NURS 6053: Interprofessional Organizational and Systems Leadership | Module 5

Learning Objectives

Students will:

• Recommend strategies to lead organizational change
• Justify plans for implementing and managing organizational change in organizational/workplace settings
• Create plans for communicating proposed changes to stakeholders
• Recommend risk mitigation plans when managing organizational changes

Due By	Assignment
Week 10, Days 1–7	Read the Learning Resources. Begin to compose your Assignment.
Week 11, Days 1-6	Continue to compose your Assignment.
Week 11, Day 7	Deadline to submit your Assignment.

 

Assignment: Change Implementation and Management Plan

It is one of the most cliché of clichés, but it nevertheless rings true: The only constant is change. As a nursing professional, you are no doubt aware that success in the healthcare field requires the ability to adapt to change, as the pace of change in healthcare may be without rival.

As a professional, you will be called upon to share expertise, inform, educate, and advocate. Your efforts in these areas can help lead others through change. In this Assignment, you will propose a change within your organization and present a comprehensive plan to implement the change you propose.

To Prepare:

• Review the Resources and identify one change that you believe is called for in your organization/workplace.
  • This may be a change necessary to effectively address one or more of the issues you addressed in the Workplace Environment Assessment you submitted in Module 4. It may also be a change in response to something not addressed in your previous efforts. It may be beneficial to discuss your ideas with your organizational leadership and/or colleagues to help identify and vet these ideas.
• Reflect on how you might implement this change and how you might communicate this change to organizational leadership.

The Assignment (5-6-minute PowerPoint presentation):

Change Implementation and Management Plan

Create a narrated PowerPoint presentation of 5 or 6 slides with video that presents a comprehensive plan to implement the change you propose.

Your presentation should be 5–6 minutes in length and should include a video with you as presenter.

Your Change Implementation and Management Plan should include the following:

• An executive summary of the issues that are currently affecting your organization/workplace (This can include the work you completed in your Workplace Environment Assessment previously submitted, if relevant.)
• A description of the change being proposed
• Justifications for the change, including why addressing it will have a positive impact on your organization/workplace
• Details about the type and scope of the proposed change
• Identification of the stakeholders impacted by the change
• Identification of a change management team (by title/role)
• A plan for communicating the change you propose
• A description of risk mitigation plans you would recommend to address the risks anticipated by the change you propose

By Day 7 of Week 11

Submit your Change Implementation and Management Plan with audio and video.NURS 6053 Assignment: Change Implementation and Management Plan

 

MORE INFO 

Change Implementation and Management Plan

Introduction

You’re ready to make a change. You know that your organization needs to improve, and you want to ensure that the change has a positive impact on employees and customers. The challenge is: How do you make sure everyone is on board? Change can be overwhelming for employees, managers, and other stakeholders. It’s important to have a plan in place ahead of time so everyone knows what needs to happen (and who does what).

Change Management Approach

Change management is a process of managing the evolution of an organization and its people. It involves:

• Planning, organizing, directing and controlling change within an organization.

• Managing change across all levels in order to achieve desired outcomes.

Communication Plan

The Communication Plan is a detailed description of how you will communicate with your team and clients. It’s important to understand that this process is not just about the tools you use, but also about what messages you want to convey, when they should be sent, and who should receive them. For example:

• What type of communication methods do we have in place? (e-mail, text messages)

• How often does each method need to be used? (daily vs weekly)

• Who are the recipients for each type of message (employees only or clients only)?

The goal here is to ensure everyone on your team knows what their role is in keeping the project moving forward smoothly and making sure everyone has an understanding of their responsibilities as well as those they can expect from other members within their department/team/company etc…

Training/Education Plan

Training is an important part of the change management process. It should be provided to all staff members, as well as the change coordination team and working group. In addition, training should also be provided to senior management team and board of directors (if applicable).

In order for your organization’s executive team members to fully understand what needs to be done in order for them to successfully implement your new system or process improvement initiative, you might want them involved in some type of education program during its development phase so that they have time before implementation begins so that everyone understands what needs changing or improving within their particular role within your company’s operations structure (i.e., HR director versus finance director versus marketing director).

Roles and Responsibilities for the Change Coordination Team and Working Group

The Change Coordination Team is responsible for keeping the change process moving forward. It’s a group of people who are working on the same project and have different roles within it. They’ll be in charge of making sure that everyone is doing their job well, communicating with each other about what’s going on with the project at any given time, writing up reports about progress made so far or areas where there needs to be more work done (and when), getting information from other teams (like marketing) about how best to communicate changes about your product or service—and then passing that information back up into their own team so they can make sure everyone knows what’s happening!

The Working Group has two main goals: firstly, they’re looking at ways we can improve our product as an organization; secondly but equally important right now as firstly above…they’re looking at ways we can improve our product quickly without sacrificing quality or customer satisfaction!

Implementation Plan

The implementation plan is the roadmap for your change. It’s a detailed, step-by-step plan that will guide you through each step of implementing your change. In addition to outlining what needs to be done and when, it should also specify how you’ll do it (e.g., with whom).

The scope of this plan should also include:

• What resources are needed?

• How long does it take?

• What is expected outcome at each stage of implementation?

Long-term Sustainability Plan

Your long-term sustainability plan should include:

• How will the change be sustained over time?

• How will it be monitored over time?

• What evaluation measures will you use to determine whether or not your change is working?

In addition, this section should include a communication plan that outlines how changes in process and procedure are communicated through the organization.

Conclusion

As you can see, implementing a change is an exciting and challenging process. It requires planning, communication and training to make sure that everyone involved understands how the change will affect their role in the organization. But if you keep those things in mind throughout the process, then your company should be able to adapt and thrive long after the “change” phase is over!