NUR 514 How could you draw from change theory to address these concerns and encourage collaboration on the committee?

NUR 514 How could you draw from change theory to address these concerns and encourage collaboration on the committee?

NUR 514 How could you draw from change theory to address these concerns and encourage collaboration on the committee?

In reviewing the pillars of leadership from your readings, how would you anticipate a reflection of leadership skills to evolve in your current role and once you have completed your current graduate education? Is there a specific pillar in which you feel you could identify as a goal to further develop throughout your graduate education? Why is this an important area to develop for you?

REPLY

 

I have been a nursing supervisor for the last 5 1/2 years. My role includes overseeing 80 direct reports, project management, and hiring manager. I feel that I have gained exposure to three of the four pillars over this time. I have gained experience in professionalism, inspirational motivation, and interpersonal relationships through my role. My master’s degree will help me most with the fourth pillar, business competency. Already my courses have provided me with frameworks to lead projects and promote practice changes. I have been able to reflect on past projects and identify areas I could have been more efficient and effective. I also look forward to better understanding healthcare economics, legislation, and finances. My biggest struggle as a nurse leader is the lack of exposure to the operations and business side of hospital practice and decisions. I look forward to expanding my knowledge to make me an effective leader.

REPLY

As a change agent and nurse leader, this is a common situation amongst groups. Rarely within a group project do all committee members agree 100%. It is essential as leaders to recognize disagreement, intervene, and compromise. To begin, I would bring the group together, discuss the committee’s objectives, and remind the group we all have the same goal but different perspectives on the most effective way to obtain the goal. I would ask the group members to share their reasoning behind their disagreement with the position statement and what changes they believe can be made to the statement to best serve the committee’s objectives. The goal would be to clearly understand the rationale behind the disagreement and how we can develop a position statement that would support all specialties.  Once the group compromises on the changes. I would ask the committee to vote on what changes will be made to serve the group best. Before the vote, I would once again review the objectives and the proposed changes. Disagreement is supported and often leads to a better deliverable if done professionally and within the group’s goals.

The tool from change theory that I would utilize to resolve the dispute would be developing a vision or strategy for the group. The goal of developing a vision is collaborating with the team to create concrete objectives. The role of the change agent is to empower the group to come up with creative and innovative solutions to meet the project’s needs (DeNisco, 2021). As a leader, it is crucial to continue bringing the group back to the vision to aid in discussion and compromise.

 

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Reference:

DeNisco, S. M. (Ed.). (2021). Advanced practice nursing: Essential knowledge for the profession (4th ed.). Jones & Bartlett Learning. ISBN-13: 9781284176124

REPLY

 

Clinical leaders accept the resistance, explore, confront and engage it to improve the change process. As a nurse

NUR 514 How could you draw from change theory to address these concerns and encourage collaboration on the committee
NUR 514 How could you draw from change theory to address these concerns and encourage collaboration on the committee

leader and change agent, I would start the discussion on the importance of spiritual care and encourage the nurses to share their ideas and concerns about the recent position statement of spiritual care. I welcomed the opinions of different nurses and respected their values. Team reflection is one of the phases of organizational change. At the same time, the leader should stress the organizational goal and vision. Then, I would move forward with an acceptable plan for the committee members. The change theory could help to understand committee members’ concerns and encourage collaboration in identifying and analyzing forces of change. The team can complete a force field analysis to facilitate strategies for forces documenting the driving and restraining forces of the proposed change. The change team needs to be visible, seek feedback, promote encouragement, communicate and resolve problem(DeNisco,2021)

References:

DeNisco, S. (Ed). (2021). Advanced practice nursing: Essential knowledge for the profession (4th Ed.). Jones and Bartlett Learning

REPLY

 

Thank you for your response I do appreciate the perspective. “Therefore, it is important to understand the extent to which the acceptance of mistakes fosters adaptability to change” Kucharska, Bedford (2020). In an effort to make any changes there will be mistakes that will be made, it has been my experience when leadership accepts that a mistake took place and then reviewed and corrected there is more acceptance of the proposed changes. Encouraging collaboration within any organization can boost morale and increase learning for organizational changes.

Reference:

Kucharska, W., & Bedford, D. A. D. (2020). Love your mistakes!—they help you adapt to change. How do knowledge, collaboration and learning cultures foster organizational intelligence? Journal of Organizational Change Management33(7), 1329–1354. https://doi-org.lopes.idm.oclc.org/10.1108/JOCM-02-2020-0052

REPLY

 

Change is an essential part of the organization to improve patient satisfaction and outcomes. If there are resistance or obstacles for example, in this case, an argument between team members regarding spiritual care needs to be removed or resolved before processing a change. As a nurse leader and agent, I recommend using Kotter’s change model to resolve this problem. 4th step of Kotter’s model which is communicating the change vision is especially useful in this situation. In this step, the nurse leader gives importance to communicating the change vision with employees and team members. Provides opportunities for open communication regarding their concerns, fear, and disagreement. Clarifying their concerns and doubts is critical at this stage. Understanding the change vision and educating them about the benefits helps them to understand the reason for the change. Resistance and obstacles are part of a change project, and it is predictable. Hence understanding and resolving this resistance will enhance the process of change.

REPLY

 

It’s imperative to be transparent and able to communicate the vision clearly in order to powerfully and embed it. In this case communication needs to be direct by clearly describe the vision with the rest of the team for better outcome’s.” It’s equired to achieve it, i.e. talking about the vision in all staff meetings, addressing people’s concerns and anxieties, openly and honestly. Leaders have an important role in communicating the vision for change by creating a culture and climate that actively encourages, supports and enables the adoption of technologies to improve practice.(Jippes M,2013)

When changes occurred don’t expect to see everyone within agreement of the proposal. However by listening to everyone idea’s, there’s a greater chance of a desire outcome.

Reference:

 

Jippes M, Driessen EW, Broers NJ, Majoor GD, Gijselaers WH, van der Vleuten CP. A medical school’s organizational readiness for curriculum change (MORC): development and validation of a questionnaire. Acad Med. 2013;88(9):1346–1356.