As a new nurse leader, you have decided to make changes to the procedure for end-of-shift report because you have received many complaints that the report is time-consuming and has already caused frustration from the staff members. You inform the charge nurses that you would like to meet with them to get their input.
You start the meeting and begin speaking about the problems that the current method of giving end-of-shift report has caused and you would like to look at changing the method. Immediately there is a deluge of comments. One charge nurse states, ”why fix something that isn’t broken? I really don’t have time for this. I’ve worked here longer than you. Don’t you think we would have changed it before you got here?” She walks out of the meeting. The next charge nurse states, “I believe the process is really broken and I suggested changing awhile ago to a system we used at my previous job, but no one liked my idea. Now I am here wasting my time again.” [Note: you are aware of the suggestion made which you had reviewed and found out that this nurse had worked at a very large non-profit hospital and the cost to change to the suggested method was exorbitant. Your hospital is a small, for-profit hospital and there would never be funding for such a proposal]. Another nurse states, “let’s get on with this and decide. I really believe that you should decide for everyone how we are going to do it in the future because you are in charge and you should make all the decisions.”
Questions:
- A) How would you handle each of the charge nurses and their comments?
- B) What kinds of issues will need to be dealt with in the future in relation to change theories?
Instructions:
- Read the information above and then, answer the questions above…
- Your pap should be:
- One (1) page
- Typed according to APA Writing Style for margins, formatting and spacing standards.
A) Handling the charge nurses and their comments:
- Charge nurse who resists change:
I would acknowledge the charge nurse’s experience and expertise by expressing gratitude for their tenure at the hospital. I would then emphasize that although the current method may have worked in the past, it is essential to continuously improve and adapt to meet the changing needs and challenges. I would highlight the specific complaints and frustrations received from the staff members to emphasize the importance of addressing the issues. It is crucial to convey that the proposed changes aim to streamline the process and alleviate the time-consuming nature of the end-of-shift report. I would invite the nurse to share their concerns and ideas, seeking their input in finding a solution that works for everyone.
- Charge nurse with a previous suggestion:
I would validate the charge nurse’s suggestion and acknowledge their past efforts to improve the process. I would explain that every idea is valuable, and the hospital is open to considering various alternatives. However, I would transparently communicate the hospital’s financial constraints and how the suggested method would be impractical due to the cost involved. I would express gratitude for their willingness to contribute and ask for their continued input in exploring other cost-effective options. By involving them in the decision-making process, I would foster a sense of ownership and demonstrate that their ideas are valued.
- Charge nurse advocating for my decision-making:
While appreciating the charge nurse’s vote of confidence in my leadership role, it is important to establish a collaborative approach. I would emphasize that decision-making should involve input from the team to ensure that the chosen method addresses the concerns and needs of all staff members. I would explain that as a leader, my role is to facilitate the decision-making process and create a supportive environment where everyone’s opinions are considered. I would encourage open dialogue and active participation from the charge nurses to ensure a collective decision that promotes engagement and ownership among the staff.
B) Issues related to change theories that may need to be dealt with in the future:
- Resistance to change: Change can often be met with resistance, as seen in the first charge nurse’s comment. Overcoming resistance may require effective communication to address concerns, provide rationale for the change, and involve staff members in decision-making processes. It is important to recognize that some resistance may stem from fear of the unknown or previous unsuccessful attempts at change.
- Stakeholder engagement: In the future, engaging stakeholders at all levels will be crucial to ensure successful implementation of changes. In this case, involving charge nurses in the decision-making process demonstrates respect for their expertise and allows for their valuable input. Engaging staff members in planning and implementing changes can increase acceptance and reduce potential resistance.
- Managing expectations: Change may bring about differing expectations and viewpoints. It is important to manage these expectations by clearly communicating the purpose, goals, and anticipated outcomes of the change. Providing ongoing support, training, and resources can help staff members adapt to the new procedure and address any concerns or challenges that arise.
- Change sustainability: To ensure long-term success, it is important to monitor the effectiveness of the implemented change and make adjustments as needed. Regular evaluation, feedback, and open communication channels will be necessary to address any emerging issues and sustain the desired changes over time.
By considering these change theories and addressing the related issues, nurse leaders can navigate the process of implementing and sustaining changes effectively.