LDR 615 Benchmark – Change Initiative: Develop a Change Model GCU SOLVED

LDR 615 Benchmark – Change Initiative: Develop a Change Model GCU SOLVED

LDR 615 Benchmark – Change Initiative: Develop a Change Model GCU SOLVED

Healthcare organizations operate in highly competitive and dynamic environments. As a result, they must adopt interventions that enhance their competitiveness and sustainability of their interventions. Change initiatives enable healthcare organizations to be adaptive in their markets. They learn effective interventions that can be used to address their actual and potential needs in their markets. In doing this, organizations utilize different models of change to achieve their objectives. Health management and leadership teams are aware of the potential barriers that might hinder the change process. They adopt anticipatory strategies that will minimize the risk of resistance and barriers being experienced in the change process. Therefore, the purpose of this presentation is to develop a change model that would guide change in my organization.

The developed change model has several steps. The first one is needs analysis. Needs analysis helps prioritize the issues that a change should address in an organization. The analysis also informs the allocation of resources for a change initiative. The second step is strategy development. Strategy development entails coming up with the approaches to implement a change. The strategies provide a roadmap to achieve the change objectives and goals. The third step is implementation. Implementation is where the strategies are put into action. Implementation should be collaborative to achieve optimum change outcomes. The fourth step is monitoring. Monitoring seeks to ensure the implementation process is per the plan. It also ensures the desired benchmark outcomes have been achieved for the overall success of the change initiative. The other step is evaluation. Evaluation assesses if the change achieved its desired outcomes or not. It also identifies the strengths, weaknesses, and opportunities that should be explored when implementing change in the future. The last step is communicating change outcomes. The change management team should inform the organizational stakeholders of the achievements, challenges, and recommendations based on change outcomes.

The proposed model is relevant to my organization. First, the model adopts systematic processes for assessing, implementing, monitoring, and evaluating change. The systematic nature of the model ensures the organization does not lose track of the change process and anticipated outcomes. It also ensures clarity and efficiency in the implementation of change. The model also aligns with the existing approaches to change in the organization. For example, the organization recognizes the need for undertaking needs analysis before implementing a change. It also recognizes the need for collaboration in the different activities of the change such as assessment, planning, implementation, monitoring, and evaluation. The alignment would ensure optimum outcomes in any change initiative. The model will also ensure the prioritization of the change activities in the organization. Accordingly, the organization will only implement changes that address its prioritized and not potential needs. The model also increases the potential of using best practices such as teamwork and feedback provision in the implementation of change.

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The developed model will work well with the organizational culture. The organizational culture is focused on ensuring efficiency, quality, and safety, which can be achieved with the adoption of the model. The prioritization of change initiatives based on needs analysis would ensure efficiency in resource utilization. The organizational culture is also characterized by active interdisciplinary collaboration to achieve optimum change outcomes. The collaboration minimizes the risk of resistance to change from change adopted. The developed change model leverages active teamwork to ensure the adopted strategies strengthen collaboration in all the phases of the change process. The model will also work well with the organizational culture since it strengthens the existing communication channels in the organization. The organization always strives to ensure openness, transparency, and two-way communication among its stakeholders. The processes of change in the developed model recognize the need for ensuring that stakeholders share information on the need for change and its implementation, hence, improving communication in the organization. Lastly, the model uses systematic approaches to change, which align with the organizational culture (Kho et al., 2020) . The systematic approaches in the organization ensure that the organization will adopt measures with clearly understood objectives and evaluation metrics.

Several approaches can be adopted to evaluate the need for change. One of them is organizational performance. A decline in organizational performance will translate into the need for change initiatives. An increase in organizational performance will translate into the need to sustain the existing organizational strategies or changes. The second approach to evaluate the need for change is competition analysis. An analysis of the competitiveness of an organization in its market will inform the need for change. A decline in organizational competitiveness will increase the need for responsive change initiatives that will strengthen the competitiveness and market share. The other method to evaluate the need for change in an organization is staff feedback. Staff can provide crucial information about the need for change to address crucial organizational issues. For example, they can inform the need for change initiatives to address safety issues such as medication errors in the provision of patient care. Information about patient experiences with care can also inform the need for change (Nilsen et al., 2020). For example, patient satisfaction surveys can be used to develop new approaches to care that align with the patient values and preferences.

