Dear Writer, Good afternoon,

That is my Post on the discussion board. Please see how my nursing peer Christine replied to the Post. I would like to reply to Christine. Please respond to Christine accordingly.

That is my post on the discussion board:

Application of ADKAR Model for Change Implementation

In a dynamic healthcare environment, the ADKAR model can be applied effectively to successfully implement a change. ADKAR stands for awareness, desire, knowledge, ability, and reinforcement. This model focuses on individual change and addresses employees' concerns to adequately support them in achieving the change goal.

Management of Organizational Change

To effectively manage organizational change, leaders need to develop awareness among employees which involves communication, explaining the benefits of intended change, and addressing their anticipations and concerns regarding the change for a smooth transition. As mentioned by Ali et al. (2021), Nurses engagement is essential in change implementation where their personal and professional goals need to be prioritized. Therefore, inspiring and motivating members to embrace the transformation helps a desire for change. Nurses also need relevant knowledge and skills to effectively implement the change where training sessions, workshops, and educational resources will play a pivotal role in ensuring their readiness and adaptability to their roles and responsibilities. To overcome barriers, nurses will need ongoing assistance and necessary tools such as technology equipment that help overcome the challenges they encounter in the process (Saab et al., 2021). Lastly, reinforcing change-focused positive behaviors such as rewarding and recognizing employee contribution will help sustain behaviors and attitudes conducive to change.

Role of Stakeholders

Stakeholders play a key role in extending feedback, support, and guidance during the change process. For instance, during the change process, patients can provide important input on the effectiveness of a medical procedure that will support decision-making. Nurse employees will play an important role in presenting the practical issues faced during the implementation of change (Nilsen et al., 2020). Additionally, by providing various perspectives and views they can identify innovative approaches to solve existing issues.

References

Ali, M. A., Zafar, U., Mahmood, A., & Nazim, M. (2021). The power of ADKAR change model in innovative technology acceptance under the moderating effect of culture and open innovation.LogForum,17(4).

Nilsen, P., Seing, I., Ericsson, C., Birken, S. A., & Schildmeijer, K. (2020). Characteristics of successful changes in health care organizations: an interview study with physicians, registered nurses, and assistant nurses.BMC health services research,20, 1-8.

Saab, M. M., Hegarty, J., Murphy, D., & Landers, M. (2021). Incorporating virtual reality in nurse education: a qualitative study of nursing students' perspectives.Nurse Education Today,105, 105045.

THAT IS HOW CHRISTINE RESPONDS. Please responds to Christine accordingly.

Hi,Delgo. The staff definitely should be able to provide input because this is how they will feel like they are a part of the change and have contributed to its success. Have you ever experienced a change being implemented where staff would provide feedback but were told, "This will be the new way, so we will go with it?" I have, and it's frustrating. So, at the end of the day, we're just there working our 8-hour shift, not caring about the new policy or the change because we don't own it; we simply follow it. If leaders do not listen to their staff, lack excitement, or do not express receptivity to their points of view, there will be more resistance to change.

THANK YOU, DEAR WRITER!