Leadership Style, Change Theory, And Collaborative Practice

As a result, they can affect items that are working properly, as well as, incur associated cost without the benefits (Taylor, 2015). Next, the firm should glide toward step 1, which is the redesign or the adaptation of the individual’s roles, responsibilities, and relationships (Spector, 2013, p. 42). This step allows the employee’s to discover who they need to work with, how they will benefit the company strategy, and the outcomes they wish to achieve. In this particular scenario for illustration, the team of nurses, therapist, tech, and schedulers will needs to work together, discover what they needs to do to make an impact (minimizing wasting products or ensuing they charge them out to the patient), and move from only providing quality care to providing quality, cost effective care. The importance here is that the employees devised this new concept rather than top management forcing it down the chain. This area can also present some potential problems. The team or organization can be risk adverse and fear making mistakes or failing (Recklies, 2001). For example, if 2 options are available, the person will go with the one that has lower risk instead of the one that may be more risky and provide a higher return or better outcome. Moreover, employees may be resistant to change as they are uncomfortable with it, do not see the new skills as beneficial, or they prefer the status quo. The second step, help, requests

“ The ADKAR model of change includes Awareness of the need for change, the Desire to support the change campaign, Knowledge of how to make this successful, the Ability to implement new strategies, Reinforcement of change implementation, and periodic re-evaluation (Hait,2006). These four elements promote evidenced- based practice change and the commitment from nurses to participate in professional activities.”(Robert & Pape, 2011, p. 43) A APRN’s we will have to be agents of change to provide the best care for our patients. When we identify a issue or concern we must have the ability to address it

The entire health industry is highly commercial and the face of the industry has changed and so has the requirements. Value creation today is mostly done by pharmacy benefit managers, doctors, nurses and the Physician Assistant--PA. These and health maintenance organizations are the new healthcare players. They are in need of modern tools to improve the medical cost management skills, and creating a competitive organizational culture. (Lopez, 7) The evidence-based practice which evolved in early 1990s was related to create organizational development including finding evidence for a specific clinical condition which later spread to become evidence-based practice as a part of management approach to service improvement. (Dunning, Delivering Better Health Care: What can go wrong when you are implementing evidence-based practice? Some lessons from the development process)

The no interruption zone limits distractions for nurses who are pulling medication from the med-dispense that is located in the busy nurses’ station. This evidence-based practice project has helped to limit medication administration errors, therefore bettering patient outcomes. Creating this evidence-based practice project has taught me how to use my leadership skills to run meetings with unit managers. I am currently orienting for a PRN position in the emergency room.

As the demand for making changes and facilitating EBP increase, more models are developed to attain better EBP adoption, such as the ACE Star Model of Knowledge Transformation and the Iowa model of EBP (Schmidt & Brown, 2015, p. 47 - 49). As advance to the regional level of collaboration, nurses from different organizations, hospitals, or clinics obtain resources with assistance via local librarians (Schmidt & Brown, 2015, p. 50). As Shirey (2006) mentioned in her article, there are four important regional resource centers of excellence provide and integrate multiple resources to organizations, which facilitate innovation of EBP remarkably. In order to spread and implement the new change throughout the country, the national level of collaboration is employed to promote nursing research and EBP. Several national associations establish and update their EBP guidelines on an annual basis, therefore, nurses and organizations who are interested in research and EBP for providing a higher quality of healthcare to patient have references to look up and follow (Schmidt & Brown, 2015, p. 53). Finally, EBP changes made by the nurses from different countries is called the

Evidence based practice is more likely to take hold in an environment that is supportive and understanding that change although may be necessary is typically difficult to implement without some resistance. Evidence based practices are crucial in improving patient outcomes and having healthier patients at discharge. This in turn can reduce re-hospitalizations, allow for better participation in rehab if needed and promote better disease self management along with cost savings at the hospital. In order to provide this, the floor nurses need to be educated on the new process and fully understand why it is better then how it was previously being done. Resources should be readily available be it extra staff, supplies or constant and continuous education

Implementing a project for a change requires patience and time. Presenting the issue to the staffs is not an easy task. There will be resistance and disagreement that the issue persists. According to Stevens, even though the evidence-based practices are embraced in the microsystem by nurses, there will be impediments in employing it into practice (2013). Showing the evidences and explaining the reason why the change is urgent ensure cooperation. Teaching the health care providers of the organization’s policy regarding restraint and the recommendation of the Center for Medicare and Medicaid Services (CMS) as well as The Joint Commission (TJC) will enhance compliance and improve patient outcome by providing a safe environment for the patients,

