Nursing Leadership Critical Discussion of a Change Management Project Strategy

According to Porter-O’Grady, 2016 et al p 324, our healthcare systems today are at the center of what is considered major change. Much of the change today is directly related to the foundational principles, concepts and associated with complexity in systems and relationships, and an understanding by nurse leader and follower; of what it takes to make meaningful change. Nurse Leaders, registered nurses, advance practice nurses, and other followers, at every level of our organizations must be increasingly aware of meaningful and sustainable changes that improves our healthcare systems (Porter-O’Grady, 2016 et al p 324).

These changes are then reinforced to employees by the Charge Nurses in Morning Huddles and in special called Safety Huddles throughout the week. While management is very open to change, implementation of the changes must be carried out by the actual hands-on personnel, and this often times leads to fear of the unknown. As Yoder-Wise (2015) states, “All changes, whether perceived as positive or negative, large-scale or simply, are scary and generate fear” (p. 307). In the short time I have worked in the ED, I have seen both support and resistance among co-workers regarding change processes. While some embrace change, others resist, and are set in their ways viewing change as inconvenient and an addition of time-consuming steps to an already stressful environment. Most whom I work with, when presented with the facts and evidence behind the change, view it positively and have no problem implementing it.

In today’s healthcare system, effective leadership is essential to improving and reaching organizational outcomes. A leader is someone with the ability to influence others but, an effective leader uses positive strategies to inspire employees to work towards the same goal. Leadership in nursing requires a constant effort to motivate others to become part of the organizational transformation. This can be achieved using a transformational leadership style with a focus on communication, motivation, and empowerment.

Change is a hard concept for most, but change in the hospital setting can be beneficial for both staff and patients. According to Mclean (2011), “Every change begins with an ending” (p.79). How people respond to change can make the process easy or hard depending on how the change is presented.

For decades, something was missing in patient care. Crucial quality and safety-improvement professionals involved in healthcare delivery were formerly not located in the places where care was actually provided. This often resulted in a disconnect that fragmented healthcare quality, safety, and improvement. According to Reid and Dennison, in their article The Clinical Nurse Leader (CNL)®: Point-of-Care Safety Clinician, “The role of the Clinical Nurse Leader (CNL)® restores this vital connection. The CNL is a clinician who brings the locus of control for safe and quality care from the administrative areas straight to the unit’s providers who deliver the services. “

Healthcare organizations aspiring to achieve the Triple Aim must create a model that will work for their organization and the populations they serve. In the case study, all three organizations took diverse approaches to conquer Triple Aim objectives. The IHI is working closely with pilot organizations to create a basic model that is transferrable to all healthcare organizations. Until a model is created, the IHI recommends a change process that includes the following four guiding principles: identification of target populations; definition of system aims and measures; development of a portfolio of project work that is sufficiently strong to move system-level results, and rapid testing and scale up that is adapted to local needs and

Technology has enabled us to make advances in patient care, and thus increase healthy patient outcomes. Nurses are constantly adapting to new technology, and need to learn to work with their IT department to successfully maneuver their electronic system. This paper will provide details of EHR implementation, and the goals of health implementation technology.

It has only been within the last five years that health information management (HIM) has experienced exponential changes, due to the healthcare reform. The electronic health record (EHR) is connected to health information exchanges and other systems of interoperability. The timely completion of charts, coding and release of information (ROI) has become much more efficient with the electronic record. Traditional HIM functions will just be transformed and will always be an integral part of successful patient care. Professionals must be flexible and willing to adapt and even generate change. As Health Information Technology continues to evolve, so will the roles

In the evolving health care environment, a guiding policy and personnel planning is required with respect to the numbers, types and mix of professionals. To overcome the challenges of the existing health care system and practice environment, “nurses need to be well educated, team oriented, adaptable and able to apply competencies relevant to leadership” (The Future of Nursing: Leading Change, Advancing Health, 2011, p. 270). Health care system is complex and has conflicting interests. Nurse helps the patient and family to connect to their social support systems and help to coordinate care and improve patient outcomes. Evidence shows that high quality nursing care can reduce cost

With our main research question we aim at exploring the importance of effective change management and the characteristics of a successful change management program in a hospital. The main research question can be formulated as: To what extend is change management necessary and how can it most efficiently be implemented in a hospital?

While some people are receptive to change, others may not be so forth coming. The concept of change in itself can be terrifying because people get used to doing things a particular way, therefore, any deviation from the norm poses difficulty. Within the context of this paper, I will examine two components related to my learning goal and my clinical placement at St. Michael’s hospital. First, the knowledge component will entail a critical review of five evidenced-based scholarly journals related to change and the Electronic Medical Record (EMR), incorporating the strengths and limitations of each study. Then, I will discuss the chosen framework and its use to guide my nursing practice and achieve my learning goal. Next, I will discuss the

Being a registered nurse affords one the option of working in many diverse healthcare settings. In any practice setting the climate of health care change is evident. There are diverse entities involved in the implementation and recommendation of these practice changes. These are led by the Robert Wood Johnson Foundation (RWJF), the Institute of Medicine (IOM), nursing campaign for action initiatives, as well as individual state-based action coalitions. Nurses need to be prepared and cognizant of the transformations occurring in health care settings as well as the plans that put them at the forefront of the future.

As the CEO of Nashville General Hospital, a non- profit teaching hospital located in Nashville, TN it is improvement for your entire staff and team to be onboard when promoting rationale of continual improvement. It is important for all levels of the organization to be on board when making these changes and implementing them throughout the hospital in order for the changes to be successfully implemented. Management’s role in the success of the program is vital to the company. Managers and leaders are the ones who set the tone of the organization. Committing to moral and physical support, establishing specific quality improvement goals with timetables and target dates, as well as resources that are needed in order to make the changes, having

Health care organizations that choose to convert to an electronic medical record system (EMR) have several advantages; most important it increases patient safety, efficiency, cost-effectiveness and security. Accepting such a transition also presents with its share of challenges like preparing for the required significant time obligation and resources that will make the transition a successful one. Leadership and management must create an atmosphere that will get the buy-in of all stakeholders. Providing information about the process and what methods will be best to make the conversion to an EMR system is an important aspect of the implementation

In the healthcare field, nursing leaders and managers face consistent issues in their respective practices that force them to alter the way they work and the way they think. In taking on a role as a leader within the field, nursing leaders and managers also take on the role of ensuring that work within an organization runs smoothly regardless of new issues that may arise in the healthcare arena. For instance, in today's healthcare environment, the issues of nurse shortage and nurse turnover have the capacity to alter the healthcare field and many of its respective branches and organizations should these problems not be managed properly by the leaders in the field. In viewing the issue at hand and in discovering how nursing leaders and managers are expected to act, and do act, in order to approach this issues, along with pinpointing the best approach possible to aid this issue, one can better understand which leadership styles are necessary for leaders to function.