It is necessary to mention that numerous change management theories have been introduced over the years, and many scholars have focused on the development of particular guidelines on how changes should be implemented. For instance, 8-Step Change Model suggested by Kotter is frequently viewed as one of the most efficient approaches. The author thinks that the process should consist of several phases to achieve the highest level of effectiveness. Encouragement of non-traditional ideas is the most important because many health care professionals are used to outdated approaches and this situation needs to be addressed (Holland & Rohe, 2012).
Change management model suggested by Lewin may also be considered. The primary purpose of this approach is to provide a guideline that would explain essential stages in the change process, and how to take advantage of its unique aspects. The problem is that many individuals are not ready to accept significant alterations to the process, but health care professionals must have to deal with the environment were changes are a vital part of the work, and one must have an ability to adapt. Moreover, this approach can be used to provide the support that is necessary (Offredy & Vickers, 2013).
The change curve theory is also quite fascinating, and it is regarded a powerful model that helps to analyze personal aspects that individuals may have to deal with during the transition. Moreover, it can be used to get a better understanding of the ways in which team members would react to alterations, and it is possible to develop strategies that would help to support them. It is important to understand that the primary focus of such activities as quality improvement and it is necessary to ensure that both aspects are closely connected.
Also, it is important to note that some of the core concepts of change can be used to promote improvement in the organization (Hall & Roussel, 2012). For instance, it would be wise to limit expenses that were used to support activities that do not have significant benefits and they can be replaced with new and more useful ones. Moreover, some scholars suggest that the effectiveness of the first one is dependent on the second. It is necessary to understand that the demands of customers are always increasing, and it would be beneficial to combine both change management and quality improvement to ensure that available resources are used wisely, and several aspects are improved at once.
The Role in the Development and Implementation
It is important to mention that a nurse administrator has a broad range of responsibilities when it comes to change management, and every individual should have an understanding of unique aspects of this approach. Moreover, it is important to understand that a nurse manager would be able to provide insight that no other specialists can because they work very closely with nurses and other professionals and have a better understanding of the needs of workers. Moreover, one of the core responsibilities of a nurse administrator is to monitor the process and to ensure that resources that are available are spent efficiently.
Also, nurse managers should guide others through the whole process and provide help and support if it is necessary. Leadership style is another factor that is worth mentioning, and this aspect needs to be taken into account. It is used to ensure that a professional understands his or her strengths and how they may be utilized to promote changes. It is imperative to note that nurse managers are viewed as role models by many and it is necessary to set an example to ensure that others acknowledge the importance of change management. The level of confidence is a vital factor in this case because any doubt may be quite problematic and could alter the perspective of nurses on a particular project. Such professionals should interact with others, and it is necessary to establish relationships in the workplace to make sure that the change process is successful. Another aspect that needs to be discussed is that a nurse manager should serve as a coordinator in such situations (Salmela, Eriksson, & Fagerström, 2012).
Components and Tools
It is necessary to mention that various components can be selected based on the needs of a particular project, and many approaches have been suggested. For instance, the role of action planning should not be overlooked because a well-developed strategy would help to keep track of the process and any significant issues may be eliminated promptly. Vision is also vital because it indicates how a workplace environment needs to change to meet the expectations. Technologies are also critical, and it is important to find the right balance between the quality of devices and their price. The focus on performance systems also needs to be mentioned because they are used to measure the speed of implementation and its effect on the process of work (Holland & Rohe, 2012).
It is imperative to note that a broad range of tools and techniques have been developed to support the process of change management, and some of them have proven their effectiveness. For instance, a use of the model developed by Beckhard and Harris that is known as change equation may also be considered. One of its core benefits is that it helps to address some of the most significant issues that may complicate the process such as resistance. The authors suggest that vision and first steps are vital. Also, training needs analysis may be conducted to determine if any knowledge gaps are present and how they may be addressed. Need to analyze stakeholders also should not be disregarded because such information can be critical in most cases, and it helps to set priorities. It may be beneficial to engage the community in some situations, and it could be used to support the development (Issel, 2013). Moreover, structures and systems must be analyzed to identify possible complications and to determine ways in which they may be avoided.