Change can be challenging and studies have shown that most nurses practice the way they were taught, not by what has been proven to work (White & Spruce, 2015). Strategies for implementing practice changes that involve careful planning and the utilization of employees who can motivate participation, be champions for change, and influence others are important (Huber, 2014). Job descriptions, mission statement, and vision should all be incorporated with evidence-based practice and it is useful to have discussions with staff during any meetings. Using a variety of interactive strategies to encourage the acceptance of change and having leaders that are positive examples, who advocate for the use of evidence-based practice, provide resources and processes, and who are accountable for their actions is essential. Health care culture is affected by current issues and trends such as the expectation of patient-centered care with improved quality and safety, reimbursement changes, introduction of electronic medical records, and the increased need for

This is essay is being written to identify and promote change in clinical practice in relation to nursing and

Leadership is critical when executing a strategic change initiative. By differentiating leadership and management, leadership styles and the key factors of change we can better understand what should be done to successfully lead change. Success is not obtained through leadership alone but by developing a group of individuals from all levels of the organization who work together as a team. . (Leban and Stone, 2007)

It is evident that patient care and safety should be a priority within the healthcare system. In the inpatient hospital setting, nurses are there to provide overall quality patient outcome. To this end, nurses are aware that to provide the best care to their patients, nursing practice must be based on the best evidence available. However, nurses are also aware that there are barriers to overcome before EBP would find its way in the clinical settings. One way to overcome these barriers is to take time to be educated on the process of integrating EBP initiative into practice and understand some of the models of EBP and adapt one that they can easily use to “organize the practice change and provide them with a step-by-step process on how make

In order for the initiative of bedside handover with the use of ISBAR framework to be implemented and work efficiently, a change management theory can be applied. One change management theory that is commonly used amongst nurses in different specialty areas is Kurt Lewin's change management theory. This theory is of particular relevance to my initiative as in the last stage of the theory involves sustainability which is of great importance when it comes to delivery quality care. Lewin’s change management theory involves three steps; unfreeze, change and refreeze. From Lewin’s perspective, the process of change begins with creating the perception that change is needed, then moves onto the actual desirable level of change and lastly, solidifying the new behaviour as the new normal (Burnes, 2004). In Lewin’s first stage, unfreezing is about encouraging people to think about the current situation and helping them realise the need for change (Kassean & Jagoo, 2005). The first move is therefore is to raise awareness for the need for change by communicating the proposed change to all those who are going to be affected by the initiative, such as the patients, charge nurse and nurses. Making research articles about the benefits of bedside handover available for people to read is another way to raise awareness. Lastly, displaying posters of the new initiative around the ward can be done as another tool to help implement the change. For the change

This paper summarizes the article written by Cam Caldwell, Rolf D. Dixon, Larry A. Floyd, Joe Chaudoin, Johnathan Post, and Gaynor Cheokas regarding the need for a new type of leadership in today’s social work environment, defined as Transformative leadership. The article itself varies in the definition, however in a broad sense Transformative leadership is maintaining good moral standing and sound business ethics among employees and individuals inside and outside the workplace. However, in order to reach this theoretical level of business related moral and ethical leadership known as

If deacons are to be positive agents for change within the life of the church , they must learn to manage change. Change needs to be managed because it strongly impacts the church. Change tests the fellowship of the church. Since change offers opportunity for disagreement, a church finds out the strength of its fellowship when a proposed change comes up for discussion. This is the reason a building program is a dangerous time in the life of a church. Change can impact the fellowship of our churches negatively unless the process of change received good guidance.

As defined by Katzenbach (1995), change leadership is “the process whereby individuals who lead initiatives that influence dozens to hundreds of others to perform differently—and better—by applying multiple leadership and change approaches.” Leadership alone is defined as setting a direction and developing the strategies necessary to move in that direction – that is, creating and achieving a vision – leadership is thus a process to do with change (Kotter 1999). Change leadership is critically important to the continuing success of organizations everywhere. Tennant Company understands and invests in change leadership by employing a Sr. Organization Development Manager named Annelise Larson, M.B.A. whose efforts includes setting direction, developing strategies, and leading initiatives through organizational change efforts. An interview was conducted with Annelise Larson to discuss and learn about her change leadership abilities. For the purposes of this paper, the interview questions will be shared, a summary will be provided, and five recommendations are made for Annelise Larson as a change leader.