It is one of the most cliché of clichés, but it nevertheless rings true: The only constant is change
Assignment: Change Implementation and Management Plan
It is one of the most cliché of clichés, but it nevertheless rings true: The only constant is change. As a nursing professional, you are no doubt aware that success in the healthcare field requires the ability to adapt to change, as the pace of change in healthcare may be without rival.
As a professional, you will be called upon to share expertise, inform, educate, and advocate. Your efforts in these areas can help lead others through change. In this Assignment, you will propose a change within your organization and present a comprehensive plan to implement the change you propose.
To Prepare:
- Review the Resources and identify one change that you believe is called for in your organization/workplace.
- This may be a change necessary to effectively address one or more of the issues you addressed in the Workplace Environment Assessment you submitted in Module 4. It may also be a change in response to something not addressed in your previous efforts. It may be beneficial to discuss your ideas with your organizational leadership and/or colleagues to help identify and vet these ideas.
- Reflect on how you might implement this change and how you might communicate this change to organizational leadership.
The Assignment (5-6-minute narrated PowerPoint presentation):
Change Implementation and Management Plan
Create a narrated PowerPoint presentation of 5 or 6 slides with video that presents a comprehensive plan to implement the change you propose.
Your narrated presentation should be 5–6 minutes in length.
Your Change Implementation and Management Plan should include the following:
- An executive summary of the issues that are currently affecting your organization/workplace (This can include the work you completed in your Workplace Environment Assessment previously submitted, if relevant.)
- A description of the change being proposed
- Justifications for the change, including why addressing it will have a positive impact on your organization/workplace
- Details about the type and scope of the proposed change
- Identification of the stakeholders impacted by the change
- Identification of a change management team (by title/role)
- A plan for communicating the change you propose
- A description of risk mitigation plans you would recommend to address the risks anticipated by the change you propose
Expert Answer and Explanation
- One of the issues that was observed within the organization, which also came out in the workplace civility assessment is low levels of teamwork. Currently, the employees prefer to work independently with no indication of any form of teamwork. This to some extent, increases the likelihood of organizational conflicts.
- The lack of teamwork can also be attributed to the leadership in place. The organization currently leans towards a more transactional form of leadership which focuses more on tasks, with very minimal teamwork in place (Marshall & Broome, 2017). Therefore, the intervention selected will help to resolve this issues.
- The change proposed will include a redesigning the organization, specifically the nursing unit to factor in teams as core components of achieving high levels of efficiency and productivity. In the change, nurses will be placed into small effective and diverse teams, with the team leaders answering to the overall nurse leader in a given shift. Training on teamwork and transformational leadership will also be conducted to orient the nurses on what is expected of the as pertains to the new model.
Justification
- Studies have linked teamwork with better productivity and low burnout among the nursing staff. In a study by (Halm, 2019), it was noted that high levels of teamwork helps to reduce the individual workload and work-related stress thus reducing the burnout phenomenon amongst nurses. Teamwork is also linked with high levels of employee satisfaction (Buljac-Samardzic et al., 2020). Patients also benefit from teamwork, given that teamwork is linked with reduced incidents of missed care events and medical errors (Marguet & Ogaz, 2019).
Scope of change
- For start, the proposed change will be limited to the nursing unit and later extended to the entire organization. The change project will be conducted for 3 months.
- The stakeholders who will be affected by the change process include the nursing staff, including the nurse leaders. The nurse leaders will be trained on the transformational style of leadership and the attached advantages (Marshall & Broome, 2017).
Change management team
- The change management team will have the following people;
- Change team leader – the role of the change leader will be to head the entire change management process, she will preferably hold a position of nurse manager or above.
- Nurse administrator -as an overseer of the change process
- Lead trainer – to spearhead all the training activities. Depending on the training, an external trainer may be require
- Secretary – in charge of documenting the activities and minutes of the team and sending correspondence to the relevant stakeholders
- Change consultant – Provides guidance on how the change process is to be conducted and how to navigate through potential barriers of change
- Team members – to contribute in any activity as directed by the change management leader and the trainers
- Communication in the change initiative is vital in ensuring its success. Proper communication is also important in preventing potential resistance of the change process (Pollack & Pollack, 2015). To ensure that communication is successfully achieved, a comprehensive communication plan will need to be established. The plan will have five main steps.
- The first is to identify the stakeholders to be communicated to.
- The second step will involve coming up with a timeline of communication, which should be convenient to all stakeholders.
- After coming up with a communication timeline, it will also be wise to identify the most appropriate medium of communication that will be used for each stakeholder to ensure that the communication is successfully completed.
- The fourth step is to communicate with the stakeholders
- Finally, evaluate whether the communication was successful or not and make improvements on areas that are found to be lacking.
- Other than a communication plan, a risk management plan will also need to be established. The risk management plan will assists to avoid or mitigate the risks that can potentially affect the progress of the project. The risk mitigation plan that will be used will have the following activities.
- The first is identification of the potential risks that may affect the progress of the change project.
- The second step will involve analysis of the risk and categorizing it in terms of severity and likelihood of happening.
- The third step will involve identification on some of the mitigation measures that can be put in place in response to the identified risk.
- The fourth step will involve taking action either before the risk has occurred or in response to the risk to mitigate any potential damage to the project.
- The final step is to monitor the risk and any secondary adverse effects that may occur as a result of the risk.
References
Buljac-Samardzic, M., Doekhie, K. D., & van Wijngaarden, J. D. (2020). Interventions to improve team effectiveness within health care: a systematic review of the past decade. Human resources for health, 18(1), 1-42. https://doi.org/10.1186/s12960-019-0411-3
Halm, M. (2019). The influence of appropriate staffing and healthy work environments on patient and nurse outcomes. American Journal of Critical Care, 28(2), 152-156. https://doi.org/10.4037/ajcc2019938
Marguet, M. A., & Ogaz, V. (2019). The effect of a teamwork intervention on staff perception of teamwork and patient care on a medical surgical unit. In Nursing forum(Vol. 54, No. 2, pp. 171-182). https://doi.org/10.1111/nuf.12311
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader(2nd ed.). New York, NY: Springer.
Pollack, J., & Pollack, R. (2015). Using Kotter’s eight stage process to manage an organizational change program: Presentation and practice. Systemic Practice and Action Research, 28(1), 51-66.
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