Ronald Lippitt's Change Theory
As we all know there are changes occurring in the healthcare field, especially technological advances. A new teaching opportunity rose for me and that is teaching a group of physicians a new computerized physician order entry (CPOE) system. As a Nurse Informaticist I need to assess the group that I'm teaching and in this case I will be working with an older group who have little computer experience. They have never documented or entered orders using a computer. This can be challenging, but I'm ready for it. I decided to discuss Ronald Lippitt's Change Theory which will be applied in training these physicians. This theory has seven phases which are mentioned below.
(Developing a need for change)
In teaching this group of physicians I can apply these phases to ensure that they are feeling comfortable with what is expected from them. It is essential to develop a plan which is the implementation of the new CPOE. I would create a timescale to prepare them of when the system will go live. After development I would assess the concerns of the physicians by opening the floor up to them and allow for questions. This would give me a sense of any resistance one may be experiencing. It would be wise for me show why the change is being made to increase motivation and eagerness. As a group we would go over the goals of the new system by discussing the benefits and clarifying their roles and responsibilities. I would inform them that ongoing training can be offered for those who require additional help and also providing super users to be of assistance when they go live. Once the physician feels comfortable they will have access to resources should they come across a question/problem that needs addressed.
Diagnose the problem
(Developing a need for change)
Assess motivation and capacity for change
(Establishing the change relationship)
Assess change agent's motivation and resources
(Diagnosing the client system's problem)
Select progressive change objective
(Examining alternative routes, establishing goals and intentions of actions)
Choose appropriate role of the change agent
(Transforming intentions into actual change efforts)
(Stabilization)
Termination
(Achieving a terminal relationship)
In teaching this group of physicians I can apply these phases to ensure that they are feeling comfortable with what is expected from them. It is essential to develop a plan which is the implementation of the new CPOE. I would create a timescale to prepare them of when the system will go live. After development I would assess the concerns of the physicians by opening the floor up to them and allow for questions. This would give me a sense of any resistance one may be experiencing. It would be wise for me show why the change is being made to increase motivation and eagerness. As a group we would go over the goals of the new system by discussing the benefits and clarifying their roles and responsibilities. I would inform them that ongoing training can be offered for those who require additional help and also providing super users to be of assistance when they go live. Once the physician feels comfortable they will have access to resources should they come across a question/problem that needs addressed.
More information available:
http://home.nwciowa.edu/publicdownload/Nursing%20Department%5CNUR310%5CSelecting%20the%20Best%20Theory%20to%20Implement%20Planned%20Change.pdf
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