How The Effective Nurse Leader Confronts And Deals With Resistance Change

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Resistance to Change Health care organizations are in a continual state of change so they can adapt and grow. Effective nurse leaders must be well equipped to handle the complexities of change, and be prepared to deal with resistance to change. According to Marquis and Huston (2015), change is a complicated process that requires planning, and it takes time to be able to recognize, address, and overcome resistance. Resistance to change can vary, but nurse leaders need to be empowered to buffer the negative effects of resistance (Montani, Courcy, Giorgi, & Boilard, 2015). The purpose of this paper is to discuss the importance of change and the how the effective nurse leader confronts and deals with resistance to change. Leading Change…show more content…
Putting Change into Motion Health care is forever evolving and is the driving force behind many of the current changes to organizations. Many of these attempts fail due to the person in charge not being effective in their role as the leader and the change is unstructured (Marquis & Huston, 2015). Having an effective change agent who is skilled in interprofessional relationships and team building can determine the success or failure of the process. Part of this change requires staff involvement to assist in implementing the process. However, changes are not always planned which causes chaos and frustration as it is a disruption to what is normal. The most successful is planned change, which is purposeful, calculated, and collaborative to bring improvements with the assistance of the change agent (Mitchell, 2012). Change also requires the vision and expert planning skills to coordinate the team and guide the process to ensure success. Team Forming As a team leader it is the goal to have the group perform well and as quickly as possible and work through their differences. Many studies suggest that interprofessional teams do not perform effectively due to friction, hostility, and barriers to knowledge sharing (Mitchell, Parker, & Giles, 2011). Forming a team usually is recognized by the stages known as forming, storming, norming, and performing (Mind Tools, 2012). Formatting an agenda that includes expectations, rules, and

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