref-list\">\n<p>Mekonnen, M. &amp; Bayissa, Z. (2023). The effect of transformational and transactional leadership styles on organizational readiness for change among health professionals.\u00a0<em>SAGE Open Nursing, 9<\/em>.\u00a0<a href=\"https:\/\/www.ncbi.nlm.nih.gov\/pmc\/articles\/PMC10336755\/\" target=\"_blank\" rel=\"noopener\">https:\/\/www.ncbi.nlm.nih.gov\/pmc\/articles\/PMC10336755\/<\/a><\/p>\n<p>Samardzic, M., Doekhie, K. D. &amp; Wijngaarden, J. D. H. (2020). Interventions to improve team effectiveness within health care: A systematic review of the past decade.\u00a0<em>Human Resources for Health, 18<\/em>(1), 1\u201342.\u00a0<a href=\"https:\/\/doi.org\/10.1186\/s12960-019-0411-3\" target=\"_blank\" rel=\"noopener\">https:\/\/doi.org\/10.1186\/s12960-019-0411-3<\/a><\/p>\n<p>Shen, Q. &amp; Tucker, S. (2024). Fostering leadership development and growth of nurse leaders: Experiences from Midwest Nursing Research Society Leadership Academy.\u00a0<em>Nursing Outlook, 72<\/em>(6), 102293.\u00a0<a href=\"https:\/\/doi.org\/10.1016\/j.outlook.2024.102293\" target=\"_blank\" rel=\"noopener\">https:\/\/doi.org\/10.1016\/j.outlook.2024.102293<\/a><\/p>\n<p>Ystaas, L. M. K., Nikitara, M., Ghobrial, S., Latzourakis, E., Polychronis, G. &amp; Constantinou, C. S. (2023). The impact of transformational leadership in the nursing work environment and patients&#8217; outcomes: A systematic review.\u00a0<em>Nursing Reports, 13<\/em>(3), 1271\u20131290.\u00a0<a href=\"https:\/\/doi.org\/10.3390\/nursrep13030108\" target=\"_blank\" rel=\"noopener\">https:\/\/doi.org\/10.3390\/nursrep13030108<\/a><\/p>\n<p>Zajac, S., Woods, A., Tannenbaum, S., Salas, E. &amp; Holladay, C. L. (2021). Overcoming challenges to teamwork in healthcare: A team effectiveness framework and evidence-based guidance.\u00a0<em>Frontiers in Communication, 6<\/em>, 606445.\u00a0<a href=\"https:\/\/doi.org\/10.3389\/fcomm.2021.606445\" target=\"_blank\" rel=\"noopener\">https:\/\/doi.org\/10.3389\/fcomm.2021.606445<\/a><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Institution:\u00a0Capella University \u2014 School of Nursing and Health Sciences Program:\u00a0Bachelor of Science in Nursing (RN-to-BSN) \u2014 FlexPath Delivery Course Code &amp; Title:\u00a0NURS-FPX4005 \u2014 Nursing Leadership: Focusing on People, Processes, and Organizations Assessment Number:\u00a0Assessment 1 of 4 Assessment Title:\u00a0Collaboration and Leadership Reflection Assessment Type:\u00a0Two-Part Individual Assessment \u2014 Infographic Resume + Written Reflection (FPX Competency-Based) Length Requirement:\u00a0Part [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4116,4138],"tags":[4152,4153,4154,4155,4156,4157],"class_list":["post-11974","post","type-post","status-publish","format-standard","hentry","category-capella-university-nursing","category-nurs-fpx4005-assessment","tag-collaboration-and-leadership-reflection-capella","tag-flexpath-bsn-nursing-leadership-assignment","tag-interprofessional-collaboration-nursing-reflection","tag-nurs-fpx-4005-infographic-resume-reflection","tag-nurs-fpx4005-assessment-1","tag-transformational-leadership-nursing-rubric"],"_links":{"self":[{"href":"https:\/\/www.colapapers.com\/nursing\/wp-json\/wp\/v2\/posts\/11974","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.colapapers.com\/nursing\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.colapapers.com\/nursing\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.colapapers.com\/nursing\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/www.colapapers.com\/nursing\/wp-json\/wp\/v2\/comments?post=11974"}],"version-history":[{"count":1,"href":"https:\/\/www.colapapers.com\/nursing\/wp-json\/wp\/v2\/posts\/11974\/revisions"}],"predecessor-version":[{"id":11976,"href":"https:\/\/www.colapapers.com\/nursing\/wp-json\/wp\/v2\/posts\/11974\/revisions\/11976"}],"wp:attachment":[{"href":"https:\/\/www.colapapers.com\/nursing\/wp-json\/wp\/v2\/media?parent=11974"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.colapapers.com\/nursing\/wp-json\/wp\/v2\/categories?post=11974"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.colapapers.com\/nursing\/wp-json\/wp\/v2\/tags?post=11974"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}