How Would You Use Kotter'S See-Feel-Change Approach To Communicate The Need And Urgency Of The Needed Change?

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Organizational Change How would you use Kotter's see-feel-change approach to communicate the need and urgency of the needed change? To whom would you communicate? What will you tell them? When will you tell them? What multiple forms of communication will you use, and how often will you repeat your message? The organizational change that is proposed will be a bedside handoff in the critical care unit of the hospital. Such an organizational strategy has proven effective in different situations and has actually saved many lives (Federwisch, 2007). There are many advantages to this system that have been documented over the course of many studies. However, one of the primary advantages is that it allows the hospital staff a better perspective from which they can gain a comprehensive overview of the patients status and prevents a staff member from "dropping the baton" in regards to a patient's needs. Creating a sense of urgency in developing this organizational change should be relatively easier than other organizational changes given the fact that the strategy can improve the quality of care and potentially even save lives. Despite this advantage, the see-fee-change approach should still be implemented with the great care to ensure the message resonates as intended. Therefore multiple methods of communication will need to build repetition in order to ensure that the message is clear. This will include formal training, group sessions in which a consensus is attempted to be

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