duction Acme Medical Center is building a new electronic health record (EHR) to replace its paper-based system. Dana is the nurse manager for the orthopedic division, which groups outpatient, inpatient, and rehabilitation services using product line management. As she plans her implementation approach for the new EHR, Dana is prepared for a variety of staff reactions to the change. Dana believes that the AKDAR Change Method is known to be employee-led and has the potential to inspire change across the community, Dana thinks it will be the most successful. Awareness In the first stage of the process, awareness, Sherri could be assigned a task. While Sherri, RN, frequently follows suit, she occasionally mimics Bob's movements. When things change, she needs a lot of help because she struggles with technology. Sherri may be passionate about the need for change and educate the staff about it, but she also requires assistance during a transition. Dana believes that Sherri would be the best person to inspire our colleagues to embrace the change, since it is very important that they do. Sherri might do interviews, put flyers in the break room, send emails, and have face-to-face interactions with staff members to find out what they expect from the change. This would allow Dana to find out how the other workers are feeling without having to speak with them directly. By letting Sherri establish the foundation, the employees are also more comfortable with one other. As a result, Dana will be able to see the modifications that need to be done in order for the switch to HER to be successful. Desire Since desire is the second step, Dana believes that Dr. Wilson will be the best person for this position. Dr. Wilson is the sole physician who has admitted more patients than any other, even though he only joined the program last year. He also uses all inpatient, outpatient, and rehabilitation services. He is ready to take on the job if putting in place an EHR is the next step in enhancing AMC. Dana is hopeful that the other employees will be as excited about the move as he is. Hopefully, other employees will see the value and join in if one is enthusiastic and supportive of it. Knowledge Given their enthusiasm for the new EHR and comfort with technology, Kevin RN and Nancy RN make the perfect team to undertake step three. These two's knowledge of how to use technology and welcome change will be very helpful to Dana and the rest of the team in order to make this transition go smoothly. To motivate the other employees and show them how important the EHR system is to AMC, Kevin and Nancy can conduct workshops or offer one-on-one training. The new EHR system has already won them over. They can also instruct them on how to properly operate the equipment. Ability Bob RN has the ability to put the skills and habits needed to make sure this shift goes smoothly, despite his constant resistance to change and last-minute scheduling of training sessions. The only thing preventing Dana from making effective use of technology is his propensity for workarounds. Dana will need to go after him hard in order to make sure that this behavior doesn't spread to the other employees and that they are able to successfully adapt to the change. Reinforcement Since Dr. Phillips is the program director, the personnel will obey his orders even if he plans to retire the next year. Dana is still employed by the company, but she has chosen to take on the role of reinforcement. He will be in charge of making sure that the personnel is aware of the new system and participating in the transition. The new system will only make the lives of the staff members easier, thus Dr. Phillips will need to convince them to utilize it. Unanticipated Problems Dana is aware that during the transfer, unanticipated problems can arise, such as a power outage. During the power outage, Sherri would have to assume leadership and let the workers know that things would need to be