AS A NURSE LEADER, HOW COULD YOU DRAW FROM CHANGE THEORY TO ADDRESS THESE CONCERNS AND ENCOURAGE COLLABORATION ON THE COMMITTEE? NUR 514

AS A NURSE LEADER, HOW COULD YOU DRAW FROM CHANGE THEORY TO ADDRESS THESE CONCERNS AND ENCOURAGE COLLABORATION ON THE COMMITTEE? NUR 514

AS A NURSE LEADER, HOW COULD YOU DRAW FROM CHANGE THEORY TO ADDRESS THESE CONCERNS AND ENCOURAGE COLLABORATION ON THE COMMITTEE? NUR 514

You have been selected to serve on a community outreach committee within your state’s nursing organization. The committee includes registered nurses of different specialties. At your first meeting, it becomes evident that not everyone is in agreement with a recent position statement about the role of spiritual care, with some members arguing they will no longer support the committee if the position statement is not revised or reversed. As a nurse leader, how could you draw from change theory to address these concerns and encourage collaboration on the committee?

Re: Topic 3 DQ 2

Being a leaders comes with many challenges. Sometimes these challenges will call for creative solutions to bring multiple parties to the table with a solution that will work for everyone. In healthcare, the common goal is serve the needs of the patients and the public’s health needs. In the scenario presented, the nurse leader will have to start of by reminding everyone involved in the committee what the common goal is of the committee and who they are serving (the public). Disagreements and the unwillingness to comprise can overcloud judgments and decisions. “When teams are faced with adversity, the tendency can be to pass blame and begin to question the system, management or leadership. Challenges require every member to remain committed to the ultimate goal, which in the case of health care is patient care” (Bosch & Mansell, 2015)

Lewin’s change theory provides a blueprint on resolving conflicts among groups who have differences of opinion. Lewin’s Change Theory discusses three major components: driving forces, restraining forces and equilibrium. “Driving forces are those that push in a direction that causes change to occur, restraining forces are those forces that counter the driving forces and Equilibrium is a state of being where driving forces equal restraining forces, and no change occurs” (Nursing Theory, n.d.). When dealing with conflict among groups of individuals with different visions, I would draw from the equilibrium force. The obvious reason would be due to the fact that in this states, parties can be brought to the table with each of their ideas presented and from their choose from each side what closely matches the vision and purpose of the committee and ultimately the public. This will allow the leader to pull all parties in the same direction with the ideas that the each party has the closely aligns with the end goal.

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AS A NURSE LEADER, HOW COULD YOU DRAW FROM CHANGE THEORY TO ADDRESS THESE CONCERNS AND ENCOURAGE COLLABORATION ON THE COMMITTEE? NUR 514 References:

Bosch, B., & Mansell, H. (2015). Interprofessional collaboration in health care: Lessons to be learned from competitive sports. Canadian pharmacists journal : CPJ = Revue des pharmaciens du Canada : RPC, 148(4), 176–179. https://doi.org/10.1177/1715163515588106

Nursing Theory. (n.d.). Lewin’s Change Theory. Retrieved from: https://nursing-theory.org/theories-and-models/lewin-change-theory.php

RESPOND HERE (150 WORDS, 2 REFERENCES)

This is insightful Ketlie, there are different challenges associated with leadership. Some of these challenges often arise from conflicts caused by misunderstandings on different issues. As a result, leaders ought to formulate different strategies on how to solve problems by addressing the issues favoring or rejecting anyone’s opinion (Tjosvold et al., 2019). There is the need for team leaders to set common goals that would guide committee members into making the right decisions and creating the right environment for operational processes. To provide effective solution to the conflicting issue given above, there is the need for the committee members to consider Lewin’s Change Theory discusses three major components: driving forces, restraining forces and equilibrium. understanding Lewin’s Change Theory is critical in providing solution to the conflicts by creating agreements and understanding among the committee members. Solving conflict using Lewin’s theory should incorporate creating or common goals by bringing people together to overcome conflicting issues (Bastyr, 2019).    

AS A NURSE LEADER, HOW COULD YOU DRAW FROM CHANGE THEORY TO ADDRESS THESE CONCERNS AND ENCOURAGE COLLABORATION ON THE COMMITTEE? NUR 514 References

Bastyr, V. (2019). Managing Conflict in Healthcare Organizations (Doctoral dissertation, The College of St. Scholastica). https://www.proquest.com/openview/fa5fa56532be89d202eeb0d99d77425b/1?pq-origsite=gscholar&cbl=18750&diss=y

Tjosvold, D., Wong, A. S., & Chen, N. Y. F. (2019). Managing conflict for effective leadership and organizations. In Oxford research encyclopedia of business and management. https://doi.org/10.1093/acrefore/9780190224851.013.240

Re: Topic 3 DQ 2

Almost all aspects of our daily life will change at some point or another. There are times when change is accepted with open arms, and other times change is met with resistance. Meeting resistance within an organization or committee is expected when members have originated from different specialties. There are certain models in place that ease the resistance when change is necessary.

