As a nurse leader, you need to have the skills and knowledge to collaborate and communicate with those who plan for and manage change. This capacity is valuable in any health care setting and for many different types of change. Furthermore, it is essential to be able to evaluate a change effort and determine if it is promoting improved outcomes and making a positive difference within the department or unit, or for the organization as a whole.

To prepare:

• Review Chapters 7 and 8 in the course text. Focus on the strategies for planning and implementing change in an organization, as well as the roles of nurses, managers, and other health care professionals throughout this process.
• Reflect on a specific change that has recently occurred in your organization or one in which you have worked previously. What was the catalyst or purpose of the change?
• How did the change affect your job and responsibilities?
• Consider the results of the change and whether or not the intended outcomes have been achieved.
• Was the change managed skillfully? Why or why not? How might the process have been improved?

Post  (1) a summary of a specific change within an organization and describe the impact of this change on your role and responsibilities. (2) Explain the rationale for the change, and whether or not the intended outcomes have been met. (3) Assess the management of the change, and propose suggestions for how the process could have been improved.

Post  (1) a summary of a specific change within an organization and describe the impact of this change on your role and responsibilities. (2) Explain the rationale for the change, and whether or not the intended outcomes have been met. (3) Assess the management of the change, and propose suggestions for how the process could have been improved.

ADDITIONAL INFORMATION;

Critiquing a Nursing Change Effort

Introduction

A good critique will identify areas for improvement and make recommendations for future improvements.

Critiquing a nursing change effort is an important part of the change process.

The process of evaluating a change effort helps to identify areas for improvement and make recommendations for future improvements. A good critique will identify areas for improvement and make recommendations for future improvements.

It is important that you consider the following when writing your critique:

• What were the goals of this project?

• Was there enough evidence to support these goals?

• Were all stakeholders involved in the planning process?

Think about the audience for your critique.

When you are critiquing a nursing change effort, it is important to consider the audience for your critique. This can be an individual nurse or group of nurses, a manager/supervisor, or even someone from HR who has some level of authority over the unit being reviewed. Your goal should be to provide feedback that will help them make improvements in their practice and improve patient care outcomes.

If you are writing your critique as part of an assignment or class project, then I recommend keeping this in mind when reviewing the change effort: what do I want out of this? What questions do I want answered by my reading? You should also consider how well-organized and clear each section is written so that others can easily understand what they’re reading without having any trouble following along with ease!

Identify whether the change met its goals and objectives.

• Determine whether the change met its goals and objectives.

• If not, then it may need to be reevaluated or revised.

Look at whether there were any unintended consequences.

Look at whether there were any unintended consequences. Sometimes, a change effort can create unintended negative outcomes that might not have been intended. For example, if you change an employee’s reporting structure without letting them know ahead of time, they may feel like they are being punished for something they did not do wrong.

Analyze why the change was successful or unsuccessful, if it was.

In order to analyze the success or failure of a change effort, it is important to look at several factors. You can start by looking at the outcome of your change effort. What was supposed to happen as a result of this particular change? Did it happen or not? If it did not happen, why not? Was there anything else that could have contributed to its failure (or success)?

Next, you should assess how well your team was able to implement its process for implementing changes in practice and policy within an organization’s culture and structure. For example, if one person on staff does not like new policies being enacted by management but does not speak up about them until after they’ve already been implemented—and then only in private meetings with colleagues who may or may not agree with him/her—this would be considered poor implementation because there wasn’t enough communication between stakeholders involved with this new policy process along with those outside influences causing friction within their departmental walls (elements such as politics).

Consider whether there are any lessons to be learned from success or failure of the change.

• Consider whether there are any lessons to be learned from success or failure of the change.

• What went right?

• What could have been done better?

• Is this process repeatable in other settings, or is it unique to your situation and needs?

Think about what recommendations need to be made for further changes and future change efforts.

As you review the recommendations and make your own, consider what needs to be done next. What is the next step that needs to be taken? For example, if a nurse manager wants to improve their team’s communication skills, they may want to implement a communication workshop or have everyone sign up for some training classes. Alternatively, if there are no further changes needed at this time (or ever), then you can use this as an opportunity for reflection on what went well and what could have been improved with more open communication between nurses and staff members in general.

• Keep track of all recommendations made so far in case there are any follow-up meetings or discussions about them later on down the line when deciding how best move forward with implementing these changes into practice environments.*

A good critique will identify areas for improvement and make recommendations for future improvements.

It is important to understand that a critique is not meant to be used as a way of evaluating a change effort. Instead, it should be used as an opportunity for you and your team members to identify areas for improvement and make recommendations for future improvements. A good critique will identify areas for improvement and make recommendations for future improvements.

A good critique will take into account:

• The purpose of the change effort

• Who was involved in the change effort (for example, who led each team member on their respective work?)

• How well did each team member perform? Was there any poor performance?

Conclusion

The most important thing to remember is that the goal of a critique is not to pick apart someone’s work, but rather to make recommendations for improvement. We want you and your nursing team members to succeed in implementing the changes that were discussed during this meeting. If you need additional help with this process or any other aspect of change management, please contact us.