NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment

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NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment

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Topic 3 DQ 1

Oct 13-15, 2022

Describe an organizational change model that can be used in a dynamic health care environment. Based on this model, how is organizational change is managed? What role do stakeholders play during organizational change?

REPLY TO DISCUSSION

Jamie Buchanan

Oct 14, 2022, 4:21 PM

Read

Class:

“Innovation leadership is not about being an inventor; it is not about a specific leadership role. Instead, it is about envisioning a better future using the following behaviors: 1. Having the Courage to challenge the status quo; 2. Being comfortable with risk taking; 3. Having significant ego strength; 4. Facilitating and empowering others to be as creative as they can be” (Weberg, Mangold, Porter-O’Grady & Maloch, 2018, p. 35).

Looking to the future to support change and innovation requires a clinical leader mind-set that includes a strong personal awareness of where one lies within these behaviors. Of these behaviors, which do you think you already exemplify in your current practice and where can you add a few of these behaviors along the way. When thinking about the discussion question surround organizational change and in consideration of the EHR implementation PPT due this week, how can you apply the ideas of innovative leadership to each?

Thank you for sharing!

Take care,

Dr. B

References:

Weberg, D., Mangold, K., Porter-O’Grady, T. & Malloch, K. (2018). Leadership in Nursing Practice: Changing the Landscape of Health Care (3rd ed.). Jones & Bartlett Learning.

Persius Bodzaku

replied toJamie Buchanan

Oct 16, 2022, 7:54 PM

Hello Dr. B,

Innovative leadership is critical in bridging the gaps in complex healthcare practices. Enhanced self-awareness, collaborative team communication, fostering good workplace relationships and belief systems, active listening, training, and emotional competence even in challenging situations are some of the necessities of being an innovative leader (Nzinga et al., 2021). EHR implementation is one of the innovative strategic implementations within the healthcare setting and also requires leaders to be supportive, facilitative, change champions, project managers, and advocates (Luakka et al., 2020). These provide guidelines on effective and innovative leadership roles and competencies. As a clinical leader, I am self-aware of my risk-taking behavior and ability to advocate for a new progressive status quo. I am aware of the importance of teamwork and stakeholder collaboration for the successful implementation of organizational change. I, therefore, need to improve on my ability to empower others around me to be innovative and creative and embrace change in day-to-day practices with the goal of future quality improvement.

References

Laukka, E., Huhtakangas, M., Heponiemi, T., & Kanste, O. (2020). Identifying the Roles of Healthcare Leaders in HIT Implementation: A Scoping Review of the Quantitative and Qualitative Evidence. International Journal Of Environmental Research And Public Health, 17(8), 2865. https://doi.org/10.3390/ijerph17082865

Nzinga, J., Boga, M., Kagwanja, N., Waithaka, D., Barasa, E., & Tsofa, B. et al. (2021). An innovative leadership development initiative to support building everyday resilience in health systems. Health Policy And Planning, 36(7), 1023-1035. https://doi.org/10.1093/heapol/czab056

Jamie Buchanan

Oct 13, 2022, 6:42 AM

Read

Class:

At some point in time, every nurse realizes that there are better ways to provide patient care, better policies to drive patient care, and better ways to organize and lead a patient care area. Although there are many reasons for change and innovation, there are also reasons not to change, such as lack of compelling evidence, no specific significant risk to the patients and employees, isolated issues that are closely linked with individual performance rather than system performance, and indications that an intervention or change is more likely to be a fad of the moment rather than a solution that is closely linked to probable outcome improvement. When there is a gap in practice, patient care needs, and desired interventions, an opportunity can be identified for change and innovation to close that gap.

Evidence-based practice and translational research are both linked to the integration of the best research evidence with clinical expertise and clinical values to improve patient outcomes. Research is completed by highly trained and educated professionals and evidence-based practice applies the relevant research and includes the expertise of the practitioner as well as the patient preferences and values. Using an evidence-driven model for change serves to provide focus and organization of change initiatives. Can you explain a time when you were involved in organizational change within your current or past facilities?

Thank you for sharing!

Take care,

Dr. B

References:

Weberg, D., Mangold, K., Porter-O’Grady, T. & Malloch, K. (2018). Leadership in Nursing Practice: Changing the Landscape of Health Care (3rd ed.). Jones & Bartlett Learning.

Isaac Adu

replied toJamie Buchanan

Oct 14, 2022, 3:21 PM

Read

Dr. B,

According to Harrison and colleagues, the guiding principles of the change management models used in healthcare seek to create an empowering culture for change; seen through joint ways of thinking, expectations, and discernible indicators. Attributes of an empowering culture included supportive and trustworthy leadership and sponsorship, involved and unfaltering staff, multi-disciplinary team contribution, a collaborative approach to work, solid communication behaviors and models, the ability to settle conflict and skilled staff with the capability to engage in more development (Harrison, et al., 2021).

When I got an opportunity to lead a health center, it was my first opportunity to head a facility. I went there with my preconceptions and was ready to effect change “alone”. I had been told about some unacceptable practices that were going on in the facility. As naive as I was then, I wanted to force change on the people, and the resistance was palpable. The good thing that happened was that I was able to change quickly after I learnt my lessons in the early stages. I then identified the most influential staff among those resisting and discussed with them my vision for the upliftment of the facility. When I won those I could to buy into my vision, I delegated most of the activities to them to supervise and report to me. The turn around was massive and we all shared in the glory.

NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment

I learn my lessons from that experience, though in a hard way. Involvement of the staff is key; they should own the change process. This lesson has been a memorable experience for me. It has been over fifteen years now but the people still remember the experience as much as I do. Whenever I talk to any of the staff I worked with at that time, we reminisce the struggles and successes we had at the time.

Reference

Harrison, R., Fischer, S., Walpola, R. L., Chauhan, A., Babalola, T., Mears, S., & Le-Dao, H. (2021, March 12). Where do models for change management, improvement and implementation meet? A systematic review of the applications of change management models in healthcare. Journal of Healthcare Leadership, 13, 85-108. doi:10.2147/JHL.S289176

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