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

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 narrated 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 narrated presentation should be 5–6 minutes in length.

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

Learning Resources

Required Readings

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.

  • Chapter 8, “Practice Model Design,      Implementation, and Evaluation” (pp. 195–246)

Cullen, L., & Adams, S. L. (2012). Planning for implementation of evidence-based practice. Journal of Nursing Administration, 42(4), 222–230. Retrieved from https://medcom.uiowa.edu/annsblog/wp-content/uploads/2012/10/JONA-FINAL-Cullen-2012.pdf

Pollack, J., & Pollack, R. (2015). Using Kotter’s eight stage process to manage an organizational change program: Presentation and practice. Systemic Practice and Action Research, 28(1), 51-66.

Note: You will access this article from the Walden Library databases.

Seijts, G. H., & Gandz, J. (2016). Transformational change and leader character. Business Horizons, 61(2), 239-249. https://doi.org/10.1016/j.bushor.2017.11.005

Note: You will access this article from the Walden Library databases.

Tistad, M., Palmcrantz, S., Wallin, L., Ehrenberg, A., Olsson, C. B., Tomson, G., …Eldh, A. C. (2016). Developing leadership in managers to facilitate the implementation of national guideline recommendations: A process evaluation of feasibility and usefulness. International Journal of Health Policy and Management, 5(8), 477–486. doi:10.15171/ijhpm.2016.35. Retrieved from http://www.ijhpm.com/article_3183_5015382bcf9183a74ef7e79b0a941f65.pdf

Required Media

TEDx. (2013, January). Six keys to leading positive change: Rosabeth Moss Kanter at TEDxBeaconStreet [Video file]. Retrieved from https://www.youtube.com/watch?v=owU5aTNPJbs

Rubric Detail

  Excellent Good Fair Poor
Create a 5- or 6-slide narrated PowerPoint that presents a comprehensive plan to implement changes you propose. 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).

· A description of the changes being proposed.

· Justifications for the changes, including why addressing them will have a positive impact on your organization/workplace.

32 (32%) – 35 (35%)

Presentation provides an accurate and detailed executive summary of the issues that are currently affecting an organization/workplace.

Presentation accurately and completely describes in detail the changes being proposed.

Presentation accurately and thoroughly details justifications for the changes, including a thorough and complete explanation of why addressing these changes will have a positive impact on the organization/workplace.

28 (28%) – 31 (31%)

Presentation provides an accurate executive summary of the issues that are currently affecting an organization/workplace.

Presentation accurately describes the changes being proposed.

Presentation accurately justifies the changes, including an accurate explanation of why addressing these changes will have a positive impact on the organization/workplace.

25 (25%) – 27 (27%)

Presentation provides an executive summary of the issues that are currently affecting an organization/workplace that is vague or inaccurate.

Presentation describes the changes being proposed that is vague or inaccurate.

Presentation vaguely or inaccurately justifies the changes, including a vague or inaccurate explanation of why addressing these changes will have a positive impact on the organization/workplace.

0 (0%) – 24 (24%)

Presentation provides an executive summary of the issues that are currently affecting an organization/workplace that is vague and inaccurate, or is missing.

Presentation describes the changes being proposed that is vague and inaccurate, or is missing.

Presentation vaguely and inaccurately justifies the changes, including a vague and inaccurate explanation of why addressing these changes will have a positive impact on the organization/workplace, or is missing.

· Details about the type and scope of the proposed changes.

· Identification of the stakeholders impacted by the changes.

· Identification of a change management team (by title/role).

· A plan for communicating the changes you propose.

· A description of risk mitigation plans you would recommend to address the risks anticipated by the changes you propose.

27 (27%) – 30 (30%)

Presentation accurately and thoroughly details the type and scope of the changes proposed.

Presentation accurately and clearly identifies the stakeholders impacted by the changes.

Presentation accurately and completely identifies a change management by title/role that is detailed.

Presentation accurately and thoroughly proposes a detailed plan for communicating the changes proposed.

Presentation accurately and thoroughly describes in detail risk mitigation plans recommended to address the risks anticipated by the changes proposed.

24 (24%) – 26 (26%)

Presentation accurately details the type and scope of the changes proposed.

Presentation accurately identifies the stakeholders impacted by the changes.

Presentation accurately identifies a change management by title/role.

Presentation accurately proposes a detailed plan for communicating the changes proposed.

Presentation accurately describes risk mitigation plans recommended to address the risks anticipated by the changes proposed.

21 (21%) – 23 (23%)

Presentation details the type and scope of the changes proposed that is vague or inaccurate.

Presentation identifies the stakeholders impacted by the changes that is vague or inaccurate.

Presentation identifies a change management by title/role that is vague or inaccurate.

Presentation proposes a detailed plan for communicating the changes proposed that is vague or inaccurate.

Presentation describes risk mitigation plans recommended to address the risks anticipated by the changes proposed that is vague or inaccurate.

0 (0%) – 20 (20%)

Presentation details the type and scope of the changes proposed that is vague and inaccurate, or is missing.

Presentation identifies the stakeholders impacted by the changes that is vague and inaccurate, or is missing.

Presentation identifies a change management by title/role that is vague and inaccurate, or is missing.

Presentation proposes a detailed plan for communicating the changes proposed that is vague and inaccurate, or is missing.

Presentation describes risk mitigation plans recommended to address the risks anticipated by the changes proposed that is vague and inaccurate, or is missing.

Include a narrated presentation that is 5–6 minutes in length. 27 (27%) – 30 (30%)

Narrated presentation accurately and completely summarizes the presentation responses. Audio recording is professional in nature and thoroughly addresses all components of the presentation. Presentation should be aesthetically organized and easy to follow with an introduction, purpose statement, and conclusion

24 (24%) – 26 (26%)

Narrated presentation adequately summarizes the presentation responses. Audio recording is professional in nature and adequately addresses the components of the presentation.

