Assignment task: 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.
Resources:
1. Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
o Chapter 4, "Practice Model Design, Implementation, and Evaluation" (pp. 99-154)
2. Boustani, M., Azar, J., & Solid, C. A. (2020). Agile implementation: A model for implementing evidence-based healthcare solutions into real-world practice to achieve sustainable change. Morgan James Publishing.
3. Campbell, R. J. (2020). Change management in health careLinks to an external site.. Health Care Manager, 39(2), 50-65.
4. National Institute of Health. (n.d.).
5. Reinhardt, A. C., Leon, T. G., & Summers, L. O. (2022). The transformational leader in nursing practice -- An approach to retain nursing staff. Administrative Issues Journal: Education, Practice, and Research, 12(1), 1-12.
6. TEDx. (2013, January). Six keys to leading positive change: Rosabeth Moss Kanter at TEDxBeaconStreetLinks to an external site. [Video file].
To Prepare:
1. Review the Resources and identify one change that you believe is called for in your organization/workplace.
o 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.
2. 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 5- or 6-slide narrated PowerPoint that presents a comprehensive plan to implement changes 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
Based on the Clark Healthy Workplace Inventory, the overall score for my workplace was 84. This score indicates moderately healthy workplace health and civility (Clark, 2015).
The assessment revealed several areas of strength, including strong support for professional development and effective communication channels. However, it highlighted significant improvement areas, such as management's response to incivility and work-life balance initiatives. These mixed results suggest that while positive aspects contribute to a civil workplace, critical gaps must be addressed to foster a more consistently respectful and supportive environment (Clark, 2015).
One notable instance of incivility in the workplace involved a team member publicly criticizing another colleague's work during a meeting, using a dismissive and sarcastic tone. This incident embarrassed the targeted individual and created an uncomfortable atmosphere for the rest of the team.
The situation was initially left unaddressed by management, which led to increased tension and decreased morale among team members. Eventually, the affected colleague raised the issue with HR, leading to a mediation session. The involved parties were encouraged to discuss their perspectives and feelings during this session. The mediator facilitated a conversation to rebuild respect and improve future communication. While this intervention helped somewhat, the lack of immediate managerial response highlighted the need for more transparent policies and proactive measures to address incivility (Clark, 2019) promptly.
During the mediation, it was revealed that the criticizing team member was unaware of the impact of their comments. They apologized, and both parties agreed on guidelines for constructive feedback moving forward. The organization then implemented mandatory training on professional behavior and communication, which included role-playing exercises to handle conflicts better and give feedback respectfully. This incident underscored the importance of continuous education and strong leadership in maintaining workplace civility (Broome & Marshall, 2021).
Furthermore, the organization observed that new nurses often experience lateral violence, which can significantly affect their decision to remain in the profession. Addressing this issue is crucial for retaining talent and fostering a supportive work environment (Hover & Williams, 2022). Establishing a Diversity, Equity, and Civility Council has been an essential step towards promoting health equity in nursing academia and practice, highlighting the importance of these values in creating a respectful and inclusive workplace (Lee & Miller, 2022). Moreover, taking a firm stand against workplace incivility through continuous education and clear policies is essential for maintaining a positive and productive work culture (McDermott et al., 2021).