NSG 451 Driving Forces for Change Assignment

NSG 451 Driving Forces for Change Assignment

Driving Forces for
Change

Change in health care is often related to quality. This
activity introduces you the three major driving forces of the current emphasis
on quality.

Explore the Health and Medicine Division*, the Agency for
Healthcare Research and Quality, and the National Quality Forum to understand
each organization’s key focus and its mission, vision, and values.

*Formerly Institute of Medicine

FIRST MESSAGE #1

CHANGE INITIATIVES

What examples of quality and safety change initiatives have
you experienced in practice?

FIRST MESSAGE #2

CHANGE AGENT

Why is important for every nurse to think of themselves as a
change agent?

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The Driving Forces of Change
The ability to navigate the never-ending cycle of change is a cornerstone of success for any organization. Change affects everybody, every business, every industry, every day. If you want to create a better future and succeed in your professional and personal life, you must understand the driving forces of change and how to lead, embrace and manage change.

Change can be hard on leaders and team members alike if you don’t have a good understanding of the two primary forces of change: external forces and internal forces.

External Forces:
External forces can be very challenging. These are changes that we usually don’t choose. These include driving forces that shape change like technology, customer preferences, regulations, competitor moves, or supplier and sourcing instability. Disruptions are constantly challenging us to innovate and adapt.

Sometimes these external changes can arise very quickly like a tsunami. Other external changes are like a slow-moving lava flow. You may not like it, but you know it is coming. Regardless of the speed of change, it will take skilled leaders to leverage and capitalize on these dynamic forces.

Internal Forces:
While internal forces can still be challenging, you have more control over these changes. It is important to remember that any type of change can be hard, and these forces of change will push us to get out of our comfort zone and approach work differently. People tend to crave the status quo and resist things that disrupt familiar and trusted behaviors, processes and systems. It can feel risky to change, so we tend to resist things that seem unfamiliar to us.

When organizations need to be restructured, a new executive is hired, a new product is introduced or a new policy is rolled out, it is going to encounter some questions, cautiousness and push back.