21 (21%) – 23 (23%)

Narrated presentation vaguely, inaccurately, or incompletely summarizes the presentation responses. Audio recording may be professional in nature and somewhat addresses the components of the presentation.

0 (0%) – 20 (20%)

Narrated presentation vaguely and inaccurately summarizes the presentation or is missing. Audio recording is not professional in nature and inaccurately and incompletely addresses the components of the presentation, or is missing.

Written Expression and Formatting – English writing standards:

Correct grammar, mechanics, and proper punctuation

5 (5%) – 5 (5%)

Uses correct grammar, spelling, and punctuation with no errors.

4 (4%) – 4 (4%)

Contains a few (1 or 2) grammar, spelling, and punctuation errors.

3.5 (3.5%) – 3.5 (3.5%)

Contains several (3 or 4) grammar, spelling, and punctuation errors.

0 (0%) – 3 (3%)

Contains many (≥ 5) grammar, spelling, and punctuation errors that interfere with the reader’s understanding.

Total Points: 100

Expert Answer and Explanation

Slide 2

  • One of the issues that was observed within the organization, which also came out in the workplace civility assessment is low levels of teamwork. Currently, the employees prefer to work independently with no indication of any form of teamwork. This to some extent, increases the likelihood of organizational conflicts.
  • The lack of teamwork can also be attributed to the leadership in place. The organization currently leans towards a more transactional form of leadership which focuses more on tasks, with very minimal teamwork in place (Marshall & Broome, 2017). Therefore, the intervention selected will help to resolve this issues.

Slide 2

  • The change proposed will include a redesigning the organization, specifically the nursing unit to factor in teams as core components of achieving high levels of efficiency and productivity. In the change, nurses will be placed into small effective and diverse teams, with the team leaders answering to the overall nurse leader in a given shift. Training on teamwork and transformational leadership will also be conducted to orient the nurses on what is expected of the as pertains to the new model.

Justification

  • Studies have linked teamwork with better productivity and low burnout among the nursing staff. In a study by (Halm, 2019), it was noted that high levels of teamwork helps to reduce the individual workload and work-related stress thus reducing the burnout phenomenon amongst nurses. Teamwork is also linked with high levels of employee satisfaction (Buljac-Samardzic et al., 2020). Patients also benefit from teamwork, given that teamwork is linked with reduced incidents of missed care events and medical errors (Marguet & Ogaz, 2019).

Scope of change

  • For start, the proposed change will be limited to the nursing unit and later extended to the entire organization. The change project will be conducted for 3 months.

Slide 3

  • The stakeholders who will be affected by the change process include the nursing staff, including the nurse leaders. The nurse leaders will be trained on the transformational style of leadership and the attached advantages (Marshall & Broome, 2017).

Change management team

  • The change management team will have the following people;
  • Change team leader – the role of the change leader will be to head the entire change management process, she will preferably hold a position of nurse manager or above.
  • Nurse administrator -as an overseer of the change process
  • Lead trainer – to spearhead all the training activities. Depending on the training, an external trainer may be require
  • Secretary – in charge of documenting the activities and minutes of the team and sending correspondence to the relevant stakeholders
  • Change consultant – Provides guidance on how the change process is to be conducted and how to navigate through potential barriers of change
  • Team members – to contribute in any activity as directed by the change management leader and the trainers

Slide 4

  • Communication in the change initiative is vital in ensuring its success. Proper communication is also important in preventing potential resistance of the change process (Pollack & Pollack, 2015). To ensure that communication is successfully achieved, a comprehensive communication plan will need to be established. The plan will have five main steps.
  • The first is to identify the stakeholders to be communicated to.
  • The second step will involve coming up with a timeline of communication, which should be convenient to all stakeholders.
  • After coming up with a communication timeline, it will also be wise to identify the most appropriate medium of communication that will be used for each stakeholder to ensure that the communication is successfully completed.
  • The fourth step is to communicate with the stakeholders
  • Finally, evaluate whether the communication was successful or not and make improvements on areas that are found to be lacking.

Slide 5

  • Other than a communication plan, a risk management plan will also need to be established. The risk management plan will assists to avoid or mitigate the risks that can potentially affect the progress of the project. The risk mitigation plan that will be used will have the following activities.
  • The first is identification of the potential risks that may affect the progress of the change project.
  • The second step will involve analysis of the risk and categorizing it in terms of severity and likelihood of happening.
  • The third step will involve identification on some of the mitigation measures that can be put in place in response to the identified risk.
  • The fourth step will involve taking action either before the risk has occurred or in response to the risk to mitigate any potential damage to the project.
  • The final step is to monitor the risk and any secondary adverse effects that may occur as a result of the risk.

References

Buljac-Samardzic, M., Doekhie, K. D., & van Wijngaarden, J. D. (2020). Interventions to improve team effectiveness within health care: a systematic review of the past decade. Human resources for health18(1), 1-42. https://doi.org/10.1186/s12960-019-0411-3

Halm, M. (2019). The influence of appropriate staffing and healthy work environments on patient and nurse outcomes. American Journal of Critical Care28(2), 152-156. https://doi.org/10.4037/ajcc2019938

Marguet, M. A., & Ogaz, V. (2019). The effect of a teamwork intervention on staff perception of teamwork and patient care on a medical surgical unit. In Nursing forum(Vol. 54, No. 2, pp. 171-182). https://doi.org/10.1111/nuf.12311

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader(2nd ed.). New York, NY: Springer.

Pollack, J., & Pollack, R. (2015). Using Kotter\’s eight stage process to manage an organizational change program: Presentation and practice. Systemic Practice and Action Research, 28(1), 51-66.

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