As a nurse leader to this community outreach committee, I would use the Eight Steps of Change Process to the best of my abilities to, “combine lesions from traditional theories of change with those of complexity science” (DeNisco & Baker, 2016, p. 111). First, it is important to make sense of the resistance and figure out what exactly some members want revised. A Change team must then be created because “the best change outcomes involve the ideas and expertise of many people” (DeNisco & Baker, 2016, p. 112). Representation from all committee members would be carefully considered. The team then develops a shared vision, and the forces of change are considered. Data and information can be analyzed to assist in this process. Next, a work plan for change implementation would be used. These plans may need to remain flexible or consider multiple actions for one or more objectives (DeNisco & Baker, 2016). The changes need to then be implemented and then evaluated. Time needs to be taken into consideration when these two steps are completed because effective change happens over time. When the needs have been met, refreezing or incorporating the changes into the culture occurs. It is important to take the ideas of all committee members into consideration to ensure effective collaboration with one another. Collaboration from all helps the nurse leader enact changes in the most successful of ways.

AS A NURSE LEADER, HOW COULD YOU DRAW FROM CHANGE THEORY TO ADDRESS THESE CONCERNS AND ENCOURAGE COLLABORATION ON THE COMMITTEE? NUR 514 Reference

Denisco, S.M., Baker, A.M. (2016). Advanced practice nursing: essential knowledge for the profession. Burlington, MA. Jones & Bartlett Learning.

RESPOND HERE (150 WORDS, 2 REFERENCES)

This is insightful, La Shionna, change is dynamic, especially in the organizational setup, and this calls for everyone to prepare for any possible change process. However, there are always problems associated with the change process (Bastyr, 2019). First, differences in opinion caused by the different perceptions of people are a major cause of conflicts. Transformational leaders should therefore develop different strategies to ensure conflict resolution. For instance, they need to develop common goals, vision, and mission to ensure that everyone thinks and operates in the same perspectives. Leaders should also ensure the consideration of everyone’s opinion. In the decision-making processes, there is always the need to involve everyone and to consider their opinions. Additionally, there is the need for the committee leader in the above case to consider Lewin’s Change Theory with all the three major components, including driving forces, restraining forces, and equilibrium (Sarayreh et al., 2018). Using the third component of the theory, equilibrium, the team leader should bring people together to enhance conflict resolution and bring together diversified opinions.

AS A NURSE LEADER, HOW COULD YOU DRAW FROM CHANGE THEORY TO ADDRESS THESE CONCERNS AND ENCOURAGE COLLABORATION ON THE COMMITTEE? NUR 514 References

Bastyr, V. (2019). Managing Conflict in Healthcare Organizations (Doctoral dissertation, The College of St. Scholastica). https://www.proquest.com/openview/fa5fa56532be89d202eeb0d99d77425b/1?pq-origsite=gscholar&cbl=18750&diss=y

Sarayreh, B. H., Khudair, H., & Barakat, E. A. (2018). Comparative study: The Kurt Lewin of change management. International Journal of Computer and Information Technology, 2(4), 626-629. https://d1wqtxts1xzle7.cloudfront.net/33293215/Paper020413-with-cover-page.pdf?Expires=1620806050&Signature=FODi8ZZGfNZrNlR4WCLy0Y0NCPMRzPcun0hYiTylIKBGLfn6wsBk~BGbeAO98Uu3Tmc-fP7CP0ElYetAP7fYLQwI5n8ihgyFYr76PTvbpM8d5jyFClZJrjMjD6U8WLH-4d0dL8Fd5zbja~mYESGHQ4lbAahAczFAgxm28D8oGZ6FkJpu1otLNV9w1O07cWHvCERZ58t~Sklu3v7Q6EG1KlNGrdUiZ9VUkj2Jfp-ok-aasixX-L9XlDoZ~FD~A9dxMmlS43K8hV7SoYIym~GChtZ4lgGEPIB548VrFbPgwaH0L7RLb-J1Z29AbKr3lz99jPmZ~8al6xm8kFE6uk2pGw__&Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA

Understanding change theory can help leaders use resistance to change as a support tool rather than a barrier. (Weberg et al., 2018, p. 62) As a nurse leader and change agent, one may utilize the change theory to address the concerns to encourage collaboration within the committee. I would first listen to all stakeholders’ concerns and points of view, basically allowing all members to have a chance to share their concerns. During and managing resistance to change, nurse leaders should embrace the resistance and confront it, trying to find a way or options for those with opposite thoughts and letting them know why the change is proposed. I will then use evidence-based outcomes from incorporating spiritual care to resonate with nurses whose practice is guided by evidence-based research. Once they understand the value of the change may change their mind or can agree on the change. As nurse leader who wants to encourage collaboration, embrace change and motivate others, we must follow through with the process, re-group the idea, make the adjustment to the change, allow time for processing and fit in. if they don’t see the values alignment happening, don’t be afraid to walk through the final steps for transition them out of the committee as quickly and smoothly as possible.

Reference:

Weberg, D., Mangold, K., Porter-O’Grady, T., & Malloch, K. (2018). Leadership in Nursing Practice: Changing the Landscape of Health Care (3rd ed.). Jones & Bartlett Learning.