Several approaches can be adopted when choosing individuals or teams for a change initiative. One of them with their experience with change initiatives. People with previous experience with a change initiatives understand better the strategies to adopt for the success of a change. Their experience also informs the change management strategies that should be incorporated into a change. The other factor is leadership abilities. The selected individuals should be able to influence others to support change. They should also be able to develop innovative strategies that would minimize the risk of resistance from the adopters of change. The other factor to consider is availability. The teams or individuals should be available and dedicated to ensure the project success. They should be available to manage all the challenges that may be experienced in the change process. The last approach is considering the personality of the team members. The team members should be flexible and adaptive. They should be willing to incorporate diverse views into their daily routines in the change process (Dang et al., 2021). Adaptability and flexibility will ensure sustainable improvements in the change process.

Effective communication strategies should be adopted when implementing change. One of them is encouraging open communication. Open communication among the change stakeholders should be encouraged. The team members should be free to express their views and concerns related to change. The other strategy is providing feedback to the change management team and adopters of change. Feedback would inform the need for new practices that would improve change outcomes. it would also encourage the change management team to adopt new and innovative practices that would enhance change outcomes. The other communication strategy is ensuring consistency in communication. The change management team should be consistent in providing feedback and information to ensure the adopters are informed about the change progress and any potential strategies that should be used to achieve the desired outcomes (Dang et al., 2021). The last strategy is incorporating multiple communication channels. This includes using forms such as meetings, emails, and discussion boards to keep the adopters informed about the change process.

Effective communication strategies should be adopted when implementing change. One of them is encouraging open communication. Open communication among the change stakeholders should be encouraged. The team members should be free to express their views and concerns related to change. The other strategy is providing feedback to the change management team and adopters of change. Feedback would inform the need for new practices that would improve change outcomes. it would also encourage the change management team to adopt new and innovative practices that would enhance change outcomes. The other communication strategy is ensuring consistency in communication. The change management team should be consistent in providing feedback and information to ensure the adopters are informed about the change progress and any potential strategies that should be used to achieve the desired outcomes (Dang et al., 2021). The last strategy is incorporating multiple communication channels. This includes using forms such as meetings, emails, and discussion boards to keep the adopters informed about the change process.

Created Change Model for My Field

qThe model consists of the following steps

i)Needs analysis

ii)Planning

iii)Implementation

iv)Monitoring

v)Evaluation

vi)Communicating outcomes

The developed model of change for my field comprises six steps. The first step is needs analysis. This is where change team determine issues of priority in their organizations that must be addressed by implementing change initiatives. The step ensures appropriateness of change. The second step is planning. This is where change team develop strategies needed for the change. It entails strategies such as training change adopters, mobilizing resources, and ensuring the  creation of a supportive culture. The third step is implementation where the change is put into use. The fourth step is monitoring where change them supervise the implementation to ensure it aligns with the developed plan (Mathieson et al., 2019). The fifth step is evaluation where the   change team determine if the desired outcomes were achieved or not. The last step is communicating outcomes to the change stakeholders.

Why the Model will Work with the Organization’s Culture

qThe organization supports change initiatives

qThe model is easy to use

qIt supports use of best practices

qStaff are competent in implementing change

The model will work with the organization’s culture. First the most supports continuous improvement in the organization’s change initiatives. It builds on best practices that drive excellence in the realization of the organization’s goals. The model is also easy to use. It uses the steps of nursing assessment, which makes it easy for nurses and other healthcare providers to use. The model can also be adapted to any change initiative in healthcare.. The model also supports the use of best practices in the implementation of change. The best practices align with the organization’s focus of using innovative strategies to drive excellence in the provision of patient care. lastly, the staff is likely to embrace the model use with ease. This is because of their competencies in the implementation of  change in their practice (Nelson-Brantley et al., 2021).