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Running head: CHANGE INITIATIVE: CHANGE MODEL1Change Initiative: Change ModelJulie BoswellGrand Canyon UniversityNUR 615October 7, 2020
CHANGE INITIATIVE: CHANGE MODEL2Change Initiative: Change ModelIntroductionChange is a vital part of any organization. Without change, progress can never be made.In the healthcare industry, we see change as a never-ending part of the day. This is how care andpatient outcome is improved and people are given the ability to live long health lives. Internalorganizational change allows for improved processes leading to more efficiency in providingsaid care. Although change in always a difficult task, it is imperative for continued progression inhealthy outcomes.Methods to Evaluate for ChangeEnergy.gov has listed a helpful diagram of ways to evaluate for change. This includesdetermining goals, assessing rules, roles, and tools, developing a plan, implementing the plan,and evaluation. (Office of Energy, 2019) Every organization needs to know what they want toachieve and create a plan to get there. This needs to follow the path for change with assessmentof the organization, the rules, responsibilities, and roles of everyone involved. External andInternal forces need to be evaluated and established for a plan to work.Within the Alaska Native Medical Healthcare systems there is a great need for change inthe substance and alcohol abuse programs. The programs have not developed a system that takeinto account the need for cultural issues that are important to the Alaska Native people. Utilizingthe methods noted from the Office of Energy, the substance abuse facilities are in need ofdetermining the goals important to retain or draw the Alaska Native people. There needs to be anassessment of the rules, roles, and tolls utilized in everyday therapy sessions and how they can bechanged to include cultural needs. A plan will have to be formed with implementation guides.
CHANGE INITIATIVE: CHANGE MODEL3And finally, an evaluation of the plan which includes the evaluation of the actual participates inthe programs.Change ModelsThere are multiple change models to choose from. The most used today is that of Kotter'seight step model.Kotter’s model shows that the first and likely most important step is to create asense of urgency so that others will get up and take notice.Without the willingness of others tochange, and feel as if the change is necessary, then there is never going to be a start to theprocess. The next step includes building a guiding team who then forms a strategic vision. Thisteam is a cohesive group who has trust in each other and their abilities. By building this team avision that is right for the organization can be developed. The next steps include communicationsof the vision through the masses, empowering those involved by removing barriers, looking forthe short-term wins to show progress, sustaining those wins and continuing the fight, and finallymaking the whole thing final. (Kotter & Cohen, 2002)

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Native Americans in the United States, Kotter

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