Risk and Quality
It is necessary to understand that several risks are always present. For instance, numerous complications may occur during the process of implementation. Issues with scheduling may become especially problematic, and it is important to take all the necessary measures to ensure that individuals that participate in the process have an understanding of what course of actions should be taken in such situations. Also, the risk of regression is always present, and it is paramount to explain to the team that the process does not end with the implementation. It is a responsibility of every individual to follow the guidelines to ensure that funds are not wasted (Hewitt-Taylor, 2013).
Another risk that is quite common is resistance to change. However, numerous approaches have been introduced that may help to address this problem. It is important to ensure that employees understand that the organization is fully committed to the process, and it is not likely that it would be possible to avoid it. Moreover, they should be aware of the fact that they are valued by an institution and should be provided with all the necessary information regarding a change management project. Another risk that needs to be mentioned is scope creep. It is entirely possible that new requirements will be introduced, and it would not be reasonable to implement them if they were not planned initially. It is important to ensure that the project is well-developed and primary objectives are listed to ensure that such problems do not occur. However, several alterations to the project may be considered if they are appropriate (Hewitt-Taylor, 2013). It is understandable that numerous complications may occur during the process, and flexibility is of utmost importance in this case. Individuals that are responsible for such activities should be able to predict such issues and should develop strategies that could be used to resolve them.
Furthermore, need to conduct change management risk assessment should not be overlooked. It is focused on such aspects as the effect of particular alterations. The process consists of several stages, and every single one of them is equally important. The first one is focused on gathering information that is available. Such data needs to be analyzed to get a better understanding of which areas may be especially problematic and what are possible risks (Hewitt-Taylor, 2013).
It is necessary to mention that the focus on quality is vital because an organization has access to limited amounts of resources and they should be spent wisely. Furthermore, it is important to provide all the necessary information regarding necessary expenses and expected effectiveness. It is important to understand that the most significant risk that an organization may have to deal with is a loss of funds without an increase in productivity or benefits for patients. Moreover, it is paramount to take all the necessary measures to ensure that the project is justified from the perspective of economy, and decisions are based on statistics.
The Role of Evidence-based Practice
It is paramount to understand that evidence-based practice (EBP) is going to have an enormous impact on all the areas of healthcare, and it is especially true for change management projects because it is an outstanding opportunity to implement such changes. Moreover, it is important to understand that many organizations have devoted significant attention to such practices, and it is important to spend resources on activities effectiveness of which is based on pieces of evidence (Hall & Roussel, 2012). One of the most important aspects that should not be disregarded is that new techniques and approaches are always being introduced, and consideration of EBP helps to ensure that changes that are initiated are not outdated.
It is imperative to mention that several barriers that would prevent the implementation of EBP may be present in the organization. Finances and human resources may be viewed as areas that are especially problematic. The issue is that an organization may have to deal with limited funding, and it would not be possible to implement latest approaches promptly. Moreover, this aspect needs to be taken into account, and it is important to prioritize implementation of EBP projects over others depending on the level of benefit for patients and other critical factors (Hall & Roussel, 2012). Such techniques as academic detailing, feedback, and social influence are recommended to promote such changes. Overall, it is evident that the role of such approaches is enormous, and consideration of EBP is a vital factor that differentiates practical projects from others.
Hall, H. R., & Roussel, L. A. (2012). Evidence-based practice. Burlington, MA: Jones & Bartlett Learning.
Hewitt-Taylor, J. (2013). Understanding and managing change in healthcare. London, UK: Palgrave Macmillan.
Holland, D., & Rohe, D. (2012). Successful organizational change. Bloomington, IN: Xlibris Corporation.
Issel, L. M. (2013). Health program planning and evaluation. Burlington, MA: Jones & Bartlett Learning.
Offredy, M., & Vickers, P. (2013). Developing a healthcare research proposal. New York, NY: John Wiley & Sons.
Salmela, S., Eriksson, K., & Fagerström, L. (2012). Leading change: a three-dimensional model of nurse leaders’ main tasks and roles during a change process. Journal of Advanced Nursing, 68(2), 423-433.