Chapter 17

Chapter 17Chapter 17

Leading ChangeLeading Change

Copyright © 2011 by Mosby, Inc., an affiliate of Elsevier Inc.Copyright © 2011 by Mosby, Inc., an affiliate of Elsevier Inc.

22Copyright © 2011 by Mosby, Inc., an affiliate of Elsevier Inc.Copyright © 2011 by Mosby, Inc., an affiliate of Elsevier Inc.

ObjectivesObjectives

Analyze characteristics of change in Analyze characteristics of change in open-system organizations.open-system organizations.

Relate models of planned change to the Relate models of planned change to the process of low-level change.process of low-level change.

Evaluate nonlinear theories for managing Evaluate nonlinear theories for managing high-level change.high-level change.


Objectives Objectives (cont’d)(cont’d)

Evaluate the use of selected functions, Evaluate the use of selected functions, principles, and strategies for initiating and principles, and strategies for initiating and managing change.managing change.

Formulate desirable qualities of effective Formulate desirable qualities of effective change agents.change agents.


Responsibilities of Responsibilities of Leaders and ManagersLeaders and Managers

Utilize change theory.Utilize change theory. Serve as change agent.Serve as change agent. Support staff during times of difficult Support staff during times of difficult

transitions.transitions.


Responsibilities of Responsibilities of Leaders and Managers Leaders and Managers (cont’d)(cont’d)

Recognize one’s own reaction to change.Recognize one’s own reaction to change. Adapt leadership style to situational needs.Adapt leadership style to situational needs.


Characteristics of ChangeCharacteristics of Change

A natural social processA natural social process Involves individuals, groups, organizations, Involves individuals, groups, organizations,

and societyand society Is constant and accelerates at various ratesIs constant and accelerates at various rates


Characteristics of Change Characteristics of Change (cont’d)(cont’d)

Is inevitable and unpredictableIs inevitable and unpredictable Varies from high complexity to low complexityVaries from high complexity to low complexity


Three Stages of ChangeThree Stages of Change

UnfreezingUnfreezing Experiencing the changeExperiencing the change RefreezingRefreezing


Two Types of ChangeTwo Types of Change

Linear (planned) changeLinear (planned) change Nonlinear (complex) changeNonlinear (complex) change


Linear (Planned) ChangeLinear (Planned) Change

Force field analysisForce field analysis BarriersBarriers FacilitatorsFacilitators


Examples of Three Examples of Three Campaigns for ChangeCampaigns for Change

TypeType DescriptionDescription

PoliticalPolitical Coalition building to create influenceCoalition building to create influence Changes in structureChanges in structure

MarketingMarketing Listening to what is important to teamListening to what is important to team Working with key groupsWorking with key groups Creating a themeCreating a theme

MilitaryMilitary Engaging with resistance by providing Engaging with resistance by providing attention, testing beachheads, and attention, testing beachheads, and creating a war roomcreating a war room


Common BarriersCommon Barriers

BudgetBudget Equipment, including technologyEquipment, including technology People who value status quoPeople who value status quo Groups who see the change as a threatGroups who see the change as a threat


Common FacilitatorsCommon Facilitators

DataData Community supportCommunity support Buy-in by physicians and nursesBuy-in by physicians and nurses PATIENT SAFETYPATIENT SAFETY


Nonlinear (Complex) ChangeNonlinear (Complex) Change


Learning Organization DisciplinesLearning Organization Disciplines

Systems thinkingSystems thinking Personal masteryPersonal mastery Mental modelsMental models


Learning Organization Disciplines Learning Organization Disciplines (cont’d)(cont’d)

Shared visionShared vision Team learningTeam learning


Change Management FunctionsChange Management Functions

Planning (includes assessment)Planning (includes assessment) OrganizingOrganizing ImplementingImplementing


Change Management Functions Change Management Functions (cont’d)(cont’d)

EvaluatingEvaluating Seeking feedback Seeking feedback


Responses to ChangeResponses to Change

Human sideHuman side Systems and technologic sideSystems and technologic side


StrategiesStrategies

Approaches designed to achieve a particular Approaches designed to achieve a particular purpose based on anticipation and purpose based on anticipation and consideration of myriad human, technologic, consideration of myriad human, technologic, and system responses. and system responses.


Strategies Strategies (cont’d)(cont’d)

Communication and educationCommunication and education EmpowermentEmpowerment FacilitationFacilitation CooptationCooptation


Strategies Strategies (cont’d)(cont’d)

CoercionCoercion Information managementInformation management Managing relationshipsManaging relationships


Self-Assessment: Self-Assessment: Are You Receptive to Change?Are You Receptive to Change?

I enjoy learning about new ideas and I enjoy learning about new ideas and approaches.approaches.

Once I learn about a new idea or approach, I Once I learn about a new idea or approach, I begin to try it right away.begin to try it right away.

I like to discuss different ways of I like to discuss different ways of accomplishing a goal or end result. accomplishing a goal or end result.


Self-Assessment: Self-Assessment: Are You Receptive to Change? Are You Receptive to Change? (cont’d)(cont’d)

I talk over my ideas for change with my I talk over my ideas for change with my peers. peers.

I volunteer to be at meetings when changes I volunteer to be at meetings when changes are being discussed. are being discussed.

I discuss my ideas for change with my family. I discuss my ideas for change with my family.


Tips in Leading ChangeTips in Leading Change

Create a group of outcome/goal scenarios.Create a group of outcome/goal scenarios. Expect people to respond differently to Expect people to respond differently to

change.change. Assume role of continuous learner.Assume role of continuous learner.


Tips in Leading Change Tips in Leading Change (cont’d)(cont’d)

Roles of followers or leaders may emerge. Roles of followers or leaders may emerge. Create a detailed plan and adhere to it.Create a detailed plan and adhere to it. Build flexibility and ambiguity into the plan. Build flexibility and ambiguity into the plan.


DiscussionDiscussion

From the perspective of a manager applying From the perspective of a manager applying a change process, consider the manager’s a change process, consider the manager’s and the clinical educator’s responsibility to and the clinical educator’s responsibility to orient two nurses to staff a new infusion orient two nurses to staff a new infusion center for a small community hospital, and center for a small community hospital, and identify the appropriate functions. identify the appropriate functions.


Make Change Happen!Make Change Happen!

Irrespective of the role an individual holds in an Irrespective of the role an individual holds in an organization, each person is either leading a organization, each person is either leading a change or supporting a change…or being an change or supporting a change…or being an obstructionist. obstructionist.

Chapter 17

Documents

affiliate of elsevier

highlevel change

change theory

models of planned change

process of lowlevel

managers contdcontd

managers leaders

opensystem organizations