NUR 674 Topic 13 DQ 1

Sample Answer for NUR 674 Topic 13 DQ 1 Included After Question

What theories, models, and/or frameworks would be useful in your project implementation? Describe them.

Identify leadership strategies that are critical and effective to the implementation of your project.

A Sample Answer For the Assignment: NUR 674 Topic 13 DQ 1

Title: NUR 674 Topic 13 DQ 1  

Implementation of a project is an exciting part of starting a project yet can be difficult if a plan is not in place to start the process. Leadership is essential for successful implementation of a project and to create a sustainable process (Roussel et al., 2020). There are many models to choose from when implementing a project, and are unique in their own way, choosing a model that works with the with the project you choose is helpful to the success of the process. The project of changing the process of NICU follow up referrals is a change in practice and change models are helpful to start to project. 

The ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) is a model useful in the start of an implementation process of education of the change process. Implementing a project, one must be able to communicate the change for the process to begin successfully. In implementing a change, developing awareness and desire is the first step to gain understanding. Transformation is a great challenge in change projects utilizing the ADKAR model is an efficient process to assess readiness for implementation (Kachian et al., 2018). 


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NUR 674 Topic 13 DQ 1
NUR 674 Topic 13 DQ 1

Once awareness and assessment for readiness is complete the new process implementation can start while it can be challenging to start and learn a new process applying the LEAN or PDSA theory can aid in the to start the implementation (Rao et al., 2021). The LEAN methodology in the NICU project in the process to streamline the referral process. LEAN is the process of maximizing quality and minimize safety concerns and improve the patient experience (Rao et al., 2021). The process of NICU referrals currently is confusing, disorganized and inconsistent. IN creating the new NICU referral process following the LEAN methodology allows a process to look at streamlining the process through a standardized process leading to an improved quality in referrals for patients to seek care. 

In both the ADKAR and LEAN methodologies and process, leadership is essential to ensure the processes are communicated, understood, and reinforced.  It is difficult to understand changes without understanding the why of a process, a nurse leader must lead and clearly communicate the goals, process, and implementation plan. One of the main aspects of change processes is the ability to influence the success of the efforts through readiness for change. Nurse leaders can have a profound impact to the process of change through leadership and management of the process. (Kachian et al., 2018). A nurse leader also has the role in enforcement and reinforcement of the change process, as change can be stressful the ability to utilize emotional intelligence to manage and process emotions of staff, and leader will aid in de-escalating heated emotions. The ability to transform and make change nurse leaders supporting, communicating and managing process changes will aid in the success of implementation.  

Kachian, A., Elyasi, S., & Haghani, H. (2018). Adkar model and nurses’ readiness for change. Journal of Client-centered Nursing Care, 203–212.

Rao, P. K., Cunningham, A. J., Kenron, D., Mshelbwala, P., Ameh, E. A., & Krishnaswami, S. (2021). Applying lean healthcare in lean settings: Launching quality improvement in resource-limited regions. Journal of Surgical Research266, 398–404.

Roussel, L., Thomas, P., & Harris, J. (2020). Management and leadership for nurse administrators (8th ed.) [ebook]. Jones &Bartlett Learning .

A Sample Answer 2 For the Assignment: NUR 674 Topic 13 DQ 1

Title: NUR 674 Topic 13 DQ 1 

Lewin’s change model and transformational leadership are functional examples of implementing my concept. The three phases are unfreezing, change or movement, and refreezing. The first step is unfreezing, it entails coming up with a strategy to help people let go of previous behavioral patterns as well as assisting them to get over resistance and group compliance. This makes it easier to pinpoint the factors that will likely drive the change and those that will probably act as brakes (Udod & Wagner, 2018). Strengthening the motivating forces and reducing the restraints are ultimately necessary for a successful shift. The second step, movement or change, entails altering one’s beliefs, sentiments, or actions. Lewin identifies three actions that can help bring about change: convincing others that the status quo is unfavorable and inspiring them to see a situation from a new angle; collaborating with others to find further information that can aid in bringing about the desired change; and establishing connections with influential figures who share the same viewpoint. Lewin referred to step three as refreezing, which entails creating a new habit out of the difference.  

A leadership model that affects change in both people and societal systems is known as transformational leadership. With the objective of turning followers into leaders, it has a meaningful and beneficial influence on the followers. To advance the goals of the team and the company, transformational leaders encourage their followers to put aside self-interest and go above and beyond. The organization’s mission is driven mainly by the transformational leader’s vision and ideals. The group’s leader is firmly committed to its mission’s purpose and principles. A transformative leader must promote their vision and persuade followers to accept it if they want their followers to participate (Bakker et al., 2022). Connecting with staff members and fostering their sense of motivation to achieve success are vital components of being a charismatic leader. Employees may contribute to changing the culture and the organization into something creative and dynamic in this transformational organizational environment. It is recommended for transformational leaders to show off their originality and ingenuity, establish themselves as role models for their workforce, and then urge others to follow in their footsteps.

The Joy in Work Results-Oriented Learning Network is the leadership strategy necessary and suitable for carrying out my project. The Joy in Work Results-Oriented Learning Network is designed for healthcare businesses that want to promote employee engagement and productivity, improve staff and patient care overall, and raise staff happiness at work. The network focuses on organizations prepared to investigate and practice a wide-scale method to improve employee satisfaction and well-being (American Hospital Association, 2022). The objectives of this strategy include working with progressive organizations dedicated to system-wide job satisfaction, facilitating transformational leadership practices and behaviors, supporting and coaching local leaders to identify and learn from locally practical actionable steps to make meaningful and measurable progress, and changes that can be implemented.

American Hospital Association. (2022). AHA strategic plan 2019 – 2020 | AHA.

Bakker, A. B., Hetland, J., Kjellevold Olsen, O., & Espevik, R. (2022). Daily transformational leadership: A source of inspiration for follower performance? European Management Journal, 2(4).

Udod, S., & Wagner, J. (2018). Common change theories and application to different nursing situations. Pressbooks; University of Regina Press.