Describe a change initiative that was implemented in a healthcare setting (your own work setting, from the literature or from the experiences of other professional nurses) that resulted in conflict, chaos or crisis (use fictitious names for people and organizations). Discuss the change initiative, how the change was implemented, by whom, and the outcome.
In consideration of this weekâs readings, describe how you as a nurse leader, would have managed the change initiative.
Sample Answer
Change Initiative
Change initiative: Implementation of a new electronic health record (EHR) system at a large hospital.
How the change was implemented: The EHR system was implemented over a period of six months. The hospital hired a team of consultants to help with the implementation process. The team worked with hospital staff to develop a training program for the new EHR system. The training program was offered to all staff members, including nurses, doctors, and other healthcare professionals.
Who implemented the change: The change was implemented by the hospital’s administration.
Outcome of the change: The implementation of the new EHR system was met with resistance from some hospital staff members. Some staff members felt that the new system was too complex and difficult to use. Others felt that the new system did not meet their specific needs.
Full Answer Section
The resistance to the new EHR system led to conflict, chaos, and crisis in some departments. For example, in the emergency department, nurses were unable to keep up with the workload because of the new EHR system. This led to delays in patient care and increased stress levels for nurses.
How I Would Have Managed the Change Initiative
If I had been a nurse leader during the implementation of the new EHR system, I would have taken the following steps to manage the change initiative more effectively:
- Communicate effectively with staff. I would have communicated with staff members throughout the implementation process. I would have explained the need for the new EHR system and how it would benefit staff and patients. I would have also listened to staff concerns and addressed them as best as possible.
- Provide adequate training. I would have ensured that all staff members received adequate training on the new EHR system. I would have also provided ongoing support to staff members as they learned to use the new system.
- Be flexible and adaptable. I would have been flexible and adaptable during the implementation process. I would have been willing to make changes to the plan as needed. I would have also been willing to listen to staff feedback and make changes to the new EHR system based on that feedback.
- Empower staff members. I would have empowered staff members to take ownership of the change initiative. I would have given them the opportunity to provide input on the new EHR system and how it was implemented. I would have also given them the authority to make decisions about how to use the new system in their departments.
I believe that these steps would have helped to reduce conflict, chaos, and crisis during the implementation of the new EHR system.
Additional thoughts:
It is important to note that change management is a complex process. There is no one-size-fits-all approach to managing change. The best approach will vary depending on the specific situation.
It is also important to note that change is often met with resistance. Resistance to change is a normal human reaction. It is important to be patient and understanding when dealing with resistance to change.
Finally, it is important to remember that change takes time. It is important not to expect instant results. It is important to be patient and persistent when implementing change.
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