Change Management Models
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Select one of the change management models you reviewed. How can you apply the model to your practice? Include an example using the model.
Submission Instructions:
• Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources.
Lecture Materials & Resources
Building Quality Teams
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Read and watch the lecture resources & materials below early in the week to help you respond to the discussion questions and to complete your assignment(s).
Read
• Yoder-Wise, P. S. (2015).
o Chapters 16 – 18
Online Materials & Resources
• Change Management Models: A Guide to Best Practice Links to an external site.
Change-Management-Coach.com. (2019). Change Management Models: A Guide to Best Practices. http://www.change-management-coach.com/change-management-models.htmlLinks to an external site.
• Visit the CINAHL Complete under the A-to-Z Databases on the University Library’s website and locate/read the articles below:
o Lockart. L. (2015). The art of team building. Nursing Made Incredibly Easy! 13(3), 51-52.
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Change is an inevitable aspect of organizational life, and effective change management is crucial for the success of any organization. There are several change management models available that provide frameworks and guidelines for managing and implementing change initiatives. One such model is the ADKAR model, which focuses on individual change and addresses the personal transitions that individuals go through during the change process.
The ADKAR model, developed by Prosci, is an acronym that stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. This model provides a step-by-step approach to guide individuals through the change process and ensure that they are ready and willing to embrace the change. Let’s explore how this model can be applied in a practical scenario.
Suppose an organization is implementing a new electronic medical records (EMR) system. This change will require all healthcare providers and staff to transition from using paper-based records to digital records. Applying the ADKAR model to this change initiative would involve the following steps:
Awareness: The first step is to create awareness among the employees about the need for change and the reasons behind it. This can be achieved through communication channels such as emails, meetings, and presentations. In the case of the EMR system, the organization can explain the benefits of digitizing medical records, such as improved efficiency, better patient care, and reduced errors.
Desire: Once employees are aware of the change, it is essential to create a desire or motivation to embrace it. This can be done by addressing any concerns or resistance they may have. For example, the organization can conduct training sessions to alleviate fears about using the new system and emphasize the positive impact it will have on their work and patient outcomes.
Knowledge: Providing employees with the necessary knowledge and skills to adapt to the change is crucial. In the case of the EMR system, the organization can offer comprehensive training programs that cover the functionalities of the system and provide hands-on practice. Training should be tailored to different roles within the organization to ensure that everyone has the knowledge they need to effectively use the new system.
Ability: Once employees have acquired the knowledge, they need to develop the ability to apply that knowledge in their daily work. This stage may involve additional training, mentoring, or coaching to help employees gain confidence in using the EMR system. Managers and leaders play a vital role in supporting employees during this transition by providing ongoing support and resources.
Reinforcement: Finally, the change needs to be reinforced to ensure its long-term sustainability. This can be done by recognizing and celebrating successes, showcasing the benefits of the new system, and continuously monitoring and addressing any issues or challenges that arise. Regular feedback loops and performance Assessments can also help reinforce the change and identify areas for improvement.
By applying the ADKAR model to the implementation of the EMR system, the organization can guide individuals through the change process effectively. This model recognizes that successful change management is not just about implementing new systems or processes but also about addressing the human side of change. It focuses on individual transitions and ensures that employees are ready, willing, and able to adapt to the change.
In conclusion, the ADKAR model provides a practical framework for managing individual change within organizations. By following the steps of Awareness, Desire, Knowledge, Ability, and Reinforcement, organizations can guide employees through the change process and increase the likelihood of successful change implementation. In the example of implementing an EMR system, the ADKAR model helps address concerns, provide training, and reinforce the benefits of the new system, ultimately leading to improved patient care and organizational effectiveness.
